April, 2014

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oWho is up front?oWhy am I here?oWhy are you here?oWhat will we accomplish together?

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Importance …The ultimate throttle on growth for any great [organization] is not markets, or technology, or competition, or [services]. …one thing above all others is the ability to get and keep the right people.

Jim Collins, “Good to Great”

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Challenges …•Availability of qualified candidates•Time-frame to complete the process•Converging factors

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The place, importance and prominence of …

The Non-Negotiable

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Non Negotiable Element

The Salvation Army’s Mission Statement

To Preach the Gospel of Jesus Christ andTo Meet Human Need in His Name

Without Discrimination10

Non Negotiable Element

Community Relations and Development Purpose Statement

To Raise Visibility, Volunteers and Monies to Enable the Ministry of The Salvation

Army in …

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Creating the Position DescriptionoWhat is important to your success?

oHow does this Position “fit” with the Team?oWhat do you need to have done?

oWhat is being done now?oAre your expectations clearly defined?

oHow will you define success?oHow will the employee know when they are

successful? 12

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Where do we look? …•What are the channels to consider?• Print• Internet• Social Media

•Ad copy

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Determine which assessment[s] to use …oFundamental – Level 1oIntegrated – Level 2oComprehensive – Level 3

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What is the process? …oResumes and Applications handled through Carr

Assessmentso Chemistry Interviewo Face vs Phone

o Looking for a “fit” withPosition - Team - Donors/Volunteers Salvation Army Officers and Culture

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Interviewso Pre-Interview Assignments

o Interview Scenarioso Thinking Skills

o Reaction and Interaction Skillso Communication Skills

o “Know What I Don’t Know” Skillso Aplomb or A Bomb

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o Who is in the Room?o Same Initial Questions for All Candidates

o Pursue – Probeo Scenarios and Writing Assignments?

o Let them talko Decisiono Pray

o Complete Selection Criteria for each Candidateo Review and Discusso Pray some more 20

Interview Questions Based onThe Position Description and Selection

Criteria

oReview the Assessment ReportsoSame Initial Questions for all CandidatesoPursue the Obvious and the Obscure

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Interview Questions Based onThe Position Description and Selection

Criteria

oDue Diligence on Candidates – Connections and References Online/Social Media

oMake sure their application and resume matchoRoom Setting

oWho is in the Room for the Interview?22

Please explain for me/us your understanding of the Mission of The Salvation Army. [Criteria 1-- Look for clarity of and personal empathy with our Mission. If it’s not there, go through the Mission Statement clearly with the candidate. There can be no misunderstanding or lack of connection here!] Please explain for me/us your philosophy of fund-development. [Criteria 2 -- If the comments do not include a Spiritual component and the ministry aspect of the position, add …] How does that square with what you understand to be the ministry of major gifts and Biblical imperatives? 

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• Review resume and cover letter• Review “chemistry” interview • Review assessment results• Review personal interview results… all against the Criteria Sheet and your

understanding of the opportunity24

HIRING THE 

BEST 

A View From

 the Top

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What I try to determine:  

            1.) What a Director thinks about 2.) How a Director thinks:

oForward ThinkingoCritical Thinking

oComprehensive ThinkingoAnalytical ThinkingoEmotional ThinkingoSpiritual Thinking

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What I try to determine 3.) How the Development Director spends his/her time4.) Who the Development Director spends the time with

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What I look for in a DirectorWhat I look for in a Directoro Makes no small plans – thinks bigo Is willing to do what he/she fears

o Is willing to prepareo Is willing to failo Is teachableo Has heart

o Is other-centered29

As a leader, I ask myself:

Do the candidates understand and appreciate the “3 Cs”?

oACCELERATED CHANGE

oOVERWHELMING COMPLEXITY

oRELENTLESS COMPETITION30

When all is said and done… as a leader, I expect …

oGOOD INFORMATION 

oGOOD THINKING

oGOOD REPORTS / FEEDBACK

oGOOD RESULTS

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What is the process? …In-person Interviews

Looking for a “fit” withPosition – Team - Donors/Volunteers Salvation Army Officers and Culture

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Before making the offer …oReference checksoBackground checks oCredit checksoAAA requirementsoNotification of non-successful candidates

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Be prepared …oInsure the physical things are in placeoDesk, chair and other equipmentoComputeroLotus Notes log inoEtc.

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Be prepared …oHave a formal initial plan prepared to include:• Introduction to all staff, not just the department• A tour of building and all TSA programs• Interviews with supervisor, peer and support staff• Review of all pertinent reports

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Questions, Questions, Discussion Discussion 

& Final Review& Final Review

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Resources …•Topgrading – how to hire, coach and keep “A” players

Brad and Geoff Smart – Pritchett

•Good to Great Jim Collins – William Collins

•96 Great Interview Questions to ask before you hirePaul Falcone – American Management Association

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