(1) They are attractive to work at because they are mission driven and they offer A do-good feeling from working at them.
o At a nonprofit you can work someone you actually care about. And because of this (in the job-seeking stage) they also expect you to offer more than just a resume match.
o To secure a position you will need to demonstrate a personality fit, and your proven passion for their mission.
o Even your outside activities all matter to nonprofit employers.
o Bottom line: nonprofits are looking for people who care about their purpose as much as they do.
o As long as you are active in pursuing your interests this will help you, but in situations where job seekers have been passive about volunteering, or working in for such a purpose this will work against you.

(2) Another Big Benefit Are “The People” In The Sector.
o We are progressive, open to change, and care about our communities; where else can you find this?
o In general nonprofit employers truly care about their staff and are normally open to committee decision making.
o This is different than for-profits. For-profit companies are top down only decision makers (traditionally) and normally do not “discuss” their decisions openly before they are made in the same way. This is a great strength but also a great challenge. For this reason expect the hiring process to take a bit longer.
o Though the process is time intensive, it is also offers stability, reliability, and employee buy in. Things that are very important when considering nonprofit leaders are responsible to boards, and many times must justify their decisions. Another benefit of difference in seeking in the nonprofit sector is that it allows us to passionately work in an area without appearing like “fanatical jobseeker.”
o If you approached a for-profit with as much direct experience as many nonprofit jobseekers do, you would probably be labeled a stalker or out for personal gain. Honestly, try telling a Finance Director at Gap Inc., that you watched them speak at the most recent event at Masconi Center, that you volunteered at their two last gala/events since 2005, met their personal assistant at an art show last week, read the last three publications they had written, that you are very devoted what they do, and really want to work with them. They will be either terrified of you, or expect you to do their laundry.
o Nonprofits are different. You are expected to network in their area of expertise, read their works, meet their employees, and volunteer at their events. In fact that is fastest way to get hired at one.
Unlike for-profit corporations the information you need to secure a job lead is very available in the nonprofit sector. You always here people say this, getting a job is all about networking. For better or worse, finding the best job for you often comes down to knowing the right people. Maintain relationships from past jobs, internships and volunteer experiences.” Thus, having the correct experience volunteering, and the right approach is a strong way in.
o Remember that in the nonprofit world it is much better publicized when their events are, and how to get involved with an organization.
o Each of these are opportunities to get your foot in the door.
o So, go to their website, and you will find many doorways in.
o Information on how to volunteer, and even the Executive Director’s email is normally located right there.

The Challenges
(1) Finding the position you are right for and sticking with it. (RECUITERS SEE THIS EVERYDAY!) If you can choose a position that you are interested and stick with it you will always be employed.
o Story: many people always say, “wow I would be great at event planning,” but only stay in the position (if they can get it) for a year to three.
o This is the same for Grant Writers, why are they so in demand? This is because most people do not stay in the area, or only dabble in their creation.
o The key is to find a position/area you are right for and sticking with it.
o This is the key to your professional success and it is also your hardest decision.
o Don’t go from development back to programs.
o Don’t go from operations to marketing.
o These leaps are very hard to pull off.
o Decide what you want to do today and start working in it; if you don’t have enough experience in it to get paid yet; volunteer.
o If you are senior level and are not working in it now, better join a board.

(2) Choosing and sticking to a general area of interest and overall mission or niche within the nonprofit sector.
o Jobseekers everyday are surprised when they are not selected for an opportunity, and may have come in second or third in the interview process.
o I would say 8 out of 10 times it is because another person had prior exact industry experience in the position.
o So, if you are working in education, stay in education, if you are working in a religious organization stay in what you know.
o Of course people also get board and need change. This is the biggest challenge in nonprofit job-seeking: finding an area that you like and sticking to it.
o Remember you are most qualified for working in the area you are currently in, so choose wisely the positions and roads you enter.

(3) In the nonprofit sector we are very diverse in ethnicity, but not always diverse in beliefs within each organization. This can be limiting in some ways.
o Since we are mission driven entities and most nonprofits hire individuals that morally agree with their actions, this can limit our expose to outside beliefs and competitive information.
o Organizations hire individuals aligned with their mission, and normally do not hire disinterested perspectives.
o This is also why having an active board is so important for nonprofits, and also why we hear in the recruiter sector “I don’t want a yes person,” from executive directors.
o This problem does not exist as much for the for-profit sector. Disinterested perspectives and stockholders are actually required for may many larger for-profit corporations.

