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.”

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.

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.

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.

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:

Do:

• 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.

Don't:

• 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.

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.

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.

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. 

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.

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.

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.

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 100^th 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.

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.

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.

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.

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.

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.

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.

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.