Career Q&A with Nurys
First, before your first interview, check the employerâs Careers page on their website for benefits information. Feel free to ask about available benefits anytime, but if you ask during the initial screening, donât worry if their answer is vague (âOh, you know, we offer the standard stuffâhealth insurance, paid vacation, holidays, and sick leave...â).
If youâre invited for another interview, you can dig deeper. Once they let you know that youâve made it to the final round of considerations, youâre entitled to a straightforward answer about what their organization offers, and what theyâre giving you (there might be some benefits youâre not eligible for until youâve been with them for a certain amount of time). If they try to dodge the question and change the subject or refuse to answer, ask if you can speak with the person who can share a detail summary of the benefits.
Negotiating benefits usually comes after the base salaryâs been nailed down, since benefits can make up for the shortfall between what was offered and what you were hoping for. If the employer offers a lower salary than expected due to their budget and you still want to work for them, ask if you can have an earlier performance and salary review, or whether youâre eligible for performance-based bonuses or a signing bonus.
You can ask for anything youâd like, but itâs best to prioritize your top 10 most wanted benefits and start negotiating at #1 first. If youâre already on a health insurance plan that is comparable to or better than the one offered by the employer, consider declining it in exchange for something thatâs really important to you. Make sure you get your due, but donât get caught up trying to gain benefits you donât really care about just to âwin.â
While focusing on the important things like insurance and retirement plans, donât forget about the smaller stuff that employers are often willing to accommodate: compensatory time (important if youâre exempt from earning overtime pay), professional development and training, tuition subsidy or reimbursement, a new computer/laptop or software upgrades, a new smartphone or subsidizing your current plan, free gym membership and/or fitness incentives, and transportation/parking.
Once youâve verbally accepted the offer, consider it set in stone. Changing your mind about what you want while youâre waiting for them to send you the offer letterâor holding your signature for ransomâwill not only make you look bad, but might make the employer rescind their offer entirely.
Use your network
Reach out to your instructors and the career advisors where youâre getting your education early on and make sure they know what your goals upon graduating and long-term are. Even if itâs an online program, ask to arrange a phone or Skype conversation. Theyâll at least be able to guide your coursework and review your resume. If itâs not too late, they can point you to internship and volunteer opportunities so you can build up your job experience. You can ask them to be a reference as well. Donât forget to reach out to classmates! Ask where and how theyâre job-searching for ideas you can use.
Make sure your family, friends, and everyone on your social media know you just got a new credential and what kind of work you're looking for. You never know what people or resources they can connect you with. People love to help out and may volunteer, before you even ask, to pass along your resume or make an introduction. Requesting informational interviews with people doing what you want to do will help you get on the right track and can lead to a valuable mentoring relationships. Just remember to never be pushy and always send thank you notes!
Bring attention to and focus on the criteria you DO meet
Donât start your cover letter with âI donât have these things youâre looking for, butâŠâ If there are too many reasons why a hiring manager would dismiss you out of hand, or youâre not sure you can handle the job as described, find something else to apply for. Read job descriptions carefully and be clear on whatâs required and whatâs preferred. Make sure you meet most of the required criteria so you donât waste your time or their time. Emphasize why youâre a great fit for the role and anything that makes you stand out. If you have a personal connection to the nonprofitâs mission or have volunteered with them before, let them know about it in your cover letter!
If you studied something directly related to the career you want to pursue, highlight relevant skills and knowledge you gained from your coursework, especially your familiarity with any new practices, regulations that affect the industry, and software. Even if your education isnât directly related, show how what you learned is still relevant or gives you unique perspective and experience that can be tied into the job description of positions youâre applying for.
Also, donât discredit your soft skills! Assuming you have previous work experience, just not in the area youâre trying to break into, highlight your ability to work in and lead a team, or stay organized to meet multiple project deadlines. Advanced, professional writing and verbal communication skills are in high demand, so be sure to mention if you have extensive public speaking experience or drafted important client communications at a previous job.
Job searching is tricky. Itâs tough work and very often feels endless. It can be especially discouraging to new grads or professionals seeking a career change, two groups that have unique experiences behind them that may or may not directly relate to the profession theyâd like to enter. So whatâs a person to do to increase their exposure even with limited experience? A few tips:
- For new grads, take stock of the skills youâve gained from your time in clubs, classes, part time jobs or volunteer work. Professionals looking to change career paths can also do this for skills acquired from their current position and even outside hobbies, so long as theyâre transferrable. If you find youâre missing a necessary skill, consider taking a class, obtaining a certificate or even pursuing a graduate degree.
- Expand your network by meeting as many new people as you can, no matter if itâs through more formal avenues such as networking events or volunteer workâor more casuallyâby tapping into your personal connections. Friends and acquaintances can be powerful resources to finding opportunities; approximately 70% of jobs arenât published because so much of hiring occurs through people bringing on those they already have a relationship with.
- Find a connection between what interests you about a particular organization to your life and personal experiences. Ideally, you would be passionate about the organizationâs mission and values and excited at the opportunity to contribute to them. Consider what about your personal âbrandâ and life experience resonates with the nonprofit. That way, even if the professional experience isnât there, the personal will be; in turn, this connection may work in your favor when applying.
The biggest (and hardest!) thing to remember is to keep at the job search and know thatâthough it will take time and effortâthere is a light at the end of the tunnel! Donât be afraid to try new things; in fact, this may be the best time to do so, whether itâs a project you take the lead on in your current role or joining a young professionalâs board. Employers will appreciate your proactive approach towards your career development!
The short answer here is that itâs relative. The question here shouldnât necessarily be about how long one should stay but rather how to optimize an entry level role. Of course, no oneâs expecting you to stay for ten yearsâbut two years? Absolutely; thereâs a point in the beginning of everyoneâs career where you have to pay your dues. Sure, you may not be in the ideal role at the moment, but there are steps you can take to make the best of your entry level job. Some things to consider:
Do you have a career map? Do you have an idea of where youâd like to head next and how you can flourish in your current position? One great way to illustrate your next steps and better visualize your goals is by making a career map. Career mapping is a great way to view your progress, set goals and anticipate changes; itâs as simple as putting your ambitions down on paper and assigning them timeframes. For example, you can designate two years or so to your current role and allot certain professional milestones to each month or every six months.
Are you still learning? Building and expanding upon skills and learning from mentors and colleagues are often what keep an individual engaged in the workplace. If youâve found that you havenât been absorbing as much as you could, consider reestablishing your connections to your mentors and colleagues. You could ask your mentor to coffee if you havenât in a while, or inquire into your desk mateâs latest project. This serves to foster a productive relationship between you and your acquaintances; you might also learn something new over cappuccinos!
Howâs your work life balance? Many times, articles and discussions about work life balance seem to be directed at those who are in high powered careers and have been in them for years. Though thatâs not untrue, work life balance is often overlooked in entry level candidatesâmany who tend to let the late nights in the office build and their emotionally fulfilling side projects dwindle. Even if youâre right out of the gate and the greenest person in the office, your work life balance should be a priority. Your time in your entry level job will only seem longer and drier when youâre working 60-hour weeks and havenât seen your friends and family in months!
