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Connecting the Dots: Aligning your hiring strategy with your organizational goals

The beginning of the new year is a great time to reevaluate your organization’s HR strategy. While of course nonprofits look for potential employees that have all the skills necessary to perform a role successfully, it’s also important to take a look at the bigger picture. What are your organization’s goals and how can your hiring team make a meaningful contribution to achieving those goals?

The foundation of a great hiring strategy comes from being clear on the goals set by your organization. In Nonprofit HR’s article “Six Steps to Align HR with Your Nonprofit’s Strategic Plan,” they outline the importance of getting your leadership, as well as anyone involved with your organization’s talent and culture development, on the same page.

“Before diving into the nuts and bolts of talent, development, engagement and culture, your leadership team—and everyone involved with your organization’s talent and culture practices—has to understand the strategic goals that have been set. What do you want to accomplish in the next one, two, three years? How do these goals relate to your overall mission? With your mission and your end goals in sight, you’ll be better equipped to put the right people in place—people who will contribute, collaborate and innovate in exactly the right way to meet objectives and advance your mission.”

Once your organization has defined their goals the hard part starts: getting the job done. Having a talented workforce is only half the battle; giving that talent a place to flourish is the key to success. As your organization continues to grow, it’s important to consider the significance of workplace culture. While everyone can agree that culture is important it can be hard to articulate why. At the root of it, creating an environment that encourages the type of work that’s needed to meet your organization’s strategic goals can make all the difference between success and failure especially at times of growth and transition. Prioritizing this from the get-go as you bring in potential employees is a crucial factor in making the best hiring decisions. In the article, “The ROI of Recruiting for Cultural Fit,” Patty Hampton discusses how you can identify the best cultural fit for your organization through your hiring process.

“Start by looking for candidates with a balance of “soft skills” and “hard skills” that will allow them to perform the job well and align with your organization’s culture, mission, and environment. A candidate’s demonstration of soft skills like confidence, collaboration, and communication will indicate whether they fit in with your nonprofit’s culture, while their hard skills show whether they have the specific expertise and technical abilities needed to actually do the job. It’s not enough to skim over a résumé and ask about past experience to learn whether a candidate is the right fit for your team’s culture. Ask robust, open-ended questions during the interview process regarding what they’re looking for in a position and their own core beliefs and values.”

While there are many factors that contribute to the overall success of an organization, Human Resources can be a key player in getting your organization over the finish line. Interested in some examples of interview questions to probe for cultural fit? Check out our article, 5 Questions to Evaluate Potential Hires for Culture Fit!

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