Category Archive for "non profit"

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…

5 Ways to Make Sure Your Best Employees Never Want to Leave

Here’s something that keeps your Executive Director (or you?) up at night. “What happens if Jason leaves? Sure, I’m the E.D – but Jason is really irreplaceable. He has all the relationships that drive the big money. If he ever leaves, this place will fall apart.” Every organization has its rock stars. You, as the leader, want to do everything you can to make them never want to leave. Here are five things you can do to retain your best employees. FIRST OF ALL, SNAP OUT OF IT No one, not even Jason, is irreplaceable. You may rely on him now, but you’d find someone else if you had to. And more importantly, it’s highly unlikely that Jason will stay as long as you’d like no matter what you do. You also need to snap out of the mentality that you are only the E.D. If you really feel that Jason is more important to the success of your work, maybe you should be the one shopping. A big part of your job is to build a team of five-star players. Absolutely take great care of your rock stars but remember… if the band isn’t also first rate, you’re probably…

If you are planning to hire in the near future, act now

Summer is here and nonprofit organizations, large and small, are engaged in strategic planning as rebuilding begins. Many are tackling sustainability issues, restructured operations, fundraising challenges, and staffing changes—often in development, management and leadership roles. The current, and growing, challenge to old hiring patterns is evident in the radically changed marketplace for top talent. In February of this year, the number of nonprofit jobs dropped to 12.48 million or approximately 7.4% fewer jobs than 10 months ago1. Earlier this month, Bloomberg reported the drive to get people back into office is clashing with workers who’ve embraced remote work as the new normal. A May survey of 1,000 U.S. adults showed that 39% would consider quitting if their employers weren’t flexible about remote work. The generational difference is clear: Among Millennials and Gen Z, that figure was 49%, according to the poll. So what are organizations facing and what do nonprofits need to do to survive and growth in this new marketplace? If you are planning to hire and are waiting to do so, you may find yourself facing a trio of challenges, including the departure of good talent, the loss of valuable time, and a highly competitive marketplace. 1. The…

Use these 3 solid answers next time someone asks: ‘Tell me about yourself’

Rather than dread the question, think of it as a self-promotional invitation you mustn’t let pass you by. People are not asking for your chronological history, but they do want more than your name, rank, and serial number. Whether you are in a job interview, meeting a new contact while you build your network, or talking with your big boss on a video conference for the first time, this is your moment to shine. It is an opportunity to give your two-minute advertisement about your background, your accomplishments, and the importance of what you do Your goal is to turn the question into the beginning of a deeper conversation and a deeper relationship. So keep these three key pieces of your response ready: Engage the audience, establish credibility, and tell people why they should care. Then tailor your reply to the person who is asking. Find ways to connect your experience and expertise to their interests. Engage the audience Resist the urge to lead with your title and organization unless you know that will stand out. Instead, give a short, illustrative explanation of what you actually do. Make it an interesting conversation starter. If it points to anything going on…

Top Hiring Strategies in a Competitive Market

Today’s hiring market is more competitive than ever. Unemployment rates are the lowest they’ve been in 17 years – great for the economy but a challenge for associations that need to hire staff to help recruit and retain members. A recent survey of more than 1,500 associations by PNP Staffing Group shows that most associations plan on growing staff this year. Gayle A. Brandel, founder and CEO of PNP Staffing Group, says the findings show a demand for skilled people in such critical areas as membership development, program administration, marketing and communication clearly exceeds the supply. She adds that as baby boomers retire, an increasingly competitive market will make hiring replacements a challenge. In fact, 50% of those surveyed said they lost a desired candidate in 2018 because the salary offer was too low. But Brandel says there are things an association can (and also should not) do to stay competitive: Good Hiring Practices Offer a competitive salary and benefits compensation package. Learn how to tell your employer brand story and why your company is a good environment in which to work. Fill vacancies quickly; don’t let the hiring process drag on. Hire to complement your team, not just the…

6 Steps to Build a Strong Team

Using words like “power” or “success” to describe a company can sometimes make it easy to imagine a cutthroat environment. However, a competitive workplace shouldn’t run on employees’ fear or feel like a real-life Hunger Games. A powerful and successful company operates best and with the most longevity when employees work with a team mentality, each filling a needed role and fulfilling long-term goals. Here’s what you can do to make sure your team is as strong as it can possibly be for your company. 1. Focus on roles. A thorough selection process for picking your team members has greater long-term benefits, even if this means you spend more time recruiting than you’d like to. Hiring someone just to have bodies in the room can harm your team. Companies that do this wind up becoming a revolving door, whether it’s because prospective employees see the role as a temporary landing pad and are less interested in learning, or because you decide later on that they aren’t the right fit. This winds up costing you more money in the long run. Investing your time and money in people who truly specialize in the role your company needs will have immense payoffs later….

When You Need an Interim CFO vs. a Part-time CFO

If you run a startup or a small- to mid-size company, you probably can’t justify hiring a full-time chief financial officer.  But, you do need some level of financial help from an expert, someone who can cast a trained eye on your cash flow, margins, key performance indicators, and overall profit picture while you concentrate on your team and your strategies for growth. If you run a midsize business, you probably have a CFO. But what happens when you have to navigate a period of financial disruption and that CFO isn’t the right person to see you through it? Or your CFO leaves abruptly in the middle of a critical time? In both cases, you need a CFO, just not a full-time one, so the question is, when should you hire an interim (temporary) CFO, or a fractional (part-time) one? First, let’s be clear on the difference. Interim CFO vs. Part-time CFO: What’s the difference? Interim CFOs are finance experts who come in, usually on a full-time basis, typically for one to three months, to help steer a company through a financial crisis, an operations change, preparation for a sale, or the gap between one CFO’s departure and the hiring…

How to Grow Your Development Team the Right Way

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…

How to Compete for Talent When Hiring Association Executives

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…

3 Tips for Working Effectively with Temp Staff

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…