This 35 year-old Food Bank serves a region experiencing rapid population growth. In 2009, the organization completed the construction of a 50,000 square-foot warehouse that incorporates the best food banking practices, and supports the distribution of more nutritious food than ever before. Again in 2009, they distributed more than 14 million pounds of food regionally, and their plan is to continue to bridge the gap between hunger and abundance by distributing 19 million pounds of food to those in need during fiscal year 2010.
After completing the most significant capital campaign in their history, and realizing the long-term dream of opening a state-of-the-art food distribution center, their CEO relocated. The organization was posed for transformational change in its impact on the food bank’s services.
The Search Committee, headed by the Chairman of the Board, was very clear on the organization’s strategic direction and the CEO’s role in advancing the food bank’s outcomes. They moved ahead with advertising the position and received materials from a wide variety of applicants. Like many organizations facing a leadership transition, they identified the need to engage advice and input from a consultant. The Search Committee wanted an individual who routinely works on CEO searches to review the interview and selection process, and provide input and coaching on how to make all aspects of the process more effective. The Search Committee realized that their goals for this process and the search outcome required guidance from an objective source.
In addition, the Search Committee wanted the consultant to review all the resumes and then identify and interview top candidates prior to scheduling interviews with the Search Committee. Key questions were developed for written responses from the candidates prior to the interviews. Interview questions were developed for the Committee’s use that touched on all of the key skills and attributes required in the new CEO. Selected examples of these questions are shown below:
After screening all the submitted resumes, 10 individuals were selected for telephone interviews and four were identified as candidates who would interview with the Search Committee. The individual who was eventually selected as the next CEO had no prior food banking experience, an outcome the Search Committee did not originally consider. The new CEO brings all the skills and attributes the organization requires at this phase in its development, as well as a wealth of experience within the nonprofit sector.