The document discusses effective hiring practices for nonprofit organizations, emphasizing the importance of lateral thinking over vertical thinking in problem-solving. It highlights common misconceptions about candidate qualifications and the ideal attributes for development support staff, alongside guidelines for screening and job descriptions. Additionally, it underscores the necessity for a strong commitment to nonprofit work and a genuine interest in fundraising to ensure effective management of fundraising data.

1. Staffing Software Management Positions
in a Development Office
Cheri Weissman
January 17, 2012
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Cheryl J Weissman
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5. Hiring Development Support
Staff
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6. What You May Think You Need
• Experience in the database or software in use
at the organization
• Extensive database experience
• Vertical thinker

7. Common Misconception #1
• I must have someone with experience in my
organization’s software
– Use of software in one environment does not
necessarily translate to effective use in another
environment
– Other factors are far more important

8. Common Misconception #2
• If I can’t find someone with experience with
the organization’s software, I at least have to
have a database expert.
– While it is important to be able to understand
where and how data is maintained within an
application, an understanding of databases comes
with a level of technical awareness that’s wasted –
and often dangerous - for users of a software
application.

9. Database Experts
• People who work with databases are generally
used to setting them up, designing reports,
forms, etc.
– Application software does that work.
– Database experts tend to work around an
application, not effectively within it.

10. Common Misconception #3
• I need a vertical thinker
– Vertical thinking is a type of approach to problems that
usually involves being selective, analytical and sequential.
– Vertical thinkers pick one idea and proceed until a solution
is reached
– A vertical thinker must always be moving usefully in some
direction and must be correct at every step.
– Vertical thinkers shut out all seemingly irrelevant data
– When confronted with a problem, vertical thinkers look for
a solution by thinking about past problems. Because a
certain solution worked once, it must be the best solution

11. • Lateral Thinking
• Lateral thinking is about reasoning that is not immediately
obvious and about ideas that may not be obtainable by using
only traditional step-by-step logic
• Lateral thinkers welcome and explore seemingly irrelevant facts
or ideas, whereas vertical thinkers shut out all irrelevant data
• When trying to solve a problem, it is very important to consider
alternate solutions instead of forging forward with the first
decent idea
• A lateral thinker thinks about the problem from many different
angles. This results in a number of possible solutions to choose
from, allowing them find a unique elegant solution

12. Pop Quiz!
• It took two hours for two men to dig a hole
five feet deep. How deep would it have been
if ten men had dug the hole for two hours?

13. Answer(s)
• Vertical thinking answer
– If 2 men can dig a hole that’s 5 feet deep, 10 men can dig a
hole that’s 5 times deeper, so the answer is 25 feet
• Lateral thinking answer
– 10 men would need more room to work side-by-side, so
the hole may get wider rather than deeper
– Ten men are more likely to disagree on a digging method
– More men could work in shifts to dig faster
– If there are 8 more men, are there more shovels?
– Would it make more sense to have 5 holes each 5 feet
deep?

14. Requirements
• The ability to go beneath the surface to get
the right (or best) solution
– Lateral thinking
• The tendency to pursue resolution
– When you see something that does not appear
correct, find out why
– Don’t accept the apparently incorrect because it’s
there

15. More Requirements
• Attention to detail
• Ability to multi-task
• Ability to prioritize
• Cooperative spirit
• Flexibility

16. The Most Important Requirements
– Commitment to nonprofits
• Nearly everyone who works in the nonprofit community is
potentially giving up something to do it: money, benefits,
etc. If you are someone who realizes that what you gain is
far greater than what you may give up, you’re in the right
place
– Interest in fundraising
• It is virtually impossible to effectively manage fundraising
data if you do not have an interest in fundraising and the
ability to learn what it is and how it’s done.
– Comfort level with computers
• If you tremble when your finger touches a PC key thinking
you’re going to blow something up every time you touch it,
this is not the right position for you

