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Alt nuachta10 Iúil 2017An tÚdarás Eorpach Saothair, Ard-Stiúrthóireacht um Fhostaíocht, Gnóthaí Sóisialta agus Cuimsiú

The hiring process of NGOs: how to recognise the right talent for you!

Many people like the idea of working for a non-governmental organisation (NGO), making any open position a popular one. With so many potential employees to choose from, how can your NGO find the right talent to drive your organisation forward?

The hiring process of NGOs: how to recognise the right talent for you!

Embrace the corporate sector

It’s easy to think that the perfect future employee will already be working in the NGO sector. While this may be true, it narrows the potential recruitment pool considerably and also means you may be missing out on the best person for a job. Skills and experience gained in the corporate sector can be equally as valuable to your organisation.

Value relevant experience

It’s also important to not overlook any relevant experience a potential employee has gained outside of work, particularly if they have limited work-based experience. Volunteering or community work shows initiative and can really compliment a candidate’s work-based skills – especially if it’s in your field or a country your NGO is involved with – and make them ideal for your position.

Don’t prioritise ‘passion’ for the cause

There’s no doubt that your NGO does great work and many of your staff will be passionate about making a difference in your chosen field. However, unless that passion for the field is backed by passion – and talent – for the job role itself, then you may be better off hiring someone who hasn’t always dreamed of saving the environment, fighting poverty or changing the world. It’s far easier for a new employee to pick up and embrace the mission and values of your NGO than to learn how to be good at their job.

Challenge them

Working in an organisation that relies on donations, involves regular contact with vulnerable people or deals with troubling subject matters can be challenging. A different skillset may be required, one in which the potential employee can respond effectively to the types of challenges they might face in these unique environments.

Asking questions about the most difficult challenges they’ve faced in the past, or what the individual would do in a testing scenario, as part of the interview process can help you to see who has the temperament to excel at your NGO.

Be honest about a candidate’s abilities

New employees always have a lot to learn and they have to be given the chance to ‘grow into their position’. But if too much growing is needed, then it could be that the potential of the candidate was given too much credit during the interview process. Being honest about people’s abilities can help to avoid what is a very easy trap to fall into, and reduce the need to go through the recruitment process once again when it turns out the chosen employee isn’t suitable for the job.

Offer an enticing employment package

Recruitment is a two-way street – you might think you’ve found the perfect candidate, but unless they actively want to work for your company then you could find yourself out of luck. An attractive employment package, setting out what they can expect from the role, any benefits, and the support you’ll provide to help them progress will help to ensure transparency and encourage them to accept your offer.

We’ve been talking about NGOs a lot lately – if you’re interested in NGOs in Europe and why someone might want to work for your organisation, be sure to check out NGOs: what, why and how?


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