Thursday, January 31, 2013

LinkedIn Strategies For Job Seekers

There are many social networks out there, but LinkedIn might be the most useful for job seekers. They just have to make sure to use it correctly to make use of its full potential.

Job hunters can gain many advantages by using LinkedIn including, but not limited to: Information on the types of people employers hire, the name of the hiring manager at a particular job, and -- perhaps most importantly of all -- the potential to make a personal connection at the organization you are interested in joining.

Making connections is the key aspect of the social networking site, and this is easily done on LinkedIn through the "request an introduction" feature. Sent to both an existing contact and someone he know, this feature facilitates connections to individuals who can help your job search. You can't just make your introduction out of the blue, though, so here are some tips on how to go about doing this in the best possible manner:

  • If you already have your contact's e-mail address, shoot them a message letting them know you are sending an introduction request. This has two benefits: It's the polite thing to do and it ensures they will actually get the request; some people don't always check their LinkedIn notifications.
  • Remember that the message is going both to two people: Someone you know and someone you want to know. Even if your relationship with your existing contact is casual, your message still needs to be crafted in a professional manner.On a related note, you should be sure to mention how you know your existing contact.
Speaking of LinkedIn, we are going to start posting some arguments in our group. If you haven't already linked to us, head to our page and join before the fun starts.

Wednesday, January 30, 2013

Featured Nonprofit Job: Grants Manager

Grants are an important source of funding for nonprofits. While they can occasionally come from large corporations or governmental organizations, the majority of them come from foundations. Not just anybody can be in charge of making these grants, which is why the Foundation for the National Institutes of Health (FNIH) is looking to hire a Grants Manager.

The chosen candidate for this position will develop online applications, draft grant agreements, and track and review grantee reports. The individual will also have primary responsibility for managing the grants management team’s use of database and legal compliance technology.

This position does require significant experience in creating grants, but it also requires applicants to have the following skills and qualifications:
  • Organization;
  • Detail-oriented;
  • Energetic;
  • Bachelor’s degree in related field;
  • One to three years of grants management experience or an equivalent combination of education and experience; and,
  • High level of competency with MicroEdge GIFTS database software.
You can learn more about this job by visiting our career center.

Tuesday, January 29, 2013

Avoiding The Resume Black Hole

Legend tells of something called the "resume black hole." It is said that this is where seemingly qualified applications go to die after they have been submitted.

The truth is actually a little less complicated -- and interesting -- than that.

Many organizations have what is called an applicant tracking system (ATS). This technology scans incoming resumes and cover letters for specific keywords and other criteria, and discards the ones that don't meet them. This is the reason why some job seekers feel their applications go into a black hole when they apply for jobs.

Thankfully, there are ways to avoid this situation. By following these five techniques, you can make sure your application has the best chance of avoiding the dreaded resume black hole:

  • Don't apply to jobs for which you are not qualified;
  • Don't apply to the same job over and over again;
  • Use the body of your e-mail to address any obvious disqualifiers in your resume -- make it hard for screeners to ignore you;
  • Include keywords that appear in the job description in your resume; and,
  • Include the most relevant experience at the top of your resume.

Monday, January 28, 2013

7 Ways To Value Employees

"Value your employees."

That's the answer most nonprofit managers get when they ask how to get their employees to do a better job. This sounds simple enough in practice; when people think their work is actually being appreciated, they tend to work harder. Many mangers would agree this is the right thing to do, but they don't always know how to best put their good intentions into practice.

In his essay “Walking the Talk with Talent,” which appears in the book Capturing the People Advantage, Edward E. Lawler III argued that, if an employer is truly going to treat all of its workers as valuable assets, all aspects of the organization must be involved: That means the board, human resources (HR), and information systems:
  • The board should have at least one member with a sophisticated understanding of the research related to human resources management, organizational effectiveness, succession planning and learning and development.
  • Board members should receive regular information about the condition of an organization’s talent and the way it develops and deploys that talent.
  • The board should spend at least as much time on human-capital issues as it does on the allocation of financial and physical capital.
  • HR should contain some of the top talent in the organization, along with the best information technology resources.
  • HR should be seen as an important stepping-stone for anyone aspiring to senior management.
  • HR leaders should be involved in business strategy discussions.
  • Organizations should adhere to the saying that what gets measure gets attended. HR measures must be as relevant, rigorous and comprehensive as measures for financial and physical capit

Friday, January 25, 2013

Featured Nonprofit Job: Evidence-Based Dentistry Manager

Not many people like to go to this dentists; that is, unless, they are getting a job there.

