The series focuses on aspects of organizational culture that are crucial for attracting, hiring, and retaining young talent.
Nonprofits, NGOs, philanthropic organizations and social enterprises share a desire to change lives for the better. But it’s all too easy to forget that that work can—and should—begin within our own walls, with our own organizational culture and practices around hiring and supporting staff.
At the same time, more and more young adults are seeking mission-driven work. But with unpredictable recruiting cycles, confounding interviewing processes, and few on-ramps for entry-level employees, the social sector runs the risk of missing out on this potential infusion of energy and innovation.
This series, written by two young staff members, seeks to demystify the process for students bewildered by the social sector job hunt, as well as prompt conversation within organizations that may not be actively considering ways to attract and retain early-career employees. It includes insights and practicable suggestions around a number of questions, including:
- What criteria should I use to search for jobs in the social sector?
- How should I approach the interview process?
- Are there ways that my organization’s interview process conflicts with our values?
- Is my organization investing enough in developing leaders at all levels of our company ladder?
The Full Series:
- The Argument for Investing in People: Reflections on my Entry-Level Job Search
- Searching for Jobs in the Social Sector: Six Tips for Students
- Strengthening On-Ramps for Entry-Level Talent: Four Tips for Social Sector Organizations
- What Nonprofits Need to Learn About Interviewing Candidates
- Being Interviewed for Social Sector Jobs: Five Tips for Students
- Interviewing Candidates for Social Sector Jobs: Four Tips for Interviewers