Generated by All in One SEO Pro v5.0.1.1, this is an llms-full.txt file, used by LLMs to index the site. # CARRHURE Leadership in Action. Legacy in Motion. ## Posts ### [How Nonprofit Boards Can Protect Mission Through Better Hiring](https://carrhure.com/how-nonprofit-boards-can-protect-mission-through-better-hiring/) **Published:** June 30, 2026 **Author:** Alissa Mae Calibuso **Content:** In 2026, nonprofit boards must hire for judgment, not just experience. They can protect the mission through better hiring. This matters more than ever. Today, candidates can look stronger on paper than they did in the past. A CV can be rewritten. A LinkedIn profile can sound more strategic. A cover letter can feel more polished. Interview answers can be prepared. AI is not the problem. In many cases, AI helps people communicate their experience more clearly. However, it creates a new challenge for nonprofit boards. A polished profile does not always prove strong leadership. A confident answer does not always prove sound judgment. A strong career history does not always show how someone will lead when the mission is under pressure. That is why nonprofit boards must look deeper. They must ask: Can this person think clearly when the answer is not obvious? Can this person make wise decisions under pressure? Can this person protect the mission when conditions change? This is where judgment becomes essential. ## **What Does It Mean When Nonprofit Boards Hire for Judgment?** When nonprofit boards hire for judgment, they look beyond the candidate’s résumé. They assess how a leader thinks, decides, communicates, and responds to pressure. Experience shows what someone has done. Judgment shows how someone will lead when the mission is tested. For nonprofit organizations, this difference matters. A leader may have strong experience. However, can they manage uncertainty? Can they rebuild trust? Can they work with a board during difficult moments? Can they make decisions when funding, people, and mission needs are all under pressure? These are not small questions. They are leadership questions. They are governance questions. They are mission questions. ## **The Big Shift in Nonprofit Executive Hiring** In the past, many nonprofit boards focused heavily on experience. They asked: ### **Before** - What roles has this person held? - What organizations have they worked for? - What achievements are listed? - How strong is the profile? These questions still matter. However, they are no longer enough. In 2026, boards must ask better questions. ### **Now** - How does this person think? - How do they decide under pressure? - How do they handle uncertainty? - How do they lead when the answer is unclear? This is the big shift. Nonprofit executive hiring is no longer only about finding the most qualified person on paper. It is about finding the leader who can guide the organization through complexity. ![Nonprofit board members reviewing executive hiring decisions and assessing leadership judgment beyond candidate experience](https://carrhure.com/wp-content/uploads/2026/06/BLOGS-IMAGES-a2.jpg)A nonprofit board discusses executive hiring decisions, leadership judgment, and the importance of looking beyond experience alone.## **Why Experience Alone Is Not Enough** Experience is valuable. It tells the board what a candidate has done before. It may show sector knowledge, team size, budget responsibility, fundraising exposure, or board experience. However, experience does not always prove judgment. A candidate may have managed large teams before. But can they lead when morale is low? A candidate may have worked with major donors. But can they protect trust when funding becomes uncertain? A candidate may have worked with boards. But can they handle governance pressure with maturity? A candidate may have delivered strong results in one context. But can they adapt when the next context is more difficult? This is why nonprofit boards must be careful. The strongest profile is not always the strongest leader. The best interview answer is not always the best leadership evidence. The most traditional candidate is not always the right one. ## **AI Has Changed How Candidates Present Themselves** AI has changed the hiring environment. Today, it is easier to improve professional language. A candidate can use AI to refine a résumé. They can improve their LinkedIn profile. They can draft stronger application answers. They can prepare for common interview questions. Again, this is not necessarily negative. Good candidates may use AI to communicate more clearly. However, boards must understand the risk. AI can improve presentations. It cannot prove judgment. AI can polish language. It cannot prove how a leader makes decisions under pressure. AI can help someone prepare an answer. It cannot replace lived leadership experience. For nonprofit boards, this means one thing: Do not confuse polish with proof. ## **The Hidden Risk for Nonprofit Boards** The hidden risk is not that candidates use AI. The real risk is that boards may mistake a strong presentation for strong leadership. This can happen easily. A polished CV creates confidence. A strong interview creates momentum. A familiar career path feels safe. A well-prepared answer sounds convincing. However, leadership success is tested after the hire. That is when the board discovers whether the leader can truly handle pressure. The wrong executive hire can affect: - Mission delivery - Donor trust - Staff confidence - Board alignment - Stakeholder relationships - Long-term organizational stability This is why nonprofit boards must hire for judgment before the mission feels the cost. ## **What Judgment Looks Like in Nonprofit Leadership** Judgment is not about being perfect. It is about thinking clearly when the answer is not simple. A nonprofit leader with strong judgment can: - Make decisions without perfect information - Stay calm under pressure - Balance mission, people, funding, and risk - Explain difficult trade-offs clearly - Listen without losing direction - Admit what they do not know - Build trust before asking for support - Work with the board without becoming defensive - Protect long-term impact over short-term approval These qualities are not always visible in a résumé. They must be assessed through deeper conversations, structured interviews, reference checks, and leadership evaluations. ![5 tips for nonprofit boards hiring in 2026 to assess leadership judgment, board partnership, and mission pressure](https://carrhure.com/wp-content/uploads/2026/06/BLOGS-IMAGES-a3.jpg)Infographic showing five practical tips for nonprofit boards to hire stronger leaders by assessing judgment, real experience, board partnership, and mission alignment.# **5 Tips for Nonprofit Boards Hiring in 2026** ## **1. Look Beyond the Polished Profile** Do not stop at the CV. A strong profile may show experience. However, it may not show how the candidate thinks. Boards should look for evidence behind the words. ### **Ask this question:** What decision are you most proud of, and what made it difficult? This question helps reveal how the candidate thinks about pressure, responsibility, and consequences. ## **2. Test Real Judgment, Not Perfect Answers** Prepared answers can sound impressive. Real judgment appears when a candidate explains trade-offs. Boards should listen to how the candidate handled difficult choices. Did they consider people? Did they consider mission impact? Did they consider risk? Did they communicate clearly? ### **Ask this question:** Tell us about a time you had to choose between two difficult options. This helps the board see whether the candidate can lead when there is no easy answer. ## **3. Listen for Specific Examples** Strong leaders speak from lived experience. Weak answers often stay general. If the candidate gives broad statements, ask for details. Boards should listen for: - Real context - Clear decisions - Stakeholder impact - Lessons learned - What changed after the decision ### **Ask this question:** What happened after you made that decision? This helps reveal whether the candidate understands consequences. ## **4. Assess Board Partnership** A nonprofit executive must work well with the board. They need to know when to inform, when to consult, when to challenge, and when to lead. This is important because many leadership problems begin with unclear board and executive relationships. A strong leader does not avoid the board. A strong leader builds trust with the board. ### **Ask this question:** How do you build trust with a board during difficult moments? This question helps reveal governance maturity. ## **5. Evaluate Mission Pressure** Nonprofit leaders often face pressure from many sides. Funders expect results. Teams need clarity. Communities need support. Boards need confidence. Partners need trust. The leader must protect the mission while making difficult choices. ### **Ask this question:** What would you do if funding changed but mission expectations stayed the same? This question helps reveal adaptability, discipline, and mission alignment. ## **A Quick Checklist for Nonprofit Boards** Before making a senior hire, nonprofit boards should ask: - Can this leader make decisions under pressure? - Can they explain their thinking clearly? - Can they work with the board without becoming defensive? - Can they build trust with staff, funders, and partners? - Can they protect the mission during uncertainty? - Can they admit what they do not know? - Can they adapt without losing direction? - Can they lead beyond the words on their profile? If the answer is unclear, the hiring risk is higher. ## **The Carrhure Perspective** At [CARRHURE EXECUTIVE SEARCH](http://www.carrhure.com "CARRHURE EXECUTIVE SEARCH"), we believe nonprofit executive hiring should go beyond credentials. The right leader must bring more than experience. They must bring: - Judgment - Trust - Mission alignment - Governance maturity - Stakeholder understanding - Long-term impact In the age of AI, profiles can be polished. However, judgment must be proven. That is why executive search today is not simply about identifying qualified candidates. It is about helping boards understand who can truly lead when conditions change. For mission-driven organizations, this matters deeply. The right leader protects the mission. The wrong leader can create cost, delay, and instability. ## **Why This Matters for Nonprofit Boards in 2026** Nonprofit organizations are operating in a more complex environment. Many boards are facing funding uncertainty, leadership transitions, talent competition, stakeholder pressure, and rising expectations for accountability. In this context, hiring based only on experience can be risky. Boards need leaders who can think across the whole organization. They need leaders who understand people, funding, governance, and mission. They need leaders who can make difficult decisions without losing trust. They need leaders who can bring stability when conditions are unstable. This is why judgment must become a core hiring priority. ## **FAQ: Nonprofit Boards and Leadership Judgment** ## **Why should nonprofit boards hire for judgment?** Nonprofit boards should hire for judgment because senior leaders often make decisions under pressure. Experience shows what someone has done, but judgment shows how they will lead when the mission is tested. ## **Is experience still important in nonprofit executive hiring?** Yes. Experience is still important. However, experience alone is not enough. Boards must also assess decision-making, adaptability, governance maturity, and mission alignment. Check our previous article on[ The Most Valuable Skills Right Now](https://carrhure.com/leadership-in-2026-the-most-valuable-skills-right-now/ " The Most Valuable Skills Right Now") ## **How can boards assess judgment during hiring?** Boards can assess judgment by asking candidates about real decisions, difficult trade-offs, mistakes, lessons learned, stakeholder impact, and how they handled pressure. ## **How does AI affect executive hiring?** AI can help candidates improve CVs, profiles, and interview preparation. However, AI cannot prove real leadership judgment. Boards must look beyond polished presentation and test lived experience. ## **What is the biggest hiring risk for nonprofit boards?** One of the biggest risks is confusing a polished candidate with a proven leader. A strong profile may look impressive, but boards must confirm how the candidate thinks, decides, and leads under pressure. ## **Final Thought** The best nonprofit leader in 2026 may not be the most polished candidate. It may not be the person with the most impressive profile. It may not be the most traditional choice. It is the leader who can think clearly, act wisely, and protect the mission when pressure rises. Experience matters. However, judgment decides the outcome. ## **Hire for Judgment Before the Mission Feels the Cost** [CARRHURE EXECUTIVE SEARCH](http://www.carrhure.com "CARRHURE EXECUTIVE SEARCH") partners with nonprofit and mission-driven organizations navigating leadership transitions, governance complexity, and high-stakes executive decisions. We help boards identify leaders who bring experience, judgment, trust, and long-term impact. If your organization is preparing for a senior leadership hire, contact Carrhure Executive Search today to discuss your next executive search. **Categories:** Blog --- ### [7 Hidden Governance Risks NGO's Must Fix Now](https://carrhure.com/7-hidden-governance-risks-ngos-must-fix-now/) **Published:** June 12, 2026 **Author:** Alissa Mae Calibuso **Content:** ## **The Leadership Risk No One Talks About Enough** Leadership risks in NGOs often begin quietly. One of the most overlooked risks is poor board and CEO alignment. The board wants stronger accountability. The CEO wants faster decisions. The team wants clear direction. Funders want proof of impact. Everyone cares about the mission. Still, something feels stuck. This is where board and CEO alignment in NGOs becomes a leadership risk. It does not always look like conflict. Often, it looks like polite meetings, delayed decisions, unclear priorities, and quiet frustration. Over time, the cost becomes visible. Trust weakens. Staff confidence drops. Decisions slow down. The mission loses momentum. For NGOs, board and CEO alignment is not a soft issue. It is a leadership risk that boards must address before it affects trust, funding, and mission delivery. ![Board and CEO alignment in NGOs during a strategic governance meeting with leaders reviewing decisions and organizational priorities](https://carrhure.com/wp-content/uploads/2026/06/BLOGS-IMAGES-b.jpg) NGO board members and executive leaders discussing governance, leadership alignment, and strategic decision-making.## What Is Board and CEO Alignment in NGOs? Board and CEO alignment in NGOs happens when both sides share clear expectations around mission, strategy, roles, communication, and decision-making. However, the gap appears when: - The board moves too deeply into operations - The CEO feels controlled instead of supported - Strategic decisions take too long - Board members give mixed direction - Staff receive unclear signals from leadership - The organization loses speed at a critical moment At first, these issues may look small. However, they can quietly affect funding confidence, staff morale, board trust, and mission delivery. Therefore, board and CEO alignment in NGOs must be treated as a leadership priority. ## [Why Board and CEO Alignment in NGOs Matters More in 2026](https://www.transproconsulting.com/2026/02/17/after-ceo-board-alignment-what-comes-next-for-executive-leadership/ "Why Board and CEO Alignment in NGOs Matters More in 2026") NGOs are operating in a more demanding environment. Funding is harder to predict. In addition, stakeholders expect measurable impact. Teams are stretched. Boards also face stronger pressure to govern with clarity. As a result, board and CEO alignment in NGOs matters more than ever. A CEO cannot lead well without board trust. At the same time, a board cannot govern well without clear insight from the CEO. Both sides need structure, honesty, and shared direction. When alignment is strong, the organization moves with confidence. However, when alignment is weak, even good strategies become hard to execute. ![7 critical board and CEO alignment risks NGOs must fix to improve governance, leadership trust, and organizational performance](https://carrhure.com/wp-content/uploads/2026/06/BLOGS-IMAGES-a.jpg)Infographic showing the seven most common board and CEO alignment risks in NGOs and how stronger governance improves leadership effectiveness.