Steve MacLaughlin, Director of Internet Solutions, Blackbaud

Technology is a wonderful thing. It enables nonprofits to deliver programs, services, and ultimately, meet their mission. But having the right people is absolutely critical to being successful. Given the choice between the latest technology or the best people, the choice should be obvious.

I have interviewed hundreds of people in my career. Along the way I've learned some important lessons that are true for companies and nonprofits of all sizes. Here are some keys to finding and hiring the best talent:

1. Always Be Looking

The most talented people aren't looking for a job. In most cases they already have one. Talented people might not be looking for a job, but they are always looking for a good opportunity. Don't wait until you have an opening to start looking. Have a group of potential rocks stars ready to join your team. Think ahead for changes or growth in your organization. Focus on creating career opportunities that talented people want to learn more about.

Talented people also know other talented people. Don't underestimate the importance of using your contacts and networks to help find people. Make it a point every few months to let them know about roles and positions available at your organization. They might know of someone or have a good recommendation. Also, make sure that your current talented staff members are actively encouraged to reach out to peers that would be a good fit. They almost always know or have worked with someone who is a high performer.

2. Have More Than A Job Description

Finding, hiring, and retaining talent takes time, money, and effort. Don't waste it with boilerplate job descriptions. Make sure you have measurable goals for the position and what you expect someone to accomplish in their first 30, 60, and 90 days. How have others been successful in this position? Show how's it's a career path and not a hamster wheel. Read the position description. Seriously! Really read it. Would you be interested in that opportunity? Would it make you want to put in the hours and effort to make a difference? Don't ask someone to apply for the position until it does.

3. Ask the Right Questions

There are lots of books and websites about how to answer the typical interview questions. There aren't nearly enough about asking the right questions. Any decent interview candidate is ready for the basic questions. They've been taught to do some research, have good examples of prior experience, and they know their references will say good things about them. That's why you need to do your own preparation before interviewing people.

I have a list of about 50 interview questions. Over the years I've finely tuned them to help me discover the following: Do they fit the position? Do they fit the organization? Do they have rock star potential? Lots of people might fit the position, but they also need to fit the organization. And if they don't have rock star potential, then keep looking. I no longer ask someone what their worst qualities are because I've gotten tired of hearing about perfectionists, workaholics, and other trained responses. I am much more interested in how they work with a team, the last book they read, and when was the last time they've failed at something.

4. It's a Team Effort

Gone are the days of filling out an application form, showing up on time for the interview, and answering a couple of questions. Only having one or two people doing the interviewing should also be a thing of the past. Get others in the organization involved in the interview process -- and not just senior staff members or managers. Have people currently in the role participate. It's good experience for them. I've found that having someone from accounting or finance involved in the interview process is helpful, too. They have a knack for noticing important details and it helps to have an ally if compensation for the right person becomes an issue.

5. Grow Your Own Talent

One of the biggest reasons people leave a job is because they don't feel like there's real opportunity for advancement. Beyond mid-year and annual performance reviews it is always a good idea to do a talent review within your nonprofit. Who are the rising stars, unsung heroes, and get-the-job done people? What are you doing to develop them, empower them, and get them into the right roles? I always remind people they can't get promoted if they are irreplaceable.

Growing your talent also means providing opportunities for professional development. This can be overlooked when it's budget time or is tempting to cut when times are tough. Thankfully there are organizations like NTEN that offer year-round training and development sessions. Webinars and even the Online NTC make growing your talent affordable. Technology really is a wonderful thing.

These aren't the only keys to finding and hiring the best talent. You may have found other ways that work. I hope you'll share them in a comment or a tweet with others. But these five recommendations are meaningful and actionable ways that will make a difference to your organization. Your programs, services, and mission deserve it.

Steve MacLaughlin is Blackbaud’s director of Internet solutions and an NTEN board member. His blog Nonprofit Trends is the bees knees and he is the co-editor of the new book Internet Management for Nonprofits: Strategies, Tools, and Trade Secrets.