(4) Lastly, understanding the truths behind some of the myths of the nonprofit sector is also a challenge and can prove very helpful. Here a few that are talked about quite a bit and some that I also found discussed on Idealist.org:

Myth (1), “No one makes any money in the nonprofit sector.”
This just not true, in fact $670 billion are earned by nonprofit organizations annually, and one in twelve Americans work in the nonprofit sector.

Myth (2) Working for a nonprofit is not really a career path.
o In reality, the nonprofit sector provides many people with a lifetime of exciting work.
o Nonprofits also tend to offer young people more leadership opportunities than other sectors.

Myth (3) Everyone that works in the nonprofit sector is nice. Though I must say that the sector is filled with many happy people, it is also filled with difficult personalities, big egos, and office politics as well.

Myth (4) The nonprofit sector is not competitive.
Organization at time do compete with each other for funds, grants, and on certain issues, organizations may have missions that are in direct opposition to one another (such in the case of abortion, or the environment/development). You have to be competitive as jobs seeker as well, and make sure to market yourself fully and honestly.

Myth (5) Working for a nonprofit is just like volunteering, this in not true. Nonprofits rely on volunteers however they are often shielded from the organizational, financial, or issues relating to time working in the field.

For more information about for-profit jobs and staffing please see: http://scionstaffing.com.

Q: Have you had two other people proof your resume? Have you written detailed skills sections? Have you listed who you reported to in each of your past positions?

If not, you may wish to considering the following to improve your resume. No mater who you are (even an experienced recruiter) everyone has room to improve their resume.

Why Use Skills Sections?

The truth is the skills sections are useful to show that you can form a resume that explains your background as applied to the job description. You should have applicable skills sections: research skills, writing skills, finance skills, budgeting experience, and so on as needed for your resume and the job.

Do Use A Word Template

In all word and programs there are pre-made templates that you can use. Do that, and don’t try to design your own unless you have amazing with publisher and are graphic artist – otherwise it will only make you look quirky. This is a free resource and a very good idea.

Popular Things Done Wrong On A Resume Or During The Process:

1. Resume is not spelled Re’sume’ using italics, and do not use contractions on your resume or cover letter. They are a no-no.

2. Objectives are not needed.

3. The length no longer matters. We are not in the 80’s any longer the one page resume is a thing of the past. The more info the better as long as you are not long winded. Just keep it under 3 pages.

4. Do not misspell the name of the person you are sending to.

5. Do not use a template for your cover letter – and if so make sure to change all the needed areas on it.

6. Do not use cursive or odd fonts or colors. Stick to the normal.

7. Do not include a picture – its a red flag.

8. Do write a full page for your cover letter.

9. Do follow up in a professional and courteous manner about your application.

10. Do not use general words or language describing yourself like organized, motivated, team player, and so on. We want you to show us this in other ways, not on your resume.

11. Do not show up too early or be late at all for your interview. Five minutes before your time is perfect. Never be late even for one minute. Showing up at 12:01 for a 12:00 o’clock interview should not be done – and reflects poorly. Motivated candidates show up early – but not 20 minutes before, that is way too early.

For information about for-profit jobs and staffing please see: http://scionstaffing.com.

Nine times out of ten, when it comes to the salary that a nonprofit organization decides to offer, they base it on the realistic span they can offer for the position as it relates to (1) their budget for the position and (2) the other positions and staff they already have in place. So, if the organization is currently paying under market for their current staff members, you should also expect your offer to be the same unless you bring significant additional established value or expertise to the organization.

Organizations are always trying balance the responsibilities of the position and the pay offered, but many times feel that they can not offer what is required because to do so would also require them to increase salaries for everyone in the department or organization, which would put a large dent in their established budget.

There are many useful salary surveys of the nonprofit sector that exist, but in the end these numbers give us very little guidance because they are a rough outline. It is highly suggested to research the position and job title you are applying for. Guidestar and Professional for Nonprofits (in New York, NY) both produce decent salary surveys.

Here are some rules to follow when figuring out what salary to ask for:

(1) What was your last salary? Never ask for more than 15% more than this number unless the position caries significant more responsibilities and you can justify it.

