The Nonprofit HR Blog
Webinar Recording: Compensation Practices that Attract, Engage and Retain the Right Talent for Your Nonprofit
Do you dread the “pay discussion” during interviews with amazing candidates, or fear the day that your high-performers will request an increase that your budget cannot sustain? If you feel as if your organization cannot compete for talent with your current pay program, and that there is little you can do to change that, you’re not alone! The good news is that there are plenty of tools at your disposal which can help you position your mission and culture to the right talent and with compensation that they can be proud of. Watch this free webinar and discover new ways
Four Quick Tips for End of Year Recruiting – Reassess Your Strategy
Do you feel as if you are missing out on great talent because your organization will slow down your recruitment for the next few weeks? According to a recent Monster.com article, if a job is open and companies are looking to hire soon, there is no slow period. “With the current 4% unemployment rate, organizations have to react quickly.” This means that your job openings could stay open much longer than you anticipate. Instead of waiting until January, which is typically a busy time of the year for most organizations, capitalize on these final weeks of the year and keep your
Holiday Blues – Reintroducing Your Employee Assistance Program
by Megan Eimerman-Wallace, PHR Right now, your staff is probably planning potlucks, holiday appreciation gatherings for stakeholders, or even coordinating gift exchanges and office closings. In the midst of it all could be an employee who is in trouble. While the jury is still out on the “holiday blues” and how deeply this phenomenon runs, higher levels of stress this time of year, especially regarding financial matters, are not atypical in the workforce. As a leader of your organization, you have a unique opportunity to open a new dialog and perhaps address employees who may be on the brink of
How Does Your Nonprofit’s Recruitment Program Measure Up?
by Aaron Brown The pressing need for corporate brands to develop socially responsible business practices means that for-profit recruiters may now be swimming in your favorite candidate pools. Attracting today’s socially conscious job candidates has inspired many for-profit brands to promote their mission and social responsibility objectives during the hiring process. The growing Millennial workforce, which consistently ranks pay and culture as key career drivers, has contributed greatly to this shifting approach in talent acquisition. In fact, a 2018 Deloitte Millennial Survey cited pay (63%), culture (52%), and flexibility (50%) as top priorities when considering a new employer. With greater focus being
CEO Departures – The Most Important Transitions Your Organization Will Face
by Myra T. Mathis If you google leadership turnover in nonprofits, chances are you will find several resources, surveys and reports to make a compelling case for why CEO departures are higher than they have been in almost a decade. A recent report however may shift your thinking on why CEOs of nonprofits is not only critical during these challenging economic times, but turnover at the C-Suite level is inevitable if an organization is to survive. The CEO position is also the most important transition an organization will face. That said, identifying other executive positions that will be affected is
Executive Candidate Profile – Valerie Navy-Daniels
Get to know Executive Director Bound, Valerie Navy-Daniels! Valerie has more than 20 years of experience as a philanthropy professional. She has a proven track record of fundraising and communications success and has consistently exceeded revenue goals by persuasively articulating and demonstrating compelling cases for philanthropic support from corporations, foundations, individuals and other constituencies. 1. What or who inspired you to pursue your profession? Navy-Daniels: My passion to support organizations that improve people’s lives inspired my desire to pursue work in philanthropy. In fact I’ve enjoyed a life-long love of leadership, sales and persuasion. Beginning as a top-selling Girl Scout cookie troop member and as a
Social Sector Influencer Profile Series by Nonprofit HR – Pia Wilson-Body
Nonprofit HR is featuring experts and influencers who are making incredible impacts in the social sector. Meet Pia Wilson-Body, President for the Intel Foundation. Before joining Intel foundation in 2015, Pia served as Director of Global Diversity External Relations and increased Intel’s thought leadership by formulating a first-in- class Diversity in Technology awareness campaign encompassing traditional and social media, editorial content, earned speaking events and several awards for the company. Also, Pia led the design and deployment of Intel’s Veteran’s initiative as part of the White House “Joining Forces” initiative led by former First Lady Michelle Obama and Dr. Jill Biden. 1.
Patty’s ASAE Takeaways from the 2018 ASAE Annual Meeting & Exposition
by Patty Hampton, CSP By the time you read this, many of you would have already moved passed the excitement from the 2018 ASAE Annual Meeting & Exposition. I am always excited to spend time with my long-time colleagues, peers and friends at ASAE, and love it when I connect with association leaders such as Desirée Knight, CMP, CAE with the American Railway Engineering and Maintenance-of-Way Association (AREMA) and Rick Burt, MAEL, CAE with the National Association of Home Builders (NAHB). ASAE Annual Meetings always inspire me to remain entrepreneurial, creative and strategic, as that is in the DNA of nonprofit leaders. For me,
New York Employers Must Take Action Now to Comply with New Sexual Harassment Laws
If your nonprofit is located in New York, you should be aware of a change in the laws with respect to sexual harassment prevention. New York State Law Effective October 1, 2018, New York State Human Rights law requires all employers to ensure a written policy on sexual harassment prevention. The policy must follow the model policy or meet or exceed the minimum standards outlined. It must include a standard complaint form and a procedure for investigating complaints. In addition to protections for employees, the policy must include protections for contractors, subcontractors, vendors and consultants. The law also limits the use
