How do you handle an unhappy stakeholder?

"Last year, I managed a group of twenty volunteers for a special concert intended to raise funds for our organization. The volunteers were assigned to different posts, and I floated between stations to check in on them regularly. When I reached the concession stand, I checked in with one of the volunteers. She insisted that she'd signed up to staff the VIP access tent, a position she had held at the previous year's event. I allowed her to assist some customers, and then I shared with her the sign-up document that showed her signature on the concession stand slot. I then respectfully reminded her of the volunteer policy of rotating positions at each event to allow people to serve different stations if they would like to. She was frustrated by her mistake but she appreciated the private and calm way I brought it to her attention."

Nonprofit employees will occasionally encounter an unsatisfied volunteer, donor, strategic partner, or community stakeholder. The interviewer wants to know that you handle yourself with professionalism and poise in the face of high-stress situations or environments.

Share with the interviewer how you remain focused and engaged in this situation. Describe how you acknowledge the person's complaint, and then lay out the steps you take to address the situation. Remember, the goal is to show how you would be an excellent representative of the Red Cross in any situation, and you can do this while also demonstrating your knowledge of Red Cross programs.

"A few years ago, a client called to complain that the volunteer scheduled to deliver her weekly box of supplemental, shelf-stable food supplies had not been delivering her food. I assured her I would investigate the issue and return her call within the hour. I contacted the volunteer, who insisted he had been making the deliveries. I opened the client's file and saw that her address had been mistakenly altered in a recent software update, so the volunteer had been delivering to the wrong home. I called the client and apologized for the mistake, contacted IT to correct the issue, alerted the volunteer to the address change, and sent the client enough food to make up for the days lost. She was happy with my quick attention to her concern."

Please share a time in your teaching experience when things didn't go as planned. How did you respond?

"Several years ago, I was employed teaching ESL classes to Syrian refugees. We met on a weekly basis and worked our way through a curriculum designed to help them develop intermediate English-speaking skills. When we arrived at the unit focused on phrasal verbs, I realized that while the class was able to grasp individual meanings of the verbs we studied, the majority struggled to apply them in conversation. Because there are only eight students in the class, it is easy for me to meet with them individually and address any issues they might be having. During these discussions, I began to realize that I would have to alter my planned lessons in order to focus more on the grammatical and structural applications of the phrasal verbs. I moved the role-play scenarios to the end of the week and replaced them with one-on-one conversations between students for which I could offer feedback and personalized assistance. This strategy helped the students retain the meaning of the new vocabulary as well as how to use them in daily conversation."

Red Cross employs a number of instructors to conduct First Aid, CPR, AED, and other health and safety training at schools, businesses, and communities. Instructors need to be prepared to handle any behavioral or comprehension issues in class. Think of one or two situations where things didn't go as planned in the classroom or in a training scenario. First, describe what went wrong. Next, explain what strategies you employed to help students overcome challenges or to rise above the situation yourself.

Focus on how you communicate with students in order to identify learning challenges. Describe how you work with students who are unable to identify these challenges for themselves.

"During college, I started teaching hip-hop dance classes to teenagers at a nearby community center. While the students were full of passion and talent, they had a difficult time focusing during class and many had behavioral challenges. One day, a fight broke out between two of the participants, and I spoke with them separately to remind them of the rules of the program. However, I also wanted to give them an opportunity to talk about anything that might be bothering them, and both revealed significant personal struggles at home and school. After talking this out for several minutes, both students felt relieved and reenergized to participate in class. They even worked together without conflict. As a result of this experience, I built sharing and reflection time into the beginning and end of each class; this was a chance for the students to talk about anything they wanted to. Thus, the class became an outlet for personal and creative expression; this addition not only enhanced the students' ability to learn new dance moves but also helped ease interpersonal tensions between students and established a greater level of empathy between them."

How do you approach establishing a baseline of understanding when you start working with new people?

"For the past three years, I have worked as a project management consultant for three different nonprofits helping them to refine and initiate five-year strategic plans for the first time. An essential part of my work on the front-end is getting to know each employee at the nonprofit as well as their job function. I firmly believe it is important to know the employee holistically in order to determine what they are capable of contributing overall to a strategic model. Besides meeting with every employee individually and shadowing their work, I make sure to attend department meetings so I can witness the operations firsthand and see not only what people do but how they work together. Since I am constantly in an environment that requires me to meet and assess new people, I have developed the ability to quickly make a human connection."

Since Red Cross works nationally and internationally, it is important for its employees to be able to comfortably connect with new people. The interviewer wants to see that you can foster sincere connections grounded in mutual understanding.

Think of all the professional relationships you have built over the years and how you established them. Pick one or two co-workers, managers, clients, donors, volunteers, etc. to focus on in your answer.

"In my work as a client advocacy manager, I make in-home visits to clients receiving hospice services to check on their quality of life and determine if they require any additional assistance in terms of housing, medical care, nutrition, companionship, clothing, house and lawn maintenance, and more. Most people do not immediately trust someone entering their personal space, so it is my obligation to make sure they feel comfortable and respected during my visit. I always invite them to share any stories from their lives that they wish to share and encourage them to talk about their families. By greeting them warmly and establishing trust, I am able to lay the foundation of a client-case manager relationship that will result in the client honestly sharing their struggles and needs. In turn, this will help me make a better decision about how to help them."

Please share your experience familiarizing yourself with an office, organization, or chapter you have managed.

"When I accepted a position as executive director of a large food book in my hometown, I knew from my research that I was entering the organization at one of its busiest times of the year. I knew I would have to balance familiarizing myself with the organization's structure and business and programmatic operations with introducing myself to staff. After I had made general introductions with everyone, I scheduled one hour each day my first week to meet with program directors and learn about their operations in greater detail. The following week, I met with program coordinators, officers, and specialists to learn about their roles. I took notes, watched them in action, and every week shared what I'd learned about the organization from doing so. By showing I valued their work and could contextualize it within the mission of the organization, I was able to quickly form a professional bond with the staff, and we were able to work through the busiest time at the food bank. I would take this same approach with my work at Red Cross."

There are more than 600 chapters of the Red Cross in the United States. While the organization maintains consistent branding, programs, operational procedures, and a unified mission, each chapter will be unique based on its workplace culture. This question is primarily relevant if you are interviewing for a leadership position, particularly in a director role, in which it will be essential for you to know each employee and their specific function within the chapter.

Show the interviewer that you are not only interested in learning the day-to-day operations but also the strategic goals of the chapter. Talk about how you introduce yourself to team members, volunteers, donors, and strategic partners and quickly integrate into the organizational flow.

"After studying the organization's structure, programs, and operations, I would introduce myself to chapter employees and learn about their individual roles. Next, I would meet with leadership to learn more about the chapter's key strategic partners. If they are located in the area, I would reach out to request a time to meet and get to know them. In these introductory meetings, I want to hear their perspectives on the direction of the organization, what it does well, and what improvements could be made. Finally, I would schedule a meet-and-greet event with the chapter's volunteers; this would be an opportunity for me to understand every category of supporters the chapter has and how best to leverage their contributions to advance the organization's mission."

Why do you want to work for the American Red Cross?

"As someone who has personally benefited from the services of organizations offering emergency shelter, I have a strong belief in the importance of the American Red Cross's mission to prevent and alleviate human suffering. My family lost our home to a fire when I was growing up, and we had nowhere to go. A local organization helped us procure temporary, emergency housing as well as necessary food and clothing items to help us get re-started. They also connected my parents to a program that helped us find permanent housing only one month after the fire. Because of this situation, I began to realize just how life-altering emergencies and natural disasters can be for people. I want to dedicate my life to providing support when people are at their most vulnerable and hope when they are feeling hopeless. The American Red Cross pledges that support in its mission, and I want to be part of it."

