At this month’s Integrity Team meeting, we continued discussing one of the most important topics an organization can address: Hiring and contracting processes and practices.
Background
During 2023, a big part of our work was to determine the plan for accomplishing our mission in the remaining 3 years of our 10-year mission. That plan is now done, and we are taking the steps to turn “planning” into “reality.”
Some of those steps include hiring and contracting with folks to get the work done. Before we can do that, though, we will need to design a process for doing so. A process that fits with our values. A process that is guided by Catalytic Thinking. A process that is not only equitable and inclusive, but joyful!
We began that discussion at our February meeting, where we talked about everyone who might be affected by our devising that process, and then talked about what is important about the conversation overall.
During our March meeting, we started dissecting every aspect of the hiring process, asking the high-potential question: What would good look like for this part of the process? What could this aspect of hiring make possible for all those individuals who will be affected?
Having skipped our April meeting, we picked up at our May meeting (you can watch that meeting at this link). The following are the questions we posed, and the answers provided by those present. We are grateful to John Epps for providing this summary for us.
Hiring Practices: Meeting #3
What needs to be in place for us to attract a broad and diverse pool of applicants for our upcoming positions – especially in the face of an existing workforce shortage? What needs to be in place when we start promoting the position?
- Hire at a salary that is attractive, avoid the idea that a traditionally low salary should be acceptable because we are a nonprofit organization. We should hire at a wage that honors their value and dignity. Our budget must reflect and support how we value people.
- We need to have a clear form of language that we use that identifies who we are. We need to communicate our purpose and values and not just the skills we are looking for. We can teach people skills, but it is much harder to imbue the purpose and values that we think are necessary and vital for this environment (culture).
- We may need to spend a lot of money on advertising to reach a large enough group of people through traditional channels. And we will be playing in an environment where it may be exceedingly difficult to get noticed.
- We need people to “Fly our Flag.” We need people who know us, who know our values and how we work and who share our vision for who we are and where we are going to recruit by word of mouth for us. This may attract someone who is already a part of our community to the opportunity, or it may allow members of our community to encourage others that they know to give the opportunity a look. We want them to identify someone who gets us. We want them to be intentional in bringing a diverse offering of candidates that are interested in these positions.
- Make it easy to apply for the position. Prepare a detailed document with what the scope and expectations are for the candidates and how they can find more information about us. Provide this document to networks and organizations beyond our personal networks as well.
- Focus more on where they want to go in the cover letter rather than rehashing their resume. Ask them why they want to come here and how they will add value to the organization. Give them enough time to digest the materials and show them your respect that they have other obligations, so they do not feel rushed through the process.
- Recognize that this recruitment is not a sales process where we are selling them a job, or they are selling us skills, but it is an engagement process where we are looking at the values we bring to each other and the communities we serve and represent.
- There is something attractive in recognizing that both sides are very vulnerable during this process, like when we are dating and that we want to build on that intimacy.
- While we are talking about word of mouth, we are not endorsing the “Old Boys Network” approach which can be very limiting. We also sometimes try to be too careful and that can also be very limiting.
What would it take to reach the networks where we can find the diversity we are looking for? What will attract people who may not be looking for a job? What will intrigue people to get their interest?
- In one case (Angie) people in her network reached out to tell her about an opportunity that they felt was good for her, this got her attention. Later other people from different networks also reached out to her and she decided to pursue the opportunity.
- In their early days as consultants, Hildy and Dimitri hired someone who came out of their retirement because they saw the ad in a Sunday newspaper and was intrigued by the scope of work and the way the work would get done.
- People want to see how they can contribute to the work and not just do a job.
What does Creating the Future have that is attractive?
- Working with Hildy – Hildy is looking for someone who will partner in the work. They will share in the decision making, contribute fully to working with others and help shape the future direction of this work.
- This is a position with a 3-year shelf life. That may be attractive in today’s labor market.