How long you stay in an entry level position depends on your goals (whether theyâre long-term or short-term) and your circumstances. Regardless of what they are, consider volunteering, freelancing or working on passion projects on the side to build new skills and gain experience. This way, you stay refreshed and cognizant of life outside of your work, which will only serve to enrich you and make you all the better at tackling challenges in not only your current role, but in roles to come!
Itâs reasonable to wonder, with a slow jobs recovery, whether biases against working mothers will factor into employersâ hiring decisions. In your case, there are 14 years of experience to consider and you have only been off work for six months. These arenât red flags to most employers. You had a child and relocated. Thatâs a lot to have going on all out once. Good for you!
Now that youâre ready to rejoin the workforce in a new city, blindly responding to job ads or posting your resume to sites online, as youâve done in the past, probably wonât do the trick this time. The nonprofit sector is very competitive right now with spillover from the private sector. Itâs important that you get out there and network as often as you can. That might be difficult to do with three kids, but itâs important that you make time.
Iâd recommend you start by reaching out to professional organizations and attending their events. You might even want to consider joining at least one if you are not a member already. Get involved in affiliate chapters of groups you already belong to, and, Viola! instant network. Donât put this off. Identify the key influencers in these organizations and introduce yourself. Professionals who are already entrenched locally with a good reputation might be willing to take you under wing and introduce you around. Establishing personal connections are essential when you are the new kid on the block.
In the meantime, if you need to start earning cash right away, consider looking into the temp to permanent market. You mentioned that you worked in nonprofit development. That could involve either programming or fundraising. Each is a pound the pavement, beat the bushes type career, and the top performers really stand out. In fact, they are an employerâs dream. So even if it isnât where you want to end up, it could get you in the door.
Also, donât let your new kid on the block, new mommy status dilute your brand in your own mind. Youâve already proven you have what it takes.
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
There are a lot of good reasons why. The Nonprofit Times recently released its top 50 Best Nonprofits to Work For list. The pollsters concluded that nonprofit employees are happier than private sector workers. In nearly all categories, employees rated their job satisfaction above 85 percent. Those in the top 10 had approval ratings of 90 percent or better.
As a nonprofit recruiter and staffing agent, I have had to counter misperceptions about what itâs like to work for a nonprofit, from low pay to dilapidated buildings and equipment. The face of nonprofits has changed. In fact, one of the reasons nonprofit employees are happier is because they work in a less corporate and more team-building environment. Higher salaries in the private sector went away with the economic downturn. Director-level positions at nonprofit are now competitive with mid-level managers at corporations.
If a fat paycheck is your motivation than a nonprofit might not be for you. Nonprofits want to hire people who are passionate about the mission. But nonprofits are businesses too. They have budgets, set goals and may require long hours. The mission is what drives you.
âA lot of things translate from the private world into nonprofits,â said Jim Struthers, Chief Development Officer and Assistant Director of the Communities Program for the Robert R. McCormick Foundation, a Careers In Nonprofits client. âYouâre selling your mission. Thatâs no different than trying to get somebody to buy your jeans or come to your restaurant to eat. The same principles of marketing translate into nonprofit work.â
There is more room at the top at nonprofits and itâs only going to get roomier. According to a survey published last year in the Philanthropy Journal, about 67 percent of nonprofit executives plan to retire by 2016. Like any other business, these organizations are looking to fill their pipeline of workers and groom future leaders. Now could be your chance. Nonprofits value the skills that private sector managers can bring, most importantly, the ability to do more with less.
Struthers used to work in the private sector as an event planner, marketer and fundraiser.
âWhen I would say I planned events, some people would say, âOh, so you get to go to a lot of great parties. Planning events is a lot of work,â Struthers said. âI donât think that people understand that nonprofits, when they do events, arenât saying, âHey, letâs have a party and invite 1500 of our friends.â Itâs part of our business, involves months of planning and, of course, figuring out the best way to raise money and hit the eventâs goal.â
Promotions typically happen faster in the nonprofit sector. A manager at a for-profit company could easily make the move to director of a nonprofit. The fact that nonprofits often have more exposure and bigger projects helps supplant the bigger job title.
Hard work is rewarded but nonprofits do experience layoffs. âAs with any industry, the economy plays a role. But as to job security, if youâre good at your job,put in the time and effort it takes to be successful, your position is pretty secure, as it is in any sectorâ Struthers said.
Nonprofits invest in training, so you donât have to be an expert when you walk through the door. Yet there are now many institutions offering program and certifications in nonprofit management, event fundraising and development That shows how the world has changed looking at this field,ââ Struthers said. âWith these opportunities, there are more chances to move into nonprofits.â
Check out a nonprofit up close by volunteering. That way, you can better assess whether a career at a nonprofit is for you. To learn more about nonprofit careers, check out the âfeatured jobsâ on the Careers In Nonprofits home page.
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
With the ups and downs of the economy over the last few years, it isnât a surprise that we have received multiple questions asking how to best represent oneâs self when job searching. Many incredibly talented job-seekers have been laid off multiple times, now have gaps in their resumes, and have taken temporary assignments. While most hiring managers understand the circumstances faced by candidates recently, it is still in a potential employeeâs best interest to always be one step ahead and prepared to address potential employer concerns before they are even mentioned in an interview.
Before discussing how to handle the interview process, letâs address how to best format your resume to highlight the pros of temporary employment, rather than the cons. Here are a few tips to make your resume stand out:
â Note which positions are temporary so that hiring managers wonât be left wondering why you left after a short period of time.
â List both the name of the organization/company at which you were assigned, as well as the staffing agency that placed you.
â Provide dates of employment, including month and year.
â Treat temporary assignments, particularly longer-term positions, as you would any other previous job on your resume; write detailed bullet points of your particular duties and include statistics and accomplishments.
As for the interview process, the first step to overcoming resume concerns is self-confidence. No matter how long you were in a position, you likely learned new skills and contributed to the team. This is where your focus should be! Keep track of accomplishments, successes, and relevant statistics and be sure to explain how the skills used at each position will make you the right fit for the role in question. In addition, it is up to you to demonstrate to the hiring manager that you are a great asset to any organization. Explain your resume clearly, concisely, and provide details where it counts.
The less nervous or self-conscious you are when explaining your resume and the reasons for leaving various positions, the less nervous the interviewer will be about your candidacy. So shake the nerves! Practice explaining your temporary positions or lay-offs out loud in front of a mirror or to a friend until you become at ease. Of course, the best way to become at ease is to be at ease! So give yourself a pat on the back for working through a difficult time for job-seekers and take advantage of the newfound resourcefulness you gained!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Whether this is your first job or youâre a seasoned professional, it is always a good idea to be thinking about career growth! Not only does focusing on career growth demonstrate that you are a go-getter and have goals, but also that you are invested in your company and career. However, it is important to remember that career development doesnât happen overnight and is always a work in progress. There are a number of things you can do to make sure youâre on track and moving in the right direction. A few of my favorite recommendations are below:
â Find a mentor at work: A mentor can be a manager or a colleague with more experience. An ideal mentor would have the skills and experience that you hope to gain in the future. A mentor can offer advice, help you deal with challenges, introduce you to new contacts, help you focus on the right tools and skills you need, and show you all the possibilities for your career. Some mentor relationships develop naturally over time, but donât be afraid to reach out directly to someone you admire.
