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Interviewing potential volunteers is key to a successful volunteering program. Use these questions to guide your next volunteer interview and help you select the right person for the job.
ClickBid has helped many nonprofits answer these questions and move from an in-person auction to an online auction. They can answer questions that come up and even pose questions to audience members. This also adds value to the viewer so they can ask questions if they are having trouble viewing the program.
“Do you have any questions for us?” While many interviewees often focus all their interview preparation on answering job-specific questions (e.g. tell me about a time…”), coming prepared to answer “do you have any questions for us?”,
An Interview Toolbox lays the foundation for job interviewing success. Let’s start by reviewing the STARF Method (also commonly known as the STAR method), which is a technique for answering interviewquestions.
explores possible answers to this important question. An interview with Tim Fox appeared first on CharityVillage. Our recent CharityVillage Connects podcast episode, Reconciliation and the Nonprofit Sector: Where Are We Now?
Now that everyone you could possibly want to film is in one place, it’s easier to book a 30-minute interview with each of them than it would have been to corral them all throughout the year. Whatever it is, you can arrange to have them drop by and answer some questions to make into videos for members to watch throughout the year.
That was 3 years ago and in honor of the anniversary, we thought it would be fun to interview Juhli and learn more about her creative process, her company and working with Blue Fox. I try to guide them and ask them questions to help them realize the brand logo of their dreams. Chelsea: Tell me a little about Greene Image. It really is.
Facebook: Share posts to your Facebook Page and use Facebook Live for streaming the events and interviews. If you plan on conducting interviews, you’ll need two staff people – one to conduct the interviews and another to record/stream. During the Event: How to Conduct Live Interviews. Top 3 Live Reporting Tools.
In Paul Falcone ’s book, 75 Ways For Managers To Hire, Develop And Keep Great Employees , he recommends asking new employees the following questions 30, 60 and 90 days after they were hired: 30-Day One-on-One Follow-Up Questions Why do you think we selected you as an employee? Who do you talk to when you have questions about your work?
And the best way to get to know your major donors is to ask good questions that spark conversation. After you decide on your goal, think about the specific questions you want to ask. Having 5-10 good questions in mind can help you make sure you get the answers you’re looking for from the meeting. Understanding them. .
CFRE, as our guest for a webinar entitled: “How to Interview Strong” or “How Interviewing is Like Asking for a Major Gift”. Since impressing an interviewer – and getting to “yes” — is similar to impressing a major donor prospect, you’ll also come away with an understanding of the keys to effective major gift fundraising.
That’s the question we explored in our recent CharityVillage Connects podcast episode, Succession Crisis: Is the Nonprofit Sector Ready? An interview with Dave Hutchinson appeared first on CharityVillage. Is the nonprofit sector ready for the leadership transition that will happen as the Boomers retire?
In Paul Falcone ’s book, 75 Ways For Managers To Hire, Develop And Keep Great Employees , he recommends asking new employees the following questions 30, 60 and 90 days after they were hired: 30-Day One-on-One Follow-Up Questions Why do you think we selected you as an employee? Who do you talk to when you have questions about your work?
As part of our discussions, we interviewed Jason Shim, Chief Digital Officer of the Canadian Centre for Nonprofit Digital Resilience. In our interview, Jason addressed a question increasingly […] The post Will artificial intelligence take my job?
Value Unique Voices When my business partner, Kevin Ordonez, and I were interviewing leaders for our Association 4.0 They must focus on big-picture questions. If possible, interview applicants to discover their interests and motivations. books , the need for unique voices in the boardroom was a recurrent topic.
The answers to straightforward questions will typically indicate whether an applicant is technically qualified. Our interview process is rigorous. We do phone screening followed by three waves of interviews with teammates from different cross sections of the company. Hiring for skill is easy. Hiring for fit is more challenging.
Several years ago, I interviewed Stuart Meyer*. Questions can cover the seven areas listed in the goals section above. Provide a mix of multiple-choice and open-ended questions allowing for individualized responses. Provide a mix of multiple-choice and open-ended questions allowing for individualized responses.
selfie – Take a picture of your CEO being interviewed, or your social media manager takes a selfie with the staff working in the background, or something completely unique. Encourage interaction on your feed by running contests, asking questions, ask for a #regram, and encourage people to share your message.
Quantify their answers — along with qualitative interviews and industry research — to inform your messaging to the public. Below is a sampling of important questions to ask. Below is a sampling of important questions to ask. For more questions, please download the complete Identity Questionnaire.
In Paul Falcone ’s book, 75 Ways For Managers To Hire, Develop And Keep Great Employees , he recommends asking new employees the following questions 30, 60 and 90 days after they were hired: 30-Day One-on-One Follow-Up Questions Why do you think we selected you as an employee? Who do you talk to when you have questions about your work?
It’s about going beyond superficial engagement metrics to truly grasp what an audience cares about, what questions they want answers to, and what inspires them to take action. Ideally, put some time aside to interview some real people. This article walks through seven tips.
It is critical to outline dates clearly and to accommodate a period in which vendors can ask questions of the RFP issuer and have time to respond appropriately. The post An Interview with BWF on the Value of the RFP Process appeared first on Cloud for Good.
