HR Workforce Solutions
By Nonprofits, For Nonprofits
Overqualified candidates can often be challenging for nonprofits to take on—while experience, knowledge and self-sufficiency can be appealing, the potential for boredom and chances for increased turnover in the workplace can make any employer feel uneasy. While there are both benefits and downsides to hiring overqualified candidates, finding a middle ground is key to gaining the most value from these particular hires and providing work that continues to challenge them.
The “right” overqualified candidate can bring a plethora of skill sets to a nonprofit organization—experience, expertise, proficiency in basic skills, leadership potential and the ability to take on challenging projects and tasks. Unfortunately, the chance of these candidates being ruled out solely on a brief look at their resume happens more often than we think.
Often, a presumed risk among nonprofit organizations is that these candidates may become bored, unmotivated or leave the position quickly. On the bright side, overqualified candidates are likely to be able to hit the ground running. Already being equipped with the basic skills needed for the position, they likely don’t require too much hand-holding. In the long-run, this can help you save valuable time and money when it comes to onboarding.
The key to bringing on any new hire is finding the right balance. When it comes to an overqualified candidate, an employer may have concerns about training because they may have habits that are difficult to modify. On the other hand, if the candidate is educated about the culture and values of your organization during the recruitment process, they will embrace and absorb new formalities relatively quickly.
To avoid being a “life raft” or “stepping stone”, it is important to be honest and transparent with a candidate that is overqualified. Explain your concerns about the role in comparison to their experience and be upfront about your expectations. One of the most common concerns is the topic of salary. During these conversations, it’s important to touch on the candidate’s long-term career goals, including what motivated them to apply for this position and what they hope to contribute to the organization.
Last but not least, remember to keep an open mind! While a candidate may look like they are overqualified on paper, they may have a personal reason for applying to the position. They may be looking to switch into a different industry that they’re more passionate about… they may have always wanted to work for a nonprofit and it’s beneficial for you to find out whether they could be a positive addition to your team and help further strengthen your mission.
It’s no secret that people are more health conscious today than ever before. And over the last few years, business owners have gotten on board with a massive influx of corporate wellness programs being offered in the workplace. We’re talking everything from stability balls and standing desks to weight loss programs and opportunities to work from home.
It seems now, that employers are constantly looking for new ways to kick their corporate wellness programs up a notch. And the trends are getting more and more creative with companies expanding the definition of wellness through offerings that are much broader – improving the overall quality of their employees’ lives.
Some things are as easy as implementing standing desks as the standard – the kind you can move up or down so employees aren’t forced to do one activity or the other all day. While the debate continues over the health benefits, no one can argue that having the option to change your form throughout the day helps with muscle stiffness, brain fog and calorie expenditure.
Opportunities to work from home have rapidly become a hot trend but some organizations are still reluctant to let go of that much visibility. For many, it works like a well-oiled machine but for others, it ends up being one issue after another. You really have to take the time to evaluate your staff to see whether or not, they can handle that much responsibility – it’s definitely not for everyone but certainly worth doing the research.
At the top of the corporate wellness trends right now is “wellness technology”. Some companies are looking for ways to put all of that valuable information gathered by all those fitness gadgets to work. By working to keep corporate wellness offerings fresh, some employers are using Chatbots to help keep employees on track with their fitness goals.
Then there are those forward thinking companies who are looking to bring on the latest and greatest wellness programs for their employees. For example, one organization has an in-house masseuse available to their employees while another has a built-in office sauna. Others are subsidizing DNA kits, creating nap rooms, implementing vending machines with healthy snack options or offering an on-site Happy Hour at the end of the day.
It goes without saying that the possibilities are endless. Since workplace stress has become the biggest epidemic to hit corporate America in recent years—it is worth addressing internally through some form of wellness program that will help employees regain focus and energy. When employees don’t know how to manage their stress, not only is their work affected but so are the people around them. And the benefits of making your employees’ well-being a priority are endless – it can help with retention, reduce absenteeism and workers’ compensation claims, increase productivity as well as save your organization thousands in the long run.
UST helps 501(c)(3)s lower their unemployment costs & maintain HR compliance, providing resources to help refocus on mission objectives.
Santa Barbara, CA (May 31, 2018) – UST, a program dedicated to helping nonprofits ensure compliance and protect assets, today announces that 70 nonprofit organizations from across the U.S. decided to join more than 2,200 of their nonprofit peers and enroll in UST’s cost-saving program.
For 35 years, UST has been helping 501(c)(3)s manage their unemployment claims in a safe, efficient manner. Whether a nonprofit is tax-rated or reimbursing, UST is here to help nonprofits manage their cash flow and streamline their day-to-day operations. Just last year, UST found $2,839,940 in potential unemployment cost savings for eligible nonprofits.
