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Topic: Maximizing Resources and Efficiencies through Staffing
Duration: 75 minutes

Summary: In today’s economy many employers find themselves with limited resources and overworked staff.

Have you lost the talent or positions in your organization or had traditional full time positions altered? Are your employees stretched with not only doing their jobs plus roles of colleagues or even subordinates?

Strained budgets and limited talent to accomplish tasks and projects can lead to your constituents being underserved. Nonprofits can be more efficient without the burden of employee overhead through a contingent workforce such as contractors and temporary employees. This webinar will show you how to realize your human capital return on investment, be more effective and efficient through staffing, and how to accomplish more with less.

Participants will learn: By participating in this webinar, participants will gain a thorough understanding of innovative and cost conscious alternative staffing solutions including:

• Classifications of non-FTE (full time employees)
  
• Implementation approaches to compliment current staff
  
• Successfully transitioning roles to contractor workers
  
• The “Temp” – moving beyond the stereotypical usage
  
• Utilizing a staffing consultant to maximize return

Who should attend:
HR Managers and Departments
Operations Management
Executive Directors

Course Level: Introductory

Presenters: Patty Hampton and Dawn Taylor of

Cost:$44.99 - Click here to purchase Maximizing Resources and Efficiencies through Staffing

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$89.99 - Click here to purchase Maximizing Resources and Efficiencies through Staffing + 2010 Wage & Benefits Report (Value of $49.95).


Bios:
Patty Hampton, CSP, is the Managing Director, Staffing Services/Executive Search Consultant, for Nonprofit HR Solutions. Patty has been with the firm since its inception. She has more than 18 years of experience in human resources. Prior to joining Nonprofit HR Solutions, she served as Director of Human Resources with the American Society of Association Executives (ASAE). Specializing in transforming communication in the workplace, Patty has developed training programs and facilitated focus groups, resulting in the enrichment of the employee and supervisory relationship. A seasoned staffing and HR professional with a focus on staffing and retention management, Patty leads the day-to-day operations of Nonprofit Staffing Solutions.

Dawn Taylor is the Director of Business Development and Sales for Nonprofit HR Solutions. Dawn has over 15 years of experience as a sales/customer service trainer, life skills coach and mentor. Dawn was the Executive Vice President and General Manager of two large and influential human resource staffing firms in the Washington DC metro area. She has broken industry records with her unique style of consultative selling practices. Dawn also hosts a weekly radio show that deals with workplace issues such as discrimination and other topics related to career enhancement. Dawn was inducted into the Heritage Registry of Who’s Who, a biographical publication that selects and distinguishes individuals throughout North America who have attained a recognizable degree of success in their field of endeavor and contribute to the growth of their industry.

Clear Channel Radio launched a project to help unemployed workers use 30-second radio spots to get employers’ attention. But while Clear Channel owns more than a dozen stations in the Tampa Bay area, the project is not available here just yet.

Stations in 21 markets, including Miami and West Palm Beach, will select five unemployed people per week to record a 30-second resume. Employers will be directed to the stations’ Web sites to see the workers’ full resumes.

“We realize this is a difficult time for many individuals and families, and want to support our listeners who are out of work in any way we can,” said John Hogan, president and chief executive officer of Clear Channel Radio in San Antonio, Texas, in a release. “Radio is all about community and serves as the perfect platform for connect job seekers with employers. We hope that job-seeking listeners will take advantage of this special opportunity.”

More than 5.7 million jobs have been lost since the current recession began in December 2007, according to the U.S. Bureau of Labor Statistics.

The Clear Channel project could be extended to other markets, including Tampa, in the near future.

Clear Channel Radio is a division of Clear Channel Communications Inc. (OTC BB: CCMO), a global media and entertainment company.

Source: BizJournal.com

By Chelle Shell


With today’s job market in the state it is in, you have to get creative in getting the most out of the online hiring resources available. Below are 10 tips on how to do so:

1. Take advantage of job seeker resume upgrades.
Even highly qualified and talented professionals are challenged by elevating their visibility to potential employers. With most online job boards’ Resume Upgrade options, you increase your chances of being seen by recruiters and hiring managers by having your resume bumped up to the top when you apply for a job. Your resume is also highlighted when they use the online Resume Search to review candidates’ resumes.

2. Utilize the online job boards’ job email alerts and RSS feeds.
These pro-active tools allow you to create and manage your job search by sending you notifications automatically based on the type of job you are looking for and as new listings become available.

