Hiring for your Development or Advancement Team Again?
Hiring fundraisers is a challenging and often repetitive task: the mean and medium turnover rates are between 16 to 22 months, depending on which study (or average) you follow. You want to bring in a high performing team player who stays, preferably well beyond the average tenure.
During the pandemic resources may be tighter than ever, which adds even greater pressure to the hiring question. But with thoughtful planning, you can take a bridge to get to the other side. As a leader, you already know to strategically reevaluate a vacancy before posting the job. Ask yourself: Right now, do we have the bandwidth?
Here are some more helpful questions to consider before you post a job:
1. Would it make sense to contract an interim to keep the development trains going? Most searches take at least 4-5 months and chief fundraising roles take even longer. In this economy, you do not have time (or revenue) to lose.
2. If you are faced with a departing staffer, what activities can be paused, de-scoped, or even potentially shared among multiple people? In light of your goals, rewrite the job description and consider giving others' some new responsibilities – and swiftly compensate them.
3. Consider all volunteers, current and past board members, who have any fundraising role – or could be engaged and trained to participate in fundraising.
Inbox me at perry@rpmconsulting.group. My firm will provide tailored strategies which will bridge your path.