The hiring process can be daunting, time-consuming, and burdensome. For nonprofits especially, hiring the best-fit employee the first time around is vital. Often working with a limited budget and smaller staff size, nonprofit organizations must find a candidate that can quickly adapt and effectively work towards mission advancement objectives.

But how do you find the right employee? Simple. Recruit a hiring team internally before recruiting any potential staff.

The hiring team you assemble should be your recruitment backbone—helping you create the hiring timeline, outline specific role responsibilities, and conduct interviews.

Here are 6 tips to keep in mind when creating and working with your recruitment team:

1. Select relevant team members—Pick people who have past experience with the incoming employee’s job role, as well as those who will be working with them directly. In general, the larger the organization, the more hiring team members you’ll need.
2. Assign individual responsibilities—Decide which members are in charge of drafting the job description, advertising the job opening, organizing resumes, interviewing, making the final decision, etc.
3. Identify current strengths and weaknesses—As a team, identify what your organization’s strategic goals are. What are your employees doing right? Where is there room for improvement?
4. Decide what skills will address knowledge gaps—Once your hiring team decides what skill gaps exist within your nonprofit, list the specific tasks the new hire will be responsible for. Being honest about your nonprofit’s needs will make it easier when it’s time to write the job description/requirements.
5. Create a timeline—Create a detailed schedule that maps out your entire hiring process. This should give deadlines for the job description, job promotional efforts, candidate interviews, and the final decision.
6. Encourage open communication—Maintaining an open dialogue with your recruiting staff will not only build trust, but also lower the risk of making the wrong hiring decision. Listening to both positive and negative feedback can only strengthen future hiring endeavors.

Having the support of a dedicated hiring team can help speed up the hiring process, while increasing efficiency. Knowing when and how to engage your hiring staff can help you identify the best possible candidate for any potential position—giving your nonprofit the edge it needs accomplish mission objectives.

Learn more about how to select and utilize your recruitment team here.

The 17th annual catalog of The Nonprofit Times Power & Influence Top 50 shows an increased emphasis on the effective implementation of a more civil society. Those elected for the honor “illustrates the power of people pushing society for equal access and opportunity…[as] recently it seems that the insistence for inclusion has need ratcheting up and sector leaders have responded.”

Everyone at UST wou

 

ld like to extend our heartfelt congratulations to those included. We’d also like to thank all of the organizations that we work with for continuing to fight the good fight and make a difference for those around them.

See the full list of innovators being recognized by this years’ Power & Influence Top 50 here.

Discomfort; insecurity; apprehension; fear. These are just a handful of emotions people experience when plans for organizational change surface in the workplace. The idea of change tends to scare people because they will be forced to step outside of their comfort zones and embrace the unknown.
Altering such negative perceptions surrounding change requires a heavy emphasis on internal solidarity. And since the only way to effectively maintain change is through widespread support from your staff, learning how to acknowledge and address employee feedback is key. Specifically for nonprofits, internal collaboration is vital when it comes finding new ways to advance one’s mission.

Follow these 5 easy steps to create sustainable changes within your nonprofit:
 

1. Provide the facts and research—Explain what changes you are looking to achieve, and why. Providing the reasons behind your decisions will help your employees view each change as a necessity. In addition, offering the chance to provide feedback will also give your employees a greater sense of control.
2. Spend extra time educating the leadership team—Because your staff leaders are in charge of teaching and supporting their employees, it’s important to make sure they understand the logic behind every change that is being implemented.
3. Move from generalizations to specifics—The ease that comes with everyday tasks can make it difficult to alter employees’ common behaviors. Identifying your employees’ shared behaviors and habits will help you focus on what needs to change within the company culture as a whole.
4. Embrace the “slow but steady” mentality—In order to create lasting change, recognize that your employees are experiencing a great deal of uncertainty. Allowing your employees to slowly modify their behaviors can help them more readily adjust to ongoing changes.
5. Share the positive results with everyone—Positive reinforcement is always a great way to preserve change. When they see immediate wins and profit as a direct result of their changes, your employees are likely to stay committed to their changed behaviors.

Change is what keeps nonprofits moving forward. Taking the time to foster cooperation amongst your employees is the easiest way to create lasting change—which provides ongoing opportunity for organizational growth within the nonprofit sector.

Learn more about how to gain employee support for organizational change here.

A few years ago a social researcher invited a group of 50 or so participants to enter a room full of balloons, find the balloon with their name written on it, and sit down before 5 minutes passed. The scene was chaotic. Not surprisingly, none of the participants were sitting down at the 5 minute mark.

The speaker then asked the participants to perform the search again as a collaborative group. He suggested they each pick up one balloon and find the owner of that balloon.

If you haven’t already heard about the study findings, which recently began to go viral, all of the participants were sitting down, with their unique balloon, well before the 5 minute mark.

For the past couple of decades, researchers have been performing live social experiments like this one to illustrate the power of teamwork and collaborative effort. Out of this body of work has come some pretty powerful information that can improve your organization—and it’s collaborative results—if used well.

Not least among the information sets that have been discovered, is the fact that companies that have the best collaborative teams are 10 times more likely to reach high financial goals as those who don’t. So what is it that makes the best teams?

According to MIT researchers, the best teams:
 

• Are socially responsive to one another and pick up on one another’s cues and body language,
• Collaborate and contribute more or less equally,
• Operate in a climate of safety that encourages creativity and out-of-the-box thinking, and
• Provide candid feedback to one another.

If you’re team is not performing as well as you would like them to, or if your team is fairly homogenous—which researchers have repeatedly found discourages a healthy level of creativity— this article from the Society of Human Resources Management (SHRM) suggests appointing someone within your team to play devil’s advocate.

Other suggestions to improve the collaborative working environment within your team include:
 

• Anticipate conflicts and set down guidelines for how your team will handle them
• Encourage your team to socialize outside of work—it’s a shortcut to improving collaboration and allowing teams to become more socially responsive to one another
• Recognize, reward, and celebrate collaborative behavior
• Think systematically, but make innovation of the utmost concern
• Let those who benefit from your organization weigh in from time to time

In an interesting Op-Ed in The Chronicle of Philanthropy, the magazine predicted nonprofits will lose workers to the for-profit sector if they don’t feel a sense of purpose. The author, Aaron Hurst, states that researchers have found that employees need 3 things to feel a sense of purpose within their work:
 

• Opportunities to grow
• Relationships with employees and others involved in the work
• To create something greater than themselves

“Wait, wait,” you might shout. “My organization gives employees all of those things.” And chances are, you’re right. But sometimes employees find that the day-to-day business of operating a nonprofit gets in the way of feeling that they are a part of something.

Worse, a disconnect between daily tasks and feeling a sense of purpose can lead to frustration in your employees. Hurst cites one high-level executive who made the switch from the nonprofit sector to the corporate world because she didn’t feel her work was impacting the mission of her organization.

But what is your organization supposed to do? How do you re-engage employees that feel their contribution doesn’t affect the overall mission of your organization?

Hurst explains that his 3 mantras are:
 

• Continue to fight Goliaths (ie. supersize your ambitions)
• Figure out what drives employees
• Train managers and human resource executives to be community organizers

We’ve added a few additional suggestions though.
 

• Make a formal retention plan.
• Thank your employees, and let them know what their work helped the organization accomplish this year. And don’t think “thank you’s” have to be grand gestures. Taking the time to regularly acknowledge the effort and impact of someone’s work can make a big difference in the long run.