You’ve gone through a thorough recruitment process, interviewed some exciting applicants and you’re ready to make an offer to the standout candidate.
But when you call to give them the good news, they turn you down. Now what?
Fundraising is critical to the survival of almost all not-for-profit organisations. And with more than 50,000 NFPs registered in Australia, the demand for fundraisers far outweighs the supply.
But because almost every organisation is looking for them, attracting fundraising staff is notoriously difficult. So what do you need to know to recruit talented fundraisers to your organisation?
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?
Finding the right person for your organisation can be tough at the best of times.
But when the position’s field of expertise sits outside your own remit – like a tech role – finding the right match can feel insurmountable.
So what do you do when you need to hire a tech person – but no one in your organisation has the right expertise to guide the recruitment process?
As the general manager at abrs, the social enterprise venture of Barnardos Australia (Australia’s only charity-owned recruitment agency) and head of all internal recruitment at Barnardos, Nardia Munt is skilled in the art of hiring people across a broad spectrum of specialisations.
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?
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.
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?
Attracting people to work in regional areas will likely always be a challenge. So, what can NFP organisations do to make relocation more appealing to star candidates?
Dr Kylie Bourne and Dr Kim Houghton from the Regional Australia Institute know what it takes to attract people to regional areas. In this post, share their key insights on this tricky issue.
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.
When Trent Innes took the helm as managing director of accounting software company Xero Australia four years ago, their team numbered just 40. Now the company has grown to 400 employees and shows no sign of slowing down. For Innes, hiring for the right attitude is critical to the success of the organisation. So, how does he do it?