How to Grow Your Development Team the Right Way

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Development teams come in all shapes and sizes. From the one-man shop to large-scale operations, you all share one common goal: to raise as much funding as possible so that you can expand the reach of your organization. In order to do that, many organizations get to the point where they have to grow their development teams. In an industry that places a heavy emphasis on lean staffing and efficiency, however, the decision to expand the team is not an easy one to make. Here are four basic steps that can help you determine when to expand and how to prepare for new development team members. Step 1: Assess the State of Your Workload When you feel frustrated and overwhelmed by your to-do list it’s easy to picture how a new team member would be helpful. However, bringing on new people isn’t always the best solution. Elizabeth Eyre and the Mind Tools Team stress it’s just as vital to understand when not to hire as when to hire. Here are some of the things they say you should consider when you assess the hiring needs of your organization: Does your extra workload have anything to do with seasonality, one-time projects, or the temporary absence of a...
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4 Must-Do Tips for Getting a Nonprofit Job in 2019

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Build a personal brand. Everyone has a personal brand. You may not have cultivated it, but it’s there. Most people think of personal brands in terms of followers, likes, blog subscribers, etc. If this is your measurement, time to re-cut the cloth. Building a personal brand is the process of associating your name with particular traits. Check out Why Being a Jack-Of- All-Trades Won’t Help Your Personal Brand, written by Kathy Bloomgarden for Fortune. Manage your LinkedIn presence. Most nonprofit employers include a review of your social media, particularly Facebook and always LinkedIn. There are hundreds, if not thousands of professional LinkedIn coaches to help you build or improve your LinkedIn profile and posts. For the cost of a few hours, it is well worth the investment in your career. Entrepreneur published a great infographic full of helpful pointers for DYI: 18 Tips to Create Your Perfect LinkedIn Profile. Optimize your resume for ATS. Many nonprofits and recruiting firms are now using applicant tracking systems (ATS). This means that most likely, 3 out of 4 resumes are never read by an actual person. You can increase your odds of being that special one by inserting the critical keywords often found...
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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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