UST’s newly added members now have exclusive access to a variety of resources, ranging from a live HR hotline and job description builder to e-filing capabilities and claims hearing support. By utilizing their dedicated claims representatives, cloud-based HR resources, and outplacement services, these nonprofits can refocus their saved time and money on what matters most—achieving mission objectives.
“With more than 2,200 organizations now participating in the Trust—and growing—I have no doubt that we can continue to provide our incoming members with the tools and education they need to further advance their missions,” said Donna Groh, Executive Director of UST.
If you’re a 501(c)(3) looking for ways to help your nonprofit save money, benchmark your unemployment costs by filling out a free Unemployment Cost Analysis form today.
Telecommuting has grown exponentially over the last several decades and is more popular now than ever before as employees seek to find more balance between work and their personal lives. In order to achieve, both employees and employers are reinventing what it means to go to work every day.
Technology has made it possible to work from just about anywhere and as such; many employers are providing their employees the opportunity to work remotely. According to the 2017 State of Telecommuting in the U.S. Employee Workforce Report, released earlier this year, from Global Workplace Analytics and FlexJobs, the number of workers who are telecommuting at least part –time has increased by an astronomical 115% in a decade.
Working outside of the office allows employees to have that better work-life balance and often results in more productive and engaged workers who are less stressed and more likely to stay on the job long term. Not to mention that less stressed individuals are typically healthier individuals who take fewer sick days. According to the U.S. Census Bureau, average commute times in the United States are 25.4 minutes which means workers can free up almost 4.5 hours over a 5-day work week.
Employers also see the savings from flexible scheduling – by allowing an employee to telecommute just part-time companies can save more than $11,000 a year on things like real estate space, office supplies and healthcare costs. It’s important not to forget that telecommuting is also the greenest way to work, reducing the carbon imprint for each non-commuting worker.
On the flip side, there can be challenges such as a loss of boundaries between work and home, a lack of discipline on the employees part – they become unavailable for hours at a time, don’t communicate with co-workers for extended periods or more simply put just aren’t working when they should be. Telecommuting can be disastrous for anyone who is unmotivated or disorganized and some individuals just don’t operate well in isolation. When managers lose the ability to control work and oversee timelines for these individuals things can go downhill quickly.
Remote work, like any work, isn’t for everyone and not everyone wants it. The range of flexible work options is broad so companies should consider the needs of each department and individual roles before electing to offer such a program. Also having clear guidelines and policies on what’s expected from remote workers can help to alleviate any unexpected surprises. Remote work is about working smarter, not harder, making the company and its employees, better.
Question: We’ve seen an uptick in complaints from employees. Is this cause for concern?
Answer: The mere fact that you’re getting more complaints than normal isn’t necessarily something to worry about. The increase in complaints could be a sign that there are now more issues that require your attention, or it could be a sign that your employees are—for some reason—feeling safer speaking to you about their concerns.
In and of themselves, complaints can be a good thing because they inform you about matters that may have escaped your notice and they indicate that your employees trust you to resolve those matters. The last thing you want is for employees to keep their concerns to themselves or vent about them to their colleagues (or the entire internet). You can’t solve problems you don’t know about, and unaddressed problems can quickly turn into bigger issues. Knowing what’s troubling your employees is essential for effective risk management.
Listen to what your employees have to say, thank them for bringing the matters to your attention, keep the lines of communication open, and do what you can to resolve the issues. If several complaints relate to a single issue (or person), you may want to give that issue more attention or urgency. And, of course, any complaint that suggests there may be harassment or discrimination should be dealt with promptly and thoroughly.
While dealing with the additional complaints, keep in mind that if you can solve or improve the problems that are being brought to your attention, you’ll have happier—and likely more productive—employees.
Q&A provided by ThinkHR, powering the UST HR Workplace for nonprofit HR teams. Have HR questions? Sign your nonprofit up for a free 30-day trial here.
Unexpected resignations can present big challenges for any business but especially for nonprofits with an already limited staff. Image the shock slowly turning into disappointment, anger and dread. Abrupt departures can be an emotional blow to the psyche, especially if it is someone who has positively contributed to the company. Now what?
Once you’ve processed the emotional aspects of losing a star employee, you’re then faced with the challenge of making sure things run smoothly through the transition. The following steps can help you effectively manage your staff during an unexpected staff departure:
When an employee resigns it creates uncertainty which creates stress. While losing some of your best people is inevitable, it doesn’t have to wreak havoc on the entire infrastructure. Managers set the tone for what happens next and with clear communication and mindful delegation; you can ensure an unexpected departure doesn’t turn your business structure upside down.
