Reference checking can sometimes seem like a final box-ticking exercise before you hire the person you’ve already decided is the best candidate.

But taking the time to do your due diligence is, in fact, a non-negotiable part of recruitment. And it’s an easy thing to get wrong, exposing your team or whole organisation to potentially toxic employees – or worse.

So how do you make the most of your reference checks?

That’s something David Meere knows intimately. As the National Manager – Talent and Attraction at for-purpose organisation Life Without Barriers, Meere has many years of experience with conducting reference checks – from the best questions to ask to red flags to watch out for and everything in between.

A great fundraiser is (almost literally!) worth their weight in gold. That’s also why they’re notoriously difficult to recruit.

From face-to-face fundraisers to corporate partnership managers and every job in between, many NFPs rely heavily on the donations and grants brought in by their fundraisers.

So what can your organisation do to get on the front foot when it comes to hiring great staff in this field where demand far outstrips supply of experienced staff?

Good staff are an NFP’s most important asset. And that means hiring them is one of the single most important functions of your organisation. But without a compelling and targeted job ad, you’re unlikely to find them.

So how do make your job ad really connect with your perfect candidate? Here are the three key things you need to consider.

Great managers are critical to an organisation’s ability to make an impact. They drive staff engagement, set the tone for the organisation’s culture, have a significant impact on staff retention and much more.

But what does a great manager or team leader look like on paper – or in an interview?

At the end of 2017 we asked our NFP People community that question, and received some excellent and useful advice from NFPs across the country – advice you can apply to your recruitment processes today.