Category Archive for "non profit"

How to Be the Candidate that Lands the Job

Know Thyself. The best candidates know what they want—from and for—themselves. Nonprofit employers can sense when you are looking for a job versus looking to make a difference. Share your story and demonstrate how you can deliver impact. Ask candid questions. Rather, ask direct questions—what are the goals, obstacles and results required—so you understand the real job at hand. Focus on the success factors that a company needs, and demonstrate how your initiative and experience fits into the larger picture. Conduct your own performance review. Ask the interviewer if they have any concerns about your qualifications. This allows any lingering concerns to be immediately addressed and, gives you an opportunity to demonstrate how you handle challenging conversations.

3 Tips for Hiring the Right Person

1. Assess impact and potential. Don’t let first impressions blind you. Spend enough time with each candidate to really assess their curiosity, experience, and determination to succeed. 2. Don’t be afraid to define the results you want. Candid conversations drive successful results. Don’t be afraid to define the quantifiable results that you need during the interview process. You’ll be able to quickly determine who’s up to the task and who’s not. 3. Be consistent with your questions—and stay on track. Prepare your questions in advance and stick to them—with every interview. It’s easy to get off-track and run out of time if the conversation turns to topics other than the ones intended. You can follow the natural path of a conversation, but don’t let diversions keep you from learning what you need to know.

Gender Pay Gap

The American Association of University Women (AAUW), headquartered in Washington, DC, is the nation’s leading voice promoting equity and education for women and girls. The organization fights to end wage discrimination and open doors for women in the workplace. Job creation and economic opportunity are critical issues for women, many of whom continue to struggle with economic insecurity and wage discrimination. Despite civil rights laws and advancements in women’s economic status, workplace discrimination still persists. Typically, women who work full-time take home about 80 cents for every dollar a full-time male worker earns. Over a lifetime (47 working years), the total estimated loss of earnings of women compared with men are $700,000 for a high school graduate, $1.2 million for a college graduate, and $2 million for a professional school graduate. AAUW’s report Graduating to a Pay Gap: The Earnings of Women and Men One Year after College Graduation found an unexplainable 7% difference in the earnings of male and female college graduates one year after graduation, even after accounting for many factors, including college major, occupation, industry, sector, hours worked, workplace flexibility, experience, educational attainment, enrollment status, GPA, college selectivity, age, race/ethnicity, region, marital status, and motherhood. Clearly, the…

Why Industry Salary Surveys Matter

You may love your job working in a professional or trade association—or any other nonprofit organization for that matter—but that doesn’t mean that you don’t have to pay your bills on time. So when those salary survey participation offers and the subsequent reports show up in your inbox, it’s a pretty good opportunity to learn something. 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—whether it’s yours or that of an employee. So a little homework is in order, and the 2016-2017 Association Salaries, Staffing & Trends Report from PNP Staffing Group is a good place to start. 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…

4 Ways to Show Your Boss that You Love Your Job

1. Show appreciation. There’s nothing wrong with thanking the boss for the opportunity to work with the company, or providing input on the organization. Most employers appreciate feedback about the company’s culture and welcome suggestions for how to improve. 2. Ask how you can help. The #1 complaint that marriage counselors hear is, “she/he should do (whatever) without me having to ask”. Oddly enough, this translates into the workplace too. Don’t wait around waiting to be told what to do. Better yet, bring a solution to a problem that you’ve identified. A well-timed offer can do wonders for your career, and, it lets the boss know that you have the organization’s best interest at heart. 3. Conduct your own performance review. Honestly evaluating your own job performance speaks volumes about your work ethic and aspirations. It also shows that you care about your impact and role within the company. 4. Say good things about the company. Employees are the best brand ambassadors a company can have. Share positive experiences when networking, and if you are in a position to refer business into the company, do it.

4 Ways to Show Your Staff You Love Them

1. Get rid of the bad attitudes. Employees want to love their job. Having negative attitudes, or worse yet, bullies in the workplace, can destroy your culture. If you’ve done all you can to coach a less than favorable employee with an attitude, fire them. 2. Give paid sick days. People get sick. If your employees feel like they have to come to work sick because of their workload, it’s going to exacerbate the problem by spreading germs. Not to mention, it means you have a process problem. Consider cross-team training and/or having experienced temp staff on call when you need them. 3. Help everyone feel valued. Help your team members see the value they bring to the organization, and make sure they know you see it too. When you create a culture based on respect and individual value, it helps you, your team, and your bottom line. 4. Provide opportunities. Engage team members in finding solutions instead of simply providing directions. Trust them with challenges, and let them make decisions that matter. High performers are more likely to stay with you if there is room to grow.

