By the end of any job search, receiving the perfect employment offer can be a welcome and rewarding experience.  However, sometimes you will receive a job offer that is not the right fit for you. This article will suggest some ways to turn down a job offer with grace and professionalism.

Before the Offer

Being prepared to respond to a job offer requires a clear idea of what constitutes the right match in a job opportunity. You need to know what your ideal job looks like before you get to the offer stage.

“Doing a thorough self-awareness inventory up front can help you avoid having to turn down a less than perfect offer later in the process,” said Katie Pakenham, Service Manager and Director of Candidate Experience at Commongood Careers. 

It is important to make sure you are asking the right questions throughout the process, particularly about those aspects of a position that could be deal-breakers. “Candidates should think about the hours, amount of travel, and benefits they want before pursuing a position,” said Allyson Biegeleisen, Director of Client Services at Commongood Careers.  “They need to make sure that they absolutely understand what the organization would expect in these areas if they were hired into that position.” 

At any stage in the process, if you realize that you would never take the position if it were offered to you, no matter what the offer looked like, respectfully withdraw from the process before an offer is made. Organizations will invest a great deal of time in assessing your candidacy, interviewing you, and checking references; if you knew well before the offer that you would not accept the position, they will feel frustrated and perceive that time as wasted. 

Declining a Job Offer Gracefully

Remember that turning down a job offer is about maintaining, not closing, a relationship. Declining an offer gracefully can make a world of difference to your reputation and can improve your network. On the other hand, turning down a job offer in a disrespectful or unprofessional manner can do serious harm to both. 

“Performing well in a hiring process anywhere, regardless of whether an offer is given or not, can be a great asset during a job search,” Biegeleisen says.  She has even seen situations where a hiring manager has shared with his or her network a great candidate who declined a job offer. 

When you need to turn down a job offer, make sure you do it promptly; this usually means no later than a week after the offer was extended.  Remember, the organization is hoping and expecting that you will say yes.  If you say no, they will be set back considerably in their search. The sooner they know that they will need to re-invigorate the search, the better for the organization. 

“People sometimes avoid contact when they decide they don’t want the job because they want to avoid conflict,“ said Biegeleisen, “but avoiding saying anything is much more inconveniencing and much less respectful to the organization than communicating your decision.” 

Placing a prompt phone call to the person who offered you the position is the best strategy for declining an offer. In addition to being prompt, it is important to communicate your decision in a clear and honest way. You should be prepared to offer an explanation for your decision, but there is no need for lengthy excuses. “You should find a genuine way to tell the organization what you like about the position and the organization. You should make sure the organization knows that its time was well spent and that you were invested in the process until the end,” Pakenham said. 

While a phone conversation with the person who made the offer is the ideal way to communicate your decision, sometimes it is impossible. In this situation, a voicemail or email can be appropriate, but it’s still best to try to follow-up in a phone conversation at a later date. 

After declining an offer, make sure to follow-up with everyone you met with or talked to from the organization. This will be an important part of communicating your appreciation for the time the organization took to pursue your candidacy and can help you to build your personal network. Remember, you never know when one of these people, or one of their colleagues, will be hiring again.  Commongood Careers has seen candidates who declined one job offer be hired by that same organization for a different position at some point in the future.  Just because this offer isn’t the right fit, it doesn’t mean you should close the door.

If you are declining of offer because of salary issues, there are a few things you can do to show that you are still interested in supporting the organization.  For example, you can open your networks to the organization, perhaps suggesting someone you know who might be a good fit for this or other positions. Offering to volunteer some time to the organization also shows your dedication to a common mission and can make the interview process a successful networking experience, despite having to decline the offer. 

Using the “No” as a Learning Experience

Turning down a job offer is never an easy thing to do.  However, knowing exactly what you want in advance and communicating honestly with the hiring organization throughout the job search process can help you avoid ever having to decline an offer. Of course, if turning down the offer is the only option, you should take the time to understand why you had to turn it down and how, in the future, you could be more prepared to recognize that the job was not the right fit prior to receiving an offer.  While difficult, when done with grace and respect, declining a job offer can help you expand your personal network as well as gain valuable skills in communication and insight into your ideal role.

This article was written by Commongood Careers and is published under a Creative Commons Attribution-NonCommerical-NoDerivs 2.5 License.

