Talent Market

Talent Market is a nonprofit whose mission is to promote liberty by providing talent for critical roles within the free-market nonprofit sector

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Talent Tip #20: Take Rejection Like a Champ

April 12, 2011

Anyone who has ever dated knows a little something about rejection. The same can be said for anyone who has interviewed for a job. No matter how devastatingly beautiful or talented you are, you will eventually meet with a stinging, “Thanks, but no thanks.”

When it happens, we’re often tempted to bite back. We say or do things that leave us sounding bitter and not in control of our emotions; and in doing so, we burn bridges for future interaction.

But not always. I recently had to let a candidate know he was not chosen for a role for which he had been a finalist. His response was inspiring. He thanked me for my time, acknowledged the organization’s thinking and subsequent decision, and took the time to express gratitude about the entire interview process. He left me feeling so warm and fuzzy that you can bet your bottom dollar I’m going to try to help him find another job.

So next time the hiring manager calls with bad news or the girl you took out last Friday gives you the Heisman, try to respond with grace and humility…you never know when you might get the call that you’re back under consideration!

Talent Tip #19: Free-Market Karma: A Lesson in Retaining (or Losing) Talent

March 15, 2011

A friend of mine who used to work for a prominent free-market nonprofit recently told me a disturbing story. After he was laid off, he worked diligently to find another job in the liberty movement. During his search, he was shocked by how he was treated by many of our own organizations. Two examples he cited:

  • He often never heard back from hiring managers after engaging in lengthy interview processes. Even after his own follow-up, he rarely got responses.
  • He received promises for further introductions and recommendations that were rarely fulfilled, despite periodic, polite follow-up.

So how did the story end? He took a great job in the private sector. Good for him. Bad for us. Let’s call this Free-Market Karma. We didn’t treat him well in his search, and now we’ve lost a talented mid-level manager.

free-market-karma4In my job, I often see talent like him leave the movement, and it breaks my heart. We may have been able to keep him in the movement had we treated him a little better during his search. So next time someone reaches out to you for help in the free-market movement, take a few extra minutes to lend a hand. After all, that might be the person who hires you next time you’re looking for a new job.

Talent Tip #18: We Need More Lloyd Doblers

February 15, 2011

Do you remember Say Anything? (Note to Millennials: it’s a classic. If you haven’t seen it, do so immediately if not sooner.) The main character – Lloyd Dobler – has passion. And he makes his passion known to those who matter. Ultimately, it is his passion that lands him the girl.

As I review dozens of cover letters and introductory emails each day, I long for more Lloyds. Candidates’ banal letters leave me wondering if they are truly passionate about advancing liberty, or if they are just going through the motions of finding a job…any job.

Well, folks, apathetic job seekers need not apply. We’re not making widgets here; we’re changing the world! My nonprofit clients want candidates with fire in the belly and a sincere enthusiasm for what we’re trying to do.

Take the time to explain your interest in the mission of the organization to which you are applying (even if you’ve been working in the liberty movement for some time) and highlight your demonstrated interest in your résumé/cover letter. Do not take it for granted that hiring managers fully appreciate your passion. Tell us and then we’ll know!

Lloyd, I look forward to hearing from you.

Talent Tip #15: Beware the Candidate Who Doesn’t Follow Instructions

November 16, 2010

I get dozens of applications every day, and you would be amazed to see how many seemingly intelligent candidates do not follow instructions. If I had to put a number on it, I’d guesstimate 50% of applicants fail to send me what my clients request.

I used to give all candidates the benefit of the doubt…I would follow-up with them and ask for the information they neglected to send the first time. But I learned that those same candidates often still fail to follow instructions on the second (and third!) attempts, and worse – they frequently get belligerent about being asked for more information!
These are the same candidates who – if they make it to the interview stage – are difficult to manage. Consider this scenario:

You: “Are you free for a phone interview Friday at noon? If so, what’s the best number where you can be reached?”

Candidate: “Yes, that will work!”

Sigh. Now I’ll only throw the life preserver to candidates with very strong resumes, but I still file away the fact they didn’t send the right information off the bat.

All of this begs the question: if the candidate can’t follow instructions for a job application, how will that person perform on the job? Will they take direction? Will their work be sloppy? How will they treat your customers? It’s hard to say for sure, but the initial data points don’t bode well for their future as an employee.