During 2018 and 2019, my business partner, Kevin Ordonez and I, interviewed approximately 50 association executives. We began this project because, as early adopters of digital solutions, we could see that technology was creating waves and that a rogue tsunami was not out of the question. Would that be a beneficial approach for you?
Each week, I interview association and nonprofit CEOs, Presidents and Executive Directors about the things their organization is doing to increase membership, generate revenue, and ultimately thrive. In case you missed it, Matrix Group now has a podcast. It’s called Associations Thrive !
Most of the answers to today’s business questions involve technology. podcast interview, my colleague Al Dea, Founder Edge of Work , explained this more contemporary attitude and positioning. It’s not just a question of demographics. Leaders must be willing to do homework in order to be able to ask good questions.”
Ask questions. The post Celebrating Women in Tech: An Interview with Qgiv’s Female Leaders appeared first on Qgiv Blog. Qgiv: What advice would you give to a woman aspiring to become a tech company leader? Jess: Your voice matters. Bring new ideas to the table. Challenge your colleagues and leaders.
Now that everyone you could possibly want to film is in one place, it’s easier to book a 30-minute interview with each of them than it would have been to corral them all throughout the year. Whatever it is, you can arrange to have them drop by and answer some questions to make into videos for members to watch throughout the year.
When.orgSource engages with a client, we frequently interview the staff. These are questions to ask: Is everyone a competent user of the available software platforms? Survey the group and, as much as possible, interview individuals. Retention rates are 34% higher among organizations that offer employee development opportunities.
With a little luck, casting the net wide will get you a bigger pool of candidates than you can reasonably interview. Consider your time and capacity as you set clear goals for the candidate search, selection, and interview process. The matrix is the tool you will use for candidate screening, evaluation, and interview outcomes.
For example, a job interview, performance evaluation, or strategy decision. Walk in my shoes—Create a series of questions about various emotions like “How does it feel to be afraid of public speaking?” Walk in my shoes—Create a series of questions about various emotions like “How does it feel to be afraid of public speaking?”
While many people can fumble on answering this question in a job interview, it is actually very simple to answer. Why do interviewers ask this question? That is if you know how to approach answering it correctly.
Here are seven tips to get feedback from your employees by conducting a staff survey: What questions to ask when designing a survey for staff . Ask the right questions. When designing your staff survey, you’ll want to ensure you ask quality questions. As a rule, make your questions direct and without an implied answer.
Many of his discussions are included in his interview series on LinkedIn. Earlier this year, Bryant shared these additional insights: Adam Bryant Question : How useful can The Leap To Leader book be to the reader if they have not already read your, The CEO Test, book? Bryant : The two books are complementary but very different.
We [ myself , @MeganSoffe r , and @PIRDave from OnGood ] streamed an interview and a short 20-minute session, but with creativity and time for planning, Periscope streaming as a storytelling tool is untapped and a future fundraising success story yet to be told. Have a two-person team for streaming interviews, site visits, and events.
Your people can help answer critical questions: Are we solving the right problem? Performing stakeholder interviews, alignment workshops, reviews of current workflows and data, explorations of goals, gaps and opportunities brings everyone impacted into the process. Ask them what they know, what they think, and what they need.
Include EI qualifications in job descriptions and stress the importance of those skills during interviews. Ask questions that invite self-evaluation. Questions like these probe below the surface: If you started your own company what would its top values be?
Or you might hire new talent, but an opportunity to interview and onboard seems as elusive as a vacation day. But you don’t need total recall or to immediately answer every question. You’re surrounded by a scary pile of responsibilities. You could delegate. But you don’t have the time to bring another staffer up to speed.
Some questions to consider before conducting a survey include: Why are we conducting a survey? What question are we trying to answer? Once you know your survey’s raison d’etre , you can move forward in designing a survey instrument (also known as “the questions”). These types of questions tend to be ranking questions (e.g.,
They can be a video interview with the donor about the mission. If you are with a job training program, maybe you make a bookmark that is focused on job interview tips. Subscription to your magazine or paper/print newsletter with exclusive interviews, content, features, and updates. These need not look like a commercial.
Despite the novelty, we were interviewing some of the most forward-thinking leaders in our community. While listeners are responsible for hearing what is said before formulating a response and asking follow-up questions that ensure they have correctly understood. When Kevin Ordonez, my business partner, and I wrote our Association 4.0
Our Ask An Expert series features real questions answered by Claire Axelrad, J.D., Today’s question comes from a development director who wants advice on how to enact board term limits: Dear Charity Clairity, We don’t have term limits for our board and, as the development director, I think this is becoming a problem.
Many organizations are locked into a traditional view of feasibility studies involving confidential interviews, but we at the Capital Campaign Toolkit argue that this isn’t always the best choice. It consists of a series of interviews with your nonprofit’s leaders, key partners, major donors, and other organization stakeholders.
These are just some of the questions we get when we meet with BeSpeake clients each week to plan their virtual meetings. They created their own questions about their standards and accreditation process, invited three attendees to go live in the virtual studio, and then played the game. We’re sharing these ideas to get you inspired.
This includes data that SAGE generates from constituent surveys, intake interviews, and focus groups, as well as data from external sources, including the Centers for Disease Control and Prevention’s Behavioral Risk Factor Surveillance System and the U.S. Census Bureau’s American Community Survey.
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