## 7 Critical Board and CEO Alignment Risks NGOs Must Fix Board and CEO alignment in NGOs can weaken when leadership risks are not addressed early. Therefore, boards and CEOs should pay close attention to these seven critical risks. ### 1. Unclear Decision Rights Many board and CEO challenges begin with unclear boundaries. For example, the board may believe it is protecting the mission. Meanwhile, the CEO may feel blocked from leading. The board may ask for more detail. However, the CEO may hear doubt. As a result, tension builds. To fix this, NGOs must define which decisions belong to the board, which belong to the CEO, and where collaboration is required. Ultimately, clear decision rights protect speed, trust, and accountability. ### 2. The Board Becomes Too Operational Boards are responsible for governance, oversight, mission protection, and strategic accountability. However, some boards move too deeply into operations. When this happens, the CEO may feel watched instead of supported. In addition, the organization risks losing strategic focus. Boards should stay close enough to understand the organization, while remaining disciplined enough to avoid managing daily execution. As a result, this strengthens board and CEO alignment in NGOs. ### 3. The CEO Feels Unsupported A CEO can carry significant pressure. They must lead the team, protect the mission, manage stakeholders, and deliver results. However, if the board only challenges and rarely supports, trust can weaken. Strong boards do more than supervise the CEO. Instead, they create the conditions for the CEO to lead well. That means clarity, honest feedback, timely decisions, and strategic support. ### 4. Communication Becomes Reactive Strong board and CEO alignment in NGOs requires consistent communication. However, this communication should not happen only during board meetings. It should also happen before pressure builds. For this reason, the CEO and board chair should have a regular communication rhythm. This helps prevent surprises, clarify priorities, and address issues early. When communication is weak, small concerns can become larger governance problems. ### 5. Strategy and Execution Become Disconnected The board may focus on long-term strategy. Meanwhile, the CEO may focus on immediate execution. Both perspectives are important. However, if these two perspectives are not connected, the organization can lose momentum. Therefore, the board and CEO must agree on mission priorities, funding direction, stakeholder expectations, and measures of success. Shared direction prevents confusion. In addition, it improves board and CEO alignment in NGOs. ### 6. Staff Receive Mixed Signals Staff often feel leadership misalignment before anyone names it. For example, they may ask: - Who is making the decision? - Why are priorities changing? - Are we still moving in the same direction? - Is leadership aligned? When staff receive mixed signals, confidence drops. In addition, morale, retention, and execution can suffer. For NGOs, this matters deeply because staff confidence directly affects mission delivery. ### 7. Executive Hiring Focuses Only on Credentials Executive search for NGOs should not focus only on experience. For a deeper look at the hidden risks behind nonprofit leadership decisions, read our related article: [**Nonprofit Boards: 5 Hidden Hiring Risks to Fix Now**.](https://carrhure.com/nonprofit-boards-5-hidden-hiring-risks-to-fix-now/ "Nonprofit Boards: 5 Hidden Hiring Risks to Fix Now.") Instead, it should also assess board partnership. The strongest candidate is not always the most impressive profile. Rather, it is the leader who can build trust, navigate complexity, and move the mission forward with the board. That means assessing: - Governance maturity - Emotional intelligence - Stakeholder trust - Strategic judgment - Mission alignment - Communication style A strong NGO leader must know when to inform, when to consult, when to challenge, and when to lead. Therefore, executive hiring plays a major role in board and CEO alignment in NGOs. ## Carrhure’s Perspective on Board and CEO Alignment in NGOs At [CARRHURE EXECUTIVE SEARCH](http://www.carrhure.com "CARRHURE EXECUTIVE SEARCH"), we believe the board and CEO relationship is one of the strongest predictors of executive success in NGOs. A capable CEO matters. A committed board matters. However, the real strength comes from how both work together. The real question is not only: Can this person do the job? Instead, the better question is: Can this leader work with the board to protect and advance the mission? For this reason, executive hiring in NGOs should assess more than credentials. It should also assess alignment, trust, governance maturity, and long-term impact. ![The Carrhure Alignment Framework for NGOs showing four areas to strengthen board and CEO alignment in NGOs](https://carrhure.com/wp-content/uploads/2026/06/ChatGPT-Image-Jun-12-2026-05_19_16-PM.png)Carrhure infographic showing four focus areas NGOs can use to improve board and CEO alignment, governance clarity, communication, and shared accountability.## The Carrhure Alignment Framework for NGOs To close the board and CEO alignment gap, NGOs should focus on four areas. ### 1. Role Clarity First, define which decisions belong to the board, which belong to the CEO, and where collaboration is needed. As a result, clear roles create confidence. ### 2. Strategic Alignment Next, agree on mission priorities, funding direction, stakeholder expectations, and measures of success. This way, shared direction prevents confusion. ### 3. Communication Rhythm Then, create regular, honest communication between the board chair and CEO. As a result, strong communication reduces surprises and builds trust. ### 4. Shared Accountability Finally, the board is accountable for governance. Meanwhile, the CEO is accountable for execution. Together, they are accountable for organizational health. ## How NGOs Can Improve Board and CEO Alignment NGOs can strengthen board and CEO alignment by taking five practical steps: - Reset expectations early - Define decision rights clearly - Strengthen the CEO and board chair relationship - Review alignment, not only performance - Hire leaders with governance maturity These steps matter especially during executive search. After all, the best NGO leader is not always the most impressive profile. Instead, it is the leader who can build trust, navigate complexity, and move the mission forward with the board. ## Key Takeaways on Board and CEO Alignment in NGOs - Board and CEO alignment in NGOs is a leadership risk - Misalignment can weaken trust, funding, staff confidence, and mission delivery - Clear decision rights reduce friction - Strong communication builds confidence - Executive hiring should assess board partnership, not only experience - Ultimately, NGOs close the gap through clarity, rhythm, trust, and shared accountability ## Frequently Asked Questions ### What is board and CEO alignment in NGOs? Board and CEO alignment in NGOs means the board and CEO share clear expectations around mission, strategy, roles, decisions, communication, and accountability. ### Why does board and CEO alignment in NGOs matter? Board and CEO alignment in NGOs matters because misalignment can slow decisions, weaken trust, confuse teams, and reduce the organization’s ability to deliver its mission. ### What causes board and CEO misalignment? Common causes include unclear roles, weak communication, different expectations, blurred governance boundaries, and lack of shared priorities. ### How can NGOs improve board and CEO alignment? NGOs can improve board and CEO alignment by clarifying roles, defining decision rights, creating regular communication rhythms, and assessing alignment during hiring and performance reviews. ### Why should executive hiring assess board partnership? Executive hiring should assess board partnership because NGO leaders must work effectively with the board to protect trust, strengthen governance, and move the mission forward. ## Final Thought on Board and CEO Alignment in NGOs The board and CEO relationship is one of the most important leadership systems inside any NGO. When it works, the organization gains clarity. It gains confidence. It also gains momentum. However, when it weakens, the mission feels the pressure. Strong board and CEO alignment in NGOs does more than improve relationships. Ultimately, it strengthens the mission. ## Build Stronger Board and CEO Alignment Before the Gap Becomes Costly CARRHURE EXECUTIVE SEARCH partners with NGOs and mission-driven organizations navigating leadership transitions, governance complexity, and high-stakes executive decisions. Through strategic executive search, we help boards identify leaders who bring capability, alignment, trust, and long-term impact. Contact [Carrhure Executive Search](http://www.carrhure.com "Carrhure Executive Search") today to discuss your next executive leadership search. **Categories:** Blog --- ### [The Powerful Leadership Hiring Strategy Organizations Need in 2026](https://carrhure.com/the-powerful-leadership-hiring-strategy-organizations-need-in-2026/) **Published:** May 18, 2026 **Author:** Alissa Mae Calibuso **Excerpt:** In 2026, leadership hiring is no longer about filling roles. Organizations need a stronger strategy to identify adaptable leaders who can navigate uncertainty, protect trust, and create long-term impact. **Content:** ## Hiring is no longer just about filling a position. In 2026, leadership hiring strategy has become a critical business decision for organizations navigating uncertainty and change. The organization had a vacancy. On paper, the next step looked simple. Define the role. Launch the search. Review candidates. Make the hire. But the board knew it was no longer that simple. The environment had changed. Budgets were shifting. Stakeholder expectations were rising. Teams needed clarity. The future was harder to predict. So the real question was no longer: “Who can fill this role?” The better question was: “Who can lead this organization through what comes next?” That is why organizations need a stronger leadership hiring strategy in 2026. Because hiring today is not only about capability. It is about adaptability, trust, judgment, and long-term resilience. ![Infographic showing why leadership hiring strategy matters in 2026, including economic uncertainty, funding pressure, workforce fatigue, and executive hiring risks](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-2-1.jpg)In 2026, leadership hiring is no longer just recruitment; it is a strategic decision that affects trust, funding, mission delivery, and long-term stability.## **Why Leadership Hiring Strategy Matters in 2026** Leadership hiring in 2026 is more complex because organizations are operating in unstable conditions. Today, many organizations face: - Economic uncertainty - Budget pressure - Funding shifts - Workforce fatigue - Faster decision cycles - Higher accountability from boards and stakeholders As a result, hiring decisions now carry more risk. A wrong hire can affect performance. However, the impact does not stop there. It can also affect trust, morale, funding, mission delivery, and long-term stability. Therefore, leadership hiring in 2026 is no longer just a recruitment task. It is a strategic decision. ![Infographic showing leadership hiring strategy in 2026 focused on adaptability, resilience, mission alignment, and decision-making under uncertainty](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-3-1.jpg)The strongest leadership hiring strategies in 2026 focus on adaptability, resilience, mission alignment, and leadership readiness.## **What Leadership Hiring Strategy Do Organizations Need in 2026?** Organizations need a leadership hiring strategy that focuses on adaptability, mission alignment, resilience, and decision-making under uncertainty. In other words, the goal is not only to find a qualified leader. It is to find a leader who can move the organization forward when conditions change. A strong hiring strategy should help organizations: - Clarify the real leadership challenge - Identify what may change in the next 12–24 months - Assess adaptability, not just experience - Evaluate emotional resilience and judgment - Hire leaders who can guide transformation, not only manage operations As a result, the best hiring strategy in 2026 is not built around perfect certainty. Instead, it is built around leadership readiness. ![Infographic explaining why traditional hiring models are no longer enough in 2026 and why organizations must hire adaptable leaders for evolving roles](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-4-1.jpg)Organizations in 2026 must hire leaders not only for today’s responsibilities, but for how roles may evolve in a changing environment.## **The Old Hiring Model Is No Longer Enough** Traditional hiring often begins with a job description. It usually asks: - What experience is required? - What responsibilities should be listed? - What qualifications should the candidate have? - What previous roles should they have held? These questions still matter. However, they are no longer enough. In a changing environment, job descriptions can become outdated quickly. For example, priorities shift. Budgets change. Stakeholders evolve. New challenges appear. As a result, organizations should not only hire for the role as it exists today. They must also hire for the role, as it may evolve tomorrow. ![Infographic showing the biggest leadership hiring mistake organizations make in 2026 by waiting for certainty instead of hiring adaptable leaders](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-5-1.jpg)In uncertain environments, organizations should not wait for perfect clarity—they should build leadership strength early.## **The Biggest Leadership Hiring Mistake Organizations Make** The biggest mistake is hiring for certainty in an uncertain environment. Many organizations wait for more data before making a leadership decision. They often want: - A clearer forecast - A stable budget - A finalized strategy - A predictable operating environment However, waiting for complete certainty can slow progress. In unstable times, the goal is not to remove uncertainty. Instead, the goal is to hire leaders who can navigate it. As a result, organizations that wait for perfect clarity may miss the chance to build leadership strength early. ![Infographic explaining how leadership hiring has changed in 2026, highlighting adaptability, alignment, communication, and leadership under uncertainty](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-6-1.jpg)Leadership hiring today is no longer based on experience alone. Organizations must assess adaptability, alignment, and the ability to lead through uncertainty.## **What Makes Leadership Hiring Different Now** Leadership hiring has changed because the role of leaders has changed. Today’s leaders must do more than manage teams. They must also guide organizations through uncertainty, pressure, and change. This means they need to: - Make decisions without perfect visibility - Build trust during change - Communicate clearly under pressure - Balance short-term action with long-term direction - Lead people through ambiguity Therefore, experience alone is no longer enough. A candidate may have an impressive background. However, if they cannot adapt, align, and lead through uncertainty, they may not be the right hire. ![Infographic showing the top leadership qualities organizations should prioritize in 2026, including adaptability, strategic judgment, emotional resilience, mission alignment, and stakeholder trust](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-7-1.jpg)In 2026, organizations must prioritize leaders who can adapt, make strategic decisions, build trust, and lead through uncertainty.