Research shows that people who understand and manage their own and others’ emotions make better leaders. While that may sound obvious, in fact many managers lack such basic self-awareness and social skills.
Want to build a team – or a whole organisation – of staff who possess those fundamental qualities? Here are five tips to help you hire for emotional intelligence.
Restarting the recruitment process sooner than anticipated can be a real drain on resources, so it’s natural to respond by avoiding candidates whose CVs reveal a track record of job-hopping. But what things should you look out for to ensure you don’t miss out on a star recruit?
Imagine if your organisation didn’t keep track of its financial data – what its income and expenses were? How could it possibly survive?
And yet, many NFP organisations don’t track basic data about their recruitment process. And that’s almost as bad.
$50,000. That’s how much hiring a toxic worker could cost your organisation, according to a 2012 CareerBuilder survey.
While a 2015 Harvard Business School report is a little more conservative in its estimate of $12,000, the take-away is clear: toxic staff can cost your organisation dearly.
In our last post, we revealed why an Employee Value Proposition, or EVP, should be a vital component in shaping your organisation’s HR policies.
In case you missed it, an EVP is the unique characteristics and benefits your organisation provides to staff in exchange for their skills, time and expertise.
It’s fair to say that most people working in the NFP sector aren’t primarily motivated by money. So what do staff get out of working at your organisation? Enter the Employee Value Proposition, or EVP – recognised as an effective way to answer this question.
What does your NFP’s usual recruitment process look like? Is it a haphazard, unruly beast, or a well-oiled machine? If your organisation either doesn’t recruit regularly, or if your HR person or team doesn’t give you much help, then you probably need to take a good, hard look at the process you use for recruiting new staff – from start to finish. Here’s how to put together a winning recruitment process for your organisation.
Would it surprise you to learn that making your job interview process more challenging for candidates could improve your staff’s long-term satisfaction? Just a ten percent increase in job interview difficulty could boost your workforce’s collective job satisfaction by up to 3.6 percent – is it time your organisation took a different tack in its interviewing strategy?
We’ve worked to bring you the best and most innovative ideas, case studies, opinions and resources on how to recruit, train and retain the very best people for the not-for-profit sector – and we hope you’ll be able to take away some great advice to apply to your organisation. Here are our ten most popular blog posts from 2015!
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. According to a recent Robert Walters survey of more than 600 Australian jobseekers, 80 percent of unsuccessful job applicants don’t receive post-interview feedback from employers…even though 98 percent say it’s something they’d find valuable.