How to Compete for Talent When Hiring Association Executives

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Associations have shown overall growth in staffing this year, and have plans for further growth in 2019. This growth is accompanied by salary increases, heightened emphasis on performance in setting salaries, and plans for program expansion and membership development, as reported in PNP’s  newest Association Salaries and Staffing Trends report. As Associations grow and either replace or add talent to their team, they are finding that competition for talent is fierce. Associations overwhelmingly see the transformations in the marketplace for talented staff affecting their ability to replace departing leaders or to bring on talent that will fill leadership roles in the future. A startling 79% of respondents to PNP’s survey noted that they are concerned about the scarcity of new talent to hire. How organizations approach diversity in hiring, Millennials’ mobility, and staff engagement have become critical factors to recruitment, hiring and retention. Salary still remains the single most important attractor of talent, followed by additional benefits, flexible work schedules, and support for training and professional development. 4 Tips to Help You Recruit and Retain Top Talent Prioritize, build and reinforce a team culture of engagement and ownership Invest in coaching and training and offer clear opportunities for professional growth...
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3 Tips for Working Effectively with Temp Staff

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Nonprofits often hire temps during peak periods for fundraising, event management, and the inevitable financial reconciliation that follows. Contract staffing is also used on a project-by-project basis to access talent that might not exist within the organization. If you use or are considering using short-term staff, here are 3 tips for success. 1. Be open about your culture. What’s the pace in your office? Is it a collaborative environment with strong teams and active managers? Helping short-term staff understand the organization’s culture and processes enables them to manage their responsibilities more effectively. 2. Be specific about the work to be performed. The best relationships happen when you provide absolute clarity about required skill sets and desired outcomes. When your expectations are clear, it’s easier for individuals to hit productivity and to quickly fit into the flow. 3. Onboard your temp staff well. The best way to reduce a learning curve is to communicate—no matter how short or long the employment period. Tell your current employees that you are bringing in temporary help, and make certain that you have assigned a manager to oversee the work. Temporary staffing is a go-to option when looking to fill skills gaps, handle unusually high...
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9 Tips for How Associations Can Improve Hiring Practices

The nonprofit workforce is the third largest of U.S. industries and at last count, this included over 93,000 trade and professional associations employing over 1.2 million people. Nearly 1 in 10 workers in Washington, DC alone are employed by associations. The cost of hiring and firing any employee is astronomical when counting the expense of time spent and the psychology of a failed choice. Between the cost of onboarding, training, coaching, staff time, wasted salary, benefits, and administrative costs, HR professionals project that an organization can easily spend thousands of dollars on a hire that has gone wrong. So how do you get it right? Here are 9 Tips for How Associations Can Improve the Hiring Process. 1. Think about your short and long-term organizational strategy. Before you conduct your first interview or draft a job description, think about your short and long-term organizational strategy. How does the new employee fit into this vision?  Are you drafting a profile for the past, or hiring toward the future? 2. Be honest about the hurdles the prospective employee will need to overcome to achieve the goals. Be brutally honest about the obstacles and opportunities that lie ahead. Don’t shy away from asking...
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How to Make an Employee’s First 90 Days Successful

How to Make an Employee’s First 90 Days Successful Onboarding is vital to the success of the new employee and your business itself. Here are specific steps to make an employee’s first three months fruitful. When a new employee reports to their first day on the job, the feeling is quite similar to those first day of the school year jitters we all had as kids. And while it’s a challenge for the employee to familiarize him or herself quickly with the office, the job responsibilities, new co-workers and more, it’s just as important and stressful for their managers. Making a new hire feel comfortable and a part of the team from day one is imperative to make the employee a successful and productive member of your business. “Most companies drop the ball early on,” notes Jon Picoult, founder and principle of Watermark Consulting, a Connecticut-based consultancy that helps businesses inspire their employees by making them brand advocates.  “Imagine you’ve been wooed throughout an entire recruiting process, and then you show up on your first day and the receptionist isn’t even expecting you or your office isn’t set up. What are you going to tell your spouse when you go...
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Use of Nonprofit Temps is Trending up

Over 80% of nonprofits use temporary staff, regularly and in a variety of ways. In the for-profit sector, 96% of corporations use Temps often and regularly to manage their workforce needs. With the use of temporary staff by nonprofit organizations trending up, we took a look at the reasons why. Just as with for-profit companies, the unemployment rate is very low and the difficulty of finding qualified talent has increased. Nonprofits are finding that hiring Temps can be very cost-effective, especially when the salary budget line is tight. Temps offset the problems associated with being short-staffed, such as work not being done, grant-driven projects not completed on time, lost donor relationships, and lack of full program development and delivery. Not hiring temporary staff during staff vacancies can negatively affect the bottom line of an organization. Using Temps enables an organization to choose from a broad group of diverse candidates to meet immediate, specific, long and short-term needs. This access to talent gives even small nonprofits access to an extensive range of skills and experience that they may not otherwise be able to afford when hiring a full-time, permanent hire. Nonprofit Temp Pay Scale We analyzed Temp rates for 60 key...
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