â Be a mentor to a new or more junior employee: Acting as a mentor to a new or more junior employee gives you a chance to practice your managerial skills and let them shine. Your leadership abilities will quickly become apparent, and it will be evident that you are willing to help your colleagues and show them the ropes for the good of the company.
â Talk to your manager about your goals: Set up a time to speak with your manager about your future goals and ask exactly what you need to do to reach those goals. Be clear about the fact that you understand that career development may not happen immediately and that you are willing to work for it. Discuss specific goals, trainings, and skills required to get to where you want to be.
â Make a plan: Once you have the information you need, plot out the tasks you need to do and goals you want to achieve along the way to your larger goal.
â Be a team player: You should always stay focused on your career growth, but not at the expense of your colleagues. Keep in mind that your number one goal is to meet and exceed the requirements of your current position. That doesnât just mean hitting your numbers or finishing your projects; it means assisting others, making sure the needs of the company are met, being collaborative, and sharing credit for new ideas and successes. In addition, being a team player will make you more likable among your coworkers at all levels, which is important when considering growth.
â Take initiative: Donât be afraid to present new ideas, take on extra projects, or learn new skills. Just be sure to present any new ideas in an appropriate setting and be respectful of other peopleâs time.
â Learn to âmanage upâ: This means that you should learn to work in such a way as to assist the person you are supporting (your manager), and teach others to do the same. By demonstrating that you understand your managerâs needs, you will make the company more efficient and prove that you work for the good of the team. You will also gain a better understanding of your managerâs responsibilities and priorities.
â Show interest in the company: Show interest in all aspects of the company, even outside of your department and position. Ask your colleagues about their responsibilities and develop a thorough understanding of how the organization functions, from front to back, and from top to bottom.
â Know the industry: Stay up to date on the latest industry research, attend trainings and seminars, and use the information you learn to make a positive impact at work.
â Think in terms of results: Base conversations around goals and outcomes. Be as results-oriented as possible, and prove that you are developing the tools you need to help the organization as a whole achieve its goals. Thinking and speaking in terms of outcomes will also highlight your work ethic and ability to work with the big picture in mind.
â Set the next goal: Once you reach your current career goal, start thinking about whatâs next. As I mentioned earlier, career development is an on-going process. Having these types of ambitions motivates us at every step of our professional journeys.
As you work on these various suggestions, you may realize that there is not a lot of room for growth at your current organization. However, Iâd still certainly recommend taking these tips into consideration because they will show your managers and colleagues your potential for growth. Even if you end up searching outside of your current organization for your next role, your references and recommendations will likely reflect this potential. And best of all, you will be ready to work toward a whole new set of goals at your next opportunity!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Mentors give valuable advice, introduce you to life-changing contacts and opportunities, and guide by example. Itâs to your advantage to have a mentor, and some even say you canât get ahead at all without one.
First, examine your career so far and where you want to goânext quarter, next year, in five years. Identify gaps in your skills and experience, as well as any you would like to acquire. Basically, create a career map. (Our Career Mapping workshop is offered several times throughout the year; you can click here for our workshop schedule.)
Which items on your career map do you want your mentorsâyes, more than one!âto help you with? Do you need someone to help you find a job? Excel in your current role? Strengthen your network? Advance within your organization or industry? Or overhaul your career completely? Knowing what you want will make it easier to find the right people to ask.
Two obvious places to look for mentors are within your organization or a professional association, but you can look for mentors through alumni associations, religious groups, community organizations, and your own family. There are also mentoring groups you can find on LinkedIn and through a general Internet search. If youâre looking for a job and working with a recruiter, they can act as a mentor by giving you valuable job search advice.
When you think youâve found the right person, ask them for a short meeting, and be specific about what you want to discuss. Respect their time and be prepared with questions and goals. Donât forget to gauge your chemistry with them! Youâll be coming to this person for support and advice, so make sure you feel comfortable with them. Having similar interestsâboth work-related and notâwill help.
If the first meeting goes well, go ahead and lay down the parameters of your mentoring relationship. How often will you communicate, and how? What topics will you discuss, and what should be off-limits? What level of confidentiality do you want to maintain? The last two considerations are especially important if your mentor is someone who works at the same organization you do.
Your relationship with a mentor should be a friendship with someone who happens to help you out professionally. Instead of thinking of them solely as the benefactor and of yourself as the beneficiary, think of the ways you can help them out, tooâby giving them an ear and a fresh perspective when they need it, or even imparting some skills and wisdom youâve picked up along the way.
Before you pursue converting your temporary assignment to a permanent position, you should make sure that your interest in a permanent role is truly based on your commitment and dedication to the organization and your work, not simply your desire to end your job search.
Are you achieving your assignment goals and exceeding them by volunteering to assist in other projects? Are you fitting in with the organizationâs culture and making friends with the other employees? Do you âclickâ with your supervisor(s)?
Not only are these considerations crucial for getting considered as a potential permanent hire, theyâre important for your own happiness and career success as well. If you canât answer yes to all three of those questions, you will ultimately be dissatisfied and disengaged even if you do become a permanent, full-time employee, and will probably end up leaving.
If youâre absolutely sure this is work you want to do for the long-term, let your recruiter know youâre interested in a temp-to-perm conversion. Your recruiter is your #1 resource. They might already know if the organization is interested in converting your assignment. If they donât, they will consult with the organization to put your interest on the radar, as well as gauge the organizationâs position.
Once youâve expressed your interest to your recruiter, itâs important to let them initiate the conversation about temp-to-perm conversion with the organization. Take cues from your recruiter when it comes to communicating with your supervisor(s) about pursuing permanency, and be careful not to be too pushy. Not only can your good relations with the organization turn sour, it can also be a red flag that makes your recruiter hesitant to place you in future roles.
There are many reasons why a temporary assignment doesnât become a permanent assignment that are completely out of your control. The organization might have a policy, for whatever reason, that they donât do temp-to-perm conversions. Or, they might have opened the assignment to address a short-term or seasonal increase in workload and donât need anyone on a permanent basis. In either case, if you are passionate about working for the organization, keep everyone informed of your interest to join in on a permanent capacity.
A faux pas you can commit after your interview is staring blankly at the hiring manager when he or she asks: âdo you have any questions for me?â
Not only is having no questions telling of your lack of true interest or passion in the organization, it also signifies a basic lack of preparation. Below, some questions you might consider asking to best get a feel for the role you are essentially auditioning for:
What are some of the challenges someone in this role might face?
This will give you an honest glimpse into the not-so-glamorous elements that the job entails, which will help provide a more multifaceted portrait of the role that you might not glean from the posting or interview alone.