No, we aren't turning into a one-stop-shop for dentist positions, but are newest featured nonprofit job does have to do with work in that field. The American Academy of Pediatric Dentistry (AAPD) is looking to hire an Evidence-Based Dentistry (EBD) Manager. What is an EBD Manager, you ask? Put simply, the practice of evidence-based medicine is defined as the conscientious, explicit and judicious use of current best evidence in making decisions about the care of individual patients.

The EBD Manager will lead each workgroup through development of a Clinical Practice Guideline, moving the AAPD forward in an efficient and effective manner by providing oversight from the initial literature review through each document’s publication. Among the duties will be guiding the scientific review and statistical analysis during the clinical guideline development process, working with various committees and workgroups to draft, format and edit reports, and performing ongoing literature searches to confirm currency of the evidentiary base.

Before applying for this position, make sure you meet the following requirements:

  • Master’s degree in public health, informatics, epidemiology, health statistics, health policy, or a related field.
  • At least five years experience in an association, non-profit organization, university, or government setting utilizing comparable skills.
  • A strong science background and a functional understanding of basic statistical principles.
  • Excellent computer literacy in MS Office programs (Word, Excel, PowerPoint, etc.).
You can learn more about this job, including application information, by visiting our career center.

Thursday, January 24, 2013

Leveraging Differences In The Workplace

Efforts to promote a more diverse workforce and to level the workplace playing field have had mixed results. While the practice as a whole should be a good thing, it has not necessarily had the resounding success it could, at least according to Martin N. Davidson.

In his book "The End of Diversity As We Know It," Davidson wrote that diversity initiatives by human resources officers haven't been successful because there has been too much of a focus on what he calls "managing diversity." He argued that if leaders instead "leverage differences," they can have more success because they will be using differences among their employees rather than ignoring them.

Davidson further explained his approach through four different areas that help illuminate how to leverage difference:

  • Representation. Managing diversity tactics are geared toward increasing the numbers of people who are different e.g., race, gender, age). In a leveraging difference frame, the kinds of difference vary, and strategically driven changes last longer.
  • Organizational change. In managing diversity, change is focused on talent management. On leveraging difference, provides a connection between strategy and diversity.
  • Resistance to change. Managing diversity can help one group while alienating others. Leveraging difference involves more stakeholders.
  • Learning. With managing diversity the strongest learning takes place for individuals or groups. With leveraging diversity, individual learning happens but more broadly and for more people. It positions the company to take advantage of differences that might emerge in the future.

Tuesday, January 22, 2013

Featured Nonprofit Job: Business Administrator

Many of the positions posted on this blog fall into the "typical nonprofit jobs" category. That means you're usually seeing a lot of Development Director or Director of Major Gifts jobs. It's important to remember, however, that nonprofits still have aspects of business within them.

That is made especially clear with today's featured nonprofit job.

Mane Stream, a small nonprofit in Tewksbury Township, N.J., that provides recreational horsemanship and equine assisted therapy programs for children and adults with disabilities, is looking to hire a Business Administrator. The position is responsible for the management of all financial and business aspects of the organization, including  accounts payable and receivable, banking transactions and account, reconciliations, payroll, budget preparation and tracking, administration, and record keeping of employee benefit programs.

As a finance-oriented position, applicants must have either a college degree in that field or experience equivalent and five years in similar position. Strong communication skills and proficiency with QuickBooks and Excel are also a must, as are small business management skills, knowledge of nonprofit accounting procedures, and strong IT skills.

You can learn more about what it takes to be a Business Administrator by visiting our career center.

Monday, January 21, 2013

So You Want To Be A President/CEO?

