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.
After 25 years serving in higher ed advancement leadership, my life’s work is now focused on coaching nonprofit leaders, finding great talent for an organization, and partnering to solve a myriad of organizational issues. I am launching Coach’s Corner to complement this work, share what I am learning, and present strategic questions from leaders in the field and insights about how to address them.
Featured on Alexander Haas: Tips for Advancing Your Career in Philanthropy – Interview with Ron Schillerby
Ron Schiller shares with Alexander Haas’s podcast how the transferable skills from his background in the arts set him up for success in fundraising – and how you can direct your career in fundraising to achieve your goals.
Multiple attempts have been made over the years to “manage change,” often with little effect. What if instead nonprofit professionals sought to lead through change?
Many “non-traditional” candidates from outside the nonprofit sector don’t get a chance to interview because the supposed risk in taking someone with only “related” experience is deemed too high. Here are some of those risks and perceived risks, together with suggestions on how to address or overcome them.
Managing up—the ability to influence the people to whom fundraisers report—is a big factor “that differentiates people who are able to advance in their careers and those who are not.”
Seasoned nonprofit leaders offer their thoughts on how to get ahead professionally.
Successful organizations in the modern economy require leaders to access their rational/analytical, AND emotional capabilities.So, how do we reconnect with and increase our innate capacity to understand and share the feelings of another? The first step is to go back to basics and retrain ourselves to listen.
In most searches, one of our best candidates does not make it to the second round because—as reported by hiring manager after hiring manager—almost all of the talking was done by the candidate. Having experienced this candidate behavior on a regular basis, and having watched strong candidates fail to advance in a search by making this simple but critical mistake in first interviews with our clients, here is advice to better manage your airtime in an interview.
A list of recommended books, articles, conferences, and other resources for development officers and their professional growth.