Every potential hire represents a risk to an organization. Even when a job candidate seems rock solid, there's always a chance it could backfire. The first step to becoming a successful nonprofit is accepting that there is only so much you can do to minimize hiring risks. You can't go into an interview only thinking about what can go wrong. As long as you practice the following guidelines, you will know that you have done as much as you can as an organization to prevent potential negative hires:
- Make sure that the position description lists every task for which that employee will be responsible. This will ensure that the candidate is ready for every task that will come their way should they be hired.
- Decide in advance what qualities will be enough to qualify a candidate. This makes the hiring process a lot smoother, and minimizes the chance you will hire someone who doesn't fit your standards.
- While we're on the topic, don't disqualify candidates based on personal beliefs. You might think they will never find out that was the reason, but that is a risky chance to take.
- Conduct a thorough background check of all of your candidates. Don't slack off on the screening process just because the individual seems perfect. Use the same screening tools for every candidate.
- Make sure every member of your human resources department is well trained on all of the organization's hiring practices, and that they are aware of all risks involved.
- When you check references, only ask the questions that you are allowed to ask the candidate. When in doubt, check the guidelines to see what questions you are allowed to ask.
