Archive for April, 2008

Phone Interview Challenges and Communication




Phone interviews present the unique challenge of communicating your enthusiasm and relevant experiences without the benefits of eye contact, body language, dressing to impress, and a hearty handshake. However, the phone interview is often a critical part of the hirng process that will determine the fate of your candidacy. The following article walks you through the phases of the phone interview and shares a collection of insider tips that can help propel you to the next stages of the interview process.


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Before the Interview

* Acknowledge the importance of the phone interview.

Being invited to a phone interview does not mean that you are not good enough for an in person interview. Because nonprofits are often stretched for time, many organizations have adopted the phone interview as the initial stage of the interview process. This means that hiring managers have decided that the phone interview is a decision point concerning an applicant’s status. If you do not treat it as an important step, the hiring manager interviewing you will not treat you as an important candidate.

* Respect the scheduling process.

Treat all pre-interview communications with your interviewer as opportunities to demonstrate your competency and decorum. Following directions is extremely important and will show your interviewer that you respect their processes. Also, make yourself available during normal work hours. Asking an interviewer to be available at 9pm for an interview will translate as being disrespectful of the interviewer’s personal life. If the interviewer explains that the conversation should last 20-30 minutes, be prepared to tailor your answers to fit within that time slot. Simple considerations and following directions demonstrates to the interviewer that you pay attention to details and are considerate of the hiring process.

*Research the organization and the position

Though it may seem unthinkable, we regularly have conversations with candidates who have not done their homework about the position to which they are applying. In the week(s) before your interview, visit the organization’s website and search the web for articles to gain an understanding of the nonprofit’s programs and learn about its history. Additionally, read the job description closely and prepare questions if you need components of the job description better explained. Prepare bullet-points that explain a specific example of a time that you fulfilled a qualification required for the role. Citing specific examples from your previous work experience will make your phone interview more memorable for the interviewer.

* Prepare thoughtful questions and a final statement in advance.

As a candidate, you can always expect the phone interview to conclude with the interviewer asking if you have any final questions. Asking thoughtful questions at the end of an interview gives the interviewee an opportunity to show some critical thinking skills. However, coming up with thoughtful questions during an interview can be extremely difficult, so prepare your queries before the call. Additionally, prepare in advance a quick ten second personal pitch for why you are the right person for the job. Doing so will help you clarify your motives for applying and will put you in a confident frame of mind for the interview.

* Take control of your environment.

When the phone rings for your interview, you should be relaxed and have everything prepared that will make you sound calm and professional. Find a quiet, isolated place for the interview well in advance of the phone call. When you are pitching yourself over the phone, you want your interviewer to focus on your words. Background noise will distract you and your interviewer and lead to increased frustration and tension on the line. To completely mitigate the negative effects of miscommunication, find a landline to make the call. Nothing can kill the flow of a conversation more than a dropped call or a bad connection. If your only phone is your mobile, conduct the phone interview in a location that historically has great reception for your phone.
During the Call

* Be enthusiastic.

Your first impression on the phone is extremely important. A great way to nail the first impression is to sound happy, friendly and enthusiastic about the conversation. Communicating excitement for the opportunity will demonstrate to the interviewer that you are someone who has passion and optimism. A tactic to naturally sound more enthusiastic is to stand during the phone call. Standing up allows more oxygen to flow through your airways, making your voice sound more energized and robust. Remember that your interviewer is taking notes. As you speak, your interviewer is most likely taking notes. S/he will need some record of the conversation either for his/her recollection or to be able to effectively share your candidacy with other members of the staff. Speak clearly and at a reasonable pace.

* Stay focused.

As you are asked questions, jot the question down. Tell your interviewer that you are going to do this, so s/he does not think you are pausing to do something unrelated to the interview. Writing the question will help to keep your answer focused and concise. If you are starting to stray off topic, being able to visualize the question can help you stay on topic. If you need more time to answer the question, request some time to reflect so you can give the best answer. Also, do not multitask during the interview. An interviewer will be able to tell if you are distracted. Sharing time between the interview and driving, surfing the web, cooking, or walking home from work will communicate that you are not completely interested in the position.

* Communicate a balance of passion and experience.

