Case Study

Durham Partnership for Children

Marsha Basloe at Durham’s Partnership for Children was “…quite sure that fiscal year 07-08 would have been a nightmare without Capability Company.”

BACKGROUND

When Marsha Basloe, Executive Director of Durham’s Partnership for Children (A Smart Start Initiative), was ready to hire a grant writer, and was too busy and didn’t have the personnel resources to conduct the search internally, she called on Sherry Heuser of Capability Company to assist her with resume reviews and candidate ranking and was pleased with the results. Marsha and Sherry had worked together previously within the Smart Start system, so it was a natural connection. After helping with the grant writer search, we kept in touch, and when Marsha had a vacancy for her More-at-Four Coordinator position, she contacted Capability Company again to conduct the search. By this time, Sherry had a good handle on the program, the organization, and its “personality,” so we had an easier time finding the right fit.

Before the second search had been completed, Marsha contracted with Capability Company again to conduct a third search for their first ever Assistant Director.

CHALLENGES

The first challenge here was to hire for an entirely new executive-level position which hadn’t existed yet…the position description needed to be developed from scratch. The underlying challenge was the organization’s desire to work with a firm that understood the Smart Start program, its structure and culture, inside and out.

SOLUTIONS

Marsha had confidence in Capability Company’s understanding of Durham’s Partnership for Children’s organization and its changing needs. Although the position was not completely nailed down yet, she trusted that Capability Company would help flesh out the position description because we had established an ongoing working relationship, and therefore knew the organization well. This organizational understanding was a priority for Marsha.

The first thing we did was ask a few questions. What was happening in their organization and with their future plans that had created their desire to develop this new position?

She said that Capability Company’s work with her on the More-at-Four Coordinator search helped her see the current organization through different eyes. She now had a new perspective on the future growth and realized she would need someone to be a senior level administrative person so she could concentrate on additional long-range goals and relationship development. Also, she needed a person who could be a sounding board as it relates to overall organizational goals, not coming from a specialized perspective.

We worked closely with Marsha and her team to develop the position profile. We asked questions, and listened closely to her answers. What duties and tasks would be included? What type of employee and personality did she feel would best blend with the organizational culture? What view or presentation of the organization should we portray to potential candidates? The fact that it was a new position was unique. The discussions about what the person would do was fluid but clear. From a search perspective, it was especially helpful that the organization remained open to ideas and input based on our experience and our “outside view.” Even though the position was entirely new and they had ideas, they requested our input and valued our judgment.

Because of their leadership team’s responsiveness, flexibility and ability to make decisions, we were able to follow through on our end and begin recruiting within a week. As a result, we executed this search quickly. We were flexible about timing and were able to move quickly based on their needs.

“Thank you SO much for working with us. I can’t tell you how much I appreciated your efforts. Sherry is just wonderful! A real gem. Although I hope I do not experience turnover in senior staff again, I do look forward to working with you in the future.”

Marsha Basloe, Executive Director
Durham’s Partnership for Children

RESULTS

The search proceeded smoothly and efficiently, and a top-tier candidate was hired. Marsha had selected and offered the Assistant Director position to the top candidate of her choice within 9 days of signing the search agreement, and had a verbal start date from her top choice.

How did we manage an effective search so quickly? Upon the position profile being ready, we immediately began going through our database of contacts, finding people who be likely candidates or who would be connected to people who would be likely candidates. We reached out to those contacts directly and followed up on leads within our extended network. We also identified and reached out to additional networks. We researched the North Carolina Smart Start network and contacted every Smart Start partnership in the state. We connected with other early childhood services programs and networks in the state and accessed their contact lists, as well. We distributed an email blast to 10,000 nonprofit professionals and posted targeted ads that would reach qualified candidates. All of this activity began the day the contract was signed. The day we posted the position we already had 8 applicants.

We began screening the most qualified candidates within two weeks of the public start of the search, and had eight candidates whom we ultimately presented.

Marsha wanted someone who knew the Smart Start system. We targeted our networking in North Carolina, but received resumes from around the country. We tailor our recruiting and networking based on the specific client’s needs. Within 5 days (over the Fourth of July holiday) we were able to arrange interviews with the 3 top candidates for the following week.

The organization knew what they wanted, but were interested and willing to balance our input, including issues such as salary, start date, and other points of negotiation. They were responsive to us as well as the candidates in the pool. Marsha and her team were fun to work with, but also very professional. They wanted to hire a professional, so they acted like professionals and treated each candidate professionally. They were willing to take risks and make quick decisions during the process.

A key to success here was getting to know the client to the extent possible…even down to what they like to eat, to make the experience pleasant, as well as successful. To show our appreciation and congratulate our clients on their new hire, we always give a gift that attempts to capture the personality or preferences of their key staff. In this case, we sent a gift of bagels for the new hire’s first day. They wrote us an appreciative note to thank us.

I am quite sure that fiscal year 07-08 would have been a nightmare without you and Capability Company.  You helped us hire two wonderfully qualified people who add to our Partnership team.  And then you even treat us to my favorite breakfast!!!  Thank you so much.
 
Thank you even more for your professionalism and wonderful intuition.  It is truly a pleasure to work with you.  (Of course, I hope it isn't necessary for a while!)
 
Many thanks,
Marsha”

Marsha Basloe, Executive Director
Durham’s Partnership for Children