During the hiring process, it’s important for both jobseekers and organizations to be transparent and ask the right questions. If something feels off during an interview, (or if you're just trying to get a clearer picture of the opportunity), here are 6 questions you can ask to get the real story.

Behind most hard business decisions is a person holding grief, responsibility, their values, and commitments … and balancing that with doing what they think may be best for the organization. If you find yourself frustrated by a tough leadership decision, we have a few things to keep in mind

Right now, it’s relatively easy to answer this question. Layoffs have hit almost every part of the social impact sector and the job market’s been unpredictable. But a year or two from now, you’ll still need to tell the story of the gap in your resume. Whether you’re actively job hunting or in a season of transition, here are a few ways to stay relevant (and make your future self grateful)! 

Nonprofit leaders: It’s ok to make mistakes. How else are we going to learn? How else are we going to find the ways that we and our teams need to grow and change? If we pretend that we’re perfect, then we’ll stay stuck right where we are. If we pretend we never screw up, people on our teams and outside our organization never get to know the real us, which can get in the way of true collaboration.

Through Birkman workshops, interpersonal team dynamics start to make sense. They uncover and confirm what many already sense about their colleagues, from preferred methods of communication to how different team members respond to stress. These sessions also give teams a shared language to support each other's needs and build accountability. When we name those dynamics and share our needs, the whole team can shift.

I always encourage job seekers to talk about salary early and strategically in their cover letter. This kind of transparency isn’t pushy. Hiring teams appreciate it because no one wants to get all the way to the offer stage and realize the numbers are too far apart. If the organization can’t meet your expectations, better to find that out early. It shows confidence, alignment, and respect for the process.

Power dynamics are everywhere, and many folks think of it as a good or bad, black or white kind of issue. Power isn’t inherently positive or negative, but when imbalanced power dynamics are left unacknowledged or unchecked, they can definitely erode trust, block innovation, and exhaust the people you need to work with for the good of your mission. 

Today’s mission-driven job market looks different from even a year ago, and things are constantly changing. In this post, a recruiter LaTresse Snead and career coach Lauren Miura provide tips on everything from resumes and cover letters to applying to interviewing.

If you don’t give people the chance to learn and grow, your organization will be stagnant, too. Mentor your people to the point where they could become your replacement. Create opportunities for your team, even if they fail. This is how you see what they can do, resolve issues faster, and continue bringing in fresh perspectives. 

At Bonsai Leadership Group, we help our nonprofit clients identify talented individuals with specific qualifications to consider for open positions. And sometimes, we get almost 1,000 individuals interested in one opportunity.  Rejection really stings. But here’s my best advice for jobseekers: don’t get mad. Get feedback.

Sponsors are key to achieving equity at the workplace. Without someone rooting for us, the systemic inequalities embedded in many nonprofit cultures means that deserving people of color never get the opportunities they should.  So, how do you become an effective sponsor?  Create the conditions for someone to experience something different and to be seen differently.

In complex organizations, employees often report to one person but support multiple leaders, creating dotted lines in the org chart. Your direct supervisor might not always see the external projects and offsite work you’re doing. That’s why you need to make sure the right people see the value you’re bringing to the table, especially when promotions, raises and other career development opportunities are on the line.

As environmental nonprofits navigate this current new cycle, leaders are carrying the weight of their teams’ concerns, hard mission pivots, and their own personal fears. Leading through ambiguity doesn't require all the answers.  It means surrounding yourself with the right people to figure it out with.

Understanding how to lead inside of ambiguity is key. Flexibility—the ability to bob and weave—is a leadership trait people need to tap into and embrace.  As we enter the new year, we all need to get comfortable leading without knowing what’s to come. Outside factors don’t determine your ability to be successful.

Just as candidates need a strong cover letter to make a good first impression, companies also need compelling, well-written job descriptions to appeal to candidates. But if your job description is outdated, you’re likely not attracting the level of talent you want and need. Diverse and qualified teams are at the heart of every successful nonprofit. But certain words and phrases can turn people—especially those from historically excluded groups—away your company and its mission.

It’s hard when your organization wants a face of color, but not the mind or mouth to go along with it. It’s really hurtful to feel like a diversity hire and even more so when your PEERS may see you as a diversity hire. So, should you stay, leave, or ask for something different?

To build your organization's next generation of diverse, dynamic teams, think outside of the box when it comes to partnerships, job fairs, conferences and other recruiting events. Slowing down the process can also help you maximize this opportunity to bring in new talent.

Ever been ghosted during the job search?

Bonsai sat down with Keesha L. Coleman, Interim Director of Programs for Keecha Harris and Associates (KHA), Inc., to discuss this and other common job search quandaries. She shares 20+ years of experience in administrative analysis, strategic planning, and thought leadership to help turbo charge your job search—and your career.

If you’re looking to diversify your staff, try re-thinking the job qualifications you’re requiring. How can you live into your values by intentionally interrupting old practices and thought patterns and instead leaning into a more inclusive way forward?

Many Black professionals working in complex organizations feel a sense of isolation being the One and Only. It’s tough when you have limited common bonds with the people you work with. So what can your organization do differently to retain BIPOC leaders and staff?