Thursday, November 7, 2013

10 Illegal Job Interview Questions

You are always taught as a job seeker to answer every question the hiring manager throws at you during a job interview. Sometimes, however, there are questions you are under no obligation to answer.

Employers' job interview questions are designed to gather as much information about you as possible so they can make an informed decision. The majority of the time these questions are simple and appropriate but there are some, rare, occasions where you will be asked a question that is simply illegal.

State and federal laws forbid discrimination based on certain protected categories, such as national origin, citizenship, or age. Below are 10 examples of questions that, should they come up, you are under no obligation to answer; all you have to do is politely decline to respond.

  • Have you ever been arrested?
  • Are you married?
  • Do you practice any religious customs?
  • How many children do you have?
  • Were you born in this country?
  • How long have you been working?
  • Do you have any outstanding debt or any other financial problems?
  • Do you have a history of using any illegal drugs?
  • Do you like to drink socially?
  • Is English your first language?

Tuesday, November 5, 2013

Fundraiser Tips: Don't Say You're Sorry

There are legitimate times to say you're sorry -- like when you accidentally bumped into someone, spilling their hot coffee all over them. Or when you forgot your anniversary for the second year in a row.

While those situations call for apologies, you should never feel sorry about making an ask as a fundraiser.

“To go out and to have an apologetic tone when you are asking really sends a mixed, conflicted message to the people you are talking to,” said Timothy Winkler, CEO of Winkler Consulting Group in Charleston, S.C. Speaking at a recent Blackbaud Conference for Nonprofits, Winkler listed four reasons you should never say "sorry" as a fundraiser.
  • People don’t just hear “sorry.” What you say and what donors will interpret may be different when quickly follow up your ask with an apology. “The secondary message behind what you are communicating to those folks is ‘our mission really isn’t that important. Our mission really isn’t that urgent. Our mission isn’t a priority — there are other more important things you should be focusing on,’” said Winkler.
  • Times are tough. Everyone knows that the economy is in the pits. Your donors don’t need you to remind them of that. That’s what news reports are for. When you ask like the donation is a burden, it will feel that way to the donor.
  • Communicate the need. Statistics have played out again and again that donors still give during economic downturns. Donors need to feel that your mission is worth their discretionary dollar – so make your case for giving as strong as ever.
  • Be confident. “It’s a subtle tone and attitude, but it makes a huge difference in your effectiveness in raising that money,” said Winkler. Like a bad cold, confidence can spread from person to person. Let your donors catch your enthusiasm for the mission.

Monday, November 4, 2013

5 Mistakes Of New Nonprofit Employees

So you finally got that nonprofit job. You might think the hard part is over but in reality the first few weeks at a new employer can be the hardest.

Whether you are working at a nonprofit job in New York or Iowa, you will find, as a new employee, that there is a lot on your plate. The choices you make in your first few weeks on the job will determine whether you will be successful.

The technical aspects of the job -- your duties, etc. -- are hard enough, but it's how you behave in your new environment that can ultimately make the difference. That's why all new employees should avoid these five potentially job-killing behaviors:
  • Ignoring the Organizational Culture: This is especially important to consider for those who are new to the nonprofit sector. Pay attention to how your co-workers act, and adjust your behavior accordingly.
  • Arrogance: Nobody likes an employee who thinks they know everything and this is especially true when you have yet to prove your worth. A little humility in your dealings with co-workers will go a long way.
  • Blending In: On the flip side, it's also not good to be perceived as avoiding responsibility or ignoring your new co-workers. Start making connections from day one.
  • Not Admitting Mistakes: There's nothing wrong with making an error but there is something wrong with not admitting it. As the old saying goes, the cover-up is worse than the crime.
  • Not Asking For Feedback: After one month on the job, you should ask your supervisor for a brief meeting so you can find out how you are doing. This will show that you are open to feedback and are committed to doing the best job possible. 

Thursday, October 31, 2013

4 Traits Of A Major Gifts Officer

Things just seem to go smoother when an organization has the right major gifts officer. Unfortunately, bringing on the right candidate for this job is not as simple as taking the first fundraising expert you find.

When hiring a major gifts officer appearance can be everything. Since the chosen candidate will be in contact with your most influential supporters, you have to be sure you are bringing on someone who will represent your organization well. During the Association For Healthcare Philanthropy (AHP) international conference in Boston, Mass., Holly Duncan, president and CEO of the Morton Plant Mease Health Care Foundation in Clearwater, Fla. outlined her own qualifications for a major gifts officer.

The four traits are:
  • Look for candidates in unconventional areas. People with a focus in technology have the ability and inclination to fully leverage information services capacity. Other qualifications they might have are the ability to research, schedule, communicate and document gifts.
  • Seek out someone who doesn’t just have traditional book smarts. Problem solvers and strategic thinkers can think quickly — that can help you out of a bind.
  • In a position that talks to others frequently, it’s important to have someone who is both skilled verbally and in writing. A major gifts officer should know how to listen, ask open-ended questions and engage on all levels.
  • Even though you will want someone who can work independently, a candidate should be able work with a team. There should be transparency and an attempt to engage allies. No one “owns a donor.”

Wednesday, October 30, 2013

Featured Nonprofit Job: Operations Administrator

Homeward Bound, Inc., located in Plymouth, MN, is looking to hire an Operations Administrator. Do you think you have what it takes to succeed at a position that requires creativity, initiative, and independence? If so, this is the perfect job for you.

The chosen candidate for this position will be primarily responsible for designing and growing Homeward Bound's Individualized Housing Options Program (IHO), which provides access to homes for those in need. Reporting directly to CEO, the Operations Administrator will be required to recruit individuals into the program, set up, coordinate, develop processes/procedures, and systems, all in compliance with federal, state, and local laws and regulations.

This position will also be responsible for managing IHO program and service delivery, consumer satisfaction, internal budget, agencies program contracts, and developing external/internal working relationships and organizational leadership.

Requirements to be considered for this job include:

  • Bachelor’s Degree in a related related field;
  • 3-5 years’ experience as a middle manager in the field delivering long term care services for individuals with disabilities required and experience as a senior manager desired;
  • Excellent skills in management of service delivery to persons with disabilities;
  • Demonstrated knowledge of trends in the service delivery to persons with disabilities;
  • Excellent leadership and communication skills; and,
  • Demonstrated “can –do” demeanor.
You can learn more about what it takes to be an Operations Administrator at Homeward Bound, Inc., by visiting the NPT Jobs Career Center.

Tuesday, October 29, 2013

6 Ways To Avoid Hiring Risks

If you aren't being sued by someone who was hurt by one of your employees, chances are you are being sued by someone you didn't offer a job. That's just the way things seem to go these days in the modern workforce.

It's impossible to completely eliminate hiring risks but there are ways to increase your chances of avoiding them. In their book “Exposed: A Legal Field Guide for Nonprofit Executives” published by the Nonprofit Management Risk Center, Melanie Lockwood Herman and Mark E. Chopko provided advice for nonprofit hiring managers who want to minimize risk in their screening of potential employees.

Lockwood Herman and Chopko provided the following six strategies:
  • Establish written screening guidelines and use written tools to substantiate your efforts, such as position descriptions, interview scripts, hiring checklists, reference check worksheets, and checklists for conducting other background checks.
  • Use the same screening tools for every applicant for the same position.
  • Decide in advance what will disqualify a candidate.
  • Don’t disqualify applicants based on their beliefs.
  • When checking references, only ask the reference questions you can ask the candidate.
  • Train all staff involved in the hiring process on the hiring policies and risks involved.

Monday, October 28, 2013

Featured Nonprofit Job: Chief Financial Officer

If you have ever rallied for a cause before, the term grassroots campaigns is probably familiar to you; the organization Grassroots Campaigns, Inc., however, might not be as well-known to you.

The Boston-based advocacy organization is looking to hire a Chief Financial Officer (CFO) to serve in a hands-on role managing the Finance function and assuming a strategic role in the overall management of the company. The CFO will report to the Managing Director and have primary day-to-day responsibility for planning, implementing, managing and controlling all financial-related activities of the company.

Other primary responsibilities include:

  • Direct and oversee all aspects of the Finance & Accounting functions of the organization.
  • Ensure credibility of Finance group by providing timely and accurate analysis of budgets, financial trends and forecasts.
  • Manage Human Resources function including benefits management.
  • Establish and maintain strong relationships with senior executives so as to identify their needs, provide guidance and seek full range of business solutions.
  • Development recommendations to strategically enhance financial performance and business opportunities.
  • Manage processes for financial forecasting, budgets and consolidation and reporting.
  • Provide leadership in the development for the continuous evaluation of short and long-term strategic financial objectives.
Qualified applicants should have a BS in Accounting or Finance, though a MBA and/or CPA is preferred. In addition, candidates will need to have 12+ years progressively responsible financial leadership roles, preferably in a service based industry.

