Recruitment

How to improve your job interviews with candidates who have autism

Employers are gradually getting better at recognising the value of including neurodiverse people in their organisations, and information about accommodation strategies is starting to become more readily available.

That said, these accommodations aren’t helpful to workers if they are unable to land a job in the first place. Recruitment and selection practices can inadvertently negatively impact candidates with autism.

Some simple tactics can help lessen the likelihood of this happening.

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What is a “growth mindset” and why is it so important for your staff?

Stanford psychology professor Carol Dweck has spent her life studying human motivation. She’s undertaken decades of painstaking research to understand why people succeed (or don’t) and what’s within our control when it comes to success and failure.

Typically skills and experience are high on the list of priorities during a recruitment process. But Dweck’s theory suggests that mindset may be an even more powerful determinant of both professional effectiveness and leadership potential.

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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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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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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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Have you learned these lessons about how to recruit great employees and volunteers remotely?

COVID-19 restrictions have fundamentally changed the way we work, live and interact with one another. The pandemic has also transformed how HR professionals plan and conduct recruitment activities.

Whether you’ve been actively recruiting through the last few months or not, remote recruitment will continue to be an essential skill for HR and recruitment professionals into the future.

So after months of remote recuiting, what lessons have you learned to help your NFP recruit and evaluate candidates remotely for the future? Here are a few of the best we’ve collected.

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Seven great NFP recruitment videos for your inspiration

How do potential candidates feel about your organisation?

Your job ad is an introduction not just to a job, but to your organisation too. And if you want jobseekers to feel good about the work you do after reading your job ad, nothing beats video.

There are many NFPs out there creating fantastic recruitment videos — take a look at our favourites.

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What do you tell unsuccessful job applicants? Five ways to improve your game

What do you tell unsuccessful job applicants? If you’re like most organisations, the answer is probably: nothing. You might not even be emailing them to let them know they’re unsuccessful.

But consider that many of the candidates that you’re rejecting could be potential candidates for similar roles in the future! Communicating well with candidates through every step of the recruitment process will not only help your organisation’s “employer brand”, it can lead to higher quality applicants in the long term.

Here are five things to consider to make giving unsuccessful candidates feedback an easy and valuable process.

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