Featured Nonprofit Job: Vice President For Business Development

We have a lot of prestigious nonprofit organizations that post their jobs to our career center.  You can now add IREX to that list.

IREX is an international nonprofit organization that provides thought leadership and innovative programs to promote positive change globally.  The organization is currently seeking an individual to be its new Vice President for business development.  This position reports to the President and is a great opportunity for anybody looking for a high level job in development.

So what does this position entail?  The VP for business development will be responsible for a number of different important tasks:

• Develop and implement an annual strategic plan for public and private new business development.
• Leverage internal and external data to lead the process of priority-setting and strategic decision-making.
• Build a professional and trusting relationship with key IREX clients.  This kind of networking is crucial to advance the goals of the organization.
• Tap strategic high-level contacts to gather business intelligence, identify partnering opportunities, and strengthen international recruitment.
• •Personally reach down and across the organization to gather information that would support marketing and facilitate strategic conversations (e.g., about client systems, regions, countries, and programs).
• Provide guidance and set expectations for field staff support in the new business development process.

Here are qualifications for the position:

• 15+ years of progressive leadership experience in new business development for an international development organization.
• Significant personal contacts globally within USAID, State Department, and other USG agencies.  Non-USG and private sector sources are also a plus.
• Excellent leadership skills in the areas of communication, decision making, facilitation, supervision, and planning.
• International development experience in one or more of the following technical areas preferred: basic education, civil society strengthening, media development, youth development, conflict resolution, and gender.

Apply for this job today at the Nonprofit Job Seeker.

Don't Use These Follow Up Techniques

It's always a good idea to follow up after you had a job interview.  It shows that you are committed to getting the job, and it's just the polite thing to do.  But job seekers beware: There are some bad ways to follow up with employers.

The difference between a well written and a sloppy thank-you note can be the difference between getting the job and being rejected.  It's not just poor grammar that can turn off a hiring manager.  The tone and style you use is also very important.  Here are some follow up techniques you should avoid:

• Don't make turn your follow up e-mail into a novel.  Hiring managers don't have time to read long-winded messages.  Anything longer than a paragraph is too long.
• Don't be too aggressive with your communications.  You only need to send a thank-you message to the employer's e-mail.  Sending the same message to multiple sources (i.e. the organization's Facebook page, Twitter, etc) crosses the line and, frankly, is a little creepy.
• Don't send angry e-mails if you don't hear back from the employer as soon as you would like.  Remember that hiring managers have a lot on their plate, and it can take them a while to get back to you at times.
• Remember to use a professional tone in your message.  Avoid the use of informal language.  You're talking to an employer, not a friend.

Moving Your Career To The Next Level

Career paths are a lot different now than they were in the past.  Gone are the days of staying at a job long-term.  These days, it's more common for an employee to find a new job after just a few years.

If you have been in the job market for a while, you have likely experienced a lot of turnover in your career.  This can make it difficult to appear unique to prospective employers.  Not to worry, though, there are plenty of tips on how to continue to advance your career.

During the Blackbaud Conference for Nonprofits in National Harbor, Md., William F. Bartolini, associate vice president for development at The George Washington University in Washington, D.C., discussed some ways to highlight your uniqueness to employers:

• Find out what you are most passionate about.  Start by making a list of your best attributes.  Once you are done, share it with a trusted friend and a trusted co-worker to see what feedback they have.
• We all like lists, so why not make another?  This time jot down all of the accomplishments you've earned, the challenges you've faced, and the experiences you want to have.  This will help you paint a better picture of yourself when it comes time for a job interview.
• Create a short speech to use when at a networking event.  This is called an "elevator speech," and it should describe your experiences and advantages.  It should be no more than 30 seconds in length.
• Finally, figure out where you want to go with your career.  Do you want to just be involved with fundraising or do you want to do a little bit of everything?  Do you want to work for a small or big organization?  These are all questions you need to ask to get your career on the right track.

Details Of The Second And Third Job Interview

Most job seekers know how to prepare for the initial interview.  You get your talking points ready, prepare for a barrage of questions, and look presentable.  But what do you do if you are called in for a second or third job interview?

Nonprofits always conduct multiple job interviews for management positions.  They are useful because they allow employers to get a better sense of who you are.  Think of the first interview as a screening process: It's meant to determine whether you meet the basic qualifications for the job.  In the second interview, you are going to be pressed for more details to back up your claims.  It's also an opportunity for the employer to explain the intricacies of the position, and the compensation you would receive.

If you are called in for a third interview, congratulations: You are well on your way to getting the job!  This interview is for the employer to finalize their view on your skills, so they can be absolutely sure you are the right fit.  You will usually be meeting with the hiring manager, someone from human resources, and maybe even an employee with whom you would be working.  This will also be the time where you would start getting into salary negotiation and other contractual details.