Do you want to learn more about this nonprofit job? If so, head to the NPT Jobs Career Center, where you will find detailed application instructions.

Thursday, October 24, 2013

8 Dos And Don'ts After a Job Rejection

Bouncing back after being rejected for a job can be a difficult task. This is especially true if it was a job for which you had really high hopes.

Being rejected for a job is the ultimate bruise to your ego. It can make you rethink your worth as a professional, and you'll probably start to wonder what it is they didn't like about you? Having self-confidence is key to a successful job search, so it's important to tend to your damaged pride before you start your work again.

Of course, you can't take forever tending to your needs. At some point you are going to have to get back to work so it's important to get back in tip-top job searching mode as quickly as possible. With this in mind, here are some dos and dont's to keep in mind after a job rejection:


  • Give yourself enough time to get over the rejection, especially if it's a new experience for you.
  • Ask for help from friends, family, or your job search counselor. See if any of these people can give you advice on how to position yourself for the most success in the job market.
  • Come up with a written schedule detailing the next steps in your job search.
  • Give your efforts the proper time before changing things. Filling out job applications for a week without any success is not necessarily a sign that you need to adjust your job search process.
  • Spend a lot of time on conversations that focus only on the negatives. This will only make you feel worse.
  • Hang around people who have given up on the job search.
  • Spend too much time watching the news. The economy is not exactly in the best shape right now, and hearing reports about it could demoralize you.
  • Assume you know everything. Searching for a job is an unpredictable process, and things can (and often will) happen that will take you by surprise.

Wednesday, October 23, 2013

6 Ground Rules For Your Cover Letter

Job applications generally consist of two documents: The resume and the cover letter. While resumes have a set form, cover letters seem to have free reign. Creativity is always a good thing when it comes to cover letter writing, but there are still some guidelines you need to follow.

According to Bruce A. Hurwitz, vice president of New York City-based Joel H. Paul & Associates, Inc., you shouldn't go overboard with creativity when crafting your cover letter. Speaking at a recent Fundraising Day in New York, Hurwitz unveiled his cover letter ground rules checklist. It consisted of six key recommendations:
  • Short and sweet. This isn’t your college thesis and potential employers don’t have time to read a novel. Keep your cover letter to the point.
  • Use bullets. Bullet points draw the eye to the most important information.
  • Credentials. Tell them why you would be the perfect fit for the job. Point out how you’ve solved problems or made decisions at prior jobs.
  • Contact information. Papers get separated. Make sure your contact information is on the cover letter. Try not to include any ridiculous e-mail addresses.
  • In closing. Hurwitz said to have an appreciative close to the letter. It shows you are grateful to be considered for the position.
  • Proofread. Spelling mistakes will put you in the “no” pile fast. Spell check, proofread, give it to someone else to proofread and then repeat. There’s no room for errors.

Tuesday, October 22, 2013

Featured Nonprofit Job: Technical Communications Officer

The International Partnership for Microbicides (IPM) is looking to hire a Technical Communications Officer (IPM).  Do you think you have what it takes to succeed in this position? If so, read on for more details.

This particular job is unique in that the chosen candidate will spend his/her time dividing their responsibilities between three roles: Technical Liaison (60 percent of the time), General Communications (40 percent), and Administrative Support (10 percent). The primary responsibilities for each of these roles is as follows:

Technical Liaison:

  • Represent the broader External Affairs team in meetings with Clinical Affairs and Product Development colleagues.
  • Manage and maintain internal databases which track the progress of IPM’s technical and scientific projects.
  • Lead research, development, and maintenance of technical information in IPM’s public materials.
  • Manage content updates for IPM research center partner web portal by liaising with other IPM staff to procure new or updated documents pertaining to IPM clinical trials, community engagement, site development, clinical safety, finance, external relations, etc.
  • Manage electronic filing of key resources and ensure that materials are disseminated and available to all staff, consultants and partners.
General Communications:
  • Draft and/or edit new and existing corporate communications materials including non-technical fact sheets, press releases, reports and/or web copy.
  • Maintain standard set of IPM presentations for organizational-wide use.
  • Provide project management and strategic support on communications initiatives, design projects and other special projects as needed.
  • Provide content, strategy and other support as needed for IPM’s social media outreach.
Administrative Support:
  • Make routine administrative updates to IPM’s public website through the content management system (CMS).
  • Coordinate and lead External Affairs working group meetings including developing agendas, formulating key discussion points and facilitating meaningful group discussion.
  • Develop and maintain knowledge management resources as needed on IPM’s intranet to improve work flow processes and support internal communications and coordination.
  • Provide additional administrative support for Corporate Communications activities as needed.
Qualified applicants should have a Bachelor's degree in a related field and at least 2-4 years of relevant research or international product development experience. Head to the NPT Jobs Career Center for more information on this nonprofit job, including application instructions.

Monday, October 21, 2013

Featured Nonprofit Job: Vice President Of Development

The San Diego Rescue Mission is looking to hire a Vice President of Development. Do you think you have what it takes to succeed in this role? If so, read on for more details.

The chosen candidate for this position will develop and coordinate the overall strategy and administration of fundraising programs and is directly responsible for the success of annual campaigns, individual donor solicitation-both current and future, business/corporate sponsorships, grant proposals, and capital campaigns. In addition, the VP will be responsible for the following tasks:
  • Work with the President/CEO and Development Committee to set contributed income goals and design annual development plan for the Mission to be submitted to the Board of Directors at its annual meeting.
  • Work to develop and achieve the Mission’s strategic goals with other members of the senior management staff.
  • Implement and monitors the annual development plan, providing regular progress reports to the President/CEO, Development Committee and Board of Directors.
  • Provide staff support to the Development Committee, including evaluating development activities for the prior year and making recommendations for changes.
  • Supervise the design, production and distribution of all development materials, including brochures, letters, inserts, invitations, scripts for special events, etc.
Qualified applicants will have a Bachelor's degree in a related field, though an advanced degree is preferred. Candidates should also have at least five years of fundraising experience in a senior management position.

Head to the NPT Jobs Career Center to find more information about this job. 

Friday, October 18, 2013

Why Being An Older Job Seeker Isn't A Liability

Hiring managers will never admit it but when they receive a job application from an older job seeker, they probably look at it with at least some hesitation.

While there is no denying they bring a lot of experience to the table, there is a school of thought that says older employees are not as desirable as younger ones. It's thought that a younger worker will bring more energy to the table and will bring valuable knowledge about new technology to the organization. It's probably true that someone in their 20s will know more about Twitter than someone in their 60s, but that doesn't mean job seekers who are more experienced should be ignored.

If you are an older job seeker who is having trouble finding work in today's market, here are three of the most common myth out there about you, along with strategies to combat them:

  • Myth: You are out of touch. You might not know as much about technology as a Millennial, but that doesn't mean you are unable to learn. Consider attending technology workshops so that you can prove to the employer that not only do you have knowledge about new technology, but that you took the initiative to adapt to the changing times. 
  • Myth: You'll be unsatisfied with anything but a leadership position. A wealth of experience on your resume naturally will come with the implication that you won't be happy in a non-leadership role. You can fight this assumption by explaining in your cover letter that you are extremely interested in the position and that you look forward to bringing your knowledge to the organization. 
  • Myth: You are close to retirement. One of the red flags about older job seekers is that, because of their age, they are probably thinking about retiring soon. This isn't ideal for nonprofits that would like their employees to stay on for a long period of time. Make it clear in your application that since the age of retirement is rising, you're looking at this position as an important part of your career.

Thursday, October 17, 2013

Featured Nonprofit Job: Chief Financial Officer - Heritage Health And Action, Inc

Heritage Health and Action, Inc., in New York City, is looking to hire a Chief Financial Officer (CFO). Do you think you have what it takes to succeed in such a demanding position? If so, read on for more details.

The chosen candidate for this position will be responsible for all financial accounting, reporting, procedures, and internal controls of the organization’s Finance Department including Payroll, Purchasing and Procurement, AR, AP, MIS/IT, and general accounting. The CFO will maintain relationships with all federal, state, and local tax authorities and government regulators, and fiscal mgmt of all federal, state, city, and private grants.

