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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.

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.