Hiring insight

  • Why Thomas Edison served soup at every job interview
    An interview is more than just questions and answers – it’s a chance to see how candidates act when encountering a new challenge, a potential teammate, or an impromptu task.
  • Asking candidates about their salary has always been problematic. Now, it’s increasingly illegal. Find out the where, how, and why of this legal trend in our resource roundup.
  • You can’t reach your goals without the right people in the right positions at the right time – and you can’t line up those factors without a thoughtful, comprehensive approach to staffing.
  • If you aren’t considering candidates in the upper age-brackets, you’re not just ignoring one-fifth of the workforce, but a ready source of leadership, focus, resiliency, and more.
  • To support a network of 235 affiliate organizations, the hiring team at NeighborWorks America seeks dedicated, inquisitive problem-solvers, then sets them on a career-long course of learning and giving back.
  • In 2017, Work for Good delivered a catalog of indispensable advice for tackling nonprofits’ unique HR challenges, contributed by top sector practitioners and consultants. Here are a few of the stories we found most helpful, intriguing, and inspiring.
  • Looking to showcase your talent while on the job hunt? Find a skilled volunteer opportunity – or, better yet, design one yourself for the employer you’d most like to impress, with help from this step-by-step guide by Hands On Atlanta CEO Jay Cranman.
  • It takes skilled, trusted communicators to weave all your organization’s voices into a cohesive and compelling whole. Big Duck CEO Sarah Durham shares tips for anyone seeking their next great marcom team member.
  • Ten years ago, Children’s Healthcare of Atlanta set out to redefine corporate wellness efforts for a staff of 11,000-plus. Here’s what it took to make their Strong4Life program a success, and the dividends it’s paid for employees and patients.
  • To keep building houses wherever they’re needed, Habitat for Humanity International requires a world of talent. Here’s what the talent-acquisition team looks for when populating that world, and how they help the much-loved organization stay effective and inspired.
  • Reference checks can me more than a last-on-the-list obligation: Pursued up front, and with a little bit of forethought, they can be a powerful way to uncover your top prospects.
  • Though recruitment is a hurdle for any nonprofit, there’s a solution at hand: Your staffers, properly organized and prepared to identify and engage best-fit candidates.
  • With the 24-hour media machine supplying an endless stream of news (much of it bad) directly to our phones, the way we consume news can have a huge impact on our stress levels – and our risk of burnout.
  • The search for talent to drive CARE USA’s transformative goals begins with Melissa Wiley, who looks for passion, curiosity, openness, and an appetite for global experience.
  • Writing an effective job listing isn’t just about selling the organization and the position – it’s about setting up new hires and their supervisors for success.
  • The diversity gap in nonprofit leadership is no secret; less well-known is how hiring managers make the situation worse by looking for a “cultural fit” without first defining the culture.
  • With competition for talent heating up, the job interview experience is critical – and it’s easier than you might think to get off track, focus on the wrong things, or leave a bad impression.
  • Because talent acquisition is one of the trending obstacles facing nonprofits now, every step in the journey from recruitment to hiring matters. To entice and secure stellar job prospects, the Unemployment Services Trust supplies tactics for fine-tuning your hiring procedures.
  • Taking questions from a group of young nonprofit pros, two executive search experts address top employee concerns like internal advancement, compensation, and picking up new skills – also providing insight for leaders who want to keep their teams engaged.
  • If you’re an overloaded executive, you’re not just burdening yourself—you’re ensuring a rocky transition for whomever steps into the role after you. Here’s some tips to determine what needs delegating, so you get more accomplished and ensure your legacy for the organization.