Other main responsibilities include:

  • Maximize third party reimbursement including capitated arrangements;
  • Prepare grant and operating budgets throughout the organization and oversee the preparation and filing of all regulatory and compliance reports; and,
  • Liaison with the Board of Directors on the organization’s finances.
The ideal candidate will have a minimum of five years in nonprofit financial management, in addition to a Bachelor's degree in finance, economics, accountancy, or other related field (though a Master's degree or CPA is preferred). He or she must have proven expertise as a financial manager or CFO in non-profit healthcare organization handling government contracts including NYOMH, HASA, DOHMH, DHS,  and Medicaid for at least 5 years. 

Head to the NPT Jobs Career Center for more information on this featured nonprofit job.

Wednesday, October 16, 2013

5 Additions To Recruitment And Retention

Employers across the globe are concerned that they are faced with a workforce that is aging and a talent pool that is under-educated, or under-motivated and showing talent shortages in many critical areas. These problems create challenges for all businesses, but they are especially critical for nonprofits, which usually operate with a smaller number of employees than for-profit firms.

While recruitment and retention programs will help address this problem, they alone will not solve it. In their essay, "Managing the Impending Workforce Crisis," Jeffrey Akin and Brenda Worthen argue that there are five additional practices nonprofit managers should implement to address emerging talent demands in a sustainable way.

Their four suggestions are:
  • Redefining knowledge management. Knowledge embedded in IT often can’t adapt or grow to meet changing needs. Knowledge resides in people, not technology.
  • Fostering flexibility. This can come in the form of cross-functional or cross-business unit career mobility, job sharing, part-time work, flexible work schedules, etc.
  • Supporting transparency. Just as clients want to know what is going on, talented people want their organizations to share information that could affect their careers.
  • Decoupling resources from locations. Although globalization can create instability, it can create a more stable supply of talent.
  • Breaking down silos. Organizations must abandon structures that rationalize the flow of information up and down the chain of command.

Monday, October 14, 2013

Featured Nonprofit Job: Senior Director, Governance And Programs

The Optical Society (OSA) in Washington, D.C., is looking to hire a Senior Director of Governance and Programs. Read on for more details on this featured nonprofit job.

The chosen candidate for this position will serve as the primary support liaison to the OSA Board, Executive Committee, and oversight of the volunteer acquisition and cultivation efforts/programs within the Society. He/she will also be responsible for overseeing the volunteer governance activities of the organization, and planning and executing the upcoming 100th anniversary of the Society.

Other main duties of the Senior Director include:

  • Review and implement, where needed,  governance best practices.
  • Oversee staff in charge of volunteer travel coordination and reimbursement, and post meeting action items.
  • Oversee the management of the volunteer gift/recognition program.
  • Support OSA’s role in the 2015 International Year of the Light.
  • Oversee the staff supporting the OSA history committee and history book committee.
  • Working with the CFO/COO and Chief of Staff, creating an archiving approach that effectively maintains the essential records of its activities.
Qualified applicants should have a Bachelor's degree though a Master's degrees is preferred. In addition, applicants need to have genuine interest in working with smart, energetic, engaging and highly respected members of the scientific, engineering and industry community. Finally, 10 plus years of professional work experience in progressively more responsible roles is required.

You can apply for this job by heading to the NPT Jobs Career Center.

Thursday, October 10, 2013

Featured Nonprofit Job: Chief Financial Officer

Children and Families First, located in Wilmington, Del., is looking to hire a Chief Financial Officer (CFO). Do you have the financial acumen to be successful at such a position? Read on for more details if you can confidently answer "yes" to that question.

The chosen candidate for this position will be responsible for financial, IT and facilities operations, as well as other administrative functions. The organization has complex program offerings and diverse financing sources, including state and federal funding, so applicants should be comfortable dealing with a wide array of programs.

In terms of requirements, Children and Families First desires applicants who have demonstrated considerable managerial skills in addition to a strong financial focus with previous experience as a CFO or equivalent. A Bachelors Degree in Finance or Accounting is the minimum requirement; however the ideal candidate would possess an MBA as well.  Previous experience overseeing IT and/or Facilities functions would be a plus.

You can find out more about this job by visiting the NPT Jobs Career Center, where you will find detailed instructions on how to apply.

Wednesday, October 9, 2013

I Just Can't Quit You: Is Getting Rehired An Option?

At some point during your job search, this thought will have at least crossed your mind: "Can I get rehired by an organization I left?" The answer to this question is probably yes, though there are some serious points to consider before you go back to the past.

There are some great benefits to returning to an old place of work. For starters, you already know the organizational culture and chances are you still know some of the employees. While the grass might seem greener now that you are gone, you should take some time to consider the reasons you left in the first place. Did you have a difference of opinion in the direction the organization was going or did you not get a long with your supervisor or other employees? If things have not changed much since your departure, it probably isn't a good idea to return.

If you are convinced that all of the problems you previously had are resolved, you should start the process of reconnecting with your former boss. Let him know that you are interested in returning and gauge his level of interest. A good way to do this is to offer to take him out to lunch so you can discuss potential openings in a casual environment.

Of course, the big elephant in the room is that you left the organization before; what's to say you won't leave again? You need to offer proof that things have changed since then, and that you are fully committed to the current direction of the organization. You should also say that, since you know their needs and challenges as well as what resources are available, you are best suited for the job.

Returning to a former employer is possible. It can be a good business decision for the nonprofit and a smart career move for you if you can prove that the relationship will be beneficial for all parties involved.

Monday, October 7, 2013

Featured Nonprofit Job: President And CEO

Want to be the head of a nonprofit in Virginia Beach? The Tidewater Jewish Foundation (TJF) is offering that opportunity in the form of their President/CEO position. Read on for more details about this featured nonprofit job.

The chosen candidate for this position will provide strategic focus and direction to the Foundation, executive leadership to the well-established Foundation staff, grows the Foundation’s assets, and helps recruit and support the Foundation Board.

This position will also require an ambitious leader willing to work with families and individuals to establish permanent endowments, lifetime gifts and deferred gifts which support the missions and goals of the TJF and its affiliate organizations.

Qualified applicants should have three to five years experience in foundation work, technical knowledge and credentials appropriate to the planned giving process, excellent management skills, and familiarity with current leading foundation data-base systems. A solid background in Jewish communal organizations and an emotional commitment to and conviction about Israel, Jewish life and the role of Jewish fundraising is required.

You can apply for this job today by visiting the NPT Jobs Career Center.

Friday, October 4, 2013

8 Hiring Tips For Managers

Job seekers sometimes feel that all the pressure is on them during an interview, but hiring managers also feel their fair share of stress. Below are eight hiring tips that will help make the interview process work for employers:
  1. Let Them Speak: Some hiring managers make the mistake of talking too much about themselves, leaving little time for the candidate to talk. It is important to let the interviewee know as much as possible about your role and the job, you also need to know as much as possible about him so you can make the most informed hiring decision.
  2. Involve Other Staff Members: Having other employers interview with the candidate will educate him about your nonprofit’s culture. Even more useful for your purposes, it will also give you multiple perspectives on the candidate.
  3. Prepare Questions: The only way you will get the most information about your perspective hire is to ask him questions. Prepare a list of questions that you absolutely must have the answers to know if the individual will be a good fit at the organization.
  4. Impress: Remember that the interview is not just about whether you like the candidate; it’s also about whether he likes you.
  5. Offer a Competitive Salary: If you encounter a truly worthy candidate, don’t be afraid to offer a salary that is a little higher than market value. Money does talk, after all.
  6. Do Your Homework: Do a little digging into the applicant’s past to see how they performed at previous employers.
  7. Pay Attention to Details: Sometimes the small things can be the biggest indicator of how a candidate will perform? Was he dressed appropriately? How was his body language? These are all things you need to observe.
  8. Trust Your Instincts: If your gut tells you an applicant is too good to be true, you should probably listen to it. Don’t proceed with hiring until your concerns are alleviated.

Thursday, October 3, 2013

3 Ways To Land A Job Interview

Landing a job interview is hard work, and sometimes it can seem like it's all luck. The reality is, however, that there is an art to getting the call from an employer. Below are three tips you can follow that will improve your chances.

Show confidence

Everyone knows that being unemployed is not fun, and it can be even worse if you have been out of work for a long period of time. Frustration is a powerful emotion and, when writing your resume and cover letter, it can impact the words you choose. The key to fighting this negativity is to prove to the employer that you are confident, knowledgeable, and that you will be an important addition to the organization.

