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Chief Operating Officer, Health Care Without Harm and Practice Green Health, Washington, DC VP of Development and Marketing, Public Allies, New York, NY Director of Curriculum and Instruction, Breakthrough Collaborative, Cambridge, MA Chief Development Officer, First Place for Youth, Oakland, CA VP, Business Operations, Peace First, Boston, MA Director of Finance and Operations, EdVestors, Boston, MA Development and Communications Coordinator, EdVestors, Boston, MA Executive and Special Projects Assistant, EdVestors, Boston, MA Chief Development Officer, Network for Good, Washington, DC Director of Recruitment, New Profit, Inc., Cambridge, MA Organizational Development Consultants, Talent Initiative, New York, San Francisco and Boston Director of Development and Strategic Partnerships, ACORE, Washington, DC Manager, Innovative Financial Services, Center for Financial Services Innovation, Chicago, IL or New York, NY Manager of Human Resources, Rare Conservation, Washington, DC Director of Communications, Share Our Strength, Washington, DC Program Director, Green City Force, Brooklyn, NY VP of Program, Project HEALTH, Boston, MA Director of Operations, Cradles to Crayons, Boston, MA New Orleans Executive Director, Playworks, New Orleans, LA Detroit Executive Director, Playworks, Detroit, MI Houston Executive Director, Playworks, Houston, TX Little Rock Executive Director, Little Rock, AR View all open positions. |
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As it nears the start of a new fiscal year for many nonprofits, it's a great time to think about planning ahead to support your organization's most important resource: your people! We hope the information in this newsletter continues to support the hiring, retention and development of your organization's
talent.
Sincerely,
The Team at Commongood Careers
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 Ask the Expert: Q & A with Commongood
Q: How do I evaluate culture fit in an interview?
A: The
interview process isn't just about evaluating candidates' skill sets based on
the job requirements. It is equally important to evaluate cultural fit. Here are a few ways to
assess cultural fit during an interview:
- Before the interview, make
a list of words that describe your organization's culture. During the interview, ask the candidate
what type of organizational culture they thrive in. If it's a good fit, you should hear similar adjectives
to those on your list.
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Ask for examples in which they demonstrated one of these
adjectives in a professional setting.
For example, if your organization is fast-paced, you could ask: "Tell me about a time when you were responsible for juggling
multiple critical priorities in a fast-paced environment. How did you handle that situation?"
- Take note of the candidate's body language, such as the way they
present themselves, eye contact, enthusiasm and professionalism. These non-verbal cues can indicate if their communication style matches the style of your organization.
- Try to imagine this individual working with other members of
your team on a specific project.
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Ask how the candidate's peers would describe their work style.
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Ask a few staff members to join the interview so that they
can add their perspectives on a candidate's cultural fit.
For additional information about evaluating and communicating culture, check out this article from our Knowledge Center, Communicating Your Organization's Culture to Job Candidates.
Have a question for our experts? Email kgagnon@cgcareers.org.
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Innovations @ Work: A Small Bonus Makes a Big Difference
When a nonprofit
organization is going through a major transition, staff bonuses may be the last
thing on the to-do list. Yet, that's exactly what Experience Corps offered its
employees during a time of organizational change.
In January of
2009, Lester Strong was hired as the new
CEO of Experience Corps, a national organization that places adults 55 and older
as tutors and mentors for elementary students struggling
to read in urban public schools . At the same time, the program was transitioning from being a program
within a larger nonprofit to an independent 501(c)3.
Employees were
experiencing a good amount of change during this period. New administrative
systems were being put into place and job descriptions were shifting. So Lester
decided to implement a compensation strategy to help motivate staff through this
period of change.
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Tools You Can Use:
Family or Medical Leave of Absence Memo
This month we are sharing a free tool from our colleagues at OpportunityKnocks. This sample memo informs your employees of their rights to take a family or medical leave of absence. In summary, organizations with 50 or more employees must allow up to 12 weeks of unpaid leave in a 12-month period, provided that
proper documentation is provided to the employer under the Family and Medical Leave Act.
Download the Memo.
Opportunity
Knocks, the national nonprofit job board and HR resource, is pleased to provide
the following form from their Nonprofit HR Library as a complimentary tool for subscribers of Talent Works. The Nonprofit HR Library provides your organization with
forms, procedures, checklists and business tools - all assembled in a convenient
collection for you! Click here for more information
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