Your organization is looking to fill a senior management position. You have already carefully defined the skills and concrete work experience necessary for someone to succeed in the specific leadership position for which your organization is hiring and you have written a detailed job description. Your recruiting efforts have turned up a strong candidate whose skills and background seem to be a perfect fit for the job description. However, you're not quite sure how the candidate will fit with your organization's culture. What are some ways you can assess a candidate's cultural fit?

We have seen this scenario and heard this question many times, especially in cases where nonprofit organizations have created new positions or when they are considering non-traditional candidates for a position, such as individuals with primarily for-profit experience who are looking to bridge to the nonprofit sector for the first time.

Determining whether a specific candidate is the right fit for your organization's culture and work style can be challenging. Through our talent matching work over the years, and a set of in-depth interviews with senior nonprofit managers, we have identified some practices that consistently seem to increase the chances of getting this right. By following these practices, your organization will be in a good position to assess this sometimes elusive issue of "fit.




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