tag:blogger.com,1999:blog-91337398962581689232024-03-04T15:23:39.620-05:00Nonprofit JobsThis is the official jobs blog for The NonProfit Times, the leading publication for the nonprofit sector in the United States. This blog will contain helpful tips on how to break into the nonprofit world.Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.comBlogger865125tag:blogger.com,1999:blog-9133739896258168923.post-49855759492073608632013-11-07T10:11:00.000-05:002013-11-07T10:11:31.109-05:0010 Illegal Job Interview QuestionsYou are always taught as a job seeker to answer every question the hiring manager throws at you during a <a href="http://nptjobs.blogspot.com/2013/10/3-ways-to-land-job-interview.html">job interview</a>. Sometimes, however, there are questions you are under no obligation to answer.<br />
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Employers' <a href="http://www.thenonprofittimes.com/jobs/4-interview-questions-you-have-to-ask/">job interview questions</a> are designed to gather as much information about you as possible so they can make an informed decision. The majority of the time these questions are simple and appropriate but there are some, rare, occasions where you will be asked a question that is simply illegal.<br />
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State and federal laws forbid discrimination based on certain protected categories, such as national origin, citizenship, or age. Below are 10 examples of questions that, should they come up, you are under no obligation to answer; all you have to do is politely decline to respond.<br />
<br />
<ul>
<li><b>Have you ever been arrested?</b></li>
<li><b>Are you married?</b></li>
<li><b>Do you practice any religious customs?</b></li>
<li><b>How many children do you have?</b></li>
<li><b>Were you born in this country?</b></li>
<li><b>How long have you been working?</b></li>
<li><b>Do you have any outstanding debt or any other financial problems?</b></li>
<li><b>Do you have a history of using any illegal drugs?</b></li>
<li><b>Do you like to drink socially?</b></li>
<li><b>Is English your first language?</b></li>
</ul>
</div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com21tag:blogger.com,1999:blog-9133739896258168923.post-73558346824104417432013-11-05T10:53:00.005-05:002013-11-05T10:53:53.756-05:00Fundraiser Tips: Don't Say You're SorryThere are legitimate times to say you're sorry -- like when you accidentally bumped into someone, spilling their hot coffee all over them. Or when you forgot your anniversary for the second year in a row.<br />
<br />
While those situations call for apologies, you should never feel sorry about making an ask as a <a href="http://www.thenonprofittimes.com/news-articles/tips-for-the-aspiring-fundraiser/">fundraiser</a>.<br />
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“To go out and to have an apologetic tone when you are asking really
sends a mixed, conflicted message to the people you are talking to,” said Timothy Winkler, CEO of Winkler Consulting Group in Charleston, S.C. Speaking at a recent Blackbaud Conference for Nonprofits, Winkler listed four reasons you should never say "sorry" as a fundraiser.<br />
<ul>
<li>People don’t just hear “sorry.” What you say and what donors will interpret may be different when quickly follow up your ask with an apology. “The secondary message behind what you are communicating to those folks is ‘our mission really isn’t that important. Our mission really isn’t that urgent. Our mission isn’t a priority — there are other more important things you should be focusing on,’” said Winkler.</li>
<li>Times are tough. Everyone knows that the economy is in the pits. Your donors don’t need you to remind them of that. That’s what news reports are for. When you ask like the donation is a burden, it will feel that way to the donor.</li>
<li>Communicate the need. Statistics have played out again and again that donors still give during economic downturns. Donors need to feel that your mission is worth their discretionary dollar – so make your case for giving as strong as ever.</li>
<li>Be confident. “It’s a subtle tone and attitude, but it makes a huge difference in your effectiveness in raising that money,” said Winkler. Like a bad cold, confidence can spread from person to person. Let your donors catch your enthusiasm for the mission.</li>
</ul>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com5tag:blogger.com,1999:blog-9133739896258168923.post-51990910251580804262013-11-04T11:27:00.000-05:002013-11-04T11:27:03.586-05:005 Mistakes Of New Nonprofit EmployeesSo you finally got that nonprofit job. You might think the hard part is over but in reality the first few weeks at a new employer can be the hardest.<br />
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Whether you are working at a <a href="http://www.thenonprofittimes.com/jobs/new-york/">nonprofit job in New York</a> or Iowa, you will find, as a new employee, that there is a lot on your plate. The choices you make in your first few weeks on the job will determine whether you will be successful.<br />