What supplemental training programs, if any, are available for your employees?
The right organizations invest in their teams. This question will help determine if your potential employer puts in the time to train you and other employees beyond the basics.
Where do you see the organization going in the years to come?
This can offer a look into what changes might be implemented in the future, or what kind of direction the organization might go after you are brought onboard.
You donât need to have a thirty-minute Q&A session time-blocked in your head. In fact, you should only ask one to three questions, max. Avoid sneaking in two-part questions, get directly to the point and you will find yourself asking insightful and informed questionsâjust like the pros!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Arriving unprepared ranks close to the top of the list of âThings Not to Doâ when faced with an interview. Below, some things to keep in mind to best prepare for the big day:
â Determine what you love about the role and the organization
â Assess the skills you can bring to the job
â Honestly consider your strengths and weaknesses
â Highlight successful and related projects and accomplishments
â Come with questions for the interviewer
Itâs best practice to be able to expand on the above suggestions, as they cover the basic foundations of most interviews regardless of industry. Subsequently, donât forget about the logistics:
â Arrive on time
â Determine directions and/or parking
â Turn off your phone
â Bring copies of your resume and work samples
Lastly, a follow up thank you note (handwritten or email both work) takes you through the end of the process!
Interviewing can be stressful, especially if you have several close together or are in different rounds for different organizations. Consider the list above, practice with a friend or mentor, get a good nightâs sleep and give yourself plenty of time to arrive to the office. Youâll be prepped in no time and interviewing like a natural!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Years of experience in one field donât have to prevent you from moving into another. Even if you only worked for six months or two years, there are likely transferrable skills you have that can move seamlessly into the next role. Whether this is your spot-on strategy knowhow or your writing wherewithal, identifying your top transferrable skills will serve you well and act as a great first step in moving towards your dream career.
Consider a summary at the top of your resume that highlights the special experience youâve gained in prior roles and, in particular, your desire to change fields.
Similarly, consider changing your resume style from the traditional chronological to a skills-based one, which also gets your skill set front and center to hiring managers.
Set achievable goals with specific deadlines. This can be anything from setting a 3-month mark to update your resume, a 6-month mark to garner interviews, and a 12-month mark to accept a potential offer. This can help prevent you from getting sidetracked on your quest to don another hat.
Assess your current skill set and weaknesses. If you are looking to change fields, itâs important to understand possible limitations to doing. If, say, you know you want to switch to maintaining a donor database, either brush up or learn how to navigate Raiserâs Edge. Just because you never had a certain responsibility in your previous role shouldnât prevent you from learning outside of the office!
Crossing over to another field is daunting but possible with the right amount of grit and tenacity. As with most things, getting started is the most challenging part. What you might find after making the first move, however, is a dream career at the end of the tunnel!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Chicago and Washington, D.C.
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
As is the case with all things regarding resumes and job seeking in general, my first point of advice is to avoid lying about why you have gaps in your work history. Even if itâs just a white lie, the consequences are far greater than a nervous slip of the tongue and should be avoided at all costs. Honesty is the best policy!
Another way to address gaps in your resume is to consider using a functional resume, which highlights your skills first and foremost as opposed to listing your experience chronologically.
If you would still like to use the traditional resume format, you might want to list just the duration of time you spent in previous jobs versus listing a specific time frame.
If a functional or chronological resume isnât on the top of your list, a great way of sharing your skills and experience is to bolster your professional summary at the top of the document (or to create one entirely if you donât have one).
If questions regarding your resume gaps arise during an initial phone call or first round interview, telling the truth prevails over attempting to mask why you havenât worked for six months. In fact, questions from the recruiter or hiring manager can be a good thingâyouâre given the ability to explain a difficult situation (say, in the event you were a caretaker for an ill parent) or how youâre attempting to break into a new field.
Contrary to popular opinion, gaps in your work history arenât a resumeâs kiss of death. In fact, they are more common than you might think. Recruiters and hiring managers alike are aware of the unpredictability of life and are sympathetic to that fact. While they are sympathetic, itâs also important to be aware that it might take some time to jump back on the career horse. Consider the listed advice and mind the resume gap in order to stride confidently back into the working world!
In salary negotiations, both the employer and the prospective employee want to reach the same end point: a salary that the two of you are happy with. Of course, itâs never quite that simple to reach this goal, is it? Some tips to find the sweet spot during the course of the conversation:
Assess your situation. Where are you in this point in your career? What is your current role and salary? What are your goals five, ten years down the line? Itâs important to be honest with where you are before beginning a conversation surrounding compensation.
Determine a range. Donât fixate on one figure. It pigeonholes you and makes it more difficult for you to negotiate properly.
If in the interviewing process, wait for the hiring manager to bring up the topic of salary. You donât want it to appear as though you are only searching for a specific dollar amount in order to accept an offer.
Anticipate resistance. It is wise to consider the fact that your hiring manager is unwilling to budge on salary for a number of reasons. Anticipate resistance and prepare answers to common questions that come with it.
Lastly, look outside the box. Say the hiring manager canât extend an offer for a dollar more. Look outside the box and consider extraneous factors such as transportation/cell phone expenses, vacation days or bonus potential.
Salary negotiations are a prickly endeavor, but worth participating in throughout the course of your career. Not participating and passively accepting each offer or raise does you a disservice, especially if you have gone above and beyond the call of duty for your dream job. Hearing the word ânoâ is not the worst thing that can happenâsilence between both parties is!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
A non-traditional resume (e.g. one utilizing infographics, creative font or even a material different from paper) is certainly an eye-catching trick to pull out of the jobseekerâs hat. There are a few things to consider, as an unconventional resume may not be eye-catching in the ideal way.
Think of the Industry before Submitting
Typically, creative industries tend to receive such resumes more favorably than, say, the financial services. If you are working in finance at an association (a more corporate environment), it may benefit you to submit a traditional resume that abides by the same formatting and design guidelines as the majority. If, however, you are going to be building a new website for an organization, a little border or creative heading shouldnât hurt. As with most things in life, moderation is key here!
Have a Back Up
Always have a copy of your traditional resume on hand to provide hiring managers. Some may not want to see the digital/video/creative version, opting instead to go down the old school route.
Abide by the Rules
Be sure to read through the job description and follow directions for submitting your documents accordingly. If they are asking for a resume in a specific format, heed that. Now is not the time to get creative with your submission!
Simplicity is Key
Regardless of whether or not you decide to spruce up your resume, abide by the âless is moreâ adage. As with everything else on that document, you want your creative touches to be noticeable without being distracting.
For most applicants, putting a simple black border or using a creative (yet legible) header shouldnât be the difference between getting a call and not. Be smart about what design choices you make and remember thatâabove allâitâs your content that will make you stand out. Make sure that all your design choices arenât merely to mask a lack of experience, and instead highlight the skills and experiences you do have!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Making the leap across divisions doesnât have to be difficult. With some finesse, youâll find that persuading the hiring manager youâre not only willing but also qualified to move across divisional lines isnât as challenging as it initially appears. Some things to consider before having the conversation:
Make a Pro and Con List
Determine the pros of switching departmentsâwhat skills youâll gain in the new position, what youâll enjoy more and whether youâll have opportunities for growth and development.