The interviewer wants to hear that you are passionate about the mission of the organization, but s/he also wants to hear examples of how you have demonstrated your passion in past experiences. Remember that the interviewer has committed his/herself to the mission of the organization and therefore wants to hear that you (as a potential co-worker) will share in the passion for the given mission. At the same time, they want to know that they will be hiring someone whose skills match the passion. Giving concrete examples of past experiences and skills that are transferable is extremely important. Providing a philosophical/ethical foundation for why you want to work for the mission is also vital to the success of the phone interview.

* Be honest about your salary requirements.

If the conversation turns to the topic of salary, be honest about your requirements for the role. If the interviewer shares the expected range it is most likely the case that the range will not drastically change during the hiring process. Deflating your requirements so that you are moved forward in the process will result in wasted time and will reflect poorly on you as a job seeker. Therefore, if it is impossible for you to accept the stated salary range, take yourself out of consideration and keep looking for other opportunities.

* Close strong.

As important as your first impression is, so is your last impression. After asking one or two thoughtful questions at the end of your conversation, thank the interviewer for their time and reiterate your enthusiasm for the role. This is where you throw in the ten second final pitch that you prepared before the interview. Making a powerful and concise closing statement will leave a lasting impression on your interviewer.

After the Phone Interview

* Write thank you notes.

Within 24 hours of your phone interview, send a quick thank you via email. Keep it simple and thank the interviewer for the opportunity to converse about the position. This quick gesture will be appreciated. Within the week after your phone interview, it is still very appropriate to write a hand written thank you note. For some hiring managers, receiving this gesture of appreciation could translate into a strong candidate becoming the front runner for the role.

*Manage the frequency of your follow-up.

They say that patience is a virtue and this is extremely true during the interview process. Because nonprofit organizations are frequently strapped for time and resources, the people making hiring decisions might not be as speedy with getting back to you about your candidacy as you might like. Checking in about one’s status with too much frequency can turn a strong candidate into an annoying candidate. Be mindful and respectful of the time frames promised by the interviewer. If s/he says it will take two weeks for you to hear from them, do not contact them before that two week time frame. It is reasonable to touch base with the hiring manager or interviewer if after the stated time frame you still have not been notified.

The phone interview can make the difference between moving ahead in the hiring process or checking your candidacy at the door. With careful preparation and a positive attitude, you can sail through the phone interview and emerge as a strong candidate for the role.

Source: Common Good Careers

Employers Are Onto the Excuses For Tardiness




A recent CareerBuilder.com survey reveals 15 percent of workers admit to coming late to work at least once a week, while 24 percent admit to making up fake excuses to explain their tardiness.

But workers beware — more than 27 percent of hiring managers are skeptical about their employees’ reasons for being late to work.

When asked to identify the primary cause for coming in late, more than 32 percent of workers cited traffic. Falling back asleep was an excuse given by 17 percent, while 7 percent pointed to a long commute as the main cause. Other popular reasons included getting kids ready for school and daycare, forgetting something at home and feeling sick.

Some 43 percent of hiring managers say they don’t mind if employees are late as long as their work is completed on time with good quality. But others take a harder line, and would consider firing an employee if the employee arrives late several times a year.

According to the survey, hiring managers gave the following top 10 most unusual excuses they’ve heard for being late to work:


1. While rowing across the river to work, I got lost in the fog.

2. Someone stole all my daffodils.

3. I had to go audition for American Idol.

4. My ex-husband stole my car so I couldn’t drive to work.

5. My route to work was shut down by a Presidential motorcade.

6. I wasn’t thinking and accidentally went to my old job.

7. I was indicted for securities fraud this morning.

8. The line was too long at Starbucks.

9. I was trying to get my gun back from the police.

10. I didn’t have money for gas because all of the pawn shops were closed.

CareerBuilder.com said its survey, “Late to Work,” was conducted from Feb. 11 through March 13, among 2,757 employers and 6,987 workers.

CareerBuilder.com is owned by Gannett Co. (NYSE: GCI) and is the nation’s largest online job site with more than 23 million unique visitors and over 1.6 million jobs.

Source: Onrec.com


Eight Tips for Jumping Ship: For-Profit to Nonprofit Career




There is a looming shortage of talent in the nonprofit sector as its older staff begin to retire. This is made worse by phenomenal growth in the sheer numbers of nonprofit organizations.