For more information about nonprofit and socially entrepreneurial careers, visit Commongood Careers at http://www.cgcareers.org.

Let’s face it. Not all interview questions are created equally, and some are more challenging to answer than others. However, most hiring managers are not out to stump or trick candidates in their interview questions. Rather, the majority of interviewers approach the process as an opportunity to gain the information they need to evaluate if a candidate is the right match.

In a nonprofit interview, candidates are expected to do more than talk about their professional skills. Nonprofit hiring managers rely on interviews to explore a candidate’s soft skills and potential cultural fit with the organization. This information is uncovered through the content of a candidate’s answer, as well as the candidate’s ability to understand the question, think critically about an answer, and communicate that answer effectively, confidently and articulately.

This article discusses some of the toughest yet most effective questions from actual nonprofit interviews, and suggests strategies for how to communicate the best possible answers to these questions.

Why are you interested in this position with this organization?

While this question may seem rather innocent and basic, the open ended nature of the question makes it difficult to answer well.

With this type of question, hiring managers are generally looking to evaluate a candidate’s specific connection to the organization’s mission, as well as skill fit with the particular role. Speak with passion from a personal place about your connection to the position and organization. Then, get specific about this connection, using examples from your past experience. If you are unable to talk specifically about your fit with the role and organization, the hiring manager may question your interest, as well as how much you thought about your interest prior to the interview.

Avoid answers that are completely focused on you e.g. “this would be a really good move in my career path” or “I’m really good at accounting.” An organization wants to know what excites you about the work that they do. Use this opportunity to demonstrate your knowledge about the role and organization, and what you like about both.

If you were in this position, how would you do [specific responsibility of the job]?

This question may seem difficult to answer because it depends on theoretical information. Since you are not in the position already, you may not have first-hand knowledge of how to perform the duty being inquired about. However, in most cases, hiring managers are looking to how a candidate answers this type of question. They want to assess if you are well-researched about the position and able to address a theoretical question with real-life examples and knowledge.

To prepare for this type of question, do your homework. Research as much as you can about the specific position at the organization where you are interviewing, as well as comparable positions at similar organizations. Become as familiar as you can with specific duties and responsibilities, specifically if the position will require you to take on tasks you have never before done.

A larger part of successfully answering this question is also demonstrating your capacity to approach projects in a strategic and organized manner.  Make sure that your answer also demonstrates an effective prioritization of the many facets of the role.  So, you could state what you perceive to be the most important aspects of that function, and then address how you would exceed set goals along those lines, for example specific strategies you would implient or partnerships you would form. You can also use this opportunity to discuss similar experiences you’ve had in past positions, and how you successfully approached those responsibilities and challenges.

Talk about one of your weaknesses and how you have addressed this weakness in the workplace.

Organizations often ask about a candidate’s weaknesses for three reasons. The first is to evaluate how a candidate talks about his/her weaknesses and is able to position them in a positive light. The second is to hear how a candidate has addressed his/her weaknesses in real-life situations.  The third, especially true in the nonprofit sector, is to assess the candidate’s self-awareness and sense of humility (overly egotistic candidates do not see themselves as having any weaknesses).

A strong answer to this type of question communicates that a candidate is self-aware, able to think critically about his/her own personality, and is focused on growth experiences. A pitfall of this type of question is to come off sounding “cliché” (e.g. “My greatest weakness is working too hard.”)  Having real-life examples prepared in advance will help your answer sound genuine, as well as demonstrate to the interviewer that you are able to be reflective about your own personality and characteristics in the workplace. Another way to respond to this question is to share an example of when a supervisor provided constructive feedback, and how you used that feedback to grow in your role.  Overall, your goal is to reframe the issue away from “weaknesses” and toward “professional development opportunities” of which you are already aware and actively working to ameliorate.

What requirements of this position do you think are the most important?

The answer to this type of question reveals how familiar a candidate is with the general requirements of a job, as well as how aligned a candidate is with the organization’s priorities for this role. This question is considered difficult because it requires the candidate to ascertain from the job description and other cues what requirements are most valued by the organization for the position.

To prepare for this type of question, read the job description at a high level and think about the top 3-5 competencies communicated in the description. For example, does the job description communicate that the organization wants a strategic thinker? Someone who can roll up their sleeves? Or is the priority on being able to forge relationships with constituents? By identifying these competencies in advance, you will be better prepared to talk to the importance of these requirements during the interview.

