More for-profit professionals than ever are transitioning to the nonprofit sector. Nonprofit matchmaker Rebecca Worters offers guidance to potential hires and hirers seeking to navigate the transition from for-profit to nonprofit.
I think it’s a great trend that people are really starting to feel their work should make a difference and that many are acting on that by transitioning to nonprofit jobs.
At my search services firm for nonprofits, we generally approach a potential for-profit hire by looking for analogous skills.
So for someone in a sales position, we might liken that to a fundraising position. We look at the sub-skills of each particular job to see if they match what the nonprofit needs.
There are a lot of skills that are transferrable, but a lot of the trick is in the way a candidate presents those skills.
If a candidate uses business terminology to explain what she’s done, that’s going to fall on deaf ears when applying for nonprofit positions.
I think the biggest barrier, even when a candidate presents skills in way that’s understandable, is the unwillingness of many nonprofits to take a chance with a for-profit person.
Nonprofits know that there is a different culture in their organizations than in many for-profit companies.
For instance, it’s hard to make fast decisions and do it in a hierarchical manner in a nonprofit.
Some people in for-profits may assume that they can come in and do that, which couldquickly alienate the nonprofit’s staff, donors, board members and bosses.
And you know, sometimes there’s a certain arrogance that comes from the for-profit sector.
That’s not true for everyone, but a number of people seem to have the attitude: “I’ve been running a $1 billion company; I can come in here and run this little organization with my hands tied behind my back.”
What they find out is that it’s not just about the mechanics of managing.
Transitions in Profile: Drew Smith
For-profit persona: Main sports anchor at Durham, North Carolina television network WTVD
New nonprofit identity: Director of development at the Chapel Hill-Carrboro YMCA
Why the change? I really wanted to be a part of an organization that was doing something much bigger than me. While that can be accomplished in the corporate world, the results are much less tangible.
Have you had difficulties adjusting? The pace is completely different. To be perfectly candid, I’m still adjusting to that. I was used to a schedule of several deadlines each day, and in the nonprofit world for the most part, you’re not dealing with daily deadline pressure. It takes a better understanding of time management.
Were any of your skills transferrable? A lot of broadcast news is about building and maintaining relationships. It’s about doing your homework, doing your research, knowing how to listen. Knowing how to talk to donors, how to listen to them – a lot of that is the same with development.
How’d you find the job? I actually was surfing the Internet!
It’s also about building relationships and including everyone in decision-making processes.
Rebranding the for-profit résumé
There are a number of things that someone thinking of making the switch to nonprofit work could do to better position herself in the hiring process.
Recently, many larger nonprofits are looking to for-profit firms when hiring for executive positions.
A lot of boards are made up of business people who have a perception that someone from the business world can come in and do the job well.
I think it’s very important to check how board perceptions balance with the opinions of staff members: Does a particular for-profit candidate have the style we think would be successful?
Even if it’s a change your organization is seeking, you still have to have a solid base of productive employee-executive collaboration in order to make that change.
Rebecca Worters is founder and director of Capability Company, an executive recruiting firm based in Raleigh, N.C. that works with nonprofits.