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?
The COVID-19 pandemic will hopefully go down in history as a once-in-100-year event for the human race. And standing at the forefront of some of the most significant impacts affecting NFP workplaces have been HR managers and teams.
But 2021 brings with it a suite of fresh challenges that will stretch the creativity, ingenuity and resilience of HR professionals like never before.
The team at Ethicaljobs.com.au has pulled together the top four HR priorities we reckon NFP organisations will need to keep top of mind for in 2021.
What experts are saying about productivity has ebbed and flowed over the last several months as everyone adjusted to the impact of remote work. What was initially reported as a strong uptick in productivity at the onset of the pandemic—be it because people were clinging to their jobs for dear life, or because they were looking for something to distract them from the newfound chaos—has since slid into a noticeable decline for employees in certain roles.
2020 has certainly been a challenging year with COVID-19 forcing most NFP organisations to adapt and change the way they manage, recruit and train staff and volunteers.
We hope you’ve still had a good year and that the ideas we’ve brought you through the Not-For-Profit People Blog have helped you navigate some of the challenges brought on by the COVID-19 pandemic.
A new survey of 1,033 Aboriginal and/or Torres Strait Islander workers across Australia reveals some shocking realities about experiences of racism, the lack of cultural safety and ‘identity strain’ experienced by Indigenous people in Australian workplaces.
Only a quarter of survey participants said they worked in organisations they felt were authentically committed to change – acting, rather than simply saying they were committed to act.
Drawing from the report’s recommendations, here are 10 key actions NFP organisations can take to improve workplace inclusion for indigenous staff, starting today.
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.
Many in our community provide often unseen informal care, with the majority of carers being female, over the age of 45. Many of these invisible informal carers are also juggling employment.
COVID-19 is an opportune time – NFP employers have a unique chance to protect the physical, emotional and financial well-being of their carer-employees through creating a carer-friendly work culture.
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?
People often debate what makes a great leader.
Recent research finds that leaders who can focus equally on results and people achieve the best results. That’s because they manage to do five things that few other leaders are able to accomplish.
NFP organisations seek to super-charge their impact and achieve their missions by hiring talented people, yet many capable workers are overlooked because they have autism.
Why is it happening? Largely because autism is poorly understood and managers are ill-informed about how to accommodate affected workers.
Fortunately, research has provided us with many strategies to make workplaces more inclusive.