Similarly, determine the cons of making the moveâwhat challenges do you see ahead of you? What skills will you need to learn prior to interviewing, and which can be learned on the job?
Comb through Your Resume
This goes without saying, but youâll need to be particularly cognizant of your resume. Itâs especially important to update and tailor it to your new position. If, say, you were looking to make the switch from finance to marketing, you might want to highlight a time where you assisted the organization in sales endeavors during a particularly busy quarter.
Look to Your Transferable Skills
Shine a spotlight to your transferable skills that will allow for success in the role. This can be done in your resume, cover letter and the interview. This gives hiring managers a reason to continue the conversationâno need to fear being taken out of the running prematurely!
Itâs a huge decision to change fields, one not to be taken lightly. Though the decision will not come without its challenges, with the right amount of preparation and perseverance, youâll find the journey to new and fulfilling career filled with more excitement than fear!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
With all the articles and guides floating around the internet, it can be difficult to know where to begin when it comes to the cover letter. One thing thatâs for certain is to include one when applying to positions. I donât believe that hiring managers donât read cover lettersâthey may skim, sure, but the notion that they simply toss your letter into the recycling is unfounded. With that, some ways to help your cover letter stand out amongst the pack:
Addressing the letter
The stalwart, âto whom it may concernâ may be the fastest way for a hiring manager to dismiss your letter. Contrary to popular belief, not knowing the name of the specific person reading it wonât work against you. In fact, going to excessive lengths to reach out to the organization in order to find out will do so. A good alternative if youâre not given a name is to simply address the organization as a whole (e.g. Dear Careers In Nonprofits). Itâs simple and all-encompassing, with little room for misinterpretation.
Anecdotal evidence
Cover letters donât have to follow the same template. In fact, they shouldâlike resumesâbe customized to the position youâre applying for. After all, this is your way of introducing yourself and what youâre about, and thereâs no better way than to tell a quick story. Whether you tie in a childhood pastime to the organizationâs mission or describe the fundraising effort that led you to the role, an anecdote is a great way to bring the experience on your resume to life.
Removing filler words/clichés
Remember that you only have one page to tell an anecdote (if applicable), express your interest in the position and explain what youâre going to bring to the table if hired. Read and re-read, edit and consider having another set of eyes review your draft to cut out unnecessary adverbs, description or language.
Testimonials/references from supervisors/colleagues
âReferences available upon requestâ says littleâeveryone has references available upon request. Consider inserting (where appropriate) condensed versions of recommendations youâve received in the past, whether in writing or on LinkedIn.
The cover letter sets the stage for describing what your story is, what kind of experience you have and what you can bring to the table. They donât need to be bland copies of each other full of stodgy language and trite metaphors. Reviewing the tips above might find your job search bolstered by the basics!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Age only becomes a hindrance if you let it! Older job-seekers bring a wealth of invaluable experience to an organization. Hiring managers realize this and understand that seasoned workers have been in diverse organizations, are flexible with change (contrary to popular belief!) and can see the bigger picture. These are incredible assets that, given the right push, make the older job-seeker a competitive force in the market.
With that, some tips for the seasoned veteran to make him or herself more marketable in the eyes of the hiring manager:
-Make your resume age-neutral. Ditch the dates on your education and consider leaving off positions you held in the very start of your career (say, in the 80s). Bonus: it will trim unnecessary âfatâ (pages) off of your resume!
-Go for Google. A Google email account, that is. AOL, Hotmail or SBC Global email addresses tend to direct the readerâs attention to the olden days of internet yore, which is not the kind of attention you want.
-Donât table temping. Of course I advocate for this, but in all seriousness (and especially if youâve been out of the workforce for some time), temporary work is a great way to wean yourself back in the workplace.
-Utilize LinkedIn. If you donât have a LinkedIn profile, get one! If you do, update it! When was the last time you took a nice profile picture or edited the details of your last position? Get to updating, participating in group discussions and posting relevant articles to spark dialogue. With any luck, your profiles views will increase and your inbox will be pinging with recruitersâ messages.
As I mentioned earlier, age only hinders your search if you let it. Seek out the employers who appreciate all that you have to offer and would prefer your experience over the green, freshly graduated candidate. Your age is an asset to the workforce, and the right organization will recognize that right away!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
It certainly doesnât hurt to get business cards printed, regardless of whether or not youâre entry level or a seasoned veteran. Business cards are a great way to supplement a conversation with a new person and offers a convenient way of passing along your basic information.
Even in this digital age, I would argue that having physical business cards is still relevant and beneficial. They can act as a quick way to establish connections without the chatter of the internet (re: your flooded LinkedIn inbox).
The simplest format to abide byâyou can rework the layout and/or content as you gain more experienceâis the modern, minimalist one. This will simply include your name and contact information (phone/email). Printed on inexpensive yet sturdy cardstock with an eye-catching yet legible font, this type of card is a great, universal way to start conversations.
With your business cards in tow, youâre now free to distribute them as you see fitâafter a networking event, happy hour or even a chance run-in on the street with an old acquaintance is an ideal time to pass them along. Of course, you should also be exchanging your cards and following up with those you receive them fromâthereâs no use in merely collecting dozens of cards.
The best business cards donât just begin a single conversation. Consider your card the ticket to a mutually beneficial relationship!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
When jobseeking, the inevitable question springs up: how long does a resume have to be? The time honored standard has been one page on an 8.5in x 11in sheet of paper. Contrary to popular belief, thatâs not a hard and fast rule in the job seeking game. Some considerations when embarking on your own resume endeavorâno matter if youâre starting from scratch or looking to cut down on a manuscript of your job responsibilities!
First off, weâre discussing resumes and not C.V.s, which are generally academic focused and are often much longer to expand on oneâs experience (often for scholarly purposes).
Now that thatâs out of the way, some considerations:
The one page âruleâ does have its meritsâfor one, it encourages you to be clear and concise in your writing, which is critical in almost any role. I would suggest keeping your resume as close to one page as possible unless you have considerate (read: 7-10+) years of experience. Even then, 2 pages is a good limit to strive for.
With that in mind, itâs important to remember to tailor the resume to the position. This will help with brevity if you find that your resume is going far over the page limit (by cutting out what isnât pertinent to the role).
Nixing the âobjectiveâ for a summary statement at the top of your resume is a quick and easy way to stand out and highlight your background and skills without using a stodgy and dated objective statement the hiring manager has likely read before.
Of course, none of this will do you any favors if the resume is too busy or the font too small, so make sure the document is visually pleasing (no overpowering graphics or flowery fonts) andfree of spelling and grammatical errors.
