People are an organization’s greatest asset. So one of the most important decisions an organization will make is who they decide to bring onto their team. 

You want to hire people with skill and talent. But equally you want people who will align and add to your organization’s culture.

In the past, recruitment followed a somewhat generic formula: job description → advert → application → shortlist → interview → hire. While aspects of this formula still matter, in our experience at Maliasili and in the experiences of our partners, doing recruitment differently and more creatively garners much better results.

Here is a roundup of recruitment tips from the Maliasili team as well as from our partners at Honeyguide and SORALO, which have both seen success in building great and talented teams.

“There is somebody out there - a gem - who is going to be perfect for your job. You just have to go out and find that person amongst the thousands looking for jobs. Be confident that they’re there.”
-Damian Bell, CEO, Honeyguide

11 Tips for Recruitment

1. Grow talent from within

“When I look at the SORALO staff members I realize that 80% or so of our team have actually gone up in the ranks over the years. Many started as interns or volunteers. Rather than relying on more traditional and formal recruitment processes, we’ve seen success by growing our team, developing their capacity, and shaping posts to maximize on people’s strengths. We don’t want people who are just looking for a job, we want people who feel ownership and a part of SORALO.”
-John Kamanga, CEO, SORALO

2. Be on the lookout (BOLO)

Whether you’re hiring or not, always be looking for talent and for people who seem like a great potential fit for your organization. It’s those people you want to hire and you never know, they might just be looking for work too. Nurture those relationships and proactively look for opportunities to engage.

3. Be Realistic

“Recruiting is a bit like building houses. It doesn’t matter how many times you do it, you’re always going to run out of time. Be aware of the time it takes to create an advert, share it, conduct interviews, bring people to the office, have them give a notice, etc. Be realistic and patient.” 
-Damian Bell, Honeyguide

Ensure someone on your team has built hiring into their work plan and that any others involved know their roles and responsibilities and what’s expected of them. The process takes time and thus you need to plan and invest in it. 

4. Develop an inspiring & unique advert

When you’re writing your advert, don’t just summarize the key job responsibilities and required qualifications. Go beyond that and create an inspiring advert that will get people excited to work for your organization. Be sure to convey your organization’s culture and values, as well as the skills and qualities that you seek in an ideal candidate. Don’t sound boring, you want to sell your organization and attract the right people to apply.

“You’re going to hire someone who is going to work with you for many years, so you want to ensure they know and will fit your culture”
-Damian Bell, Honeyguide

5. Use your networks

Newspaper adverts are unlikely to get you the individuals you want. Instead, ask your networks - partners, donors, current staff members - to promote your advert and make recommendations. Be thoughtful and creative about where to share your advert: on social media, a mailing list, a WhatsApp group, and even to some peers you respect and admire.

Ensure transparency and equity:

• Develop a hiring rubric for interviews so your team understands what you're looking for and to ensure the process is as transparent (and equitable) as possible. The rubric helps you maintain balance and consistency when assessing candidates.

• Include multiple members of your team early in the process to minimize bias.

6. Find ways to quickly screen   

“The letter that accompanies a CV is critical - if they don’t have it then I won’t even look at the CV.”
-Damian Bell, Honeyguide

Some job postings can get hundreds of applicants. Make sure your instructions are clear in the advert and screen applications accordingly (e.g. don’t consider an applicant without a tailored cover letter). Once you’ve whittled your list down, carry out short screening calls to get a better sense of the individuals and their potential fit. For your time and the applicants, make sure these calls are short (no more than 20 minutes) and that the expectation of the call is clear.

• Consider using keyword search when screening cover letters. While it may feel impersonal, it’s standard practice as it’s a quick way to identify the individuals whose experience matches your needs.

7. Be thorough during the interview process

Once you’ve narrowed your list down to a few final candidates (ideally 3!), design an interview process that will assess both their technical skills as well as cultural fit. The process should also include written tests if applicable and final candidates should meet with other members of the team. In many standard recruitment processes, decisions are often made after only meeting someone for a 45-minute interview (you can spend more time thinking about what to have for dinner!). Don’t be afraid to take more time for this process to get it right.

8. Do your homework

Don’t just rely on the references that have been given to you. You should also ask people who might know an applicant about their work, experience, and character.

9. Test someone out first

If you can, find a short, paid consultancy that would allow you to test someone out before you commit to a full hire. This will help you get a better feel for their skills and for their cultural fit with your organization.

• Use the probationary period wisely. This is a key time to test someone out. Be sure to give them responsibilities and work assignments during this time that will allow you to do just that.

10. Look for motivation

“You don’t want staff who you have to push everyday to do things. You want people who have self-motivation, self-drive.”
-John Kamanga, SORALO

Skills can be taught and developed, but passion, commitment and shared values are priceless!

11. Hiring is the beginning

As time intensive as a recruitment process is, it is really only the first step towards growing a great team. The onboarding process (how you train and orient a new hire to the team, their role and the organization) is critical to setting up any new team member for success. (See 12 Tips for Effective Onboarding).

Read the full newsletter here: Maliasili Reader Issue 26

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