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Winning Them Over... Virtually: 6 Tips When Interviewing During COVID-19

By Shari Lynn Scales posted 10-08-2020 09:00

  

COVID-19, fires, hurricanes, social justice movements, the political scene – to name just a few – have underscored now more than ever the relevance of non-profits and the work we do every day. While many sectors have suffered financial setbacks, non-profits are still hiring, needing to keep their workforces strong and their missions thriving.

But how do you “sell” yourself through a computer screen or in a large, impersonal conference room where you and interviewers must maintain your social distance? How can you effectively connect and still make it clear why you’re the best person for the job?

The following are must-do’s for any interviewee, and especially now when the stakes are so extraordinarily high:

  1. Acknowledge the current environment (the elephant in the room): One of my most memorable interview experiences this year involved a finalist for a hospital foundation executive director.

 

It was April, just one month into the COVID-19 shutdown, and our team’s first-ever virtual interview. Before we kicked off with the cursory, “Tell us about yourself,” the candidate began by acknowledging how challenging it must be for us to interview candidates virtually and congratulated us on moving ahead at such an uncertain time.

The candidate immediately put the entire panel at ease. Acknowledging the impact that these unprecedented times are having, on you and your interviewers alike, can set the tone for an authentic and rich conversation ahead.

 

  1. You’re the only “prop” you need: I participated on a panel several years ago, interviewing candidates for a major giving position. One candidate walked into the room clutching stacks of folders filled with reports, case statements, and brochures, and proceeded to scatter them onto the table in front of her.

    While I am sure she was right to be proud of these tangible examples of her work, looking down and pointing to paper was quite distracting. It impacted the opportunity we had to get to know her.

    Unless specifically asked, leave your examples behind. The stories you tell of the impact you have made are the only evidence you need. Describing through spoken words your strategy behind a fundraising initiative, an event or a volunteer project will demonstrate your ability to communicate—the most powerful tool needed in fundraising.

 

  1. Do your homework: A question you can almost always count on is, “What do you know about our organization?”

    Gaining a clear understanding of the mission and values, a bit of history, and an example or two of an organization’s recent impact affirms that you are a serious candidate. A simple website study may be all you need. Is there a recent story involving the organization that has had a specific impact on you? Share it. Or, perhaps someone you personally know was helped by or volunteered with the organization at one time.

 

  1. Be authentic: We’ve all had to face those, “Tell us about a time when…” questions.

    No matter how hard we’ve practiced, the “when” is usually one that didn’t cross our minds. It’s okay to pause, breathe, and collect yourself before digging into a hard-to-answer question.

 

This demonstrates you are thoughtful and human. Asking for a question to be repeated is a great way to give yourself a half a minute or so to think through an answer. If you don’t have one, be truthful: “I appreciate this question very much. I cannot immediately recall a situation where this has played out. Can we come back to this at the end of the interview? There may be a similar situation that I can share later.”

 

  1. Ask Questions: An interview is two-way. A professional interview process will always include time for a candidate to ask questions, too. Take advantage of this.

    Be prepared with the top three questions you want to ask—questions that signal how deeply connected you are or want to be to the organization’s work.

    “What’s the starting salary?” doesn’t count. Instead, consider a question like, “What is the biggest obstacle facing your organization right now and what are you looking for in a candidate to help you overcome it?”

    Bring a pen and notepad with you. I interviewed a candidate for a chief philanthropy officer position who came into the room with nothing but his cell phone. He set it down on the table instead of putting it away. He did not jot down a single name, thought, or answer to a question.

    While he may have been trying to demonstrate his memorization prowess, it signaled that he wasn’t really interested or listening.

 

  1. Share your investment in CFRE: Finally, whether you have your CFRE or are on the path to achieving it, be sure to lift this up as part of your professional career.

    When asked to describe your career path, share when and why you chose to invest in CFRE. Talk about the process to certify and re-certify—including the commitment to ongoing continuing education and volunteerism. Not only will this signal to your prospective employer your commitment to the field, it will also help you determine how committed the hiring organization is to professional development, and to honoring its donors and volunteers with professionalism.

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Comments

11-10-2020 18:21

I recall interviewing the author, Shari, for her current position.  Once the panel was done with our questioning and we turned it over to her, she creatively asked us all, "What is one word that defines your personality?"  I LOVED hearing all the answers from around the table.   You're hired!​