(2) If you were paid a competitive (higher than average) wage in your past position you may not find it again in the job that you love in the nonprofit sector.

(3) Always say you are flexible. Giving a hard line number can make you look like you do not want the job, and is a red flag many times for hiring decision makers.

(4) It is OK to ask what the salary range is. You may need to politely ask in order to know if your specific salary needs are realistic. Never ask this question until they bring up the topic of what salary you are seeking. Asking this too early is a big turn off for a prospective employer that may not yet know if they are interested in you.

(5) After you give the number explain why you need it, but just briefly. Here is an example of a good way to describe your salary needs: “In my last position I made $34,000 plus benefits as the Office Coordinator. Because I will now working as an Executive Assistant, I am hoping to gain a base salary of $42,000 to $45,000 to meet living expenses. Of course, I am also flexible and open to negotiations depending upon the exact offered position.” This example also works very well for higher level positions.  First establish your value by telling them how much you made in the past, and then professionally tell them what your expectations are. Make sure the salary you suggest is not too far out of their goal salary span.

(6) The final guideline is to never ask for too much. I have seen this happen many times, and it can backfire. Once you ask for too much, there is no way to later accept 20% less. In the view of the organization and hiring decision maker – the jobseeker will really only be content with the salary they suggest the first time around. If you later say that you would take much less, it will cause them to suspect that if they hired you at the lower salary you would not be content in your position, and would eventually end up leaving. So, do your research, suggest a number that is realistic, and be flexible. In the end, if they make you an offer, most of the time it will be made within five percent of the lowest number that you suggest. The bottom line is to not be greedy, because it’s a sure fire path to not receiving that job offer at all.

For information about for-profit jobs please see: http://scionstaffing.com.

According to unemployment numbers for the first time in a long time, we are bouncing back from huge losses. The truth is that the economy is already starting to recover but many people do not know it. This is because it has not yet been publicized, and because our economic employment symbols and benchmarks always run many months behind.

Guess what that means for you ‘job seekers’ out there? For the next three month we are in a new “golden era of job seeking.” Consider me your new employment fortune teller.

That’s rights, now more than ever is your time to shine and go nab your dream job.

Here is why:

Point one, employers have started to hire again. They are right now as we speak hiring new HR staff, and new admin assistants that will later play their part in a hiring trickle down effect in corporate and nonprofit positions.

The rule of thumb is first comes HR, and then comes everybody else. Companies and organizations do not hire new HR unless they are planning some pretty serious ramp ups in the future. This is what the big bosses are communicating to us RIGHT NOW from this behavior.

Point two, the media (the loudspeaker of information on the job market – TV, Web, and Print) has not yet started running big articles saying companies are now fully on the move. Now they have run some successes, but in the big picture more of the information being released is still on the negative side. Believe it or not, this is helpful to most jobseekers in an expanding employment market in many ways.

The good news is it will take three to six months for this to change and the media to rebound. Why is this good? It is a general rule of job seeker employment behavior that not until positive expectations about the job market change do most passive job seekers join the job hunt. Note: the most experienced candidates are these – and they are the ones you don’t want to go against for your next job.

What does this mean? It means, right now, you can apply for a job, and have a higher chance of being the most qualified candidate, and you have less competition to get it.

Here is why, the best and most qualified of all candidates are people that already have the exact job you are applying for. Only in a competitive job economy (one that is growing) are passive more experienced job seekers fully open to changing jobs and applying for new ones.

This is why for the next three months, in the first part of 2010, it is truly the new golden era of job seeking. The best candidates are too terrified to take a new jobs, most have not even started looking, and employers have been waiting (they fee like) way too long to hire. The hiring decision makers have been dying for help – for too long! So get your resumes ready and rewrite your best cover letter because for the next three months it is your time to shine!

Just note: as soon as people start to move again, and the individuals that dislike their jobs are willing to quit, and when experienced executives start looking elsewhere – the era will be coming to a close and the market will be on its way to being fully competitive again. It is true that more people are out of work than ever. Everybody knows that. But it is also true that many of the best candidates are not even yet looking for work! Either they have been out of work so long they feel out of touch so they are not applying, or because they are still stuck in their old jobs and are not willing to risk a new one yet. I say, use this to your advantage.

