What HR is paid to look for…

First look at the job description that you are applying for. HR people are like machines. Overworked and short on time. Each job that they are recruit for has four main requirements that they are looking for. Show them CLEARLY that your resume has these four requirements and you are in! Following are some tips on how to do that.

What to include in your resume to get you out of the first round…

Re-read the job description. Then boil the job description down to the four main ingredients that they are seeking.  If you want to get the job you will need to add skills section for each of the four main components of the job description they are looking for.  People naturally want to interview the individuals that have the title of the requirement that they are seeking. Thus, if you are trying to get a research job – unless you have a “research skills” section on your resume – you may not get the interview. It is that simple. But add a skill section for each of the main areas they are seeking in their job advertisement and you will get called.

Here is an example of an EA to a President job. For most of these they looking for you to have (1) prior experience supporting a C-Level exec, (2) research/writing skills, (3) polished communication abilities, and (4) prior experience in their industry. You could boil down most EA jobs to something along these lines. Thus, you should add the following skills section to your resume.

(1)  EA Support Skills

(2) Writing and research skills

(3) Communication Skills (examples of complex work matters you have led in discussions, or examples of dealing with difficult people or situations)

and (4) Industry Passion (these show your passion for what they do. And can be magazines you read, or even events you have gone to.)

Use this system for any job you want and think like a HR person! What are the four items they have been asked to screen for? Do you have skills sections on your resume for each one? If not, add them – because you are missing something.

Try this for yourself – and see the difference it makes.

According to unemployment numbers for the first time in a long time, we are bouncing back from huge losses. The truth is that the economy is already starting to recover but many people do not know it. This is because it has not yet been publicized, and because our economic employment symbols and benchmarks always run many months behind.

Guess what that means for you ‘job seekers’ out there? For the next three month we are in a new “golden era of job seeking.” Consider me your new employment fortune teller.

That’s rights, now more than ever is your time to shine and go nab your dream job.

Here is why:

Point one, employers have started to hire again. They are right now as we speak hiring new HR staff, and new admin assistants that will later play their part in a hiring trickle down effect in corporate and nonprofit positions.

The rule of thumb is first comes HR, and then comes everybody else. Companies and organizations do not hire new HR unless they are planning some pretty serious ramp ups in the future. This is what the big bosses are communicating to us RIGHT NOW from this behavior.

Point two, the media (the loudspeaker of information on the job market – TV, Web, and Print) has not yet started running big articles saying companies are now fully on the move. Now they have run some successes, but in the big picture more of the information being released is still on the negative side. Believe it or not, this is helpful to most jobseekers in an expanding employment market in many ways.

The good news is it will take three to six months for this to change and the media to rebound. Why is this good? It is a general rule of job seeker employment behavior that not until positive expectations about the job market change do most passive job seekers join the job hunt. Note: the most experienced candidates are these – and they are the ones you don’t want to go against for your next job.

What does this mean? It means, right now, you can apply for a job, and have a higher chance of being the most qualified candidate, and you have less competition to get it.

Here is why, the best and most qualified of all candidates are people that already have the exact job you are applying for. Only in a competitive job economy (one that is growing) are passive more experienced job seekers fully open to changing jobs and applying for new ones.

This is why for the next three months, in the first part of 2010, it is truly the new golden era of job seeking. The best candidates are too terrified to take a new jobs, most have not even started looking, and employers have been waiting (they fee like) way too long to hire. The hiring decision makers have been dying for help – for too long! So get your resumes ready and rewrite your best cover letter because for the next three months it is your time to shine!

Just note: as soon as people start to move again, and the individuals that dislike their jobs are willing to quit, and when experienced executives start looking elsewhere – the era will be coming to a close and the market will be on its way to being fully competitive again. It is true that more people are out of work than ever. Everybody knows that. But it is also true that many of the best candidates are not even yet looking for work! Either they have been out of work so long they feel out of touch so they are not applying, or because they are still stuck in their old jobs and are not willing to risk a new one yet. I say, use this to your advantage.

