NFP People Blog

The top perks that potential employees really want from your NFP

Ping pong tables? Foosball? A beer fridge? Roving masseurs? These are some of the benefits that Silicon Valley-type startups spruik as exciting perks to attract employees.

But while trendy start-ups may have cornered the market on providing funky offices equipped with personal pastry chefs, are these perks really what your ideal candidates actually want in an NFP workplace?

Here are the top five perks that for-purpose jobseekers actually want from a new workplace.

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Improve your recruiting in 2021: start by rejecting better

It turns out that the first step towards hiring better staff and volunteers in 2021 might actually be learning how to reject those who don’t fit the role.

When you put people first, people are more likely to put you first. And isn’t that the kind of talent you ultimately want to hire?

So how could we reject better?

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Four top people & culture priorities for NFPs in 2021

The COVID-19 pandemic will hopefully go down in history as a once-in-100-year event for the human race. And standing at the forefront of some of the most significant impacts affecting NFP workplaces have been HR managers and teams.

But 2021 brings with it a suite of fresh challenges that will stretch the creativity, ingenuity and resilience of HR professionals like never before.

The team at has pulled together the top four HR priorities we reckon NFP organisations will need to keep top of mind for in 2021.

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4 lessons from Facebook to manage remote workers effectively and fairly

What experts are saying about productivity has ebbed and flowed over the last several months as everyone adjusted to the impact of remote work. What was initially reported as a strong uptick in productivity at the onset of the pandemic—be it because people were clinging to their jobs for dear life, or because they were looking for something to distract them from the newfound chaos—has since slid into a noticeable decline for employees in certain roles.

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Our top ten posts of 2020

2020 has certainly been a challenging year with COVID-19 forcing most NFP organisations to adapt and change the way they manage, recruit and train staff and volunteers.

We hope you’ve still had a good year and that the ideas we’ve brought you through the Not-For-Profit People Blog have helped you navigate some of the challenges brought on by the COVID-19 pandemic.

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10 ways NFP employers can include Indigenous Australians

A new survey of 1,033 Aboriginal and/or Torres Strait Islander workers across Australia reveals some shocking realities about experiences of racism, the lack of cultural safety and ‘identity strain’ experienced by Indigenous people in Australian workplaces.

Only a quarter of survey participants said they worked in organisations they felt were authentically committed to change – acting, rather than simply saying they were committed to act.

Drawing from the report’s recommendations, here are 10 key actions NFP organisations can take to improve workplace inclusion for indigenous staff, starting today.

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Are you using the best tools to recruit? Five ways an Applicant Management System would benefit your NFP

Finding great staff and volunteers might be the most impactful activity your organisation does – because it multiplies the impact of all your other work. But recruiting can be incredibly time consuming – especially when you’re not using the right tools.

Here are five ways an AMS could make your life easier, and improve the recruitment process at your NFP.

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Staff working from home? Why you should create a caregiver-friendly work culture

Many in our community provide often unseen informal care, with the majority of carers being female, over the age of 45. Many of these invisible informal carers are also juggling employment.

COVID-19 is an opportune time – NFP employers have a unique chance to protect the physical, emotional and financial well-being of their carer-employees through creating a carer-friendly work culture. 

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How to talk about money in a job interview

For many people, talking about money with strangers can be difficult or even embarrassing at the best of times. But when it comes to job interviews, salary is something that’s difficult to ignore.

So for roles where the salary isn’t set by the government, what’s the best way to address ‘the elephant in the room’ and have the money talk with potential recruits?

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