We all try to write inspiring cases for support, annual appeals and thank you letters. Let’s bring that inspiration into our job postings.

We need candidates who are hospitable, curious, and committed to making the world a better place through philanthropy. Yet, so often we find ourselves unexpectedly having to replace a staff member, that we “dust off” and reuse a job posting to jumpstart the recruitment process.

I reviewed job postings for senior development roles, taking a critical look at the ways that we invite people to consider joining our organizations. Here’s what I found:

1) We're keen to talk about (and dare I say boast about) our organization’s past and current story.
2) Laundry lists are our go-to: one posting identified 40 areas (!?!) of responsibility and another listed 24 attributes of a successful applicant.
3) We post job descriptions, instead of creating a job posting, based on a job description.
4) Empty cliches describing all good employees are frequent: strong communicator, team player, diplomacy, organized, and interpersonal skills;
5) We ask for the most basic skills, like Microsoft Office knowledge, as though it is uncommon.
6) We like to let other organizations train people in the donor management software we happen to use.

Slow down to go fast, when you have a position to fill.

Instead of repurposing a tired and outdated job posting:

1) Gather your team. Do some stock-taking. What are the gaps that will be left when the employee leaves? Is there a current team member who would like to pick up some of the tasks associated with the role? Is this a time to re-distribute the tasks?
2) Reimagine the role. For example, if the current role has been focused on sponsorship, and your annual fund could use some new energy, does this resignation offer an opportunity to rethink your direction?
3) Consider how this new role would integrate into your team’s work plan. Talk about how to be in a good state of readiness for a new colleague. Hammer out a job description.
4) Now, write the job posting. Engage the job seeking community in your story and get them excited about how they could be part of that. Tell them about your stakeholders and how they inspire them. (You can share the job description with the candidates you plan to interview).

After you’ve created your job posting, give it a critical look!

• Does stating the pay structure in the first paragraph lead us to the candidate we seek?
• Would you feel inspired about a job that requires you to design and implement a strategy before you have an inkling of the organization's work and impact?
• When we list the responsibilities does the phrase “but not limited to” add value?
• Does our use of fundraising jargon alienate potential candidates from other sectors, people who have great transferable skills?
• If you are a college, why require your candidate to have a university degree?
• Does describing our organization as a “world leader,” or saying “we create experiences like no other,” engage a prospective applicant?

Next time you find yourself suddenly recruiting for a fundraising role, slow down to go fast. Set your recruitment process up with care to build a stronger, more diverse team and increase your chances of finding someone who is inspired by your mission.

Sandra Baker is the Director of Advancement and Admissions at a private high school in beautiful Hamilton ON. She’s worked in a range of charitable organizations, from symphony orchestras to social services agencies, both as an employee and as a consultant.

Teaser Photo by Jason Leung on Unsplash