Point three. More jobs are hiring that people know about. Thousands of new jobs are created every day. Even better for the job seeker, less people are actively looking right now because most of America thinks our industries are on a hiring freeze.

The truth is more people have been hired in the past three weeks, than I have seen in the six months before it combined. So get out there and make a positive change for yourself. But please note: if you have sent out more than five resumes and cover letters and have not gotten an interview yet – more than likely your resume has been not properly tailored to fit the job description, and or you need to get more experience through volunteering or training. If you think this might be you, please read on in our blog to get the right advice on how to change this.

So do read their website cover to cover, re-read and memorize the job description you are interviewing for, and look up your interviewers on LinkedIn, Youtube, Facebook, and Twitter, to have a better understanding about where they are from, where they have worked, and who they are. Trust me, it helps! But at the same time make sure not to divulge to much personal info about them, or ever be anything but 100% formal!

Ex: If you learned that are passionate followers and attendees of Burning Man, don’t mention it, perhaps they do not want their co-workers to know! By divulging to much personal information about your interview you may look odd, or like a stocker. There is a fine line so just stick to the basics. Talk about where they are from, lived aboard, or went to school.

In your research, do try to find a news story about them, or watch a YouTube video the company may have been in – they offer wonderful clues into the culture of where you are interviewing.

Look, interviewing is a technique. And the most important thing that you can do to prepare is to practice and know what you are going to say before you say it! Here is an easy approach for preparing for any interview, be it for a mail clerk position, or VP level.

Step one: make up, and formulate an answer for the most popular questions that will be asked of you.

Think about it, most employers always ask the about the same questions, or at least will include some similarities in questions when they bring you in.  You may also be thinking, what about the “odd-ball questions,” that are sometimes asked like: “If you were a car what kind of car would you be and why?” These, can sometimes be asked, but are normally not really relied upon to decide if you are a good candidate or not.  So, try not to worry about the unexpected. Odd questions are generally used, just to make the interviewer feel less square, and feel more cool. So just act like they are a fun question and you cant go wrong. Instead, turn your attention to prepare yourself for what you can expect. This is proven to be the best way to be successful in an upcoming interview.

Here’s a tip – know, and get used to the idea that at least once (probably twice) you will get tongue tied or stumble answering the questions. DO NOT PANIC! This is NORMAL! All candidates do this, just move on.  So take you time and don’t worry if you do. If you even need to buy a second to regain your composure, or think about what you will say, just ask them to repeat the question and take a deep breath.

The best way to knock an interview “out of the park,” is to practice, practice, practice, answering the most popular questions out-loud. Grab a friend, or if your buddies are too busy, make flash cards and repeatedly make yourself answer the questions aloud while sitting at a table.

In a perfect world, you should have another person mock interview you to prep. There is not better way to prepare. Give them the following questions and tell them to throw in some questions of their own. Tip – do not at any time break character or start talking about how you are doing with your mock interviewer! Always pretend like you do not know them, and talk to them like the interview is really happening.  

Following are a list of popular and great questions you should prepare yourself with. Know these forward and backward and you are on your way to rocking the interview!

Top General Interview Questions

1. Tell me about yourself.
2. Why are you interested in this position?
3. What would you do for us that someone else can’t?
4. What about this position do you find most attractive? Least Attractive?
5. How long would it take for you to make a meaningful contribution?
6. How do you describe your personality?
7. What would you say are the major personal traits/qualities this job demands?
8. Describe to me how this job would relate to the overall goals of the company?
9. What aspects of your job do you like best?
10. What aspects of your current job do you like the least?
11. Of all the work you have done, where have you been the most successful?
12. How do you make yourself indispensable to a company?
13. Why do you want to work in this position?
14. What do you look for in a job?
15. What are the three most important responsibilities of this position?
16. How long would you stay working at a position such as this?
17. What do you see yourself doing ten years from now?
18. Tell me about a time when your course load was heavy. How did you complete all your work?
19. Tell me about a time when you had to accomplish a task with someone who was particularly difficult to get along with.
20. If you were hiring for this job, what would you look for?
21. What are you looking for in a job?
22. Why should we hire you?
23. What would your most recent employer say about you if we asked?
24. Have you ever been asked to leave a position?
25. What salary are you seeking?
26. What is your greatest strength? Weakness?
27. Do you have any questions for us? 