Like any nonprofit organization, the Red Cross wants to hire those most passionate and dedicated to its mission and vision. The interviewer wants to see that you are familiar with the work of the American Red Cross both nationally and internationally.

The first step in preparing to answer this question is to familiarize yourself with the organization's mission: 'The American Red Cross prevents and alleviates human suffering in the face of emergencies by mobilizing the power of volunteers and the generosity of donors.' Next, visit the Red Cross's website to read more extensively about its values and vision, which include the commitment to disaster preparedness, providing shelter, turning 'compassion into action,' and inspiring hope. Share with the interviewer how you personally connect to the Red Cross's mission, vision, and values and show how you have demonstrated this connection in your work history.

"I really connected to the part of the Red Cross's vision about 'turning compassion into action.' During my senior year in college, I noticed an increase in the number of people experiencing homelessness in my city. Although I had consistently donated to and volunteered with organizations providing housing, food, and other emergency services, I felt I wanted to do more and offer something with a measurable impact. With a few of my friends at the school newspaper, I developed a program that would give the opportunity for people experiencing homelessness to sell newspapers full of stories they had researched and written themselves. All of the proceeds from newspapers sold went to the participants, and they felt inspired and motivated by the work of writing and running the business. This experience showed me the importance of offering people resources that will support their efforts to rise above their current situation. Since that time, I have sought out opportunities that allowed me to be involved in direct action. That is what the American Red Cross offers, and that is why I want to work here."

Employees of the American Red Cross often work weekends and other nonstandard work hours for special events, blood drives, emergency situations, etc. Are you available to work these hours?

"In my current position, I work third shift hours from 9 pm - 6 am on weekends. During the week, I alternate being on-call for first and second shifts Monday - Wednesday, and I am off work Thursday and Friday. As a result, I am accustomed to working non-standard work hours and have backup plans in place should I need to attend to a call quickly. If I am called to do a site visit, I need to be able to respond within a two-hour period. Luckily, I have found a babysitter who is also willing to be on call to watch my daughter and two dogs while I am gone. I am willing to work weekends and other non-standard work hours if I am hired to work with the Red Cross."

Tell the interviewer about your current schedule and be upfront about any potential conflicts to non-standard work hours. Importantly, provide options you have for working around these obstacles.

Former employees of the Red Cross say that you will often work extended hours with little notice particularly if a blood drive goes on longer than originally planned. If you are comfortable with this, share how your schedule can accommodate for last-minute schedule changes.

"As a single man with no family or pets, I am open and flexible in terms of my work schedule. I enjoy working non-standard hours and can readily alter my plans if needed at the last minute. Since I am not currently employed, I would be available to start immediately if I am hired."

Are you comfortable working with bio-hazardous materials?

"As an experienced phlebotomist, I have extensive experience handling and processing blood for research and testing purposes. As such, I have advanced knowledge of the appropriate procedures for safely drawing blood while simultaneously adhering to proper safety standards. Not only do I practice excellent quality control, but I also make sure I keep myself up-to-date on changing guidelines and new procedures."

Whether you are applying for a position as a manufacturing lab technician or a phlebotomist, you will likely be working in proximity to bloodborne pathogens. The interviewer wants to know that you are not only comfortable with this but also knowledgeable of sanitation and safety guidelines.

Explain your expertise in this area by noting any related experience, special certifications, and/or training that support your qualifications. Emphasize your commitment to following sanitation and safety protocols in an environment where blood is present. If you have experience drawing, packaging, processing, and/or distributing blood, be specific about the procedures you followed to meet regulatory standards.

"During my years in waste management, I was required to become certified in handling bio-hazardous materials on an annual basis since we were consistently exposed to it. In that time, I received HAZMAT certification to meet OSHA and EPA safety and sanitation standards. I also received my RCRA certification for treating, storing, and disposing of hazardous waste."

As this is a fundraising position, would you share with us the size of your previous portfolio? Please also detail your donor base, in-kind donations, major gifts, etc.

"In my current position as a major gifts officer, I manage relationships with over one hundred individual donors who give at the $50,000 level or higher. Since we focus our investments in local schools, our donors are individuals with a passion for public education and a strong dedication to the future of our city's youth. I identified these individuals and stewarded them to eventually making gifts totaling more than $50 million over the course of the past ten years."

For any fundraising position, it is important to bring metric-based information to the interview table. This will illustrate to the interviewer that you are able to produce results and use data to clearly explain what those results mean.

You can also use these metrics to highlight your ability to analyze data to inform the decisions you make. Talk about how having this information helps you make big-picture, strategic decisions in terms of targeting new donors and cultivating existing ones.

"Throughout the course of my twenty-year career, I have worked for small nonprofits with overhead as low as one million dollars as well as billion-dollar, international agencies. As a result, I am just as comfortable managing portfolios with only a few dozen donors as I am with hundreds of donors. I have worked with individual donors as well as companies to secure in-kind donations such as new computers, service vehicles, volunteer time, construction supplies, and more. In addition, I have solicited gifts totaling over $200 million. All of this experience has given me a strong aptitude for understanding the donor base of an organization, and I am eager to apply this skill to this position with the Red Cross."

Share your experience targeting specific demographics for volunteer recruitment.

"As I was reading through the Red Cross's website, I especially connected with the statement that the organization strives for a 'high-performing workforce of employees and volunteers who reflect all communities we serve.' As a volunteer recruiter, I truly believe that people who live in communities served by social service programs ought to be involved in the development and implementation of those programs. This includes volunteering. Last year, I ran a report of the zip codes where our volunteers live so I could see how many of them live in our service area's zip code. The number was really small compared to other areas of the city. So, I arranged a meeting with the director of a local community development center there, and he allowed me to present volunteer opportunities on a monthly basis. This strategy resulted in a dozen new volunteers from that community."

Volunteers come and go, so recruitment managers often cast a large net in order to sustain appropriate numbers for service delivery. However, it is also essential to identify any demographic gaps in the volunteer base so that the communities served by the Red Cross's programs are reflected in the people serving them.

Discuss how you have identified and targeted a specific demographic for recruitment purposes. This is also an opportunity to show your understanding of the Red Cross's 'Diversity, Equity, and Inclusion' vision detailed on their website.

"As I examined our volunteer records and looked through my contacts with different corporations, school groups, nonprofits, religious organizations, and more, I realized that my organization's fleet of volunteers and strategic partners did not include representation from the LGBTQIA+ community. I saw this as an opportunity to act on our organization's DEI vision which embraces the diversity of gender identity and sexual orientation in the same way as the Red Cross. I contacted the outreach officer at a local LGBTQIA+ community center and shared information about our organization and why I thought a partnership with their community center made sense. The officer agreed to meet with me, and some of their employees came to volunteer soon after as a trial run. When they enjoyed the experience, they organized a regular rotation of volunteers from members of their community center."

In your fundraising experience, have you worked more with corporate or individual donors?

"During my years as a corporate fundraiser, I have raised over $100 million in partnerships with dozens of separate corporate entities. I have raised an additional $50 million in grant funding from corporate foundations. While my experience in successfully procuring large corporate gifts qualifies me for a corporate fundraising position, I also believe that my skills translate into individual fundraising. Each corporate gift I secure began by making human contact and developing relationships with the people involved on the corporate side. It requires strong interpersonal skills the same way that individual fundraising does. As such, although I consider myself a corporate fundraising professional, I am confident I could also secure large gifts from individuals."

First and foremost, the interviewer wants to know that you are an experienced fundraiser. Next, they want to see that you understand the differences between raising funds through corporate donations and foundations versus cultivating partnerships with individual donors.