Last week, we posted an opportunity to be the President/CEO at The Methodist Home for Children and Youth. That job is still available but we now have another chance for that same position at another organization.

The United Way of Northern Arizona is seeking a proven, energetic leader as its next President and CEO. The new President and CEO will succeed the current President and CEO who is retiring after more than 14 years of outstanding, innovative leadership. UWNA has been recognized nationally for creating innovative collaborations and partnerships in its community impact areas of education, income and health. The new President/CEO will have the opportunity to lead the United Way in continuing its impact, growth and influence.

Reporting to the Board of Directors, the chosen candidate will be fully responsible for a staff of 10 individuals and will build strong relationships with all stakeholders, and creates, as well as identifies, strategic and collaborative opportunities for the organization.

All applicants must have at least seven or more years of senior management experience, and have the following attributes:

  • Committed to the principles of diversity in concept and action;
  • Genuine concern and respect for others;
  • Impeccable honesty and integrity;
  • Excellent communication skills (both oral and written);
  • Seeks and values feedback;
  • Engages a strategic perspective;
  • Holds self and others to high standards;
  • Models calmness under pressure;
  • Substantial “Intellectual Horsepower”;
  • A persistent, strong drive;
  • Savvy and scrappy;
  • A “Quick Study” with an active curiosity; and,
  • A good sense of humor.
You can learn more about this position by visiting our career center. Best of luck with your applications!

Friday, January 18, 2013

Nonprofit Salaries -- Getting In The Know

The release of The NonProfit Times' 2012 Salary and Benefits Reports is good news for both organizations and job seekers. Nonprofits can make sure the compensation they are offering employees is in line with industry standards, and job hunters can ensure they are getting a fair deal when they get a salary offer.

While most of the reports deal with both salaries and benefits, there are some that want to know more about just money rather than perks. For those individuals, the 2012 Nonprofit Salary Report is the best choice.

This report provides the latest and most complete salary information available on 254 nonprofit positions from entry level to the executive office including base salary, bonus practices, total cash compensation, salary increases, employee turnover, and more. Salary data is presented at three different levels -- by position, job family, and organization -- to provide a comprehensive view of pay practices at all levels of a nonprofit organization. There are a large number of job titles included in the report, all of which can be viewed on our webpage.

Salary data is always changing in the nonprofit sector, and the 2012 Salary Report let's users easily see how data has shifted from 2011 to 2012. Information is presented by multiple views to allow for fast and easy comparisons against relevant peer organizations by geographic location, operating budget and field of work.

You can purchase the report on NPT's online store, where you can also view the other 2012 Salary and Benefits Reports.

Thursday, January 17, 2013

President And CEO Wanted

Do you have the knowledge and skills required to lead an organization devoted to helping abused and neglected children? If your answer is "yes," then read on to find out more about our latest featured nonprofit job.

The Methodist Home for Children and Youth, based in Macon, Ga., is looking to hire a President and CEO. Appointed by the Board of Trustees, the President and CEO serves as the executive officer of the organization, guiding and committing the agency to action within the parameters established by the Board of Trustees. As you might imagine, this job has a number of very important responsibilities including, but not limited to, the following:

  • Assures the periodic evaluation of the organization's services;
  • Demonstrates appropriate responsibility, as delegated by the Board, for all children in care, administration of the Children’s Home and any other program that the Board deems appropriate;
  • Demonstrates appropriate responsibility for the planning and coordinating of all phases of the Agency’s program and services;
  • Reviews and evaluates the results of the Agency’s program, suggesting creative action, modifying and/or revising where indicated;
  • Researches and investigates pertinent fields to maintain awareness of changing needs within the community;
  • Directs the Performance and Quality Improvement (PQI) Plan and its impact on the organization;
  • Provides for conferences with children, and/or families, as requested or needed; and,
  • Provides professional leadership and technical consultation to the Board.
You can find out more about this position, including requirements and how to apply, by visiting our career center. Good luck!

5 Aspects Of A Good Career Coach

There are many different options that make the job search a little easier. Whether it's this site or other resources on the Internet, job seekers can get a lot of help for their career these days.

