Corporate Experience Leading to Non-Profit Success

-by Ben Lambert, Vice President

Now more than ever, our client decision-makers at higher education institutions and nonprofit organizations ask us to include candidates from large corporations along with candidates from traditional careers in nonprofits and higher education. Organizations hire us, in part, because of our experience handling searches in all three areas–corporate, nonprofit and higher education sectors, and our wide networks of executive contacts in all three.

Why would universities, colleges and large nonprofits even be interested in candidates with corporate backgrounds?

Often because of specific cultural and organizational challenges they may be facing. More competition for funding sources and difficulty raising funds are some of the most common challenges. Donors are looking for ROI. The ability to demonstrate measurable success and exhibit strategic and efficient operational leadership is critical. As donors expect more accountability, the use of corporate business practices and philosophy has become widespread, and the considerable value that experienced corporate leaders can offer has become apparent. At the same time, we’ve seen an increase in corporate executives who tell us they want to be recruited for opportunities in nonprofit and higher education.

Why would corporate executives be interested in shifting to nonprofits or higher education?

While there are many reasons, the most frequent is the desire for greater emotional fulfillment. They’ve built successful careers selling widgets and climbing the corporate ladder. Now, they want to feel energized in their work and inspired by the mission of an organization and the passion of its people.

Do they find success?

Experienced corporate executives bring great potential value to universities, colleges and nonprofits, but not all are successful because of the completely different environments and decision-making processes. Success or failure often depends on cultural fit.

Importance of proper recruiting:

The motives of each executive are unique, as are the goals and culture of the organization itself. Some executives are in search of a better work-life balance. While this balance can be found in nonprofits and higher education, the notion that work in these sectors is “easier” is often not the case. The expectations of the role need to be clear.

Many nonprofits and higher education institutions are driven by consensus. The need for buy-in and collaboration can enrich the work culture, but it can also lead to a prolonged strategic process. Some thrive in this type of environment, while others find it incredibly frustrating. Understanding the culture of an organization and work style and preference of each individual is essential.

What really drives the candidate? What is he or she passionate about? Why does this corporate executive really want to make such a move? What are their motivations? What are they looking to accomplish in this new role that perhaps they feel they can’t in current situation. All of this needs to be clear and it needs to fit with the goals and culture of the hiring organization.

Experienced recruiters evaluate the transferable skills and experience of the candidate, but we also foster honest and open dialogue throughout the entire recruiting process. That’s the key to evaluating long-term fit and success.