3. Write a cover letter specific to each job you apply for.
ALWAYS include a specific and detailed cover letter when submitting your resume. Include paralleled talents you have with the skill-set the organization is looking for. This is not an autobiography – keep it to one page or less.

4. Know the mission and the culture of the organization to which you are applying.
Research, research, research – I cannot stress this point enough! This is the one time being nosy is encouraged. Guidestar is an excellent resource as they have more than 1.8 million nonprofit organizations who can list their reports with information about their missions, programs, leaders, goals, and accomplishments for free.

5. Keep your job search organized.
Most online job boards allow you to save your searches in your account, so be sure to take advantage of this. Also, keep a log of the positions and organizations to which you’ve applied. When the phone call comes in to schedule an interview, KNOW who is on the other line and what job opening they are calling about.

6. Only apply to openings you are truly qualified for and stay focused.
It may seem like a good idea to randomly apply for jobs you’re not exactly right for, but DON’T do it. Applying to jobs haphazardly is never a good idea. Another position may become available later you are perfect for but by applying earlier to a job you weren’t qualified for will ruin your credibility with the organization. The “unqualified” file is a dark and lonely place to rest.

7. Stay up-to-date and accurate. Your resume must have current dates and contact information. Your employment and salary history must be exact.

8. This same rule applies to your list of references. Make sure your references know to expect a phone call and it’s probably not a good idea to list your ex-partner or a boss who fired you.

9. Mispled werds, tpyos and gramaticle errors are a surefire way to narrow down the talent pool for a hiring manager!
Get out the good ol’ dusty Webster’s Dictionary and use it. DO NOT rely on spell check. Have two different people you trust proofread your resume and cover letters. Six eyes are always better than two!

10. The resume title / subject line / objective statement in your online profile is imperative.
This is the initial item the employer sees prior to opening your resume file. It is the very first impression of you and your only chance at landing an interview so make it count. Be creative and original yet professional.

These tips may seem like common sense, but you would be surprised at some of the resumes I see. Follow these rules and you won’t fall in to the category of mediocre applicants or, more importantly, the shredder!

About the Author
Michelle “Chelle” Shell has worked in management for over 14 years in positions ranging from recruitment to public relations. In her current role as Client Development Manager for Opportunity Knocks she assists national nonprofit organizations and recruitment agencies connect with talented, qualified nonprofit professionals and HR management solutions. Chelle is passionate about health related missions and is active in her transitioning neighborhood association as well as local tennis associations. She is also a Board Member of ANP, Atlanta Nonprofit Professionals.

For questions and/or comments for Chelle please click on “comments” below and start typing away. Many of you have the same concerns and this will allow you to read what others have to say as well as help the masses. And don’t worry, you don’t have to identify yourself if you would like to remain anonymous.

Nonprofit career fairs can be an excellent opportunity to learn about job opportunities and meet staff from hiring organizations. However, jobseekers should do some preparation before attending any career fair to ensure that they make a good impression!

By the end of 2008, Commongood Careers will have participated in over one hundred career fairs across the country. To date, we have met thousands of nonprofit jobseekers, some who have impressed us and others who have left us underwhelmed. Based on this experience, we’ve prepared a set of tips to help jobseekers gain valuable information, make important connections, and create positive impressions with hiring organizations at career fairs.

1. Prepare a scouting report: Before arriving at a career fair, set aside some time to visit the web site of the career organizer. Idealist.org, a nonprofit resource that organizes a national series of career fairs, lists the names and web sites of every organization that attends their fairs. For organizations that interest you, read the mission statements and learn about their programs. Jot down some notes and prepare one or two questions if you’d like to hear more about a given nonprofit.

According to Meg Busse, Director of Nonprofit Career Transitions Program at Idealist.org, there are a number of ways jobseekers can prepare in advance.

“Just as you’d never walk into an interview without researching the organization, don’t show up at a career fair without having reviewed the list of organizations in attendance and selected a few to research more in-depth. Conduct an Internet search to find out who is on staff at any organization that interests you, and check to see if you have any personal connections.”

2. Visit your short list: After you research what organizations will be at the career fair, prioritize your list of favorite organizations and make visiting those organizations your top priority. This will save you time and keep you focused. Being focused at a career fair communicates confidence and direction. Aimlessly meandering around a room reflects confusion and self-doubt.

Do not plan on papering the career fair with your resume. Bring only a couple of resumes for a few select organizations. This will help you bring a focused attitude. If you know you are already planning to apply to an opening posted on one of your targeted employer’s web sites, craft your resume to match the qualifications of the position and bring it along (but don’t forget to also apply as instructed in the job description; you don’t want your application to get lost in all the paper of a career fair!).

