8 Dos And Don'ts After a Job Rejection

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

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

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

Do:

• Give yourself enough time to get over the rejection, especially if it's a new experience for you.
• Ask for help from friends, family, or your job search counselor. See if any of these people can give you advice on how to position yourself for the most success in the job market.
• Come up with a written schedule detailing the next steps in your job search.
• Give your efforts the proper time before changing things. Filling out job applications for a week without any success is not necessarily a sign that you need to adjust your job search process.

Don't:

• Spend a lot of time on conversations that focus only on the negatives. This will only make you feel worse.
• Hang around people who have given up on the job search.
• Spend too much time watching the news. The economy is not exactly in the best shape right now, and hearing reports about it could demoralize you.
• Assume you know everything. Searching for a job is an unpredictable process, and things can (and often will) happen that will take you by surprise.

6 Ground Rules For Your Cover Letter

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

According to Bruce A. Hurwitz, vice president of New York City-based Joel H. Paul & Associates, Inc., you shouldn't go overboard with creativity when crafting your cover letter. Speaking at a recent Fundraising Day in New York, Hurwitz unveiled his cover letter ground rules checklist. It consisted of six key recommendations:

• Short and sweet. This isn’t your college thesis and potential employers don’t have time to read a novel. Keep your cover letter to the point.
• Use bullets. Bullet points draw the eye to the most important information.
• Credentials. Tell them why you would be the perfect fit for the job. Point out how you’ve solved problems or made decisions at prior jobs.
• Contact information. Papers get separated. Make sure your contact information is on the cover letter. Try not to include any ridiculous e-mail addresses.
• In closing. Hurwitz said to have an appreciative close to the letter. It shows you are grateful to be considered for the position.
• Proofread. Spelling mistakes will put you in the “no” pile fast. Spell check, proofread, give it to someone else to proofread and then repeat. There’s no room for errors.

Featured Nonprofit Job: Technical Communications Officer

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

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

Technical Liaison:

• Represent the broader External Affairs team in meetings with Clinical Affairs and Product Development colleagues.
• Manage and maintain internal databases which track the progress of IPM’s technical and scientific projects.
• Lead research, development, and maintenance of technical information in IPM’s public materials.
• Manage content updates for IPM research center partner web portal by liaising with other IPM staff to procure new or updated documents pertaining to IPM clinical trials, community engagement, site development, clinical safety, finance, external relations, etc.
• Manage electronic filing of key resources and ensure that materials are disseminated and available to all staff, consultants and partners.

General Communications:

• Draft and/or edit new and existing corporate communications materials including non-technical fact sheets, press releases, reports and/or web copy.
• Maintain standard set of IPM presentations for organizational-wide use.
• Provide project management and strategic support on communications initiatives, design projects and other special projects as needed.
• Provide content, strategy and other support as needed for IPM’s social media outreach.

Administrative Support:

• Make routine administrative updates to IPM’s public website through the content management system (CMS).
• Coordinate and lead External Affairs working group meetings including developing agendas, formulating key discussion points and facilitating meaningful group discussion.
• Develop and maintain knowledge management resources as needed on IPM’s intranet to improve work flow processes and support internal communications and coordination.
• Provide additional administrative support for Corporate Communications activities as needed.

Qualified applicants should have a Bachelor's degree in a related field and at least 2-4 years of relevant research or international product development experience. Head to the NPT Jobs Career Center for more information on this nonprofit job, including application instructions.

Featured Nonprofit Job: Vice President Of Development

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

The chosen candidate for this position will develop and coordinate the overall strategy and administration of fundraising programs and is directly responsible for the success of annual campaigns, individual donor solicitation-both current and future, business/corporate sponsorships, grant proposals, and capital campaigns. In addition, the VP will be responsible for the following tasks:

• Work with the President/CEO and Development Committee to set contributed income goals and design annual development plan for the Mission to be submitted to the Board of Directors at its annual meeting.
• Work to develop and achieve the Mission’s strategic goals with other members of the senior management staff.
• Implement and monitors the annual development plan, providing regular progress reports to the President/CEO, Development Committee and Board of Directors.
• Provide staff support to the Development Committee, including evaluating development activities for the prior year and making recommendations for changes.
• Supervise the design, production and distribution of all development materials, including brochures, letters, inserts, invitations, scripts for special events, etc.

Qualified applicants will have a Bachelor's degree in a related field, though an advanced degree is preferred. Candidates should also have at least five years of fundraising experience in a senior management position.

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

Why Being An Older Job Seeker Isn't A Liability

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

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

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

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

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

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

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

Other main responsibilities include:

• Maximize third party reimbursement including capitated arrangements;
• Prepare grant and operating budgets throughout the organization and oversee the preparation and filing of all regulatory and compliance reports; and,
• Liaison with the Board of Directors on the organization’s finances.

The ideal candidate will have a minimum of five years in nonprofit financial management, in addition to a Bachelor's degree in finance, economics, accountancy, or other related field (though a Master's degree or CPA is preferred). He or she must have proven expertise as a financial manager or CFO in non-profit healthcare organization handling government contracts including NYOMH, HASA, DOHMH, DHS,  and Medicaid for at least 5 years. 

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

5 Additions To Recruitment And Retention

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

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

Their four suggestions are:

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