Recruiting a charity CEO is one of the most crucial responsibilities for boards today. It can be a difficult process with lots of challenges. Identifying exceptional leaders takes judgement and expertise. Not for profits more than ever require empathetic and courageous leaders to guide their organisations through these uncertain times.
Making the wrong chief executive appointment can be extremely damaging, so how do you get it right? Kieran McGorrian of Aquilas has helped charities with their CEO recruitment for over 15 years, shares practical guidance on how to get it right.
Make sure everyone is on the same page
Before the recruitment process begins, it is vital that all key stakeholders are consulted and have had the opportunity to review where the organisation is currently and what’s right for the future. Knowing what traits are needed in their future CEO is essential.
Be honest and transparent
Charities like any other organisations, face their challenges. Whether that be low moral, dealing with a stubborn founder, limited training budget or infrastructure being a work in progress. Being honest about the challenges will provide candidates a full and realistic picture of what’s required to be successful and help their decision if they have the necessary expertise for the role.
Create a compelling and engaging brief
To ensure that you successfully engage with the best prospective candidates, it is vital that the brief you’re communicating to candidates is attractive and engaging. Explain WHY your organisation is THE place to work? Shout about this with vivid imagery & storytelling. Make sure your values are front and centre. Add a Welcome Letter from the chair. This creates a warm and engaging introduction to prospective candidates. We strongly advise that you show the salary clearly on all material. Aquilas supports the Show the Salary’ campaign, which creates greater transparency.
Show candidates that you’re committed to inclusion
Creating an inclusive recruitment process requires a lot of thought and hard work. It requires addressing the conscious and unconscious biases you hold and being open to listening to opinions and experiences other than your own. To open up the talent pool and increase access to ambitious and diverse candidates check that the language on the job descriptions and advert is inclusive and bias-free, that the panel is suitably diverse and representative, that your EDI statement is on the candidate brief, create partnerships which connect people from disadvantaged groups and prioritise accessibility.
Create a robust process
Agree the recruitment timeline, with dates for applications closing, and for shortlisting, clear to candidates so the process is transparent. Interview dates need to be nailed into diaries of senior stakeholders right at the start to avoid any possible delays. Decide who is on the interview panel and what the interview process will be from the offset. Will there be an assessment, a presentation task, and will candidates have the opportunity to meet staff, volunteers and beneficiaries?
Be accessible
Provide contact details of the hiring manager or recruitment partner for any informal questions a candidate may have prior to applying. Candidates really appreciate the opportunity to have an informal chat before applying and this can save a huge amount of time for both sides.
Are you looking for an inspiring CEO to help shape your organisation and take it to even greater levels of success?
At Aquilas, we are experts in recruiting senior management and leadership positions within the not for profit sector. Whether you are looking to recruit a interim pr permanent charity CEO, our Charity Executive Search team can help.
For executive recruitment contact: Kieran McGorrian |kieran@aquilas.co.uk|0775 125 0774