Prove you are up-to-date

If you are counted among the long-term unemployed, you will have to show hiring managers that you are not rusty. If you want to impress them, review all the tools you used in past jobs, and make sure you're familiar with all the relevant industry language. Another way to prove your worth is to connect with former co-workers on LinkedIn to get endorsements and/or referrals.

Explain long-term unemployment

Whether you like it or not, gaps in employment are a red flag to employers. You can help to ease their concerns by honestly addressing the issue in your cover letter. You should also be sure to mention any volunteer work you have done while looking for jobs as this will show that you have at least been staying busy.

Wednesday, October 2, 2013

Featured Nonprofit Job: Director, Development

The Girl Scouts of Greater Los Angeles (GSGLA) have been pretty busy as of late. After putting out the word last month that it was looking for a Volunteer Development Manager, the organization is now on the look out for a Director of Development.

The chosen candidate for this position will be responsible for all things fundraising. Specifically, he/she will be in charge of developing, planning, managing, implementing and evaluating all aspects of the fund development strategy and plan.

Other core responsibilities the Director will have include:

  • Create and implement diverse fundraising strategies to increase revenue annually;
  • Meet the growing needs of the organization with the goal of enhancing a year-round cultivation and fundraising program;
  • Develop and maintain relationships with key individual funders, Board members, corporations, foundations, volunteers, and alumnae; and,
  • Oversee and direct a team of fundraisers: Senior Manager of Donor Relations, Manager of Annual Giving, Special Events Manager, Grants Manager, Fund Development Specialist, and Donor Data Base Supervisor.
As the head of GSGLA's fundraising operations, the applicants for the Director of Development position will need to have significant experience in the industry. Specifically, a minimum of 9-12 years experience managing staff and soliciting major gifts will be necessary. A Bachelor's degree is also required, though a Master's or other advanced degrees are preferred.

Head to the NPT Jobs Career Center for more information on this job, including application instructions.

Tuesday, October 1, 2013

6 Things That Will Kill Your Job Interview

There are certain things you should never say or do during a job interview, whether it's in person, on the phone, or on Skype. No matter how skillfully you answered other questions, making one huge mistake could be the difference between getting hired or not.

According to Bruce A. Hurwitz, vice president of New York City-based Joel H. Paul & Associates, Inc., an interview will get you in the door but your behavior and appearance can get you quickly kicked out again.

Hurwitz explained how to prepare for the big interview at a recent Fundraising Day in New York held by the Association of Fundraising Professionals Greater New York Chapter. He mentioned that candidates should not do any of the following things:
  • Be late.
  • Bring coffee. Take care of your java fix before the interview.
  • Speak ill of your previous or current employers.
  • Bring up salary or benefits. If the employer does, be honest about what you’ve made and what you need to make.
  • Be modest. This is your time to shine. Emphasize what you personally have done and what you’ve done in a team setting. Tell them how you would fix their problems.
  • Bring notes. Prepare beforehand for questions but try not to sound rehearsed.

Monday, September 30, 2013

6 Tips On Managing Human Capital

It's the question all businesses and nonprofits ask: What's the best way to attract talent to the organization? One school of thought is that high-quality candidates will continue to flock to you as long as the service offered is good enough.

While this is certainly one thing that drives talent, a report compiled by the American Institute of CPAs (AICPA) and the Chartered Institute of Management Accountants (CIMA) indicates it's far from the biggest factor.

Distributed at the AICPA Not-for-Profit Industry Conference, “Talent Pipeline Draining Growth” offered several findings about human capital and the management of it. The findings:

  • Inadequacies in talent management are hurting the competitiveness and financial performance of firms. Growth prospects are blighted by failure to make most of human capital.
  • There is disagreement and disconnect at the C-level (most senior leaders) for talent and development, particularly in relation to succession planning and training and development investments. CEOs and CFOs differ from human resource directors in their perceptions.
  • The majority of companies do not seem to be paying adequate attention to succession planning. Only a third of respondents see talent management embedded in business strategy.
  • Many of the talent-management tools employed by organizations are ineffective. Performance-based bonuses and personal development programs are rated as effective by just a third of respondents.
  • There is a lack of clarity on who has the responsibility for measuring the effectiveness of talent management. Again, CEOs and CFOs see it differently from HR directors.
  • Business leaders are concerned about the quality of data and analytics they receive on human capital. Data need to be translated into actionable insights.

Friday, September 27, 2013

6 Ways To Ace A Video Job Interview

Video job interviews are an increasingly popular way for employers to talk with prospective employees. If you are not prepared for the intricacies of video chatting programs, you could find yourself left in the dust.

While having an interview on a program like Skype can save you time, it can take some time to get used to talking through a video camera. There are other hurdles to get past once you get over the initial awkwardness. One of those potential problems is not knowing the full capabilities of the technology. For example, did you know you can enable screens sharing so that you can show the hiring manager your resume or other important documents?

Here are some other tips to ensure that your Skype interview goes smoothly:

  • It can be tempting to look at the screen during the whole interview, but you should really be looking directly at the camera. It's the same principle as making eye contact during an in-person interview: You want the person on the other side to feel you are paying attention to what they are saying.
  • Be sure to get rid of all potential distractions. That means closing the door to your room, turning your cell phone off, and telling your family or roommates not to bother you for the next hour.
  • One of the more jarring things about a video interview is being able to see yourself while you talk. In order to better prepare for this experience, talk in front of a mirror beforehand so you are familiar with your own facial expressions.
  • Conduct the interview behind a plain background. You don't want the interviewer to be distracted by any "colorful" posters or objects.
  • Just because you are at home doesn't mean you can wear shorts and a t-shirt. Dress the same way you would if you were going into the employer's office.
  • Do a dry run with one of your friends to iron out any technical issues with your connection or computer. Disconnections are going to happen occasionally but you can still ensure your mic and audio are working properly.

Thursday, September 26, 2013

5 Workplace Management Issues

The workplace is something of a second home for employees. It is important that managers treat their workers as family for this reason but, unfortunately, handling the problems of employees is never easy, and things just seem to get more complicated every day.

Speaking during the AICPA Not-For-Profit Industry Conference, Karl Ahlrichs, Michael J. Monahan and Peter Petesch bought up the various legal complications that can arise when managing employees, including the issues that come from a business background.

They took note of the following five business trends and the problems they can cause:
  • Nonprofit mergers and acquisitions, particularly in the healthcare and healthcare-related communities, are trending up – activities have gone up more than 50 percent in the past three years;
  • Compensation decision-making at nonprofit entities continues to evolve with compliant and effective governance models and processes being the keystone;
  • Benefit costs often range from 30 to 35 percent of the total cost of compensation can be higher depending on location, collective bargaining agreement provisions and the types of ‘benefits” included in the calculation;
  • During the past 10 to 15 years annual health insurance program cost increases turned up from 5 percent a year in the 1990s to 12 percent or more a year in the early 2000s with recent increases as high as 20 percent; and,
  • Account-based health plans, whether using health savings accounts or health reimbursement arrangements should be an active consideration in plan designs for the future.

Wednesday, September 25, 2013

Featured Nonprofit Job: Chief Executive Officer -- Six Rivers Planned Parenthood

Six Rivers Planned Parenthood, one of the largest providers of reproductive healthcare for women in northern California, is looking to hire a Chief Executive Officer. If you are intrigued by this opportunity, read on for more details.

The chosen candidate for this position will work with the Board, staff and other key stakeholders to develop and implement short and long term strategic plans for the Six Rivers Planned Parenthood. The CEO must be committed to the mission of Planned Parenthood, and provide specific leadership in healthcare services, education, advocacy and fundraising in support of that mission.

Other main responsibilities of this position include:

  • Identify, assess and inform the Board about internal and external issues that affect the organization.
  • Continually build, engage, and communicate with the Board, including acting as a professional advisor to the Board on all aspects of the organization’s activities.
  • Oversee clinical, education and public affairs service delivery and operations management.
  • Oversee the development and execution of marketing plans that retain existing and recruit new patients.
  • Serve as the final authority in all employee relations matters, including final decisions on all terminations and new hire decisions.
  • Develop an annual operating plan (derived from the strategic plan), and a comprehensive organizational budget to support the operating plan.
  • Maintain the financial transparency and stability of the organization and exercise strong stewardship of resources.
  • Create and maintain relationships with press and media, community partners, policy makers, funders, donors and community decision makers.
Although only a Bachelor's degree is required to be considered for this position, an advanced degree is much preferred. In addition, qualified applicants should have at least 8-10 years of relevant work/management experience, including experience managing a complex work environment.

