03 Aug Hiring Your Next CEO Post-COVID

By Tiffany Rucker, MBA

The COVID-19 pandemic was incredibly challenging for nonprofits. Many had to adapt their processes and procedures to accommodate, and others, sadly, had to close their doors for good.

Now, as we arrive at a point where restrictions have lifted and normal operations can resume, organizations face another challenge: Hiring.

As the world completely shut down around us, many professionals transitioned to working from home, creating a unique workforce. If your nonprofit was in the process of hiring a CEO before the pandemic and had challenges finding qualified candidates, hiring post-COVID is going to be even more difficult as many of your top candidates may be seeking unique and alternative options for employment.

Here are some things for board members to keep in mind while hiring in this new reality.

Use Your Existing Networks.

Sometimes the best candidates are right under your nose. Tap into the board members’ networks and spread the word that your organization is hiring. If the board is actively engaged in the community, existing contacts will already understand the caliber of people to refer. In addition, members of your existing network will not give their recommendations for just anyone, so you can rest assured that the candidates presented will have the right qualifications.

Commit to Diversity and Inclusion.

Many individuals who lost or left their jobs during the pandemic are now looking to re-enter the workforce. Some of them will be making the leap from the corporate sector to the nonprofit sector. A larger candidate pool could be a positive thing for your organization; however, it could also mean that some candidates may be overlooked. Be sure that the board keeps diversity as a top goal when selecting potential candidates.

Make a Standout Offer. 

Just as your board members are out scouting for talent, so are 1,000+ other organizations. Make sure that the potential candidates can hear the heart of your organization. Making a heart connection will be essential in the selection process as candidates are no longer motivated by only salary and benefits. Make sure that your organization presents other ways in which it plans to retain the candidate, even if another pandemic arises.

Be Clear about Workplace Expectations.

Board members should be prepared for some candidates to walk away from the opportunity if remote or hybrid options are not available. Therefore, your board must reach a consensus on what a typical day and success for a new CEO, post-COVID, will look like before setting up interviews. If you can’t articulate these expectations to candidates, how can you possibly evaluate them once onboard?

Hiring will be a unique experience post-COVID, and your organization must be prepared to adapt to attract qualified and dedicated candidates to the team.

Tiffany Rucker is a small business and financial literacy coach as well as wife, mom and special needs advocate. She lives in Tampa, Fla.