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.
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.
Have you considered that almost every potential employee who considers applying for a job with your organisation will read through your website, and use it to decide whether to apply for the job or not? When EthicalJobs.com.au surveyed our community of ethical job-seekers, they told us that checking out a potential employer’s website was by far the most popular way to assess them.
There it is, gleaming at the top of your screen: your dream job, a high-level, well-paying position in your field. Are you qualified enough? Should you apply?
New research shows that talented women are more likely to shy away from applying for job opportunities, particularly more advanced, higher-paying positions, because they’re concerned they aren’t qualified enough, whereas men don’t seem to worry about their skills matching the specific job requirements as much,
Here are three key things that NFP organisations can do to draw more, talented women to apply.
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.
In 2004 in Houston, Texas, neuroscientist Read Montague and his colleagues at Baylor College of Medicine did an experiment.
Taking a group of about 70 volunteers, Montague first gave them two unlabeled cups, one containing Coke, the other containing Pepsi. When questioned, almost all of the group said they preferred the Pepsi.
Montague then gave the same group two cans, each clearly labelled “Coke” and “Pepsi”. In what has become known as the “Pepsi Paradox”, the majority of the group now responded that they strongly preferred the “Coke” – even though both cans actually contained Pepsi!
So how does this relate to your NFP’s employer brand?
One recruitment tool that many NFPs have yet to embrace is an employee referral program. So we surveyed and compiled benchmark data from Australian NFP organisations of all sizes, showing how they’re currently using employee referral programs.
This post has the full low-down, including some tips on how to get started if you’re part of the 63% of NFP organisations without one.
Do your job ads give jobseekers a true picture of what its like to work at your organisation?
A recruitment video can offer not-for-profit employers real advantages in a sector where staff rate the importance of their work environment and the social impact of an organisation above the size of their pay cheque.
If your organisation doesn’t yet have a recruitment video, you need to read this post.
As a not-for-profit organisation, your staff and volunteers are what makes your organisation succeed or fail. So it follows that hiring dedicated people who are passionate about your vision and purpose is incredibly important!
That’s why when you’re putting together a job ad, the most important part of the ad isn’t the specific tasks of the role or even what your organisation does, but a short explanation of your organisation’s purpose – why you do what you do. So how do you find your Why?