Career Mapping for Nonprofits by Nurys Harrigan Pedersen

Author:Nurys Harrigan Pedersen [Nurys Harrigan Pedersen]
Language: eng
Format: epub
Publisher: Morgan James Publishing
Published: 2019-06-14T16:00:00+00:00

Going through this exercise yourself first before you incorporate career mapping into your hiring process will make it easier to guide others thorough it. It should be a mandatory practice across the organization. Remember, you can’t take others where you’ve never been. When you and your managers gain clarity and know your purpose for yourselves, you will more efficiently strategize around the talent needs of your organization. You will have a clear picture of the talent gaps and will go about adding or replacing staff with these talent gaps in mind. The idea is to onboard candidates that will complement the strengths of your existing staff, not only in theory but in true practice, so that you create a strong team without too much overlapping of skills and experience, and with all the needs and experience necessary to advance the mission of your nonprofit.

Asking the questions listed above brings to the forefront some factors that as employers we try to ignore as we desperately seek to fill our vacant positions as soon as possible. I’ve seen many times how avoiding spending time discussing these simple questions can lead to a mis-hire. Candidates that have not taken the time to create a compelling and unique career map to their liking might be over the moon over a job offer that seems right on the surface but that is riddled with misaligned factors. It’s common to see how the excitement of an offer can immediately undermine key factors that can be deal breakers. As employers and leaders, we are responsible for shining some light on these steps and helping our employees and candidates work on the process and create their unique career maps in order to consciously and happily meet their short- and long-term career goals.

Having a clear purpose makes the going get easier when it gets tough. Challenges come up at work and having something to get us through those challenges makes a real difference. The risk of hiring a candidate that is not clear on their purpose is that they may not truly be aligned with the position. Most people think they know their purpose, but have never taken the time to truly identify it. Maybe they have adopted it from someone else, for example, wanting a particular title because that’s the title that their best friend has or wanting a promotion every year because in their minds that’s the only way to get ahead. Misconceptions affect the way employees show up at work and blur their judgments, so weeding through them makes it much easier to successfully create a sound career map. Their own unique map benefits them as well as you! It is our duty as hiring managers to understand the purpose behind our employees’ desires and aspirations.

Now that we have clarity and purpose, let’s move to direction!

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