Focus any discussion of your experience on the area for which you are interviewing, but also show that you understand how to fundraise in other areas. For example, if you have more corporate experience, elaborate on that experience, but also share how that knowledge informs an understanding of fundraising from individuals.

"The majority of my fundraising experience has involved researching individuals with the capacity for making large gifts, developing a relationship with those individuals, and working with them to find the best ways to disperse their generous donations to social service programs. I have been successful in that area, netting over $30 million for programs addressing public health matters. Because I worked closely with the corporate relations officer for five years, I have a strong grasp of the process for making contacts and securing funds through corporate and corporate foundational giving."

The American Red Cross is a fast-paced environment where employees often juggle multiple projects and responsibilities. How do you handle stress on the job?

"No one is free from stress in today's world, but we choose how we react when those situations arise. This is particularly true in the nonprofit field. During the holiday season at my current job, we manage simultaneous fundraising events, process and acknowledge greater numbers of donations, and respond to an increase in requests for volunteer opportunities. This can be a challenging time for a small staff. Practicing excellent time management strategies keeps my mind focused amidst the chaos. This focus gives me something tangible to hold onto as I complete tasks with deadlines and address any issues to spring up that must be immediately attended to."

Most nonprofits require employees to be adaptable and capable of managing multiple projects simultaneously in addition to any regular tasks. Talk to the interviewer about your ability to control pressure in the workplace and share what strategies you employ to keep calm when there are multiple deadlines to meet.

Acknowledge the role of your co-workers and supervisor within the context of how you conduct yourself during times of stress. Highlight how you interact with others and maintain a standard of professionalism at all times despite whatever challenges you face.

"During stressful times at work, it is easy to become irritated and impatient with others. Honestly, this used to be a weakness of mine. However, I always want to improve on my weaknesses, so for the past seven years, I have participated in daily breathing and meditation practice before leaving for work. This has helped me enormously in terms of learning patience and understanding of my co-workers. I have felt more empowered to express my ideas for managing high-volume requests for public assistance during economic recessions and have learned better ways for communicating with people when I disagree with them on something. I plan to begin incorporating yoga into my morning routine as well."

Are you applying for any other jobs?

"I am actively seeking work since I was laid off from my previous position due to budget cuts related to the pandemic. I want to stay in the nonprofit field because it is fulfilling work that gives me the motivation to work hard every day. My passion is conducting field research that contributes to the betterment of the lives of the most vulnerable in my community. Those are the kinds of roles I am pursuing, but I am most excited about the possibility of working with the American Red Cross. It combines my love of research with my desire to bring relief to those suffering in the wake of disasters or emergencies."

The number of job seekers wanting to work at nonprofits has never been higher and is increasing all the time. People want to engage in work they consider meaningful or personally fulfilling. As such, nonprofit work has become quite competitive. It always puts a little bit of fire under the hiring manager if they are aware that you are actively looking for a new position, but be sure to balance details about your job search with a reminder of why you want to work at the American Red Cross specifically.

Make sure to emphasize your desire to work with the American Red Cross, and do not simply lump it in with a wider net of nonprofits you have applied for. Explain why you think the American Red Cross is unique instead of giving a long list.

"Although I am currently employed full-time and satisfied with my position, I am always seeking new challenges and ways to develop professionally. After being a lab assistant for so long, I started to realize it is time for me to take the next step in my career. I will be forever grateful to my current employer for the early-career training I have received, but I know the Red Cross is the logical next step in using my technical skills to become a lab technician, processing life-saving blood donations. I have applied for other positions, but the Red Cross is the organization I am most excitedabout."

Share your perspective on asking volunteers to not return to your organization.

"Years ago, I had to ask a volunteer not to return after staff learned she had been accepting payments to maintain the lawn of a client she had met while visiting her home through our companionship program. The volunteer was not happy. However, I was able to walk her through my decision by using our volunteer handbook, which expressly prohibits offering services to clients in exchange for money. The volunteer had signed the page acknowledging she had read and agreed to the policy. As a result of this experience, I learned the importance of establishing clear policies in order to guide employees through difficult situations like this one."

This question frequently enters discussions about volunteer management. Although volunteers graciously donate their time and skills to an organization, sometimes they fail to fulfill their duties outlined in their position description or do not uphold the values of the organization. As such, sometimes volunteer managers have to make tough decisions. Ultimately, the interviewer wants to see that you are able to make these kinds of decisions and carry them out in a professional manner.

If you have experience firing volunteers, explain in detail the reasons why you made that decision and the steps you took to arrive at that decision. If you do not have experience letting volunteers go, explain your position on the matter and how you might go about it theoretically.

"The organization I currently work for relies upon volunteers to staff special events (its fundraising events in particular). As a volunteer coordinator, I have to make sure that the volunteers uphold their contract to be good representatives of the organization while they are performing their volunteer duties. Part of the contract they sign when they go through volunteer orientation states that they may be terminated as a volunteer if they arrive at an event intoxicated. Unfortunately, I had to ask a volunteer to leave when it was clear from her behavior that she had been drinking. I pulled her from her post and spoke to her privately. She admitted to violating the contract, and I explained that we would have to let her go. I helped her arrange a ride home from the event. This was a difficult situation since I knew the volunteer cared for the work we do. However, I believe we need to hold our volunteers to the same standard we would hold an employee, especially in terms of public behavior. Their actions reflect on the values of the organization itself."

In addition to its domestic programs, the Red Cross operates internationally. Describe your experiences working with culturally diverse groups.

"During my time working in higher education, I was responsible for implementing the university's 'Diversity, Inclusion, and Equity' strategic plan. First, I organized face-to-face meetings between myself and individual students, faculty, and staff of culturally diverse backgrounds to learn about their concerns and needs to help move the university towards an environment of greater inclusion, safety, and understanding. Next, I formed a committee that included people I had met with, and together we compiled recommended changes to university policies and programs. I believe meeting face-to-face and actively listening are both essential when building bonds with people whose experiences may differ from your own."

Share instances when you have developed professional relationships with clients, team members, strategic partners, donors, etc. from culturally diverse backgrounds.

Try to avoid generalizations about embracing diversity. Pick specific ways that you have educated yourself in cultural sensitivity and fostered authentically inclusive environments.

"When I worked as an instructor with my church's afterschool leadership development program, I believed the students should get involved with community service in order to demonstrate the transformative quality of servant leadership. I also strongly believed, and still do, that participating in community service with people who come from diverse backgrounds is a powerful way to build bridges between communities. As such, I contacted a friend of mine who participates in a community service group at his mosque. I asked him if he would be willing to co-organize a community service day with me involving students from my leadership program and participants from his mosque's service club. This day served as a test to see if we would continue this partnership for future events with broader attendance from members of the Christian and Muslim communities. The event was a success, and we were able to include four annual events as part of our regular rotation."

Describe your experience and knowledge in the area of blood manufacturing.

"I was impressed by the quantity and diversity of the Red Cross's biomedical services, particularly its work with blood and diagnostic testing since that is my primary area of expertise. I have spent the past six years developing reagents for use in blood diagnostics, and I have advanced knowledge of proper handling, testing, and storing of blood units. Any work I do in a lab is carefully informed by the FDA's Quality System Regulations for Medical Devices, and I always keep myself up-to-date on best biomanufacturing practices and technology."

The American Red Cross offers a variety of blood products and services to hospitals including red blood cells, platelets, plasma, whole blood, and blood products for research. The interviewer will ask you this question if you are applying for a position in the blood manufacturing laboratory as a technician or in a leadership role.

After demonstrating your technical knowledge of blood manufacturing, use this opportunity to show you understand the Red Cross's blood products and the work of its blood manufacturing laboratory. This will show the interviewer that you have a baseline understanding of the Red Cross's manufacturing activities.