- The work will involve a Collective Enoughness component where they will have to build partnerships and collaborate with others to get funding and resources. Can we identify a partner who works on websites? They can help us as we move forward. (BOFFO/BAFFO/BUFFO)
- This is not about putting someone in a position, it is about positioning someone to be effective. We want to see things change for the better, not just change for the sake of change.
- We are a community and a movement not just an organization.
- Two questions that will help us get to know candidates:
- What keeps you up at night?
- What makes you get up in the morning?
- We are opening the door to a unique experience from day to day. We have a direction and a proven process, but we do not have a set script.
- We are having an event and expect over 1400 people to attend. This may be a great platform to share what we are doing going forward and the type of person we are looking for. Not only will we be speaking to an audience that knows us, but we will also be able to reach other networks through them that we might not currently have access to so they can share the info with more people.
What else do people need to know about us to be intrigued? What is the scope for someone to lead change and make contribution?
- This is an opportunity to gain experience. We are a place of openness and belonging.
- They will be in a new position, so they will not inherit problems. They can make it their own.
- People need to know that we are not new and have been doing this work for more than fifteen years. We will need someone (other than Hildy) who is able to capture our history, document our achievements, and share our highlights. We need to show what our work means to the world.
- There is a very wide scope for the work. They will have the responsibility, authority, and agency to help shape the work. What you learn will be actionable and practical not theoretical.
- We are very alive. We are a place of Hope!
What are some things that Creating the Future is not?
- We are not rich.
- We are not the biggest company, but we are an enjoyable place to be.
- We are not the people you usually see at meetings. We take our time making decisions (thoughtful) We are not driven be short-term metrics but want lasting change.
- We do not have all the answers. We move forward with questions! We offer the choice to make a change.
- We are intellectually curious. Curious about how things happen.
What qualities would we be looking for in candidates?
- We would look beyond knowledge and skills for values and behaviors. Important values would include being curious, being thoughtful, not jumping to conclusions, inclusive in the way they lead, being welcoming to innovative ideas and people.
- We are not looking for someone who knows how to make a lightbulb and now wants to make a thousand lightbulbs (Innovative, original thinker)
- Someone who understands that bringing people with you on your journey is important.
- They are systems thinkers and have a wide-angle view of the role and the work. They can identify and handle complexity. They are focused on the overall system and not just the individual.
What are some of the must haves for the candidates?
- Assumes the best in people without being naïve.
- Network weaving skills.
- Someone who can move forward beyond just discussing things.
- Need a great deal of physical and emotional energy.
- They are excited (and get energy from) the inquiry.
- They are the opposite of the person that says something is too big or too complicated.
- They can find their passion to move forward without losing their humility and treat others with dignity.
- They are comfortable with being the public face of the movement.
What do we do with the folks we do not hire? What would it take to capture the opportunity that they bring into the room?
- Remember we are not just interviewing people we are expanding our network.
- It is a small world, and we are likely to encounter them again.
- Be sure to give them some genuine feedback on their candidacy experience.
- It was not this time but there may be next time…
- Treat them with dignity
- Find out how we may be able to help them enrich their assets.
- Encourage them to use the many trainings and resources that are on the Creating the Future website.
- Invite them to be ambassadors for our values and ideals.
- Hildy would like us to explore this more in the future!
Reflections
Angie – We changed the program for graduate applicants at our school so they can put their best foot forward, let be sure we give our candidates the tools they need to be their best.
Karl – How can we do things better in ways that make the experience more dignified? Why doesn’t this happen more often? It is not that difficult or tricky, but people avoid it.
Justin – Be focused on the human/life side of the process. We want people who can advocate for humanity and balance in the world.
John – The idea of being curious and creative in an environment with a dynamic that is comfortable with not knowing everything can leave us energized rather than enervated.
Dimitri – The reciprocal nature of the relationship between the applicant and the organization can add value to the applicant if we manage the power dynamic properly.
Hildy – one hundred great people apply; how we can continue the relationship?
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This conversation will continue at our June meeting. Stay tuned, and join us if the topic intrigues you!