Category Archive for "non profit"

Make Your Employer Brand Stand Out in the Talent Marketplace

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,…

Large Numbers of Nonprofit Leaders Are Stepping Down — and the Competition to Find New Ones Is ‘Fierce’

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…

It’s Complicated: Nonprofit Organizations and Wage Equity

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…

How to Prep Your Resume for Automated Resume Scanning

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…

Human Resources Professionals Say Their Jobs Are Harder Than Ever, As They Try To Recruit And Retain Employees In A Hot Job Market

The job market has been wild. We went from firing and furloughs during the early days of the pandemic to fighting a war to find talent. With the new Omicron variant, we now have another curveball to worry about. To gain a sense of the job market, GoCo, a leading provider of flexible software solutions for HR, benefits and payroll, conducted a survey of human resources professionals, asking them about the “current state of retention, hiring and pressures on HR to fill vacant positions.” Spoiler alert: the study shows that companies that hesitate to increase wages, enhance benefit choices or offer retention bonuses to attract and keep good workers will have a hard time recruiting and retaining top talent. Nir Leibovich, CEO of GoCo, said about the findings, “HR is under tremendous pressure to fill job positions in one of the most brutal job markets of our time.” Leibovich continued, “It will be critical for companies to listen to HR professionals and leaders about what is working and not working in talent acquisition right now. This survey reveals some critical insights into how companies can retain top talent and bring in new people despite the current challenges.” Here are some…

4 Nonprofit Tech Trends to Watch in 2022

Nonprofits facing a sluggish recovery from the pandemic might find an opportunity to bounce back with a stronger lean on digital maturity. If 2020 was a shock to the system for nonprofit organizations large and small, 2021 offered an opportunity for rebuilding that many nonprofits tried to embrace throughout the year. But the recovery has been inconsistent, according to research from Independent Sector, with nonprofits serving significantly fewer people and pre-pandemic employment levels not expected to return to normal until July 2022. Given the nature of the recovery, organizations can use this moment to make changes to position them for improvement when the recovery returns in full force, and technology can play a key role in this. There are four main trends to keep an eye on. A New Focus on Digital Maturity Throughout 2021, a common theme emerged with nonprofits: Those that put an emphasis on improving their digital maturity — whether through their marketing, their program management, their data collection or their fundraising strategy — excelled, despite the continuing challenges of the nonprofit landscape. Salesforce’s Nonprofit Trends Report found that nonprofits with high digital maturity were more likely to exceed their goals for fundraising, program delivery, marketing and…

Competition for Staff and Higher Salaries Top Issues for Nonprofits in 2022

PNP’s Annual Nonprofit Salary Report reveals competition for staff is a key focus as the demand for talent exceeds supply and salaries continue to rise. 77% of respondents reported plans to hire full time staff in 2022.   PNP Staffing Group has just released its 2022 NONPROFIT SALARIES AND STAFFING TRENDS REPORT. This is the 20th year that PNP Staffing Group has published the report, providing salary ranges for 43 key positions across five nonprofit budget sizes. PNP’s report shows demand for talent is exceeding supply, driving salaries for some positions up by an unprecedented 20%. Most highly in demand are senior program managers and experienced fundraisers. Almost two-thirds (61%) of organizations surveyed anticipate paying higher salaries in 2022. “It is clear that the challenge for nonprofit leaders will be to pay attention to offering competitive salaries to fill critical positions in their organizations”, said Gayle Brandel, CEO, PNP Staffing Group. A major trend evident in this report is a stronger emphasis on issues of diversity, equity, and inclusion (DEI). 58% of respondents said their organizational culture is now more focused on inclusivity, with 45% reporting DEI training being implemented throughout the entire organization. 42% of respondents reported that diversity strategies…

Fatigue and burnout: A few tips to guide you through the fog

Do you feel tired? Stressed? Don’t have the energy you used to? Don’t worry. This isn’t a pharmaceutical ad, but I do have a prescription that can help. If you’re like me, you’ve been dealing with two very real conditions in the last 18 months or so: fatigue and burnout. And—no surprise—it’s all connected to the pandemic. The American Medical Association has acknowledged that the COVID-19 pandemic and all the changes it has brought along have caused us to feel increasingly isolated—and it’s taking a toll on our mental health. “Even if you’re getting eight hours [of sleep], you just feel like you’re dragging through the day and it’s hard to find the pearls in the mud,” Dr. Carl Lambert told the AMA. As I’ve talked with friends, colleagues and clients in the last few months, I’ve been gathering up some of the best bits of advice for navigating this fog we find ourselves in. And I’m here to share a few of those pearls of wisdom with you. Before we dig in, though, it’s important to remember how we got to this point. The way I see it is we’ve been through two segments of the pandemic now. At first, we were suddenly thrust into a new world of working…

The Recruitment Risks of Too Many Interviews

Employers today are struggling to find workers. Those that ask applicants to go through an unnecessarily lengthy and opaque process are likely to lose out on candidates who have plenty of alternatives.  It’s a significant financial and operational commitment for a company to hire a new team member. Onboarding and training require considerable resources, not to mention the salary, benefits, and taxes involved in compensating the new hire. Operationally, new team members are often accountable not just to their boss but also to stakeholders in other departments by virtue of increasingly interconnected and collaborative offices. So it’s understandable that employers might want to use an extensive interview process to thoroughly vet candidates before selecting one for an open position. But employers need to be careful not to drive applicants away with overly onerous interview processes, particularly in a job market in which applicants have considerable leverage. Long Interview Processes Can Be a Big Turnoff In an article for BBC Worklife, Mark Johanson presents the experience of a 49-year-old software engineer from Indiana named Mike Conley, who became so frustrated with a seemingly never-ending interview process that he ultimately pulled his application. In Conley’s case, the employer was unable—or perhaps unwilling—to…

3 Interview Red Flags That Are Actually Signs of a Good Leader

Lack of experience doesn’t always mean unqualified. Here’s how to spot the difference.  While some may say integrity and emotional intelligence make a strong leader, others measure leadership skills based on a person’s drive, ability, and influence. The truth is, when it comes to hiring for a leadership role, what makes an ideal leader typically varies and reflects the company’s current goals, which is why promoting your highest performer isn’t necessarily always the best option. In fact, the difference between a good and a great leader can sometimes be obscured by relying on traditional traits and first impressions. I often recommend coming into each interview without any expectations from candidates. Sure, having an impressive résumé and credentials is one thing, but taking a chance on a candidate who shows promise to shake things up a little can impact your team and company in ways you never imagined. So, what’s one way to come into an interview with an open mind? Just like how leadership can easily be redefined, forget what you know about traditional interview red flags and try looking at them in a new light. Whether you’re looking to hire someone who can drive results, bring everyone together, innovate business, or help develop skills, I’ll be…