Talent Tips - Talent Market

Talent Tip #93: Looking Outside the Talent Box

July 26, 2017

By Claire Kittle Dixon and Lauren Skiver

Have you caught yourself with a staff vacancy asking, “Why doesn’t a candidate with the perfect background and experience apply?”

It certainly would make your job (and ours) easier to find candidates whose backgrounds perfectly match our job openings. But, as a number of organizations we’ve partnered with have found, thinking outside of the talent box can prove incredibly fruitful—especially for openings that are challenging to fill. Not only can it expand your talent pool; it also can bring your organization a fresh perspective.

Thinking outside the box

This is exactly what Kory Swanson, president & CEO of John Locke Foundation, had in mind when he hired a senior fundraiser. “I decided to hire outside of the fundraising box. I wanted to go with someone who had a passion for freedom and free markets—someone who had been a successful entrepreneur and understood how the wealthy think about wealth. Jon Pritchett fit the bill.”

In the initial months since becoming JLF’s senior vice president, Jon has developed a comprehensive major gifts program, identified and pursued high net worth individuals, expanded JLF’s membership categories, and introduced a planned giving program. As a result, JLF’s donor retention rate, average gift size, and year-over year giving have seen impressive increases.

The Mackinac Center has approached hiring in a similar way. Mike Reitz, Mackinac’s Executive Vice President, put it this way: “We’re trying to save the country—why wouldn’t we look at other industries for the very best people we can find? Not only does this give us a wider recruiting network, this strategy helps us continually broaden our perspective and test our assumptions. New hires from outside the public policy world are good at identifying bubble thinking.”

This led Mackinac to hire John Mozena as their vice president for marketing and communications. His private sector PR experience brought fresh insights to their practices. Through his efforts, the organization started looking at their share of conversation, share of voice, tone, message inclusion, and other factors they hadn’t previously considered. They have now instituted new measurement practices that more accurately determine their impact on the media. Perhaps most impressively, John has expanded Mackinac’s outreach to progressive media and opened opportunities for Mackinac to preach beyond the choir.

The Empire Center pursued their director of development opening with a similar outside-the-box perspective when they hired Ann Hughes. Ann is a former broadcast journalist with no prior development experience. As Tim Hoefer, Empire’s executive director, said, “We’ve found great value in hiring people from varied backgrounds. A different and fresh perspective on reaching our goals has really helped us think outside the box and fine tune our processes.” In the interview process, Ann demonstrated she was committed to Empire’s cause, could translate her skill set to fundraising, and had the work ethic to succeed. Since joining Empire’s team in August, Ann has led them in an aggressive growth plan which has already achieved multiple benchmarks, including increasing their donor base.

That’s nice, but how does it work in reality?

Jon Pritchett at John Locke shared two tips for others joining the movement. First, take advantage of SPN’s training, mentoring, and expertise; and seek peers in similar organizations and share best practices. Second, respect the difference in how nonprofits are managed. Avoid being the bull in the china shop who constantly talks about how things are done in the for-profit world, but be willing to constructively share your ideas, learning, thoughts, and experiences from the private sector—especially if they might have a positive impact on the movement.

Mackinac’s John Mozena shares this tidbit of advice for newcomers in the free-market space: “It’s incredibly important for those coming in from the private sector to show they “get it” as quickly as possible, demonstrating an understanding of and passion for the principles of liberty and free markets.”

And Empire’s Ann Hughes’ advice for others in her shoes? “Ask a lot of questions, and ask for advice. Through SPN, you can turn to development peers from all over the country and take advantage of numerous training opportunities.”

But maybe the most valuable thing newcomers bring to our space is passion. Jon Pritchett perfectly summed it up: “After five months in the movement, I’m as excited as I’ve ever been about anything.”

This article appears in the July/August issue of SPN News.

Talent Tip #92: The Yellow State/Blue State Phenomenon and the Benefit of Virtual Hiring

June 21, 2017

Forget the red state/blue state debate for a minute. If you’re in the market for talent, you really need to be thinking about the yellow state/blue state phenomenon.

The map above (courtesy of United Van Lines) illustrates whether states are experiencing inbound, outbound, or balanced migration. For those of you in the blue states, congrats! Finding talent is likely a bit easier for you than your friends in the yellow states. But all is not lost for you, my yellow-hued pals! You can always consider a virtual hire to significantly expand your talent pool.