One option that is not discussed as much are career coaches. The fact that they cost money is probably one of the reasons but, if you are able find an affordable one, they can be very helpful. If you have been thinking about hiring a coach, the best place to start is word-of-mouth.

Make use of your networking contacts or other people you know to find out if there are any fairly priced and quality career coaches in your area. As a rule of thumb, you should look for the following five aspects when picking a coach:
  • All coaches should undergo a comprehensive assessment of your skills before you start. How else will they know your strengths and weaknesses?
  • You should never get the impression that the individual is focused more on their issues than figuring out how to best improve your career skills.
  • Psychology plays a big role in getting a job, and many coaches do have backgrounds in this practice. It shouldn't dominate your time together, however, so don't stick with a coach who is only interested in discussing your psychological issues.
  • Boundaries are important in any professional relationship. Your discussions together should never spill into anything more personal than your job search.
  • Arguably the most important factor in deciding on a career coach is your comfort level with him. If it doesn't feel right, you aren't going to get the most out of your lessons, which is a waste of time for both you and the coach. 

Tuesday, January 15, 2013

Are You Ready To Be A Nonprofit CFO?

Without sufficient revenue streams, a business will be hard-pressed to achieve its goals. That's why an excellent Chief Financial Officer (CFO) is a must-have for any successful organization. Yet being a nonprofit CFO requires a slightly different skill-set than one in a for-profit corporation.

In just the past month, we have had 12 CFO positions posted to our career center, and even more financial-related jobs. There is a great deal of competition for these roles, so you need to be sure you have what it takes. The Bridgespan Group, a nonprofit resource based in Boston, Mass., released a short quiz that well test whether you are ready to become a nonprofit CFO.

The quiz consists of the following seven questions:

  • Are you good at doing puzzles? An good CFO will spend a lot of time trying to figure how to book things one way or another.
  • Are you comfortable managing a subsidy business and a triple bottom line? The most common "subsidy business" is fundraising, and the success of a nonprofit is never measured solely on financial results.
  • Do you have nerves of steel...and an imagination that can make cash elastic? Being able so stretch cash is a key skill for the nonprofit CFO, as is creativity in solving problems.
  • Are you able to tell the finance story in program terms, and the program story in finance terms? The CFO is often the only person in the organization with any formal training in accounting or finance.
  • Can you explain and address capital structure issues? While the mission of a nonprofit might be clear, what is often not is its underlying business model.
  • Are you good at consensus-building? A big part of building trust in nonprofits involves creating consensus with disparate staff, volunteers, and board members.
  • Do you have a big heart? This is an essential attribute of a successful nonprofit Chief Financial Officer. It is difficult to work at a mission-driven organization without being passionate about the mission.

Monday, January 14, 2013

6 Professional Development Tips

The current environment in which we live demands that job seekers constantly evolve. Nonprofits are increasingly looking for employees who can fill multiple roles, so it behooves candidates to get to work on their professional development.

Professional development is an important step to increasing your odds of landing a job but, according to James Weinberg, founder and CEO of Boston-based Commongood Careers, there are many different methods to doing this besides attending grad school. During a recent talk at the Nonprofit Technology Network's (NTEN) Nonprofit Technology Conference, Weinberg listed six other ways of diversifying your skills:
  • Workshops. Some workshops guarantee certificates, but check to see if that piece of paper means anything for your professional career.
  • Self-education books. Sometimes your best teacher is yourself. Look for books or online courses that can help.
  • Peer networks. These organize colleagues with similar jobs.
  • Mentoring. You can learn a lot by teaching others
  • 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.

Thursday, January 10, 2013

Top 10 Job Search Tips

Originally Posted On The NonProfit Times

It is a fact that some individuals in the nonprofit job sector find a need for renewal that is satisfied by moving on to new opportunities. Bridgestar, an initiative of the Bridgespan Group, got advice from Tom Friel, the retired chairman and chief executive officer of Heidrick & Struggles International. Here are his top 10 job search tips:

1. Do a thorough and honest assessment of your motivations, skills and capabilities, and record them.

2. Decide very specifically what you want to do and make sure your qualifications match the job requirements.

3. Learn who the key players are at your target organizations and find a way to get in front of them.

4. Consider an interim path to your goal if necessary, such as consulting, temporary assignments, internships or volunteering.

