Category Archive for "non profit"

Nonprofit Salary Report and Nonprofit Staffing Trends

PNP’s NonProfit Salaries and Staffing Trends Report reflects a positive and aggressive hiring outlook for nonprofits. For the second year in a row, program growth is the primary reason for anticipated staff increases in 2018, followed by turnover and replacing retirees. 80% of respondents said they plan to recruit new staff in 2018, as compared to 57% who reported that they added staff in 2017. Issues overwhelmingly revolved around the importance of recruiting and keeping good people who can successfully deliver services and mission. A majority of respondents noted that they would prefer to stretch their organization’s budget to hire a more experienced, high performance employee, rather than hire a competent worker with less experience but stay within budget. A significant finding in this year’s survey is that, more than ever, senior executive management positions in nonprofits are filled by women. PNP’s CEO Gayle Brandel notes that the survey also reflects “a growing presence of Millennials in leadership roles, with around half of the respondents reporting that Millennials now hold senior leadership positions.” The survey shows that several essential best practices are critical for nonprofits to be successful in finding and keeping talented staff in a competitive market. Eight best…

5 Traits to Look For in Every Job Candidate

Hiring can make or break a company. Here’s how to identify the most talented employees. Getting the right people on the bus is one of the most important responsibilities of a leader. More than anything else, hiring the best talent gives an organization a competitive advantage. This is why CEOs should own recruiting, participate in hiring as much as possible, and ensure everyone understands how to identify the best candidates for the company. As a CEO who has interviewed thousands of candidates over the years, here are the five traits I believe you should look for in every candidate you hire. Exceptionalism Does the candidate have a history of being exceptional? Exceptional candidates contribute much more to the company than the basic job responsibilities. How do you identify exceptionalism? People who are exceptional have a history of being exceptional. If the candidate is a recent university graduate, you may think it will be difficult to evaluate his experience, but you can still look for signs of greatness. Exceptional candidates were usually exceptional at a young age. They were captains of teams, won speech contests, or ran businesses while getting degrees. They were stars in some way. They have learned how…

Red Flags That You Might Be Getting Fired

An employee at a nonprofit organization in Alexandria once shared that her agency had recently moved into new quarters. However, there didn’t seem to be enough desks for everyone, and the boss was sitting in the reception area. It wasn’t until she was told that she was fired that she realized that the company had never intended for her to make the move with them. The boss just couldn’t face up to firing her before moving day. Here are some common signs that you’re about to get fired: You’re not meeting goals. Try not to be paranoid about this point. Employers often discover they simply don’t have the “right person in the right seat” yet, and reassign responsibilities to better tap into your talents. But if you’ve been continually missing deadlines, goals, or other performance measurements, something is bound to happen. This is a good time to be proactive and approach your boss for an honest discussion. Explain that you are aware of the issue, value your role with the organization, and talk about options for improvement, reassignment, etc. This is far better than waiting it out to see what happens. You are asked to train someone to do your…

Why The Best Leaders Are Full-Time Learners

By Kelsey Meyer Tell me something you’ve learned recently. It’s a question we ask in most interviews to determine whether a candidate has the intellectual curiosity we look for in team members. If she can’t tell me anything she’s learned in the last month, I know it won’t be a good long-term fit, simply because an eagerness to learn isn’t inherent. Last year, I wrote an article titled “Why Leaders Must Be Readers,” and while I still wholeheartedly believe this, my thinking was too limited. Reading is just one way to learn. Leaders must be learners. It doesn’t have the same ring to it, but it’s just as important. I respect leaders who are continuously learning because I know they’re challenging their own assumptions and bringing more knowledge to the table each time we converse. Learning can take many different shapes, so here are a few examples of ways that you can continuously be learning as a leader — and encouraging your team to do the same. Read Not to beat a dead horse, but reading really is important. Read the opinions of others, and discover the ways in which you agree or disagree. Debate topics you’ve read about with…

Why You Should Read Nonprofit Salary Reports

You may want to change the world and love your job working in the nonprofit sector, but that doesn’t mean that you don’t have to pay your bills on time. So when those salary survey participation offers show up in your inbox—or that of your boss—it’s a pretty good opportunity to learn something. Believe or not, most employers want to pay their staff competitive wages. The cost of training can be high, and turnover is rough on everyone. Knowing what the competition is paying for similar jobs is important to attracting and retaining happy staff. Understanding the bucks and perks being offered down the street can help you when it comes time to negotiate a compensation package. Recent reports note that the Supply/Demand rate stands at 1.4 unemployed persons for each advertised vacancy—so a little homework is in order. Ranjita Chattopadhyay is a writer for Paycheck India. And although you may not be contemplating a move to India, he didn’t mince words about the value of employees, employers, and candidates reading salary reports. In his article about the importance of salary surveys for the employee and employer, Ranjita summarily writes: “The most valuable information that employees get out of such…

