During National Women’s History Month, let’s take the time to remember and acknowledge women history makers and think about how we are inciting change for women in today’s environment. In addition to leading the fight for gender equality, women are actively combating racism, prejudice, lack of access, and other systemic aggressions. These factors emphasize the need for intersectionality in the work toward equity and justice.
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Diversity may mean something different to many organizations. With that in mind, diversity should not only exist as a metric to advance business goals, but as a standard for strong, collaborative efforts spanning various demographics.
It’s the new year, hiring is in full swing, and organizations are preparing to welcome and onboard new employees at every level.
There’s no doubt, we’re living through The Great Resignation. When an organization has great onboarding practices, 69% of employees are expected to stay for at least three years!
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?