Please describe the most complicated or challenging situation you’ve been in related to race, class, or gender.

For many nonprofits, diversity is a core value. This is especially true for organizations that serve a specific population, and believe that their staff needs to be able to relate to the experiences of the people they serve. For these reasons, questions that explore a candidate’s experience with issues of race, class, or gender sometimes come up in a nonprofit interview.

This type of question can be difficult for candidates for a few reasons. First of all, candidates don’t want to come across as biased or prejudiced in any way. Issues related to diversity can also be highly personal, and a candidate may be caught off guard by this type of question. Finally, for candidates that have not been in this type of situation, it can be difficult to have a meaningful answer.

Approach this question as an opportunity to demonstrate your connection to the population served by the organization, and do your best to answer with honesty and ease. If it sounds like this is one of the first times you’ve thought about these issues and your experiences, it’ll show. Think about your relationship to these issues in advance. If you genuinely do not have any first-hand experiences to share, reflect on why that may be and offer any insight into your understanding of issues related to diversity. Focus on the aspects of your experience and personality that equip you to deal with these type of issues. Most importantly, avoid generalizations and stereotypes in your answer.

What are your salary requirements?

Talking about salary requirements in the early stages of the hiring process can be harrowing to some candidates, especially those who want to advance to the next level of the hiring process and not be screened out for salary reasons. Nonprofit hiring managers often inquire about salary requirements early in the process so that expectations are clear from the start.

Before you answer, it is generally acceptable to ask for the salary range for the position. Prior to the interview, research comparable salaries for similar positions at similar organizations. If the salary level for a given role represents a pay cut for you, it is ok to acknowledge this in the interview. However, don’t belabor the point to try and appear like a “martyr” (remember, the person who is interviewing you is likely to be earning a salary within the range of the organization).

Most importantly, be honest with your interviewer. If you are genuinely flexible on salary, say so. But if you are unwilling or unable to accept the salary for a position, do not waste the organization’s and your own time.

If you refuse to answer the question, realize that the organization may choose to no longer pursue your candidacy. At the very least, provide a baseline number or a general range for the organization’s consideration.

***

In closing, your ability to prepare for and respond to tough interview questions greatly influences a hiring organization’s decision to continue to pursue your candidacy. Careful preparation before the interview and active listening during the interview will position you for success, and allow you to respond critically and effectively to even the toughest interview questions.

This article was written by Commongood Careers and is published under a Creative Commons Attribution-NonCommerical-NoDerivs 2.5 License.

For more information about nonprofit and socially entrepreneurial careers, visit Commongood Careers at http://www.cgcareers.org.

Phone interviews present the unique challenge of communicating your enthusiasm and relevant experiences without the benefits of eye contact, body language, dressing to impress, and a hearty handshake. However, the phone interview is often a critical part of the hiring process that will determine the fate of your candidacy.  The following article walks you through the phases of the phone interview and shares a collection of insider tips that can help propel you to the next stages of the interview process.

Before the Interview

• Acknowledge the importance of the phone interview. Being invited to a phone interview does not mean that you are not good enough for an in person interview.  Because nonprofits are often stretched for time, many organizations have adopted the phone interview as the initial stage of the interview process.  This means that hiring managers have decided that the phone interview is a decision point concerning an applicant’s status.  If you do not treat it as an important step, the hiring manager interviewing you will not treat you as an important candidate.
• Respect the scheduling process. Treat all pre-interview communications with your interviewer as opportunities to demonstrate your competency and decorum. Following directions is extremely important and will show your interviewer that you respect their processes. Also, make yourself available during normal work hours.  Asking an interviewer to be available at 9pm for an interview will translate as being disrespectful of the interviewer’s personal life. If the interviewer explains that the conversation should last 20-30 minutes, be prepared to tailor your answers to fit within that time slot.  Simple considerations and following directions demonstrates to the interviewer that you pay attention to details and are considerate of the hiring process.
• Research the organization and the position.Though it may seem unthinkable, we regularly have conversations with candidates who have not done their homework about the position to which they are applying.  In the week(s) before your interview, visit the organization’s website and search the web for articles to gain an understanding of the nonprofit’s programs and learn about its history. Additionally, read the job description closely and prepare questions if you need components of the job description better explained.  Prepare bullet-points that explain a specific example of a time that you fulfilled a qualification required for the role.  Citing specific examples from your previous work experience will make your phone interview more memorable for the interviewer.
• Prepare thoughtful questions and a final statement in advance. As a candidate, you can always expect the phone interview to conclude with the interviewer asking if you have any final questions.  Asking thoughtful questions at the end of an interview gives the interviewee an opportunity to show some critical thinking skills. However, coming up with thoughtful questions during an interview can be extremely difficult, so prepare your queries before the call.  Additionally, prepare in advance a quick ten second personal pitch for why you are the right person for the job. Doing so will help you clarify your motives for applying and will put you in a confident frame of mind for the interview.
• Take control of your environment. When the phone rings for your interview, you should be relaxed and have everything prepared that will make you sound calm and professional.  Find a quiet, isolated place for the interview well in advance of the phone call.  When you are pitching yourself over the phone, you want your interviewer to focus on your words.  Background noise will distract you and your interviewer and lead to increased frustration and tension on the line. To completely mitigate the negative effects of miscommunication, find a landline to make the call. Nothing can kill the flow of a conversation more than a dropped call or a bad connection. If your only phone is your mobile, conduct the phone interview in a location that historically has great reception for your phone.