17. Hiring Best Practices
• Protect your organization – commit to screening
• Establish a standard screening policy
• Conduct comprehensive criminal checks
• Confirm resume claims
• Conduct international background checks
• Verify salary
• Order a motor vehicle record report
• Streamline screening processes
• Create a clearer applicant picture
• Reassess your screening program annually

18. Compensation
• Salaries are widely divergent depending upon
geographical area, size/budget of organization
• Salary range for data entry positions
– $22,000 to $26,000
• Salary range for database manager positions
– $25,000 to $32,000
• Salary range for Development office manager
– $30,000 to $45,000

19. Job Description
• Consider including characteristics such as
“creative thinker”, “team player”, “good
communicator”, or “flexible”
– Even a data entry position requires these traits in
a nonprofit environment
– People who are strong in technical skills can be
seriously lacking in people/social skills
• Consider “college degree or experience” as an
alternative to requiring a degree

20. Job Description
• Creative thinkers respond positively to
creative job postings.
– If you want someone with a sense of humor,
include something in the job description that will
appeal to that person
– Avoid standard cliches like “thinks outside the
box”
– Use the job description/posting to represent your
organization as positively as possible

21. Job Description
Description
The mission of Anixter Center is to enhance the ability of individuals living with or
at risk of disabilities to live, learn, work, and play in the community. At 35 locations
across greater Chicago, Anixter Center serves 5,000 children and adults with
disabilities – and their families – through a wide variety of services, including:
• education, training, and employment,
• housing and residential services,
• life skills and case management,
• communication and socialization,
• rehabilitation and recreation,
• health care and prevention, and
• counseling and support.
To achieve an even deeper impact and permanent effect, Anixter Center is also a
leading advocate – statewide and nationally – for the rights of people with
disabilities to be full and equal members of society. According to Crain’s Chicago
Business, Anixter Center is the 13th largest nonprofit organization in Chicago. For
more information, go to www.anixter.org

22. How to Interpret a Resume
Term: What it really means:
Bright Wears lots of yellow and red (usually together)
Intelligent Got a gold star for spelling in first grade
Computer-literate Knows the difference between a mouse and a terminal
Great communicator Fired from his last job for telling the boss exactly what he thought of him
Detail-oriented Will spend eight hours perfecting a 2-minute job
Sees the big picture Hasn't got a clue about how to do the work required to get to the big picture
Prompt First one out the door at quitting time
Hard working For at least at ten minutes a day

23. Testing
• Skills
• Aptitude
• Personality
• Behavior

24. Psychometric Testing
Question 1 Question 3
In charge and firm Fun-loving and popular
Expressive and hopeful Patient and supporting
Faithful and helping Formal and principled
Meticulous and detailed Powerful and assertive
Question 4
Question 2
Amicable and quick
Articulate and strong Reserved and co-operative
Animated and persuasive Consistent and correct
Peaceful and harmonious Forceful and goal-oriented
Studious and reasoned

25. Psychometric Testing
Question 5 Question 7
Empathic and patient Methodical and logical
Organized and thoughtful Task-focused and confronting
Independent and bold Spontaneous and spirited
Outgoing and gregarious Tolerant and laid back
Question 6 Question 8
Fair and faithful Logical and controlled
Analytical and well disciplined Strong and well argued
Fast and reinforcing Good mixer and lively
Interacting and open Steadying and moderating

26. Test Results
• Overview of Cheri
– Logical and reflective
– An individualistic person who likes to work in own
time and space
– Unemotional thinker
– Needs peace and quiet and time to collect all the
data

