Why is there so much turnover in development?  Part 3

I told you this was a long answer!!  Two more posts.  What do you think?  What’s missing that you’d like addressed?

From Part II:  Okay, I’ve looked at the job description and its awesome!  I just need the perfect person to realize that and stay.

Using the characteristics (not skills) of the person that has succeeded the best, what do you need to communicate in your job description that spells out the successful person?  When that person sees the job posting/recruitment, and they apply are you ready for the interview?

The interview is not only what questions you are asking, but what does the right answer sound like?  Particularly in group interviews, what is the interview team listening for in a response?  You need to get on the same page ahead of the interview and really talk about solid, strong answers.  Even have some notes jotted down of words, phrases, experiences that indicate a strong answer.

When your best candidate tours the organization and meets the other staff, what will they tell the candidate?  Both in body language and real language, are they communicating success, happiness, hard-work and positive engagement?

Are you looking for this individual to become part of a team that is thriving or are you looking for a change-agent?  If it is a change-agent, are you prepared for change?  Is the team excited or afraid?  Is the supervisor ready and leading or looking for a scapegoat?

Suddenly, the interview just got a little harder.

No candidate will walk into an interview and not be looking at you, your team, your space and your energy.  They are interviewing you, imaging themselves in this space, thinking of the stories they’ve heard (they did their research) and wondering if this is the right fit.  So, what are you telling them?

The key here, just like in any part of the process, is to be truthful.  Truthful about management, board, staff, donors, hard-work, opportunity and frustrations.  You work here for a reason—what is that reason?  Can you articulate it and can it be shared with co-workers and candidates?

This kind of honest interviewing where you are looking for specific skills and characteristics because you know what is needed to succeed here will make a big difference.

Read the other entries of this series: Part 1, Part 2, and Part 4.