What Is Your Dream Job
This is a great question that gives you insight into the aspirations and growth potential of the candidate. If their dream job aligns with your organizations mission, thats a great sign. It means this position isnt just a stepping stone for them to something greater.
Having passionate employees in the nonprofit world is a must. The last thing you want is a dispassionate director constantly looking toward the exit.
How Do You Train People Who Are Going To Be Working For You
Executive directors are often responsible for managing people and coordinating volunteers. The hiring manager may ask this question to understand the approach you take to training people and test how well you can motivate others. A great response discusses how you customize your approach for each individual you’re training and use appropriate rewards and incentives to motivate them to excel.
Answer:”I always customize my style of training for each person and for the role they’re being trained for. For more complex roles, I usually develop a formal training style and then modify it based on the individual’s background. I also am a big believer in mentorship, so I always assign a mentor for each new person so they always feel supported. I typically offer some type of bonus with each milestone that the person hits, even if it’s just a card with words of encouragement. Finally, I offer professional development opportunities to prepare those team members for promotional opportunities.”
Mar Best Interview Questions For Nonprofit Cfo Candidates
Looking for the best candidate in any job search can prove to be a difficult task. For nonprofits, looking for their next Chief Financial Officer can be somewhat difficult, as it is a crucial role that requires plenty of qualifying experience and a track record of success. Most organizations know exactly the type of candidate they are looking for. After implementing different recruitment strategies, youre able to narrow your candidate pool down to a few very qualified individuals with the skills to be the financial leader of your organization. The interview process is a great way to find out more about each candidate and truly see if they fit your organization and your mission. In this article, we will share some of the best common interview questions and some of the best interview questions for nonprofit CFO candidates.
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Focus On Your Best Skills
To prepare for your executive director interview, analyze your skills and choose ones to focus on that best fit the job description. In an executive role like this, its important to have an excellent understanding of finance and know how to demonstrate previous success in a similar position. Interviewers may also be interested in your knowledge of corporate and regulatory practices, and ask about your communication and leadership skills.
Getting Ready For The Interview
This first section is to help candidates get prepared. If youre the one doing the interviewing, feel free to skip below directly to the questions you should be asking.
If youre still with me, there are two things I want you to do in advance of your interview.
1. Write the Announcement of Your Hire
This will help you figure out how you want to position yourself in the context of what will please the board.
Think about it. Hiring an Executive Director is the most important decision a board makes. And when your hire is announced, the board wants to look good. They want the community your organization serves, its volunteers and donors to see that they rocked the search.
So draft the statement they will send out. It doesnt need to be perfect There will be holes. Thats fine.
Dont forget to include a quote you would love to see in your announcement from the board chair or maybe even the previous ED.
After you draft, make some notes. What made you smile? What made you proud? What do you wish was stronger? What do you see as gaps?
2. Figure Out Your Key Messaging
Ive had the benefit of media training
As you prepare for any interview, regardless of length and regardless of what questions you are asked, what are the 3-4 main things you want the listener to remember about you?
Yes regardless of the questions asked.
You need to control the interview and the key messages you want the search committee to remember.
What do you want them to remember? To know? To feel? To think?
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What Questions Should You Ask Your Next Nonprofit Leader
Prepping for a job interview can be nerve-racking not just if youre an interviewee, but also if youre the interviewer, says talent strategist Brian Mohr.
Most of us feel the stress associated with being interviewed for a job, but interviewers face pressure, too, says Mohr, co-founder and managing partner for Y Scouts , a purpose-based leadership search firm for nonprofits, social enterprises, and other mission-driven companies.
The most valuable assets of any organization with a purpose whether its for-profit or not-for-profit are its people, and thats why hiring is so important. When screening candidates, who may become part of your work culture, however, there are important criteria that simply may not occur to you.
But when it comes to a nonprofits leadership, the stakes are even higher, he says.
In any position, from CEO to openings in fundraising and development, youll want candidates whose purpose and values match those of an organizations, and its available roles, Mohr says. However, there are specific questions to ask for leadership roles. Specifics matter.
Mohr reveals some of the questions interviewers will want to ask leadership candidates and explains why theyre important.
Thats why we ask about the differences they anticipate and how they see themselves shaping meaningful change in the future, Mohr says.