Youâll find lots of articles about resumesâhow to write them, format them so they get seen, and how many pages (or not) they should be. Checking them out is a good way to get a general feel for whatâs expected, but ultimately, the focus should be on crafting a resume thatâs sharp and informativeâpage count notwithstanding!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Concerns are always difficult to bring up to your hiring manager or recruiter when applying for a job. On one hand, you have these concerns for a reason and need the answers to some questions in order to assess whether or not youâd be willing to accept an offer (if extended). On the other hand, you donât want to run the risk of asking so many questions that it knocks you out of the running.
The most ideal way to handle this decidedly unsavory situation is to frame your concerns within neutral questions that seek to glean more information about the matter at hand, rather than draw a negative response.
Regardless of whether your issues lie with the day to day responsibilities, salary, or culture and fit, asking open-ended questions will help you in your quest to get the answer you need without jeopardizing your candidacy. For example, if you have concerns that a daily task consumes closer to 65% of your working hours versus the 40% advertised in the posting, you can ask for clarification between what youâve learned versus what youâve been told or read. This way, you get the answer you need without making it seem as though you are unwilling to take the position if the task does, in fact, take up 65% of your day.
The key to handling these concerns diplomatically is to, as mentioned, remain neutral. Now is not the time for heated conversations. Do ask clarification on those things that you are not clear on. Be transparent in your communication and share the roots of your concerns.
Avoid leading someone to answering a question a certain way, which could result in you being told what you want to hear for the sake of keeping you in the running. Concerns are natural to have and shouldnât be cause for a disastrous end to the job seeking journey. It all boils down to the way they are brought up. Brevity and open-minded questions will go far in getting not only the information you need, but also the peace of mind you want!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Thereâs a fine line here. On one hand, I understand why youâd want to ask more than one or two. You want to seem engaged and interested in the opportunity. Maybe you only had a single question in mind before the interview but came up with more that you realized you wanted to ask by the end.
A short and sweet answer, to start: one or two is fine, no more.
The one or two should be fairly quick to answerâyou want to be mindful of the interviewerâs scheduled time. Watch for cues of whether they have time constrains or not. Otherwise you risk inconveniencing him or her and disrupting their schedule, which could reflect poorly on you.
Of course, the type of question you ask matters too. Make sure that youâre not asking one that you can easily find the answer to with a cursory glance at the homepage of the organizationâs website. Just as itâs important to come to the interview having done your homework about the position, youâll want to bring an incisive question that supplements the research youâve done.
Avoid personal questions, inquiries about compensation or asking whether or not youâre going to get the job at all. All of these puts the interviewer in an uncomfortable position and could jeopardize your chances at the role.
Your best bet is to stick to one or two questions that show your engagement and interest in the position, organization or industry as a whole, and is brief enough to keep you in the window of allotted time. Inquiries that reveal your curiosity and effort into taking the time to do your research will no doubt work in your favor during your job search!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Absolutely! Itâs worth it to take the time to send a complete applicationâresume and cover letter, with references if applicable. Many times, sending just a resume or a template cover letter with stock phrases indicates that youâre applying for several different jobs at one time, which can make the hiring manager take you less seriously. As a result, you might be eliminated from the running before he or she even looks at your resume. Below, three reasons why the cover letter is critical:
1. A cover letter tells you what a resume doesnât. A great one offers insight into a personâs experience, skills and personal life. Given that the information in your resume shouldnât be repeated in the letter, itâs a fantastic way to share a relevant anecdote about a project you managed or a gift you procured.
You can draw connections across diverse experiences. Have a gap in your employment? Looking to break into the nonprofit sector from the for profit sector? Your letter is a way to expand on these decisions and provide context that just a resume lacks.
2. It measures writing, editing and overall communications skills. Simply put, a cover letter is a document that can speak volumes about your spelling, grammar and syntaxâmore so than your resume. Additionally, the hiring manager gets a better sense of your writing and communications skills through how focused (or unfocused), clear (or unclear) and concise you are.
3. The references are where the hiring manager may provide more leeway. Most positions donât call your references until the final round of interviews anyways, so itâs up to you whether or not to include the names and contact information of three former employers or professors. Unlike the cover letter, omitting the references does not weigh so heavily in your candidacy.
A renewed job search in the New Year is an exciting venture and one that deserves celebration throughout. Start 2015 strong with a solid resume and cover letter duo and play outstandingly when itâs all said and done (and submitted)!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
More often than not, salary negotiations are an unpleasant affair. Theyâre wrought with anxiety that youâre potentially lowballing yourself or setting the number too high, in turn knocking you out of the running for the position. When determining the best place to start, itâs important to first realize that the conversation doesnât have to be like pulling teeth! Some considerations during your negotiation:
The best way to start is through research. Find out how much others are making in the same positionâindustry sources and sites such as glassdoor.com are invaluable in getting a picture of what the average is for the role youâre in consideration for.
Through your research, youâll more than likely come up with a range. Give the highest number in the range that youâre comfortable with that also matches your skills, experience and education (be honest here).
Avoid giving one number, as that can pigeonhole you and leave no room for negotiation at all.
Writing âflexibleâ with your range is advised, as it indicates that youâre not just looking for a specific salary for the sake of high earning potential.
Be sure that youâre truly comfortable with the lowest salary in your range in the event that you are offered that figure.
Itâs smart to be prepared for some concessionsâin other words, conversations between you and your prospective employer. There may be more than one so be sure to remain focused on your target salary (while leaving room for flexibility).
Always remain respectful! These negotiations can get contentious, so remaining level-headed and courteous is important to ensure smoother conversations.
Lastly, please keep in mind that in negotiating, you must take into consideration the entire compensation package (benefits, perks, room for growth, work environment) and the opportunity itself when deciding to accept an offer or not. Some things are just priceless!
With the right amount of research and preparation, salary negotiations canâcontrary to popular beliefâgo smoothly and even exceed your expectations! Best of luck!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Ah, LinkedIn! To some, a godsend. To others, a necessary evil. No matter where you fall in the spectrum, itâs undeniable that the platform has proven to be an invaluable asset to the job search. From endorsements, to headlines, to finding the perfect symphony of words to make your summary shine, LinkedIn can prove to be a challenge to even the most seasoned professional. For those just starting out, a beginnerâs guide, below:
A Complete Profile. Make sure you have a completed profile! This seems obvious but youâll be amazed how many I see that list even less information than youâll find in a resume. You donât have to fill out every section just because youâre prompted, but you also want to highlightâsayâyour volunteer experience, your major project or your desire to join a nonprofit board.
The Photo. As the saying goes, a picture says a thousand words, and you want them all to be glowing. A professional looking photo of just you (no cropped pictures of your night out!) against a blank backdrop is best.
A Catchy Headline. Sure, you can just put your job title and the organization youâre with. Or, you can expand your title to include a little bit about what you do, which will encourage visitors to peruse your profile.
Crucial Keywords. A profile thatâs carefully crafted with considered keywords appears in search results more frequently than those that arenât. Donât be heavy-handed, though! You want these keywords to actually reflect your responsibilities and values.
Your Summary. The professional summary shouldnât be left blank. You have a great opportunity to highlight your specialties, background and passions front and center. Make it short and sweet, and include some pieces of media if theyâre relevant for a digitally encompassing experience.
