When hiring a new employee, you likely consider information from several sources beyond just a CV and an interview.
One of the most common is to check applicant’s references by speaking to their referees – previous managers or colleagues. Reference checks tend to be the final hurdle; a sort of background check for the candidate’s job history and credentials.
But research suggests there are important limitations to reference checks that are worth keeping in mind.
Artificial intelligence (AI) is increasingly being adopted across not-for-profit workplaces, but alongside the productivity gains from this new technology comes a growing concern: what is the cognitive cost for the people using it?
Research shows that relying heavily on AI can degrade critical thinking and intellectual independence – precisely the skills NFPs need to solve complex problems.
So how can NFP leaders protect teams’ cognitive skills while still benefiting from the productivity gains AI can offer?
As an NFP leader, how confident are you that the people delivering your organisation’s mission are being paid what they’re entitled to? Underpayment is broad problem that affects hundreds of employers and around 250,000 underpaid Australian workers each year. Recognising the early warning signs and taking corrective action can help protect both staff and organisational integrity. Here’s where to start.
Workplaces are one of the few environments that we can intentionally design for connection. When NFP leaders recognise loneliness as both a human and organisational issue, they unlock the opportunity to build cultures where people don’t just work together – they also feel seen, supported and part of something larger than themselves. Here’s how to do that in your team or organisation.
For NFPs, the decision to use a recruiter can be a difficult one. While they can open doors and save time, they are very expensive – up to 20 percent of the first year’s salary for the role you’re recruiting. So if you decide to go down that path, you need to ensure you’re doing it for the right reasons, and you’re going into it with your eyes wide open.
Hiring a new employee takes a lot of time and effort, which makes it all the more frustrating if a new hire resigns – around one in eight Australian employees resign during their probation period – or needs to be dismissed in their first few months in the role.
For smaller NFPs in particular, early turnover can unsettle team dynamics and add pressure to already stretched staff – impacts that are often avoidable with a structured probation process.
With 2026 underway, we’re kicking things off with a look at what the year ahead might hold for the NFP sector workforce. And yes, as you might expect, AI will continue to have an impact on the sector this year.
But it’s far from the only thing NFP leaders should be on the lookout for this year. Here are our four predictions for the workforce trends the NFP sector will see this year.
Workplaces can have a positive impact on women’s health by ensuring knowledge about women and heart disease is translated into actions that support prevention and treatment. Here are six evidence-based recommendations for co-creating heart-healthy workplaces
Many of us have done leadership training for work, come back to the office and thought: “That was a huge waste of time”. Or returned with the best of intentions but realised, six months on, we never actually used any of skills we learned on the course. So, what makes leadership development programs effective?
It’s no secret that Australia still has a long way to go when it comes to gender equality in the workplace, especially when it comes to women in leadership. But how does the NFP sector stack up, compared with the rest of the economy?