THE GREAT RETHINK | RECRUITING INSIGHT Q&A: When Setting Workplace Policies, The Marks of True Leadership Are Flexibility, Trust, and Autonomy

To bring to life the concepts and ideas discussed in the Great Rethink series, we bring together experts in the field, who can offer first-hand experience and important insights on these topics. This Q&A focuses on how changing policies around…

Read more

We Need More Leaders of Color

We Need More Leaders of Color

Devika Gopal Agge shares her journey with us on career transitions, navigating a job search, and stepping into a new leadership role. By Felicia Garcia-Hartstein, Aspen Leadership Group As a woman of color, when I joined the development profession, I…

Read more

Hiring_Committee_Table

Rethinking “Cultural Fit” In Advancement Recruitment

The success of advancement work depends on engaging all potential constituents as fully as possible. Most nonprofits would benefit from increased cultural competency—the ability to understand, appreciate, and interact with people with cultural backgrounds different from one’s own—in order to engage more constituents more fully. A more diverse workforce has a greater capacity to strengthen a team’s and organization’s overall cultural competency.

If you’ve been involved in hiring, chances are you’ve heard a colleague use the term “cultural fit” when evaluating a candidate. Authors Steven Wallace and Ron Schiller suggest rethinking the notion of “fit” in order to minimize bias in recruitment, think more expansively about what is needed for the team’s overall cultural competency, and produce better outcomes for the organization.

Read more

1
  • This field is for validation purposes and should be left unchanged.