Not surprisingly, Talent Market’s experience reflects the map quite well. For instance, a recent search in blue Washington state yielded three times the number of candidates as a nearly identical search in yellow New York state. And for another similar search that allowed for a virtual office, the client had five times more candidates than the Washington state search!

Now, of course, other factors were involved (reputation, pay, job details, etc.); but the numbers certainly reinforce the yellow state/blue state map. And they hopefully will provide inspiration for you to consider hiring virtually.

If you haven’t yet jumped on the virtual hiring bandwagon, here are some things on which to ruminate.

• If a virtual employee works in a forest and no one is around to see it, does he accomplish anything?
Let’s face it: one reason employers are wary of virtual work is that they won’t be able to see the work getting done. You’ll need to shed this way of thinking if you want to modernize your workforce. By focusing on work product and results (instead of who is best at water cooler talk), it will be easier for you to determine who your most valuable employees are.

• Not every job can be done remotely, but many jobs can be done (at least partially) from a virtual office.
Some jobs lend themselves to remote work (e.g. researcher), while other roles seem virtually impossible — pun intended — to do from afar (e.g. office manager). Many roles, however, can be handled at least partially from a home office. For instance, a communications director might benefit from being in the office to strategize and coordinate with staff, and being at home to write, edit, and engage in social media outreach. If you doubt me about the viability of remote offices, look at State Policy Network. It’s a well-oiled machine with headquarters in Arlington, but the majority of employees are spread around the country.

• Infrastructure and communication are key.
If you’re going to hire remotely, make sure you have the infrastructure to do it. Your remote workers will need the basics (a reliable computer, phone, internet connection, file-sharing capability, etc.). And because distance will separate you, communication is critical. You’ll need to step up the phone calls, video conferences, and emails to keep the lines of communication open.

• Great virtual employees are simply great employees.
I’ve talked to some nonprofit leaders who have been burned by a virtual hire. As a result, they are hesitant to try again. But in asking questions, I often discover that the virtual hires who failed weren’t top-tier talent to begin with. And putting them in a remote offices with the focus on work product only highlighted their weaknesses. This is why it’s important to put only great employees in virtual settings. Self-motivated, results-oriented individuals with keen judgment are your best bets. And you may just find that you get more out of them working remotely…which brings me to my final point.

• Watch the productivity increase exponentially!
We talk about working 8 or 10 hour days, but if we knew how much of that time was actually spent on work, we might be shocked. Consider the time spent commuting, chatting with cube-mates about weekend plans, attending justify-your-job meetings, lunching with co-workers, etc. It adds up! I’ve been working virtually for eight years and am still amazed about how much more productive I am now than when I worked in an office setting. And while I spend more hours working than before, the stress is gone — probably because I’m not distracted and I don’t have to sit in traffic and shout expletives at people who cut me off (not that I would do that).

For more on this topic, I suggest reading Remote: Office Not Required by Jason Fried and David Heinemeier Hansson. As always, I welcome your feedback on this topic. If you’ve had a great (or horrendous) experience with virtual work, let me know!

Talent Tip #91: A Brave New World: Advice for the Newly Graduated

June 14, 2017

It’s May. If you close your eyes and listen hard enough, you can almost hear “Pomp and Circumstance” playing in harmony with a collective sigh of relief from parents and an occasional squeal of excitement from graduates eager to set foot in the real world.

As such, now is as good a time as any to offer advice to our new graduates who will soon enter the workforce.

1. Present Yourself Like the Professional You Want to Be
After one of my first post-college interviews, the potential employer pulled me aside to offer some advice: “Lose the purple lipstick. It’s unprofessional.” My first thought was “Purple? This isn’t purple! It’s mauve!” I later pulled out the tube in good lighting. I’ll be darned if it wasn’t the shade of Grimace.

I was mortified. But more importantly, I was lucky that someone had shaken a little bit of that collegiate overconfidence out of me. I needed to be reminded that the way I had presented myself in college was not appropriate for the real world. In addition to tacky lipstick, young professionals should ditch casual clothing, short skirts, flip-flops, super-tight skinny pants, revealing tops, and other unprofessional attire.

Remember: if you dress like a college kid, employers will probably treat you as such. But if you dress like a professional, you’ll likely be taken more seriously.

2. Clean Up Your (Social Networking) Room
I hate to sound like your mother, but you really need to clean up your room — your social networking room, that is. Online behavior that was fine for a college setting may not necessarily be acceptable to a potential employer.

