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.
If you work in HR or recruitment for an Australian NFP, chances are that you’re juggling a lot more than HR. According to EthicalJobs.com.au’s most recent survey of NFP employers, for organisations with an HR person, almost half (48%) of those staff have additional responsibilities on top of their HR responsibilities!
So how can you manage the diverse responsibilities of your roles when you need to be making an impact in so many areas?
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.
Forget the gadgets and “lifehacks” to increase productivity – managers need to become coaches to get the best out of their employees. In practice there are four things managers should do during coaching.
HR policies may not be glamorous – and they are definitely the butt of endless jokes – but that doesn’t make them any less essential to a well-fuctioning organisation.
It does mean that writing or updating your organisation’s HR policies and procedures can easily slip to the bottom of your to-do list.
But not making time to look at your policies can cost you and your organisation, in both dollars and hours. So here are five tips to help you write more effective HR policies in your NFP.
Office buildings, where many Australians spend most of their waking hours, can cause real health issues. Cubicles in offices usually consist of partitions made of particle board and vinyl carpet, synthetic flooring, a particle board desk and plastic or synthetic office chair, mostly lit by artificial lighting.
One excellent way to combat both sick days and stress is by filling your office with plants. Ideally, you want plants that will “scrub” the air of pathogens, improve the office’s mix of bacteria, and survive in low light with little care.
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.
Happy New Year! As we’ve ticked over into 2018, your organisation has likely done some strategic planning around your people and culture goals for the year ahead – and how you plan to achieve them.
But have you considered how the changing external world will impact on these goals, and the future of people in your organisation?
It’s hard to believe that 2017 is almost over! We hope it’s been a great year for you – and that the ideas and perspectives we’ve been able to bring you this year through the Not-For-Profit People Blog and Conference have made a positive impact for you and your organisation’s staff and volunteers.
We’re looking forward to bringing you more organisation-changing ideas to attract, manage, train and retain the very best people in 2018 – but in the meantime, we hope you enjoy taking a look back at our 10 most popular posts of 2017.
Happy and safe holidays!
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?