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The technical aspects of the job -- your duties, etc. -- are hard enough, but it's how you behave in your new environment that can ultimately make the difference. That's why all new employees should avoid these five potentially job-killing behaviors:<br />
<ul>
<li><b>Ignoring the Organizational Culture: </b>This is especially important to consider for those who are new to the nonprofit sector. Pay attention to how your co-workers act, and adjust your behavior accordingly.</li>
<li><b>Arrogance: </b>Nobody likes an employee who thinks they know everything and this is especially true when you have yet to prove your worth. A little humility in your dealings with co-workers will go a long way.</li>
<li><b>Blending In: </b>On the flip side, it's also not good to be perceived as avoiding responsibility or ignoring your new co-workers. Start making connections from day one.</li>
<li><b>Not Admitting Mistakes: </b>There's nothing wrong with making an error but there is something wrong with not admitting it. As the old saying goes, the cover-up is worse than the crime.</li>
<li><b>Not Asking For Feedback: </b>After one month on the job, you should ask your supervisor for a brief meeting so you can find out how you are doing. This will show that you are open to feedback and are committed to doing the best job possible. </li>
</ul>
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<br />Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com18tag:blogger.com,1999:blog-9133739896258168923.post-14196586901184066842013-10-31T09:48:00.000-04:002013-10-31T09:48:53.818-04:004 Traits Of A Major Gifts OfficerThings just seem to go smoother when an organization has the right <a href="http://careercenter.nptimes.com/jobs/5787411/major-gifts-officer-san-fran-or-ny">major gifts officer</a>. Unfortunately, bringing on the right candidate for this job is not as simple as taking the first fundraising expert you find.<br />
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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.<br />
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The four traits are:<br />
<ul>
<li>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.</li>
<li>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.</li>
<li>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.</li>
<li>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.”</li>
</ul>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com7tag:blogger.com,1999:blog-9133739896258168923.post-17054377580450060742013-10-30T10:20:00.003-04:002013-10-30T10:20:28.569-04:00Featured Nonprofit Job: Operations AdministratorHomeward Bound, Inc., located in Plymouth, MN, is looking to hire an <a href="http://careercenter.nptimes.com/jobs/5785291/operations-administrator">Operations Administrator</a>. 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.<br />
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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.<br />
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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.<br />
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Requirements to be considered for this job include:<br />
<br />
<ul>
<li>Bachelor’s Degree in a related related field;</li>
<li>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;</li>
<li>Excellent skills in management of service delivery to persons with disabilities;</li>
<li>Demonstrated knowledge of trends in the service delivery to persons with disabilities;</li>
<li>Excellent leadership and communication skills; and,</li>
<li>Demonstrated “can –do” demeanor.</li>
</ul>
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You can learn more about what it takes to be an Operations Administrator at Homeward Bound, Inc., by visiting the <a href="http://careercenter.nptimes.com/jobs/#/detail/5785291/1,false">NPT Jobs Career Center</a>.</div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com3tag:blogger.com,1999:blog-9133739896258168923.post-88844465130553096122013-10-29T13:33:00.001-04:002013-10-29T13:33:45.253-04:006 Ways To Avoid Hiring RisksIf you aren't being sued by someone who was hurt by one of your <a href="http://nptjobs.blogspot.com/2013/03/5-mistakes-of-new-nonprofit-employees.html">employees</a>, 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.<br />
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It's impossible to completely eliminate <a href="http://www.thenonprofittimes.com/jobs/minimizing-hiring-risks/">hiring risks</a> 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.<br />
<br />
Lockwood Herman and Chopko provided the following six strategies:<br />
<ul>
<li>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.</li>
<li>Use the same screening tools for every applicant for the same position.</li>
<li>Decide in advance what will disqualify a candidate.</li>
<li>Don’t disqualify applicants based on their beliefs.</li>
<li>When checking references, only ask the reference questions you can ask the candidate.</li>
<li>Train all staff involved in the hiring process on the hiring policies and risks involved.</li>