Scrub your social media sites of inappropriate posts, comments, and photos. If I had a dollar for every employer who passed over a candidate because of something unsavory that was found online about him, I’d have a yacht docked next to Richard Branson’s.

And while you’re online, make sure to join LinkedIn. It may have seemed pointless in college; but from now on, it will be an invaluable networking tool if you use it wisely.

3. Don’t Job Jump
Cliff Clavin fun fact for the day: Did you know that the average job tenure is seven years for Baby Boomers, five years for Gen X, and only 18 months for Millennials?

This is a troubling trend for employers. After all, why would they want to hire someone who will leave shortly after he has been properly trained — and perhaps even before he has started adding real value to the organization?

But it’s also a troubling trend for recent graduates. Why? Because staying on the job for a year and a half doesn’t give them an opportunity to actually dig in, build a significant portfolio of accomplishments, and truly make a difference. After all, you don’t want your knowledge to be a mile wide and an inch deep.

Many of the nonprofit hiring managers we work with won’t even talk to someone whose resume screams, “I jump jobs with the frequency of a cheap ham radio.” Don’t let that be you!

4. Try Not to Reinforce the Millennial Stereotype
In a recent discussion with friends about managing people at work, I got an earful about Millennials and how challenging some of them can be. Among the complaints:

? Millennials need constant praise and rewards – One friend complained of an entry level staffer who wanted to be “rewarded for coming to work on time, completing tasks in a timely manner, and taking only a 30 minute lunch.” The take-away? Don’t expect accolades for meeting basic expectations.

? Millennials feel entitled – Another friend told of a junior level staffer who thought he was ready for a senior management role — despite the fact he was struggling to perform the duties of his current role. Make sure you’ve mastered your current role before proclaiming your ability to run the show.

? Millennials are more comfortable in front of screen than a human – One friend lamented that the art of in-person conversation is lost on Millennials. Email is efficient, but know when to walk down the hall and have a face-to-face conversation with a co-worker or boss.

5. Remember the Importance of Reputation
If you interned or participated in a conference, workshop, or seminar in the liberty movement during college, you’ve already started sharpening one of the most useful arrows in your career quiver: your reputation.

The good news: if you worked hard and produced quality work, people are talking about that — and it will likely help you land a job in the future. The bad news: if you slacked off and copped an attitude, that news is traveling twice as fast.

With every new job, project, and relationship, you’ll have a chance to build your name. If you develop a positive reputation now, it will open countless doors for you throughout your career.
Feel free to forward this along to recent graduates. And don’t forget to encourage them to get connected with Talent Market (http://talentmarket.wpengine.com/candidates/sendyourresume/) if they have an interest in a free-market nonprofit career!

Talent Tip #90: What to Do When You Don’t Know What to Do: Four Steps to Figure Out Your Next Career Move

April 18, 2017

This month’s tip was written by Lauren Skiver, Talent Market’s Talent Manager

Being in the talent business, we have a lot of conversations that revolve around the question, “What do you want to do next?”

It’s a tough question. Some people knew at five years old what they wanted to be when they grew up (I’m married to one of those!). But for the rest of us, it’s all trial and error. And living in an age with endless career possibilities, it’s easy to get overwhelmed or sidetracked.

Most days, I feel like candidates think we’re mind-readers over here at Talent Market. I can’t tell you how often someone comes to us and says they’re ready for a career change, but when asked what they want to do next, they say, “Uh, I don’t know. What do you think?”

We’re flattered you trust us that much, but this is a decision that only you can make! Before you make a career shift, you owe it to yourself to sit down and really think through what you want to do next.

Here’s a few steps for what that might look like:

1. Start with a framework.

Try not to anchor yourself on the front end of the process. Instead, start by brainstorming a list of situations where you felt like you were really hitting the nail on the head. And don’t limit it to your working experiences—pull from every corner of life: from school projects in undergrad to volunteer activities today. The key is to come up with a list of scenarios where you felt, “This is what I was made to do!” And then step back, and look for a common thread.

When I was eight, I decided to make a chart of the different wildlife that visited my grandparent’s bird feeder because—I wish I was joking—I wanted to analyze which feed attracted the best wildlife. My poor parents. But those details are important! I wanted to collect data in order to attract the best birds. And I still have that nerdy eight year old in me, but now my focus is on collecting information to attract the best candidates to the free-market non-profit arena.

