By Ronald J. Schiller and Michael Vann Organizations are looking to hire professionals who can drive outcomes. In the world of philanthropy, they need colleagues capable of establishing productive relationships, building effective teams, engaging constituents more deeply, and raising more…
Our team has found that applicants who build a strong case for their candidacy are often the most successful in advancing in the search process. In the same way that fundraisers leverage relationship management skills and a tailored strategy to each engagement, candidates should apply those principles to each job application. ALG’s search management team offers candid advice to candidates so that they can build their strongest case and increase their chances of securing rewarding roles.
Nnontraditional candidates often think their experience and skills are obvious, and as a result, fail to adequately explain how their professional experience makes them qualified to raise money. “A lot of people say, ‘I did sales, so I can do this,’ but you have to connect the dots” more explicitly for organizations hiring fundraisers, Michael Vann, Vice President for Search Management says. “They want their own language repeated back to them,” he says. They want to hear about specific responsibilities a would-be fundraiser held in previous jobs and how that will make the candidate successful in building relationships and securing gifts.
The loss of revenue, the increase of unexpected expenses, and for some the decreased value of endowments due to coronavirus have left many nonprofits scrambling to make payroll. Unfortunately, the options to correct the financial challenges may include cutting salaries, furloughing staff, and laying off staff members. Aspen Leadership Group is one of the few search firms in the country offering free career counseling to nonprofit and advancement professionals and we offer 11 tips based on conversations and personal experience to help those affected prepare for their next job search.
ALG’s Search Team interacts with hundreds of advancement professionals each week. Today, these interactions are increasingly focused on navigating careers during an uncertain time. While candidates are concerned about their own positions or about an interrupted career trajectory, they also are developing new skills, deepening relationships with donors, and working in ways that they never imagined. Here is what we are hearing from candidates and recommendations we are sharing with them.
Interviews are an opportunity to confirm to the hiring committee that you will be an asset to their team. Learn how to prepare, showcase strengths, and avoid common mistakes.
While your résumé highlights your experience and qualifications—the “hard” skills that you possess—your cover letter offers the hiring manager insights into your passion and suitability for the organization’s mission.
As a candidate, crafting a good resume makes it easier for a client to readily recognize your strengths and fit for a role. The following guidelines will help you create a strong resume that puts your skills and experience front and center.
There is no perfect professional pathway. You will make mistakes along the way. But these tips offer guidance for young professionals to smooth their path to creating a more satisfying professional career.
Candidates over 50 years old are experiencing a headwind when trying to secure their next role in the nonprofit sector. There are too many incidents of strong candidates who bring a wealth of experience and the ability to raise the bar of performance but who do not get hired. Is it possible to improve the hiring odds for these qualified candidates? And does this fall to the hiring organization, or are older candidates actually doing the best job they can to be viewed in the most positive way possible? This Coach’s Corner offers insights from both perspectives – hiring manager and candidate – and 8 recommendations about how candidates can better position themselves to land their next position.