</ul>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com11tag:blogger.com,1999:blog-9133739896258168923.post-44849938996560629072013-10-28T09:58:00.003-04:002013-10-28T09:58:28.657-04:00Featured Nonprofit Job: Chief Financial OfficerIf 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.<br />
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The Boston-based advocacy organization is looking to hire a <a href="http://careercenter.nptimes.com/jobs/5782003/chief-financial-officer">Chief Financial Officer</a> (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.<br />
<br />
Other primary responsibilities include:<br />
<br />
<ul>
<li>Direct and oversee all aspects of the Finance & Accounting functions of the organization.</li>
<li>Ensure credibility of Finance group by providing timely and accurate analysis of budgets, financial trends and forecasts.</li>
<li>Manage Human Resources function including benefits management.</li>
<li>Establish and maintain strong relationships with senior executives so as
to identify their needs, provide guidance and seek full range of
business solutions.</li>
<li>Development recommendations to strategically enhance financial performance and business opportunities.</li>
<li>Manage processes for financial forecasting, budgets and consolidation and reporting.</li>
<li>Provide leadership in the development for the continuous evaluation of short and long-term strategic financial objectives.</li>
</ul>
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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.</div>
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Do you want to learn more about this nonprofit job? If so, head to the <a href="http://careercenter.nptimes.com/jobs/#/detail/5782003/1,false">NPT Jobs Career Center</a>, where you will find detailed application instructions.</div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com11tag:blogger.com,1999:blog-9133739896258168923.post-51740571607543562672013-10-24T09:23:00.000-04:002013-10-24T09:23:47.699-04:008 Dos And Don'ts After a Job RejectionBouncing back after being <a href="http://www.thenonprofittimes.com/jobs/4-ways-to-get-over-job-search-rejection/">rejected for a job</a> can be a difficult task. This is especially true if it was a job for which you had really high hopes.<br />
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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 <a href="http://careercenter.nptimes.com/jobs/">job search</a>, so it's important to tend to your damaged pride before you start your work again.<br />
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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:<br />
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<b>Do:</b><br />
<br />
<ul>
<li>Give yourself enough time to get over the rejection, especially if it's a new experience for you.</li>
<li>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.</li>
<li>Come up with a written schedule detailing the next steps in your job search.</li>
<li>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.</li>
</ul>
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<b>Don't:</b></div>
<div>
<ul>
<li>Spend a lot of time on conversations that focus only on the negatives. This will only make you feel worse.</li>
<li>Hang around people who have given up on the job search.</li>
<li>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.</li>
<li>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.</li>
</ul>
</div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com7tag:blogger.com,1999:blog-9133739896258168923.post-12167268834193161962013-10-23T10:13:00.000-04:002013-10-23T10:13:20.900-04:006 Ground Rules For Your Cover LetterJob applications generally consist of two documents: The resume and the cover letter. While <a href="http://www.thenonprofittimes.com/jobs/4-resume-follow-up-rules/">resumes</a> have a set form, <a href="http://www.thenonprofittimes.com/jobs/7-tips-for-a-fool-proof-cover-letter/">cover letters</a> 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.<br />
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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:<br />
<ul>
<li><b>Short and sweet.</b> This isn’t your college thesis and potential employers don’t have time to read a novel. Keep your cover letter to the point.</li>
<li><b>Use bullets.</b> Bullet points draw the eye to the most important information.</li>
<li><b>Credentials.</b> 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.</li>
<li><b>Contact information.</b> Papers get separated. Make sure your contact information is on the cover letter. Try not to include any ridiculous e-mail addresses.</li>
<li><b>In closing.</b> Hurwitz said to have an appreciative close to the letter. It shows you are grateful to be considered for the position.</li>
<li><b>Proofread.</b> 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.</li>
</ul>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com2tag:blogger.com,1999:blog-9133739896258168923.post-82317143173859464192013-10-22T11:38:00.002-04:002013-10-22T11:38:39.099-04:00Featured Nonprofit Job: Technical Communications OfficerThe International Partnership for Microbicides (IPM) is looking to hire a <a href="http://careercenter.nptimes.com/jobs/5772625/technical-communications-officer">Technical Communications Officer</a> (IPM). Do you think you have what it takes to succeed in this position? If so, read on for more details.<br />
