Restarting the recruitment process sooner than anticipated can be a real drain on resources, so it’s natural to respond by avoiding candidates whose CVs reveal a track record of job-hopping. But what things should you look out for to ensure you don’t miss out on a star recruit?
$50,000. That’s how much hiring a toxic worker could cost your organisation, according to a 2012 CareerBuilder survey.
While a 2015 Harvard Business School report is a little more conservative in its estimate of $12,000, the take-away is clear: toxic staff can cost your organisation dearly.
Did you know median staff turnover for NFPs in Victoria is as low as 16 percent per year? That means half of all NFPs record turnover of 15 percent or less. How does your organisation measure up?
Saying goodbye to great staff is never easy. And when the person leaving has ‘deep smarts’ – that is, mission-critical, experienced-based knowledge – it can be a particularly difficult blow.
In our last post, we revealed why an Employee Value Proposition, or EVP, should be a vital component in shaping your organisation’s HR policies.
In case you missed it, an EVP is the unique characteristics and benefits your organisation provides to staff in exchange for their skills, time and expertise.
It’s fair to say that most people working in the NFP sector aren’t primarily motivated by money. So what do staff get out of working at your organisation? Enter the Employee Value Proposition, or EVP – recognised as an effective way to answer this question.
We’ve worked to bring you the best and most innovative ideas, case studies, opinions and resources on how to recruit, train and retain the very best people for the not-for-profit sector – and we hope you’ll be able to take away some great advice to apply to your organisation. Here are our ten most popular blog posts from 2015!
Management fads are fun, and one that keeps resurfacing is hating on HR — aka Human Resources. We can all think of times when HR has caused us a special kind of pain and suffering — payroll screw-ups, pointless performance reviews, unintelligible procedures…so, is it time to get rid of HR?
Since Susan Henry joined Starlight Children’s Foundation in 2001, they’ve twice been accredited as an Aon Hewitt Best Employer. With staff engagement currently sitting at a phenomenal 89%, we had a chat with her to try and find out what the secret is…
Have funding cuts and uncertainty left your organisation considering restructuring and/or redundancies? People are at the heart of all NFP organisations, so when the going gets tough ensuring people are treated with dignity and respect is of utmost importance. A new guide created specifically for not-for-profit leaders aims to help NFP leaders to manage staff […]