Recruiting and Retaining a Talented Advancement Team

Last updated January 28, 2013

Recruiting and Retaining a Talented Advancement Team

Last updated January 28, 2013

Overview

Exceptionally high turnover within a development team can lead to impaired donor relations and can jeopardize future donations.  While nearly every shop recognizes the importance of recruiting and retaining talented development professionals, few have an intentional strategy to ensure they are recruiting the right development officers for their team and providing professional development opportunities and other incentives to ensure top performers stay and progress within their organization.

Join us for a session that will highlight best practices that support longer advancement team tenures within an organization. Our expert instructor will share information and advice about the following:

  • Preparing to recruit talented development professionals
  • Using search firms, dedicated human resources staff, and in-house recruiter models
  • Building retention into the interview and hiring process
  • Developing sound hiring criteria and an effective hiring rubric
  • Promoting from within/growing your own
  • Incentivizing employees when budgets are tight
  • Developing performance reviews that support your culture

Who should attend?

This program is intended for directors, executive directors, associate or assistant vice presidents and vice presidents of advancement and any other advancement or development professional responsible for leading and cultivating an effective advancement team. HR liaisons for advancement shops are also encouraged to attend.

Agenda

  • Preparing to recruit talented development professionals
    • Why strategically recruiting and retaining professionals is important to the success of your shop
    • Setting recruitment and retention goals that support your organizational mission
    • Opportunities for committing yourself to be a “talent magnet”
    • Use of search firms versus dedicated human resources staff or an in-house recruiter model
  • Recruiting talented professionals
    • Attracting a pool of viable applicants
    • Building retention into the interviewing and hiring process  
  • Selecting and on-boarding the right team
    • Developing sound hiring criteria and an effective hiring rubric
    • Presenting an attractive offer
    • Effective on-boarding programs
  • Retaining staff
    • Retention and growth in your culture
    • What organizations are doing in lieu of money
    • Promoting from within/growing your own
    • Performance reviews that support your culture
  • Building your recruitment and retention plan