There is plenty of opportunity for corporate employees to move into the nonprofit world if they are drawn to work that is mission-driven. But it takes more than a fuzzy dream. A column in the New York Times provided these tips for the corporate dude or lass who is thinking about jumping ship.

1. Analyze why you are attracted to nonprofit work as a career.
View Full-SizeYou could volunteer rather than actually work in a nonprofit. What attracts you to it as a career? Are those reasons enough to offset possible losses?

2. Figure out what kind of organization you would like to work for.

Simply saying you want to work for a nonprofit is not enough. There are an estimated 1.5 million nonprofits in the U.S. Do your research and figure out just what kind of nonprofit you are interested in, and then imagine what role you want to play and why.

3. Get real about certain things.

For example it is a misconception that working for a nonprofit will be less stressful than the for-profit world. In fact you might work longer hours for less pay.

4. Make sure that you can accept the likelihood that you will earn less money.
 Nonprofit work can be 5-10% lower for entry-level jobs and mid level employees. For top positions, compensation can be as much as 50% lower than comparable corporate jobs.

5. Look for nonprofit jobs in the same industry.

Try looking for nonprofit organizations that are part of the industry you are currently in. That way, the transition may be easier. If you want a complete change, check out local nonprofits or the local field offices of national ones.

6. Don’t just send a resume to a nonprofit.

Learn about the organization, and make contacts there. One good way to do this is to be a volunteer, particularly if you can use your skills or learn new ones.

7. Check out the leadership of the nonprofit.
Good nonprofits to work for are ones where the board is supportive of the staff but does not micromanage it. Likewise, a good CEO of a nonprofit will share power with his or her employees, and support ongoing training.

8. Revamp your corporate resume before presenting it to a nonprofit.
Emphasize your skills, not your job title. Highlight any multidisciplinary projects you’ve worked on to show you are flexible enough to work with the diverse stakeholders at a nonprofit. List your volunteer experience. It will prove that you are not a nonprofit “virgin.”

Source: About.com

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Is the Next Generation Ready to Lead?





A National Study Produced in Partnership by CompassPoint Nonprofit Services, The Annie E. Casey Foundation, the Meyer Foundation and Idealist.org seeks to answer the leadership question for upcoming generations.

Recent studies suggest that the charitable sector wi llbe increasingly drawn into an all-out “war for talent” with the government and business sectors. As the Baby Boomers retire from their leadership positions over the coming decades and the labor market grows ever tighter, how will the nonprofit sector attract the most committed and talented leaders? What would draw Generation Xers and Generation Yers to positions that typically offer long hours for short pay?

This research suggests indicators of strength in the nonprofit leadership pipeline:

  • One in three (32%) respondents aspires to be an executive director someday
  • A higher percentage of respondents who definitely aspire to become executive directors are people of color
  • Of respondents who do aspire to become executive directors, 40% reported that they are ready either now or will be within five years

    • Institutions Prepare Students for Nonprofit Leadership




    In response to the high number of students seeking nonprofit careers, a growing number of institutions are offering undergraduate courses and degree programs in nonprofit management, reports The Chronicle of Higher Education.

    The increasing number of colleges that offer undergraduate courses prompted the Nonprofit Academic Centers Council — whose membership grew from 35 to 47 universities in the past six years — to release the first-ever curricular guidelines for undergraduate study in nonprofit leadership last year. The Bridgespan Group, a consulting and research organization that serves nonprofit groups, estimates that by 2016, charities will need to fill 640,000 senior-management jobs to fill the vacancies left by retiring baby boomers.

    Maureen F. Curley, president of Campus Compact, a coalition of about 1,100 college presidents, says the opportunity to lead charities is more appealing to new graduates than it was in the past. “This generation has more experience than any other already because of the community-service requirements they grew up with in high school,” she says.

    Source: Chronicle of Philanthropy

    Are Nonprofit Ethics Declining?




    Nonprofit ethics standards are declining, catching up to the troubling levels already seen in the business and government sectors, a new study says.

    Financial fraud is now more prevalent among nonprofits than among private businesses and government offices, according to 2007 data from the Ethics Resource Center.

    The National Nonprofit Ethics Survey is part of a larger project that released a business ethics survey in November of last year, and its government counterpart this January.

