NGO International Development Recruitment
Abbey Solutions provides proactive, tailored recruitment solutions for NGOs working globally. We help you recruit to Director and Board level for positions in the UK, mainland Europe, Africa, SE Asia and the Middle East.
How we work
We work closely with your team to thoroughly understand exactly the outcomes your organisation wants to achieve. We will immerse ourselves in the culture, dynamics and ethos of your NGO and thoroughly understand the strategic direction, before beginning the recruitment process.
In a time of high employment it’s essential to be creative in identifying individuals that could potentially fill the position. Advertising a vacancy is unlikely to bring in the number of potential candidates you would ideally want to meet. We have always emphasised networking as a key tool to identify candidates that may not have been actively searching for a new position, but are still open to a discussion.
As our consultants have worked for many leading NGOs over the years, including the ICRC, Amnesty International, Health Care Without Harm, Restless Development, as well as UN agencies, our networks are wide.
Being creative and proactive can result in identifying some amazing people that are normally too busy to be scanning websites for jobs or talking to recruitment consultants. There is a huge debate about academic qualifications at the moment. We have never overlooked a candidate because of their lack of a degree. In our experience some of the most dynamic and successful people never went to university.
Our interview process
We carry out in-depth interviews with candidates before putting forward a short list to the client. We then support the team at every step of the way with the interview process.
Initial interviews are carried out by ASI, and then shortlist candidates interviewed by the organisation and ASI, and a final stage usually carried out without our involvement.
20 years of experience and knowledge
With over 20 years experience and knowledge behind us, we have a vast network of exceptional individuals we are able to approach from the international development sector. When it comes to advertising we take a very targeted approach, to ensure a high return of brilliant candidates, but we never rely solely on advertising.
Abbey Solutions International (ASI) has been established since 2003, working with some of the world’s leading NGOs and public sector organisations. For further information of our recruitment services please do get in touch contact us .
See below for general guidelines for interviewing a candidate. Please note, they have to be tailored to your organisation and to the position.
Job Analysis and Description
Begin by understanding the role you’re recruiting for. Analyse the job responsibilities, required skills, qualifications, and experience.
Create a detailed job description that outlines the role, expectations, and benefits.
Sourcing Candidates
Use various sourcing methods, including job boards, social media, professional networks, and referrals, to attract potential candidates.
Initial Screening
Review applications and CVs to shortlist candidates who meet the basic qualifications.
Conduct phone or video screenings to assess candidates’ communication skills, enthusiasm for the role, and alignment with the job requirements.
First Interview
Schedule a face-to-face or video interview with the candidate. This should be conducted by the hiring manager with HR.
Focus on assessing the candidate’s motivation, cultural fit, and initial competency alignment.
Ask behavioural and situational questions to gauge how the candidate has handled relevant scenarios in the past.
Technical or Skill Assessment
If applicable, administer technical tests, skills assessments, or job-related exercises to evaluate the candidate’s abilities.
This step is crucial for technical or specialized roles.
Second Interview
Invite shortlisted candidates for a more in-depth interview. This could involve team members, or senior leadership.
Assess the candidate’s technical skills, problem-solving ability, and cultural fit within the team.
Assessment Centre (Optional)
For roles requiring complex skills, leadership qualities, or teamwork, you might consider an assessment centre where candidates engage in group exercises, presentations, and simulations.
Behavioural and Competency-Based Interviews
Use behavioural questions to explore how candidates have handled challenges, collaborated, and demonstrated key competencies.
Evaluate soft skills like communication, adaptability, and leadership potential.
Cultural Fit and Values Assessment
Assess whether the candidate’s values align with the company’s culture and values. Evaluate how well they’d integrate into the existing team dynamics.
Offer Stage
Once you’ve identified the right candidate, extend a job offer.
Ensure that the offer includes details about compensation, benefits, work conditions, and any other relevant information.
Negotiation and Acceptance
Discuss the offer with the candidate, addressing any questions or concerns they might have.
Negotiate terms if necessary, while remaining within the company’s guidelines.
Onboarding
Once the candidate accepts the offer, initiate the onboarding process to help them integrate smoothly into the organisation.
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