Hiring Solutions
Service Specific to the Non-profit Sector Services

1. Transition Planning
Non-profits are often faced with a soon-to-be-retiring CEO or other crucial staff person but have not planned for a successful transition. Hiring Solutions can work with your board to help craft a plan that will promote a smooth hiring transition either from within or outside your organization. Hiring Solutions help your organization by:

• Working with your board search committee and/or CEO to review your strategic plan and assess requirements for the key position(s) to be filled.
  
• Proposing and discussing staffing options to meet goals and objectives
  
• Conducting job fit assessments of ideal incumbents from similar organizations
  
• Preparing a job description survey and reviewing current job descriptions to include ideal skill sets, experience and personality characteristics.
  
• Reviewing salaries and making recommendations based on local non-profit salary surveys. Fulfilling Sarbanes-Oxley requirements for non-profit executive compensation.

2. Interim Executive Support
Often the board or CEO loses a key employee in the middle of a campaign or critical situation. We have access to a vast pool of experienced non-profit executives who are retired or semi-retired that can step in and fill the void until a permanent employee is hired.

3. Candidate Selection
Through our partner’s extensive networking system in the non-profit arena we have extensive opportunities for executive referrals from experienced professionals. We are also privy to knowledge of upcoming professionals who may meet the established criteria for the position.

We provide and manage a sophisticated applicant processing system that:

• Creates job specific advertising and recruitment strategies.
  
• Manages job postings, creates a data base of applicants and links them to specific postings.
  
• Analyzes best recruitment strategies.
  
• Creates a custom benchmark for each position using top performers and or a job description survey. The same benchmark can be used for all new hires in that specific position.
  
• Provides an application filter questionnaire for candidates so only qualified individuals apply for your posted position.
  
• Tracks, organizes on-line applications, resumes and assessments.
  
• Provides cut-off scores for applicants and prioritizes candidates based on subjective criteria.
  
• Provides legal questions for screening and interviewing your best applicants.
  
• Sends acknowledgements and update letters to all applicants.
  
• Allows your search committee or CEO to focus on the best of the applicant pool.
  
• Provides objective information in an organized fashion so the best hiring decision can be made within legal parameters in a more efficient manner.
  
• Keeps a data base of employee scores that can be referenced for future open positions

Please check out this link for a demo: http://ovationsolutions.com/hs/

1. Employee Mentoring and Performance Review
Performance reviews are frequently seen as the most hated of all management tasks. Hiring solutions can help make this distasteful job much easier and more palatable by:

• Assisting the CEO or board in mentoring the new executive through the probationary period by helping provide operational planning and coaching to achieve the strategic objectives
  
• Providing helpful reports for performance reviews and consistent coaching suggestions based on objective assessments and metrics. Through this process the new employees receive early and timely feedback from the board or executive team and action steps for improvement.
  
• Creating individualized training plans based on the strengths and development opportunities identified through feedback.

2. Succession Planning
When a key executive leaves, organizations without a succession plan can find themselves in a tenable situation. Often a board member is asked to step in on an interim basis without all of the knowledge and skills required to provide a smooth transition. Hiring Solutions can help with proactive succession planning or transitional services by:

• Helping our clients develop a long-term succession plan for key positions
  
• Developing and providing benchmarks for key positions which will become a part of the Total Applicant Processing System.
  
• Assessing current employees will be to determine their interests, abilities and personality characteristics These characteristics can be easily matched against any of the key position benchmarks to determine possible succession opportunities within our client’s personnel pool.
  
• Creating training and mentoring plans for employee development where their key benchmark characteristics fall short of advancement requirements.

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