"As a lab technician, I was excited to read about the Red Cross's selection of blood products, particularly in terms of quality control and enhancement solutions. Quality control kits and enhancements like PEG and LISS are essential in maintaining rigorous safety, storage, and testing standards. Since quality control has comprised the majority of my lab work experience, I believe can quickly and easily adapt to the procedures and policies outlined by the labs at the Red Cross."

What is your philosophy regarding work-life balance?

"I utilize my work hours very efficiently, so the only time that I take my work home is when there is an extremely stringent deadline. In my current position, I rarely take work home except during the holidays when our large fundraising event required extra hours of preparation and travel to different locations around town procuring items for the silent auction. It's all about being diligent with your time in the office!"

Nonprofit work relies on the tenacity and dedication of limited staff to accomplish big missions. The majority of staff work overtime hours if the organization allows it or take work home with them on occasion. Talk to the interviewer about how frequently you take your work home. It is important to show your willingness to take work home on occasion, but it is also important to show your personal views on maintaining a work-life balance.

The most important point to make here is that you will work as efficiently as possible to ensure that you will complete all of your required tasks within the allotted time. Highlighting your time management skills is critical in an interview for a nonprofit position.

"I value a strong balance between work and home life. From my perspective, a healthy personal life refreshes me for the work I do during the week. If I get enough sleep, spend with family, and prepare healthy meals, I will be more focused on and attentive to the work I am doing. However, I also know that sometimes last-minute assignments are unavoidable. There have been plenty of times in the past when I had to fulfill a rush request from a supervisor needing the profile of a qualified lead to meet our fundraising goal by our quarterly deadline. With proper time management, I was able to complete all of those requests, and I communicated to my supervisor the reasons I needed a few additional hours to work on this task from home."

Do you have experience with writing grant proposals?

"I fully understand the importance of grant proposals as this process accounts for millions of dollars awarded every year to a variety of causes. Because of my undergraduate and graduate research in public policy, I have developed strong writing skills. Although my current organization employs professional writers to do these tasks, I have provided data for grant proposals and understand the grant-seeking cycle. I would be thrilled to further develop my skills in this area by completing grant proposals for the American Red Cross."

Grant seeking is a vital part of many nonprofit organizations. If you have exposure to this type of work, walk the interviewer through some of your grant-seeking successes. Don't be shy about sharing the financial yields of some of your grant-seeking efforts! If you do not have experience in this area, discuss how you could assist and learn.

The American Red Cross receives funding from a variety of sources but highlighting any experience you might have securing government funding would be especially beneficial. Although the Red Cross does not receive a large amount of government funding relative to its fundraising, government grants tend to be the most complicated. Therefore, demonstrating that you have the knowledge and skillset to procure one of these grants will impress the interviewer.

"I have written hundreds of grant proposals throughout the years seeking funding from private foundations, corporations, individual entities, and government agencies. These proposals have resulted in fully-funding five programs providing food and shelter for individuals and families experiencing homelessness. I understand that the American Red Cross does not receive a great deal of government funding, but I have years of experience sourcing funding from private foundations and corporations in addition to government agencies. Consequently, not only is my portfolio vast but so is my knowledge on how to find new sources."

Thinking back to your program management experience, discuss a time when you supervised the expansion of a program.

"I manage a medium-sized Ombudsman program as part of a local clinic specializing in healthcare for seniors. Up until two years ago, I was solely responsible for recruiting, training, and coordinating our volunteer Ombudsman representatives. We received additional funding to expand our work to include a dozen more nursing homes. I was able to take on three of these new homes but I realized the program would operate more efficiently if we used some of the new funding to hire an additional staff person. As such, I requested a portion of that funding go to covering the cost of hiring a coordinator to help manage the increased caseload."

If you are applying for a management or leadership position, you must be able to explain how you oversee growth within your department, team, organization, or program. Share what resources you used to ensure a smooth expansion.

Don't skip over discussing any problems you faced during the expansion process. This is another opportunity to demonstrate your problem-solving skills in addition to your management skills.

"During my time employed at a disaster relief agency, I was responsible for overseeing the expansion of our field office in the Philippines to include service to three nearby islands. I scheduled appointments with local government representatives from each island and presented the results of our relief efforts related to tsunamis that impacted the island where our field office was located. I provided detailed information about our budget and how we allocate resources to provide clothing, shelter, medical supplies, and other essential goods and services in the wake of a natural disaster. These representatives were eager to partner with us and helped guide me through the process of opening field offices in their cities. They then helped connect me with staffing agencies that sourced local talent familiar with the areas to run these offices."

How do you manage your time during a professional presentation?

"When I trained as an English language instructor in South Korea, I learned how to properly pace myself when conducting a lesson in order to ensure all material could be taught. I structured each lesson based on skill areas: vocabulary, grammar, reading, practice, and presentation. I allotted specific times for each area and kept a stopwatch on my desk that I would glance at occasionally to keep me on track. With proper preparation and organization, I believe I can efficiently use my time to craft a compelling and engaging presentation."

Effective time management will ensure you touch on all essential points, leave time for questions, and have a good pace. Tell the interviewer your process for preparing for a professional presentation. Explain how you cater your presentation to a specific audience and organize the material based on the allotted time.

Offer some effective strategies you use to make a presentation engaging in addition to being punctual. For example: Don't fill the screen with words. Only use essential key phrases and supporting images so that your audience understands the main points of the presentation. Use notes to remind yourself how long to speak during a given section and run a timer to keep you on pace.

"Strategic partnership meetings are essential in strengthening relationships with some of our most generous financial supporters. When I present program results to our strategic partners, I want them to feel inspired and motivated to continue giving. In addition to providing partners with data that demonstrates the specific ways their funding has been put to good use in the community, I always share client stories that illustrate positive life changes or improvements. I organize these presentations into three, ten-minute parts: Data first, client stories second, and time for questions at the end. Although I am flexible, having this structure helps me to focus on delivering the essential information in a professional manner that is also sensitive to the partner's time."

Volunteers drive the work of the American Red Cross. How do you motivate and manage volunteers?

"As a volunteer recruitment and engagement manager with a nonprofit that operates a mental health crisis hotline, it is imperative for me to foster an environment where volunteer staff stays focused, attentive, and positive in their interactions with clients we serve. I have designated more experienced volunteers as 'session leaders,' and their task is to lead a debriefing that allows time for reflection and suggestions after each shift. Participating in this reflection gives volunteers the opportunity to learn from and support each other in this important role. I find volunteers are largely self-motivated because of the mission of their work, but these sessions give them a chance to motivate each other as well."

Volunteers comprise the majority of the Red Cross's workforce. They work in a number of capacities serving national and international communities impacted by emergencies and natural disasters. Even if you are not directly applying to coordinate volunteers, it is possible that your role will involve managing volunteers in some way. The interviewer wants to know that you have experience in this area or at least an understanding of how to motivate individuals.

Share a situation where you were responsible for managing an individual or group of volunteers. Explain your approach to keeping volunteers engaged in their work. If you have never managed volunteers, talk about how you have successfully motivated employees in the past. If you have no management experience at all, talk about how you motivate yourself in the workplace.

"Although I have never recruited and trained volunteers, I have managed a crew of on-call social workers tasked with helping families secure emergency shelter. This work is emotionally and physically demanding since it requires working non-typical work hours and emanating calm in the face of difficult situations. It can be challenging for staff to avoid feeling motivational burn-out, so as a manager, I decided to help encourage them by offering frequent updates on the results of the program and the families they had helped. Next, I worked with human resources to bolster health and wellness benefits to support their mental and physical well-being. Finally, I worked with the team to coordinate a call rotation that allowed a better work-life balance while also covering the 24-hour hotline. As a result, the team was more motivated, more productive, and generally happier."

