Those were the factors that persuaded Bill Spiker to take the job. Weigh costs carefully. In the tight job market, many charities are finding that the search for senior fund raisers takes up too much of their time, and that it might be advantageous for them to hire a professional recruiter. Headhunters, says Mr. Weiler, are usually more skilled than staff members at weeding out candidates who don't have exactly the right skills, are in the wrong salary range, or fail to meet other basic criteria. But in recent years, with the market so tight, she says she has lowered her expectations.
Some charities find it economical to work with a professional recruiter on just part of a search.
For example, some recruiting companies will agree to interview only the top candidates identified by a charity, or just check candidates' references. One university, a client of Robert Sellery Associates, a Washington recruiter, did a search on its own for a development officer but ended up in the awkward position of having to choose among a former employee, two alumni, and three candidates suggested by trustees and other administrative officials. Mr. Sellery interviewed each of the final candidates and gave his appraisal to the university, charging an hourly fee. Select recruiters carefully. Charities that decide to hire a professional recruiter should use the same care in choosing the company that they would use in choosing a fund raiser.