2. Seek insight from others.
Once you’ve done some internal digging, seek outside insight! This might sound like overkill, but there’s no way of knowing how much we might be missing if we don’t ask. Ask former bosses, co-workers, mentors, teachers, project partners—anyone you trust to give you an honest answer—where THEY think you excel. And be open to their feedback! We’re often too close to see our own big picture.

— What situations do you thrive in? Do you excel in sink-or-swim environments or perhaps you prefer to be entrepreneurial within certain parameters with a safety net to catch you?

— What do you geek out on most? Researching and writing? Building relationships? Driving projects to completion? Persuading? Educating?

— What level of guidance is ideal? Do you want someone else to set the goal and you find a way to get from A to Z. Or perhaps you prefer to support the goal setter? Or perhaps you’re at your best being the goal setter.

You might find—as both Claire and I did—that others sometimes have a better idea of where you truly kick rear end. In both our situations our dear friend Whitney Ball saw something in each of us that made her encourage us to start / join Talent Market.

3. Frame your answer around concrete skills.

Once you figure out what your common denominator is, figure out a way to put it in language that other people can understand and that resonates with them.“I want to help people” is too vague. What sort of people do you want to help? How do you want to help them? What do you have to offer?

I recently received a resume for someone that listed her “skills” as: “I am a big picture thinker who discusses ideas, ideals, and ideologies; analyzing underpinning philosophies that are at work in culture and politics.”

Personally, I think it’s awesome this girl has her own mission statement. Introspection is great: figure out what fuels you. But as a recruiter, I don’t know how this translates into a job for her. On paper, I see a classic Millennial who isn’t 100% customer focused. Instead, translate whatever lights your fire into concrete skills that will provide value to prospective employers.

Employers do care that you love what you do, but they need to know how that passion will benefit them and their mission foremost.

4. Have patience with yourself.
It will probably take years to figure out what your niche is. Or maybe your niche will change mid-career. With so many new and emerging markets, it’s impossible to predict! Someone that entered the communication field 15 years ago couldn’t have known their niche may be new media. But at the core you will still be the same. Regardless of where you are, with each step make sure you’re learning something new about yourself and your skills. And be patient with yourself! Careers usually zig-zag; don’t expect a linear path!

Godspeed to you as you dig into this question! You might find time spent on this is the best career advancement investment you can make. As always, feel free to reach out if you’re thinking through career opportunities. And, if you have moved or changed job preferences recently, send us your updated information here so we can keep you posted on opportunities relevant to you!

Talent Tip #89: Becoming Billy Shakespeare: Crafting a Powerful Cover Letter

March 26, 2017

I read a lot of cover letters.

With most of them, I feel as though I’m reading standard newspaper AP fare. Nothing earth-shattering, but it gets the job done. Others are harder to digest — it’s more like reading furniture assembly instructions…in a language I don’t speak.

But every once in a while I come across a cover letter that captivates me like a great piece of literature. It accomplishes exactly what it should: it makes me want to keep reading and then reach out to the candidate and learn more.

This happened recently when I received an application from a candidate I’ll call “A.R.” She did five things in her cover letter that every free-market job applicant should do:

Tell a Story
From the very first sentence, A.R. captured my attention:
As an immigrant from a country where the opportunity to succeed is only available to a select few, I have my own experience with the American Dream. She went on to explain how her family moved to the United States to have a better life. Of course, not everyone will have such a dramatic story to share, but even telling an account of how you first came to appreciate liberty or how you personally witnessed the value of free-markets will go a long way to engage readers.Not only was A.R.’s story captivating, but it also provided a great segue into the organization’s mission…which brings us to the second key ingredient for a well-written cover letter.
Explain Your Passion for the Mission
Even if your resume illustrates your zeal for free-markets, make sure to explain your interest in the hiring organization’s mission. A.R. did this beautifully by tying her personal story to the nonprofit’s goals. In addition, she described how she had observed in her career the very problem the organization seeks to address. In just two paragraphs, she skillfully articulated how her personal and professional experience aligns with the organization’s work.
Tell Me Why I Should Hire You
While your resume will hopefully provide many good reasons for you to get the job, the cover letter is your opportunity to highlight the things your resume doesn’t include. Again, A.R. hit a home run on this point. She artfully explained how she has handled the very same responsibilities outlined in the job description. As icing on the cake, she even provided concrete evidence that she possesses the characteristics the organization seeks in candidates, such as adaptability, flexibility, entrepreneurialism, and relationship-building skills.
Follow Instructions
The application instructions asked for a few simple things — all of which A.R. provided on the first submission. This is not only a good indicator to the organization that she will pay attention on the job, but it also demonstrates that she cared enough about the opportunity to get it right the first time.
Proofread!
A.R.’s cover letter was not only engaging and persuasive, it was also delightfully free of errors! If I had a dime for every client who told me he was not going to pursue a candidate because of mistakes in a cover letter, I wouldn’t have to fundraise to keep Talent Market’s lights on. And it’s not just grammatical/spelling errors; oftentimes candidates express their heartfelt interest in the wrong job with the wrong organization — a clear sign they forgot to proofread!