Head to the NPT Jobs Career Center for more information on what it takes to be CEO at Six Rivers Planned Parenthood.

Tuesday, September 24, 2013

Featured Nonprofit Job: Director Of Best Start Communities

First 5 LA is looking to hire a Director for its Best Start Communities program. Interested? Read on for more details.

The goal of Best Start Communities is simple: To invest tobacco tax revenue in programs that improve the lives of children in Los Angeles County. The Director of this program will be responsible for providing day-to-day management of a team of twenty-five plus employees who are responsible for design and implementation of the overall effort.

The chosen candidate will also have the following duties:

  • Ensures that Best Start Communities Department implementation activities are aligned and coordinated with related activities at the community, County, and State levels.
  • Directs, coordinates, supervises and authorizes departmental reports, board materials and special presentations.
  • Makes presentations to Commissioners, top management and local communities.
  • Stays abreast of emerging trends in the fields of family strengthening and healthy communities, including evidence based and most promising practices, and public policy.
  • Leads departmental internal capacity building – including professional and team development, programmatic understanding, functional expertise, clarity of roles and responsibilities and standards for operational excellence.
Qualified applicants will have a Bachelor's degree in the fields  of  social science, health, education or a related academic field. In addition, he/she should have at least fifteen years of professional experience in managing a community-based program within a major metropolitan area.

You can find out more about this position by visiting the NPT Jobs Career Center.

Monday, September 23, 2013

7 Things To Do After Your Job Interview

What do you do after you complete a job interview? Do you go home, relax, and just wait for something to happen? Or, do you take the initiative and continue to make and impression on the hiring manager?

Even though it might seem like your work is done, there are plenty of things you can do to give yourself the best shot at being selected. Below are seven of the best steps you can take:

  • Continue to express your interest: Assuming you are legitimately interested in working at the organization by the end of the interview, you should conclude by saying something along the lines of "I am really excited about the opportunity to contribute to your organization." There should be no doubt in the interviewers mind that you are a serious candidate. 
  • Don't remain silent: You don't want to be pest but complete radio silence can be a problem, as it can imply that you are indifferent. Find out before you lead the office what the hiring manager prefers in terms of contact. 
  • Be punctual: Keeping your word and being reliable will speak volumes about the kind of employee you will be. 
  • Be patient: If you are told to wait a week before following up, you should do just that. Calling the day after the interview can come across as pushy or desperate. 
  • Send a "thank you" note: There's only one instance where you should send a message to the employer almost immediately: The thank you note. It might not seem like much, but expressing your gratitude can go a long way towards proving you are a quality individual. 
  • Personalize your follow-up message: When it comes time to check on your application, make sure that your follow-up message is personalized. It should contain specific references to conversations you had during the interview. This will show that you were paying attention and that you actually took the time to craft a message from scratch. 
  • Accept rejection: Keep your emotions in check if you are informed that you were passed over for the position. It's possible the candidate they chose doesn't work out and, if that happens, you don't want to be remembered as someone who burned bridges.

Friday, September 20, 2013

Featured Nonprofit Job: Los Angeles/Southern California Executive Director

Ever wanted to be the head of a major education nonprofit in beautiful Los Angeles? Now is your chance with our latest featured nonprofit job.

Playworks, an organization devoted to improving education and stopping bullying in schools, is looking to hire an Executive Director for its Los Angeles offices. The chosen candidate for this position will be primarily responsible for the financial sustainability and growth of the program by developing local funding sources, increasing the number of school partnerships and leading the team that delivers excellent Playworks programs for schools throughout the local districts.

Other main responsibilities include:

  • Manage Los Angeles-based fundraising activities including developing foundations relationships, corporate sponsorships and individual donor solicitation strategies.
  • Oversee all aspects of Playworks’ Los Angeles programming, including program planning, implementation, expansion, evaluation and overall program quality.
  • Serve as external face of Playworks in the community, within schools, in philanthropic circles and in the media to increase visibility and brand awareness.
  • Work with community volunteers and volunteer agencies to promote greater community involvement.
Qualified applicants will have five or more years of experience as a successful leader in the nonprofit sector, government, private sector or education with proven visionary management, fundraising and strategic planning capability.

You can read more about this job, including how to apply, by visiting the NPT Jobs Career Center.

Wednesday, September 18, 2013

9 Professional Development Ideas

Professional development is one of the best ways to get your to your ultimate career destination. While taking a few nonprofit management courses or getting a mentor are the most popular development strategies, there are many other paths you can take.

During a recent Nonprofit Technology Conference by NTEN, Commongood Careers founder and CEO James Weinberg explained that heading back to school isn't the only way to develop your career. He listed the top nine professional development ideas that he preaches to job seekers:
  • Graduate programs. These can be costly. Make sure you are in a high-quality program that fits what you want to learn.
  • Workshops. This also is expensive. Some workshops guarantee certificates, but check to see if that piece of paper means anything for your professional career.
  • Self-education books. Some times your best teacher would be yourself. Look for books or online courses that can help.
  • In-house mentors. Ask a competent colleague or supervisor for guidance.
  • Outside mentors. Structure a relationship with someone in the field that works outside of your organization.
  • Peer networks. These organize colleagues with similar jobs.
  • Management. You can learn a lot by teaching others.
  • Try to work with Consulting. Side projects can help you encounter elements of your position that may not come up at your job.
  • Volunteering. This offers flexibility to your schedule.

Tuesday, September 17, 2013

Featured Nonprofit Job: Executive Director

If you are like most Americans, you probably remember the tragic events of April 16, 2007, when 32 people were killed during the shootings at Virginia Tech. If you've ever wanted the chance to make sure events like that never happen again, our latest featured nonprofit job -- Executive Director at the VTV Family Outreach Foundation -- will surely appeal to you.

As you might expect given the position, the chosen candidate will be responsible for a wide variety of tasks. This includes interaction with the Board of Directors, financial affairs, and overall management of the Foundation's staff. Below are highlights of some of the Executive Director's main responsibilities:

  • Ensures that the Board is kept fully informed of operations of the Foundation and of significant issues or conditions that may affect the Foundation.
  • Develops, recommends, and upon Board approval, implements plans and programs to obtain financial resources for Foundation activities.
  • Responsible for all personnel matters, including hiring, supervision, performance appraisal, salary administration and termination of staff and consultants in consultation and prior review by the Performance Review Committee.
  • Develops Foundation policies and procedures as needed and oversees office support services.
  • Assists with coordination and development of fund raising, public relations and marketing.
  • The Executive Director represents - or arranges for representation of - the Foundation with local, state, regional and national bodies of media.
Qualified applicants will have a Bachelor's degree in a related field, though an advanced degree is preferred. Applicants should also have extensive management experience in the nonprofit sector, especially in higher education, and government affairs.

Think you are qualified to lead the VTV Foundation? Head to the NPT Jobs Career Center for a complete description of this job, and to apply.

Monday, September 16, 2013

3 External Hiring Tips

The first place nonprofit managers do when beginning a hiring process is to see if they can fill their open position from within. This is preferable for many reasons not the least being that the candidate is already familiar with the inner-workings of the organization.

As Kirk Kramer and Preeta Nayak noted in the Bridgespan Group’s book “Plan A: How Successful Nonprofits Develop Their Future Leaders,” the beginning of the external hiring process isn't something that makes nonprofit leaders scared. Citing Bridgespan's Leadership Diagnostic Survey, they noted that 77 percent of managers agree or strongly agree that they “effectively screen external leadership candidates to ensure they are correct for the role and the organization.”

When it comes to the transition phase, however, that confidence is not present. The survey indicated that 38 percent of respondents disagreed or strongly disagreed that their organization has a successful on-boarding plan.

So where to begin? Kramer and Nayak sought to ease hiring manager's fears by detailing three steps for a successful external hiring campaign:

  • Step 1: Define requirements for the role. 
  • Step 2: Create opportunities for both the organization and the candidate to assess whether the candidate is a good fit. 
  • Step 3: Design an on-boarding process that supports the new hire’s capabilities and relationship development.

Thursday, September 12, 2013

Featured Nonprofit Job: Fund Development Director

Revenue is important for any nonprofit and most of that comes in the form of donations. Organizations need individuals who know how to maximize fund development activities, which is why the Girl Scouts of Orange County (GSOC) is looking to hire a Fund Development Director.

