The “Who Do We Even Need” Quandary

A statewide association was hiring for a new role, and knew they needed guidance, not only in selecting the right candidate, but in first understanding exactly who they should be looking for based on the needs of the organization. 

We created a dynamic job ad that attracted over 100 applicants for the role in less than one week. After carefully screening and conducting initial virtual interviews, we scheduled the top three candidates for in-person interviews with the association’s president. 

Three weeks after engaging Talbott Talent, the new employee started, and the association president told us, “I spent less than 4 hours total and got to hire my dream employee for the new role.”

SOLUTION 1:

Remove unnecessary job requirements.

Through the position discovery call of our Hiring Partnership, we helped the association president identify the skills and competencies needed for this new role and coached him let go of the unnecessary requirements that would limit the candidate pool.

SOLUTION 2:

Seek an independent viewpoint.

The top three candidates we presented were extremely qualified for the role – they were so good, in fact, that the president had a hard time deciding between two of them. Talbott Talent’s Hiring Solutions Manager worked with the association president to advise him in selecting the best candidate for the role and making a competitive, accepted offer.

At Talbott Talent, we're dedicated to empowering nonprofits to thrive. Our Hiring Partnerships are designed to take the stress out of recruitment so you can focus on what you do best – changing the world.

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