5. Use your personal network smartly and efficiently. It is larger than you think.

6. Recognize that most people will want to help you, but they won't do your homework for you.

7. Get connected with recruiters and other intermediaries who are specifically involved in the searches that fit your capabilities and objectives.

8. When preparing for a meeting, think about the needs of the person with whom you're meeting. Over time. if you help your contacts, they will help you.

9. When given an interview, prepare thoroughly and ask thoughtful questions.

10. When your search is completed, thank the people who helped you.

Wednesday, January 9, 2013

Nonprofit Job Titles: Fundraising

Nonprofit jobs and for-profit positions generally share the same titles. A Chief Executive Officer at a big corporation is still going to have that same title at a smaller nonprofit.  There are some jobs, however, that you are not going to find in a typical business.

Chief among those titles would be any in the category of fundraising. Whether it's a Major Gifts Officer or a Fundraising Manager, there are many different job titles in the nonprofit sector that deal with raising money for the organization. Let's take a look at some of the more popular ones, straight from our career center:

  • Major Gifts Officer: These individuals are in charge of cultivating donors that have the capability of donating large amounts of money. What constitutes a major gift varies by organization, though it's usually in the thousands.
  • Manager of Special Events: Special events are often a great source of funding for organizations. Managers of these events will be in charge of oversight of all aspects of event management and logistics for organization events including site and vendor selection, contract negotiation, management of timelines and logistics, development of graphic design and printed materials, tribute video production, program and scripting, on-site event management, and budgeting and post event analysis.
  • Director of Annual Giving: The Director is responsible for raising support to aid the organization  mission through growing the unrestricted Annual Fund as well as restricted gifts.
You can find more nonprofit job titles by visiting our Search by Titles page.

16 Ways To Advance Your Career

No employee should ever be satisfied with doing the same job for a long period of time. While finally getting the job of your dreams is a big step forward for your career, it should be just one part of the process. The next step is rising through the ranks of the organization.

While most people think the most important part of professional development is showing your boss you are capable of doing more, that is only half the battle. As Ken Blanchard and Mark Miller wrote in their book "Great Leaders GROW," the other half is expanding your horizons in the workplace. They came up with 16 steps 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.
  • Have lunch with someone different every day until you run out of people, and then start over again.
  • Travel to visit your must successful chapters.
  • Find a mentor from another department.
  • Ask others who best embody the nonprofit’s core values and spend most of your time with them.
  • Attend open enrollment training events that will broaden your perspective.
  • Lead anything you can, be it a project team, ad hoc group, work group, fundraising campaign, or any other event. Chances are good you’ll learn more by leading than anything else.

Tuesday, January 8, 2013

Negotiating A Salary For An Out-Of-State Job

Negotiating a salary for a new job is critical for every job seeker. No matter how good a job is, it's going to be hard to convince yourself to work there if the salary you are being offered is not fair. This is especially true if you are looking to land a job out-of-state.

Relocating to a new area generally means your expenses are going to increase. Not only do you need to account for the price of moving all of your belongings, the price of gas and other items can be drastically different. As such, it's more important than usual to factor in your move when negotiating with out-of-state employers.

Here are five items to consider that will help your negotiating position:

  • Know the area. How much more expensive will gas be in your new home? What about food, and other necessities? All of these things and more need to be taken into consideration when determining what salary you need to maintain a normal lifestyle.
  • Take the big-picture approach. Here are some things you should know the answer to: Who will be paying for your move? Will it be difficult to sell your house? In what neighborhood will you be living?
  • Research. Salaries can vary greatly by location. The going rate for a major gifts officer in one state could be significantly lower in another.
  • Show your value. Hiring managers are not going to want to shell out a little more money just because you are coming from out-of-the area. To get them to consider your case, you need to show that you offer a lot more than your typical candidate. Come to the interview prepared with specific example that demonstrate what you would bring to the organization.
  • Salary isn't everything. Money is important but, if negotiations are at a stalemate, it's worth considering what else can be gained. For example, see if you can negotiate perks or other benefits that could eventually boost your starting salary.

