Three Talent Acquisition Tips and Several Tools

My recent article from “How Nonprofits Miss the Talent Mark” explains one of the most common mistakes that nonprofits make when recruiting candidates for job openings – “post and pray”. That posting shares why the “post and pray” method isn’t effective, but this post describes an effective approach. So, you may be wondering which recruitment tools you should use when trying to find the best talent? Here are a few pro tips for recruiting. Start your day by reviewing new prospective candidates that have applied to the job openings you’ve posted on various job boards. But remember that while posting on

The Value of Great HR Project Management!

Do you know when it’s time to hire a human resources project consultant? Do you have a project that is repeatedly re-shuffled to the bottom of your to-do list? We’ve all found ourselves in this situation. How do you stop the re-shuffling and identify when the time is right to bring in external support to accomplish the objective? Typical example of a recruiting support function that can chip away at an HR department’s time: Problem Example:Turnover positions create an impossible workload for full life-cycle recruiters. This type of project is not uncommon, but organizations wait too long before hiring help.

How Nonprofits Miss The Talent Acquisition Mark

I spend a lot of time talking with our clients about their talent acquisition strategy. Often, by the time they’ve contacted us, they have started a search, attempted to identify candidates on their own, and are wondering why they’re not getting candidates who match what they need.  The first thing I ask them is to describe their approach to talent acquisition.  What I hear is usually something like this: Create and/or edit the job description Post it on various job boards Pray for good candidates to fall in their lap (or rather their inbox) In talent acquisition circles, we call

Social Sector Influencer Profile Series by Nonprofit HR – Monica Kang

Nonprofit HR is featuring experts and influencers who are making incredible impacts in the social sector. First up, Monica H. Kang, Founder and CEO for InnovatorsBox. Monica, no stranger to the Nonprofit HR community, has spoken at the 2018 Talent and Culture Summit. A creative educator who is transforming today’s workforce through the power of creativity, Monica teaches creativity in a tangible, practical, and relatable way. She has worked with clients worldwide including Fortune 500 companies, higher education, government, and nonprofits. She is the author of newly launched book, Rethink Creativity. 1. What or who inspired you to pursue your profession?

Engagement – An Employee and Employer Benefit: Four Pro Tips from the Field

by Tamara Rasberry, SHRM-CP, PHR Employee engagement is a hot topic in the workplace right now, and for good reason. Not to be confused with employee satisfaction or happiness, employee engagement refers to the extent to which an employee is mentally and emotionally invested in their work and the organization. It has been proven that high engagement levels benefit both individuals and organizations. Some of the benefits of high engagement include: higher levels of employee satisfaction, better employee health, increased retention and lower turnover, improved productivity and reduction in absenteeism. Nonprofit leaders who want to elevate their organizations must focus not

Six Ways to Use Talent Analytics to Improve Nonprofit Hiring Decisions

How is your nonprofit utilizing data? If your nonprofit is among those interested in making actionable talent analytics a priority, where should you start? Here are six high impact actions you can take to begin using data to drive better people practices today. 1. Identify which types of employees are a flight risk and use that data to inform future recruitment and retention practices It’s no secret that turnover is expensive and unproductive. Some studies claim that losing a full-time employee can cost an organization as much as twice that person’s annual salary and there is no way to accurately measure

Eight Nonprofit Interview Tips

The purpose of a job interview is to help the employer to become better acquainted with you, but is also for you to learn more about the organization and the position. Of course, because we will recommend you for interview with nonprofit organizations, we also believe it’s particularly important that you understand and connect with the employer’s purpose and mission. Here are some quick interview tips for preparing for your nonprofit interview: Tip #1 – Do your research Check out the organization’s website. Read up on their mission, constituencies (who they serve), and their services. You should know their buzzwords,

Why Your Organization Should Strive to be Talent-Focused

  Nonprofit talent matters. To achieve your mission, it’s essential that your organization has the right, high-performing people in place. But as we learned from our 2017 Nonprofit Employment Practices Survey, hiring competition from the corporate sector is heating up, and talent who might typically be attracted to the nonprofit space are now being attracted by social enterprises as well. To combat this shift and maintain a roster of high-performers, all organizations should strive to achieve “talent sustainability” through mission-aligned strategies. Talent-focused organizations are the most sustainable. What is nonprofit sustainability, and why should you strive to achieve it? It’s

Using Metrics to Assess Organizational HR Efficiency, Effectiveness and Impact

  Your people are the backbone of your nonprofit, and in turn, its mission. So, your human resources team must be strong enough to support those people. How can you be sure your HR practices are fully meeting the needs of your team? Keeping track of HR metrics will help strengthen your nonprofit’s talent sustainability and overall sustainability in the long run, allowing your team to further your organization’s mission. Just as you would monitor general staff key performance indicators (KPIs) and overall organizational impact, you should use metrics to assess your nonprofit’s organization’s HR efficiency, effectiveness and impact as

Coping With PTED: Post-Traumatic Executive Disorder

After months of mediation, performance improvement plans, recalibration, blood, sweat and tears, the (seemingly) inevitable has occurred: your nonprofit organization’s toxic leader has resigned. Like something akin to a divorce, there are combined feelings of relief, abandonment, disappointment and uncertainty, and that’s just among the board of directors. But once the dust has settled, PTED –– Post-Traumatic Executive Disorder –– can set in, and it can ruin an organization. The unplanned departure of an executive is a major trauma for an organization to endure, and it’s an experience that can make or break a nonprofit depending on how it’s handled.