How many women are in the top roles in your organisation or on your board of management? A 2012 report from Women on Boards found that while up to 85% of community sector workers are female, there only about 60% in senior paid positions. From a volunteer perspective, despite volunteers in Australia having traditionally been mostly […]
Recruiting great staff to your organisation should be a pleasure. But when you are short on time and faced with a pile of applications to sort through, the process of selecting only a few to interview can seem overwhelming. Here are six easy ways to reduce the size of your pile of applications.
Mostly, discrimination is something people want to avoid – because it’s unfair, and can be incredibly harmful. But what about situations in which discrimination might actually be helpful – either for candidates or for your organisation?
In some circumstances, particularly for NFPs, the law does provide carefully defined exemptions to state- and federal-based anti-discrimination laws.
But this is a complex area, with different rules in different states and territories, so it can be difficult to work out what exactly the laws and exemptions are, and how they apply to your organisation.
You’ve identified a great candidate and emailed them the next steps in your recruitment process, but you get no response. A few days later you wonder whether they’ve even seen the message.
With top applicants increasingly receiving messages from employers across several platforms at once – emails, texts, voicemails, social media – it’s becoming more common for messages to get lost in the noise, or even mistaken for a scam.
So what do hiring managers need to consider to ensure their communications are seen and responded to by the best candidates?
A sudden resignation and the weeks that follow can be a disruptive time for any organisation, especially close-knit not-for-profits. Here are some key lessons to guide NFP organisations through this turbulent time, and the transition period that follows.
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.
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.
Interviews are an imperfect way to recruit new staff members at the best of times. But while interviews are not perfect, they remain one of the best ways to assess candidates for just about any job.
But interviews are only effective if you ask the right questions.
What happens when you take the feedback of clients, carers and community, and use this to inform the way you recruit your staff?
It may sound fraught with challenges, but this approach is how primary health service organisation Star Health has structured its entire recruitment strategy, and to great effect.
Could you be missing out on a heap of incredible applicants for your jobs, just because people aren’t clicking through to your job ads?