Share a time when you have successfully procured a large gift and what strategy you employed to do so.

"In my previous position as a major gifts officer, I had a fundraising goal of $5,000,000 per fiscal year. This was strictly for above-the-line expenses, and I consistently contributed in excess of $10,000,000 per year in additional below-the-line funds to build upon the organization's endowment. Part of my strategy was focusing on a handful of individual donors who would donate large sums based upon their passion for the organization's work funding innovative STEM programs in middle schools. I identified a potential donor based upon my research into educational philanthropists with a special interest in advancing STEM efforts in schools. I sent him an introductory letter and engaged him via phone call to invite him to meet with me about our organization. We connected instantly, and he was especially impressed with the large number of funds we had been able to raise for our one hundred partner schools. His specific scientific interest was in robotics, so he agreed to provide one million dollars annually to our robotics program with a ten-year commitment."

The Red Cross fundraises billions of dollars every year, the majority of which goes to administering disaster relief, blood manufacturing, and research. The interviewer wants to know that you are up to the challenge of procuring major gifts to continue and advance this work.

Use this opportunity to demonstrate your knowledge of the donor cycle. Think of specific times when you followed the donor cycle model and share who the donor was, the steps you took to procure the funding, what the funding was for, and how large the gift was.

"As a corporate and foundational giving officer with my organization, I am responsible for soliciting and securing donations over $10,000. Like the Red Cross, the majority of the funds we raise go directly into providing life-saving services in the wake of disasters and emergency situations. Because our work requires us to respond quickly, we were in need of a mobile unit from which we could effectively run our operations. I had been working on a strategic partnership between our organization and a corporation that had recently moved to our city, and I thought this was the perfect opportunity to get them involved. I pitched the idea of the mobile unit and offered to name it in the corporation's honor if they covered the cost of purchasing the unit. They agreed and donated $200,000 for a new bus and an additional $75,000 for its conversion. Our city recently suffered devastation from a tornado, and our organization was able to meet the call: We deployed our fleet of volunteers to help with cleaning up debris. We also sent out the mobile unit to function as a makeshift office from which we connected families with resources like financial assistance, housing, clothing, food, and more."

Discuss a time when you discovered a problem in your team's or individual position's operational structure. How did you address the problem and overcome it?

"When I worked as a director of continuous improvement for a small nonprofit, I wore many hats. One of those required me to manage the social media accounts for the organization since we didn't have a dedicated communications manager. As such, I believed our social media accounts did not have the following they could have since I had prioritized more urgent projects that directly resulted in funding for the organization. However, I also believe in the importance of leveraging social media to diversify our strategies for gaining new supporters. Therefore, I worked with the HR manager to create a position solely dedicated to social media. This increased public awareness of our work and increased support for our cause."

Nonprofits often require employees to take on many roles and additional responsibilities not outlined in the job description. The interviewer wants to see that you are able to identify gaps where they exist and fill them strategically for greater efficiency in your work.

If you were in a position of leadership and were able to hire an employee to help you in the operational structure of your team, share that as an example. If you were not in a position to hire, discuss a time when you took the initiative to alter operations related to your own position. Talk about how you identified the need and what steps you took to address it.

"I worked as the food services coordinator at a local soup kitchen for seven years. My role required me to manage kitchen staff, develop menus, oversee food rotations, and uphold cleanliness and safety standards. We received a number of small donations from churches, school groups, and individuals from around the city. However, we were hardly able to cover our operating costs while simultaneously delivering nutritious and quality meals to our clients. I realized that if we adjusted how we operate in terms of raising funds, we would be able to not only increase our service numbers but also provide better meals that people enjoyed eating. Therefore, I allowed a regular volunteer to take on the task of developing menus so that I could focus on developing strategic partnerships with corporations and larger universities to sponsor meals for a specific length of time and also provide in-kind donations in the form of updated kitchen equipment and unused, non-perishable food items."

How would you procure new sponsors for blood drives?

"Any time I meet with a potential partner host for special events, I always come prepared with specifics regarding benefits for the partner and support the organization commits to providing. Based on what I learned about blood drive sponsorships reading through the Red Cross's website, I would share that the host partner provides volunteers, blood donors, and a location for the drive. In turn, The Red Cross assists with planning the event, and recruiting volunteers, provides the necessary equipment and supplies including snacks, and trains support staff to assist with the event itself. After the event, the Red Cross provides information about how many blood units were donated. Then, these donations are sent to our labs where they are processed and prepared for use in helping cancer patients, people suffering from sickle cell disease, burn and trauma victims, and more."

The Red Cross partners with thousands of businesses across the United States to collect millions of blood unit donations each year through its blood drives. The Red Cross website is an excellent resource for detailed information about the process of applying to host a drive, the benefits of hosting a drive, and the resources the American Red Cross provides. Come prepared to the information armed with your knowledge of the Red Cross's blood drives.

Using your knowledge of the operations of blood drives and community/partner benefits, provide the interviewer with a brief pitch that would effectively excite a business about establishing a partnership. Be transparent about the expectations of the partner, who will provide volunteers, donors, and location for the blood drive. Then, detail what the Red Cross will provide in terms of logistical and supply support. Finally, share results from recent blood drives and the impact they will have on blood transfusion recipients.

"The first step would be to identify potential new partners by researching companies in my chapter's area whose social responsibility efforts are focused on public health issues. After securing a meeting, I would present the benefits of partnering with the Red Cross and share results from past blood drives. I would carefully detail the pre-drive process, the operation of the drive itself, and what happens to the donations after they are collected. I would highlight how participants are left with a feeling of doing good and how participating in a blood drive can boost an organization's image in the community."

What would you do if there was extreme weather and you determined that your blood drive would have no attendees as a result?

"As an event coordinator, I have extensive experience updating event times and locations due to inclement weather. In these cases, I find it useful to have previously chosen an alternate date and have confirmed it with the location. Next, I make sure to have communicated an inclement weather plan with volunteers and event attendees prior to the event. Finally, if a snowstorm prevents the blood drive from taking place on its originally-scheduled date, I can be confident that I have a backup plan to reduce confusion and ensure the Red Cross still receives essential blood donations."

Now is your chance to display your ability to use creative thinking to solve a complex problem. Think of alternate locations that are accessible or different ways you can use that time if the storm truly prevents any access.

If you decide to reschedule the event, focus your answer on the steps you will take to accomplish this. Talk about how you will secure a location for the adjusted date and communicate this change clearly to potential attendees.

"Because I live and work in Mississippi, we rarely get snow, and it is especially rare for it to snow enough to stick to the ground. However, as an event planner for the county, I must have a plan for these sorts of situations should they unfold. Since we do not have the infrastructure support to quickly resolve issues related to heavy snow, our only option is to delay the event. Therefore, for every event I plan, I establish two alternative dates and add them to the official calendar for volunteers, employees, and the public to access. Then, I work with the communications team to send out emails to our supporters sharing the alternative dates. When I first established this procedure, I also met with the volunteer recruitment and human resource teams to edit our volunteer and employee manuals to include our updated weather policies and how to find rescheduling information. Since this position is in a Mississippi field office, I am confident this would be an effective approach when facing inclement weather during a scheduled blood drive."

How would you go about resolving a conflict between volunteers who are arguing?

"Last year, I had a regular data entry volunteer inputting client reassessment information into our digital database. This volunteer had been with us for several years, and she had her own process for labeling and sorting digital files. I brought on a new volunteer to assist her during an especially busy time so that we could make sure to have all the information entered in time for an upcoming audit. As it turned out, the new volunteer had an idea for what she believed was a more efficient process; the regular volunteer did not want to change her way of doing things, so they argued and eventually stopped speaking to each other. When I realized what was going on, I met with each of them privately and thanked them each for volunteering their time and skills. Then, I explained that I appreciated new ideas as well as proven processes and that I believed there could be a compromise between the two methods. Next, I mediated a discussion between both volunteers wherein I ensured they both had a chance to share their ideas, and we were able to incorporate both of their thoughts in designing a more efficient process."

