Career Counsel: Planning

for Your Recruitment

By Lars Leafblad | Principal, KeyStone Search
If you make it to the interview-stage
f you are reading this article, you’ve

I likely received or will receive a call

from an executive search consultant
like me regarding a new career op-
portunity with another organization. As
a former director of development with
the Humphrey Institute of Public Affairs
at the U of MN and via my current role
as a principal with KeyStone Search, a
Minneapolis-based retained executive

in the search process, what will help
you stand out from the pack in the
eyes of the recruiter, search commit-
tee or hiring executive as you com-
pete for a new director, vice president,
or CEO/president/executive director-
level position?
Finalist candidates possess the fol-
lowing traits (not in ranked order):




 1. Mental agility
both ends of the phone. I am honored They have the ability to think 4. Strategists
to share some thoughts related to on their feet during interview They understand the broader
this issue’s focus on strategic career conversations. They pause competitive landscape of their
management. when necessary to gather their current industry and how their role,
So, just how should you plan thoughts before responding, ask team, and efforts contribute to the
to respond the next time a search follow-up clarifying questions organizational strategy for compet-
consultant solicits you to consider a and know how much content is ing in that ecosystem. They seam-
new leadership opportunity? Do you appropriate in a response - they lessly transition between mastery
take their call? Ignore it? Phone a don’t ramble on. of cutting-edge fundraising tactics
friend for counsel?
and broader institutional goals
Here are some initial thoughts

[ [
and strategies.
to consider: “Before responding to the 5. Self-awareness
1. Before responding to the
recruiter, conduct some pros- recruiter, conduct some #



-
sant in knowing their strengths
pect research. What can you
learn about the individual and prospect research.” and weaknesses as an individual
contributor, manager, leader and
  

broader member of their organi-
LinkedIn? Have they been
zational community. They utilize
in business longer than a year? 2. Viral energy an appropriate balance in the “I/
Do they have a particular niche or They have the ability to trans- We” ratio when recounting individ-
  


  
- fuse energy, sense of possibility ual and team accomplishments.
stitutional advancement? Do they and passion to all personality
have reputable references posted and management styles of the 6. Preparedness

 

 ! individuals sitting across the # $

-
tery of the prospective employer’s
2. If you’re getting “yes” to the major- table. They know how to tailor
current strategic plan, campaign
ity of the questions posed above, their tone, body language, eye strategy, organizational/governance
return their call and indicate you’d contact and arm/hand move- structure and have read current



 
 ment to fully engage others in news releases to understand the
learning more. Be honest and the interview conversation. most immediate challenges and op-
forthright in sharing your current portunities facing the organization.
3. Relational architects
compensation package, any timing They have mastery of the networks 7. High EQ (emotional intelligence)



 
- the donors, mentors, colleagues, They are active listeners and
erations. and even possible detractors who seek to truly understand what
3. Approach the entire interview have shaped their career and pro- the prospective employer/search
process as an experiential fessional development. They have   

 

learning exercise. Use it to hone cultivated and nurtured the careers candidate. They possess the right
your knowledge of self and to of others and speak glowingly of balance of self-deprecation and

  "
 
 those they have mentored who self-promotion with regards to how
“case statement”. have gone on to greater leadership they communicate previous profes-
opportunities. sional accomplishments.


 

 continued from page three...

8. Curiosity
They possess a life philosophy
and outlook that requires them
to continuously learn, challenge
assumptions, and always ask
questions of themselves and
others regarding an assortment
of issues and opportunities.
They utilize “What if”, “Why not”
or “How could” types of questions
and statements.
9. 

the Walker Art Center’s Terrace overlooking
They possess an informed under-
standing of their core values and
seek to live and work in alignment
with those values. They ask ques-
tions and seek to engage in con-
versation throughout the interview
process understanding how they
align with the organizational and/
or team culture of the opportunity
they are being considered for.
If you’d like to continue this conver-
sation, we’d welcome the opportunity
to do so via our KeyStone Search
e-newsletter, Culture Matters, which
you can subscribe to at http://www.
keystonesearch.com/subscribe.php.
In the interim, we wish you much
continued success and hope that you
won’t hang up if we happen to call in
the future.
Lars is a principal with Minneapolis-based execu-
+;
Party Like a Fundraiser
A Celebration of AFP’s 50th Anniversary
Thursday, July 15, 2010
AFP Minnesota and the Walker Art Center
present a special evening exclusively for AFP
members and their guest.
Join your AFP friends and colleagues on
the Minneapolis Sculpture Garden and the
downtown skyline. Complementary cocktails
and hors d’ouvers by Wolfgang Puck cater-
ing, good conversation and great people
will be provided.
We hope to see you there!

Time: 4:30-6:30 pm
Special thanks to our
(After networking it’s Target Free Thursday
2010 Networking Night, so there’s no charge to visit the gal-
event hosts: leries. The Walker will be open until 9 pm)
Augsburg College Cost: Free for AFP members and up
Minnesota Orchestra to one guest. Advanced registration is
Park Square Theatre required.
Walker Art Center
Location: The Walker Art Center
1750 Hennepin Ave., Minneapolis, MN
;"

Corporate Affairs, Marketing & Engagement practice Register: &
>@Q%' 

areas, co-chairs the Education Services practice, and 651-917-6247 or register online.
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search engagements.

Mark Your Calendar

May 12 May 20 June 9
Brown Bag Lunch: Web 2.0 Webinar: The Stalled Campaign Brown Bag Lunch: Career
Noon – 1 p.m. Presenter: Julia Ingraham Wagner Development
%

 & 
 '
   Noon – 1:30 p.m. Noon – 1 p.m.
Minneapolis Children’s Theatre %

 & 
 '
  
May 17
Senior Fundraising Event June 8 July 15
Presenter: Karla Williams, MA, ACFRE Educational Seminar: Entrepeneurs Party Like a Fundraiser
5 p.m. - 7 - p.m. and the New World of Engaged 4:30 p.m. - 6:30 p.m.
The Lexington Philanthropy Walker Art Center
Presenter: James Hodge
May 18 7:30 a.m. - 9:30 a.m. November 19
Networking and Orientation Amherst H. Wilder Foundation National Philanthropy Day
7:30 a.m - 9:30 a.m. 11:00 a.m. – 1:30 p.m.
Augsburg College Hilton Minneapolis
Oren Gateway Center (OGC 100) 1001 Marquette Ave.
Minneapolis, MN