Talent Tip #13: Top 3 Blunders Young Liberty-Loving Job Seekers Make (And How to Avoid Them, Land an Amazing Job, and Live Happily Ever After)

September 14, 2010

Last week at the SPN annual meeting in Cleveland, I had the distinct pleasure of talking briefly with the Generation Liberty Fellows about job seeking. I thought it might be valuable to share with you what I told the Fellows about the three common blunders young job seekers make and how to avoid them.

  1. They don’t tailor/personalize their job applications.
    Your cover letter should explain your affinity for liberty, your interest in the organization’s mission, and why you would be well suited for the particular role. The organization won’t know unless you tell them!
  2. They don’t utilize their networks.
    It’s not what you know, it’s WHO you know. Utilize your friends, associates, professors, former employers/co-workers, club/group members, etc., as well as LinkedIn, Facebook, and Twitter.
  3. They want to run the show before they answer the phones.
    Have the humility to understand you’re not ready to be President and be willing to work for free (or beans) for a while to prove yourself. If you create a lot of value, you’ll get noticed and promoted or hired away.

A special thanks to Kurt Weber for inviting me to meet the Fellows. They were a lively and talented bunch, for sure! For more tips on job seeking in the free-market nonprofit sector, visit our website: www.talentmarket.org.

Talent Tip #11: Managing Millennials: Understanding Your Gen Y Employees

July 13, 2010

If you’re a manager born in the age of disco or before, you’ve probably had a few water cooler discussions about what it’s like to manage Millennials, or Gen Y employees. No doubt they require special care and feeding – just like an aquarium of saltwater fish or a vegan boyfriend with gluten allergies.

Many Millennials are products of dual-career families with Boomer parents who indulged them in part to make up for the time they didn’t spend together, which led to the sense of entitlement characteristic in Gen Y. This generation also witnessed their parents lose jobs in the waves of downsizings, which created the self-preservation attitude Millennials often exhibit in the workplace.

As off-putting as these traits may seem on the surface, knowing more about who the Millennials are and why they tick will help our movement better manage their ability to add value. They are tremendous multi-taskers with strong technology and networking skills. Gen Y workers are also team-players and risk-takers with the confidence to take on challenges other employees may fear. If you manage them correctly, Millennials can be a huge asset.

Here’s an article managers may find useful: Managing Millennials: Eleven Tips for Managing Millennials. And if you’ve got a bit more time, check out these books: Generation We and Millennials Rising.

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    Talent Tip #133: 10 Reasons Your Cover Letter is Terrible (Part 1)

    Talent Tip #132: Seven Things Our Data Tell Us About Hiring in the Liberty Movement

    Talent Tip #131: Six Things the Pandemic Taught Free-Market Nonprofits

    Talent Tip #130: 7 Keys To Finding a Mentor

    Talent Tip #129: On Mai Tais, King Beds, and Resumes

    Talent Tip #128: Talent Market Answers Your 10 Biggest Questions About LinkedIn

    Talent Tip #127: Lessons from an Old Jeep Wrangler: Upgrades for Your Organization’s Hiring Process

    Talent Tip #126:Backpacks to Briefcases: Advice for Recent Graduates on the Job Hunt

    Talent Tip #125: Dating (and Interviewing and Hiring) During Lockdown

    Talent Tip #124: Advice for Dominating Virtual Interviewing (Especially in the Age of COVID-19)

    Talent Tip #123: What Does COVID-19 Mean for Hiring in the Free-Market Nonprofit Sector?

    Bonus Talent Tip: How to Interview in the Age of COVID-19

    Talent Tip #121: Considering a Career in the Free-Market World? Here are Five Things To Consider.

    Talent Tip #120: 5 Tips to Ensure an Efficient Hiring Process

    Talent Tip #119: 7 Pitfalls to Avoid as You Launch Your Career

    Talent Tip # 118: 10 Mistakes Young Professional Make When Job Searching

    Talent Market’s 10th Anniversary!

    Talent Tip #117: 6 Things to Consider When Asked for References

    Talent Tip #116: 5 Surefire Ways NOT to Land an Interview

    Talent Tip #115: Maps and Mobility: Revisiting the Yellow State/Blue State Phenomenon

    Talent Tip #114: A Lesson from Three’s Company: Eliminating Confusion About How Talent Market Can Help Your Nonprofit Find Talent

    Talent Tip #113: Workplace Change: Too Much of a Good Thing Isn’t a Good Thing

    Talent Tip #112: Four Things to Do Before You Apply For Your Next Job  

    Talent Tip #111: Take Your Resume to 11

    Talent Tip # 110: This Holiday Give the Gift of Fulfillment

    Talent Tip #109: Toxic Personalities: Bad for the Holidays; Bad for Business

    Talent Tip #108: A Quiz To Test Your Knowledge of Talent Market 

    Talent Tip #107: Seven Tips for Effective Networking 

    Talent Tip #106: 10 Things Every Free-Market Fundraiser Should Know

    Talent Tip #105: Breaking Up Is Hard To Do: How To Effectively Show An Employee The Door

