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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    • ADVICE
      • TALENT TIPS
      • INTERVIEWING TIPS
      • RESUME TIPS
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Tips for Hiring Managers

Ten Quick Tips for Hiring Managers

1. It’s Not All About You

During the interview process, many hiring managers make the mistake of talking too much about themselves or the opportunity on hand, and leave little time for the candidate to talk. The more you let them speak, the more you learn about the interviewee and whether or not you want them on your team.

2. Have the Candidate Interview with Other Staff

Allowing other staff members to interview the candidate will not only help educate the interviewee about the environment at your organization, but it will also provide you with more data points about the candidate. Different interviewing styles will also help bring out different aspects of the candidate that you alone may not have discovered.

3. Be Prepared

Take a lesson from the Boy Scouts and be prepared for each interview. Even if you only have five minutes to spare, review the résumé, jot down some specific questions for the candidate, and gather up your “stock” list of questions. (Don’t have a stock list of questions? See #4!)

4. Prepare a Stock List of Questions

You will save time and energy by preparing a stock list of questions to ask every candidate you interview. Some suggestions: Why are you interested in this role and in the free-market movement as a whole? In your research about our organization, what were you surprised to learn? If I were to ask your friends and former co-workers for your biggest weaknesses, what would they tell me, and would they be accurate?

5. Ask for Feedback from the Staff

After the interview, ask staff members who interacted with the candidate for their feedback. If I had a dime for every person who told me, “I was going to hire Bob until I found out he was rude to our receptionist,” I would be rich.

6. You Are Not the Only One Interviewing

Remember that it’s not just about whether you like the candidate; it’s also about whether the candidate likes you and the organization. In a competitive job market (remember those days?), most candidates you interview will also be interviewing elsewhere, so you’ll need to bring your A game.

7. Money Matters

Too many hiring managers use the excuse that they shouldn’t have to pay market rates for people if they are truly committed to the cause. In my grandmother’s words, hogwash. It’s true we are in the movement because we love liberty, but we also want to make a good living and provide for our families. If you find a candidate who is talented, make them a good offer.  It will pay off in the long run.

8. Dig Into the Candidate’s Past

The best indicator of how a candidate will perform on the job is his or her past behavior. So ask questions about how the candidate handled difficult situations and listen closely to the answers – you may learn all you need to know in those simple responses.

9. Sweat the Small Stuff

Take note of things that might seem trivial and consider their bigger implications. Did the candidate dress inappropriately? If so, what does that tell you about how they may fit in your office setting? Did the candidate arrive late and fail to take responsibility? If so, how might that translate into performance on the job?

10. Trust Your Gut

It was good dating advice when your mother gave it to you years ago, and it’s still worthwhile now. If the candidate looks good on paper but something tells you it’s just not right, don’t proceed without more investigation. You can always invite the candidate back for another round of interviews or ask for references.

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    Strategic Research Deputy Director – Pacific Legal Foundation – Virtual Office

    Philanthropic Investments Officer – Moving Picture Institute – Virtual Office

    Vice President/Director of Development – American Institute for Economic Research – Virtual Office, Barrington, MA, or Washington, DC

    Legal Policy Manager – Pacific Legal Foundation – Virtual Office

    Membership Marketing Manager – Institute for Justice – Hybrid in Arlington, VA

    Donor Relations Manager – Citizens’ Council for Health Freedom – St. Paul, MN or Virtual in the Greater Twin Cities Metro Area

    Communications Manager – Tax Foundation – Washington, DC or Virtual Office

    President and CEO – Philanthropy Roundtable – Washington, D.C.

    Accounting Associate – Foundation for Excellence in Education (ExcelinEd) – Virtual Office

    Associate Counsel – Defense of Freedom Institute – Virtual Office or Washington, DC Area

    Communications Director – Center for American Liberty – Virtual Office

    State Tax Policy Analyst – Tax Foundation – Washington, D.C. or Virtual Office

    Program Manager – Paragon Health Institute – Arlington, VA 

    Director of Chapter Development – Benjamin Rush Institute – Virtual

    Attorney – Competitive Enterprise Institute – Washington, D.C.

    Local Outreach Programs Officer – Iowans for Tax Relief Foundation – Des Moines, Iowa

    Operations Associate – State Policy Network – Arlington, VA 

    Research Assistant – Paragon Health Institute – Arlington, VA

    Director/Senior Director of Foundation Relations – American Enterprise Institute – Washington, DC

    Privacy Policy Analyst – Libertas Institute – Lehi, UT or Virtual Office

    Editor – Mercatus Center at George Mason University – Arlington, VA, or Virtual Office

    Technology & Innovation Policy Fellow – R Street Institute – Washington, D.C. or Virtual Office

    Director, Fellows and Leaders - Foundation for Excellence in Education - Virtual Office

    Operations Associate - John Locke Foundation - Raleigh, NC

    Deputy Director, Adam Smith Society – Manhattan Institute for Policy Research – New York, NY or Virtual

    Capitol Hill Outreach Director – Young America’s Foundation – Washington, DC and Reston, VA

    Vice President of Research – Cascade Policy Institute – Portland, OR

    Director of Academic Programming – Open Discourse Coalition – Lewisburg, PA

    Manager of Donor Relations – Institute for Humane Studies – Virtual Office in the Western Region

    Civil Rights Attorney – Pacific Legal Foundation – Virtual Office

    Washington State News Editor – The Center Square – Virtual in WA

    North American Programs Manager – Students for Liberty – Virtual Office

    Development Writer – American Enterprise Institute – Washington, DC

    Assistant Director, Educational Programs – Horatio Alger Association of Distinguished Americans – Alexandria, VA

    Vice President of External Relations – Illinois Policy Institute – Virtual Office or Hybrid in Chicago, IL

    Senior Litigation Counsel – New Civil Liberties Alliance – Washington, DC

    Litigation Counsel – New Civil Liberties Alliance – Washington, DC

    Chief Development Officer – The Fund for American Studies – Washington, DC

    Communications Director – Network of enlightened Women – Virtual Office 

    Manager, FREE Initiative - American Enterprise Institute - Washington, DC

    Grants Manager – Heritage Foundation – Washington, DC

    Operations Coordinator – Philanthropy Roundtable – Washington, DC

  • Archives

SEND US YOUR RESUME

If you want us to keep you in mind for opportunities, send us your resume so we have all the details that will help us help you.

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
Director of Talent Engagement
Katelynn started her career in the Koch Associate Program and then litigated at the Institute for Justice…
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Katy Gambella
Director of Outreach
Katy began her career at the Institute for Humane Studies and later joined the Cato Institute…
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Stephanie Keaveney
Outreach Manager
Stephanie’s career started at the James G. Martin Center for Academic Renewal…
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Lydia Ocampo
Outreach Specialist
Lydia started her career with Young Americans for Liberty. During her time with YAL…
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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 consulting and recruiting services at no cost to 501(c)3 nonprofit organizations that clearly and directly focus on advancing the principles of economic freedom, free enterprise, free trade, free speech, property rights, rule of law, and limited regulation. (We do not work with political organizations, organizations with mission statements that do not clearly advance free-market principles, organizations that focus on social issues, or organizations that have a focus outside of the United States. We are not a job board. ) 

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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