During the Call

• Be enthusiastic. Your first impression on the phone is extremely important. A great way to nail the first impression is to sound happy, friendly and enthusiastic about the conversation.  Communicating excitement for the opportunity will demonstrate to the interviewer that you are someone who has passion and optimism.  A tactic to naturally sound more enthusiastic is to stand during the phone call.  Standing up allows more oxygen to flow through your airways, making your voice sound more energized and robust.
• Remember that your interviewer is taking notes. As you speak, your interviewer is most likely taking notes.  S/he will need some record of the conversation either for his/her recollection or to be able to effectively share your candidacy with other members of the staff.  Speak clearly and at a reasonable pace.
• Stay focused. As you are asked questions, jot the question down.  Tell your interviewer that you are going to do this, so s/he does not think you are pausing to do something unrelated to the interview. Writing the question will help to keep your answer focused and concise.  If you are starting to stray off topic, being able to visualize the question can help you stay on topic. If you need more time to answer the question, request some time to reflect so you can give the best answer. Also, do not multitask during the interview. An interviewer will be able to tell if you are distracted. Sharing time between the interview and driving, surfing the web, cooking, or walking home from work will communicate that you are not completely interested in the position.
• Communicate a balance of passion and experience. The interviewer wants to hear that you are passionate about the mission of the organization, but s/he also wants to hear examples of how you have demonstrated your passion in past experiences.  Remember that the interviewer has committed his/herself to the mission of the organization and therefore wants to hear that you (as a potential co-worker) will share in the passion for the given mission.  At the same time, they want to know that they will be hiring someone whose skills match the passion. Giving concrete examples of past experiences and skills that are transferable is extremely important. Providing a philosophical/ethical foundation for why you want to work for the mission is also vital to the success of the phone interview.
• Be honest about your salary requirements. If the conversation turns to the topic of salary, be honest about your requirements for the role.  If the interviewer shares the expected range it is most likely the case that the range will not drastically change during the hiring process. Deflating your requirements so that you are moved forward in the process will result in wasted time and will reflect poorly on you as a job seeker. Therefore, if it is impossible for you to accept the stated salary range, take yourself out of consideration and keep looking for other opportunities.
• Close strong. As important as your first impression is, so is your last impression. After asking one or two thoughtful questions at the end of your conversation, thank the interviewer for their time and reiterate your enthusiasm for the role.  This is where you throw in the ten second final pitch that you prepared before the interview. Making a powerful and concise closing statement will leave a lasting impression on your interviewer.

After the Phone Interview

• Write thank you notes. Within 24 hours of your phone interview, send a quick thank you via email.  Keep it simple and thank the interviewer for the opportunity to converse about the position.  This quick gesture will be appreciated.  Within the week after your phone interview, it is still very appropriate to write a hand written thank you note. For some hiring managers, receiving this gesture of appreciation could translate into a strong candidate becoming the front runner for the role.
• Manage the frequency of your follow-up. They say that patience is a virtue and this is extremely true during the interview process.  Because nonprofit organizations are frequently strapped for time and resources, the people making hiring decisions might not be as speedy with getting back to you about your candidacy as you might like. Checking in about one’s status with too much frequency can turn a strong candidate into an annoying candidate. Be mindful and respectful of the time frames promised by the interviewer.  If s/he says it will take two weeks for you to hear from them, do not contact them before that two week time frame. It is reasonable to touch base with the hiring manager or interviewer if after the stated time frame you still have not been notified. 