Payroll Strategies That Work for Nonprofits: Payrolling

Payrolling, or payroll transfer, is an effective tool for managing some or all of your employees by moving them to a staffing agency payroll. PNP Staffing Group provides Payrolling services for hundreds of employees in many nonprofits. This effectively makes our organization the employer of record. When using Payrolling services, the employer of record becomes responsible for: On boarding for new hires. Verification of work eligibility and maintenance of all employee paperwork, including W4s and I-9s. Administration and distribution of paychecks , including direct deposits. Payment of all mandatory Federal, State and City taxes, including processing tax returns. Management of liabilities, including workers compensation, insurance costs, and management of work related injury claims. Assumption of unemployment liability and payment of unemployment costs. When should you use Payrolling? When engaging special or highly skilled professionals on an as-needed basis, especially when top tier talent is required During probationary periods for new employees to ensure against unemployment claims With contract, temporary, short term, and seasonal staff When internal audit systems aren’t in place to ensure accurate classification of 1099 consultants and to help avoid potential associated tax penalties When hiring staff to fulfill grant requirements without artificially increasing your organization’s budget To…

Hiring Without Hesitation: Filling Vacancies As They Occur

An organization’s workforce is its most important asset as well as one of its greatest investments. Understanding the importance of a good workforce is increasingly critical as organizations push to improve top and bottom line performance while managing costs. In addition, competition in the nonprofit marketplace – for talent, donations, support – is at an all-time high. Research shows a clear association between a nonprofit’s performance, on all levels, and its talent management practices. Nonprofits with better talent management practices attract better talent, earn significantly higher performance ratings, and succeed in fulfilling their missions more successfully. Yet, it is clear that some nonprofits have adopted counter-productive talent management practices, such as putting off hiring talent when needed, as a strategy for budget management. In a recent PNP survey, 40% of nonprofits polled had one to three staff vacancies for over 6 months. 20% had more than three vacancies for over a year. An organizational practice that keeps positions vacant is a bad strategy that drains the organization and is contrary to what research tells us: The best investment for an organization is its workforce. Every study shows that a nonprofit with a committed and fully productive workforce is more successful….

3 Ways to Help Your Team Excel This Year

1. Provide your employees with the proper job training—and don’t stop. Successful onboarding is only a step in the process of helping your employees develop their skills. Employees are far more likely to stay with the company when you provide opportunities for professional development and a path for career growth. This helps you build the talent and teams needed to deliver on your mission. 2. Focus on strengths. Research from the Gallup Organization found that building on employee strengths is much more effective than trying to improve weaknesses. Individuals who use their strengths are six times more likely to be engaged in their job. Find out more in the report State of the American Workplace. 3. Help everyone feel valued. Help your team members see the value they bring to the organization, and make sure they know you see it too. Engage team members in finding solutions instead of simply providing directions. Trust them with challenges. When you create a culture based on respect and individual value, it helps you, your team, and your bottom line.

How to Optimize Your Career in 2017

Build a personal brand. Everyone has a personal brand. You may not have cultivated it, but it’s there. Most people think of personal brands in terms of followers, likes, blog subscribers, etc. If this is your measurement, time to re-cut the cloth. Building a personal brand is the process of associating your name with particular traits. Check out Why Being a Jack-Of- All-Trades Won’t Help Your Personal Brand, written by Kathy Bloomgarden for Fortune. Optimize your resume for ATS. Many nonprofits and recruiting firms are now using applicant tracking systems (ATS). This means that most likely, 3 out of 4 resumes are never read by an actual person. You can increase your odds of being that special one by inserting the critical keywords often found in job descriptions into your resume. Manage your LinkedIn presence. Most nonprofit employers include a review of your social media, particularly Facebook and always LinkedIn. There are hundreds, if not thousands of professional LinkedIn coaches to help you build or improve your LinkedIn profile and posts. For the cost of a few hours, it is well worth the investment in your career. Entrepreneur published a great infographic full of helpful pointers for DYI: 18 Tips…