People who focus on the negative, or allow the focus of a conversation to shift to the negative, rarely get the job.
Experienced administrators and board members recognize an outstanding advancement officer when they meet and work with one, even as they recognize a true philanthropic partner. One of the greatest gifts these leaders can make to their organizations is to act upon that recognition.
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.
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.
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.
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.
Seasoned nonprofit leaders offer their thoughts on how to get ahead professionally.
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.