About the Author
How Well Do You Work With A Board Do You Have Any Experience Doing So
Working with a board isnt always easy, but its something that any executive director is going to be required to do. After all, the director isnt really the boss of your nonprofitthe board is.
Youll want to find someone who not only understands that balance but thrives in it. That way, your team, your new director, and your board will all be happy.
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Describe How You Typically Manage Staff Performance
Program directors often manage a team of internal staff and volunteers. As a director, you might set objectives that build toward larger organization goals. Some nonprofits might have formal performance review processes annually, though you may need to motivate and manage your team throughout the year. Consider sharing your experiences with managing people and what effect that had.
Example:**I previously managed a staff of 10 employees and five volunteers in my last role. Each staff member had annual reviews where I would share their goals, discuss feedback on their performance and listen to their career goals. For volunteers, we had evaluations after events or after their shifts. Most returned to volunteer with us and showed improvement each time.
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What Would Be The First Thing You Did As Executive Director
A board of directors may ask this question to understand what they can immediately expect from you in this new character. To prepare for your answer, think about what you feel every nonprofit would benefit from, careless of its goals, strategies, relationship with the media or community interest. besides, consider how a lot you can learn from the interview. For example, you may hear from a board member about the nonprofit s conflict to grow their tennessean staff. In this event, you may want to mention how you can address this issue in your foremost 90 days in the function. model answer : Pending the absence of any awful issues I need to address first, I would start my initial days as executive director by meeting with my cardinal staff members to learn more about their bring, current projects and any challenges they may be facing. I would besides meet with employees in smaller groups to hear different perspectives of how the nonprofit is performing and any ideas they have to share. These meetings besides have an alternate purpose in allowing me to introduce myself so they can feel more comfortable with me as their new executive conductor.
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Behavioral Questions You May Face While Interviewing For A Job Of An Executive Director
- Describe a situation when you reached an important goal, and tell us how you achieved it.
- Describe a time when you struggled to communicate something to your boss, colleague, or to a customer. How did you manage to get your message over?
- Tell us about the biggest obstacle you overcame in your professional career.
- Tell us about a time when you demonstrated leadership.
- Whats the biggest mistake youve made in your career?
- Describe a time when you struggled to build a relationship with someone important. How did you eventually overcome that?
- Describe a time when you faced an ethical dilemma.
- Describe the situation in which you were able to use persuasion to successfully convince someone.
- Tell me about a time when you had to make a decision without all the information you needed.
Special tip: If you are not sure how to answer the behavioral questions on my list, or experience interview anxiety, have a look at our Interview Success Package. Up to 7 premium answers to 31 most common behavioral interview questions will help you streamline your interview preparation, find the right words in every moment of the interview, outclass your competitors, and eventually get this great job. Thank you for checking it out!
What Key Points Do You Think An Executive Needs To Consider Before Making Any Decision
Executives are responsible for guiding an organization’s mission and developing a strategic plan to help it grow. For this reason, they need to have exceptional decision-making skills. The hiring manager asks this question to learn about the process that you use to reach sound decisions. Your response should include a list of specific steps that you take before making important decisions.
Answer:”I use a four-step decision-making process. I start by gathering the facts and making sure that the data I’m relying on to make my decision is accurate. In other words, I gather the facts and confirm that those facts can be verified. Next, I brainstorm different ideas to try to find as many solutions as I can.
The third step I take is to examine those different ideas objectively, identifying the best and worst possible outcome of those decisions. I consider the benefits and costs that are associated with each of those options, as well as which strategy is most sensible. Finally, before making my decision, I consider whether other people will be affected by my decision and whether I should modify my decision for that reason.”
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Dont Choose A Current Board Member
It may seem a convenient way to save money and time, but please dont do this. Why? A board member cant make a decision on their own hiring. They should step down and not even be in the room when the choice is being made. Who would ensure their accountability if theyre already friends with everyone on the board? Your board needs to have a certain amount of distance from the executive director. Honestly I have only ever seen this end in tears.
Dont do it.
Please Walk Us Through Your Managerial And Executive Roles One By One
This is the deal breaker, maybe the most important question in the entire interview. Expect a lot of follow-up questions, different members of the interviewing panel may ask you about utmost details of this or that project or role. It isnt rare for this discussion to take an hour or even longer, especially if you had many roles in the past, and if the people in the interviewing panel did their homework, or know the field well.