Good Bosses Know Better: Don’t Let Your Employees Forfeit Vacation Time

Shared Content; Published at Forbes.com; Author Bethany Lampland There is no controversy over the fact that employees who are enthusiastic about their jobs and dedicated to their work yield better results for their companies. It’s also pretty clear that using vacation time and periodically disconnecting from work leads to more productivity and a greater likelihood of career success. Yet, according to a study by Project: Time Off, 55% of Americans leave vacation days unused each year. All of this begs the question: as managers, how can we empower employees to make full use of their vacation time and reap the benefits of more productive and satisfied teammates? First, perhaps the most impactful thing we can do to incentivize employees not to squander paid time off is to create a culture that promotes the use of vacation as the expected and responsible thing to do. I once had a boss who constantly chided people for taking vacation. He would publicly say things like, ‘Mary just got back from her third vacation of the year. It’s nice to see she has time to drop in on this meeting.’ Now, in fairness, he intended these comments in jest. But, whether lighthearted or not,…

Insights for Hiring Managers: Interviewing CPA Candidates for a Staff or Senior Position

Be honest about expectations. Finding the right financial leadership for a nonprofit must start at the top. Of course you want someone with financial expertise, but what are the hidden expectations of the job? Is it to bring a strategic, high-level perspective to the organization for growth, or to reduce the financial workload for the Executive Director? Does the role involve managing day-to- day accounting and the annual 990 report, or providing fiscal leadership to the CEO and Board of Directors? Compare your expectations and the candidate’s traits. If what you really want is a financial leader to guide the organization through major growth, or perhaps a pro to creatively managing working capital, a candidate that has strong financial credentials but is weak in leadership traits is not the hire for you. Expecting someone to “rise to the position” is a huge gamble that most nonprofits cannot withstand. Ask candid questions. Ask candid questions to understand how the candidate approaches challenges and solves problems—not only those of a financial nature, but the inevitable challenges that pop-up when managing teams and working with executive leadership. If you have identified “analytical thinking skills, problem solver, confident leadership or effective team player” as…

Insights for CPA Candidates: Prepping Your Accounting Resume to Land a Nonprofit Job

Your resume is really the story of your career. Nonprofit hiring managers want to see more than just your pedigree and previous jobs. Focus on your areas of expertise and specific accomplishments. Demonstrate how you have tackled challenges and opportunities to build fiscal health for other companies. Don’t be afraid to address the good and the bad—the hard decisions—that those in finance sometimes have to make. You want the employer to immediately grasp the scope of your experience—and to see the traits of leadership in all that you have done. Sell, but don’t oversell. Be honest about your training, education, certifications and licenses. Remember, these are all verifiable facts. This also applies to the scope of your role with your previous employer. Hyperbole, for an accountant, will get you nowhere. Details speak volumes. The attention to detail in spelling and grammar is critical—and it is especially true for you. After all, you are to be entrusted with the role of reporting numbers accurately. If you can’t get your own details correct, why should someone else trust you with theirs? Optimize your resume. Your resume will most likely be filtered through software, so make sure you use strong keywords: financial and…

4 Tips for Hiring a Great Financial Team for Your Nonprofit

Hiring a staff accountant, finance director, or even a bookkeeper can give the best Executive Director a severe case of hives. Accounting is not a skill set in which most Directors excel. So how do you know if you are hiring the right person? Here are four tips to help avoid costly errors. 1. Financial expertise is not the only talent you need A good financial person should have keen insight and strong analytical capabilities. You want this person to see liabilities and pitfalls before they occur. But don’t stop there. Can they communicate financials to non-financial folks? Can you envision them presenting not only to you but to the staff or to your board? Look for leadership and communication skills just like you would with any other candidate. 2. You do need experience with nonprofit financials There are over 22 leading database/financial software programs serving nonprofits with about 5 industry leaders. The candidate either knows your software or not. If not, lean in on questions about their “learning curve” habits. It’s not just the software that matters. You already know that nonprofits have unique rules regarding the recording, handling and application of funds. Ask your candidate a lot of…

Four Staffing Pain Points for Nonprofits

The greatest expense for any nonprofit generally tends to be the cost of its staff. Staff salaries combined with benefits can easily reach 50% to 80% of an organization’s budget. Although the cost of its workforce is the cost of doing business for any organization fulfilling its mission, keeping those costs under control is the key to an organization’s success. The following are ways that nonprofit managers can avoid added costs and improve management of their workforce as well as their ability to serve their constituents. 1. Hiring the Right Staff Organizations that have clear and consistent hiring processes will have more productive interviews and a better chance at hiring the right employees Since 30% of resumes contain misleading or inaccurate information, it is important that managers do not hire based on resume information only, with little else Offering salaries in the right range for the position is critical to attracting top talent Organizations that know how to brand and sell their organizations will compete more effectively in the marketplace 2. Cost of Poor Performance Nonprofits that demand high employee performance throughout their organization, build value and quality throughout their organization Organizations that reward top performance hold on to their…