Excerpt from Seeing through a Donor's Eyes: How to Make a Persuasive Case for Everything from Your Annual Drive to Your Planned Giving Program to Your Capital Campaign
The IRS has announced the dates and locations of its spring workshops for small and mid-sized exempt organizations. The Exempt Organizations Division also released the final report of its study on nonprofit hospitals.
You have found a perfect candidate! His job experience is a perfect match, the culture fit is just right, and everyone in the office loves him! It's a done deal, right? Not so fast; it's now time for the reference checks.
Too often hiring organizations treat the reference check stage as a necessary evil, as the last "required" stage before the excitement of finalizing an offer. It is important to realize, however, that reference checking is not the end of the hiring process but rather the bridge between the hiring and onboarding processes. Not only will reference checking help you make the best hiring decision possible but it will also support the hired candidate's successful transition into his or her new role.
Checking references is the last step of a process designed to help you identify the candidate who will be most successful in a specific role and within the organization as a whole. At the beginning of the process, you should have outlined the competencies required for success in the role. During the interview stage, you gathered data about each candidate's ability to be successful in that role. The résumé and cover letter gave you some information, the in-person interviews gave you a lot more, and your ongoing interactions and any assignments you had the candidate complete added to the picture. The reference check process is your first opportunity to gather data from an outside source; take advantage of it!
Paolina Milana, on 3/1/09 8:00 AM