The phone interview can make the difference between moving ahead in the hiring process or checking your candidacy at the door. With careful preparation and a positive attitude, you can sail through the phone interview and emerge as a strong candidate for the role.

This article was written by Commongood Careers and is published under a Creative Commons Attribution-NonCommerical-NoDerivs 2.5 License.

For more information about nonprofit and socially entrepreneurial careers, visit Commongood Careers at http://www.cgcareers.org.

A common myth about nonprofit organizations is that salaries are low and can’t compare with the corporate world. Depending on your expectations, nonprofit salaries may be more competitive than you think.

Nonprofit organizations are in a tough spot, in that they receive funding in order to meet a mission and there is an implicit expectation that as much of that funding as possible should go directly to programs supporting the mission.  Historically, much of the total dollars spent by an organization on compensation has been allocated to administrative overhead, which can send the wrong message to funders.  However, more and more, funders and nonprofits alike recognize that an organization’s effectiveness and ability to meet its mission is dependent upon the quality of its staff, and understand that they can no longer rely on highly qualified people who are willing to work for less than market-rate salaries just for the “feel good” satisfaction.  Nonprofit organizations are highly professional workplaces and in order to attract and retain outstanding talent, they need to be competitive with other job opportunities.  Therefore, nonprofit salaries are becoming more and more competitive and organizations are paying much more attention to the market rate for compensation.  That being said, nonprofits do operate in a resource-constrained environment and need to be very conscientious about the compensation that they offer, both from a budget perspective and from an internal equity perspective.

What does this mean for you, the jobseeker?  Salary negotiations are complicated and involve many variables.  Some will be individual criteria, such as salary requirements and estimated market value, and some will be organizational criteria, such as budget restrictions, internal equity, and benefits packages.  It is important that you understand your own criteria deeply and that you also take into consideration the situation of your prospective employer.  This article discusses some guidelines to consider when contemplating compensation negotiations with a nonprofit employer.

Compensation vs. Salary

Salary is just one piece of how employees are compensated. While salary is the actual amount of money an employee earns (financial compensation), total compensation is the full picture of how an organization demonstrates the value of its employees, including benefits and perks. When entering into any kind of compensation negotiations, it is important to consider your needs around both financial and non-financial compensation.

When determining your personal compensation requirements, consider what is important to you. Do you value 100% employer-paid medical benefits? Do you require a flexible work schedule that allows you to work at home?  While compensation packages vary across nonprofit organizations, many nonprofits offer some or all of the following types of benefits as part of their comprehensive compensation packages:

• Medical, dental, and life insurance benefits (% employer-paid will vary)
• Retirement plan, such as a 401k or 403b investment plan (employer match policies will vary)
•   Flexible schedules
• Generous time off policies
•   Internal growth opportunities
• Business-casual work environments
•   Optional unpaid vacation

Prioritize the compensation factors that are most important to you and let that guide you when considering your salary requirements.

Determining Salary Requirements and Expectations

The first step in determining your salary requirements is to figure out your personal bottom line. Create a budget of your expenses—such as housing, food, transportation, child care, entertainment, etc.—and determine what you need to earn each month.

Then, do your homework! Research benchmarks for similar positions at similar organizations. Remember that salary is determined by many factors, including an individual’s education level, years of experience, and job function. For example, positions in nonprofit finance, operations, and management typically pay $50-75K for mid-to-senior roles, and $75-150K for executive roles.

Organizational factors, such as organizational budget or location, also play a role. According to the most recent salary survey published by The Nonprofit Times, jobs in the Mid-Atlantic region offer the highest salaries, then the West, then the Central states. In general, organizations with larger budgets ($10 million and higher) tend to pay more than organizations with budgets under $10 million.

To dig deeper into specific nonprofit salary benchmarks, we recommend the following resources:

Guidestar: A free searchable database of over 1.5 million nonprofit organizations, including Form 990 tax return data that documents salary information for the five highest-paid positions at specific organizations. Guidestar also offers a fee-based nonprofit compensation report and salary search tool.

