Nonprofit News

Access the latest news in the nonprofit sector.

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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?

Executive Search, Talent Management Strategies, Talent Management, West Region, Career Advice, Blog

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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.[1] 

Earlier this year, New Jersey passed the Diane B. Allen Equal Pay Act, bolstering protections against employment discrimination for protected classes.[2] 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.[3]  

Executive Search, Talent Management Strategies, Talent Management, West Region, Blog

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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.

Download the full report to review our findings.

Campbell & Company Research Findings, Executive Search, Talent Management Strategies, Talent Management, Fundraising, Midwest Region, Video

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With the country at nearly full employment, hiring managers are feeling the pinch of a tight workforce. Traditionally, higher employment signals accelerated turnover and more spirited bidding for top talent.

Even in less competitive talent environments, nonprofits have faced significant challenges in hiring experienced fundraisers for more than a decade. As philanthropic revenues become more important to the success of all organizations, higher education institutions have set ambitious goals for comprehensive campaigns that require large teams of effective fundraisers.

Campbell & Company Research Findings, Executive Search, Talent Management Strategies, Higher Education News, Talent Management, Fundraising, Midwest Region

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At the headquarters of federated organizations, fundraising executives wear many hats—but which are most critical to program success? The Campbell & Company Executive Search team has helped place many development leaders at institutions with complex national or international structures, and we understand what it takes to succeed.

Fundraising, Executive Search, Talent Management, Talent Management Strategies

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Staff turnover is, in a word, costly. Most of us in development view it as a clear negative. Team members are loaded with extra work until a replacement is found and onboarded. We often lose institutional knowledge and individual expertise. Turnover—especially at the development director level—can damage donor relationships, erode confidence in the development office, and lower morale.

But enough with the negative. Let’s take a look at what we can learn from turnover. What would happen if you treated the departure of a head of development as an opportunity to reframe and reconsider what your organization needs?

Talent Management, Talent Management Strategies, Fundraising

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Regardless of industry or sector, the following truths about staff turnover seem universal:

Truth #1: Turnover is expensive and can have repercussions far beyond the position that is vacated.

Truth #2: Turnover is an opportunity to reframe and reconsider what an organization needs.

Based on the above truths, how can your nonprofit take advantage of the former while minimizing the latter? In short, by leaning on interim management to prioritize and maintain positive and productive relationships with key constituencies.

Talent Management, Talent Management Strategies, Fundraising

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Finding a new leader to fill a crucial role in an organization is always a balancing act between internal priorities and external concerns. Each year, sector-wide trends influence talent acquisition and management. With 2018 on the horizon, we sat down with two of our Executive Search team members to understand what’s in store for the next 12 months.

Read our interview with Kris and Dan for insight on what organizations, nonprofit leaders, and search committees should keep in mind during the coming year. 

Nonprofit Trends, Executive Search, Talent Management, Talent Management Strategies

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On the Campbell & Company Executive Search team, we partner with nonprofits to recruit executive and leadership-level positions—which means my colleagues and I receive and assess scores of applications to mission-based organizations on a weekly basis. When it comes to application materials, one of the questions we hear most often is: “Should I include a cover letter with my resume?” The simple answer is YES!

To assist nonprofit leaders in their pursuit of the right position, our team has identified five other cover letter FAQs. Read on for our responses, based on our decades of combined experience in the field and our daily work with exceptional candidates.

Executive Search, Talent Management, Talent Management Strategies, Career Advice

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Partnering with an executive search firm helps organizations explore outside their networks to find capable, dedicated leaders. Instead of managing recruitment efforts, staff can focus on work that directly supports the institutional mission while a trained team leads the search process. To make the most of this arrangement, it’s critical for organizations to foster a productive working relationship with their executive search firm.

Over two decades and hundreds of searches, our Executive Search practice has learned what it takes to elevate this important partnership. A successful partnership ultimately means the right new leader driving results at your organization. For nonprofits embarking on their next search, we’ve compiled four ways to get the best return on their executive search relationship.

Executive Search, Talent Management, Talent Management Strategies