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If the “hiring manager” hat isn’t one that you’ve broken in yet, check out this guide to the application screening process – along with instructions for a time-saving assist from AI.

Taking lessons from the “continuous performance management” approach, you can give your people the attention, environment, and extras they need to keep up the good work.

It’s easier than you might think to get off track, focus on the wrong things, or leave a bad impression.

Use this list for a compelling description – all based in what we’ve seen work, time and again, for our Work for Good clients.

Motivation in uncertain times isn’t about forced positivity or pretending everything is fine: It’s about creating stability and purpose. Of course, that’s one of the advantages of the purpose-driven sector.

The organizations thriving in today’s environment recognize that their employer brand is built through hundreds of small interactions, not expensive marketing campaigns.

In case you’re new to the site, here’s a rundown to what to expect when you post your job listing with Work for Good.

The volume of advice for employers – heck, for hiring managers alone – can be overwhelming. To help, we’ve curated this list of articles from Work for Good and other sources we trust for the multi-faceted arts of hiring, retention, and management.

Leaders and managers have a major role to play in supporting their coworkers’ mental health, especially in the area of workplace culture.

Building managerial skills and boosting employee retention: Two top challenges with one common solution.

You may know the DOs and DON’Ts of an effective job posting. But what does that look like in practice?

Onboarding is much more than orientation: It’s a months-long process for engaging and retaining talent. But it only works if it’s accessible for everyone.

Reference checks can me more than a last-on-the-list obligation: Pursued up front, and with a little bit of forethought, they can be a powerful way to uncover your top prospects.

The reference-check process can be a vital measure of a potential employee’s fitness, but only if you know the right kinds of questions to ask – and who you should be asking.

The diversity gap in nonprofit leadership is no secret; less well-known is how hiring managers add to it by looking for a “cultural fit” without first defining the culture.

The Performance-Leadership Matrix was developed to analyze leadership potential and staff needs, especially in terms of professional development.

A new survey found that 80 percent of workers learn as much or more from peers as they do from managers. Here’s a rundown of peer learning benefits and how to advance it.

Gratitude is proven to lead to all sorts of benefits – and nonprofit employees need all the benefits they can get.

In an anonymous online forum dedicated to nonprofit work, Work for Good asked what qualities, strategies, and processes make a nonprofit an “employer of choice.”

To make a virtual job interview a success, it takes more than a camera and conferencing software. Here’s how to stage a remote interview successfully.