The Nonprofit Times 2005 Salary Survey: Annual special report from major sector publication The Nonprofit Times. Provides benchmarks primarily for senior-to-executive management positions across budget size and geographic location.
Professionals for Nonprofits 2006 Salary Survey - New York and Professionals for Nonprofits 2006 Salary Survey - Washington D.C.: These annual surveys of New York City and Washington D.C. nonprofits provide salary ranges in management, finance, fundraising, marketing, programs, and IT across organizations of varying operating budgets.

When developing your compensation requirements, remember that you need to understand both your market value, as described above, and the internal variables that impact an organization’s ability to pay (budget, location, internal equity, funding cutbacks, etc.).  It is perfectly possible that you determine your market value to be $60,000, for example, but the organization you really want to work with is only able to pay you $50,000.  You need to consider how you prioritize compensation, opportunity, work environment, reputation, etc.; many people have accepted positions below their market rate because of the amazing opportunities provided.

Increasingly, nonprofits are considering varied types of financial compensation plans, including signing bonuses and performance bonuses.  Consider your comfort level with the various financial compensation options.  For example, suggesting a performance-based bonus plan to a prospective employer will allow you to demonstrate your confidence in meeting goals, while allowing the organization to minimize risk and you to potentially maximize earnings.

Discussing Compensation with a Potential Employer

When discussing compensation with a potential employer, remember that nonprofit employers value honesty and communication and will anticipate that you will be ready to be open about your salary requirements and other needs.  If appropriate, explain the reasons behind your requirements but remember to always use discretion when sharing any type of personal information.  It is important for both sides to have a clear understanding of all the factors involved, and in addition to coming prepared to share your compensations needs, be sure that you have all the information you need from the organization.  If the salary range has not been openly stated, request this information directly. Inquire about the other aspects of compensation. Ask how salary is determined by the organization and where this position falls in the range of salaries.

Most nonprofits also value a combination of humility and self-advocacy; they want you to be confident in the value that you can add to their organization, without overselling, appearing too focused on compensation and status, or overvaluing past experience or education.  For example, while many nonprofit employers value an MBA, they don’t want someone who thinks that because they have an MBA, they deserve a $30,000 increase over their previous salary.

During all these discussions, stress any areas where you can be flexible, and share your willingness to explore creative solutions.  Remember that nonprofits often don’t have much flexibility in their finances, but may be able to demonstrate flexibility in other areas.  The organization may be willing to supplient financial compensation with other types of compensation, such as the ability to work from home one day a week or offering unpaid leave for extended vacations.

In general, there is not a lot of room for lengthy salary negotiations with a nonprofit employer. Nonprofits pick a range based on the factors described earlier and generally do not have the ability to offer more. With this in mind, don’t attempt to “sell” yourself as being worth more than what they can offer, and never lie about what you are willing to accept to get through to the next stage of the hiring process.

Finally, no matter what, do not agree to a salary that will make you unhappy in the short or long-term. Find out the organization’s policy on raises and bonuses in advance, and never accept a lower salary because you are expecting a salary adjustment down the road. If the organization cannot offer you what you need, and you cannot adjust your salary requirements, it is sometimes best to walk away from the opportunity. However, if you are able to be flexible with your salary requirements and consider other aspects of compensation, you may end up in a rewarding and personally fulfilling position.

This article was written by Commongood Careers and is published under a Creative Commons Attribution-NonCommerical-NoDerivs 2.5 License.

For more information about nonprofit and socially entrepreneurial careers, visit Commongood Careers at http://www.cgcareers.org.

The job interview can be a stressful experience if you’re not prepared. Interviewing in the nonprofit sector is no exception - especially as every organization has its own unique mission, culture, and expectations. That’s why the staff at Commongood Careers has compiled their expert advice to help you put your best foot forward when interviewing with a nonprofit organization.

Tip #1: Connect with the Mission
Gone are the days when just wanting to “do good,” “give back,” and “have a positive impact” were acceptable reasons to pursue work in the nonprofit sector. Today, hiring managers value true commitment; candidates need prove their individual connection to the organizational mission with specificity and demonstrated action. Think about the real reason you are applying to the position and be thoughtful about communicating that. Describing volunteer work or board affiliations can be a great way of illustrating your commitment to a mission.