As you have gathered by now, A.R.’s cover letter was a cut above the rest. She did everything you’re supposed to do, and her writing was eloquent. But don’t worry if you’re not Billy Shakespeare: if you follow these simple rules, you, too, can craft a powerful cover letter.

Talent Tip #88: Looking for Love: Valentine’s Tips for Job Seekers

February 21, 2017

Talent Tip #88: Looking for Love: Valentine’s Tips for Job Seekers

Ahh, Valentine’s Day. I enjoy the holiday if only because it gives me the opportunity to make subtle overtures to my husband when diamond commercials come on. It’s worth it to see that moment of panic in his eyes as he thinks, “Crap. All I got her was a “Hoodie-Footie.”

Since it’s the season to look for love, let’s turn our attention to job seekers. I often hear from candidates (entry to executive level) who say they don’t know where to begin their job search. I understand; it can be a daunting venture.

But it’s not as complicated as it seems. Here is a list of six things you can do to get started on finding that perfect match.

Update Your Resume
Before you pick up the phone and begin networking, make sure your resume is ready to roll. Not only are you going to need it, but updating it will be a helpful exercise as you consider your next move. You’ll quickly remember what you liked (and disliked) about past jobs, and reviewing your career history may help clarify what’s next.
Figure Out What You Want to Do
This happens to me on a regular basis:
Candidate: “Hey Claire. I am on the market now and wanted you to keep me in mind for opportunities.”
Claire: “Roger that. What exactly are you looking to do?”
Candidate: “I’m not sure about that yet.”
Claire: “Dude. Seriously?”Ok, I don’t really respond that way. But I want to. And that’s because you shouldn’t be searching for a new job until you actually have a sense for what you want that new job to be! Specifically, there are a few things you’ll want to nail down:Ideal role: Management? Digital marketing? Donor relations? Media relations? Litigation? It’s okay to have an interest in more than one area; but if you have an interest in a half dozen areas, it might complicate your job search.

Ideal sector: Nonprofit? Private? Government? Academia?

Ideal location: Are you willing to relocate? If so, where? If you are happy to pack your bags but your spouse is not, please do your future self a favor and discuss that option now — not after you’ve received a job offer that requires a cross-country move!
Determine Your Salary Requirements
I know you’re chomping at the bit to start looking for jobs; but before you do, get your ideal salary dialed in. Employers are going to ask and you should be ready to share. Remember: there’s no need to marry yourself to one specific number; a rough range is fine for starters.
Get on LinkedIn
Not only do employers use LinkedIn to find and learn more about candidates, but it’s also a great networking tool for you to use on the job hunt. Make sure to connect with your friends and associates, as a minuscule number of connections implies you have a dormant profile (or don’t have any friends, but we know that’s not the case!). Also, it’s a good idea to have a profile that matches your resume. I sound I bit like Captain Obvious here, but you’d be surprised how many people have LinkedIn profiles that are inconsistent with their resumes. Finally, even if you’re not stoked about using LinkedIn, I strongly suggest you create a profile. I’ve heard employers express concern when a candidate cannot be found on LinkedIn. Is the person trying to hide something? Or is he not serious about networking/finding a job?
Tap Into Your Network
Now that you have an updated resume, salary requirements, and LinkedIn profile ready and you have a good sense for the job you are seeking, you can start tapping into your network. Make a list of the individuals you want to connect with and then call them or invite them to coffee/lunch (don’t forget to pick up the tab!). Give them a sense for what you want to do and ask them kindly for any suggestions/connections they might have. Finally, and perhaps most importantly, be very appreciative!
Selectively Apply for Jobs
Target your search on the roles that make sense for you. And don’t forget to utilize your network as you apply for positions. If someone knows you and the hiring manager well, you may want to ask him to casually put in a good word for you. Be careful about going overboard with this approach though; one too many calls or unsolicited letters of recommendation can work against you.

I hope these tips are helpful as you search for your next role. Now, if only dating were this simple…