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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:<br />
<br />
<b>Technical Liaison:</b><br />
<br />
<div>
<ul>
<li>Represent the broader External Affairs team in meetings with Clinical Affairs and Product Development colleagues.</li>
<li>Manage and maintain internal databases which track the progress of IPM’s technical and scientific projects.</li>
<li>Lead research, development, and maintenance of technical information in IPM’s public materials.</li>
<li>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.</li>
<li>Manage electronic filing of key resources and ensure that materials are
disseminated and available to all staff, consultants and partners.</li>
</ul>
<div>
<b>General Communications:</b></div>
</div>
<div>
<ul>
<li>Draft and/or edit new and existing corporate communications materials
including non-technical fact sheets, press releases, reports and/or web
copy.</li>
<li>Maintain standard set of IPM presentations for organizational-wide use.</li>
<li>Provide project management and strategic support on communications
initiatives, design projects and other special projects as needed.</li>
<li></li>
<li>Provide content, strategy and other support as needed for IPM’s social media outreach.</li>
</ul>
<b>Administrative Support:</b></div>
<div>
<ul>
<li>Make routine administrative updates to IPM’s public website through the content management system (CMS).</li>
<li>Coordinate and lead External Affairs working group meetings including
developing agendas, formulating key discussion points and facilitating
meaningful group discussion.</li>
<li>Develop and maintain knowledge management resources as needed on IPM’s
intranet to improve work flow processes and support internal
communications and coordination.</li>
<li>Provide additional administrative support for Corporate Communications activities as needed.</li>
</ul>
<div>
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 <a href="http://careercenter.nptimes.com/jobs/#/detail/5772625/1,false">NPT Jobs Career Center</a> for more information on this nonprofit job, including application instructions.</div>
</div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com6tag:blogger.com,1999:blog-9133739896258168923.post-29829992496850996042013-10-21T09:45:00.006-04:002013-10-21T09:45:57.907-04:00Featured Nonprofit Job: Vice President Of DevelopmentThe San Diego Rescue Mission is looking to hire a <a href="http://careercenter.nptimes.com/jobs/5770339/vice-president-of-development">Vice President of Development</a>. Do you think you have what it takes to succeed in this role? If so, read on for more details.<br />
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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:<br />
<ul>
<li>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.</li>
<li>Work to develop and achieve the Mission’s strategic goals with other members of the senior management staff.</li>
<li>Implement and monitors the annual development plan, providing regular progress reports to the President/CEO, Development Committee and Board of Directors.</li>
<li>Provide staff support to the Development Committee, including evaluating development activities for the prior year and making recommendations for changes.</li>
<li>Supervise the design, production and distribution of all development materials, including brochures, letters, inserts, invitations, scripts for special events, etc.</li>
</ul>
<div>
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.</div>
<div>
<br /></div>
<div>
Head to the <a href="http://careercenter.nptimes.com/jobs/#/detail/5770339/1,false">NPT Jobs Career Center</a> to find more information about this job. </div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com0tag:blogger.com,1999:blog-9133739896258168923.post-36194222609460530732013-10-18T10:36:00.000-04:002013-10-18T11:23:48.397-04:00Why Being An Older Job Seeker Isn't A LiabilityHiring managers will never admit it but when they receive a job application from an <a href="http://www.thenonprofittimes.com/jobs/nonprofit-job-seeker-no-nos/">older job seeker</a>, they probably look at it with at least some hesitation.<br />
<br />
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 <a href="http://www.twitter.com/nptjobs">Twitter</a> than someone in their 60s, but that doesn't mean job seekers who are more experienced should be ignored.<br />
<br />
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:<br />
<br />
<ul>
<li><b>Myth: You are out of touch.</b> 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. </li>
<li><b>Myth: You'll be unsatisfied with anything but a leadership position.</b> 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. </li>
<li><b>Myth: You are close to retirement.</b> 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.</li>
