Nonprofit organizations are confronted with many risks when hiring staff to fill paid positions within their organizations. While the risk may not be substantially greater than for-profits, the margin of available error is much greater when considering the source of funding for paid positions within any nonprofit organization.
What precautions should a nonprofit take when hiring?
Write a job description for every available position within the organization regardless if the position is paid or unpaid. A job description details the specific responsibilities of the position, who the position reports to, required job knowledge, skills and education levels. Once the document is finalized, be sure to provide a copy to any candidate or current staff member for the position.
Nonprofit organizations are not exempt from discriminatory practices. If your hiring manager is unaware of the basics, invest in basic Human Resources training. It will save the organization time and legal fees in the long run.
Conduct reference checks on all candidates before they are hired. Conducting reference checks is considered part of “due diligence” in the hiring process. Lawsuits are expensive, including those resulting from lax hiring procedures. In appropriate hiring puts your staff and clients at risk.
Remember, ignorance of hiring practices is not a valid excuse in a court of law. Care should be taken when hiring any one. While there are many more rules and regulations your organization will need to follow in order to remain lawsuit free, these will provide a sound start.
There are many resources available in the Washington D.C. metro area to help with basic HR knowledge. Basic HR courses are available at local colleges such Northern Virginia Community College and Prince George’s Community College in Maryland.
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