Point three. More jobs are hiring that people know about. Thousands of new jobs are created every day. Even better for the job seeker, less people are actively looking right now because most of America thinks our industries are on a hiring freeze.

The truth is more people have been hired in the past three weeks, than I have seen in the six months before it combined. So get out there and make a positive change for yourself. But please note: if you have sent out more than five resumes and cover letters and have not gotten an interview yet – more than likely your resume has been not properly tailored to fit the job description, and or you need to get more experience through volunteering or training. If you think this might be you, please read on in our blog to get the right advice on how to change this.

For more information about for-profit jobs and staffing please see: http://scionstaffing.com.

This information is meant to offer you insight into the different cultures of the separate nonprofit industries, and further offers advice on how best to apply and approach the sector you are most interested in.

From Green industries to the Arts, to women’s rights social services this touches on what you need to know in order to be able to apply at one.

Written here is real information about what it takes to get the nonprofit job you want, and also further pathways for adding meat to your resume, nonprofit profile, and employment strategies that actually work.

My name is Isaac Woodrow Schild and I am an nonprofit employment expert. I have been a CEO, President of a staffing company started by nonprofits, an Nonprofit Executive Director, and most importantly a Nonprofit Executive Recruiter and expert in the field– so I know the tricks, realities, and approaches to get you the interview and get you hired that no one else understands.

Think of nonprofits just like any other culture like a club: there is a specific approach for speaking to them, to applying with them, and for entering into them for a new career path.

In my prior years I have helped staff over a thousand nonprofit organizations, foundations and universities to date. And believe me when I tell you that this is a completely different playing field that most corporate cultures, and gaining real and usable nonprofit experience can be a very tricky thing.

I say this not to daunt you, or scare you from doing it, or opening your own nonprofit, but instead to educate you on the real activities that you will have to partake in. It is today that you change your career, and start doing things in your everyday life that start to prepare you for a career in the nonprofit sector.

Its is true that making a difference in your day job to help others is a very fulfilling path, but it is also true that it takes preparation, knowledge and strategy.

Step One: forget everything that you think that you know.

It is a misnomer that the it is a easy to transfer your current experience into the nonprofit sector. It does not matter if you have been a CEO of a large for-profit successful entity, nor a business development professional with over twenty years of experience. To get a job at a foundation, nonprofit organization, or educational institution your prior experience may not even help you in some cases unless you personally started Google, or your name is Hewlett Packard.

It is a general misconception that because private salaries are larger than the nonprofit sector that for-profit professional experience is also worth more. It isn’t. In fact, it is quite the opposite.

Now, what I am not saying is that your prior expertise is not important. If you are lucky enough to be looking to work at a nonprofit in a specialized field the exact same as your previous experience, this will hold more influence.

But where most people fall seeking work in the nonprofit sector, they are instead interested in working in a “related” field to what they had been working in. Sales professionals want to enter into Fundraising, Administrative professionals want to help run nonprofit programs, Consultants want to run Marketing nonprofit departments, Real Estate and Finance professionals want to run housing programs and help social services.

It’s just not that simple. Choosing to work in an area, and also having the specific skills is not the most important thing in landing the job that you want at a nonprofit. If that were true than previous experience would not be required at all. Instead pervious direct experience in the same department, arena, or area is sought. Do you have it already? If you do, then you will still need to apply the principles within this book to successfully obtain the position you desire.

If you are like most candidates, the good news is, there are ways around this barrier, but it takes work, devotion, and a willingness to create documentation, resumes, and information about yourself. The number one reason that people fail to land the job that hey want in the nonprofit sector is because they choose to not put the time and work into demonstrating you are a viable nonprofit candidate.

Getting a job at a nonprofit, is not just as easy as submitting a resume, making a follow-up phone call, and dropping a thank you note after an interview. Though it is true that all these things are a good idea, it is also even more true that you must first demonstrate to prospective nonprofit employers that you fit them much closer than you ever though required in the past, or in the for-profit sector.
Tip one: be mission driven.

Tip two: volunteer in the area you want to work, and in the position/or department you want obtain. From there you are just a hop, skip, and jump away from your dream job!

For information about for-profit jobs and staffing please see: http://scionstaffing.com.

That is why – you should always be very careful, or try to prepare the best you can before changes occur (if at all possible – most people do not have control over such timing).