## **The Leadership qualities organizations should prioritize** A powerful leadership hiring strategy in 2026 should evaluate qualities that are often missing from traditional job descriptions. ### **1. Adaptability** Can this leader adjust when conditions change? Can they respond without becoming reactive? Adaptability is critical because many organizations are no longer operating from fixed plans. They are adjusting in real time. ### **2. Strategic judgment** Can this leader make sound decisions when information is incomplete? Strong leaders do not wait for perfect data. They know how to assess risk, ask better questions, and move forward with clarity. ### **3. Emotional resilience** Can this leader stay steady under pressure? In uncertain environments, teams look to leaders for calm, direction, and confidence. A leader who loses stability can weaken the entire organization. ### **4. Mission alignment** Does this leader understand the organization’s purpose? For mission-driven organizations, leadership must connect strategy with impact. The right leader should not only perform the role. They should protect and advance the mission. ### **5. Stakeholder trust** Can this leader build confidence with boards, teams, donors, funders, and partners? Trust is a strategic asset. Without trust, even strong strategies become harder to execute. ## **Carrhure’s perspective** > **The strongest leadership hiring strategy is not about finding the perfect profile. It is about identifying the leader who can succeed in the real context of the organization.** At **CARRHURE EXECUTIVE SEARCH**, we partner with organizations facing complexity, urgency, and transition. We believe executive hiring should not be treated as a transactional process. Instead, it should be treated as a strategic advisory decision. This means helping organizations understand: - What leadership challenge are they really solving - What kind of leader will the future require - Which risks must be reduced before the hire is made - How to evaluate candidates beyond credentials For organizations working in biodiversity, agriculture, climate resilience, health, international development, and other mission-led sectors, leadership decisions carry long-term impact. Therefore, the right hire can strengthen trust, direction, and mission delivery. However, the wrong hire can slow everything down. [**Learn more about our Executive Search Services**](https://carrhure.com/expertise/) ![Infographic showing the Carrhure Leadership Hiring Framework for stronger leadership decisions in 2026 through adaptability, resilience, and mission alignment](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-8-1.jpg)A structured leadership hiring framework designed to help organizations make stronger, future-ready hiring decisions in uncertain environments.## **The Carrhure Leadership Hiring Framework** To make stronger hiring decisions in 2026, organizations should use a structured framework. ### **1. Clarify the real leadership need** Before launching the search, ask: - What problem must this leader solve? - Is this role about stability, growth, transformation, or recovery? - What will success look like in 12–24 months? A strong search begins with clarity. Without clarity, organizations risk hiring for the wrong problem. ### **2. Identify what may change** Organizations must not only define the current context. They must also identify what could shift. This includes: - Funding priorities - Governance expectations - Stakeholder needs - Market conditions - Organizational structure - Mission demands This helps avoid hiring someone who fits today but struggles tomorrow. ### **3. Recruit for adaptability** In stable times, organizations often recruit for an exact fit. In uncertain times, they must recruit for adaptability. This means looking for leaders who can: - Learn quickly - Adjust strategy - Lead through ambiguity - Build trust during transition - Make decisions without perfect information Adaptability is no longer optional. It is central to leadership success. ### **4. Assess resilience deeply** Resilience should not be assumed. It should be evaluated. Organizations should ask: - How has this candidate handled pressure before? - How do they communicate during uncertainty? - How do they respond to conflict? - Can they stay focused when priorities shift? The wrong leader may perform well in stability but struggle under pressure. The right leader remains clear when the environment becomes difficult. ### **5. Align the hire with the mission and future direction** A strong hire must fit both the mission and the future. That means asking: - Does this leader understand the organization’s purpose? - Can they translate mission into strategy? - Will they strengthen trust with stakeholders? - Can they lead the organization into its next chapter? The best leadership hiring strategy connects purpose, capability, and timing. ![Executive leadership team in strategic boardroom meeting discussing business performance, leadership decisions, and organizational direction in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-9.jpg)Modern leadership teams must make strategic decisions quickly while navigating uncertainty, performance pressure, and organizational change.## **Why Organizations Need Strategic Advisory, Not Just Recruitment** In 2026, organizations need more than a list of candidates. They need guidance. More importantly, they need a partner who can help them interpret leadership risk, challenge assumptions, and make better decisions. Strategic executive search should help organizations: - Understand the market - Define the role more accurately - Identify hidden leadership risks - Evaluate candidate adaptability - Protect the organization from misalignment As a result, executive search becomes more than recruitment. It becomes decision support. ## **How Leadership Hiring Affects Long-Term Stability** A leadership hire can shape an organization for years. The right leader can: - Improve decision-making - Strengthen team confidence - Build stakeholder trust - Support funding conversations - Advance the mission with clarity However, the wrong hire can create: - Confusion - Delays - Misalignment - Internal tension - Loss of momentum Therefore, leadership hiring should never be rushed or treated as an administrative task. It is one of the most important strategic decisions an organization can make. ## **What Boards and CEOs Should Ask Before Hiring** Before making a leadership hire, boards and CEOs should ask: - Are we hiring for today’s role or tomorrow’s reality? - What uncertainty must this leader be able to handle? - What leadership qualities are not written in the job description? - What would make this hire fail? - What kind of leader will strengthen trust and stability? These questions help organizations move beyond credentials. They also reveal whether the candidate can truly lead in context. ## **Key takeaways** - Leadership hiring in 2026 requires strategy, not just recruitment - Organizations must hire for adaptability, resilience, and judgment - Waiting for perfect certainty can delay important leadership decisions - Job descriptions are not enough in a changing environment - The right leader must fit the mission, the context, and the future - Executive search should function as a strategic advisory and decision support ## **Frequently Asked Questions** ### **[What is a leadership hiring strategy?](https://www.predictiveindex.com/blog/hiring-strategy/ "What is a leadership hiring strategy?")** A leadership hiring strategy is a structured approach to identifying, assessing, and selecting leaders who can meet the organization’s current and future needs. ### **[Why is leadership hiring harder in 2026?](https://www.linkedin.com/pulse/3-biggest-challenges-recruiting-leaders-really-facing-matt-staney-x7pfe/ "Why is leadership hiring harder in 2026?")** Leadership hiring is harder because organizations face uncertainty, faster change, funding pressure, workforce challenges, and higher stakeholder expectations. ### **[What should organizations look for in leaders today?](https://carrhure.com/modern-leadership-in-2026-the-new-leadership-reality-revealed/ "What should organizations look for in leaders today?")** Organizations should look for adaptability, strategic judgment, emotional resilience, mission alignment, and the ability to build stakeholder trust. ### **[Why is adaptability important in executive hiring?](https://recognizeapp.com/cms/articles/adaptability-in-the-workplace-defining-and-improving-this-key-skill "Why is adaptability important in executive hiring?")** Adaptability matters because leaders must make decisions and guide organizations even when conditions change or information is incomplete. ## **Final thought** The future will not wait until every data point is clear. Organizations still need to act. They still need to decide. They still need leaders who can move forward with judgment, clarity, and courage. That is why the most powerful leadership hiring strategy in 2026 is not about finding someone who fits a fixed environment. It is about finding someone who can lead when the environment changes. ## **Make stronger leadership hiring decisions in 2026** **[CARRHURE EXECUTIVE SEARCH](http://www.carrhure.com "CARRHURE EXECUTIVE SEARCH")** partners with organizations navigating uncertainty, complexity, and leadership transition. We help boards and leadership teams identify executive leaders who bring clarity, resilience, and long-term impact. **Contact Carrhure Executive Search today to discuss your leadership hiring strategy.** **Categories:** Blog --- ### [Nonprofit Boards: 5 Hidden Hiring Risks to Fix Now](https://carrhure.com/nonprofit-boards-5-hidden-hiring-risks-to-fix-now/) **Published:** May 10, 2026 **Author:** Alissa Mae Calibuso **Content:** ## **A leadership decision that reaches far beyond one role** The meeting did not begin with panic. It began with a question. The **nonprofit** board had reviewed the financial reports. The strategic plan was clear. The mission still mattered. But something felt uncertain. Funding conversations were harder. Teams were stretched. Stakeholders wanted more proof of impact. The organization needed stronger leadership, but the board hesitated. Then one board member asked: **“Are we hiring for the role we need today, or the organization we must become next?”** That question is where **nonprofit** executive hiring in 2026 begins. Because in today’s **nonprofit** environment, hiring an executive leader is no longer just a recruitment decision. It is a governance decision. It is a trust decision. It is a mission decision. ![Nonprofit board members discussing executive hiring strategy and leadership decisions during a high-stakes meeting in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOG-9.jpg)Nonprofit leaders and board members are reviewing strategy and discussing executive hiring priorities during a leadership meeting.## **[Why Nonprofit Executive Hiring is Changing in 2026](https://carrhure.com/whats-changing-in-executive-hiring-now-this-2026/ "Why nonprofit executive hiring is changing in 2026")** Nonprofit boards are operating in a more complex environment. Funding pressure, donor expectations, workforce challenges, digital transformation, and accountability demands are all shaping how nonprofit organizations make leadership decisions. Recent nonprofit sector outlooks point to financial pressure, staff burnout, digital transformation, and heightened accountability as major issues for nonprofit leaders in 2026. As a result, boards can no longer evaluate executive candidates only by experience, title, or sector reputation. They must ask deeper questions: - Can this leader protect trust? - Can they guide the organization through uncertainty? - Can they align people, funding, and mission? - Can they lead in complexity without losing focus? The wrong hire not only affects internal operations. It can affect the organization’s credibility, donor confidence, team stability, and long-term mission delivery. ![Nonprofit board members discussing executive hiring decisions and leadership strategy during a governance meeting in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-7.jpg)Nonprofit board leaders discussing executive hiring priorities, governance, and organizational strategy during a leadership meeting.## **Why must Nonprofit Boards Rethink Executive Hiring in 2026?** Nonprofit boards must rethink executive hiring because leadership decisions now carry greater strategic risk. A wrong executive hire can impact: - Mission delivery - Stakeholder trust - Donor confidence - Internal alignment - Long-term sustainability **In 2026, nonprofit executive hiring is not about filling a vacancy. It is about protecting the mission’s future.** ![Nonprofit board executives reviewing leadership strategy and executive hiring decisions during a high-stakes governance meeting in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-6.jpg)Nonprofit board leaders are discussing executive hiring strategy, governance priorities, and organizational performance during a leadership meeting.## **The Real Boardroom Challenge: hiring under pressure** Many nonprofit boards begin executive search when pressure is already visible. A CEO announces departure. A leadership gap becomes urgent. Funding becomes unstable. Team morale declines. Strategic execution slows. At that point, the board may feel forced to move fast. However, speed without clarity creates risk. When boards hire under pressure, they may: - Compress evaluation timelines - Overvalue familiar profiles - Focus too heavily on experience - Underestimate cultural and mission alignment - Miss early signs of leadership mismatch This is where executive hiring becomes dangerous. Not because boards lack good intentions. But because urgency can weaken judgment. ![Nonprofit executive hiring agreement between board leadership and executive candidate during a strategic hiring process in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-8.jpg)A nonprofit organization is finalizing an executive hiring decision during a leadership recruitment process.## **Why the wrong executive hire costs nonprofits more** An incorrect executive hire is costly for any organization. But in the nonprofit sector, the impact can be deeper. Nonprofits depend on trust. They depend on relationships. They depend on mission belief. When leadership is misaligned, the cost is not only financial. It becomes organizational. ![Nonprofit board leaders reviewing organizational performance and executive hiring strategy during a high-stakes leadership meeting in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-5.jpg)Nonprofit board executives analyzing organizational performance and discussing executive hiring decisions during a governance meeting.## **1. Trust becomes harder to protect** Trust is one of the most valuable assets a nonprofit has. Boards must protect trust with donors, staff, partners, communities, and beneficiaries. When an executive leader is misaligned, stakeholders notice. They may see: - Unclear direction - Delayed decisions - Weak communication - Inconsistent priorities - Lower confidence in leadership For nonprofits, trust is not decorative. It is operational. Without trust, funding conversations become harder. Partnerships weaken. Internal confidence declines. In 2026, donors and partners are increasingly looking for measurable outcomes, transparency, and resilience from nonprofit organizations. That means board hiring decisions must reflect more than leadership credentials. They must reflect leadership credibility. ![Nonprofit board members discussing executive hiring challenges and organizational leadership strategy during a critical meeting in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-4.jpg)Nonprofit leaders reviewing reports and discussing executive hiring decisions during a strategic board meeting.## **2. Funding can become more vulnerable** Nonprofit leaders do not only manage teams. They carry the confidence of funders, grantors, donors, and partners. A strong executive leader can strengthen funding relationships. However, a wrong hire can create uncertainty. That uncertainty can show up in: - Donor hesitation - Lower confidence from major funders - Weaker grant positioning - Slower fundraising momentum - Reduced belief in organizational direction In a funding environment where selectivity and accountability are increasing, leadership quality becomes part of the funding case. For boards, this means executive hiring is also a sustainability decision. ![Nonprofit board leaders evaluating executive hiring risks and organizational strategy during a leadership meeting in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-11.jpg)Nonprofit board members reviewing reports, leadership risks, and executive hiring decisions during a strategic planning meeting.