Archive for February, 2011
In this tough economy, recruiting staff can be very challenging for small non-profit organizations which are operating on slender salary budgets. One solution is to review the skill set of each person that is already on staff. Promoting from within is not only cost-effective, it also boosts morale. Also don’t turn down career changers. Candidates who have never worked in the non-profit sector have a fresh way of looking at challenges and are often the source of innovative ideas. Tiffani Harris Patterson, Human Resources Director of Gate City Day Nursery Association in Atlanta spends very little money on recruiting but is very satisfied with the results of her staffing initiatives. She says, “Most nonprofits have learned to collaborate to maintain program quality and initiatives during times of economic hardship. At my organization, there are four classes of employees that I manage staffing for; support staff (cooks, housekeepers, bus drivers), teachers, supervisors, and executive management. I utilize nonprofit organizations that specialize in the training and placement of workers to fill my unskilled and sometimes skilled positions. Organizations like Goodwill Industries, Workforce Development and even the Georgia Department of Labor, along with the Career Planning and Placement departments of local technical schools and colleges are free places to advertise for unskilled and entry level talent. For supervisory and executive positions, networking sites like LinkedIn and Facebook have been very helpful in getting the word out to a large pool of applicants previously untapped by my organization when we relied solely on newspaper ads and personal referrals. We also collaborate with other nonprofit organizations to host jointly sponsored job fairs. This way, we share the costs and increase our exposure to new talent. Finally, we advertise with www.opportunitynocs.org which is a nonprofit that specializes in linking nonprofit professionals with nonprofit organizations nationwide.” Try brainstorming with a few of your colleagues to come up with more new ways to get great help.Read Full Post | Make a Comment ( None so far )
Every person that you hire must complete an I-9 form which proves that they are legally entitled to work in the United States. You must comply with Immigration Reform and Control Act (IRCA) Employment Eligibility Verification (EEV) and Form I-9 or face serious legal problems which can involve the Department of Homeland Security (DHS) and its enforcement agency, Immigration and Custom Enforcement (ICE). During the past few years, these governmental agencies have started cracking down on non-profits that hire illegal immigrants by auditing I-9 procedures. There is no way to avoid an I-9 audit but here are some tips that can increase the chances of a favorable outcome:
• Make sure that each new hire fills out Form I-9 BEFORE starting work.
•Accept only original documents that confirm the employee’s identity and right to work in the United States. No copies!
•If a mistake is made on an I-9, attach a corrected I-9 to the first one. DO NOT alter an I-9 form.
•Keep I-9s on file for at least one year after employee has left your company.
Tiffani Harris Patterson has been the Human Resources Director of Gate City Day Nursery Association in Atlanta (www.gatecitykids.org) for over ten years. She says that her company “serves children, so extra measures such as the photocopying of documents is always taken as a precautionary measure, and it is legal as long as the same documentation is required for all employees.” She also advises HR managers to keep copies of all employee passports, certificates of naturalization and drivers’ licenses. Lastly, she warns that if your organization uses the United States Government’s E-Verify system, access to company’s documents online must also be provided to the auditor.”