As you probably know already, or are now discovering, changing industries is quite difficult to do, and sometimes can be unrealistic without first volunteering and gaining significant additional experience in the area you are trying to enter.

Generally speaking, in times when the economy is just recovering, it is a very bad time to switch industries. This is normally a sure fire way to not find work, unless you are a talented networker with an exceptional background.

Conversely, when unemployment is at it lowest, employers are the most open to considering candidates with experience outside of their industry. Use this information to help you navigate when to make a change.

You may wish to first volunteer or get a part time job in the industry or area you wish to switch into first to order to make the change more feasible.

We here at Scion Staffing are very concerned about individuals being affected by layoffs, and industry shifts. For more information on this subject please see the following helpful article on the subject and also seek help from a professional recruiter and employment coach:

http://www.career-line.com/job-search/how-to-switch-industries-when-your-industry-collapses/

For more information about for-profit jobs and staffing please see: http://scionstaffing.com.

Access to untapped top-notch executive talent. Executive search firms are significantly more educated regarding passive job seekers in your specialized area. Because executive search firms offer confidentiality in dealings with clients and executive candidates, they are also able to connect passive job seekers to new opportunities more effectively.

Objectivity. It can be very difficult for any organization to detect inadequacies. Organizations and foundations generally have a difficult time gauging what may be missing in their job description, candidate pools, salary and benefit packages, and search strategy. Executive search consultants offer exceptional objectivity and can inform your hiring committee of industry
trends, the competitive market, and offer a non-biased outlook on candidates, their backgrounds, and their shortcomings.

Confidentiality. Any highly effective executive search firm thrives on the practice of confidentiality. In any search there are past connections which may require complete confidentiality. In fact, many firms are able to recruit new talent and fully screen individuals without even offering the name of the organization. Why is this important? As an executive search firm, we are able to delve deeper into the candidate’s true interests, aspirations, passions, and shortcomings. In situations where the candidate does not know the organization that they are applying for, they are unable to mold their background to fit into the organizational environment. As a result, candidates are much more likely to offer their true interests and passions to the next executive position in which they apply their candidacy. Because search firms work with so many different clients, executive candidates are motivated to share their true goals in their next executive position. This depth and breadth of discovery in executive candidate’s true goals wouldn’t be discovered in a traditional internal Human Resources recruitment approach.

Learn More:

How To Select A Nonprofit Executive Search Firm | Executive Search Consultants

Nonprofit Executive Search Firm “Red Flags” To Be Aware of

This information has been provided by Scion Executive Search.  Scion Executive Search is an exclusive search agency for nonprofit organizations, and foundations.

-WE ARE PROVEN NONPROFIT EXECUTIVE SEARCH EXPERTS

Scion Executive Search
www.scionexecutivesearch.com
(888) 487-8850

Here is the deal. Nonprofit resumes are different. In the corporate world it is important to only have your profile, skills, and experience. But in the nonprofit world they also want to see some of your devotion to their mission displayed on your resume. This, does not give you license to use unprofessional tones or language in your resume. Never us less than formal language, or talk about yourself in the third person on your resume.

What you need to add to be a strong nonprofit candidate are sections for Volunteering, Continuing Education, Writing, and Interest sections. These are the sections for those of you think on nonprofit prior experience you will need to buff up, in order to retain the interview.

Think about what books you have read that relate to the nonprofit, what magazines or periodicals, or websites that pertain to their mission. Think about where have you volunteers over the years or given money to.

Top Ten Job Seeking Tips
(The secret to Job Seeking)
1. Always cast a wide net.
2. If you build it, they can come. (Instead of simply posting your resume on a Web site, take it one step further and design a physical portfolio, or Web site or online portfolio, this makes you stand out more than other candidates very quickly if it is done professionally).
3. Always have more than one person read and edit your resume and cover letter!
4. Always follow-up with phone calls and emails in a professional manner that effectively communicates
your interest in a position without being too demanding.
5. Always be patient, the hiring managers are busy and will normally always get back to you.
6. If you are not getting a good response from your resume, likely something is wrong and you may wish to
consult a job coach or mentor.
7. Informational meetings can and do lead to job offers.
8. Don’t be afraid to ask for advice for what you want.
9. Do decide specifically what position you want; people that know what they wish to do always get the job.
Even if you are not sure, pick something.
10. Volunteering where you want to work is the fastest way to get hired there.