Understanding how to resolve conflicts professionally is an important skill in any industry. In the nonprofit world, conflicts involving volunteers are especially challenging because individuals are donating their time to advance the cause of your organization. Red Cross has over 20,000 dedicated volunteers and needs to know that volunteer management reflects the high standards of the organization.

This question is an opportunity for you to share your management skills, conflict-resolution abilities, and how you handle interpersonal issues within a team. Avoid taking sides in the fight; instead, show how you successfully mediated the disagreement to a constructive conclusion.

"I have worked with volunteers in the past who got into disagreements. My organization runs free weekly workshops open to the public on the subject of women's reproductive health. These workshops usually have about thirty attendees, and we require the assistance of two volunteers to help register attendees, distribute materials, and manage snacks and beverages. After the workshop ends, people usually stay for a bit to sample the snacks and socialize. During one of these social times, I overheard the two volunteers arguing over some personal dispute that had started earlier in the day. Their argument was audible to everyone, including the attendees, so I pulled the two volunteers into the hallway and spoke to them privately. Without chastising them, I respectfully reminded them that when we volunteer, we represent the organization. I calmly asked them to please resolve any personal disputes on their own time and to focus on the task and mission to overcome these issues when volunteering together. I shared an option for creating an alternate schedule where the two would not have to volunteer together in the future, but they insisted they would resolve the personal issue and behave with professionalism at future events."

Have you ever had to express disagreement with a suggestion from a board member, chairperson, or an organizational leader?

"Following the economic recession, our program saw an influx in requests for rent and utility payment assistance. Since we only have three dedicated staff for this program, the requests started to overwhelm us, and we started to fall behind. I knew this meant that some families might be living without electricity in their homes, so I asked my supervisor if our entire department could meet with the board of directors to express our concerns. At the meeting, one of the board members recommended reviewing qualifications for the program and developing a more restrictive assessment process. I thanked the board member for their idea and consideration of staff time; I also shared that I felt we should attempt to find a way to stretch our resources in order to serve more people. Due to the economic difficulties of the time, the board allowed us to access the endowment for emergency funds to be used to help with rent and utility payments for people in need. The volunteer recruitment team was able to find a qualified volunteer with social work experience to support our increased caseload, so we were able to offer assistance to every family that came to us in need."

Disagreement is an important part of analyzing the feasibility and wisdom of implementing new ideas. Being able to broach disagreement honestly and constructively is key to progressing an idea from a concept to something actionable in the workplace. People are often reticent to disagree with someone in leadership, particularly a board member or chairperson. However, being able to respectfully disagree in the name of advancing the organization's mission will reveal your dedication to the cause as well as your own leadership skills.

Do not refer to leadership negatively. Instead, explain why you disagreed with the idea and clearly outline your suggestions or alternatives for improving it. Talk about how you are also open to constructive feedback and actively engage other ideas to improve on your own.

"I was lucky enough in my previous position to work with a CEO who maintained an open-door office policy and truly followed through with it. She always encouraged us to stop by and share any concerns or ideas any time she was in her office, and she took those ideas and shared them with board members and other members of leadership to see what made the most sense for the organization. Following our semiannual all-staff meeting, I decided to visit her office to share some thoughts I had about my involvement in the five-year strategic plan. As I examined the details of the plan, I realized that many of my assignments hinged on me as a person rather than my position as operations manager. In our meeting, I respectfully expressed my concern that mentioning me by name rather than position would ultimately harm the strategic plan because it did not account for staff turnover or unexpected changes along the way. While I was proud that she had so much faith in me, I wanted to ensure the organization developed a plan that sustained itself as effectively as possible. As a result, I worked with the CEO to make the necessary updates and set about developing an operations manager handbook in case someone else one day took over my position."

Tell me about a time your team members seemed to grasp a new concept, skill, technique, or process before you did.

"I worked in my previous position mapping medical supply delivery routes for over twenty years. A few years ago, the organization hired a new program manager who was determined to update and streamline our processes by incorporating new mapping software. Although I was accustomed to the software we had been using for many years, I am always open to learning new skills and building on my experience. Other members of my team took to the new program quickly; I completed the training but did not feel comfortable running optimizations independently. I requested a meeting with the new manager. I explained to him what I gleaned from the training and shared the specific ways in which I was unclear on how to operate the software for sequencing route stops. This allowed me to get to know my new manager a bit better, and he was happy to offer me guidance. I believe it is important to be aware of one's own shortcomings and to be humble about asking for help when it is needed."

Think about a project or task you worked on that required you to learn a new process or engage with a piece of technology with which you were unfamiliar. Explain what the project or task was and why it was a challenge to learn it initially. Show that you are able to react professionally and confidently even in the face of challenging new situations.

Avoid being defensive or shifting the blame to others when describing your reasons why you were unable to catch on to something new quickly. But don't be negative about yourself either. Instead, show that you are self-aware by describing what kind of learner you are and explaining how you used that self-awareness to master a new concept, skill, technology, etc.

"As a volunteer coordinator, it is very important for me to greet people appropriately. Recently, we completed a training session conducted by human resources addressing personal pronouns, what they mean, and how to use them correctly in our interactions with co-workers, clients, volunteers, and donors. Since this was a relatively new concept for me, I took copious notes and brainstormed ways to ask for a person's pronouns and share my own. My first step was simple: I added my own pronouns to my email signature. However, I struggled with changing my dialogue with others at first because language, speech, and interpersonal interactions have become so ingrained as to become automatic. To subvert this instinct, I added a space where new volunteers could choose to write in their preferred pronouns. If they skip this space, I would ask them during our first meeting what they preferred. Making this practice a habit helped me incorporate correct pronoun usage into standard conversations."

Talk about a situation where you had to alter your strategy in order to solve a problem.

"I grew up on a farm with parents who were deeply invested in sustainability. They taught us kids about leveraging solar and wind energy to reduce harmful environmental effects and how to use innovative methods to make fresh, healthy food for our customers. When I went to college, I became frustrated by the waste of food resources I observed in our cafeteria. I started a small group of students who worked collectively to build and manage a community garden for all students to use freely. This was the first time I had taken action to address an issue I was very passionate about, and it lit a fire inside of me. However, while this provided an alternative for students, it didn't address the waste issue in the cafeteria. I coordinated a meeting with the community garden leaders, school administration, and the cafeteria's catering company to investigate ways in which we might re-purpose good food instead of it being tossed out at the end of the day. During the meeting, I was reminded of a local soup kitchen I had volunteered with a few times. I asked if it would be possible to donate the day's leftover food from the cafeteria to bolster the soup kitchen's supply. After working through logistics with the kitchen's leaders, we were able to develop a system where the cafeteria's daily leftover food would be given to a community garden volunteer who would deliver it to the soup kitchen in time for its scheduled evening dinner. Altering my initial strategy resulted in a solid community partnership that exists to this day."

Your answer will show the interviewer that you are able to not only solve problems but also be flexible and find solutions in places you haven't yet examined. This is ultimately a question about adaptability and strategic thinking.

When sharing your answer, first describe your initial strategy for addressing the problem. Next, explain why it did not work and how you re-assessed the situation. Finally, talk about how you shifted your strategy and describe the end result.