 Top Management Questions

1. What is your management style?
2. What did you look for when you hired people in the past?
3. What do you see as being the most difficult task in being a manager?
4. What is your biggest weakness as a manager?
5. How many people did you supervise on your last job?
6. Give of an example of problem that occurred with a subordinate and how did you resolve it?
7. How do you motivate others?
8. Give of an example of a training program you lead or created?
9. Please give an example of your experience with budgets or project management? What are you strengths in the area?

Step two: anticipate what they might ask you about and practice answering these additional questions as well! Normally your biggest clues on what will be ask to you, is listed on the job description. Expect a question, or the interviewer to want to talk about each bullet point in some way. So do your research and spend time thinking about the job and the responsibilities if you really want to land it!

Step three: repeat.

Step four: read these additional tips to prepare yourself! http://scionstaffing.com/09/candidate-center/interview-tips/

(1) They Are Attractive To Work At Because They Are Mission Driven And They Offer A Do-Good Feeling From Working At Them.
o At a nonprofit you can work someone you actually care about. And because of this (in the job-seeking stage) they also expect you to offer more than just a resume match.
o To secure a position you will need to demonstrate a personality fit, and your proven passion for their mission.
o Even your outside activities all matter to nonprofit employers.
o Bottom line: nonprofits are looking for people who care about their purpose as much as they do.
o As long as you are active in pursuing your interests this will help you, but in situations where job seekers have been passive about volunteering, or working in for such a purpose this will work against you.

(2) Another Big Benefit Are “The People” In The Sector.
o We are progressive, open to change, and care about our communities; where else can you find this?
o In general nonprofit employers truly care about their staff and are normally open to committee decision making.
o This is different than for-profits. For-profit companies are top down only decision makers (traditionally) and normally do not “discuss” their decisions openly before they are made in the same way. This is a great strength but also a great challenge. For this reason expect the hiring process to take a bit longer.
o Though the process is time intensive, it is also offers stability, reliability, and employee buy in. Things that are very important when considering nonprofit leaders are responsible to boards, and many times must justify their decisions. Another benefit of difference in seeking in the nonprofit sector is that it allows us to passionately work in an area without appearing like “fanatical jobseeker.”
o If you approached a for-profit with as much direct experience as many nonprofit jobseekers do, you would probably be labeled a stalker or out for personal gain. Honestly, try telling a Finance Director at Gap Inc., that you watched them speak at the most recent event at Masconi Center, that you volunteered at their two last gala/events since 2005, met their personal assistant at an art show last week, read the last three publications they had written, that you are very devoted what they do, and really want to work with them. They will be either terrified of you, or expect you to do their laundry.
o Nonprofits are different. You are expected to network in their area of expertise, read their works, meet their employees, and volunteer at their events. In fact that is fastest way to get hired at one.
Unlike for-profit corporations the information you need to secure a job lead is very available in the nonprofit sector. You always here people say this, getting a job is all about networking. For better or worse, finding the best job for you often comes down to knowing the right people. Maintain relationships from past jobs, internships and volunteer experiences.” Thus, having the correct experience volunteering, and the right approach is a strong way in.
o Remember that in the nonprofit world it is much better publicized when their events are, and how to get involved with an organization.
o Each of these are opportunities to get your foot in the door.
o So, go to their website, and you will find many doorways in.
o Information on how to volunteer, and even the Executive Director’s email is normally located right there.