What HR is paid to look for…

First look at the job description that you are applying for. HR people are like machines. Overworked and short on time. Each job that they are recruit for has four main requirements that they are looking for. Show them CLEARLY that your resume has these four requirements and you are in! Following are some tips on how to do that.

What to include in your resume to get you out of the first round…

Re-read the job description. Then boil the job description down to the four main ingredients that they are seeking.  If you want to get the job you will need to add skills section for each of the four main components of the job description they are looking for.  People naturally want to interview the individuals that have the title of the requirement that they are seeking. Thus, if you are trying to get a research job – unless you have a “research skills” section on your resume – you may not get the interview. It is that simple. But add a skill section for each of the main areas they are seeking in their job advertisement and you will get a call for an interview.

Here is an example of an EA to a President job. For most of these they looking for you to have (1) prior experience supporting a C-Level exec, (2) research/writing skills, (3) polished communication abilities, and (4) prior experience in their industry. You could boil down most EA jobs to something along these lines. Thus, you should add the following skills section to your resume.

(1)  EA Support Skills

(2) Writing and research skills

(3) Communication Skills (examples of complex work matters you have led in discussions, or examples of dealing with difficult people or situations)

and (4) Industry Passion (these show your passion for what they do. And can be magazines you read, or even events you have gone to.)

Use this system for any job you want and think like a HR person! What are the four items they have been asked to screen for? Do you have skills sections on your resume for each one? If not, add them – because you are missing something.

Try this for yourself – and see the difference it makes.

For information about for-profit jobs and staffing please see: http://scionstaffing.com.

Fact: The quality of the candidates in a search firm’s network determines only its available resources. This asset is only effective if the firm actively recruits
candidates through networking and creative recruiting techniques.

Myth: The largest global search firms and corporations do the most dependable work.

Fact: No matter how large a search firm is, or the amount of similar searches the “firm” has accomplished, an executive search is only as effective as the executive recruitment consultant leading the search. Recognize the recruiter’s commitment, passion, experience, and track record.

Critical behavioral nuances can easily be missed by ineffective recruiters. It’s vital that your organization selects an executive search firm that has directly related experience in your industry, is connected within the global, national, or local community, and well positioned to attract talent on your organization’s behalf. Most importantly, the firm should be fully
informed with accurate and current market trends, relevant technology advances in your specialty, and command an actual comprehensive understanding of your detailed search process.

Here is an interesting thought to keep in mind while selecting a search firm. The firm that you choose is a direct reflection of your organization. Additionally, executive candidates will evaluate the organization in relation to the search firm they retain. Most executive search firms are not practicing modern recruitment techniques. Technology simply has not caught up with this sector. In fact, the majority of “experienced” executive search consultants do not understand modern recruiting, nor can they leverage web technologies appropriately to reach a wide global candidate pool. These consultants offer dated websites. This is a direct reflection of the exact work they will be doing on your behalf including: (1) the emails that they will send, (2) the announcements they will create, (3) the candidates they will find, (4) the level of quality they hold themselves to. Many search consultants still rely on past interview theories, dated recruitment approaches, and ineffective screening techniques that are not competitive in today’s modern job seeking market. Effective and modern executive search
firms generally recruit by helping you tap into your organizations network, research potential candidates and networking venues, speak with peers and associations on your behalf, place strategic advertising, and connect you with their internal private candidate database, referral networks, and communities. The main complaint organizations and foundations make when dissatisfied after engaging a search firm always center around two main areas: (1) confidently, and (2) ineffective communication and technology. Before engaging any agency first make sure you understand the systems that they utilize in their recruitment process, find out how adept they are with disseminating information via the web, and clarify how important they feel confidentiality is in the search.

Written by. Isaac Woodrow Schild, Nonprofit Executive Search Expert

Learn More:

How To Select A Nonprofit Executive Search Firm | Executive Search Consultant

The Benefits of Retaining an Nonprofit Executive Search Firm

This information has been provided by Scion Executive Search.  Scion Executive Search is an exclusive search agency for nonprofit organizations, and foundations.
-WE ARE PROVEN NONPROFIT EXECUTIVE SEARCH EXPERTS

Scion Executive Search
www.scionexecutivesearch.com
(888) 487-8850