A lot of job seekers make the mistake of thinking they don't have to do any additional work to prepare for second or thid interviews.  As you can see from the descriptions above, they are a lot different than that initial conversation.  Make sure you are well prepared if you get the call!  For more tips like these, make sure to sign up for our weekly jobs newsletter.

Nonprofit Jobs And Stress

One perception of nonprofit jobs is that they are very laid back and stress-free.  This couldn't be further from the truth.

There are many problems that crop up on a daily basis  in the nonprofit sector.  Whether it's continuing budget cuts on the state and local level or the work it takes to secure new donors, nonprofit work can cause a lot of stress for employees.  And that stress can lead to potential health problems.

At a recent conference on fundraising sponsored by the Association of Fundraising Professionals, some of the consequences of stress to employee health were discussed:

• For employees that report high levels of stress, health care expenditures are nearly 50 percent according to the Journal of Occupational and Environmental Medicine.
• More than 50 percent of American adults suffer adverse health effects because of stress.
• Stress has been linked to to the six leading causes of death: Heart disease, cancer, lung ailments, accidents, cirrhosis of the liver, and suicide.
• Women who work full time and have children younger than 13 report the greatest stress worldwide.
• 23 percent of women executives and professionals and 19 percent of their male peers say they feel "super-stressed."
• Signs of stress include headache, sleep disturbance, difficulty concentrating, short temper, upset stomach, job dissatisfaction, and low morale.

None of this information is meant to scare you from getting a nonprofit job.  The fact of the matter is that work-related stress can happen in any job.  If you see yourself suffering from stress, take immediate action to alleviate it.

Preparing For An Employee Interview

Job seekers aren't the only ones who have pressure on them during a job interview.  Employers have to be on top of their A-game, too.

Hiring a new employee always comes with risks.  It's up to you, the hiring manager, to make the most informed decision.  That's why employee interviews are so important to the future of your organization.  Good interviews are not just about asking the right questions.  There is a lot more to it, and it all starts with preparation.

It seems kind of obvious, but it can be very easy to not properly prepare for an interview.  The temptation to skim through a candidate's resume can be great, but you need to find a way to fight that urge.  You should go through the interviewee's paperwork multiple times.  If you are going to attract the top candidates to your nonprofit, you are going to have to show them you handle your position with great professionalism.

Another thing that shows professionalism is setting a good tone for the interview.  When the candidate walks in, make sure you give them a firm handshake and express how glad you are to meet them.  This is a simple but effective way to make the individual feel welcome and respected.  You should also be sure to let the applicant know how long you expect the interview to last.  This will allow you both to manage time more effectively.

Here are some other things to keep in mind:

• Tell the interviewee the specific set of skills required for the position.  Even if this information is already in your job description, it's still important to mention so you are both on the same page.  You don't want there to be any confusion on what the job entails.
• Prepare a list of interview questions you want to ask the candidate.  If you want some ideas of what to ask, talk to some people in the organization about the job.  They should be able to give you some suggestions on what to ask.
• Don't be afraid of conducting multiple job interviews.  Does one of the candidates seem too good to be true?  Try to alleviate those concerns in a follow-up interview.  If you still aren't convinced, go with what your gut tells you. 

Three Salary Negotiation Starting Points

If you are lucky enough to get a final job interview, you will be presented with one final obstacle: The salary negotiation.

Negotiating salary is a difficult task.  Job seekers have to balance what they want with what they need, as well as keeping in mind what the employer can reasonably offer.  That's why you should go into the interview with three numbers: What you want, what is acceptable, and what is a non-starter.

The first number you come up with is one that you would make you ecstatic.  It's a salary that is beyond what you would expect, but is not so far-fetched to be a complete fantasy.  This is where research comes in.  You must have a solid understanding of what the average salary is for the job for which you are applying.  If you see there are some organizations that are paying their employees on the high-end of the spectrum, you should use it for your "dream salary."

The second number is one that you would accept, even if it isn't everything you would want.  This is generally the salary that the majority of people working the job would get paid.  For example, The NonProfit Times' 2011 Nonprofit Salary and Benefits Report shows that nonprofits paid their non-management development employees an average salary of $36,817.  That would be a salary that would at least pass the "sniff test," and could be a basis for your negotiation.

The last number doesn't require as much explanation.  This is a salary that, if you were offered, you would reject without hesitation.  This would be something like being offered a $25,000 salary for a job that normally pays in the high 30s.  You probably won't run into this situation very often, but it's good to be prepared.

Having these three numbers will help you have a basis for which you can evaluate the offer you are given by the employer.  You can then begin your negotiations on a much stronger ground, and that's half the battle.