</ul>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com0tag:blogger.com,1999:blog-9133739896258168923.post-67565920809530699922013-10-17T11:44:00.004-04:002013-10-17T11:44:46.471-04:00Featured Nonprofit Job: Chief Financial Officer - Heritage Health And Action, IncHeritage Health and Action, Inc., in New York City, is looking to hire a <a href="http://careercenter.nptimes.com/jobs/5765174/chief-financial-officer">Chief Financial Officer</a> (CFO). Do you think you have what it takes to succeed in such a demanding position? If so, read on for more details.<br />
<br />
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.<br />
<br />
Other main responsibilities include:<br />
<br />
<ul>
<li>Maximize third party reimbursement including capitated arrangements;</li>
<li>Prepare grant and operating budgets throughout the organization and
oversee the preparation and filing of all regulatory and compliance
reports; and,</li>
<li>Liaison with the Board of Directors on the organization’s finances.</li>
</ul>
<div>
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. </div>
<div>
<br /></div>
<div>
Head to the <a href="http://careercenter.nptimes.com/jobs/#/detail/5765174/1,false">NPT Jobs Career Center</a> for more information on this featured nonprofit job.</div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com1tag:blogger.com,1999:blog-9133739896258168923.post-66801506304485577462013-10-16T11:28:00.001-04:002013-10-16T11:32:41.341-04:005 Additions To Recruitment And RetentionEmployers 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 <a href="http://www.thenonprofittimes.com/jobs/10-tips-for-your-nonprofits-hiring-process/">smaller number of employees</a> than for-profit firms.<br />
<br />
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.<br />
<br />
Their four suggestions are:<br />
<ul>
<li>Redefining knowledge management. Knowledge embedded in IT often can’t adapt or grow to meet changing needs. Knowledge resides in people, not technology.</li>
<li>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.</li>
<li>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.</li>
<li>Decoupling resources from locations. Although globalization can create instability, it can create a more stable supply of talent.</li>
<li>Breaking down silos. Organizations must abandon structures that rationalize the flow of information up and down the chain of command.</li>
</ul>
<div>
<br /></div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com1tag:blogger.com,1999:blog-9133739896258168923.post-66515753705545939182013-10-14T09:49:00.003-04:002013-10-14T09:49:35.425-04:00Featured Nonprofit Job: Senior Director, Governance And ProgramsThe Optical Society (OSA) in Washington, D.C., is looking to hire a <a href="http://careercenter.nptimes.com/jobs/5753126/senior-director-governance-programs">Senior Director of Governance and Programs</a>. Read on for more details on this featured nonprofit job.<br />
<br />
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<sup>th</sup> anniversary of the Society.<br />
<br />
Other main duties of the Senior Director include:<br />
<br />
<ul>
<li>Review and implement, where needed, governance best practices.</li>
<li>Oversee staff in charge of volunteer travel coordination and reimbursement, and post meeting action items.</li>
<li>Oversee the management of the volunteer gift/recognition program.</li>
<li>Support OSA’s role in the 2015 International Year of the Light.</li>
<li>Oversee the staff supporting the OSA history committee and history book committee.</li>
<li>Working with the CFO/COO and Chief of Staff, creating an archiving
approach that effectively maintains the essential records of its
activities.</li>
</ul>
<div>
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.</div>
<div>
<br /></div>
<div>
You can apply for this job by heading to the <a href="http://careercenter.nptimes.com/jobs/#/detail/5753126/1,false">NPT Jobs Career Center</a>.</div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com1tag:blogger.com,1999:blog-9133739896258168923.post-34705388322260538422013-10-10T09:39:00.002-04:002013-10-10T09:39:33.103-04:00Featured Nonprofit Job: Chief Financial OfficerChildren and Families First, located in Wilmington, Del., is looking to hire a <a href="http://careercenter.nptimes.com/jobs/5747851/chief-financial-officer">Chief Financial Officer</a> (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.<div>
<br /></div>
<div>
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.</div>
<div>
<br /></div>
<div>
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.</div>
<div>
<br /></div>
<div>
You can find out more about this job by visiting the <a href="http://careercenter.nptimes.com/jobs/#/detail/5747851/1,false">NPT Jobs Career Center</a>, where you will find detailed instructions on how to apply.</div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com0tag:blogger.com,1999:blog-9133739896258168923.post-83400571449773313262013-10-09T10:31:00.000-04:002013-10-09T10:40:51.622-04:00I Just Can't Quit You: Is Getting Rehired An Option?At some point during your <a href="http://www.thenonprofittimes.com/jobs/4-bad-job-search-attitudes/">job search</a>, 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.<br />
<div>
<br /></div>
<div>
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.</div>
<div>
<br /></div>
<div>