27. Test Results
• Cheri in detail
– Cheryl is a visionary and perfectionist who sets high standards for herself and
others. She is often her own severest critic. She is self contained a logical
thinker and intellectual. She excels at solving complex problems provided she
is given the time to master the technical detail.
– Her faith in her inner vision is immoveable and she will depend on her
intuition to inspire her when seeking solutions. Others value Cheryl's desire
for perfection they depend on her for quality work and as someone reliable
when it comes to detail.
– Cheryl depends on facts and is not given to flights of fantasy. She is an
objective thinker and usually well versed in a variety of subjects. She will trust
her inner faith rather than accepting popular beliefs. As a truly independent
thinker she can be stubborn in pursuit of what she identifies as the correct
solution and this may not necessarily be the most popular one.
– Cheryl values correctness and is demanding of self and others, she does not
like being criticized. She is neat and tidy both at home and work and is
intolerant of others who are not. She gets irritated by excessive enthusiasm
preferring to deal with facts.

28. Test Results
• Cheri in detail continued
– She focuses inward as an objective thinker and she rationalizes her
view of the world through concrete facts. She tends not to trust
strangers and is concerned about her family, reputation and job.
– She appreciates any extra time that can be given to her to master
technical subjects. She can become immersed in all the minute detail
yet stay focused on the task in hand. Cheryl conveys great precision
and economy of effort in both thought and language.
– She may impress others, albeit unintentionally, by knowing something
worthwhile about many things, especially when she speaks about one
of her specialized subjects. Although quiet and reserved, she can
articulate well on a subject to which she is devoted. The process of
objective analysis is a source of great enjoyment to her, with the
outcome often of much less importance.

29. Test Results
• Cheri in detail continued
– She is usually neat, tidy and orderly, both at work and at
home. Her strength is her ability to act correctly and to
stay with projects until they are complete. Her desire for
privacy sometimes generates a vague feeling in others that
there is an unlived life that may be passing her by. She will
tend to seek solutions to current challenges in the
successes of her past experiences.
– Others see her as intellectually independent. She is
strongly motivated to get things right, especially factually,
and to be most effective she should be allowed to operate
in a private environment. Whatever she is doing she will
accomplish with orderliness and reliability.

30. Test Results
• Cheri's personal strengths
– Strong work ethic and pay great attention to detail. Good
powers of concentration enable you to digest facts and
figures easily.
– Is disciplined, precise and thorough. To you consistency in
standards is very important.
– Values structure and order and encourage this in others.
– Has a great deal of common sense, used when reaching
conclusions.
– Unassuming demeanor; quietly goes about the task achieving
many successes without hailing them from the rooftops.
– You can also be diplomatic when the situation calls for it.

31. Test Results
• Cheri's personal weaknesses
– You like to mull things over and this could manifest in you having
difficulty "switching off" from work.
– Your reluctance or difficulty in sharing concerns and reservations,
except with close and trusted peers, possibly means that you do not
share your concerns but take them home with you.
– Over-caution is instinctive with you; therefore, you always inject time
into decision-making and may require extra time to complete tasks.
– You can be unwilling to bend rules, sometimes even in an emergency.
– Your desire to organize your thoughts can make you slow to articulate.
Others often read this hesitancy as you being unsure of your position.
– You do not like giving quick responses as you value time for reflection.
– Showing your true feelings is not something that comes easily to you
and you can also ignore others' feelings as you usually put facts
before feelings.

32. Test Results
• Cheri's ideal work environment
– You need an environment where your desire for perfection is
valued by others and where you are able to work independently
and objectively.
– A place where you can concentrate quietly and have time for
reflection and meditation is a must.
– Gathering all the information and, space to store it, is important
to you, as is technological support.
– You like people around you to be organized and consistent,
enabling you to have the resources, and time to prepare for
meetings or discussions.
– An unhurried environment where there is plenty of time
carefully allocated to allow you to express your views is also a
requirement.

33. The Interview
• Ask questions that can help determine levels of:
– Commitment to excellence
– Attention to detail
• Present a theoretical situation and ask how
candidate would address it
– Determine if candidate can think laterally
• Ask what type of work environment they prefer
• Use the psychometric test results!

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