When seeking an Executive Director or CEO for a nonprofit organization, it is critical to include a broad representation of stakeholders. This begins with assembling a search committee that represents different perspectives, identities, and experiences within the organization or community. The role of the search committee is to oversee the process of identifying, evaluating, and recommending candidates for a leadership role. Search committees are often composed of board members and other community stakeholders and sometimes can include staff or current leaders of the organization.
The Key Roles of a Search Committee
Defining the Leadership Profile
Once norms are established and a foundation of trust is built within the committee, the first task is for the committee to align on the qualities they seek in their next leader—identifying the professional competencies and personal characteristics that will enable the individual to succeed in the role and integrate well with the community. In doing so, the committee should consider strengths, areas for growth, and the strategic goals of the organization. All of this information is essential in developing a clear job description. To reduce bias, the committee should stay focused on the chosen key competencies throughout the search process.
Candidate Evaluation
The role of the search committee will differ depending on whether the organization is conducting the search on its own or in partnership with a search firm. If the latter, the firm takes on the responsibility of assessing resumes and conducting initial screenings and interviews of candidates. A firm will ultimately present vetted candidates to the committee to determine who they would like to interview and move through the process. In moving a candidate from a first round interview to subsequent interviews, the committee has the opportunity to determine what additional information they would like to learn from the candidates, as well as any questions they would like to ask. A committee should debrief at every step of the process to seek consensus on which candidates to advance and, ultimately, to make an informed recommendation to the board.
Why Is It Important to Have a Committee?
For a decision of this magnitude, it is important that a variety of voices are heard throughout the hiring process, rather than the decision resting in the hands of one or two people. Multiple perspectives also make for more equitable and inclusive decision-making. Once a committee is deliberating between finalists, the leadership profile agreed upon at the search’s onset should be of central consideration. Focusing on competencies will help to reduce some of the bias that naturally arises in considering a candidate’s fit for the organization. Bringing together committee members with different experiences and concerns will make for a stronger, more thoughtful outcome that reflects diverse viewpoints.
Considerations and Conclusion
A search committee must emphasize the importance of confidentiality. It is critical to respect the sensitive position that candidates put themselves in when considering other opportunities. It is not a good look for an organization to breach confidentiality and potentially jeopardize the current role of a candidate.
Conducting an executive-level search typically involves some level of anxiety for the organization, as it seeks to ensure that it sets itself up for continued success, addresses any challenges, and positions itself for growth and sustainability. By assembling a well-respected group of individuals as a committee, the organization instills a level of confidence in staff, donors, and stakeholders, demonstrating the organization’s commitment to finding its next great leader.