## **3. Mission delivery can slow down** A nonprofit’s mission depends on execution. Even the strongest mission can lose momentum if leadership is unclear. When the wrong executive is hired, teams may experience: - Conflicting priorities - Slower decisions - Reduced accountability - Internal confusion - Program delays As a result, mission delivery suffers. This is important because nonprofit boards are not only responsible for oversight. They are responsible for ensuring the organization can deliver impact. ![Staff confidence can weaken when nonprofit executive leadership is misaligned during executive hiring decisions in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-3.jpg)An infographic showing how leadership misalignment impacts staff confidence, morale, retention, and organizational stability in nonprofit organizations.## **4. Staff confidence can weaken** Teams look to executive leaders for clarity. When leadership is misaligned, staff often feel it before the board sees it. They may begin asking: - Where are we going? - Who is making the decision? - Why are priorities changing? - Is this organization still stable? These questions affect morale. They also affect retention. Workforce strain and burnout remain important nonprofit concerns in 2026, making leadership stability even more important. For HR leaders and boards, this matters deeply. The right executive leader can stabilize people. The wrong one can accelerate disengagement. ![Long-term nonprofit stability becomes harder to rebuild after the wrong executive hiring decision in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-2.jpg)An infographic showing how delayed executive hiring decisions can weaken stability, trust, and organizational resilience in nonprofit organizations.## **5. Long-term stability becomes harder to rebuild** A wrong hire rarely causes damage all at once. It usually happens gradually. First, decisions slow. Then the alignment weakens. Then trust declines. Then the board realizes the issue is bigger than performance. It is direction. By then, recovery becomes more difficult. This is why boards must treat executive hiring as risk management, not just recruitment. ## **Carrhure’s perspective on nonprofit executive hiring** > **The right nonprofit executive hire is not simply the most experienced candidate. It is the leader most aligned with the mission, the moment, and the future.** At **CARRHURE EXECUTIVE SEARCH**, we work with purpose-driven organizations when the stakes are high. We understand that nonprofit leadership requires more than operational capability. It requires: - Mission alignment - Stakeholder trust - Strategic judgment - Cultural intelligence - Resilience under pressure For organizations working in biodiversity, agriculture, climate resilience, health, and international development, the leadership decision is often bigger than one role. It affects the mission’s ability to move forward. Learn more about our [**Executive Search Services**.](https://carrhure.com/expertise/ "Executive Search Services.") ![Nonprofit executive hiring infographic showing board leaders making stronger leadership decisions for mission-driven organizations](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-12.jpg)Carrhure infographic showing how nonprofit boards can make stronger executive hiring decisions through mission alignment, context fit, resilience, and board partnership.## **The Carrhure Board Framework: Rethinking Executive Hiring** To make stronger executive hiring decisions in 2026, nonprofit boards should evaluate candidates across four dimensions. ## **1. Mission Alignment** Boards should ask: - Does this leader deeply understand the mission? - Can they represent the mission with credibility? - Will they protect the organization’s purpose under pressure? Mission alignment is not about passion alone. It is about judgment. A leader must understand how to turn purpose into action. ## **2. Context Fit** A strong leader in one environment may not succeed in another. That is why context matters. Boards should evaluate: - Sector complexity - Funding environment - Governance structure - Stakeholder expectations - Organizational maturity A leader who succeeds in a large institution may struggle in a smaller nonprofit. Likewise, a leader from the private sector may bring valuable skills, but only if they understand nonprofit complexity. ## **3. Leadership Resilience** Nonprofit leaders often operate under pressure. They must handle uncertainty, limited resources, team strain, and stakeholder expectations. Boards should ask: - Can this leader stay clear under pressure? - Can they make decisions without perfect information? - Can they maintain trust during difficult moments? In 2026, resilience is not optional. It is a core leadership requirement. ## **4. Board Partnership** The relationship with the executive board can determine whether leadership succeeds. Boards should ask: - Can this leader work transparently with governance bodies? - Will they challenge the board constructively? - Can they build trust without avoiding accountability? The strongest nonprofit executives do not work around the board. They work with the board. ## **Why traditional executive hiring criteria are no longer enough** Traditional hiring often focuses on: - Years of experience - Previous titles - Similar organizational background - Known networks These still matter. However, there are not enough. Nonprofit boards must also evaluate: - Adaptability - Decision-making under uncertainty - Mission credibility - Emotional intelligence - Ability to lead across stakeholders As explored in our article on **modern leadership in 2026**, today’s leaders must operate with greater contextual intelligence, emotional awareness, and decision-making precision. Understanding this shift helps boards hire for the future, not just the past. ## **What nonprofit boards should ask before hiring an executive** Before launching an executive search, boards should ask: - What leadership challenge are we really trying to solve? - Are we hiring for stability, growth, or transformation? - What will this role need to deliver in the next 12–24 months? - What risks would a wrong hire create? - What kind of leader will strengthen trust with staff, funders, and stakeholders? These questions shift the conversation. Instead of asking, **“Who is available?”** Boards begin asking, **“Who is aligned?”** That difference matters. ## **The hidden mistake boards must avoid** The biggest mistake is not taking the time to hire carefully. The biggest mistake is using the wrong criteria. A polished résumé can hide misalignment. A familiar profile can create false confidence. A fast process can feel efficient but miss bigger risks. In nonprofit executive hiring, the goal is not simply to find someone qualified. The goal is to find someone trusted, aligned, and prepared for the organization’s next chapter. ## **Key takeaways for nonprofit boards** - Nonprofit executive hiring in 2026 is a governance decision - The wrong executive hire affects trust, funding, mission delivery, and stability - Boards must evaluate alignment, not just experience - Leadership resilience is critical in uncertain environments - Strong executive hiring begins before urgency becomes pressure - The best nonprofit leaders align mission, strategy, people, and trust ## **Frequently Asked Questions** ### **Why is nonprofit executive hiring more important in 2026?** Nonprofit executive hiring is more important because boards face greater pressure around funding, accountability, workforce stability, and mission delivery. ### **What should nonprofit boards look for in an executive leader?** Boards should look for mission alignment, context fit, leadership resilience, stakeholder credibility, and the ability to work effectively with governance bodies. ### **What is the biggest risk in nonprofit executive hiring?** The biggest risk is hiring a leader who looks qualified but is misaligned with the organization’s mission, culture, timing, and future needs. ### **How can nonprofit boards improve executive hiring decisions?** Boards can improve decision-making by clearly defining the leadership challenge, evaluating candidates beyond credentials, and using a structured search process focused on alignment. ![Nonprofit executive leader presenting strategic direction to board members during a leadership meeting in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-13.jpg)A nonprofit executive leader presenting organizational strategy and leadership priorities to board members during a high-level governance discussion.## **Final thought** Nonprofit boards carry a responsibility that goes beyond oversight. They protect the mission’s future. That is why executive hiring cannot be treated as an administrative process. It must be treated as one of the board’s most important strategic decisions. Because when the wrong leader is hired, the cost reaches far beyond the role. But when the right leader is chosen, the organization gains more than leadership. It gains clarity. It gains confidence. It gains momentum. ## **Make the right leadership decision when the stakes are high** **CARRHURE EXECUTIVE SEARCH** partners with purpose-driven organizations navigating leadership transitions, complexity, and high-stakes decisions. We help nonprofit boards and leadership teams identify executives who align with mission, strategy, culture, and long-term impact. 👉 **Contact [Carrhure Executive Search](http://www.carrhure.com "Carrhure Executive Search") today to discuss your executive hiring needs.** **Categories:** Blog --- ### [Right Time to Hire an Executive Leader Now](https://carrhure.com/right-time-to-hire-an-executive-leader-now/) **Published:** May 4, 2026 **Author:** Alissa Mae Calibuso **Excerpt:** Most organizations miss the right time to hire an executive leader not because they lack awareness, but because they hesitate. Learn how to identify early signals, avoid costly delays, and make the right hire before it’s too late. **Content:** ### **The decision isn’t late, it’s already too late** By the time most organizations ask: **“Should we hire now?”** They are already behind. The signs were there earlier. Executive decisions slowed. Alignment weakened. Teams began waiting instead of acting. But the organization didn’t act. Not because they didn’t see the problem. But because they misread the timing. ## **Executive Hiring Timing: Why It Gets Misinterpreted** The issue is not awareness. It is an interpretation. Many organizations: - Wait for certainty before acting - Delay executive hiring to reduce perceived risk - Focus on short-term cost instead of long-term impact However, the right time to make the right hire rarely feels comfortable ## **The Real Executive Hiring Risk: Hesitation** In executive hiring, hesitation creates a false sense of control. At first, it feels logical: - Risk seems reduced - Flexibility appears preserved - Better conditions seem possible However, the reality is different. Leadership gaps expand. Decision quality declines. Opportunities disappear. ## **The Cost of Delayed Executive Hiring Decisions** Organizations often wait until pressure becomes unavoidable. At that point: - Hiring becomes rushed - Evaluation is compressed - Alignment is compromised As a result, the risk of a wrong executive hire increases significantly. ![Executive hiring decision meeting reviewing candidate profile showing the right time to hire an executive leader](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-c3.jpg)Senior executives reviewing a candidate profile during a strategic hiring discussion, highlighting the importance of timing in executive hiring## **Recognizing the Right Time to Hire an Executive Leader** The right hiring moment is rarely obvious. Instead, it appears through early signals: - Strategy is clear, but execution slows - Growth opportunities exist, but leadership capacity is limited - Complexity increases, but capability remains unchanged These are early indicators, not urgent crises. As leadership expectations continue to evolve, timing alone is not the only factor organizations must consider. In fact, the definition of effective leadership itself is changing. As explored in our article on **[modern leadership in 2026](https://carrhure.com/modern-leadership-in-2026-the-new-leadership-reality-revealed/)**, today’s executives are expected to operate with greater contextual intelligence, emotional awareness, and decision-making precision in increasingly complex environments. Understanding these shifts is essential when determining not just *when* to hire but *who* to hire. ![Executive hiring strategy meeting using data analytics and global insights to decide the right time to hire an executive leader](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-c2.jpg)Senior executives analyzing global data and leadership performance to make strategic executive hiring decisions## **How Leadership Trends in 2026 Impact Executive Hiring** As leadership expectations evolve, timing alone is not enough. The definition of effective leadership is changing. As explored in our article on **modern leadership in 2026**, today’s executives must demonstrate: - Contextual intelligence - Emotional awareness - Precision in decision-making Understanding these shifts helps organizations determine not just *when to hire*, but *who to hire*. ## **The Carrhure Insight: Executive Hiring Timing as a Strategy** Most organizations treat executive hiring as a reaction. However, timing should be a strategic signal. ### Reactive hiring: - Happens under pressure - Leads to rushed decisions - Often results in poor alignment ### Strategic hiring: - Happens early - Allows thoughtful evaluation - Aligns leadership with future direction ![Executive hiring decision meeting reviewing candidate profile to determine the right time to hire an executive leader](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-c1.jpg)Senior executives carefully reviewing a candidate profile during a high-stakes executive hiring decision## **The Hidden Executive Hiring Risk Leaders Overlook** The biggest risk is not hiring too early. It is a normalizing delay. At first, the delay feels harmless. Over time, it becomes structural and much harder to correct. ## **Rethinking the Right Time to Hire an Executive Leader** Instead of asking: **“Is now the right time?”** Ask better questions: - What signals are we ignoring? - What is the real cost of waiting? - Are we reacting or anticipating? ## **Key Takeaways on Executive Hiring Timing** - Most organizations miss the right hiring moment due to hesitation - The right time rarely feels certain - Delayed hiring increases long-term risk - Strategic hiring happens before urgency appears - Executive hiring timing is a competitive advantage ## **Frequently Asked Questions** ### **Why do companies delay executive hiring?** Uncertainty creates hesitation and a desire to reduce perceived risk. ### **What is the biggest mistake in executive hiring timing?** Waiting until pressure forces a decision instead of acting early. ### **How can organizations improve executive hiring timing?