Camp Fortitude Case Study

Ideally, the selection process should allow applicants to gain a clear picture of the organization’s mission and culture. Hiring managers or executive directors should use selection instruments that allow candidates to show their administrative skills and their ability to relate to volunteers. The quality of resumes and cover letters give executive directors a glimpse of potential candidates fit and interest in the position. Candidates that struggle in developing a professional resume may not necessarily be a poor fit for the organization, but may be outshined by some with a more polished resume. For those candidates that pass the initial application phase, behavioral interview questions and interactions with current staff and volunteers can help determine which applicant is the best fit for the organization. Once a candidate is selected, she will need to go through the appropriate training for her new role.
No matter the background of the candidate, efforts must be made to acclimate the new hire her job. Individuals hired to a newly formed position might find that there may not be clear expectations for the job role or that the original job description does no cover all that the role entails. As the new hire learns more about the organization and her role, she will need to undergo regular training and
Ashley brings strong relevant professional experience that will help improve the internal infrastructure of the nonprofit. Furthermore, Ashley’s familiarity with the program will allow her to support and coach volunteers to best meet the needs of the children they serve. Since Ashley has had some negative interactions with some volunteers, conflict management and interpersonal skills training may be important aspects of her professional development plan as a staff