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Eight HR Dos and Don’t’s
Wednesday, June 26, 2013 4:40 AM

There is no doubt that talent is the greatest asset of any nonprofit. Without the right employees, an organization is unlikely to fulfill its mission in the most efficient way possible. That’s why, reports The Nonprofit Times, it is important that human resources managers take the right approaches to the hiring process.

In the book “Nonprofit Management 101,” James Weinberg and Cassie Scarano of Commongood Careers wrote that the first step hiring managers need to take before posting their job online is to ensure that your organization is attracting the best possible candidates.

While the orientation, development, management, and retention of talent are a part of achieving this goal, Weinberg and Scarano also suggested managers follow these eight guidelines when searching for new employees:

  • DO slow down and plan your hiring process thoughtfully before getting started.
  • DO utilize a hiring process that incorporates the four tenets: clarity, consistency, equity, and legality.
  • DO develop a competency model to inform all stages of the hiring process.
  • DO develop a deep and wide candidate pool through multiple, strategic, and targeted sources, including job boards, list servs, organizational and personal networks, social media sites, and professional associations.
  • DO provide the most competitive compensation package possible.
  • DON’T make snap judgments in an in-person interview; give the candidate at least three chances to prove their qualifications for the position.
  • DON’T ask interview questions that you do not need to know in order to evaluate whether or not this person can effectively do their job.

Helpful resources: Credit Union Employment Resources (CUER). A service of Credit Union Resources, CUER provides credit unions a single source Human Resource solution.  CUER can assist credit unions with:

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