** By identifying early leadership gaps and acting before they escalate. ## **Final Thought on Executive Hiring Timing** The right time to hire is not when the problem becomes visible. It is when the first signals appear. Organizations that act early do more than hire better. They lead better. ## **Make the right leadership decision before it’s urgent** CARRHURE EXECUTIVE SEARCH partners with organizations navigating complexity, transition, and high-stakes decisions. We help you act early, hire right, and lead with confidence. **Contact [Carrhure Executive Search](http://www.carrhure.com "Carrhure Executive Search") today to discuss your executive hiring strategy** **Categories:** Blog --- ### [Leadership in 2026: The Most Valuable Skills Right Now](https://carrhure.com/leadership-in-2026-the-most-valuable-skills-right-now/) **Published:** April 25, 2026 **Author:** Alissa Mae Calibuso **Content:** ## Introduction Leadership skills in 2026 are changing faster than most organizations expect. In today’s environment, technical expertise is no longer enough. Instead, leaders must operate across complexity, uncertainty, and constant change. As a result, the skills that once defined leadership are no longer sufficient. The question is no longer “What do leaders know?” It is “How do leaders think, adapt, and act?” ![Executive leadership team in a boardroom discussing hiring decisions and reviewing financial performance during a strategic meeting](https://carrhure.com/wp-content/uploads/2026/04/meeting-of-shareholders-2025-12-31-02-22-04-utc.jpg)Senior executives and board members aligned around a strategic discussion on hiring decisions and organizational performance## Why Leadership Skills Are Changing Organizations today operate in more complex environments. Economic pressure is rising. Stakeholder expectations are higher. Decision-making cycles are faster. Because of this, leadership is no longer about control. Instead, it is about: - Adaptability - Influence - Strategic thinking *| Leadership in 2026 is defined by how leaders respond to complexity, not avoid it.* ## The Most Valuable Leadership Skills in 2026 The following skills are becoming essential for modern leaders. ### 1. [Adaptability in Uncertainty](https://hbr.org/2026/02/to-lead-through-uncertainty-unlearn-your-assumptions) The ability to adapt is now critical. Leaders must make decisions without having all the answers. They must also adjust quickly as situations change. As a result, rigid leadership styles are no longer effective. *| Leaders who adapt faster create stronger outcomes.* ### 2. [Contextual Intelligence](https://www.regent.edu/journal/regent-global-business-review/contextual-intelligence/) Context matters more than ever. Leaders must understand: - Organizational dynamics - Stakeholder expectations - External pressures Because of this, decisions cannot be made in isolation. *| The best leaders read the environment and respond with precision.* ### 3. [Emotional Intelligence](https://online.hbs.edu/blog/post/emotional-intelligence-in-leadership) Emotional intelligence is now a core leadership skill. Leaders must: - Build trust quickly - Communicate clearly - Manage pressure effectively In modern organizations, influence matters more than authority. Therefore, emotional intelligence drives performance. ### 4. [Strategic Thinking](https://hbr.org/2013/01/strategic-leadership-the-esssential-skills) Leaders must think beyond daily operations. They must connect: - Short-term actions - Long-term goals However, strategy is not just planning. It is the ability to make the right decisions at the right time. *| Strategic thinking defines leadership impact.* ### 5. [Decision-Making Under Pressure](https://auroratrainingadvantage.com/leadership/key-term/decision-making-under-pressure/) Leaders today face constant pressure. They must decide quickly, often with limited information. Because of this, decision-making becomes a key differentiator. *| Clarity under pressure is a critical leadership advantage.* ### 6. [Cross-Functional Leadership](https://ccaps.umn.edu/story/how-cross-functional-collaboration-drives-success) Leadership is no longer limited to one function. Instead, leaders must operate across teams, systems, and stakeholders. They must connect: - Departments - Regions - Objectives *| Leaders who break silos create stronger organizations.* ![Executive team discussing hiring strategy and reviewing performance data during a leadership meeting](https://carrhure.com/wp-content/uploads/2026/04/ChatGPT-Image-Jan-27-2026-03_35_27-PM.png)Leadership team collaborating on executive hiring decisions and analyzing business performance data## What This Means for Organizations Organizations must rethink how they evaluate leaders. Experience alone is no longer enough. Instead, they must assess: - Adaptability - Alignment - Decision-making capability Because hiring based on experience alone increases risk. *| Future performance depends on present capability, not past titles.* ## The Carrhure Perspective At **Carrhure Executive Search**, we see this shift across industries. The most successful leaders today are not just experienced. They are: - Adaptive - Context-aware - Human-centered We help organizations identify leaders who can operate in complexity and deliver results. Learn more about Carrhure [Executive Search Services](https://carrhure.com/expertise/) ## Key Leadership Insights - Leadership skills in 2026 go beyond expertise - Adaptability is a core leadership capability - Emotional intelligence drives influence and trust - Contextual awareness improves decision-making - Strategic thinking defines long-term success ## Frequently Asked Questions ### What are the most important leadership skills in 2026? The most important leadership skills in 2026 include adaptability, emotional intelligence, contextual awareness, and decision-making under pressure. ### Why are leadership skills changing? Leadership skills are changing due to increased complexity, faster decision cycles, and higher expectations from stakeholders. ### How can leaders stay relevant in 2026? Leaders must develop adaptability, improve self-awareness, and learn to operate effectively in uncertain environments. Leadership in 2026 is not defined by expertise alone. It is defined by the ability to adapt, think strategically, and lead through uncertainty. *| The leaders who succeed are those who evolve with the environment, not resist it.* ![Executive leadership team collaborating in a boardroom discussing hiring decisions and reviewing business strategy](https://carrhure.com/wp-content/uploads/2026/04/business-man-discuss-with-his-team-about-the-proje-2026-01-08-22-49-18-utc.jpg)Board members and executives collaborating on strategic hiring decisions in a professional meeting environment## Make the Right Leadership Decision Carrhure Executive Search partners with organizations navigating complexity and transformation. We deliver leadership solutions with clarity, speed, and precision. **Contact [Carrhure ](http://www.carrhure.com)today to discuss your leadership strategy.** **Categories:** Blog --- ### [Modern Leadership in 2026: The New Leadership Reality Revealed](https://carrhure.com/modern-leadership-in-2026-the-new-leadership-reality-revealed/) **Published:** April 20, 2026 **Author:** Auree de Carbon **Excerpt:** Executive search reveals a major shift in modern leadership in 2026. Learn how adaptability, contextual intelligence, and influence define today’s most effective leaders. **Content:** # Introduction Modern leadership in 2026 is evolving faster than most executives realize. In executive search, you don’t just observe careers, you identify patterns. **Across industries and geographies, one shift is clear.** Modern Leadership today is no longer defined by expertise alone. Instead, it is defined by the ability to operate in complex and uncertain environments. ## From Expertise to Orchestration Historically, leaders were selected for deep expertise. They owned a function or domain. However, modern leadership in 2026 requires something different. Today, leaders must orchestrate across systems. **In other words, they connect people, strategy, and execution.** They connect: - Strategy to execution - Headquarters to field realities - Public and private ecosystems As a result, organizations are shifting their expectations. They are no longer asking, “What does this leader know?” Instead, they ask: **Can this leader align people and drive outcomes?** ## The Rise of Contextual Intelligence Another defining trait of modern leadership is contextual intelligence. This means the ability to: - Read complex environments - Understand power dynamics - Adapt quickly This capability is especially critical in: - Global organizations - Transformation-driven environments - Multi-stakeholder systems Because of this, the most effective leaders are not always the most technical. **Instead, they are the ones who understand context and act with precision.** ## Emotional Intelligence Is Now Core Emotional intelligence is no longer optional. In fact, it is now a core requirement in modern leadership. In executive search, organizations increasingly assess: - Self-awareness - Stakeholder sensitivity - Decision-making under pressure - Ability to build trust quickly Why does this matter? | *Because leadership today is less about control, instead* *it**‘s about influence.* As a result, influence has become the most important leadership skill. ![Executive leadership team reviewing strategy and financial reports in a boardroom during economic uncertainty](https://carrhure.com/wp-content/uploads/2026/04/BLOGS-IMAGES-2-3rd.jpg)Executive leaders analyzing strategy and financial performance during a critical decision-making meeting## Career Paths Are Becoming Strategic Career paths are also changing. In the past, linear careers were the standard. However, today, non-linear careers are often an advantage. Executives with experience across: - Multiple sectors - Different geographies - Public and private environments tend to demonstrate stronger adaptability. However, diversity alone is not enough. **What matters most is clarity.** The strongest leaders can explain their journey. They connect each move to their leadership identity. ## Speed vs Precision in Leadership Decisions Organizations today operate under pressure. As a result, decisions are happening faster. However, speed without precision creates risk. [When to Decide Fast and When to Slow Down](https://www.lonerock.io/insights-articles/when-to-decide-fast-and-when-to-slow-down) *| Speed without strategy is costly.* Because of this, executive search is evolving. It is no longer just a transactional process. Instead, it is a strategic advisory function. It combines: - Deep market intelligence - Structured assessment - Real-time visibility of talent Today, precision is not optional; it is expected. ![Modern leadership, Executive team meeting discussing strategy and leadership decisions in a professional boardroom setting](https://carrhure.com/wp-content/uploads/2026/04/1-3rd-Blog.jpg)Effective leadership today is shaped through collaboration, strategic dialogue, and shared decision-making.## What This Means for Leaders For executives considering their next move, the message is clear. Modern leadership in 2026 requires a different mindset. To stay relevant: - Think beyond your function - Develop cross-functional capability - Invest in self-awareness - Build a strong leadership narrative - Stay comfortable in uncertainty Because the most valuable leaders today are not the most specialized. **[They are the most adaptable.](https://community.thriveglobal.com/in-leadership-it-is-the-most-adaptable-to-change-that-survives/)** ## The Carrhure Perspective | *The best leaders today are not those with the most traditional paths but those with the most relevant experience for the organization’s future.* Executive search provides a unique perspective on leadership evolution. It reveals not only what organizations want, but also where they are heading. And increasingly, organizations are looking for leaders who are: - Contextual - Adaptive - Human At Carrhure Executive Search, we partner with organizations navigating complexity and transformation. **Learn more about our Executive Search Services:** [Carrhure Expertise](https://carrhure.com/expertise/) ## Key Leadership Insights - Modern leadership in 2026 is defined by adaptability - Contextual intelligence is now essential - Emotional intelligence drives trust and influence - Non-linear careers create stronger leaders - Precision matters more than speed ## Frequently Asked Questions **What defines modern leadership today?** Modern leadership is defined by adaptability, emotional intelligence, and the ability to operate in complex environments. **Why is emotional intelligence important in leadership?** Because leadership today depends on trust, influence, and stakeholder alignment. **What makes leaders effective in uncertain environments?** Leaders who understand context and adapt quickly perform better. ## Final Thought Modern leadership in 2026 is not about what you know. It is about how you think, adapt, and lead through complexity. And in today’s environment: **That is what truly sets leaders apart.** # **Make the right leadership decision when it matters most** **CARRHURE EXECUTIVE SEARCH** partners with organizations navigating change, complexity, and transformation. **Contact [Carrhure ](http://www.carrhure.com)to discuss your leadership needs** **Categories:** Blog --- ### [What’s Changing in Executive Hiring Now this 2026](https://carrhure.com/whats-changing-in-executive-hiring-now-this-2026/) **Published:** April 13, 2026 **Author:** Alissa Mae Calibuso **Content:** ## When uncertainty rises, leadership decisions become defining moments in Executive Search. The boardroom was quiet. Budgets were tightening. Forecasts were uncertain. Every decision carried more weight than before. And then the question came: **“Should we hire now, or wait?”** It’s a question many organizations are asking in 2026. However, what seems like a financial decision is, in reality, something much bigger. **It is a leadership decision.** ![Executive leadership team in boardroom meeting discussing strategic decisions during uncertain business environment](https://carrhure.com/wp-content/uploads/2026/04/BLOGS-IMAGES-5.jpg)In uncertain times, leadership decisions are often made under pressure, where alignment, strategy, and clarity become critical.## Should companies hire or pause executive hiring in a slowing economy? In a slowing economy, organizations should not default to hiring or freezing decisions. Instead, they must evaluate: - The urgency of leadership gaps - The impact of delayed decisions - The alignment between leadership needs and strategy **Because delaying the wrong hire can be smart, but delaying the right hire can be costly.** ![Business concept showing cost risk and flexibility in decision making during uncertain economic conditions](https://carrhure.com/wp-content/uploads/2026/04/BLOGS-IMAGES-7.jpg)Balancing cost, risk, and flexibility is critical when making strategic decisions in uncertain environments.## **The hidden tension behind the decision** At first glance, holding off on hiring feels like the safe option. After all: - Costs are reduced - Risk appears controlled - Flexibility is preserved However, this creates a hidden risk. > *| In uncertain times, inaction can be just as costly as the wrong action.* For many organizations, the real issue is not whether to hire. **It is whether they can afford not to.** ## **What happens when organizations choose to “hold.”** When leadership hiring is delayed, the effects are often gradual but significant. ![Short term and long term impact of delaying leadership decisions including pressure slower decision making and strategic delays](https://carrhure.com/wp-content/uploads/2026/04/BLOGS-IMAGES-9.jpg)Delaying leadership decisions creates short-term pressure and long-term strategic setbacks for organizations.As a result, what begins as caution can turn into stagnation. ## What happens when organizations choose to “hire.” ![Business leader guiding team after strategic hiring decision creating direction confidence and execution momentum](https://carrhure.com/wp-content/uploads/2026/04/BLOGS-IMAGES-10.jpg)The right leadership hire brings clarity, confidence, and momentum during uncertain times.Hiring during uncertainty is often perceived as risky. However, the right hire can create: - Clarity in direction - Confidence across teams - Momentum in execution In many cases, the right leader becomes the stabilizing force the organization needs. **Therefore, hiring is not the risk; the wrong hire is.** As explored in our previous article [**Executive Hiring Is More Critical and Risky in 2026**,](https://carrhure.com/executive-hiring-is-more-critical-and-risky-in-2026/) most leadership failures are not due to lack of experience, but lack of alignment. ## **Why executive hiring is more complex in 2026** - Economic and funding uncertainty - Increased scrutiny from stakeholders and boards - Higher expectations for leadership performance - Limited tolerance for mistakes As a result, organizations must make more precise decisions under greater pressure. ## **Carrhure’s perspective** *| When organizations face uncertainty, the question is not whether to hire; it is whether they can afford leadership gaps.