The chosen candidate for this position will manage assigned fundraising initiatives to ensure the achievement of annual goals and objectives within the framework of the department’s budget. The employee will also be responsible for managing the achievement of annual Family, Staff, Community Alumnae and other direct mail campaigns.

Other required duties include, but are not limited to:

  • Partner with others in Fund Development to ensure GSOC’s signature event, Celebration Leadership, is successful;
  • Work with the Fund Development team, as well as other constituencies, in promoting and strengthening GSOC’s “Culture of Philanthropy” and fundraising results through implementing and utilizing best industry practices; and,
  • Work with other fund development team members to integrate a disciplined use of “Moves Management” methodology to identify, cultivate, solicit and steward Girl Scout major gift and planned giving donors is an important part of this role. 
Qualified applicants should have at least five years of experience of increasing responsibility in managing fundraising activities for 501(c)3 organizations. For full details on what it takes to qualify for the Fund Development Director position, and information on how to apply, visit the NPT Jobs Career Center.

Wednesday, September 11, 2013

4 Poor Job Search Attitudes

There are a lot of factors that can affect your job search. Most job seekers tend to blame the lagging job market and the highly competitive environment it breeds. But did you know that your attitude can play a role in how successful your job hunt goes?

You have no control over the economy but you do have such power over your attitude. Having a bad attitude -- such as believing you are never going to be hired -- can hinder how hard you work every day. After all, why would you go the extra mile if you don't believe your work is going to pay off anyway?

Below are four of the most common attitudes that can hurt your job search. Make sure that you do your best to avoid them so you can have a happy ending to your search:

  • I will never be hired: This attitude can be a self-fulfilling prophecy. If you believe with all of your heart that you will not get a job, chances are you won't.
  • Poor, poor, pitiful me: It is easy to fall into a cycle of self-pity when you have been searching for work over a long period, but nobody is going to want to help you if you give off this kind of vibe. 
  • I'll take anything: It's never a good idea to act with desperation when searching for a job. This will likely land you at an organization that has a poor work environment, which will only make you more unhappy and will likely land you back in the job market before too long.
  • I'm not good enough: A lack of confidence is one of those things that a hiring manager will detect easily. Think about it this way: If you got selected for an interview, chances are the employer thinks you are good enough to at least be considered for the position.

Monday, September 9, 2013

6 Steps To Find A Career Mentor

Whether you are still looking for a job or just starting your career, finding a great mentor is an important first step to take. Getting the best possible mentors is important not only because of the possibility of disaster with a bad choice but also to provide the best possible experience for those being guided.

Finding a good mentor isn't just a matter of throwing darts at a board and hoping one sticks; there are a set of principles that, if you adhere to them, will make the process easier. In their book “The Mentor’s Field Guide” Gail Manza and Susan K. Patrick offer standards for effective mentoring, which they obtained from MENTOR: The National Mentoring Partnership. The standards include:

  • Recruitment. Recruit appropriate mentors and mentees by realistically describing the program’s aim and expected outcomes.
  • Screening. Screen prospective mentors to determine whether they have the time, commitment and personal qualities to be effective mentors.
  • Training. Train prospective mentors in the basic knowledge and skills needed to build an effective mentoring relationship.
  • Matching. Match mentors and mentees along dimensions likely to increase the odds that mentoring relationships will endure.
  • Monitoring and support. Monitor mentoring relationship milestones and support mentors with ongoing advice, problem-solving support and training opportunities for the duration of the relationship.
  • Closure. Facilitate bringing the match to closure in a way that affirms the contributions of both the mentor and the mentee and offers both individuals the opportunity to assess the experience.

Friday, September 6, 2013

Featured Nonprofit Job: Midwest Regional Development Manager

Are you living in or around the Chicago metro area and looking for a fundraising job? Look no further, as the Alliance for Lupus Research (ALR) is now hiring a Regional Development Manager.

The chosen candidate for this position will work in ALR's Chicago offices to help with the organization's fundraising efforts. Specific tasks include achieving budgeted fundraising goals for assigned Walks and working closely with the National Office (located in New York City) on the development of the Walk program and other events for development for Midwest target markets.

Other fundraising-related duties include:

  • Recruit Walk Corporate Chair for each assigned Walk to solicit corporate sponsorship and teams from major companies in the Walk region.
  • Personally solicit companies and organizations to obtain new sponsors and new Walk participants.
  • Forge relationships with the local Lupus communities in order to increase participation and funds raised for lupus research.
Qualified applicants will have a Bachelor's degree in a related field plus a minimum of five years experience working in a fundraising, non-profit office, as a lead for a multi-location fundraising program in special events. Walkathon experience is required. 

Interested? You can apply for the Regional Development Manager position at the NPT Jobs Career Center.

Wednesday, September 4, 2013

Featured Nonprofit Job: Volunteer Development Manager

The Girl Scouts of Greater Los Angeles (GSGLA) is looking to hire a Volunteer Development Manager. Interested? Read on for more details.

The chosen candidate for this position will develop, implement, and oversee all components of an efficient and effective Volunteer-Management System for volunteers in all pathways and capacity building roles. He/she will also be asked to recruit and engage, gather information, screen and interview, appoint, prepare and support, recognize, and evaluate and reengage (or excuse) as appropriate.

Other major duties include:

  • Conduct a volunteer needs assessment survey in coordination with GSGLA’s annual planning processes to determine volunteers needed to ensure sustainability and growth.
  • Work in partnership with all departments to identify and create volunteer roles with clear accountabilities and needed skills sets.
  • Match the skills, experiences and interests of volunteers with the needed skill sets and accountabilities within each department.  
  • Oversee the Council’s efforts to “open doors” for the recruitment of new volunteers from diverse and emerging populations – use multiple innovative strategies and methodologies to reach adults volunteers.
Qualified applicants will have a minimum three to five years’ experience in volunteer management with demonstrated understanding of effective volunteer management/customer service practices. Prior scouting experience is preferred but not necessary.

You can apply for this job today by visiting the NPT Jobs Career Center.

Tuesday, September 3, 2013

Are Your Career Skills Right For A Small Nonprofit?

What type of nonprofits do you usually look for on your job search? If you are like a lot of job seekers, you probably look for big organizations as these are most likely to provide the best opportunities and pay. Depending on your skill set, however, it might be a good idea to expand your search to small nonprofits.

Just like working for a big business is not for everyone, joining a small organization requires a certain mindset. If you are most comfortable working with a larger group of people, you will probably have better success at a more brand-name organization.

In general, you should have the following traits before sending your resume to a small nonprofit:

  • Self-Starter: Employees at a small or mid-size nonprofit should be very capable of motivating themselves and have a creative mind when it comes to business solutions.
  • Team-Player: While the ability to collaborate with other employees is important at any organizations, it is even more critical in a smaller environment. When you are working with a small group of people every day, all it takes is one negative attitude to bring down the whole team.
  • Capable of Wearing Multiple Hats: Unlike big organizations, you are probably going to be asked to handle things you aren't used to doing. You should be comfortable handling tasks big or small and be willing to help co-workers that need assistance.

Friday, August 30, 2013

Will Your Social Networking Profile Help You Get A Job?

You've probably heard a number of horror stories by now about how profiles on social networking sites can end up being one of the main reasons a job seeker was not hired. Whether it's because of inappropriate photos or information inconsistent with the candidate's resume, social media profiles can be dangerous for your job search.

They can also be a huge boon, if handled correctly.

An appropriate social networking profile will portray you as a professional who is ready to take on all challenges. This will make you attractive not only to potential employers, but also networking contacts who can help you land a great nonprofit job. Not sure where to start? Following these five tips will get you on your way to a great online presence:

  • Be Consistent: Your persona needs to be consistent across all of the platforms you use. For example, if you are portrayed as a driven fundraiser on LinkedIn, you shouldn't act like an introvert on Google Plus.
  • Master the Basics: The first part of your profile that an employer is likely to check is your "About Me" section. This is the most basic part of any social networking site but the first impression is very important. Write a brief paragraph that sums up your work history and goals.
  • Build Your Network: Sites like LinkedIn provide a great opportunity to make new contacts. They don't call it "social networking" for nothing. The size of your network will depend on your preferences, but it's a good idea to have at least 50 followers on your page.
  • Links: Showcase your skills by including links to your blog and portfolio assuming they are relevant to your career path. 
  • Use Keywords: Making use of strategic keywords throughout your profile will help ensure that your profile comes up in search engine results. Examples of keywords include your area of expertise, desired job titles, and industries.

