It’s a difficult time to recruit staff for just about every not-for-profit organisation. The Australian job-market as a whole is tighter than ever, with record-low unemployment. That means fewer people than ever are looking for a job – and job vacancies are up 95 per cent in the last three years.
So if you’ve tried to fill a role and haven’t found the right candidate – or perhaps haven’t found any candidates at all – here are the top nine things you should consider changing.
So you lost a superstar employee to greener pastures – perhaps enticed by a promotion, a salary increase or an opportunity to take a new direction or explore a long-held passion.
But now they’re keen to come back and you’ve just come across their updated resume in your applicant management system. What should you do?
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.
Alongside skills, experience and ‘fit’ with your organisation’s culture, do you consider ‘mindset’ when you recruit new staff and volunteers?
When you hire people with a growth mindset, you are setting your organisation up to succeed further into the future.
Here are six growth mindset-focused interview questions that you can try in your next interview.
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.
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?
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.
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?
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.