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vol. 5 ~ issue 15
~ October 9, 2009 |
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In This
Issue...
Layoffs abound
so why is the candidate pool
dry?
Where has all the good talent gone? That’s what some
nonprofits are asking.
Stacey Girdner, chief people development officer at the
Pasadena, Calif.-based Russ Reid Company, has six tips on how to
enlarge your candidate pool. Here are six tips to stop the
resume trickle and start the flood of great candidates.
- Ask your best employees. Chances are that your employees
might have friends or family who they can recommend for a job.
Only ask your top-notch employees – hopefully their good
business practices have rubbed off on the people closest to
them.
Click Here to Continue Reading
Article...
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Executive Director
Cincinnati, Ohio
The LAM
Foundation
The LAM Foundation is seeking an Executive Director to lead
and manage the Foundation’s overall operations. Reporting
to the Board of Directors, the Executive Director will also be
responsible for fulfilling and advancing The LAM
Foundation’s mission through implementation of the
Foundation’s Strategic Plan in accordance with the
policies and procedures established by the Board. The Executive
Director will manage the following direct reports: Director of
Development, Director of Finance, Director of Operations,
Director of Research and Director of Patient Service.
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...Article Continued
from Top
- Have a hot file. That doesn’t mean the looks
department. Keep a file of resumes from people that were great
in the interview but were beat out by just a margin. You already
know they are interested in your organization and they might
still be looking for a job.
- Six degrees of separation. Kevin Bacon won’t be
working for your nonprofit anytime soon. But you never know who
could be in your extended circle that might be a great fit for
the job. Remember -- social networking didn’t start with
MySpace or Facebook.
- Pay employees for referrals. Give your employees a reason to
sign up their talented friends and family.
- Keep in touch with people who leave. Employees can leave for
many reasons – don’t assume it’s because they
hate their job at your organization. And don’t burn all
your bridges when they do. If you keep engaged with their lives
even when they aren’t your employees, they might consider
returning if the new job doesn’t work out.
- Consider resume swapping. You might have great resumes
coming into the office – but don’t have a job that
fits with the talent. Try resume swapping with other
organizations – they might have a person on file that you
are looking for.
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Last
Call For NPT Jobs! – November 1, 2009
Edition
Editorial
Special Report
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Feel free to contact Ellen if you have any
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