Groups. Donât join dozens of groups for the sake of joining dozens of groups. Make sure to choose the ones relevant to your experience and educationâsay, your alumni or industry group. Be sure to join the groups that are active, with members interacting and content posted frequently. Lastlyâand most importantlyâbe proactive and contribute! Share pertinent articles, comment on othersâ posts and generally be an engaged member.
Recommendations & Endorsements. Though recommendations are an âoptionalâ field, if you will, it certainly doesnât hurt to have one or two from former colleagues and supervisors on your profile. Endorsements are also a great way to vouch for your connections, and for them to vouch for you. Donât go overboard here, though, and make sure to endorse and recommend those you know for skills and merits they truly possess.
LinkedIn changed the face of networking from dry after-work events to a complex, algorithm based platform thatâll point you in the direction of mutual acquaintances in your industry of choice directly on your homepage. With a little elbow grease and time, a shining profile can be a fantastic tool to promote your skills, experience and personal brand to prospective employers!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Consider the time after your interview as an unofficial extension of the conversation you had with the hiring manager. Youâll want to reach out promptlyâtime is of the essence here and can make or break your candidacy for the position. That being said, following up is simpler than you would think! There really is only one âgolden ruleâ to connecting after an interview, which is:
Send a thank you note.
This is a simple yet impactful gesture. Sending one is not only courteous, but advantageous. Approximately 15% of hiring managers wouldnât hire someone if they didnât receive a note. Email or snail mail (or both) is fine, as long as it goes beyond a simple âthank you,â is sent quickly, and encapsulates what the organization needs and how you can address them.
The important thing to remember isnât whether or not to send a hand-written card or email. Rather, itâs to send it swiftlyâno more than a day or two after your interview. Bonus points for doing your homework here to identify strategies you would utilize in your role. That shows your passion for the position and the organizationâs wellbeing.
As far as whether or not you fear that youâll be too pushy or lax, know thatâas long as youâre respectful and tactfulâfollowing up is generally appreciated. Of course, this differs based on the organization. For example, you would be in the âtoo pushyâ category if you repeatedly called the organization when it states in the job description that no calls are accepted. On the other hand, being too lax would be not following up at all with a card or email thanking your interviewer for his or her time.
No matter if you choose to send an email or card, a thank you note is a much-appreciated gesture that can only improve your chances. Indicate that youâre aware of what the organization is working towards and is passionate about, and youâll continue to make a very good impression!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
A mentor is an invaluable asset for any individual looking to learn the ropes and excel in a particular field, or break into another one. Having a professional mentor is a great way to get an âinside lookâ into the market, employment trends and more. Some tips on how to find your mentor match:
Identify what you want from a mentor. What do you hope to gain from this relationship? What are your expectations and career aspirations? Are there specific concerns you hope to get some help addressing? Identifying what you want from the mentor-mentee relationship will aid you in your search, save time and energy, and also foster a rewarding relationship.
This may sound obvious, but find a mentor in your field. If you are looking to make a career change, find a mentor in the one youâd like to transition to. Youâll gain the most insight from a person already in the field.
Look outside the proverbial box. While the most convenient strategy is to look within your current workplace, great mentors abound in the community, nonprofit organizations and business associationsâto name a few. Much like job-seeking, networking will only serve as a boon to your efforts.
Though finding a mentor may initially sound like a tall order, the benefits you (and even your mentor!) stand to reap are worth the search. Even if a potential mentor has to turn you down due to scheduling constraints or their workload, thank them for their time and see if they have a referral. Itâs worth asking, and you might find the perfect mentor-mentee relationship this way!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Many applicants turn to temporary work to avoid gaps in employment and build experience as they look for more permanent roles. This sometimes means taking on multiple temp positions over the course of a short period of time. This is a great thing, as you have valuable experiences to draw from and highlight!
It is best practice to list both the staffing agency and the organization you temped with on your resume and other application materials to give the clearest picture of where you worked. Thereâs no stigma to temporary workâin fact, employers appreciate the effort you put into remaining engaged during your search for more permanent roles!
This is a great strategy because it shows hiring managers why a position may have had a short tenure by letting them know it was a temporary assignment. It also allows you to highlight the name of an organization with a mission relevant to a potential employer, all while giving the full information of your experience.
On your resume, you can try writing the actual position you held and the name of the organization on one line, and the name of the staffing agency directly below. If youâve temped at multiple places in a short period of time, grouping them under a âtemporary assignmentsâ section may help. As with any other form of work, itâs also important to highlight your accomplishments and relevant skills. Just because a position was temporary doesnât mean you didnât gain valuable experience that will appeal to potential employers!
As far as the listing the name of the recruiter who placed you on your resume is concerned, the best place to do this is in your references. Your recruiter will be able to speak to your success in temporary placements because he or she is in constant communication with the supervisor at your assignment, and consistently asking for detailed feedback. In addition, you can talk to your recruiter about asking the supervisor at your temporary assignment for permission to list them on your references to speak to your specific experience at that organization during your assignment.
Temporary work is a great way to gain significant experience and propel you towards your ideal career path. The right format can be all it takes to showcase your experience and lead you to your dream job!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Making a career change is difficult enough, and taking the leap from the for-profit world to the nonprofit one often feels like a leap across the Grand Canyon. With dedication, passion and a strong work ethic, however, the leap is possible! According to a recent survey, 44% of nonprofits plan to create positions in the upcoming year, making the switch all the more accessible to those outside the sector. Some things to consider and tips as you begin your transition:
As with any for-profit position, know what you want. With nonprofits this means the following: what type of culture are you looking for? Slower-paced and well-established or a snappy, fast start-up? What type of organization do you see yourself at, cause-wise?
What are your skills? How do you plan on applying them? Is anything missing? If so, you may want to consider taking a class or obtain a certificate to sharpen your skillset.
After you assess your skills, consider consulting or volunteering for an organization with a mission and values you believe in. Taking on a project for them and building strong relationships are a great way to show your commitment and desire to work hard for the causeâtwo essential aspects in the nonprofit sector.
Familiarize yourself with the market. As with jobs in the for-profit sector, itâs important to stay up to date on the nonprofit field and stay abreast of trends and news affecting the sector. Read articles, engage smartly on social media and attend conferences or panels to remain well-versed.
Making the decision to switch careers isnât easy, but with a little savvy networking and a lot of drive, the decision is less fraught with peril and more rewarding as you take a proactive step to achieving your dreams!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
A job offer sometimes feels like youâve reached the end of a long (and tiresome!) journey. Youâve been reaching out to people for weeks, possibly months, and sending out numerous resumes and cover letters in addition to interviewing. Once an offer is presented, it can be tempting to take the salary and benefits package youâre given. Before you make a hasty decision, consider the âdoâsâ and âdonâtsâ of negotiating your salary to best reflect your worth and contribution to the company.
DO your homework. Research the figures and market rates of your position from reputable sources (e.g. industry associations and/or conversations with others in your field). That way youâll come prepared with a desired salary range that youâll be happy to accept from.
