Access the latest news in the nonprofit sector.
Building a team of diverse backgrounds and perspectives can lead to better decision-making, greater innovation, and increased engagement in the workplace. If this is true, then why are our workplaces so white?
It will probably not come as a surprise that most nonprofit leaders are white. Over 80% of nonprofits are white-led. What you may not know is that the solution to a lack of diversity starts in the very beginning of your recruiting cycle—with your talent pool or candidate pipeline.
This has been an interesting year for hiring. Hiring freezes followed by hiring blitzes, shifting job responsibilities, Zoom interviews (not to mention, Zoom onboarding!).
While COVID numbers are improving, and vaccines give us reason to hope for a gradual return to normalcy, organizations must be prudent and assume that more surprises could be on the way. The good news: leaders who are interviewing for new roles now have tangible examples of how they have weathered challenges in their careers.
2020 brought more changes to the nonprofit hiring and talent management landscape than any other year in recent history. What can we expect in 2021? We spoke with three of our Executive Search team members to learn what they are watching as we move forward.
Keep reading for our conversation with Kris, Marian, and Dan. We discussed the future of remote work, how racial justice has influenced nonprofit hiring, what skills will be in demand in 2021, and more.
During this unprecedented time, it’s never been more important to have strong leaders at the helm of nonprofits across the country. The COVID-19 outbreak has created many questions for both organizations and nonprofit job seekers navigating the hiring process.
Over the past days and weeks, our Executive Search team has fielded many questions about recruitment in this time of social distancing. To help the nonprofit sector with hiring and job seeking during the coronavirus pandemic, we answered your frequently asked questions and shared them below.
Major giving is built on relationships. The process of developing trust and rapport between a major gift officer and a donor takes time—cultivating a major gift is typically an 18 to 24-month process. But it’s not uncommon for fundraisers to leave their job before they reach the two-year mark. Why are fundraisers so quick to jump ship, and what can nonprofits do to recruit and retain top talent?
This article explores the issue of high fundraiser turnover and lays out a framework for hiring and keeping high-performing fundraisers.
At the start of each year, we sit down with our Executive Search team to talk trends in nonprofit hiring and talent management. What’s in store for 2020? Our team members Kris McFeely, Marian DeBerry, and Dan Nevez weighed in.
Keep reading to explore what developments they’re watching, from in-demand skills to recession concerns, high fundraiser turnover to a focus on equity.
In the simplest terms, fundraising is a meeting of needs. However, it’s more than a transaction between donor and fundraiser: it’s building a community of people with similar interests and goals. An essential part of creating a healthy community is getting to know those who are part of it.
As fundraisers, knowing your donors translates into understanding their individual stories, interests, and needs and seeing how you can help fulfill them. These skills—the ability to connect with donors, understand them, and inspire them to act (either by giving or volunteering)—are embedded in everyday fundraising work and are finely interwoven with emotional intelligence.
By the time an organization asks for your references, you are one of the final candidates in the interview process. You’ve made it to the last stretch, but you still need to be strategic. Selecting a good reference is about much more than choosing someone who will sing your praises.
As executive search consultants, we’ve checked many, many professional references, and we know what makes a good one—and what doesn’t. Read on to learn what we look for in a reference call and how we recommend you choose these all-important contacts.
For many nonprofit leaders, working with an executive search consultant is unfamiliar territory. How much should I share? What can I do to present my best self to the consultant? How formal do I need to be?
Cultivating a relationship with a search consultant can seem confusing. On the one hand, this person represents the organization that’s considering you for a position. On the other hand, they operate outside of the organization and represent an external perspective during the search process.