* At **CARRHURE EXECUTIVE SEARCH**, we partner with organizations when the stakes are high. We step in when urgency meets complexity, bringing clarity, precision, and speed to executive hiring decisions. **Learn more about our [Executive Search Services.](https://carrhure.com/expertise/)** # **The Carrhure Decision Framework: Hire or Hold** To make the right decision, organizations should evaluate three key dimensions: ![Decision framework for leadership strategy showing impact of delay risk of misalignment and strategic timing in executive decision making](https://carrhure.com/wp-content/uploads/2026/04/BLOGS-IMAGES-8-1.jpg)A structured framework helps organizations decide whether to hire or hold by evaluating timing, risk, and strategic impact.## If the cost of delay is higher than the cost of risk, the decision becomes clear. In executive search, the real danger is not always making the wrong move, sometimes it is waiting too long to make one. As leadership vacancies drag on, organizations lose momentum, overburden internal teams, and give competitors time to pull ahead. When the cost of delay becomes greater than the cost of measured risk, the decision becomes clear. [It’s Time to Streamline the Hiring Process.](https://hbr.org/2022/07/its-time-to-streamline-the-hiring-process?utm_source=chatgpt.com) ## Before deciding, ask: - Are we avoiding risk or avoiding responsibility? - What will this decision cost us in 6–12 months? - Are we optimizing for short-term savings or long-term success? ## **Key takeaways** - Hiring freezes can create hidden organizational risks. - Delaying leadership decisions may slow strategic progress. - The right executive hire can stabilize uncertainty. - Executive hiring decisions must balance risk and timing. - Leadership alignment matters more than speed. --- # **Frequently Asked Questions** ## **Should companies stop hiring executives during a recession?** Not necessarily. In many cases, leadership is more critical during uncertainty, especially when organizations need direction and stability. ## **Is it better to delay hiring or risk a wrong hire?** Both carry risks. However, the decision should depend on the impact of the delay versus the importance of the role. ## **When is the right time to hire an executive?** When leadership gaps begin to affect strategy, performance, or organizational alignment. ![Senior executive looking over city skyline reflecting on strategic leadership decisions and timing in uncertain business environment](https://carrhure.com/wp-content/uploads/2026/04/BLOGS-IMAGES-11.jpg)The right time to hire is when leadership gaps begin to impact strategy, performance, and organizational alignment.In uncertain times, organizations are not defined by the risks they avoid. They are defined by the decisions they make. The question is not simply: **“Should we hire or hold?”** The real question is: **“What will this decision cost us tomorrow?”** ## **Make the right leadership decision when it matters most** **CARRHURE EXECUTIVE SEARCH** partners with organizations navigating complexity, urgency, and transition. We deliver leadership solutions with clarity, speed, and precision, so you can make the right decision at the right time. **Contact [Carrhure ](https://carrhure.com/#home)today to discuss your executive hiring strategy**. **Categories:** Blog --- ### [Executive Hiring Is More Critical and Risky in 2026](https://carrhure.com/executive-hiring-is-more-critical-and-risky-in-2026/) **Published:** April 6, 2026 **Author:** Alissa Mae Calibuso **Excerpt:** Executive hiring in 2026 is more critical, and riskier, than ever. Discover why leadership decisions have become more complex and how organizations can avoid costly hiring mistakes in uncertain times. **Content:** ### **In uncertain times, leadership decisions define organizational survival** In 2026, organizations face increasing pressure. Economic uncertainty, funding constraints, and rising expectations are reshaping how decisions are made. As a result, one decision becomes more critical than ever: **Executive hiring.** In today’s environment, a wrong executive hire is not just a setback; it is a strategic risk. # Why is executive hiring more critical in 2026? Executive hiring has become more critical because organizations face: - Tighter budgets and funding pressure - Higher expectations for performance and accountability - Less margin for error in leadership decisions ***|** “Therefore, a wrong executive hire today doesn’t just slow progress, it can set an organization back years.”* ## **The real problem organizations face** In uncertain times, organizations often react instead of plan. For example, they may: - Delay leadership hires - Rush decisions under pressure - Prioritize availability over alignment However, this creates a bigger risk. ***|** “The cost of a wrong executive hire increases significantly during uncertain times, not decreases.”* This is especially true for: - Non-profit organizations - Boards managing complex transitions - Purpose-driven institutions operating in high-stakes environments ![Hidden costs of executive hiring including lost revenue, team turnover, brand damage, and strategic delay illustrated by an iceberg concept](https://carrhure.com/wp-content/uploads/2026/04/BLOGS-IMAGES-2.jpg)The true cost of a wrong executive hire goes far beyond salary, impacting revenue, teams, brand reputation, and long-term strategy.# What makes a wrong executive hire so costly? ### **1. The cost goes far beyond salary** A misaligned executive can lead to: - Strategic drift and unclear direction - Loss of stakeholder or donor confidence - Internal misalignment across teams - Delayed or failed initiatives As a result, the real cost becomes long-term and difficult to recover. --- ### **2. Uncertainty amplifies leadership gaps** During stable periods, organizations can absorb inefficiencies. However, in uncertain environments: - Every decision carries more weight - Every delay has greater consequences Therefore, leadership becomes critical infrastructure, not just support. --- ### **3. Hiring under pressure increases risk** When urgency meets complexity, organizations often move faster. As a result, they may: - Shorten evaluation processes - Compromise on alignment - Overvalue credentials over context ****Consequently, speed without strategy significantly increases the risk of failure.**** --- # **What makes executive hiring more complex in 2026**? - Economic and funding uncertainty - Increased accountability for leadership outcomes - Need for cross-functional leadership capability - Pressure to deliver impact quickly - Limited tolerance for hiring mistakes ## **Carrhure’s perspective** > ***|** “When the stakes are high, hiring is not a process, it is a strategic decision that defines the future of the organization..”* At **CARRHURE EXECUTIVE SEARCH**, we support organizations when urgency meets complexity. From leadership gaps to high-stakes transitions, we provide clarity, precision, and results. → **Learn more about our** [**Executive Search Services**.](https://carrhure.com/expertise/) --- ## **The Carrhure Framework: Hiring Leaders in Uncertain Times** To reduce risk and ensure long-term success, executive hiring must focus on alignment across three critical dimensions: ### **1. Context Alignment** - Does the leader understand the sector’s complexity? - Can they operate within the realities of funding, governance, and stakeholder realities? ### **2. Leadership Resilience** - Can they make decisions under pressure? - Are they capable of navigating uncertainty and change? ### **3. Mission Alignment** - Do they align with the organization’s purpose? - Can they translate strategy into measurable impact? **In uncertain times, alignment matters more than experience alone.** ### **Before making a leadership hire, ask:** - Are we hiring for stability or for transformation? - Does this leader match our current reality, not just our ambition? - Will this decision strengthen or strain our organization in the next 12–24 months? **Discover our approach in our** [**Executive Search Process**.](https://carrhure.com/expertise/ "Executive Search Process.") --- ## **Key takeaways** - Executive hiring risk increases during economic uncertainty. - The cost of a wrong hire extends far beyond financial impact. - Leadership alignment is critical in high-stakes environments. - Speed must be balanced with strategic precision. - The right leader provides clarity, stability, and direction --- # **Frequently Asked Questions** ### **Why is executive hiring more important during uncertain times?** → Because leadership decisions directly affect organizational stability, strategy, and long-term outcomes. ### **Should organizations delay executive hiring during uncertainty?** → Not necessarily. In fact, delaying can increase risk if leadership gaps affect performance and direction. ### **What is the biggest risk in executive hiring today?** → Misalignment between the leader, the organization’s context, and its mission. --- ![Senior executive leader overlooking city skyline from office, representing strategic vision and executive decision-making in a complex business environment](https://carrhure.com/wp-content/uploads/2026/04/BLOGS-IMAGES-3.jpg)In times of uncertainty, strong leadership vision and decisive executive action shape the future of organizations.Executive hiring is not just about filling a role. It is about shaping the future of the organization. In uncertain times, the organizations that succeed are not those that hire the fastest, but those that hire with clarity, alignment, and purpose. ## **Make the Right Leadership Decision, When It Matters Most** **CARRHURE EXECUTIVE SEARCH** partners with organizations facing complexity, urgency, and transition, delivering executive search with purpose, speed, and precision. **Contact Carrhure to discuss your leadership needs**. **Visit our website at** [www.carrhure.com](http://www.carrhure.com) **Categories:** Blog --- ### [The Passion of Sport in the Service of Others: An Interview with Louis Lezeik of Sensations Inclusives](https://carrhure.com/the-passion-of-sport-in-the-service-of-others-an-interview-with-louis-lezeik-of-sensations-inclusives/) **Published:** September 11, 2024 **Author:** Nadia Bulangis **Content:** **Louay Louis Lezeik, called Louis, has** a clear mission: to use sports as a tool for positive change. With a career that spans corporate negotiation, non-profit leadership, and advocacy for inclusive sports, Louis has dedicated his life to creating opportunities for people, especially those with disabilities, to benefit from the power of sports. As the founder of Sensations Inclusives, he works tirelessly to promote social inclusion and equality through sports. In this interview, we explore Louis’s career journey, his early life experiences that shaped his passion, the creation of Sensations Inclusives, and his vision for a future where everyone has access to sports. **From Electronics and Communications to Inclusive Sports: A Diverse Career Path** Louis Lezeik’s career is marked by various experiences reflecting his evolving passion for sports and social inclusion. He began his academic journey with a degree in electronics and communications from the American University of Beirut. Recognizing his true calling, he later pursued an MBA in sports management at the Sport Management School and a Master’s in Sports Management at the University of Paris Est Créteil. He also earned certifications in associative management and mental health first aid to complement his expertise. Louis started his career at Mitsubishi, where he spent ten years negotiating contracts in the construction and telecommunications sectors across the Middle East. Despite a brief venture into digital marketing, Louis felt a pullback to his true passion—sports. This realization led him to work in sports sales in 2016, followed by roles at the French Federation of American Football and Amaury Sport Organization, where he developed his skills in partnership development and strategy. In 2019, Louis took on the role of Network Development Manager at Special Olympics France. He created a five-year regional plan, mobilized volunteers, and built partnerships with educational institutions, clubs, and sports federations. These experiences set the stage for him to establish Sensations Inclusives, an organization that promotes social inclusion and equal opportunities for people with disabilities through sports. With nearly two decades of experience, Louis now leads this impactful association, changing lives through sport. **A Childhood Marked by War and Dreams of Soccer** Conflict and his love for soccer shaped Louis’s early life in Lebanon. Growing up during the war, soccer became more than just a game; it was an escape and a source of hope. This passion for the sport became a foundation for his life, fostering a deep empathy for communities that face adversity. “Soccer was not just a game for me; it was a way to dream beyond my circumstances,” Louis reflects. These formative experiences planted the seeds for his future in sports management and advocacy, eventually bringing him from the streets of Beirut to the sports fields of Paris, where he began his journey into inclusive sports. **Navigating the Corporate World: A Journey of Self-Discovery** Louis’s early career was rooted in the corporate sector, where he gained valuable skills but realized he lacked fulfillment. His decade at Mitsubishi, focused on negotiating contracts in the Middle East, provided him with strong business skills and strategic thinking. However, he soon found himself seeking a more meaningful path that aligned with his love for sports and his desire to create impact. This period became a turning point. After a brief stint in digital marketing, Louis decided to move into the world of sports. His work with the French Federation of American Football and Amaury Sport Organization allowed him to merge his professional skills with his passion for sports, paving the way for his shift into the non-profit sector. **Finding His Purpose and The Genesis of Sensations Inclusives** The turning point that inspired Louis to establish Sensations Inclusives came during his time at Special Olympics France. Witnessing sports’ incredible impact on individuals with intellectual disabilities, he felt a strong calling to do more. He wanted to create an organization promoting inclusion and equal opportunities for people with disabilities through sports. Founding Sensations Inclusives came with its own challenges, from securing funding to building a network of supporters. However, Louis’s commitment to his cause and his ability to inspire those around him were key to overcoming these hurdles. The early success of Sensations Inclusives was a clear indicator of the power of a strong mission and dedicated leadership. **Empowering Through Sport: The Impact of Sensations Inclusives** Today, Sensations Inclusives offers various activities and programs that empower participants with intellectual disabilities. The organization creates a space where individuals can build confidence, develop social skills, and feel a sense of belonging. “We’ve seen incredible growth in our participants,” Louis shares. “From athletes finding their voice to volunteers gaining new perspectives, the impact is significant.” One of the most inspiring aspects of Sensations Inclusives is the transformation stories. Participants who once felt isolated have found community and purpose, while volunteers and coaches have gained a new appreciation for inclusive environments. These stories show how sports can change lives and build bridges between people. **Louis’s Vision for a More Inclusive World Through Championing Equality** Despite the progress made, Louis knows there are still many barriers for people with disabilities to access sports and social activities. He advocates for more inclusive environments in sports and beyond, pushing for better awareness, policy changes, and community support. “Sports should be a right for all, not a privilege for some,” he insists. Beyond his work with Sensations Inclusives, Louis continues to advocate for systemic changes that create