Thursday, August 29, 2013

Featured Nonprofit Job: Executive Assistant

The Society for Human Resource Management (SHRM) in Alexandria, Va., is looking to hire an Executive Assistant to work for one of its affiliates: HR People & Strategy (HRPS). This is a great opportunity for those job seekers who have just minimal nonprofit administrative experience.

The chosen candidate for this position will work with HRPS's Executive Director to implement the organization's strategic plan and oversee all operations of the association. The Executive Assistant will also serve as a liaison to the Board of Directors for various matters.

Other important duties include:

  • Coordinate the tracking of all organizational goals across HRPS.
  • Coordinate all accounting, audit and tax processes.  Work with SHRM’s accounting department to resolve accounts receivable/payable issues.
  • Route contracts/ documents and obtain appropriate approvals.
  • Coordinate meeting logistics with various SHRM departments and outside vendors, assist committees in developing agendas, and work with committee members to develop materials.
  • Work with SHRM IT Department and outside vendor to plan and maintain website.
  • Maintain the Executive Director’s calendar and email as requested.   
  • Handle administrative tasks (ordering supplies, copying, filing, mail distribution, etc.).
As stated before, the Executive Assistant position is perfect for those with only minimal experience in the nonprofit sector. HRPS requires that applicants have at least four years experience of administrative experience in any fast-paced business. Other requirements are listed in the job description, which can be found on the NPT Jobs Career Center (where you can also apply).

Wednesday, August 28, 2013

4 Job Interview Don'ts

Job interviews are stressful enough without adding self-inflicted wounds into the equation. When you are being peppered with seemingly endless questions about your qualifications and work history, the last thing you want to do is make easily avoidable mistakes.

Not all mistakes are created equal. If you flub a word it is unlikely that you will be disqualified for the job. Other errors, however, can be much more costly. Here are four "don'ts" that you should avoid at all costs if you hope to have a fighting chance at being hired:
  • Don't act unprofessionally: You might think you are being honest by calling your last manager a jerk, but the hiring manager will see this more as a personality red flag. A good way to avoid this error is to conduct mock interviews before the big day. Your "interviewer" will be able to alert you to anything you say that could be interpreted as an unprofessional remark or behavior.
  • Don't be selfish: Job interviews are ultimately a way for the employer to determine whether you fit their needs. While it is appropriate to ask the hiring manager detailed questions about the position, you could come across as self-centered if you only ask about salary or how much vacation time you will receive.
  • Don't dress casually: Coming to the interview dressed in casual attire will give the impression that you are not a serious candidate. Striking the right balance between over-dressed and casual is the key to success.
  • Don't lie: Think your white lie about how much you accomplished at your previous job won't be discovered? Think again. All employers conduct thorough background checks of candidates so it's likely you will be caught. Even if you're not, you could be setting yourself up for failure by claiming you can do things for which you are not qualified.

Tuesday, August 27, 2013

Featured Nonprofit Job: Executive Director - Afro Latin Jazz Alliances

The Afro Latin Jazz Alliances (ALJA) in New York City is looking to hire a new Executive Director. Interested? Read on for more details.

The chosen candidate for this position will work directly with ALJA's Founder and Artistic Director (AD) to establish a strategic vision and organizational goals, for all of the programs of the organization. The Executive Director will serve as the leader, chief fiscal officer and executive officer, as well as the major fundraiser of the organization.

Other responsibilities include:

  • Aggressively seeking new funding, both public and private, through grants and donations.
  • Seeking out performance opportunities and residencies by cultivating relationships with performance presenters, academic institutions, and booking agents.
  • Overseeing program development and the cultivation of new audiences.
  • Managing and administering staff to ensure that the flow and operations are effective and efficient.
  • Serving as liaison with The Fund for the City of New York, the ALJA’s current fiscal sponsor.
  • Development of a volunteer staff.
The ideal candidate will have a Bachelor's Degree and no less than 6 to 10 years of prior experience in jazz, music, or arts education development and administration fields. You can read the full job description and apply by visiting the NPT Jobs Career Center.

Monday, August 26, 2013

10 Steps To Clearing Your Career Path

What are your ambitions for the future? If you are like most people, you probably want to advance in the ranks at your current job. While showing your bosses you are capable of more is a good first step for your professional development, it's only half the battle to carving your career path.

In their book “Great Leaders GROW,” Ken Blanchard and Mark Miller wrote about the steps nonprofit professionals need to take in order to progress from competent employee to great leader. One of those steps is to open your world at work. They came up with 10 ways to accomplish this:

  • Shadow someone from another department or team. 
  • Work at a client’s facility for a day or longer. 
  • Listen in on donor calls. 
  • Travel with senior leaders from the organization. 
  • Serve on a cross-functional team. 
  • Begin collecting best practices from top performers.
  • Interview recent retirees and seek their counsel on current issues.
  • Attend the premier of a new program or the grand opening of a new office.
  • Go back in the archives and watch presentations from the past decade.
  • Meet with leaders from other departments to understand their issues.

Thursday, August 22, 2013

4 Ways To Tell If HR Is A Strategic Partner

Gone are the days when your nonprofit's human resources (HR) main responsibilities were hiring new employees and ensuring existing workers complied with rules. These days, HR is involved in a variety of activities and processes within an organization.

During the recent AICPA Not-for-Profit Industry Conference, Karl Ahlrichs, Michael J. Monahan, and Peter Petesch talked about the necessity of making HR a strategic partner in your day-to-day activities. While the number of class action suits, overtime issues, and sexual harassment reports have decreased since 2005, the number of lawsuits against employers have increased, as has the number of employees joining unions.

What does this mean? According to Ahlrichs, Monahan, and Petesch, it means:

  • The field of employment law and human resources continues to grow, stratify and become more complex;
  • The importance of employment law counsel and human resources in any organization continues to increase;
  • Keeping informed and up to date is important; and,
  • That having a strategic HR partner involves having a strategy, both for the organization and for the individual in HR.
The speakers said that you can tell if your HR department is a strategic a partner if you can answer "yes" to these four questions:
  • Is the HR person at the table?
  • When the CEO wants to execute on a merger, does the HR chief know before the deal is agreed upon?
  • Does the HR leader identify business opportunities?
  • Does the HR honcho look for ways to link productivity with morale and cost efficiencies?

Wednesday, August 21, 2013

Social Networking Etiquette And You

Most people think of Facebook and other social media sites as a great place to catch up with friends and watch that latest hilarious cat video. But did you know they can also be helpful for your job search?

Networking is the key to improving your chances of landing a job, and there's no better place to do it then using social media. Using sites like Facebook and LinkedIn, you can quickly find contacts who can give you the inside track to your dream job. Sounds easy, right? Not exactly.

Before you go to your online contacts for help, make sure to follow these six social networking etiquette tips:

  • Don't post just to post.
  • Stay professional while you are networking. That means you should avoid abbreviations and inappropriate content.
  • Keep an eye on your post count. You don't want come across as a spammer.
  • Post different things across the many social media channels. Give people a reason to visit your individual pages.
  • Keep your content fresh. No more than a month should go by without new updates.
  • Follow-up with everyone who responds to your posts. This will show people that you care about what they have to say, and will go a long way toward building new connections.

Tuesday, August 20, 2013

Featured Nonprofit Job: Area Development Director

Los Angeles: It's full of bright lights, big stars, and even bigger opportunities, one of which happens to be our latest featured nonprofit job.

The United Negro College Fund (UNCF) is looking to hire an Area Development Director to conduct comprehensive, cost-effective annual and as needed, capital fund-raising campaigns, within the LA area of operation, to support the 38 UNCF institutions and serve as an ambassador for the organization as a whole. The chosen candidate will also identify, recruit, direct and liaison with volunteer leadership; develop and maintain formal campaign organizational structure in concert with National UNCF leaders and develop local campaign goals.

Other major duties include:

  • Planning and implementing campaign strategies consistent with UNCF national action plan and policies;
  • Developing and submitting solicitation proposals; managing, designing and implementing fund-raising events; and,
  • Developing and preparing campaign materials, communication/promotional programs in support of established fund-raising efforts.
Qualified applicants should have a Bachelor's degree and at least 7-10 years of fundraising experience. A history of meeting revenue goals is also required. Head to the NPT Jobs Career Center for more details on this job, including applications instructions.

Monday, August 19, 2013

Featured Nonprofit Job: Outreach And Enrollment Coordinator

The Florida Association of Community Health Centers (FACHC) in Tallahassee is looking to hire an Outreach and Enrollment Coordinator. Read on for more details on this featured nonprofit job.