3. “To thine own self, be true”: When visiting an employer booth, a representative may ask you about your career interests. Be prepared to give a thoughtful answer. You don’t have to know exactly what your career goals are, but be prepared to articulate your interests. Take stock of your values and motivations, and use this information to craft a personal “elevator pitch” in advance. Because hiring decisions are rarely made on the spot at a nonprofit career, working on a fluid personal pitch at a career fair can prepare you for actual in-person interviews.

4. Be confident … but check your ego at the door: An approach that will surely derail your credibility with an organization at a career fair is to be overconfident about your skills and experiences. Employers want to meet competent jobseekers who are interested in making a contribution and being team players, not those who are egocentric and arrogant.

To make a great first impression, start off by maintaining a positive, enthusiastic attitude. Smiling, making eye contact and projecting genuine excitement will not only demonstrate your interest, but will also communicate soft skills like friendliness and approachability.

Finally, listen actively and make a connection with the organization’s representative. According to Kasey Gagnon, Recruitment and Events Manager at Commongood Careers, passively listening to an organization’s pitch can translate to disinterest. ”It is very obvious to an organization representative when you have tuned-out and only want to talk about yourself and your experiences. Listen actively by asking a few brief questions that are relevant to the information that the representative is telling you. Having nothing constructive to add to the conversation can make the interaction go south very quickly. We want to know that you have understood what we have told you. If you are able to connect the information back to why you may be interested in our work, we will be impressed.”

5. Mingle with your peers: Representatives from organizations are not the only people at career fairs who are valuable sources of information. Because career fairs attract attendees with a diversity of backgrounds and experiences, chances are there are peers in the room who could be helpful in your search. Strike up conversations with fellow jobseekers and practice your elevator pitch some more. Be friendly and welcome other jobseekers into your conversation with the organization’s representative. However, if the table is crowded, be respectful and don’t jump into conversations already going on.

6. Manage the clock: Organizations have a lot of people to meet during the course of a career fair. Being aware of this simple fact can help a jobseeker not overstay his/her welcome at an organization’s table.

“Just as attendees are anxious to get information and then move on to the next organization on their short list, staff members who are manning tables have a lot to manage. It’s not the time to go into your life story. Get the information, ask a brief but relevant question and then move on,” says Jocelyn Sherman, Commongood Careers’ Director of Recruitment and Partnerships.

Therefore, limit your time spent at a table to only a few minutes. Quality of time spent at a table trumps quantity of time. A short, smart, positive conversation will be most memorable.

7. Take advantage of career fair programming: Along with providing organizations a venue to recruit talent, many career fairs have informational programs for jobseekers scheduled into the day’s events. These programs may include panel discussions or tutorials on topics like effective resume writing. In addition to gaining information that will help in your job search, these programs provide opportunities to network in a smaller, more focused setting.

8. Remember names and follow up: When meeting an organization that interests you, do your best to remember the name of the representatives you meet. When appropriate, ask the representative for a business card. Then, write a note on the back of the card to help you remember them. Thank them by name on the spot, and follow up with an email with 24 hours. If you have any remaining questions, an email is a great avenue through which to ask them. Initiating this contact with an organization will help solidify you as a thoughtful and strong candidate in their memory.

Smajl Cengic, Director of Career and Alumni Services at Year Up, agrees that follow-up is key. “The most important phrase for a jobseeker who approaches our table at a career fair is relationship building. If our recruiters walk away from the fair remembering something about a candidate, that person is much more likely to continue a relationship with Year Up. The strongest candidates we meet engage us in real conversations and then follow up with an email referencing the conversation after the fair.”

Conclusion

There is much more to career fairs than just showing up. Effectively working the room at a career fair requires knowing details about the organizations in attendance, as well as being able to talk about yourself and your interests with humility, confidence, and enthusiasm. Being mindful of these tips will help you stand out among all the other attendees.

This article was written by Commongood Careers and is published under a Creative Commons Attribution-NonCommerical-NoDerivs 2.5 License.

For more information about nonprofit and socially entrepreneurial careers, visit Commongood Careers at http://www.cgcareers.org.

Source:Commongood Careers

By Mal Warwick

Copyright © 2009 by Mal Warwick


Hard to stay calm, isn’t it? Not a day goes by without a story surfacing somewhere about how the tanking economy is forcing nonprofit organizations to cut back in the face of rising demand for their services. Surely, it’s time to conclude that the sky is truly falling, and all there is to do about it is scream to the heavens?