more opportunities for marginalized communities, using his platform to raise awareness of these crucial issues. [**Sensations Inclusives’ Role in the 2024 Olympics** ](https://justnownews.press/meet-the-parisians-torchbearers-of-the-olympic-flame/)[ ](https://justnownews.press/meet-the-parisians-torchbearers-of-the-olympic-flame/) Sensations Inclusives also had a significant role in the 2024 Olympics, where they organized events that highlighted the talents of people with disabilities. Shanga Itaka, one of Sensations Inclusives’ administrators, participated in the recently concluded [2024 Paris Olympics as one of its torchbearers from all walks of life.](https://press.paris2024.org/bac-a-sable-wiz/news/stage-58-torch-relay-paris-parisians-give-the-olympic-torch-relay-a-historic-welcome-with-the-start-of-the-games-just-around-the-corner-0b2d-7578a.html) For Louis, the Olympics gave them the chance to promote inclusion on a global stage. “We want to show the world that sports are for everyone,” he explains. Louis envisions Sensations Inclusives growing its reach and impact, creating more programs and partnerships to promote inclusion. He hopes that these efforts will inspire others to champion inclusive practices in their communities. **A Legacy of Inclusion: Louis Lezeik’s Continuing Journey** From a childhood in war-torn Lebanon to a career focused on inclusion and equality, Louay Louis Lezeik’s journey is about resilience, passion, and purpose. His work with Sensations Inclusives has changed the lives of those with disabilities and challenged societal norms, paving the way for a more inclusive future. As he continues his mission, Louis’s work will inspire others to embrace the values of inclusion and empowerment. Louis’s work shows that inclusion is a collective effort. Sensations Inclusives invites everyone to be part of this journey, whether through donations, volunteering, or participating in events. To learn more about how you can support Sensations Inclusives and help build a more inclusive world through sports, [visit their website and get involved today. ](https://www.sensationsinclusives.org/) → **To learn more, watch our [Youtube Podcast Video ](https://www.youtube.com/watch?v=-hm6IQiXLpI "Youtube Podcast ")** **Categories:** Blog --- ### [RESPONSIBILITY We take full ownership of our work.](https://carrhure.com/responsibility-we-take-full-ownership-of-our-work/) **Published:** June 30, 2025 **Author:** Baruneza Gatbonton **Content:** We’re accountable for the work we do. Every task, no matter how big or small, is something we take seriously. Our team is dedicated to ensuring that we meet—and exceed—our clients’ expectations, delivering outcomes they can trust **Categories:** Seven Pillars --- ### [EFFICIENCY We get things done, right and fast.](https://carrhure.com/efficiency-we-get-things-done-right-and-fast/) **Published:** June 30, 2025 **Author:** Baruneza Gatbonton **Content:** We don’t waste time—we focus on results. Our team is committed to finding smart, effective solutions and delivering them quickly, without compromising quality. Whether it’s a fast-paced deadline or a long-term goal, we’re here to get things done efficiently. **Categories:** Seven Pillars --- ### [RESPECT We listen, learn, and value every perspective.](https://carrhure.com/respect-we-listen-learn-and-value-every-perspective/) **Published:** June 30, 2025 **Author:** Baruneza Gatbonton **Content:** Respect is at the heart of our approach. We take the time to understand and appreciate the views of others, whether it’s our clients, candidates, or colleagues. By valuing diverse opinions, we foster an environment of mutual respect that benefits everyone. **Categories:** Seven Pillars --- ### [EQUALITY  We treat everyone with fairness and respect.](https://carrhure.com/equality-we-treat-everyone-with-fairness-and-respect/) **Published:** June 30, 2025 **Author:** Baruneza Gatbonton **Content:** CARRHURE is committed to providing an equal opportunity for all. We celebrate diversity and ensure that everyone, no matter their background, is treated with dignity. We create an inclusive environment where everyone’s voice is heard and valued. **Categories:** Seven Pillars --- ### [COMMITMENT. We deliver results that matter.](https://carrhure.com/commitment-we-deliver-results-that-matter/) **Published:** June 30, 2025 **Author:** Baruneza Gatbonton **Content:** We’re dedicated to going above and beyond to meet our clients’ needs. Our team works with focus and determination, ensuring that deadlines are met and expectations exceeded. When we take on a project, we commit to making it a success. **Categories:** Seven Pillars --- ### [Most Common Leadership Styles a Non-Profit Must Have](https://carrhure.com/most-common-leadership-styles-a-non-profit-must-have/) **Published:** May 15, 2024 **Author:** Nadia Bulangis **Content:** Have you ever wondered what makes a non-profit organization truly successful? While passion and dedication are essential, an efficient leader dictates the direction of your organization. In the non-profit sector, where resources are often “limited”, and the mission statement is what we live for, the leadership style chosen by the organization’s leader can significantly impact its ability to achieve lasting change. This article explores five distinct leadership styles, each offering unique advantages and considerations for non-profit leaders. By understanding these styles, you can identify the approach that best aligns with your organization’s goals and empowers your team to make a real difference. 1. ## **Transformational Leadership: Inspiring a Vision for Change** Transformational leaders are characterized by their passionate personality and ability to articulate a compelling vision for the future. They inspire and empower their teams, encouraging innovation and a results-oriented mindset. - **Strengths:** - Motivates teams with a clear and optimistic vision. - Attracts passionate individuals and encourages creative problem-solving. - **Considerations:** - Overly optimistic plans may be unrealistic. - Reliance on charisma can create challenges in succession planning. 2. **Transactional Leadership: Achieving Defined Goals** Transactional leaders excel at setting clear goals, defining expectations, and holding teams accountable for achieving them. This performance-based approach is particularly effective in settings with established processes and well-defined objectives. - **Strengths:** - Creates a results-driven environment with clear expectations. - Effective in achieving established goals and objectives. - **Considerations:** - Stifles creativity with a focus on short-term results. - Team relationships may become transactional, leading to a lack of intrinsic motivation. 3. **Charismatic Leadership: The Power of Persuasion** Charismatic leaders are known for their ability to communicate effectively. They inspire passion and garner support for the organization’s mission, effectively engaging with donors and the public. - **Strengths:** - Generates excitement and passionate support for the cause. - Excellent communication skills that resonate with diverse audiences. - **Considerations:** - Over-reliance on personality can create an unhealthy focus on the leader. - Competence may be overlooked in favor of charisma during team building. 4. **Participative Leadership: Harnessing the Collective Power** Participative leaders believe in the collective wisdom of their teams. They actively seek input from staff and stakeholders, facilitating a sense of ownership and shared decision-making. Also known as the “Democratic Leadership style”, this collaborative approach leads to well-rounded solutions and increased buy-in from all parties. - **Strengths:** - Diverse perspectives lead to more robust solutions and greater team ownership. - Empower staff and volunteers, promoting leadership development. - **Considerations:** - Extensive consultation can slow down the decision-making process. - Practical facilitation skills are crucial for managing group discussions. 5. **Servant Leadership: Empowering Others for Success** Servant leaders prioritize and empower staff and volunteers, fostering a supportive and collaborative work environment. With a people-first mindset, servant leadership builds strong relationships based on trust and empathy, leading to high morale and staff retention. - **Strengths:** - Build robust relationships and foster a supportive work environment. - Empower staff and volunteers, leading to high morale and retention. - **Considerations:** - Making difficult decisions that prioritize the mission over individuals can be challenging. - Leaders may be vulnerable to manipulation by those who don’t share the organization’s values. **Optimizing Leadership for Impact** The optimal leadership style for a non-profit organization depends on its unique characteristics, mission, and stage of development. Understanding these distinct styles allows leaders to leverage their strengths while mitigating their weaknesses. By aligning their leadership approach with the organization’s needs, non-profit leaders can create a thriving and impactful organization. Sources: **Categories:** Blog --- ### [Day of Remembrance for All Victims of Chemical Warfare: Why We Cannot Turn Away](https://carrhure.com/day-of-remembrance-for-all-victims-of-chemical-warfare-why-we-cannot-turn-away/) **Published:** November 26, 2025 **Author:** Nadia Bulangis **Content:** Every November 30, the international community holds its breath for a moment. We pause to remember that the *Day of Remembrance for All Victims of Chemical Warfare* is more than a date on the calendar. It is a profoundly human moment: a chance to honor those who have suffered, and to recalibrate our shared mission. This is not about treaties or numbers. It is about people. #### A Memory That Matters and Why It Is Still Relevant The idea of this day is simple and powerful. Established by the States Parties to the Chemical Weapons Convention, the observance takes place during the Conference of the States Parties. It is a formal moment, yes, with minute-long silences, wreaths, and speeches, but what really matters is the heart behind it. When we come together on this day, we are reminded of the human cost of chemical warfare. Victims are not abstract statistics. They are individuals who lost their health, their families, and their dignity. We remember not just the dead, but those still living, those whose lives were forever changed. You might look around and think, “Haven’t most declared stockpiles been destroyed?” You would be right. Under OPCW verification, over 99 percent of declared chemical weapons have been destroyed. That is an extraordinary achievement, one that few disarmament efforts can match. Yet, this day is not a victory lap. Ambassador Fernando Arias, the OPCW Director-General, has consistently used it to warn against complacency. Despite the destruction of declared weapons, the risk has not vanished. The global security environment remains volatile, and new scientific advances make it easier for bad actors to reenter the game. #### Remembering and Supporting the Real People What makes this day especially poignant is how many survivors still live with the effects of exposure. For them, “remembrance” cannot stay symbolic. That is why the OPCW backs practical measures. The *International Support Network for Victims of Chemical Weapons* and a voluntary trust fund provide medical, financial, and psychosocial support. There are also public declarations. The *Ieper Declaration*, issued during the centennial of the first large-scale chemical weapons attack in Ypres, strongly reaffirms the moral conviction shared by many: chemical weapons are inhuman and must be rejected utterly. Survivors often join commemorations as honored guests, sharing their voices, stories, and bravery. #### Staying Vigilant in a Changing World Despite the significant progress we have made, there are real risks that cannot be ignored. First, not every country is on board. Universal membership in the Chemical Weapons Convention is still a goal. Second, newer threats loom large. Non-state actors, for example, could try to develop or use chemical agents. Emerging technologies make this more plausible than ever. Ambassador Arias, in his 2024 message, made it clear that the norm against chemical warfare is under strain, and it is on all of us to uphold it. Third, even though fewer weapons are declared now, the lingering scars of past use remain. For survivors, the injustice is not just about what was destroyed, but about what was taken from them, often without proper recognition or care. #### Why Nonprofits and NGOs Should Care and Lead For organizations in the international nonprofit sector, this day is a call to action, not just reflection. It is an opportunity to elevate voices that may otherwise be silenced. It is a time to push for stronger support systems for survivors. And it is a moment to remind governments and institutions that disarmament is not a checkbox; it is a living responsibility. We also play a role in bridging gaps, connecting survivors with services, advocating for trust funds, helping document the ongoing impacts, and promoting universal adherence to the Convention. Every NGO working on disarmament, human rights, or global health can lend muscle to this mission. Remembering those who have suffered chemical warfare is not just an act of humility. It is a powerful motivator. On November 30, as we bow our heads, let us also lift our voices for a world that truly refuses not just weapons, but the suffering they bring. **Article Sources:** - [OPCW commemoration, 2022](https://www.opcw.org/media-centre/news/2022/11/opcw-commemorates-day-remembrance-all-victims-chemical-warfare?utm_source=chatgpt.com) - [OPCW survivor support program](https://www.opcw.org/our-work/supporting-victims-chemical-weapons?utm_source=chatgpt.com) - [Director-General Arias’s 2024 remembrance message](https://www.opcw.org/sites/default/files/documents/2024/11/2024_DG_Statement%20for%20the%20Day%20of%20Remembrance%20for%20All%20Victims%20of%20Chemical%20Warfare.pdf?utm_source=chatgpt.com) - [UN background on the Day of Remembrance](https://www.un.org/en/observances/chemical-warfare-victims-day?utm_source=chatgpt.com) - [Historical address, first observance 2006](https://www.opcw.org/documents/addresses-commemoration-ceremony-mark-first-observance-remembrance-day-all-victims?utm_source=chatgpt.com) **Categories:** Blog --- ### [Myers-Briggs Types versus Keirsey Temperament Sorter](https://carrhure.com/myers-briggs-types-versus-keirsey-temperament-sorter/) **Published:** May 16, 2016 **Author:** Auree de Carbon **Content:** In our previous blog, *Psychological Tests – Why do they matter in Executive Search?,* we discussed the importance of psychological tests in the recruitment process especially when filling out executive level positions. There are a lot of tests out there that could help head-hunters and other organizations to determine the suitability of the candidates in various positions. Outlined below are two major psychometric tests that are commonly used today. **Myers-Briggs Types** This assessment tool enables users to understand Carl Jung’s theory of psychological types. This test is helpful in the areas of team development, leadership development, conflict management, stress management as well as career transition and planning. [1](https://carrhure.com//mbti-types/#fn-300-1) This was developed by Katharine Cook Briggs and Isabel Briggs Myers. This was based on the Carl Jung’s theory of two dichotomous pairs of cognitive functions such as the rational and irrational functions. It has been believed that individuals are either born with or develops a certain way of decision-making and perception. The test helps sort out these psychological differences and come up with 16 personality types. These types are expressed in an abbreviation of letters. ![myers](https://carrhure.com/wp-content/uploads/2016/04/myers-226x300.png) With the MBTI tests, it helps you answer the following questions: Do you tend to focus on the outer world or your inner world? Extraversion (E) or Introversion (I). Do you focus on the actual information you get, or do you prefer to interpret and analyze? Sensing (S) or Intuition (N). Do you prefer to get things decided, or do you prefer