Category Archive for "non profit"

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…

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…