Top Five Nonprofit Job Interview Questions!

The 5 key questions to ask potential job candidates at nonprofits, with Dana Scurlock, the Director of Recruitment from Staffing Boutique. She describes the need to go beyond surface-level questions and dive into more meaningful inquiries, asking these questions in a way that reflects the organization’s culture and values, to find the right fit for your organization.

The first question discussed was about work-life balance. Dana highlights how this has become a critical topic in recent years, with candidates expecting employers to offer a balance between their personal and professional lives. She suggests organizations ask candidates how they define work-life balance and explore what it means to them personally, considering their unique circumstances and needs.

The second question centers on self-care and how candidates manage their own well-being. Dana emphasizes the importance of creating a safe space for candidates to discuss their self-care needs and suggests that organizations should consider implementing self-care measures for their current employees.

The third question investigates the candidate’s tenure at previous positions. Dana notes that while long tenure at one organization used to be preferred, the current job market has led to shorter job durations. She advises NPO’s to ask candidates about their reasons for leaving previous positions and look for patterns on their resumes.

The fourth question focuses on the support candidates need to excel at their jobs. Dana stresses the importance of candidates feeling that the organization is committed to providing them with the necessary tools and support for success. She suggests organizations tailor this question to fit their specific needs and position requirements.

The final question is about candidates’ career goals for the next five years. Dana points out that this question can help organizations understand whether the candidate’s goals align with the organization’s mission and whether they are committed to the long-term success of the organization. She also suggested giving candidates time to think about their answers to provide more thoughtful responses.