DONâT keep secrets. Divulge your salary history. Employers may want to base their offer to you from your previous position, however keep the focus on the salary youâd like to earn in the position youâre presented and remain firm, honest and polite.
DO consider the extras. Say the hiring manager canât accept the salary you quoteâbefore you decide to jump ship entirely, consider the extras you can leverage. Expensed transportation costs or flexible hours are often factors that would persuade a person to take a lower salary in exchange.
DONâT hide your concerns. Many times candidates are too thrilled about receiving an offer at all that they remain silent, not wanting to come off as disappointed that they didnât receive the benefits package or salary they desired. The best practice here is to let the employer know of your concerns upfront and determine which are the most imperative so that you can work through them together.
DO stay confident! Maintain steady eye contact and a relaxed demeanor during the conversation; opening up with some personal details help keep the negotiation from feeling stale. Contrary to popular belief, employers arenât trying to low-ball you and often appreciate that youâre passionate enough about the position to negotiate your value!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
Despite the vast amount of opportunities available, itâs easy to feel as though youâve reached âthe end of the lineâ when it comes to finding the right positions that fit with your goals and experience. Contrary to how it might initially appear there are options that you can seek out or explore further when this phenomenon happens. After all, 70-80% of jobs arenât even advertised. Itâs all about growing your network, no matter if itâs online or out in the world!
Instead of sending off countless resumes and cover letters to positions posted on online job boards and company websites (where they might not be read), consider actively using LinkedIn to network with potential employers or future colleagues. The great thing about this platform is thatâwhether or not you have a premium membershipâyouâll likely get a glimpse of not only the type of work a current employee does, but also their career path leading up to their current role. This can be crucial when reaching out to them to network, allowing you to ask specific questions about their experience. Connecting with a professional in your desired field or fellow university alumn subsequently gives you access to their connections, thereby expanding your virtual network.
A word of advice: make sure to connect meaningfully and with people youâre genuinely interested in networking with. Most people generally donât appreciate feeling like theyâre being solicited, so keep that in mind before you press, âconnect!â
Volunteer
Volunteer opportunities are more varied now, offering more flexibility to work with different peoplesâ schedules. Youâll gain invaluable exposure to nonprofit skills such as event planning or fundraising while also learning new software and technology. Being an active and passionate volunteer will undoubtedly resonate well with your supervisors when theyâre looking to fill positions so long as you express interest and prove your mettle. Be sure to commit to a few or even just one to avoid getting overwhelmed or even deterred from your job search. Youâll meet new people, contribute to charitable causes and build your skill set: a win, win on multiple levels!
Smart Networking
An antiquated notion regarding the networking event is that you need to talk to as many people as possible and give out hundreds of business cards. As with most things in life, quality trumps quantityânetwork smartly with just one or two people and youâll be surprised what may come of it. The more meaningful conversation you have with one person versus ten can open the door for youâperhaps this person can arrange for you to get coffee with one of their colleagues; or, they may sit on the board of an organization that youâre looking to get involved with.
Donât exhaust yourself by attending a different function each night. Find the ones affiliated with companies or causes youâre truly interested in and make sure to have your âelevator pitchâ down pat!
The Cold Email
After reading the title of this section, you may be thinking that a cold email is about as effective as blindly submitting a resume to a position posted onlineâbear with me! To start, a cold email is one thatâs sent to a potential contact with whom you have no prior relationship. Itâs often sent to express interest in an open position or in working for the company if they donât have any current job listings. A thoughtfully-written and carefully executed cold email can be the difference between getting your resume in the hands of a decision-maker and the âtrashâ folder of the recipientâs email.
The person receiving your email may head the department at your dream company, and as such owes you very little. Needless to say, itâs important that youâve done your research and assessedâhonestlyâif youâre a good fit for the role and the company. The last thing you want is to become notorious amongst hiring managers as âThe Mass Applierâ and have your name blacklisted after one too many emails sent to the entire HR department. Craft the email like a cover letter, speaking to your experiences and offering them your skillsâin short, how they can benefit from bringing you on board.
Online Portfolio
Often thought to be limited to those in creative fields, an online portfolio can go a long way in getting your work noticed by hiring managers. Portfolio platforms such as Behance or Wix have the layouts ready so those without coding experience you can still have access to a functional and easily customizable portfolio. Those in more corporate environments also have platforms where they can upload previous presentations or papers in one place.
A portfolio usually contains your best work (no matter how old or recent), a resume and contact information. Obviously, this is a basic iterationâyou might find that you want just a running list of publications your work has been featured in, or a slideshow of past presentations. An online portfolio is a great addition to any jobseekerâs âcandidacy packageâ that can help show your creative sides no matter what industry youâre in or trying to break in to!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.
References pose a challenge to many job-seekers regardless of their level. They allow potential employers to learn more about your skills and qualifications from someone who is already knowledgeable about your experience. Theyâre often requested by a hiring manager looking to bring you on to their team after theyâve completed interviews and reviewed your credentials. Although professional references are often conducted once top candidates are already identified, this certainly doesnât mean theyâre not an incredibly important resource for hiring managers. In fact, it means the opposite â references are often used to differentiate the very best candidate from other top choices with similar experience. With that, itâs important to continually establish and foster great working relationships with your supervisors, colleagues or professional acquaintancesâ and itâs better to ask later rather than never! Additionally, always remember to let your references know that youâre planning on listing them as resources so that theyâre not surprised by a call from a potential employer or scrambling for examples of when you succeeded at a project or exceeded expectations. It is also beneficial to provide these references with any pertinent information, such as your resume, portfolio if applicable, and highlight any main areas you would like them to emphasize.
In some cases, employers donât give references as a company policy; the only information they will reveal is the title of the position and dates worked. While that may bode well for someone who perhaps didnât perform as well as he or she could have, that doesnât do the same for someone who consistently met deadlines and took calculated risks that resulted in extraordinary rewards. A way you can try and circumvent policies like these is to ask a colleague or supervisor for a character reference which speaks toânamelyâyour character. These references are more personal than professional and can go a long way in revealing, say, your dedication and sense of humor in a way that strictly professional references canât.
How else can you guarantee highly effective professional references? One tip is to keep a list of references that can emphasize a wide variety of skills and experiences, and tailor the list you provide to the specific position for which you are applying each time. In addition, it is critical to establish positive references at each organization you leave. This means giving at least two weeksâ notice, maintaining professionalism when giving notice, and not mentally âchecking outâ in the final stretch. This is particularly important since it will affect your final impression with your employer, and will likely be what comes to mind when a hiring manager reaches out for a reference.
No matter if youâre fresh to the workforce or looking to make a career change, a strong reference can certainly enhance your application. Be sure to cultivate strong relationships with those you work with or aroundâyou never know who will vouch for you in years to come!
Nurys Harrigan-Pedersen is president of Careers In Nonprofits, the experts in nonprofit staffing and recruiting with offices in Atlanta, Chicago, and Washington, D.C.