Tip #2: Do Your Homework and Prepare Questions
Many hiring managers base a great deal of their decision-making on the questions a candidate asks during the interview. Come prepared with questions for each of the interviewers with whom you will be meeting. Make sure the questions are ones that will demonstrate the research you have done on the organization/field and showcase your critical thinking skills. “What is your budget?” is a question that a good candidate would already know the answer to after having done some simple on-line research. A question such as “I recently read that the state is considering cutting its funding for after-school programs. How is your organization prepared to handle this development?” shows that you are up-to-date on developments in the field and have made the connection between something you read and the potential impact on this particular organization.

Tip #3: Practice Responses Ahead of Time
Hiring managers are smart and savvy people who are trying to uncover every stone. If you are currently employed, they will likely ask why you are interested in leaving your current position. If you are not currently employed, they will likely ask you why you left your last position and what you have been doing since leaving. If you are switching careers or sectors, they will likely ask you about this decision and your motivations. Think ahead about what questions the interviewer(s) might ask you about your career progression, gaps in your resume, and other experiences. Be prepared to answer these questions in a manner that is honest, positive, and forward-looking. Put yourselves in the interviewer’s shoes and decide whether your planned responses would seem logical and plausible.

Tip #4: Inquire About the Interview Structure
Every nonprofit organization will structure their interview processes differently. It is important to get a sense ahead of time about how the interview will work: with whom you will be meeting, how the interview will be structured (one-on-one, panel, case, etc.), and approximately how long it will last. Arrive early, making sure you know exactly where to go and planning enough travel time. Remember that you never know who you are talking to when you arrive; the person behind the reception desk could be the Executive Director or another important decision-maker.

Tip #5: Dress to Impress
There is a wide variety of dress codes among nonprofit organizations, ranging from jeans to suits. For any interview, unless specifically told otherwise, it is best to dress professionally in a tailored suit or professional separates; it is better to over-dress than to under-dress. Keep everything subtle: perfume/cologne, clothing, makeup, and accessories. If time permits, go to the restroom upon arrival to ensure that you look presentable. If part of the interview includes visiting the program site, for example, you may ask an organizational representative prior to the interview what would be appropriate attire.

Tip #6: Bring the Goods
Bring at least 2 copies of your resume and cover letter, a list of references, and 2 - 3 work or writing samples. You never know what the interviewer will request. Also, having work samples available can be a good visual to demonstrate your competency in certain areas.

Tip #7: Sell Yourself
Know exactly why you want this specific position and exactly why you want to work at this specific organization. Be able to outline clearly and concisely the skills, experience, and value that you will bring to the position.

Tip #8: Illustrate a Can-Do Attitude
While hard skills are very important to nonprofit hiring managers, personality and culture fit are equally, if not more, important. Being positive, smart, articulate, energetic, thoughtful, flexible, and passionate are crucial characteristics in most nonprofit environments, so maintain your confidence and positive attitude. Job searching is difficult but no one wants to hire someone who seems unenthusiastic, demoralized, or defeated. Remember that body language is an important technique for communicating interest and engagement.

Tip #9: Be Discreet About Past Employers
The nonprofit environment is small and close-knit. It is likely that the person with whom you are interviewing knows one or more of your previous employers or organizations. Be prepared to give thoughtful and professional answers if an interviewer asks you about your experience with a certain person or organization. No one will want to hire someone who criticizes or gossips about former employers, as they will expect that you will do the same to them or their organization.

Tip #10: Highlight Your Flexibility
Nonprofit hiring managers are very busy and unexpected situations arise frequently. Your reaction to unexpected circumstances will say a lot about how you might handle such circumstances if employed at the organization. At the same time, you want to make sure that you are being treated professionally. If it looks like an interview isn’t actually going to happen, or if the hiring manager seems too distracted to have an effective interview, offer to come back at a more convenient time.

Finally: Remember to Follow-up
Just as many hiring managers decide not to proceed with a candidate because of typos in a cover letter, they also may not proceed with your candidacy if you do not send a thank you note after your interview; this is viewed as a professional courtesy as well as an example of your ability to identify and execute effective follow-up. While hand-written notes are still ideal, email thank-yous have become generally acceptable.

This article was written by Commongood Careers and is published under a Creative Commons Attribution-NonCommerical-NoDerivs 2.5 License.

For more information about nonprofit and socially entrepreneurial careers, visit Commongood Careers at http://www.cgcareers.org.