    Talent Tip #104: Don’t Fall in the Homestretch: 5 Tips to Winning the Interview Process

    Talent Tip # 103: Lessons from Professional Wrestling: 5 Tips to Bodyslam Your Competition During the Hiring Process

    Talent Tip #102: 5 Things You Should Know About Talent Market (That Will Help You Help Us Help You)

    Talent Tip #101: Follow the Golden Rule When Hiring

    Talent Tip #100: Your Resumé: A Chance to Tell a Clear, Logical Story About Your Career

    Talent Tip # 99: Want to Be Fashionable? Stop Wearing Fanny Packs (And Stop Asking Candidates for Salary History)

    Talent Tip #98: What NOT to Wear To an Interview

    Talent Tip #97: For the Love of Lawsuits: What NOT to Ask Candidates During Interviews

    Talent Tip #96: How to Get Your Groove Back – Part Deux

    Talent Tip #95: How to Get Your Groove Back – Part One

    Talent Tip #94: Burning Bridges and Lessons from Peter Gibbons 

    Talent Tip #93: Looking Outside the Talent Box

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

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

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

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

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

    Talent Tip #87: Embrace the Power of Markets: Pay Your Best Talent Well or Risk Losing Them

    Talent Tip #86: Seven MORE Questions to Ask Before You Commit (Advice for Interviewing and Dating)

    Talent Tip #85: Eight Questions to Ask Before You Commit (Advice for Interviewing and Dating)

    Talent Tip #84: Culture Matters Part Deux: How Current and Prospective Employees Should Consider Culture

    Talent Tip #83: Culture Matters: Cultivating a Culture That Attracts and Retains Talent

    Talent Tip #82: Five MORE Tips for Discussing Salary During Your Job Hunt

    Talent Tip #81: Five Tips for Discussing Salary During Your Job Hunt

    Talent Tip #80: The Power of Networking: Landing a Job (And Maybe a Dog-Sitter) in One Evening

    Talent Tip #79: Two Solutions for Our Fundraising Talent Shortage

    Talent Tip #78: O Fundraisers, Fundraisers! Wherefore Art Thou Fundraisers?

    Talent Tip #77: The New York Times: An Unlikely Ally in Helping Us Find Talent

    Talent Tip #76: Believe It or Not: Talent Market is a Nonprofit

    Talent Tip #75: Field of Dreams: Job Descriptions That Attract Talent

    Talent Tip #74: Give The Gift That Keeps on Givng Giving

    Talent Tip #73: Turnover Turnaround: How To Keep Your Best Employees

    Talent Tip #72: Employee Turnover: Why Good People Leave

    Talent Tip #71: Career Choices: Let Passion Follow You

    Whitney Ball: A Life Well-Lived  

    Talent Tip #70: Choose a Job You Love…Maybe Confucius Was Right

    Talent Tip #69: It Was a Dark and Stormy Night: How to Make Your Cover Letter Stand Out

    Talent Tip #68: Ask the Magic 8 Ball: Why do Employees Leave?

    Talent Tip #67: The Key to Employee Retention: Convoluted Algorithms or Simple Communication?

    Talent Tip #66: Hotel California: Stuck in the Big City, Declining Mobility, and a Reminder to Consider Hiring Virtually

    Talent Tip #65: Roll Tide: What We Can Learn About Recruiting Talent from Nick Saban

    Talent Tip #64: Lookin’ Out My Back Door: Following Application Instructions 

    Talent Tip #63: Stand Out from the Crowd with an Eye-Catching Job Description

    Talent Tip #62 Take a Chance on Me: Nontraditional Candidates and Fundraising Roles

    Talent Tip #61: Google This: How to Create a Winning Resume

    Talent Tip #60: Goldilocks and Salary: Getting it “Just Right”

    Talent Tip #59: The Magic Formula Revealed: Determining the “Right Salary” for a Job Application

    Talent Tip #58: Working for Liberty: Think Like a Start-Up (or Why You Should Listen to Matt Warner at Atlas Network)

    Talent Tip #57: The Cover Letter: Common Pitfalls and Secret Ingredients

    Talent Tip #56: We Recycle the Same Talent? Ah, Contraire, Mon Frère!