Monday, January 7, 2013

Featured Nonprofit Job: Fundraising Manager

Are you an experienced fundraiser looking for a new opportunity to hone your craft? Child Rights and You (CRY) America Inc., has a job that will be of interest to you.

The California-based nonprofit is looking to hire a Fundraising Manager to ensure it meets or exceeds its objectives of revenue generation, higher profitability, and effective donor relations. The chosen candidate will also develop relevant resource generation functional plans/budgets to mobilize resources from High Net-worth Individuals (HNI’s) and institutions.

Other responsibilities include:

  • Research and create prospect databases of potential HNI's, corporations, and foundations in California.
  • Establish and manage partnerships, including effective donor servicing and relationship building, with HNIs and institutions towards increased retention and loyalty.
  • Establish CRY Black Tie Dinner Galas in SFO/ Bay Area and LA towards increased brand visibility, fundraising and acquisition of new High Net-worth donors.
  • Manage CRY Dinner Committees in CA & support efforts to manage CRY America's Advisory Board.
  • Establish and manage key national media partnerships and sponsorships on the West coast.
  • Support Volunteer Chapters' efforts on high value donor outreach and event sponsorships.
  • Represent CRY America at relevant high profile events, networks, workshops & forums.
Before applying, make sure you meet the following requirements:
  • Undergraduate/Masters degree (preferably in business administration or marketing).
  • Relevant experience (5 to 10 years) in nonprofit fundraising, corporate sales & marketing, or event management.
  • Excellent written and oral communication skills.
  • Experience in working with large numbers of HNIs and businesses.
  • Flexible with extensive traveling within CA and beyond (drive, fly).
  • Has an interest in the cause of underprivileged children.
Head to our career center for more information on this nonprofit job, including information on how to apply.

Friday, January 4, 2013

5 Steps For Effective Nonprofit HR

Cross-Posted From The Nonprofit Job Seeker

While much of the job market has been stagnant in recent years, the nonprofit sector has expanded. A recent study by Johns Hopkins University showed that nonprofit jobs expanded for the 10 years that positions in the general workforce shrunk, making the sector third largest employer behind retail and manufacturing. This data means a lot of things but, most of all, it means nonprofit human resources departments are busier than ever.

To keep up with the demand for nonprofit jobs, HR needs to run smoothly. There are many ways to get to that state and Lynne Toupin, in "Five Good Ideas," offered her own path to efficiency. Toupin, an independent consultant who works with nonprofits to help them achieve measurable results, suggested HR managers take the following five steps to make the most of the enthusiasm and energy that nonprofit workers possess:
  • Align skills, knowledge and interests with the jobs that need to be done. Many employees are passionate about the work they do and their organization's mission. Combining that passion with skills and knowledge is a powerful way to achieve results and drive change.
  • Pay competitive salaries and benefits. While the traditional charitable organization model decrees that most financial resources should be directed to the mission, you will never be able to attract the best employees if you don't offer salaries and benefits that are in line with competing nonprofits.
  • Plan for succession. One option for succession planning is to broaden the pool of candidates. Instead of considering the talent available within one organization only, why not consider employees from across a cluster of organizations in a given geographic area?
  • Develop and sustain a culture of ongoing learning. People who work in the charitable sector want to learn with their peers and have opportunities to expand their knowledge of best practices. Every workplace, however small, must reflect on the learning opportunities it can provide its employees.
  • Integrate your human resources, both paid and unpaid. Integrating paid and unpaid resources in the workplace takes thoughtful planning and preparation. It can mean ceding some decision-making to volunteers, adapting work schedules around their time, and having more detailed expectations of them. 

Thursday, January 3, 2013

A Day At The (Job) Fair

Telling someone you are going to take them for a day at the fair will generally elicit joy. If you then mention that it's a career fair, the reaction might be more muted.