"As an organization, we noticed that we had been struggling to meet our fundraising goals regularly over the course of a ten-year period. Up until that point, our focus had been on stewarding our regular donors towards increasing annual gifts; this tactic did not have the results we had hoped for. In my position as a continuous improvement manager, it was my task to investigate potential reasons we could not meet our goals and present recommended changes to the board of directors. When I began to research nationwide giving trends, I learned that charitable giving rates have been steadily declining, particularly amongst Millennials and Generation Z, in favor of volunteer experiences. In order to adapt to this generational shift, I recommended increasing opportunities for remote volunteer engagement as well as creating a new giving tier that would boost acknowledgment and perks for donors who gave any amount under $1,000. This strategic shift helped the organization engage new supporters in the younger generation."

Talk about a situation where you were required to maintain a great amount of energy over a long period of time in order to complete a project.

"I worked as an event planner for music festivals for eight years, and during that time I planned dozens of festivals. However, the festival we held in Costa Rica was by far the most demanding in terms of stamina. First, there were complicated legal matters to sort through since it was our first international music festival. Any time you run a festival the planning stages require a significant amount of creative energy. When you enter the building stage, you're exerting a great deal of physical force. So, I always had to make sure to get enough sleep, eat properly, and take breaks to ensure my mind and body were focused and strong. I also required consistent updates from team members on their individual tasks and offered guidance and support when necessary. We spent months planning for the festival itself, and it took about a week to build at the location. The festival lasted five days, and we spent three days packing up our supplies afterward. It was tiring, yes, but it was also professionally rewarding and personally fulfilling. I thrive in situations where I can focus my energy to execute large-scale projects."

Nonprofit organizations are fast-paced and ever-evolving, which requires employees to have patience, stamina, and focus. The interviewer wants to see that you maintain excellent quality in your work during periods of higher energy output.

Focus on specific strategies you employ to balance your energies to complete extended projects. This will also demonstrate to the interviewer that you understand how to be intentional and strategic during times that can be physically and mentally demanding.

"As a middle school science instructor, I am required to not only maintain high energy levels during lessons to keep students engaged but also to keep that energy positive and constructive. I plan for a variety of educational activities that blend kinesthetic learning with reading and audiovisual materials. This allows for variation in the lessons I teach, grabs the class's attention, and makes me excited to teach each new section. I also encourage students to learn from one another by participating in group discussions and projects about science-related matters. Although I gently facilitate these group situations, this gives me a chance to refill my energy for when I am instructing the class as a whole."

Have you ever been advised by a fellow employee or supervisor to lie about a situation? How did you handle this ethical dilemma?

"During a particularly difficult year of fundraising, one of my teammates, the corporate fundraiser, asked me to fudge a bit in my line items. He had not met his quarterly fundraising goal, and I had exceeded mine by a few thousand dollars. He suggested I allow him to add a thousand dollars to his report and remove that amount from mine. He assured me he would have the funding by the next report. I told him I could not participate in that offer and encouraged him to seek the counsel of our department head, who is gifted in procuring last-minute donations of that size. After meeting with her, the corporate fundraiser was able to fulfill his quota and apologized for his behavior."

Ethical dilemmas in the workplace will come up from time to time. Assure the interviewer that you can handle these types of difficulties with professionalism and poise.

Instead of focusing too heavily on the negative behavior of your co-worker or supervisor when you share this experience, highlight the specific ways you engaged the person asking you to participate in the lie. Then, talk about the steps you took after denying the request.

"I was working on a research project in the Phillippines with a fellow researcher when we were both employed with an NGO studying the effects of tsunamis on coastal communities. As we integrated ourselves into their society, my fellow researcher made connections with representatives from the local government who had information about governmental responses to natural disasters that my associate could not resist. They offered him this privileged information in exchange for omitting a few key details regarding their negligence in providing proper assistance to impoverished districts. My associate knew this would boost his career as well as mine, so he offered me the opportunity to partake in this information, even though it was unethical. I refused, but my associate kept insisting. Because of his persistence, I had no choice but to report his activities to our immediate supervisor, who insisted I attend a virtual meeting with human resources to make a statement about the situation. Although it wasn't easy to report a friend and co-worker, I knew it was the right thing to do to preserve the integrity of our organization's global image."

Manufacturing and testing blood is an important part of the work we do at the American Red Cross. Talk about a time where you encountered a problem while working in a lab and how you overcame it.

"I used to work in a blood manufacturing lab. My job was to test incoming samples for a number of diseases quickly and accurately. I worked with a fellow lab technician to accomplish this task, and together we processed hundreds of samples each day. Soon after I first started that job, I realized our output was starting to slow down although our work input had remained consistent. After examining our workflow, I realized that one of our centrifuges wasn't functioning at peak performance. I checked the maintenance manifest and realized it was long overdue for its routine servicing. My lab partner informed me that previously he had performed maintenance as needed, so I worked with him to schedule a regular service appointment for the centrifuge."

The Red Cross is known for its blood drives which accept blood donation units to help individuals requiring transfusions. Blood donations require testing for infectious diseases prior to being distributed for transfusion. If you are applying for a job working in a lab, the interviewer will want to know about your experience problem-solving in that environment.

Any time you are describing workplace problems or conflicts, try to avoid being overly negative about others involved in the situation. Show that you can resolve problems calmly and professionally.

"My previous experience working in a lab has largely revolved around the process of labeling and storing samples we receive on a daily basis. I have to ensure each label is accurate and descriptive and that it is stored safely and securely according to regulatory standards. After working in the lab for three months and familiarizing myself with the way my team operated, I started to notice opportunities for improvement between bloodwork requests and receiving, labeling, and storing samples. To guarantee the veracity of my labeling system, I worked with one of our IT specialists to develop a digitized form that could be instantly transferred to our lab. This cut back on missing documentation, reduced errors in labeling, and boosted our overall efficiency as a lab."

Explain your skills and experience related to website and social media analytics?

"I have worked as the communications director for a large university for the past five years. In that time, I have overseen the expansion of the school's social media presence and website, and now we have two dedicated staff members devoted exclusively to posting relevant and engaging content to these mediums. As these were new positions, I trained each of them on how to utilize Google Analytics to inform strategies for increasing click-throughs on the school's website. I also trained them on using HootSuite to schedule postings for social media. Every week, we meet to analyze the data we gathered, and I work with my team to use this data to make necessary improvements."

The American Red Cross maintains a professional website with quality content and high user traffic. In addition, the organization runs social media accounts on Facebook, Twitter, Instagram, YouTube, LinkedIn, TikTok, and the Red Cross blog. Describe your experience analyzing user engagement with websites and social media and how you would apply that to this position with the Red Cross.

Name specific services you are skilled at using such as HootSuite, Google Analytics, etc. to help analyze click-throughs, conversions, user trends, etc. Discuss how this analysis has guided decision-making related to your organization's website and social media presence.

"In addition to being a communications expert specializing in managing social media accounts, I have operated a blog as a dedicated hobby for over a decade. The blog is about global health issues and highlights the unique efforts of individuals around the world to make quality healthcare more accessible. Over the years, I have used Google Analytics to investigate what content my users have found the most engaging, and I have used that information to increase engagement with my blog. In fact, engagement has increased so much that I now make passive income through advertising on the site. This process has refined my ability to craft original content that compels not only current supporters but also attracts new ones. As a result, I have developed a system wherein I follow up on every social media and blog post to see how many people viewed the post, how many people commented or liked the post, and how many clicked any links provided. Then, I look at the trends in terms of date and time posted, topics covered, and stories shared, and use that information to guide my decisions about future posts."

Describe your technical skills, specifically your computer knowledge and experience using Microsoft products.

"In my work as an office administrator, I am required to use every application available in Microsoft Office as part of my daily responsibilities. As such, I feel I have an advanced skillset when it comes to Word, Excel, PowerPoint, etc. I can manage budgets on spreadsheets, create easy-to-use directories, make engaging presentations, and more. I also am a fast and accurate typist and am gifted at organizing and maintaining files digitally."