The Challenges
(1) Finding the position you are right for and sticking with it. (RECUITERS SEE THIS EVERYDAY!) If you can choose a position that you are interested and stick with it you will always be employed.
o Story: many people always say, “wow I would be great at event planning,” but only stay in the position (if they can get it) for a year to three.
o This is the same for Grant Writers, why are they so in demand? This is because most people do not stay in the area, or only dabble in their creation.
o The key is to find a position/area you are right for and sticking with it.
o This is the key to your professional success and it is also your hardest decision.
o Don’t go from development back to programs.
o Don’t go from operations to marketing.
o These leaps are very hard to pull off.
o Decide what you want to do today and start working in it; if you don’t have enough experience in it to get paid yet; volunteer.
o If you are senior level and are not working in it now, better join a board.

(2) Choosing and sticking to a general area of interest and overall mission or niche within the nonprofit sector.
o Jobseekers everyday are surprised when they are not selected for an opportunity, and may have come in second or third in the interview process.
o I would say 8 out of 10 times it is because another person had prior exact industry experience in the position.
o So, if you are working in education, stay in education, if you are working in a religious organization stay in what you know.
o Of course people also get board and need change. This is the biggest challenge in nonprofit job-seeking: finding an area that you like and sticking to it.
o Remember you are most qualified for working in the area you are currently in, so choose wisely the positions and roads you enter.

(3) In the nonprofit sector we are very diverse in ethnicity, but not always diverse in beliefs within each organization. This can be limiting in some ways.
o Since we are mission driven entities and most nonprofits hire individuals that morally agree with their actions, this can limit our expose to outside beliefs and competitive information.
o Organizations hire individuals aligned with their mission, and normally do not hire disinterested perspectives.
o This is also why having an active board is so important for nonprofits, and also why we hear in the recruiter sector “I don’t want a yes person,” from executive directors.
o This problem does not exist as much for the for-profit sector. Disinterested perspectives and stockholders are actually required for may many larger for-profit corporations.

(4) Lastly, understanding the truths behind some of the myths of the nonprofit sector is also a challenge and can prove very helpful. Here a few that are talked about quite a bit and some that I also found discussed on Idealist.org:

Myth (1), “No one makes any money in the nonprofit sector.”
This just not true, in fact $670 billion are earned by nonprofit organizations annually, and one in twelve Americans work in the nonprofit sector.

Myth (2) Working for a nonprofit is not really a career path.
o In reality, the nonprofit sector provides many people with a lifetime of exciting work.
o Nonprofits also tend to offer young people more leadership opportunities than other sectors.

Myth (3) Everyone that works in the nonprofit sector is nice. Though I must say that the sector is filled with many happy people, it is also filled with difficult personalities, big egos, and office politics as well.

Myth (4) The nonprofit sector is not competitive.
Organization at time do compete with each other for funds, grants, and on certain issues, organizations may have missions that are in direct opposition to one another (such in the case of abortion, or the environment/development). You have to be competitive as jobs seeker as well, and make sure to market yourself fully and honestly.

Myth (5) Working for a nonprofit is just like volunteering, this in not true. Nonprofits rely on volunteers however they are often shielded from the organizational, financial, or issues relating to time working in the field.

It was announced that our most esteemed economic adviser for the United States just days ago – “the end,” of the most intense recession since the great depression.

It is clear that job loss over the past two years has been stifling. But to us this feels more like a similar premature announcement that was made five years back about the war in IRAQ. Look, the real truth is that the world at large, and the United States PEOPLE THEMSELVES have control over our own economic destiny.

According to Economic truths – what ever the people feel is the current climate is – controls what our economy does. What I can say is this. Companies at this point today are beginning to place their toes in the water. But for the most part they are only hiring positions that lead to sales or new business development. Not until there is also a national decision to hire support positions and more services are we truly out of the woods.

Right now people are unsure, but begining to believe, and because of this the economy and job market is going to waiver up and down for the next while until people start believing that something else will occur. You should also expects stocks to do the same.

