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Staffing Advisors Blog

Washington DC Association/Nonprofit Job Market Update (Early April 2020)

Posted by Bob Corlett on April 7, 2020

This is the second of our periodic updates on what we're observing in the local Washington DC association and nonprofit job market. (We handle more senior staff searches than most executive search firms, so after completing 800 searches we know what the job market numbers should look like.) 

Current Situation with Employers

We are not seeing layoffs from any of our clients, but we are seeing a few hiring freezes on non-essential positions. This appears to be a simple way to hold the line on budgets until things stabilize. It's mostly a case of stopping to reevaluate. I expect many of those freezes will thaw when offices reopen, events can be held, and budgets can be adjusted for lost revenue during the shutdown.

For essential positions, with very few exceptions, our searches have moved forward to offer and acceptance. This has been true even when a hiring freeze was announced. And from what I am hearing, even those few exceptions will only be delayed until early June.

At the senior staff levels, the local DC job market is just as competitive as it was two months ago. It's kind of amazingly normal actually, especially by comparison with so many sectors in the economy where layoffs are the norm. In our sector, we are still seeing candidates considering multiple job offers. We're not seeing desperation from most candidates, nor any willingness to accept lower salaries. (We have more information on compensation trends below.) 

Our recruiting timelines are the same as before (just as fast as always), but we are finding that interview scheduling with our clients is becoming easier because hiring executives are traveling less. We are seeing some "creativity" with scheduling video interviews on nights and weekends. (Really, who among us can even tell what day of the week it is anymore?) 

The bottom line is this: if you have a key opening and need somebody to start work when you reopen your office, get started now. Jump in, the water is ... kinda normal.

Current Situation with Job Seekers

In our job postings and direct recruiting efforts, we are still not seeing a meaningful change in the numbers of people applying, the caliber of people responding, or the salary expectations of people applying. In our sector of the economy, it is not getting any easier to hire great people nor is it getting any harder. And we're not seeing any shift in compensation trends (except that most people are probably not expecting a bonus for their 2020 work).

The biggest change in candidate behavior we are seeing occurs at the time of job offer. Candidates have been perfectly willing to accept video first, second and third interviews, video panel interviews, etc.. What happens now is that candidates want one final conversation to reassure themselves before moving into the offer phase. They want a real heart to heart about the employer's expectations for remote work, they need to understand what drives the financial health of the organization, and be assured of the importance of the job. Fundamentally this boils down to, "Will I have the support I need to be successful in a remote environment with this organization? And if I am successful, can I be assured that my new employer will not make me, 'The last one in and first one to go' when times get tough?" 

Employers need to think carefully how to handle these valid concerns, signaling their capability and flexibility in supporting remote work, and confidence in their plans for moving forward in this chaotic environment. 

Our Status at Staffing Advisors: 

Because we have always been a fully remote company, we've had no interruptions in our operations and are continuing to interview candidates at a brisk clip. Our clients are becoming increasingly familiar with virtual interviews and we're continually developing new resources to support them as issues arise. That's why we recently published guidance about how to avoid the pitfalls of video interviews

Sharing the Best Advice We’ve Heard From Others:

In our monthly newsletter we share the most useful research and perspective from a variety of sources, but our monthly newsletter seems waaaay too slow in these times of constant change. So I have included a few links to the most useful content I've seen in the last couple of weeks: 

If you are a hiring manager, and you don't want to wait 2 weeks for our next labor market update, or a wait a month for our next newsletter, just follow me on Twitter (or you could kick it old school and pick up the phone and call me.)

If you want to see the latest news and trends on who is hiring, and other advice for job seekers, you can also follow Staffing Advisors on Twitter.

 

 

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Washington DC Association/Nonprofit Job Market Update (Late March 2020)

Posted by Bob Corlett on March 25, 2020

Because of the disruptions in the economy, I plan to periodically share updates on what we are seeing in the local job market. I am not claiming to speak for the whole job market, just for the senior staff level of the association and nonprofit sector in the greater Washington DC metropolitan area. We conduct more searches in that sector than most search firms, and from our years of experience, we know what the numbers normally look like.

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The Executive Search and Hiring Process

Posted by Bob Corlett on October 7, 2017

As it turns out, creating the perfect hiring process is fairly difficult. Who knew? For more than ten years, we've been on a quest to bring you the most useful tools for every kind of hiring situation, and for every stage of the hiring process.

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Why CEO Searches Take 6 Months to Complete

Posted by Bob Corlett on September 22, 2017

In a typical CEO or Executive Director search, the hiring process can take 4-8 months. But just where does all that (elapsed) time go? 

Candidly, some of it occurs before we even know there is a search need. It's not uncommon for a committee to devote a month or two solely to the search firm selection process.  But once Staffing Advisors has been retained to run a search, the largest driver of the search timeline is scheduling.

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A CEO Search Committee Chair's Checklist

Posted by Bob Corlett on September 22, 2017

If you are the chair of a search committee you have a daunting list of factors to consider. A CEO search involves far more than posting an ad, collecting resumes and scheduling a few interviews.

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How to Evaluate a Potential Recruiting Firm

Posted by Bob Corlett on September 1, 2017

Several times a week, a potential new client calls our executive search firm to learn more about us. Most people ask us whether we have handled a certain kind of search before, most people want to know our fee structure, and everyone wants to know how long the hiring process will take. 

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Steps to a Successful CEO Search and Succession

Posted by Bob Corlett on May 9, 2017

Filling Multiple Open Positions in One Department

Posted by Bob Corlett on December 9, 2016

In small organizations, it’s fairly common to have 2 or even 3 open positions in the same department at the same time. This occurs for a variety of reasons: sometimes a bad manager causes team members to leave, or one disgruntled employee makes everyone’s life miserable, or a failed business approach causes everyone on the team to feel like a failure, or sometimes it’s just the bad timing of unrelated factors.  

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How to Replace an Underperforming Nonprofit Executive

Posted by Bob Corlett on November 16, 2016

Replacing an underperforming executive is one of the most challenging situations that a nonprofit leader must confront.

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Why Recruiting is Not an HR Function Anymore

Posted by Bob Corlett on November 16, 2016

 

If you work in an association or other nonprofit organization, it’s risky to think of recruiting as an HR function. It’s not.

By telling HR to “Post a job ad, get some resumes, and then I’ll starting interviewing,” you are making a career-limiting mistake, one that puts your personal reputation at risk.

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