    The results of the three surveys show an almost exact correlation in the percentages of employees who reported witnessing one or more acts of misconduct in the past year: 55 percent at nonprofits, 56 percent at businesses and 57 percent in government.

    A significantly larger number of nonprofit employees, however, said their organization had become less ethical in the past five years, with 19 percent reporting a weakening ethical culture, compared to 7 percent of business employees and 11 percent of public employees.

    Those nonprofits that had not seen a rise in misconduct said they had well-implemented ethics and compliance programs.

    A laundry list of misconduct types also correlates across the three sectors. Putting one’s own interests ahead of the organization’s was the top violation listed by 24 percent of nonprofit employees.

    Another 21 percent said they had witnessed a colleague lying to other employees, and 19 percent each said they had witnessed abusive behavior or misreporting of hours worked.

    Mid-sized nonprofits seem to face the greatest risk of ethical missteps, according to the report, and leadership style was also seen to be key.

    The report suggested that many boards are not taking full advantage of their influence in curbing ethical deviations and, where board influence was heavy, those surveyed often reported high levels of misconduct.

    Among nonprofit employees who saw their board as “top management,” 18 percent said their organization had weak ethical leadership, compared to only 11 percent among those who saw the executive director as the key leader.

    “The good news is that, when compared with for-profit businesses and government institutions, nonprofit organizations still exhibit somewhat stronger ethical cultures where employees’ personal values are aligned with the missions and values of their organizations,” Patricia Harned, president of the Ethics Resource Center, says in a statement.

    “We also found that nonprofit employees who demonstrate ethical courage and report misconduct are less likely to experience retaliation than employees in other sectors,” she says.

    In 2005, 64 percent of nonprofit employees surveyed said they feared retaliation for reporting an incident.

    In 2007, that number dropped to 42 percent.

    Source: Philanthropy Journal

    Nonprofit Groups Face Interest-Rate Spike




    Nonprofit groups are beginning to feel the effects of credit-market turmoil in an explosion of high interest charges that are quickly tightening budgets and forcing some groups to cut back on services, reports The Boston Globe.

    Among nonprofit groups in the New England area, the public-television organization WGBH now faces $1-million in unexpected interest charges. The station’s chief executive, Jonathan C. Abbott, says that programs the station offers could be affected as a result.

    Nonprofit groups have mostly been affected by the recent credit-market crisis because of the ways in which they have traditionally borrowed money. Those that sell their debt at weekly auctions to determine the interest rate on their borrowing have been particularly vulnerable to rate fluctuations, but even organizations such as WGBH, which use variable bonds that reset every week based on certain bond indexes, have been subject to interest-rate spikes.

    WGBH and other local nonprofit groups have recently persuaded the state agency, MassDevelopment, to allow them to refinance or restructure their debt into lower-cost loans with more-stable rates.

    Although WGBH will attempt to complete its refinancing as soon as possible, Mr. Abbott expressed dismay at the unexpected costs now faced by so many nonprofit groups. “It’s like a virus, the way it’s infected the financial markets,” he said and added, “You’ve got a lot of relatively conservative institutions that are just dismayed.”

    Source: The Chronicle of Philanthropy

    The Informational Interview - Both Crucial and Dangerous




    An informational interview for job seekers who are trying to figure out exactly what role they want to play at an organization, or work for can be both crucial and dangerous.

    Recruitment experts advise that you limit this type of interview to 20 or 30 minutes, and to be prepared with specific questions, including:

  • What’s the position like on a daily basis?
  • How do you think I should position myself for a job like this at another organization?
  • What jobs and education prepared you for this position?
  • What aspects of your job do you love and why?
  • The jury is still out on whether dropping off an unsolicited resume during an informational interview is a good idea.However, no matter what, you should always carry a resume waiting for the interviewee to request it.

    Source: nptimes.com

    • VocationVacations



    Help someone try out their passion by being a mentor with VocationVacations.

    You can play a role in helping others curious about nonprofit “Jobs that Change the World” by becoming a Nonprofit Mentor with Opportunity Knocks’ new partner VocationVacations.

    The only company of its kind, VocationVacations offers their clients (“vocationers”) a hands-on, dream job immersion experience under the tutelage of expert mentors.