Let’s face it, ALL employers are afraid to hire over qualified applicants because they think they are going to jump right back into upper management (at a different company) as soon as opportunity arises! This is what you are trying to avoid.

Here is an example: showing on your resume you were a VP for the past three positions is not going to help you get a support or management position. So, always think carefully about what entries to include on your resume. You do not have to include everything! Make sure always be truthful (or it may come back to haunt you) but, that being said if you have a ton of experience perhaps only showing the past eight to ten years of DIRECTLY APPLICABLE experience is a better bet for you. No one wants to hire someone unless they are FOCUSED. This is you new goal in writing your resume. In a perfect world your resume should show the same title as what you are applying for, and or information that most directly applies to the position you are interested in.

The main reason people do not get a job they want is because they do not have prior experience in the industry or because they did not take the time to fully make an appropriate resume. Candidates regularly spend hours writing a cover letter describing their prior work and applicable experience, but make the HUGE mistake not list the EXACT same information on your resume. BLAM! This is a huge no-no. Go the extra mile. Read this blog, and at the end you will be better informed about the REAL TRUTH about how to get a job, and what HR is really thinking.

There are many approaches to successfully negotiating your salary, what I am going to share with you are helpful tips to better prepare yourself for the process.

The most important thing to remember is to never, ever, jeopardize your overall employment offer. This may seem obvious but, most job seekers, represent themselves poorly when it comes down to this stage, and we have seen many positions lost over the way final candidate asks for a greater salary.

So always remember not to act or appear to be hard to work with, or high maintenance, or too self-focused. Many people try to get too much, start naming the infinite details and difficulties in commuting to the position, or throw things in at the last minute. To the employer this only makes you appear to have a smaller likelihood of staying in the position for any long period of time.

KEY POINT #1: “Always negotiate with positive facts, not negative ones!”

To avoid this, let’s talk about what your general approach should be. The first rule is that salary negotiation preparation should not occur after your second round interview. Before you have ever met with the organization or had your first interview you should already know what you will ask for, and how much that is in dollars.

Here is why, and this is biggest mistake jobseekers make. If you dot know what you will ask for, than you have not discovered if you fit into their offered target salary range. If you fit their target, great there may even be no need to negotiate in any great way. But if you learn that you will require more than what is offered, introducing this information in the beginning of the process (early) will help you immensely in some situations, and in others may hurt you. Timing is the most important thing in salary negotiating.

We have staff hundreds of nonprofit positions, and for candidates that fall outside the salary range organizations are more understanding and open to candidates that assert their financial requirements early in the process. But are not flexible in the least, if they learn this information at the end point of the job offer. So always try to be honest, prepared, and tell them as early as reasonably possible in the process.

What dictates on when you should tell the organization your salary requirements? First consider if the person you are sending your resume and cover letter to is a decision maker or a gate keeper. Each requires a different approach.

Gate-keeper : HR, Coordinator, Office Manager, or Executive Assistant.
Decision-maker: actual hiring manager.

Never tell the gate-keeper that you want more than what is offered, b/c they do not have the power to expand salaries, and were normally already told to stick to their offered salary range. Also they may not make what you are seeking, and may view you as selfish or greedy. Only the decision maker, will actually consider you fully if you are outside the range. Otherwise your resume will never be passed on. The gate closes.

But, If the person you are offering your resume to is the decision-maker then offering your salary requirements early if you know that you will not fit their normal pay scale/range is by far best approach and here’s why:

Let me alleviate a fear…
People’s biggest fear regarding this is that the organization will not interview them if they knew that they are seeking more any others. But this is not true. They don’t have to pay anything to interview you. And the organization is always looking and valuing the skills you possess and your overall potential fit over anything else for first round interviews.

A clean statement is the best way to ask for the salary that you hope for.

Ex: I am available to interview at your convenience and require salary for full time employment of 70 to 80k.

Why give a span? Everyone wants to feel like they are getting a deal. Even in hiring someone. I am not saying to tall them you require 79,999.95, but you get the idea.