    Talent Tip #55: On Assembling Bikes and Applying for Jobs

    Talent Tip #54: Is Virtual Hiring Right for Us?

    Talent Tip #53: Want to Expand Your Talent Pool? Hire Virtually!

    Talent Tip #52: More Advice About How to Land a Job

    Talent Tip #51: Start Working Your Dream Job (Before You Get Hired)

    Talent Tip #50: Your Advice on Pre-Employment Assessments

    Talent Tip #49: eHarmony for Hiring?

    Talent Tip #48: Hiring Advice – Three Hours in a Canoe and the Most Interesting Man in the World

    Talent Tip #47: Avoid Alka Seltzer with Writing Samples, Tests

    Talent Tip #46: A Cover Letter to Make Mama Proud

    Talent Tip #45: The Six Second Résumé

    Talent Tip #44: Liar Liar, Pantalones en Fuego!

    Talent Tip #43: Rejection (Im)Perfection: The Art of Second Chances

    Talent Tip #42: Recommendation Investigations, Your Reputation, Kiss Cams, and My Dream World

    Talent Tip #41: Work-Life Balance Policies, Part II: A Key to Attracting and Retaining Talent

    Talent Tip #40: Work-Life Balance Policies: A Key to Attracting and Retaining Talent

    Talent Tip #39: 80% of Success is Just Showing Up: Landing a Job in Another City

    Talent Tip #38: Tips for Talking About Salary

    Talent Tip #37: Mom Knows Best: Proofreed Proofread

    Talent Tip #36: The Art of the Interview

    Talent Tip #35: Traditions Worth Keeping: Play Like a Champion Today, Bun Runs, and Résumés

    Talent Tip #34: “I’ll Call You”: Rejecting Candidates After the Interview

    Talent Tip #33: Lessons From My Parents’ Marriage: It Pays to Court Candidates

    Talent Tip #32: Friends Don’t Offer Friends Questionable Job-Seeking Advice

    Talent Tip #31: Don’t Call Us – We’ll Call You (Or Maybe Not)

    Talent Tip #30: Dear Valentine, Your Reputation Stinks

    Talent Tip #29: I’m Gumby, Dammit

    Talent Tip #28: No Raise or Bonus? You’re a Mean One, Mr. Grinch!

    Talent Tip #27: Talking Turkey: Determining an Appropriate Salary Range

    Talent Tip #26: Show me the Money! (Or I’ll Keep Quoting Overused Movie Lines)

    Talent Tip #25: Your Resume as Prego: It’s in There

    Talent Tip #23: Why We Lose Talent: (Non-Financial) Incentives Matter

    Talent Tip #22: You Can’t Always Get What You Want: Advanced Degrees, Higher Salaries, and Marrying Orthopedic Surgeons

    Talent Tip #21: What Do Lady Gaga and a Graduate Degree Have in Common?

    Talent Tip #20: Take Rejection Like a Champ

    Talent Tip #19: Free-Market Karma: A Lesson in Retaining (or Losing) Talent

    Talent Tip #18: We Need More Lloyd Doblers

    Talent Tip #15: Beware the Candidate Who Doesn’t Follow Instructions

    Talent Tip #13: Top 3 Blunders Young Liberty-Loving Job Seekers Make (And How to Avoid Them, Land an Amazing Job, and Live Happily Ever After)

    Talent Tip #11: Managing Millennials: Understanding Your Gen Y Employees

About Us

Claire Kittle Dixon

Claire Kittle Dixon
Executive Director
Claire has more than a decade of experience in the talent development field. She…
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Katelynn Barbosa
Talent Engagement Manager
Katelynn started her career in the Koch Associate Program and then litigated at the Institute for Justice…
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Katy (Ranville) Gambella
Network Engagement Manager
Katy began her career at the Institute for Humane Studies and later joined the Cato Institute…
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Stephanie Keaveney, Network Engagement Strategist
Stephanie’s career started at the James G. Martin Center for Academic Renewal…
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Wait, You’re a Nonprofit?

Talent Market is a nonprofit. We’ll wait here while that sinks in. We know it’s a crazy concept, but it’s been working like a charm since 2009.

Talent Market’s mission is to promote liberty by providing talent for critical roles within the free-market nonprofit sector.

We provide free consulting and recruiting services to free-market think tanks, policy organizations, research centers, and capacity building institutions dedicated to advancing the principles of limited government and free enterprise. (We do not work in politics, nor do we work with organizations that address social issues.) Talent Market believes that the road to prosperity is paved with freedom and that the success of our movement hinges on the talent that will take us there.

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