If you are convinced that all of the problems you previously had are resolved, you should start the process of <a href="http://www.linkedin.com/groups?home=&gid=3767031">reconnecting with your former boss</a>. 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.</div>
<div>
<br /></div>
<div>
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.<br />
<br />
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.</div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com1tag:blogger.com,1999:blog-9133739896258168923.post-3122649140358926892013-10-07T11:24:00.002-04:002013-10-07T11:24:10.714-04:00Featured Nonprofit Job: President And CEOWant to be the head of a nonprofit in Virginia Beach? The Tidewater Jewish Foundation (TJF) is offering that opportunity in the form of their <a href="http://careercenter.nptimes.com/jobs/5735173/president-and-ceo">President/CEO position</a>. Read on for more details about this featured nonprofit job.<br />
<br />
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.<br />
<br />
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.<br />
<br />
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.<br />
<br />
You can apply for this job today by visiting the <a href="http://careercenter.nptimes.com/jobs#/detail/5735173/1,false">NPT Jobs Career Center</a>.<br />
<br />
<br />Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com2tag:blogger.com,1999:blog-9133739896258168923.post-87236999587353782292013-10-04T10:42:00.000-04:002013-10-04T10:42:57.407-04:008 Hiring Tips For ManagersJob 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 <a href="http://www.thenonprofittimes.com/jobs_categories/hiring-tips-strategies/">hiring tips</a> that will help make the interview process work for employers:<br />
<ol>
<li><strong>Let Them Speak: </strong>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.</li>
<li><strong>Involve Other Staff Members: </strong>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.</li>
<li><strong>Prepare Questions: </strong>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.</li>
<li><strong>Impress: </strong>Remember that the interview is not just about whether you like the candidate; it’s also about whether he likes you.</li>
<li><strong>Offer a Competitive Salary: </strong>If you encounter a truly worthy candidate, don’t be afraid to offer a <a href="http://www.thenonprofittimes.com/salary-survey/">salary</a> that is a little higher than market value. Money does talk, after all.</li>
<li><strong>Do Your Homework: </strong>Do a little digging into the applicant’s past to see how they performed at previous employers.</li>
<li><strong>Pay Attention to Details: </strong>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.</li>
<li><strong>Trust Your Instincts: </strong>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.</li>
</ol>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com1tag:blogger.com,1999:blog-9133739896258168923.post-21612750134279362772013-10-03T09:59:00.000-04:002013-10-03T09:59:11.568-04:003 Ways To Land A Job InterviewLanding a <a href="http://www.thenonprofittimes.com/jobs/4-tips-for-a-better-job-interview/">job interview</a> 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.<br />
<br />
<b>Show confidence</b><br />
<b><br /></b>
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 <a href="http://nptjobs.blogspot.com/2013/05/4-space-wasting-resume-items.html">resume and cover letter</a>, 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.<br />
<br />
<b>Prove you are up-to-date</b><br />
<b><br /></b>
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 <a href="http://www.linkedin.com/groups?home=&gid=3767031">LinkedIn</a> to get endorsements and/or referrals.<br />
<br />
<b>Explain long-term unemployment</b><br />
<b><br /></b>
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.Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com2tag:blogger.com,1999:blog-9133739896258168923.post-35887406454145191512013-10-02T09:47:00.001-04:002013-10-02T09:47:19.064-04:00Featured Nonprofit Job: Director, DevelopmentThe 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 <a href="http://nptjobs.blogspot.com/2013/09/featured-nonprofit-job-volunteer.html">Volunteer Development Manager</a>, the organization is now on the look out for a <a href="http://careercenter.nptimes.com/jobs/5723653/director-development">Director of Development</a>.<br />
<br />
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.<br />
<br />
Other core responsibilities the Director will have include:<br />
<br />
<ul>
<li><span style="font-size: small;">Create and implement diverse fundraising strategies to increase revenue annually;</span></li>
<li><span style="font-size: small;"><span style="font-size: small;">Meet the growing needs of the organization with the goal of enhancing a year-round cultivation and fundraising program;</span></span></li>
<li><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">Develop and
maintain relationships with key individual funders, Board members,
corporations, foundations, volunteers, and alumnae; and,</span></span></span></li>
<li><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;"><span style="font-size: small;">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.</span></span></span></span></li>
