Hiring Tips & Strategies
In today’s day of technology, it’s becoming more and more attractive to use more advanced job recruitment techniques in addition to the more traditional routes. In this case, one method that is becoming more popular is social media recruitment. By using social networking sites like Facebook, Twitter, and LinkedIn, you can more effectively recruit some of the top job candidates in the non profit sector.
We have written extensively in the past about hiring tips for employers at nonprofits, and hopefully those tips have been helpful. There are some more tips, however, that we did not touch on that are important for employers to know. Specifically, we want to talk about employee screening. Whenever you receive a resume from a potential employee, they will often provide references in addition. These are often job references; contact information from people he/she worked with at their previous jobs. Even if everything on the resume and cover letter you get seems legit, it is always a good idea to double check with previous employers (with whatever information you can get–more on that in a bit). There are also specific cases that crop up during the selection process that call for immediate screening. Let’s go over some of those:
We live in a digital age. Although there are still a good amount of people who still purchase and read newspapers, more and more people are relying on the Internet for many things (according to Google , 78% of the US was connected to the Internet in 2009), including job searching. Indeed, a nonprofit job board is becoming the main way for job seekers to get work in the nonprofit sector these days. Most nonprofit organizations have caught onto this trend, and are beginning to put their listings on these job boards. However, there are still some companies that are continuing to rely on print for their job postings. Although change is hard, if your organization is among these companies, it is imperative to start using a nonprofit job board to attract the highest quality candidates out there. At the end of the day, using these job boards presents many advantages over traditional job ads.
With the advent of online job applications, one of the common complaints from job seekers is that the process is essentially a “black hole.” In other words, they feel as if they are sending their information into a void, never to be heard from again. It’s easy to understand why they feel this way, of course. A lot of times, organizations will not even send an e-mail to tell a job candidate they weren’t chosen. This isn’t out of disrespect, as you know as a hiring manager; it’s simply that so many job applications are sent out everyday that it is virtually impossible to respond to each one individually. Thanks to the technology we have at our disposal, however, there are ways to get back to job applicants so that they feel respected.
Writing a job description is not as simple as saying what the position entails. While that might be the easy route, the description is going to have to be much more in-depth if your organization wants to attract the top candidates. Along with what the work will entail, the overview of the job should also make clear what qualities the ideal applicant should possess. Writing the perfect nonprofit job description requires a lot of time and effort, but I will help your organization attract candidates who are better suited for the job.
It can be successfully argued that the job interview is the most important part in the search for new employees. This is when you, the nonprofit manager, will truly get to know the prospective employee. A job candidate may look flawless based on their resume, but you might find that they are not as great after an interview. While it would be ideal to conduct one interview for every individual, you will find that it is much more beneficial to interview those candidates that are most exceptional a second time.
Although jobs may be scarce in this economy, this doesn’t mean that job candidates are going to take the first position that is offered to them. This economy could make people more picky than normal. Because times are tough, they are going to not only want a position that pays well, but also one in which they feel comfortable. If you are going to attract the best candidates for your nonprofit job, you would do well to follow these five hiring tips:
The NonProfit Times is often updated with management tips designed to help nonprofit organizations. These tips cover a wide variety of categories, one of which is human resources. The most recent tip we put up deals with how to train staff online. With most activities being on the Internet these days, this is an important task for all nonprofits to learn. Below is that article in its entirety:
Across the globe, employers are concerned that they are faced with a workforce that is aging and a talent pool that is undereducated, un-or under-motivated and showing shortages in many critical areas.
Every potential hire represents a risk to an organization. Even when a job candidate seems rock solid, there’s always a chance it could backfire. The first step to becoming a successful nonprofit is accepting that there is only so much you can do to minimize hiring risks. You can’t go into an interview only thinking about what can go wrong. As long as you practice the following guidelines, you will know that you have done as much as you can as an organization to prevent potential negative hires:
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