The key is to focus on two things: challenges, and achievements. Not your personal achievements though, but things you achieved for your employers. You can also do the following: For each role you had, describe the starting point. That means where the company, team, or project stood when you came on board, in terms of people, resources, results. Then describe what you did to help improve the results, and how things looked liked when you left the company or the role.
Of course, many events take place in between, and you should focus on the most important onesbig challenges you faced, important milestones and goals you achieved, etc. As Ive already said, they may ask you many follow-up questions. so stay patient and answer each such question. It is actually a good sign when they keep asking
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What Is A Nonprofit Program Director
A nonprofit program director is a professional who oversees the events and initiatives for a nonprofit organization. They understand the programs mission and ensure the personnel and tasks within their oversight support it. This role requires you to understand business operations, have a passion for the area that the nonprofit represents, create and implement strategies and manage teams of people. Some common duties include:
Developing new programs
Here are some general questions you may expect interviewers to ask:
What made you decide to seek new job opportunities?
What are some reasons you want to work with our organization?
How does this role fit into your larger career plans?
In your own words, could you explain what you think our organization does?
What leadership style do you have, and why is it effective?
What goals might you set for yourself while working in this position?
What are your greatest strengths?
What qualities do you hope to improve?
What are you passionate about outside of work?
What is your ideal career?
What made you choose a career in nonprofit work?
What would you offer us in this role over other candidates?
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Corporate To Nonprofit: The Executive Director Interview
When I went from corporate to nonprofit, nobody was around to assure me I wasnt in over my head. Or how to prepare for the interview.
Note: Most of my readers already work in nonprofit. But the sector needs a serious influx of new talent with leadership skills. If you know somebody you think might consider making the leap, please share this important post.
Do you ever feel like a fraud?
I sure did when I interviewed to become the Executive Director of GLAAD. I had never worked at a nonprofit. Never spoken at a gala for thousands. Never even asked somebody for a donation. Not even my mom!
The interview. I was so nervous!
What would they ask me? How would I answer the inevitable questions about my lack of nonprofit experience? What if they ask me how much money Ive raised?
There was nobody around to give me advice on how to prepare for an Executive Director interview. Nobody, really, to even assure me I wasnt in over my head. Or that I was even doing the right thing.
Today, let me do that for you.
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How Do You Manage Relationships With Key Stakeholders
Executive directors work closely with a board of directors as well as management within the company. Therefore, stakeholder management is critical to success. Your response should demonstrate specific steps you took in the past to earn the support of stakeholders and encourage them to support projects and ideas. You should also discuss your communication style when working with those key stakeholders.
Answer:â To successfully manage relationships with key stakeholders, I believe itâs important to communicate with them openly, honestly and often. I engage stakeholders by offering them real partnerships, consulting with them and getting their input on ideas and encouraging participation. I find that when I communicate with them frequently and show them that I value their opinions and truly listen to them, they are more likely to support my ideas.â
The 400 Investment Banking Interview Questions
The 400 Investment Banking Interview Questions & Answers You Need to Know.
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Other Important Questions To Ask Your Candidate
- How do you plan to help our organization achieve our goals/mission? Nonprofits are looking for goal-oriented and mission-driven candidates. For the nonprofit CFO, their role is extremely important to how the organization can operate and achieve their goals.
- Give us an example of when you had to think outside the box to accomplish a task or goal. How did it help your previous employer? Find out if the candidate has strong problem-solving skills and how they can offer and execute certain strategies for your organization.
Why Did You Leave Your Previous Job
Its important to ask the candidate this question because it can give you insight into their integrity.
Additionally, it can help you identify any red flags that may indicate that the candidate is not a good fit for your organization.
For example, if they needlessly bash their previous employer, it could be a sign of trouble down the road. Its also important to ask because it can help you gauge their loyalty and commitment if they speak highly of their previous employer, its likely theyll do the same for you.
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Can You Tell Me About Your Hands
When fundraising plays such a big role in your nonprofits mission, youll need someone whos comfortable taking the reins and leading the charge.
Fundraising doesnt sound complicated in theory, but you know better. Youll need to look for job candidates who have true, valuable know-how in that arena, and dont just talk their around a lack of true experience.