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.
Traditional, manual hiring approaches – the status quo – are causing delays and pitfalls that add risk and inefficiency to the recruiting process. For an industry reliant on the integrity of its people and bound by the restrictions of a limited budget, risk and inefficiency are two things NFP HR professionals cannot afford to ignore.
There are a number of ways recruitment can be improved in order to deliver greater value to both the recruiting team and your overall organisation. Here are three key steps.
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.
You’re undoubtably making good use of interviews in your organisation. But how about pre-employment tests?
In the age of “Big Data”, there are new tools emerging every day that use data collected from thousands – or millions – of people to show you how your potential hire compares across a variety of evaluation areas and metrics.
Given that different tools provide immense value in different areas and for different organisations, how do you choose between them?
Let’s say you’re interviewing a new applicant for a job and you feel something is off. You can’t quite put your finger on it, but you’re a bit uncomfortable with this person. She says all the right things, her resume is great, she’d be a perfect hire for this job – except your gut tells you otherwise.
Should you go with your gut?
When it comes to shaping the future of the not-for-profit sector, young people are in a unique position.
Millennials – which covers everyone aged from about 17 to 37 – are empowered by new and emerging technologies, and are driven by a strong sense of social justice.
And that’s a good thing, since they’re the ones who will eventually be running the NFP sector – alongside the rest of our society’s institutions.
So how does your organisation do at recruiting, training and retaining young people as staff and volunteers?
Every organisation has them. And a bad one can cause serious problems for a team – while a good one can be be a god-send. So what do you look for when you’re recruiting an admin person for your team?
That’s what we asked our NFP People community last month. And we were pleased to receive some fantastic responses from recruitment pros in a range of organisations.
So here are the top five tips on how to hire admin staff for your organisation, thanks to the NFP People community.
If your NFP doesn’t already use remote workers, chances are good that you will in future.
That’s because – and this will be news to no-one – the landscape of Australia’s workforce is changing. Influenced by high-speed broadband and the ubiquity of virtual tools, organisations are increasingly using remote workers to maximise flexibility for both staff and the organisation as a whole.
In fact, many roles across to the not-for-profit sector can be performed remotely, from managers to graphic designers to counsellors – and beyond.
So how does your recruitment process need to change to take remote workers into account?
Keeping staff for the long-term is difficult for any organisation, but high turnover is a pain that many not-for-profit organisations know better than others.
The negative effects of high turnover are numerous and well-documented: lower productivity, declining morale and significantly higher costs to train newcomers. Organisations also miss out on the huge benefit of institutional knowledge when key people leave.
So what can your organisation learn from one company that has a 95% staff retention rate?
Google is renowned for its ability to put together some of the world’s most innovative and effective teams.
But that doesn’t make its recruitment staff immune to unconscious biases – the assumptions and decisions our brains make without us even realising it.
Unconscious biases actually effect all of us, every minute of the day. And they can have a huge affect on an organisation’s recruitment activities.