Humans are social creatures by nature. We work together, play together, and live together – we communicate on a daily basis with little to no effort. Verbal and non-verbal, quietly or loudly, we’ve been communicating our whole lives, so why, is it sometimes so difficult?
When people communicate effectively, in a way that makes all parties feel heard, even conflict and criticism can be constructive and lead to positive results. In business, a lack of effective communication can be detrimental. People are hired for jobs that they are knowledgeable about and have the skills to perform – but if they can’t interact with those around them in a productive manner, the whole team suffers and so does the bottom line.
Communication isn’t just about the words we say. It also includes the way we say it and the physical signals we use. Being able to read people’s nonverbal communication, such as body language and facial expressions, can give a much deeper understanding of the message being transmitted. Often times, conflict arises when written text is taken out of context because there are no visual signs that come along with it. Say the wrong thing, and the infrastructure of a team can quickly fall apart – effective communication can actually help build trust and employee engagement.
Tips on how to increase positive communication:
People communicate differently depending on their personal and professional backgrounds. Some may need more mentoring than others on best practices. It all comes down to getting to know the people you’re communicating with and being able to adjust your communication style accordingly. Developing good communication skills is a must and good managers know that communication is a key factor in success and a vital part of teamwork.
Here at UST we’ve put together our Top 10 guides for 2017 Nonprofit Human Resource management. And for a limited time we’re giving them away for FREE.
You can use these tools to make sure your nonprofit is in compliance all year long. Plus, you’ll learn the top trends in nonprofit job satisfaction so you can retain your mission’s best assets: your staff. Click below to download the full toolkit, courtesy of UST and ThinkHR:
Still have questions? Don’t forget we’re here for any of your unemployment cost questions or to set you up with a free 30-day trial of our HR Workplace, where nonprofits can get HR questions answered in just 24 hours, and explore our step-by-step Employee Classification, Handbook, and Salary Tools.
With $30 million in potential unemployment liability mitigated last year for over 2,100 nonprofits, it’s likely that your nonprofit could be overpaying. This short 30-minute webinar reveals some of the most common unemployment & HR risks that can cost your nonprofit thousands of dollars. After identifying the risks, this webinar reveals UST’s top recommendations to combat these issues.
Nonprofit Executives, Directors, and HR staff with 10 or more employees should register to learn about:
The webinar will also explore UST’s holistic program, created by and for nonprofits, which can help further lower your unemployment and HR liability. You can also get your questions answered live by an expert HR advisor at UST.
Register for your preferred webinar date at: https://attendee.gotowebinar.com/rt/3707595373010251522
Even if you can’t attend live, when you register we’ll send you the recording as well as any handouts you’ll need to make sure your nonprofit is in compliance.
UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.
Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.
UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.
Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.
This Privacy Policy and the Terms of Use for our site is subject to change.
But wait, what’s wrong with this picture? You may not realize it, but disregarding that notice has just exposed your organization to serious risks.
UI Integrity
What is UI Integrity? Depending on which state you work in, it may already be familiar, but if you haven’t seen the impact of this federal legislation yet, it’s coming. Passed as part of the Trade Adjustment Assistance Extension Act of 2011, compliance with UI Integrity provisions is required of all states no later than October of 2013.
UI Integrity was designed to address one of the biggest weaknesses of Unemployment Insurance funds nationwide: the persistence of unemployment benefits paid in error. In fiscal year 2011 alone, nearly 12% of unemployment benefits nationwide—approximately $13 billion dollars—were paid in error. While a common conception is that benefits paid in error are the result of bureaucratic incompetence, the truth is that most of these unwarranted payments occur when the state awards benefits to an applicant whose claim is later overturned. Frequently, the decision to award benefits is reversed when the employer offers information that wasn’t provided to the state in response to their initial request.
To address this problem, UI Integrity requires employers to provide complete and timely information for all unemployment claims in response to the state’s first request. And to make sure the reform yields the necessary savings, this law has teeth. Any employer that fails to provide a complete and timely response to a claim loses any hope of relief from charges attributable to that claim—even if you ultimately win the claim, you’re still on the hook for any benefits paid to the claimant.
Even more alarming, if the state identifies a pattern of failure to provide complete and timely responses, your organization and your claims administrator are at risk of permanently losing valuable protest rights and/or facing monetary penalties.
The bottom line on UI Integrity is that your organization has to be prepared to provide a response to every claim, every time.
At UST, our goal is to do everything we can to help minimize our members’ unemployment costs. As a claims administrator, we help nonprofits respond in a timely manner to all unemployment claims, which gives us the best opportunity to save more funds for our members’ missions. Learn more about UST claim management here: http://www.chooseust.org/claims-savings/