    VocationVacations is seeking nonprofit mentors who exude passion for what they do and want to share that passion with others exploring a career change in nonprofit or are simply curious about the nonprofit job community. VocationVacations’ mentors are passionate people. They love what they do and enjoy sharing their work with others who dream of following in their footsteps.

    Benefits to your organization by becoming a mentor are:
    • Assisting in furthering careers in the nonprofit sector through this outreach
    • It’s fun! And what a great way to share your passion with those considering nonprofit careers
    • Mentor has their own VV webpage with a link to their not-for-profit website
    • Possibility of media exposure for the Mentor and organization
    • Receipt of Mentoring fee (varies in amount)


    If this sounds like you then please consider becoming a VocationVacations nonprofit mentor!

    Please contact lnorton@opportunityknocks.org to receive mentoring requirements.

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    Top 10 Resume and Cover Letter Mistakes to Avoid


    By Dalya F. Massachi - So you want to improve your nonprofit jobseeking skills? Good news: You’ve come to the right place!

    As a writing coach and consultant, I have been working with jobseekers on their resumes and cover letters for many years. My clients have ranged from recent graduates to seasoned professionals entering or re-entering the nonprofit workforce. What are the most common errors I have seen? Here are my top 10:

    1. Not identifying the job you are applying for – upfront: Remember that your reader might be only glancing at your cover letter to determine what to do with it. Use the first line (and email subject line) to make it easy to tell.

    2. Having only one standard template: Chances are good that you will not only be applying for one specific type of job, but for several related categories. For example, I just had a client who was looking for either a planned giving officer position or an event coordinator position. The skillsets are different (although related) so she needed two sets of documents.

    3. Sticking to the template too closely: For each job posting you respond to, you will have to do a bit of tweaking. You need to arrive at some understanding of the organization you are applying to, and explain how you can help them – specifically.

    4. Going on and on about how you would love to work for them: Just because you support the organization’s mission does not mean much if your skills and knowledge don’t match up. Focus on how you can be an asset to the organization, and then talk about your personal motivation for applying.

    5. Using industry jargon or acronyms from an industry other than the one you are applying to: This is especially common for people moving into the nonprofit sector from the private, public, or academic sectors. If a layperson wouldn’t understand the terms you are using, revise.

    6. Downplaying volunteer experience: Even if you have not been paid for your work with nonprofits, you have earned the experience that goes with it. Many nonprofits look upon volunteer experience as vital to an appreciation of their work. Be sure to include details about your volunteer responsibilities and leadership roles.

    7. Forgetting to include important information: This ranges from foreign languages you speak, to cross-cultural experiences you have had, to your computer skills and proficiencies (even if you are aiming for a non-computer-focused job) to illustrative examples that give meaning to any broad or abstract statements you make.

    8. Not using strong verbs to show the action behind your experience: The verbs you use will liven up your documents. If necessary, get a good thesaurus and find creative ways to talk about the work you did. For example, saying you “worked on” a plan is weaker than saying you “facilitated,” “collaborated on,” “initiated,” “coordinated,” or “led” the planning process.

    9. Not proofreading: Be sure to clean up your grammar, spelling, word choice, capitalization, punctuation, spacing, fonts, layout choices, etc. You never know how picky the employer is going to be about such things.

    10. Not following the requested format: Even if you follow the rules about submitting your application (in email, in snail mail, with an attachment, without an attachment), you need to make sure you are supplying all of the requested information. That may include a salary range, references, a writing sample, etc. All job application processes are not created equal. Mind the details.

    ——————————————-

    Got a question about writing in the nonprofit job market? Just want to check in about your experiences? I’d love to hear what you have to say! Submit a “comment” on this page and let’s get a dialogue going…


    Dalya F. Massachi specializes in helping nonprofit professionals advance their missions through outstanding written materials. She has worked with community-minded organizations for more than 15 years: authoring countless successful marketing pieces, articles, and grant proposals; teaching popular writing workshops; and coaching professionals one-on-one.

    Download her free tip sheets and subscribe to her free e-newsletter at:
    http://www.dfmassachi.net
    dalya@dfmassachi.net

    NOTE:For many more writing tips, check out my forthcoming book, Writing to Make a Difference: 25 Powerful Techniques to Boost Your Community Impact. If you pre-order right now, you will get a pre-publication discount of 15% at:http://www.dfmassachi.net/wmd.html

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