The chosen candidate for this position will be responsible for ensuring that health centers have timely and necessary information about Florida's consumer assistance training requirements and roll out of new affordable insurance options. Other responsibilities include:

  • Coordinate health center outreach and enrollment activities with other consumer assistance efforts in the state.
  • Provide technical assistance and training on effective health center outreach and enrollment strategies and targeted technical assistance to individual health centers that experience challenges in meeting outreach and enrollment projections.
  • Monitor successes and barriers to health center outreach and enrollment activities.
  • Provide broad-reaching communication efforts, such as mailings or other media efforts, which may be used to announce outreach events and/or the availability of the health centers as locations where outreach assistance is available.
You can find more information about this job, including application instructions, by visiting the NPT Jobs Career Center.

Thursday, August 8, 2013

Featured Nonprofit Job: Director of Development, Membership, and Special Programs

The San Mateo County Medical Association is looking to hire a Director of Development, Membership, and Special Programs. Interested? Read on for more details.

The chosen candidate for this position will focus on three areas: Development, Membership Marketing, and Special Programs. The responsibilities for the three areas are broken down in the following manner:


  • Developing a corporate sponsorship program, private foundation support as well as an individual major gifts program.
  • Achieving effective corporate and major gift support and building strong relationships with existing funders.
Membership Marketing:
  • Develop and direct a membership recruitment and retention program, including outreach to non-members.
  • Outreach involves writing and producing promotional materials, analyzing results, and creatively implementing new strategies.
Special Programs:
  • Coordinate outreach to various Asian-Pacific Islander (API) civic and community organizations and churches to offer screening and vaccination of the API community for Hepatitis B.
  • Coordinate with pharmaceutical representatives whose companies manufacture this vaccine for vaccine donations.
  • Organize seminars for physicians and medical office personnel to educate them about the need to treat their API patients and to correct common misconceptions regarding this disease.
Qualified applicants will be an accomplished fundraising executive with a passion for the organization's mission and a desire to succeed. Must be proficient in all Microsoft Office programs. Think you have what it takes to be successful in this position? Head to the NPT Jobs Career Center to apply.

Wednesday, August 7, 2013

Featured Nonprofit Job: Major Gifts Officer, Wycliffe Bible Translators

Are you an experienced fundraiser looking to get a nonprofit job in Florida? Our latest featured position will give you an opportunity to work in the great city of Orlando with an organization that has been in existence since 1942.

Wycliffe Bible Translators is looking to hire a Major Gifts Officer to find donors in the Southwest Region. This includes the states of Georgia, North Carolina, South Carolina, Tennessee, Alabama, and Mississippi. The chosen candidate would need to reside in a major city within the region (Atlanta, Charlotte, Raleigh or Knoxville).  This position requires travel 30% - 40% of the time. Responsibilities include contacting, cultivation, and solicitation of gifts from major donors in these areas.

Qualified applicants should have at least five years of recent and increasingly productive face-to-face fundraising experience, including two years with high net worth donors.

Want to find out more about this position? Head to the NPT Jobs Career Center for application instructions and more.

Tuesday, August 6, 2013

Featured Nonprofit Job: Executive Director, First 5 Santa Cruz County

First 5 Santa Cruz County is looking to hire an Executive Director. Think you have what it takes to succeed in this nonprofit job? Read on more more details.

The chosen candidate for this position will be responsible for providing leadership and strategic direction to ensure that First 5 Santa Cruz County’s investments in health, early learning and family support promote optimal development of children ages 0-5 in Santa Cruz County.

Other responsibilities include:
  • Work collaboratively with the Commission, staff, funders, grantees and other stakeholders to ensure that the vision, mission and values of First 5 SCC are carried out effectively.
  • Lead the development and implementation of First 5 SCC’s strategic plan , long-range financial plan, annual operating plan, budget an d evaluation report.
  • Analyze and recommend strategic investments for the Commission to best impact systems changes that will improve the lives of young children in Santa Cruz County.
  • Represent First 5 SCC to community partners, the media, the public, elected officials, other funders, First 5 California, and the First 5 Association of California.
  • Develop the Commission’s annual administrative services contract with the United Way of Santa Cruz County.
Qualified applicants will have an innovative and entrepreneurial approach to achieving First 5 SCC’s mission and strategic initiatives, along with highly-developed skills in the areas of leadership, management, financial and strategic planning, public speaking, communication and collaboration.

You can find out more about this job by visiting the NPT Jobs Career Center.

Monday, August 5, 2013

4 Hiring Process Concerns -- And Solutions

There are many emotions you will feel when a hiring manager says they want you to join their organization. The biggest of those is relief. It's good to know you are close to getting the job after countless hours of resume writing, thank you letters, and interviews.

While it  might seem that you are at the end of your long journey, you should be aware that last-minute can and often do emerge. Below are four of the most common hiring process hiccups along with advice on how to best conquer them:
  • You were told a formal job offer was coming -- three weeks ago: There are a multitude of reasons for a delay of the job offer: An internal candidate expressed last-minute interest, a hiring freeze was instituted, the position is changing, or the hiring manager went on a business trip. Instead of waiting around for an answer, you should contact the organization to find out the exact reason for the delay.
  • The hiring manager wants to ask you follow-up questions about a reference who gave you less than glowing reviews: The worst thing you can do in this situation is to be defensive or combative. You should calmly correct any misinformation the reference gave, and counter his negative recollections with positive anecdotes. You can also offer up additional references to give the hiring manager additional opinions; just be absolutely certain you will get good reviews from them.
  • The formal job offer has a description and salary that is significantly different than the initial job description: Seek clarification before assuming you were tricked. It's possible there was a typo in the original job description or that the salary listed was a ballpark estimate rather than a firm number. Pay close attention to the hiring manager's response. Did he seem genuinely sorry about the confusion? Did he offer to adjust the offer or at least give a detailed explanation about why he can't? You should consider rejecting the offer if you think the organization is playing games with you.
  • You discovered some details about the organization's work environment that are making you think twice about accepting the job offer: Keep in mind that the information you received is just one person's view. Do some more research to see if there is any merit to the person's claim. If you find legitimate reasons to be concerned, go to the hiring manager and seek clarification. You should always give your boss-to-be an opportunity to explain things.

Friday, August 2, 2013

4 Reasons Not Put Fibs In Your Resume

The temptation to put a little white lie in your resume can be great sometimes. When you see a job you really want but don't quite have the necessary skills for, it's easy to see why you might think one little fib won't be too big of a deal. After all, who's going to notice?

Thanks to some techniques used by employers, so-called "little fibs" can be easily spotted. Being caught in a lie will not only ruin your chances of getting the job, it can also do serious damage to your overall reputation. It's hard to get rid of a reputation as a liar even if the lie wasn't that big.

So before you consider fibbing a little in your resume, consider these four ways that employers can discover the truth:

  • Background Checks: Employers usually perform standard background screens on candidates. They will look for discrepancies between what you tell them and what their reports reveal.
  • Red Flags: Hiring managers will be suspicious of unexplained gaps in employment or a hesitance to explain the reason behind your departure from that last job. Employers can easily find phone numbers for the places you said you worked to verify that you were once employed.
  • Social Networking Sites: Sites such as Facebook or LinkedIn contain information that will help employers verify information of which they are unsure.
  • Gut Check: A lot of hiring managers will simply trust their gut and not hire you if something about your resume bugs them. 

Thursday, August 1, 2013

The 2013 Power And Influence Top 50

Sixteen years ago today The NonProfit Times released the first edition of the Power and Influence Top 50. The report listed the 50 nonprofit executives that we determined were at the top of their field. Since then, there have been many multiple-time honorees and some new ones.

With this year's edition, there is quite a bit of turnover.

The 2013 Power and Influence Top 50, included in the August 1 edition of NPT, features 18 first-time honorees. In addition, there are three returning executives who will be returning to our September Power and Influence Top Gala in Washington, D.C., after some time away. The evening’s keynote will be national commentator Juan Williams.

Some of the new faces in this year's list include:

  • James (Jim) Manis, the Mobile Giving Foundation; 
  • Jacqueline Novogratz, Acumen; 
  • Anthony D. Romero, American Civil Liberties Union; 
  • Vanessa Kirsch, New Profit Inc; and, 
  • Chris Anderson, Sapling Foundation/TED 

You can view the full list by clicking here.

Of course, the Power and Influence Top 50 is not the only part of the August 1 issue. Other major articles include a piece on retaliation lawsuits, restructuring at the Girl Scouts, and how World Wildlife Fund and other organizations handle compressed workweek schedules.