Careers In Nonprofits Announces Plans to Acquire PNP Staffing Group

Two leading nonprofit staffing agencies announce plans to join forces to expand national presence  and executive staffing services for nonprofit organizations.   CHICAGO, ILLINOIS (August 17) Careers In Nonprofits and Professionals for Nonprofits, dba PNP  Staffing Group, will join services effective September 1. The pending transaction will enable Careers  In Nonprofits to grow their presence in New York, Washington D.C., and throughout the eastern  seaboard. PNP Staffing Group will retain its name and headquarters in New York City. “I am proud of the pioneering role PNP has played in the nonprofit sector and am excited to see the  organization take the next leap forward. When I founded Professionals for Nonprofits (PNP) in 1996,  I envisioned a company that would enable nonprofits to recruit the experienced talent necessary to grow mission-driven organizations. Twenty-six years later, we continue to specialize in filling positions  in nonprofits that are key to performance and growth” said Gayle Brandel, CEO of PNP Staffing  Group. Nurys Harrigan-Pedersen, Careers In Nonprofits President and Founder, has a personal history with  PNP Staffing Group—it’s where she first started her nonprofit staffing career. “PNP is a pioneer in the  sector. Over the past twenty-six years, Gayle Brandel and her team have established...
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Make Your Employer Brand Stand Out in the Talent Marketplace

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Employer branding is gradually becoming more important in C-suite conversations, but it’s still a relatively new concept. Several years ago business leaders might have pointed to pinball machines in the office game room or catered lunches as examples of employer branding. In 2022 most are aware that such perks hardly constitute a comprehensive employee retention strategy or play any meaningful role in the battle to attract top talent. This evolution in thinking has undoubtedly been accelerated by the Covid-19 pandemic, which put immense pressure on leaders to not just communicate their values but also to demonstrate them. In the face of difficult decisions, employers suddenly had to decide whether their professed ideals and “north stars” were real and substantive or mere lip service. They gained a heightened awareness of the importance of organizational purpose, team cohesion, and employee experience. Now more than ever these attributes are critical drivers for candidates contemplating career moves amid the Great Resignation. As a result, they’re top of mind for executives looking for ways to differentiate themselves from competitors fishing in the same shrinking talent pool. Not coincidentally, they’re also elements of employer branding. Despite the confluence of trends creating a greater awareness of and need for employer branding,...
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Large Numbers of Nonprofit Leaders Are Stepping Down — and the Competition to Find New Ones Is ‘Fierce’

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Felecia Hatcher, now CEO of Black Ambition, stayed at her previous organization to help it navigate the challenges of the pandemic. Felecia Hatcher began thinking about leaving the group she co-founded, the Center for Black Innovation, back in 2019. After the birth of her second child, she wanted to find a way to travel less and still help young Black entrepreneurs. But then the pandemic hit, and her thinking changed. “There was no way I could leave then,” she says. The group had to make drastic changes, like turning its popular Black Tech Week into a virtual event. She and her husband had to care for a 1-year-old and were homeschooling their 6-year-old, adding more responsibilities. Mounting deaths from Covid-19 forced Hatcher to think about her own mortality. “If these are my actual last days, how do I want to spend them?” she asked herself. “What are the things I can put aside, and what are the things that are really hard that I could be approaching differently?” The murder of George Floyd changed things, too. Suddenly corporations that had ignored her organization just months earlier were now knocking down the door to work with it. It only added to...
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It’s Complicated: Nonprofit Organizations and Wage Equity

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The nonprofit sector has a long, complex relationship with compensation. With a  workforce that in my home state of Minnesota is roughly three-quarters female and traditions of low wages these days, nonprofit workers are proving unwilling to accept second-class status. While the historical wage gap between nonprofit and those employed either by for-profit firms or the government is narrowing, nonprofits face mixed feelings from the public and funders about whether their employees deserve to earn wages comparable to business or government workers. The process of getting nonprofits out of the proverbial church basement means overcoming antiquated views of the helping professions where your compensation includes “psychic income”—reflected in such tropes as doing the “Lord’s work” and rewards “in the next life.” These outworn views, too, relied on sexist stereotypes that the sector’s largely female workforce didn’t need or merit higher salaries. Today, the public often reports positive feelings about the role and contributions of nonprofits but isn’t sure what to think about compensation. A public opinion survey conducted by the Charities Review Council in Minnesota presented four statements about how charity employees should get paid. The survey asked 800 people in Minnesota to pick a statement that best described their...
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How to Prep Your Resume for Automated Resume Scanning

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The use of automated resume scanning with  Applicant Tracking Systems (ATS) has skyrocketed, with nearly 99% of large companies and half of mid-size firms using these technologies to screen applicants. While the practice certainly makes it more efficient for HR to find the right candidates, it can be a minefield for applicants when it comes to getting their resume “past the bots” and into the hands of an actual human. In fact, some 75% of resumes are automatically deleted or rejected by ATS platforms, eliminating candidates regardless of their qualifications. Do’s and Don’ts for optimizing your resume to make the first cut.  1. DO keep formatting simple. Software scans for keywords and other relevant data, but they cannot detect relevancy if the document is incompatible. Don’t let yours be one of the nearly 45% rejected due to incompatibility. Send only Word files (never a PDF) and keep it simple. Some colored text might be ok, and bold, italic and underline fonts, and bullets are fine, but use a standard typeface and a consistent font size. Leave the header/footer blank, don’t use tables or columns, and avoid using templates, all of which result in outright rejection or a jumbled mess the...
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