Lack of cotton candy and games aside, job fairs are an extremely useful tool for job seekers. They present unique opportunity to network and make face-to-face connections with recruiters at various organizations. Online networking grabs a lot of attention these days, but the traditional networking you can do at career fairs should not be ignored.

Fairs can be a pretty overwhelming place, so if you plan to attend one, make sure to be well-prepared. You can achieve this by making use of these techniques:

  • Plan Ahead: Find out which organizations will be attending the fair and research as much as you can about them. The more you know, the better prepared you will be to converse with the recruiters.
  • Don't Waste Time: Recruiters have to deal with countless job seekers at the fair, so make sure you plan a short statement that sums up who you are and the skills you would bring to the organization.
  • Get A Business Card: Assuming your talk goes well, you should follow up with the recruiter so you can have a more detailed discussion. Make sure to ask for a business card after your initial conversation at the fair (and give them yours).
  • Dress Appropriately: Just because you aren't going in for a formal interview doesn't mean you can wear shorts and a tee-shirt. You don't have to wear a suit and tie, but you can't be too casual either.
  • Prepare Questions: Asking questions is a good way to gather additional information about the organization and to show that you have done your homework. For example, you can ask the recruiter about a recent fundraising campaign the organization recently completed.

Wednesday, January 2, 2013

Featured Nonprofit Job: Director Of Foundation Relations

We have yet another featured nonprofit job to help kick off the New Year. If you are still looking for a nonprofit job to help fulfill your New Year's Resolution, this new position from our career center should be of interest to you. Read on for more details.

The Virginia Commonwealth University (VCU) is looking to hire a Director of Foundation Relations. Reporting directly to the Senior Associate VP for Development, the chosen candidate will serve as a member of the leadership team responsible for engaging national foundations. Specifically, this individual will identify and cultivate new foundation partnerships on behalf of the university.

Other responsibilities include:

  • Work with decentralized fund-raising units to increase philanthropic support from local and national foundations; includes cultivating, soliciting, and submitting proposals.
  • Accompany University officers and/or volunteers on cultivation, solicitation or stewardship calls as appropriate.
  • Assist faculty and deans from all VCU units, including the VCU Medical Center, in identifying funding opportunities and planning, developing, and submitting proposals to foundations.
  • Work diligently to increase faculty awareness of grant funding opportunities.
  • Communicates regularly with the Offices of Research and Sponsored Programs to coordinate fundraising efforts.
  • Coordinate stewardship activities for foundation donors, including special events, campus visits, and reporting.
  • Maintain accurate records concerning foundation prospect information, tracking, and moves management in the Millennium database, and update older records.
VCU wants applicants to have at least five years experience in foundation fundraising and an advanced degree or commensurate work experience. Find out more, including application information, by visiting our career center.

7 Ideas For Innovative Volunteer Positions

Do you want a nonprofit job? One of the best ways to impress hiring managers is to have volunteer experience on your resume. This shows that you have passion for nonprofit causes, which is something organizations look for in potential employees.

While many job seekers think of volunteering as doing menial work, today's nonprofits are finding ways to set up more involved activities. In "The Idiot's Guide to Recruiting and Managing Volunteers," John L. Lipp wrote that this is happening because organizations recognize that volunteers are too often forced into roles that limit their creativity and prevent them from making a real impact.

Lipp suggested seven steps that nonprofits can follow to come up with innovative volunteer positions:

  • Give staff about 15 minutes to write down all the tasks they perform in your organization.
  • Ask them to review the list and circle all those duties that they have a hard time completing because they always seem to run out of time.
  • Ask them to review the list and underline all those duties they feel uncomfortable doing because they never really had the proper training.
  • Have them review the list one more time and ask them to put an asterisk next to those duties they just plain hate.
  • Post the list on the wall, and then have them take out another sheet. On top of this sheet, have them write down any special projects they've wanted to do.
  • On the bottom half of that sheet, have them write down ideas for new programs or services that they think your organization could offer the public.
  • Post all the sheets on the wall, and lead your group in a discussion about which of those things listed could possibly be delegated and turned into a meaningful volunteer position.