No matter what job you are applying for at the American Red Cross, you will be required to be proficient with Microsoft Office and basic computer handling. The interviewer wants to know that you have these skills and that you understand how they will be used in the specific position for which you are interviewing.

Prepare by familiarizing yourself with the position description and highlighting ways that it will require you to use Microsoft Office and/or computer processes. When you answer, list the Microsoft programs with which you feel most proficient and share any computer-related certifications you may have. Then, talk about how your knowledge and skills will translate to this position. You should feel open to sharing any of your additional technical skills that are relevant.

"Having worked as a data entry specialist for several years, I utilize Microsoft Office applications as well as my organization's CRM database every day. As a result, I have developed a strong ability to use these tools to complete any task assigned to me. I received my 'Microsoft Office Specialist' certification and constantly strive to discover new office software that helps increase my work efficiency."

Talk about your experience maintaining records in a digital database.

"As an operations specialist for the fundraising team, I am very familiar with all aspects of managing our donor database, Blackbaud. I use it to input new donor records, update existing ones, run reports and analyze data, and pull addresses for acknowledgments and mass mailings. The data I compile is used by the fundraising team to inform strategic fundraising decisions. Because of my knowledge of and skills with the Blackbaud software, I feel confident adapting to new software as it becomes available, and I am always seeking opportunities to expand my abilities."

Nonprofits use a number of databases to manage information about employees, donors, clients, and other organizational stakeholders. The interviewer wants to know that you have the skills and knowledge to jump into this position ready to go.

Mention the specific names of databases with which you are familiar and how you used them in your daily work life. If you do not have experience with database management, share situations where you had to quickly master a new technology or an unfamiliar skill in order to complete a task.

"In my previous job as development coordinator, I had used Raiser's Edge to manage donor and volunteer records. When I started in my current position, the organization was using Salesforce as its donor management system. I had to rapidly train myself on the differences between Salesforce and Raiser's Edge so that I could take on the role and offer assistance during the holiday rush. Understanding both systems has given me an intuitive ability to use any database to enhance the work of the development team. I believe I can use this skill to contribute to a smooth workflow of donor acknowledgment, profile building, and gift entry."

American Red Cross Interview Questions

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1. How do you handle an unhappy stakeholder?
2. Please share a time in your teaching experience when things didn't go as planned. How did you respond?
3. How do you approach establishing a baseline of understanding when you start working with new people?
4. Please share your experience familiarizing yourself with an office, organization, or chapter you have managed.
5. Why do you want to work for the American Red Cross?
6. Employees of the American Red Cross often work weekends and other nonstandard work hours for special events, blood drives, emergency situations, etc. Are you available to work these hours?
7. Are you comfortable working with bio-hazardous materials?
8. As this is a fundraising position, would you share with us the size of your previous portfolio? Please also detail your donor base, in-kind donations, major gifts, etc.
9. Share your experience targeting specific demographics for volunteer recruitment.
10. In your fundraising experience, have you worked more with corporate or individual donors?
11. The American Red Cross is a fast-paced environment where employees often juggle multiple projects and responsibilities. How do you handle stress on the job?
12. Are you applying for any other jobs?
13. Share your perspective on asking volunteers to not return to your organization.
14. In addition to its domestic programs, the Red Cross operates internationally. Describe your experiences working with culturally diverse groups.
15. Describe your experience and knowledge in the area of blood manufacturing.
16. What is your philosophy regarding work-life balance?
17. Do you have experience with writing grant proposals?
18. Thinking back to your program management experience, discuss a time when you supervised the expansion of a program.
19. How do you manage your time during a professional presentation?
20. Volunteers drive the work of the American Red Cross. How do you motivate and manage volunteers?
21. Share a time when you have successfully procured a large gift and what strategy you employed to do so.
22. Discuss a time when you discovered a problem in your team's or individual position's operational structure. How did you address the problem and overcome it?
23. How would you procure new sponsors for blood drives?
24. What would you do if there was extreme weather and you determined that your blood drive would have no attendees as a result?
25. How would you go about resolving a conflict between volunteers who are arguing?
26. Have you ever had to express disagreement with a suggestion from a board member, chairperson, or an organizational leader?
27. Tell me about a time your team members seemed to grasp a new concept, skill, technique, or process before you did.
28. Talk about a situation where you had to alter your strategy in order to solve a problem.
29. Talk about a situation where you were required to maintain a great amount of energy over a long period of time in order to complete a project.
30. Have you ever been advised by a fellow employee or supervisor to lie about a situation? How did you handle this ethical dilemma?
31. Manufacturing and testing blood is an important part of the work we do at the American Red Cross. Talk about a time where you encountered a problem while working in a lab and how you overcame it.
32. Explain your skills and experience related to website and social media analytics?
33. Describe your technical skills, specifically your computer knowledge and experience using Microsoft products.
34. Talk about your experience maintaining records in a digital database.

American Red Cross Interview Questions

1. How do you handle an unhappy stakeholder?

2. Please share a time in your teaching experience when things didn't go as planned. How did you respond?

3. How do you approach establishing a baseline of understanding when you start working with new people?

4. Please share your experience familiarizing yourself with an office, organization, or chapter you have managed.

5. Why do you want to work for the American Red Cross?

6. Employees of the American Red Cross often work weekends and other nonstandard work hours for special events, blood drives, emergency situations, etc. Are you available to work these hours?

7. Are you comfortable working with bio-hazardous materials?

8. As this is a fundraising position, would you share with us the size of your previous portfolio? Please also detail your donor base, in-kind donations, major gifts, etc.

9. Share your experience targeting specific demographics for volunteer recruitment.

10. In your fundraising experience, have you worked more with corporate or individual donors?

11. The American Red Cross is a fast-paced environment where employees often juggle multiple projects and responsibilities. How do you handle stress on the job?

12. Are you applying for any other jobs?

13. Share your perspective on asking volunteers to not return to your organization.

14. In addition to its domestic programs, the Red Cross operates internationally. Describe your experiences working with culturally diverse groups.

15. Describe your experience and knowledge in the area of blood manufacturing.

16. What is your philosophy regarding work-life balance?

17. Do you have experience with writing grant proposals?

18. Thinking back to your program management experience, discuss a time when you supervised the expansion of a program.

19. How do you manage your time during a professional presentation?

20. Volunteers drive the work of the American Red Cross. How do you motivate and manage volunteers?

21. Share a time when you have successfully procured a large gift and what strategy you employed to do so.

22. Discuss a time when you discovered a problem in your team's or individual position's operational structure. How did you address the problem and overcome it?

23. How would you procure new sponsors for blood drives?

24. What would you do if there was extreme weather and you determined that your blood drive would have no attendees as a result?

25. How would you go about resolving a conflict between volunteers who are arguing?

26. Have you ever had to express disagreement with a suggestion from a board member, chairperson, or an organizational leader?

27. Tell me about a time your team members seemed to grasp a new concept, skill, technique, or process before you did.

28. Talk about a situation where you had to alter your strategy in order to solve a problem.

29. Talk about a situation where you were required to maintain a great amount of energy over a long period of time in order to complete a project.

30. Have you ever been advised by a fellow employee or supervisor to lie about a situation? How did you handle this ethical dilemma?

31. Manufacturing and testing blood is an important part of the work we do at the American Red Cross. Talk about a time where you encountered a problem while working in a lab and how you overcame it.

32. Explain your skills and experience related to website and social media analytics?

33. Describe your technical skills, specifically your computer knowledge and experience using Microsoft products.

34. Talk about your experience maintaining records in a digital database.