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.
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.
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.
As 2019 continues to unfold, what external forces and organizational priorities are likely to impact nonprofit hiring and talent management?
We sat down with three of our Executive Search team members to discuss trends and topics that deserve attention from nonprofit leaders and board members, including emotional intelligence, the tight labor market, and diversity, equity, and inclusion.
Read on for our interview with Kris, Marian, and Dan for insights and advice to guide you in the year ahead.
Recently, I wrote an article about the growing number of pay equity laws designed to correct gender- and race-based disparities in compensation. The post focused on California’s ban on asking about salary history and offered compensation policy advice for nonprofit executives navigating this evolving landscape.
Campbell & Company supports these legislative efforts, and we believe similar laws will continue to take shape across the U.S. While organizations seek guidance amidst this change, jobseekers need their own set of do’s and don’ts. How can I prepare? What can I ask? How much should I share?
Delaware. San Francisco. Massachusetts. Philadelphia. New York City. Pay equity legislation is popping up across the nation. These laws aim to correct gender- and race-based disparities in pay. In 2017 alone, 40 U.S. jurisdictions considered legislation to address the gender wage gap.
Earlier this year, New Jersey passed the Diane B. Allen Equal Pay Act, bolstering protections against employment discrimination for protected classes. As of January 1, 2018, employers in California can no longer ask job candidates about their salary history—an effort to ensure wage discrimination does not follow people from position to position.
Transitioning from the for-profit sphere to the nonprofit sector is a common occurrence for today’s corporate executives. In response to this growing trend, the Campbell & Company Executive Search team launched an initiative to explore the relationship dynamics between formerly corporate CEOs and their CDOs.
Kris McFeely has worked with the Campbell & Company Executive Search team since its founding days—joining nearly two decades ago and advancing in her career as the practice grew. As a Senior Consultant, Executive Search, Kris leads high-profile searches for prominent organizations across the country. Her experience spans the nonprofit sector and encompasses a long list of successful client partnerships.
Internally, she plays an important role on the team, managing the project work and professional development for Executive Search Consultants and Associate Consultants. Despite her long tenure with Campbell & Company, Kris hasn’t always been anchored in the search world. Before joining our firm, she worked as a Senior Animal Care Specialist at the Shedd Aquarium.