Well, no. Not by a long shot.

For starters, no matter what the external circumstances, your first responsibility, and your last, when you manage a nonprofit organization is to think clearly about your vision, mission, and values—and stay focused on living them as truly as you possibly can.

Are you fully satisfied that all your organization’s resources are directed at programs and policies that fulfill your mission and honor your values . . . or have you inadvertently undertaken off-mission activities over the years that dilute your impact?

Are your highest-impact programs receiving the lion’s share of your time and money?

Are you fully satisfied that your resource mobilization activities—marshaling the necessary volunteers, public support, and funding—are calculated to maximize your income in the short run while building a stronger financial base to sustain your work in the future?

And have you taken a hard, cold look at today’s chilling economic statistics in historical context?

Consider, for example, the following chart that shows the increase in the Gross Domestic Product of the U.S. in the course of the 20th Century (1908-2007), corrected for inflation.

U.S. Real GDP in Millions of 2000 Dollars


Can you see the Great Depression on this chart? If you know your history, of course, you can pick it out. But at a glance it seems to be only one of several mild dips along the way—merely a temporary glitch in the upward march of the U.S. economy.

Now, I don’t want to minimize the terrible suffering occasioned by the Depression—or, for that matter, the awful distress visited on so many families this year, with little or no relief in sight. But it would be a mistake to conclude that, just because the economy shriveled in the 1930s, the country’s nonprofit organizations were decimated.

Not so. In fact, the nonprofit sector fared rather well. Take a look at the following chart, which shows philanthropic revenue during the decade of the Depression.

As you look at this chart, your eyes no doubt focus on the years 1931 through 1934. Clearly, nonprofit income dipped during that era, which represented the time of greatest hardship in the Depression. However, the drop from the peak in 1931 of some $15 billion to the trough in 1933 of just under $12 billion was only about one-fifth, or 20%. In the worst economic downturn of the 20th Century, when the stock market lost 90% of its value!

Are today’s circumstances different from those of the 1930s? Of course they are. The number of nonprofit organizations is orders of magnitude greater. So is the number of donors. The more than 100,000 charitable foundations in America today dwarfs the tiny number then on the scene. The Internet and email were decades in the future. Even direct mail didn’t gain widespread use until after World War II.

Nonetheless, the pattern of giving in every economic downturn of the last five decades has been similar to that of the 1930’s: giving declined far less sharply than the economy as a whole. The bottom line is this: during tough times, Americans dig deeper to help those less fortunate than themselves.

Please don’t conclude from this focus on the positive that I underestimate the challenge faced by so many nonprofit organizations, especially those that are new, small, and chronically underfunded. Those groups that were living hand-to-mouth last year will probably find this year even tougher. Those that are not single-mindedly pursuing their vision, mission, and values will find donors unresponsive. Many organizations will be forced to merge, some to close their doors. Market economics is harsh. No matter how worthy our cause, no one owes us a living.

But for the majority of the nation’s 1.5 million nonprofit organizations, the picture is not nearly so dark as we might believe. It’s no time to panic. It’s never time to panic!

About the Author
Mal Warwick has been a fundraiser since 1979. He has written or edited nineteen books, including Fundraising When Money is Tight and How to Write Successful Fundraising Letters. Mal is Founder and Chairman of Mal Warwick Associates and Co-Founder of Donordigital (Berkeley, Calif.), which specialize in direct response fundraising. He has taught fundraising on six continents to nonprofit executives from more than 100 countries. You may reach Mal through www.malwarwick.com.

The Alliance for Nonprofit Management and its Management Support Organization (MSO) Affinity Group are collaborating with TCC Group to conduct a study of organizational effectiveness and capacity strengths and challenges of MSOs nationwide. This study will be conducted using TCC group’s Core Capacity Assessment Tool (CCAT)—a nationally recognized valid and reliable tool for assessing the leadership, management, adaptive and technical capacities of nonprofit organizations, as well as organizational culture and lifecycle stage. The Alliance is reaching out to its management support, state association and other nonprofit intermediary members to request your participation in taking the CCAT and a supplementary business model survey. By participating, you will receive a CCAT results report for your individual organization that will allow you to compare your organization, from a capacity standpoint, to the MSO field.

The first 25 organizations to complete both the CCAT and business model survey will receive one CCAT administration per year, to be used for their own organization, for life. This offer is only valid for organizations that are Alliance members, or wish to become Alliance members. Additionally, by completing both surveys your organization will be entered in a drawing to win $250.