</ul>
<div>
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.</div>
<div>
<br /></div>
<div>
Head to the <a href="http://careercenter.nptimes.com/jobs/#/detail/5723653/1,false">NPT Jobs Career Center</a> for more information on this job, including application instructions.</div>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com0tag:blogger.com,1999:blog-9133739896258168923.post-38693537532186244192013-10-01T14:11:00.001-04:002013-10-01T14:20:09.981-04:006 Things That Will Kill Your Job InterviewThere are certain things you should never say or do during a <a href="http://nptjobs.blogspot.com/2013/09/7-things-to-do-after-your-job-interview.html">job interview</a>, whether it's in person, on the phone, or on <a href="http://www.thenonprofittimes.com/jobs/5-tips-for-a-skype-interview/">Skype</a>. No matter how skillfully you answered other questions, making one huge mistake could be the difference between getting hired or not.<br />
<br />
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.<br />
<br />
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:<br />
<ul>
<li>Be late.</li>
<li>Bring coffee. Take care of your java fix before the interview.<span style="font-size: 13px; line-height: 19px;"><br /></span></li>
<li>Speak ill of your previous or current employers.</li>
<li>Bring up salary or benefits. If the employer does, be honest about what you’ve made and what you need to make.</li>
<li>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.</li>
<li>Bring notes. Prepare beforehand for questions but try not to sound rehearsed.</li>
</ul>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com1tag:blogger.com,1999:blog-9133739896258168923.post-43634930711665110752013-09-30T09:57:00.000-04:002013-09-30T09:57:07.019-04:006 Tips On Managing Human CapitalIt's the question all businesses and nonprofits ask: What's the best way to <a href="http://www.thenonprofittimes.com/jobs/5-traits-to-look-for-in-nonprofit-employees/">attract talent</a> 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.<br />
<br />
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.<br />
<br />
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:<br />
<br />
<ul>
<li>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.</li>
<li>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.</li>
<li>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.</li>
<li>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.</li>
<li>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.</li>
<li>Business leaders are concerned about the quality of data and analytics
they receive on human capital. Data need to be translated into
actionable insights.</li>
</ul>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com0tag:blogger.com,1999:blog-9133739896258168923.post-55319883440705795842013-09-27T10:08:00.000-04:002013-09-27T10:08:18.133-04:006 Ways To Ace A Video Job InterviewVideo <a href="http://www.thenonprofittimes.com/jobs/job-interview-tips-should-you-fake-it-until-you-make-it/">job interviews</a> are an increasingly popular way for employers to talk with prospective employees. If you are not prepared for the intricacies of <a href="http://www.thenonprofittimes.com/news-articles/video-chatting-connects-operations-2/">video chatting programs</a>, you could find yourself left in the dust.<br />
<br />
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?<br />
<br />
Here are some other tips to ensure that your Skype interview goes smoothly:<br />
<br />
<ul>
<li>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.</li>
<li>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.</li>
<li>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.</li>
<li>Conduct the interview behind a plain background. You don't want the interviewer to be distracted by any "colorful" posters or objects.</li>
<li>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.</li>
<li>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.</li>
</ul>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com1tag:blogger.com,1999:blog-9133739896258168923.post-62053313410055336732013-09-26T09:38:00.004-04:002013-09-26T09:38:54.451-04:005 Workplace Management IssuesThe workplace is something of a second home for <a href="http://www.thenonprofittimes.com/jobs/5-traits-to-look-for-in-nonprofit-employees/">employees</a>. 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.<br />
<br />
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.<br />
<br />
They took note of the following five business trends and the problems they can cause:<br />
<ul>
<li>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;</li>
<li>Compensation decision-making at nonprofit entities continues to evolve with compliant and effective governance models and processes being the keystone;</li>
<li>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;</li>
<li>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,</li>
<li>Account-based health plans, whether using health savings accounts or health reimbursement arrangements should be an active consideration in plan designs for the future.</li>
</ul>
Anonymoushttp://www.blogger.com/profile/15925587403434059581noreply@blogger.com0