Hiring and Recruiting

Working for a good cause helps strangers build social bonds, gain control over their time, and improve their health. And after too much time in quarantine, that’s the message that will resonate with the people nonprofits want to reach, says a longtime volunteer.

Jobs grew just 2.2 percent as arts organizations filled roles that had been eliminated, but education groups held back on adding to their workforces.

Nonprofits are more likely to succeed when they hire people with different points of view, different life experiences, different ways of thinking, and different ideas on how to solve hard problems. When grant makers ask about demographics, they rarely focus on these characteristics.

In the past year, seven new CEO’s were appointed to top jobs at the nation’s biggest charities. Only one was not white and three were female. Still, top nonprofits have more diverse leadership than the nation’s largest companies.

The median pay for a grant manager was $76,000, according to a survey conducted in late by 2019 PEAK Grantmaking, an increase over $70,000 the group reported in 2016.

Donor contributions were not enough to make up for a sour stock market, according to a Foundation Source study of grant makers with assets of less than $50 million.

As the Afghanistan war drags on and suicide rates spike, a 25-year-old nonprofit that aids surviving families finds increased demand for its services.

Organizations that need an army of fundraisers find that having their own operations devoted to finding and managing talent give them an edge.

Most unorthodox development hires have worked in sales, and many have been donors to the group that hires them, according to a new report from Rutgers University Foundation’s talent-management office.

Women still make 11 percent less than men, according to new data analysis by the Association of Fundraising Professionals