Moving your research and decision making process to the beginning instead of the end of the job search and interview process will make you appear more professional, focused, clear, direct, and prepared. Successfully establishing your cost early in the process also allows you to establish the value in hiring you. If not, many times organizations will have already established your value/cost to be less than what you are seeking.

Now let’s talk preparation: here is what you should do not matter you’re your experience level is in order to negotiate properly.

(1) Know the market
Get a salary survey, but never quote it.
• Read others: Professionals for Nonprofits, has one for NYC/DC
• Dice has one for IT many other organizations offer them.
• Using one to tell the organization their salary is low as a quote or example will only hurt you, they already know what they offer, and no one likes to be told they are wrong or disorganized. That is why it is important to know the information, but to be careful of how you use it. You are still being judged at this point, do not get too comfortable, to buddy-buddy, be professional thankful and constant.

(2) Know your organization
The first rule here is this: the organization set the limits and it is not just the market. People have been debating nonprofit salaries for quite some time–regarding organizations that do not pay the full market for their talent. This is very true, but is not 100% across the board.
This is why you must first understand how the prospective organization traditionally pays before entering into negotiations.
So Do:
• Read their annual report
• Read their website
• Understand their structure
• Talk to their old employees, if you can
• Read about them on yelp
• Ask your colleagues about their knowledge of the organization
• In some situations you may even be able to even ask to talk to the person in the position prior or currently to get more specific information. Also, if you ask to this, it only appears that you are smart, organized and are serious about the position.
• Examine the other positions that the organization is also recruiting for to see how they compare. (there is always a trend)
• Examine for changes: Look to see if they have been bringing on a lot of new blood into the org? If so, they may be bringing in new salaries as well.

Get to know your organization!
The whole point is to understand the organizations limits, or openness to flexible salary options.
Some orgs only give what is on the job description

Lastly, know the job…
(1) Know the hours of how much work is required
(2) Know the responsibilities. Do you have specialized knowledge where others are hard to find? if so you have more power.
(3) Know the costs it would take to work there. (parking, and tolls so on.)
(4) Know the search. Make sure to ask how long the job has been open, always ask this! This is one of the best questions you can ask at a job interview.

If it has been open for quite some time, normally you will have more room to negotiate because they have been having a nard time filling the position. The general rule is the longer the position has been on the market, the more that the organization is willing to pay to get someone.

Conclusion
Understanding how you fit in as a candidate from the view point of the organization is also the key to understanding how much you should ask for, and when to assert your interests.

That is why – you should always be very careful, or try to prepare the best you can before changes occur (if at all possible – most people do not have control over such timing).

As you probably know already, or are now discovering, changing industries is quite difficult to do, and sometimes can be unrealistic without first volunteering and gaining significant additional experience in the area you are trying to enter.

Generally speaking, in times when the economy is just recovering, it is a very bad time to switch industries. This is normally a sure fire way to not find work, unless you are a talented networker with an exceptional background.

Conversely, when unemployment is at it lowest, employers are the most open to considering candidates with experience outside of their industry. Use this information to help you navigate when to make a change.

You may wish to first volunteer or get a part time job in the industry or area you wish to switch into first to order to make the change more feasible.

We here at Scion Staffing are very concerned about individuals being affected by layoffs, and industry shifts. For more information on this subject please see the following helpful article on the subject and also seek help from a professional recruiter and employment coach:

http://www.career-line.com/job-search/how-to-switch-industries-when-your-industry-collapses/

What To Ask A Staffing Company

The first thing you want to do is find out how to best apply. Here are some suggestions of good questions to ask when calling them.

1.Do you offer open temp interview and registration time slots?
2.What industry they place the most people in?
3.How many perm jobs do they find monthly for people in the area?
4.What do you think the best thing candidates get out of meeting with their company?
5.Are you in need of more candidates in any areas? If so, which?
What to do next?