How do I begin?
To start, you simply have to provide us the following information of a senior-level contact at your organization (this person will begin receiving messages about this study shortly). Be aware that more than one individual at your organization may have received this message. By agreeing to participate, senior staff members, and one to three board members, of your organization will complete the CCAT. Additionally, one staff member will complete a supplemental business model survey. Please note that this study is confidential, information will only be reported in aggregate. No individual organizational data will be reported except to the organization itself.

Please respond as soon as possible as we plan to close the survey on Monday, June 8th. Typically, organizations take approximately two weeks to get all of their respondents to complete the assessment. Supply the information requested below to info@allianceonline.org as soon as possible if your organization would like to participate:

Organization:
Organization Leader Name:
Title:
Email address:

For more information, go to http://www.allianceonline.org/

By Carol Gee

Do you sometimes feel out of the loop on your job? Are you missing out on challenging assignments? Are you being passed over when it comes to promotions? You possess both the required academic credentials as well as the prerequisite experience for your position. You work hard, and your performance evaluations consistently validate this. So what’s going on?

Granted, most employees are familiar with their company’s rules and regulations that govern their job performance. But are they familiar with the ‘unspoken’ rules of their company? Most companies have them, thus it is important to understand these equally important rules.

Where do you find these rules? You won’t find them on your company’s website. Nor will you learn them at your orientation. And you most certainly won’t find them in your organization’s policies and procedures manual. Simply recognizing that these rules exist will not guarantee you that plum assignment that you’ve been salivating over. Nor will it snare you that coveted corner office. However, unfamiliarity with these unspoken rules can keep you a step or two behind your peers.

So how do you learn these rules? Simply stated, savvy employees learn them by observing their companies so-called ‘stars.’ For example, how do these so-called stars dress? How do they carry themselves on the job, in meetings, and in social settings? Typically ‘star’ performers are often better at self motivation. Stars often take the initiative, especially in crises. They also recognize the power of relationships. Thus, they work to build strong relationships across the organization. They will go to lunch with co-workers. They will learn to play tennis, or learn to golf or participant in other activities.

Another excellent way to learn these rules is through finding a mentor. A mentor can be someone inside the company, or even outside of your industry. Mentors are coaches and advisers, and they can show you the ropes when it comes to business know-how.

Why not volunteer for a project and do it well? You are guaranteed to get noticed. Perform over and above what your position requires. For example, come in early on some days. Or stay late to finish a project if you can.

Men in general, tend to be familiar with the unspoken rules of business success as most have been groomed for it since childhood. Most boys are included in male oriented rituals designed for them by other males at an early age: things like fishing, hunting and sports. Participating in sports teaches them to be competitive and instills in them the desire to win. All of these activities are part of the non-academic prerequisite for understanding the games that are often played out in the workplace.

Toward that end many men often approach work with the same mindset as they do sports. The games and competition that surround employees while offering little impact on a company’s financial success tend to improve the status of those who participate. Most men get this, alas few women do.

Women often think that if they do their jobs well, even to the point of doing above and beyond what is expected is the key to breaking through the glass ceiling. Yes, a double standard does still exist for women. For example, if women act consistent with gender stereotypes, they are often considered soft. If they go against stereotype, they are often considered too tough. Through mentoring, through coaching, and through role play, women can learn to read these unspoken cultural rules.

Lastly, learn how — and know when to be assertive. Those not afraid to speak up for what they want are the ones who snare the plum assignments. Be willing to take risks. Chances are those individuals considered to be successful are successful because they don’t hesitate to venture outside their comfort zone and take risks.

Malcolm S. Forbes once said, “The best vision is insight.” By learning the ‘unspoken’ rules of business, individuals can gain an edge in negotiation and gain competitive advantage. Likewise, they become more effective and efficient in their chosen careers or profession. Only through learning them can they find success, or realize their destiny.

Carol Gee

Carol Gee, M.A. has worked in education for 26 years in positions ranging from teaching to administration. Currently she is an editor and business writer at Goizueta Business School at Emory University. She is also the author of books, The Venus Chronicles and Diary of a ‘Flygirl’ Wannabe (Life Lessons of a Cool Girl in Training,) and a contributor to the baby boomer book, Age Smart-Discovering the Fountain of Youth at Midlife and Beyond. Carol is a recipient of the Center for Women’s 2009 Unsung Heroine Award for recognition of her dedication to issues that affect women at Emory or in the larger community.
www.venuschronicles.net
venuschronicles@aol.com