We recommend registering with two to three staffing options. One small, one large in the area. Always cast a wide next when looking for work though agencies. They have a lot of applicants and can not help everyone. But if you have gone to three and not gotten any work, I would suggest you rework your resume or rethink your approach. After meeting with three you have plenty of good options if you are a viable candidate.

TIP: When you meet them. Ask them if they think you are a viable candidate for immediate work, and if so in what area. If they do not say the area you are interested in, ask them how to improve your resume and profile to be able to get the work you desire. But if you don’t ask, you will never know for sure.

This information is meant to offer you insight into the different cultures of the separate nonprofit industries, and further offers advice on how best to apply and approach the sector you are most interested in.

From Green industries to the Arts, to women’s rights social services this touches on what you need to know in order to be able to apply at one.

Written here is real information about what it takes to get the nonprofit job you want, and also further pathways for adding meat to your resume, nonprofit profile, and employment strategies that actually work.

My name is Isaac Woodrow Schild and I am an nonprofit employment expert. I have been a CEO, President of a staffing company started by nonprofits, an Nonprofit Executive Director, and most importantly a Nonprofit Executive Recruiter and expert in the field– so I know the tricks, realities, and approaches to get you the interview and get you hired that no one else understands.

Think of nonprofits just like any other culture like a club: there is a specific approach for speaking to them, to applying with them, and for entering into them for a new career path.

In my prior years I have helped staff over a thousand nonprofit organizations, foundations and universities to date. And believe me when I tell you that this is a completely different playing field that most corporate cultures, and gaining real and usable nonprofit experience can be a very tricky thing.

I say this not to daunt you, or scare you from doing it, or opening your own nonprofit, but instead to educate you on the real activities that you will have to partake in. It is today that you change your career, and start doing things in your everyday life that start to prepare you for a career in the nonprofit sector.

Its is true that making a difference in your day job to help others is a very fulfilling path, but it is also true that it takes preparation, knowledge and strategy.

Step One: forget everything that you think that you know.

It is a misnomer that the it is a easy to transfer your current experience into the nonprofit sector. It does not matter if you have been a CEO of a large for-profit successful entity, nor a business development professional with over twenty years of experience. To get a job at a foundation, nonprofit organization, or educational institution your prior experience may not even help you in some cases unless you personally started Google, or your name is Hewlett Packard.

It is a general misconception that because private salaries are larger than the nonprofit sector that for-profit professional experience is also worth more. It isn’t. In fact, it is quite the opposite.

Now, what I am not saying is that your prior expertise is not important. If you are lucky enough to be looking to work at a nonprofit in a specialized field the exact same as your previous experience, this will hold more influence.

But where most people fall seeking work in the nonprofit sector, they are instead interested in working in a “related” field to what they had been working in. Sales professionals want to enter into Fundraising, Administrative professionals want to help run nonprofit programs, Consultants want to run Marketing nonprofit departments, Real Estate and Finance professionals want to run housing programs and help social services.

It’s just not that simple. Choosing to work in an area, and also having the specific skills is not the most important thing in landing the job that you want at a nonprofit. If that were true than previous experience would not be required at all. Instead pervious direct experience in the same department, arena, or area is sought. Do you have it already? If you do, then you will still need to apply the principles within this book to successfully obtain the position you desire.

If you are like most candidates, the good news is, there are ways around this barrier, but it takes work, devotion, and a willingness to create documentation, resumes, and information about yourself. The number one reason that people fail to land the job that hey want in the nonprofit sector is because they choose to not put the time and work into demonstrating you are a viable nonprofit candidate.

Getting a job at a nonprofit, is not just as easy as submitting a resume, making a follow-up phone call, and dropping a thank you note after an interview. Though it is true that all these things are a good idea, it is also even more true that you must first demonstrate to prospective nonprofit employers that you fit them much closer than you ever though required in the past, or in the for-profit sector.
Tip one: be mission driven.

Tip two: volunteer in the area you want to work, and in the position/or department you want obtain. From there you are just a hop, skip, and jump away from your dream job!