to stay open to new information and possibilities? Judging (J) or Perceiving (P) Do you prefer to prioritize logic or do you feel the need to first check the people and situation? Thinking (T) or Feeling (F). [2](https://carrhure.com//mbti-types/#fn-300-2) For more information about the 16 personality types, [click here](http://www.myersbriggs.org/my-mbti-personality-type/mbti-basics/the-16-mbti-types.htm). [Click here to view links to free MBTI tests](https://carrhure.com/newsite/mbti-types-table/) **Keirsey Temperament Sorter** This assessment tool was developed by David Keirsey. It is based on the four – factor model of MBTI but Keirsey Temperament Sorter focuses on behavior rather than thoughts. [1](https://carrhure.com//keirsey-temperament-sorter/#fn-298-1) It features 4 temperaments, namely: Artisan and Idealist, Rational and Guardian. Keirsey further divided this temperament into two categories (roles), each with two types (role variants) ,and thus, come up with a result of 16 types. The figure below shows the 16 types of temperament that correlate with the 16 personality types described by Briggs Myers. [2](https://carrhure.com//keirsey-temperament-sorter/#fn-298-2) ![myers1](https://carrhure.com/wp-content/uploads/2016/04/myers1-300x119.png) **Guardians** are responsible. They know how to follow rules. They have high respect for authority and others. They believe in the importance of security and concepts of justice. They have very good management and organizational skills. **Artisans** are doers. They are people who love action even if they have to bend the rules to get something done. They are fun, spontaneous and have a great positive outlook. They are the ones who are highly creative. **Idealists** are people who love to imagine and think about possibilities. They are focused on human potential and building great relationship with others. They are known to be loving, helpful and enthusiastic. They are goal oriented without compromising the proper Code of Ethics. **Rationals** are thinkers and focused on the present. They are inclined to find answers to problems. They are independent, strong-willed and goal oriented. They believe in reason and logic. They love to understand how things work. **Similarities and Differences** Michelle Collins, author of an article, *“Understanding Personalities Can Lead to Better Performance”*, mentioned that the Myers-Briggs Indicator and the Keirsey Temperament Sorter have a lot of things in common: - What motivates or excites a person - How a person processes information and their environment - How they make decisions, and - How they want to live their lives Despite the correlation between the two psychometric tests, there are also differences in terms of its focus and descriptors. Based on the article, *“The Four Dimension of Myers”,* and the Keirsey.com website, the differences are as follows: - Myers focuses on how people think and feel while Keirsey focuses more on behavior. - Myers’ descriptions use a linear four-factor model while Keirsey’s descriptions use a systems field theory model. - Myers emphasized the extraversion/introversion (expressive/attentive) dichotomy while Keirsey’s model places greater importance on the sensing/intuition (concrete/abstract) dichotomy. - Lastly, Myers grouped types by ‘function attitudes while Keirsey grouped types by temperament. Needless to say, both models are very useful and informative in terms of selecting the right candidate to fill in an executive level role within the organization. Some companies even use both methods for a more comprehensive profiling. Have you tried any of these personality tests before? If so, what was your type? Please share your personality types below. **Categories:** Blog --- ### [Quick Recruiting Guide Using Facebook](https://carrhure.com/quick-recruiting-guide-using-facebook/) **Published:** June 27, 2016 **Author:** Auree de Carbon **Content:** As of November 2015, Founder and CEO of Facebook, Mark Zuckerberg, announced that there are 1.55 billion people on Facebook. ![](https://carrhure.com/wp-content/uploads/2016/06/1-1.jpg) \*Image Source: https://www.facebook.com/zuck/posts/10102457987924291 Based on the photo, more than 1.5 billion are online each day, more than 900 million people are using Facebook Groups and over 45 million SME businesses are using Facebook Pages. Instagram, their “sister company”, are also gaining members with 400 million people per month. Instagram is also becoming a popular choice for small businesses to cater their products and services. With that being said, it is no doubt that Facebook is a great venue for job seekers. And why is that? In 2012, 52% of job seekers use Facebook to look for jobs, according to Mashable, a global, multi-platform media and entertainment company. During that same year, 22 million people found jobs through social media based on a survey conducted by Jobvite, a company that. 81% want to see job postings on Facebook, according to Work4. So how are we going to take advantage of Facebook during our recruitment process? **Have a clear picture of who you are recruiting** Before starting a search, identify the type of candidates you would like to attract. Posting a job advertisement immediately is like shooting an arrow without aiming. You will end up receiving a mixture of candidates, which is an additional workload for you because you have to screen more people. *You need to get an idea of:* - Who you should recruit? - What type of person culturally fits with your organization? - Who are the networks and how to find them? By answering these questions, you will determine the daily Facebook users that you would like to target. **Build a Facebook Page** Netizens spend more than 8 hours a day online and most of it was spent on social media sites like Facebook. It is no wonder that big companies like Apple have a Facebook Page. Most of the consumers would like to see either the official website or the Facebook Page of a certain company. Some of them even prefer submitting inquiries and orders via Facebook. Although companies use Facebook Pages for business, you will not be able to monetize right away because you have to build traffic. Before you publish your website, prepare a press release to introduce your company. Once you have published your page, you have to build rapport with visitors by posting quality content that is interesting and engaging. In this way, the visitor will turn into fans. Once they like your page, they will be able to see your notifications, including your recent job postings. For a start, you can ask your colleagues, friends and family to “like” the page to become more visible online. “Sharing” your content is also beneficial as it will be seen by your friends’ friends and their network. Make sure to post creative and authentic posts to attract more visitors and eventually potential candidates. **Post job vacancies on Facebook** Posting on social media like Facebook is way too different from posting on job portals. A full-text post will not ignite the interest of active and passive candidates. Make sure to take a moment to think about how you will engage your audience. Create a systematic way of posting your content. Post contents during weekdays and weekends. Try posting in the morning or at night. Using a photo or a video is more likely to gain attention. A CTA or Call to Action words can help entice candidates to look check out your job posting. **Monitor Page Activity and Research using Facebook Graph Search** Once you have established your Facebook Page and started posting vacancies online, monitor the page activity by viewing the page’s insights as shown below: ![2](https://carrhure.com/wp-content/uploads/2016/05/2-1024x489.jpg) To view “Insights”, you have to click the ellipsis icon (…) and choose “View Insights” ![3](https://carrhure.com/wp-content/uploads/2016/05/3.jpg) Viewing insights will give you the overview of the page’s activities. If you feel like the numbers are not picking up, you can use the Facebook Graph Search to learn more about the population that you are targeting and will determine the type of posts that you have to do to widen your reach. Facebook Graph Search is a built-in search engine that lets users find specific information by typing keywords and using filters. For example, you will search for a friend who works for Google. Or you can search for a friend who still resides in New York. Or you want to look for your friend’s friend who is a consultant that you are eyeing to hire in your current search. By doing this, you will understand the interests, activities, and demographics of your fans which will help you plan better strategies in attracting qualified candidates. **Other tips:** - Ask employees to be brand advocates by letting them post about what it’s like to work in the company on the page’s timeline - Create a schedule of posting interactive content on the Facebook page - Review job postings on the page. If they are not getting enough views, rewrite the job description - Ask employees to “like” and “share” job postings It’s no denying that Facebook, apart from LinkedIn, is becoming one of the most visited social media sites for job seekers. By utilizing Facebook appropriately, you will have a wider range of candidates comprised of active and passive applicants. Who knows? The perfect candidate might be right at your fingertips. **Categories:** Blog --- ### [Recruiting Time Management Techniques You Must Use Now](https://carrhure.com/recruiting-time-management-techniques-must-use-now/) **Published:** June 6, 2016 **Author:** Auree de Carbon **Content:** Recruitment can be a daunting task. You have to look for search assignments. You have to prepare proposals. You have to post advertisements. You have to source and screen candidates. You have to interview them. In short, there are a lot of things to accomplish before you can successfully fill in a position. However, due to many factors, recruiters fall into the habit of bad time management. To save yourself from wasting, not only your time and effort but also money, here are some recruiting time management techniques that you can follow: **Improve Selection of Candidates for Interview** ![selection-64197](https://carrhure.com/wp-content/uploads/2016/05/selection-64197-1024x662.jpg) \*Image Source: Pixabay Screen candidates tightly. Look at their CVs and compare it to the job description. Do not entertain and interview every candidate because this is time-consuming. Select strong candidates before sending out emails for interviews. It would be better if the interview will be done in the office or via Skype than to meet the candidate somewhere else. **Plan More and Stick to It** ![business-1370952_1920](https://carrhure.com/wp-content/uploads/2016/05/business-1370952_1920-1024x320.jpg) \*Image Source: Pixabay Ideally, recruiters should spend an hour of planning and the rest should be spent on execution. Utilize a system that works for you and always stick to your plans. Your tasks should be divided into 2: long-term and short-term. Long-term plans are done annually, quarterly, monthly and weekly while short-term plans are done daily. For a longer-term, the CVs from the finished searches should be encoded in the CRM (Customer Relationship Management) before putting them in the trash every month. Or every 6 months, there should be a team evaluation about each member’s performance. For a shorter-term, you can update your list of tasks for the next day. Cross out the ones you have finished and add new tasks. Buying a planner is a great idea as long as you choose the one that is designed for a search and recruiting methodology. If you can’t find one, you can always do it yourself. Most of the recruiters are using smartphones, tablets or laptops in planning their day. This is great if you check your mobile devices every now and then. But writing down your tasks is beneficial because it can also help you remember your assignments and at the same time, you have a record of your activities. You don’t have to turn on your mobile devices to manage your time. This method will also give you a solid feeling of satisfaction every time you write off a finished task. **Set your priorities** ![3330447934_45267d15ac_b](https://carrhure.com/wp-content/uploads/2016/05/3330447934_45267d15ac_b-1024x682.jpg) \*Image Source: Flickr, [by Bert Heymans](https://www.flickr.com/photos/heymans/3330447934/) Before you set your priorities, it is important to identify the type of tasks you have: - Urgent and important tasks: these are tasks that you have to do right away. Examples: crisis, problems, and deadlines. - Important, but not urgent tasks: these tasks are critical to achieving goals. You have to plan these tasks next. Examples: opportunities, progress, and long-term benefits. - Not important, but urgent tasks: these are tasks that you can delay and manage later on. Examples: maintenance and routine tasks. - Unimportant and not urgent tasks: these tasks are only distractions and should be avoided at all costs. In conclusion, figure out the tasks that will yield best results. By doing that, you can focus on more important tasks and delay the least important ones. **Color code your forms** ![colorful-paper-574014_1920](https://carrhure.com/wp-content/uploads/2016/05/colorful-paper-574014_1920-1024x682.jpg) \*Image Source: Pixabay Cluttered desks are a usual sight for every recruiter. However, it takes time and effort to get the forms that you needed. A trick to easily organize your files is to use colored papers. For example, for standard forms, use blue. For evaluation forms, use pink. No matter how much clutter you have on your desk, you can easily find things because you know which form you should look at based on the colors. **Figure out the time of day when you are most productive** ![sun-34983_1280](https://carrhure.com/wp-content/uploads/2016/05/sun-34983_1280-1024x870.png) \*Image Source: Pixabay Are you a morning or a night person? If you are a morning person and you have a big presentation to prepare for, schedule your PPT creation in the morning. If you are the type of person who is asleep all morning and awake at night, you can schedule your phone or Skype interviews at night. By knowing the best time to be productive, you will have the drive and the energy to finish off your tasks. **Look at the Outcomes, Not the Activity** Most of the time, the manager would ask about the number of calls done in a day. Although this is important, it would be more beneficial if we look at the number of deals closed. In a week, how many HR Directors were you able to convince to work with you? Knowing the numbers is not only satisfying, but it could also be a basis for your promotion or bonuses. Using a CRM will help hiring managers measure the quantity and the quality of recruitment calls. **Do not entertain “on the fly” meetings** ![entrepreneur-593362_1920](https://carrhure.com/wp-content/uploads/2016/05/entrepreneur-593362_1920-1024x678.jpg) \*Image Source: Pixabay “On the fly” meetings refers to entertaining someone who stops by your office or cubicle and asks for a minute. There are times when you don’t want to be rude and let people ask you questions. What you can do is to listen for a moment and ask them, “What do you think is the best solution to the issue?”. Sometimes, people already know what to do and they just need validation. This will prevent you from spending 20-30 minutes of discussion and will help you become more productive by doing more important things. **Assess yourself at the end of the day** Assess yourself how your day went and how you allocated your time. Check your calendars if you were able to finish urgent and important tasks and how long did you do it? This will help you identify your challenges and how you can deal with them so that when you are faced with the same challenges, you already know what to do and you’ll be able to manage your time more effectively. **Set Some Boundaries** Sometimes, receiving phone calls or having visitors in the workplace is inevitable. But this can cause some serious distractions, especially if you have an important and/or urgent task. To avoid these kinds of distractions, you have to give your family some limitations as to when and why they should give you a call or visit you. Here are some of a few things that should be clear to everybody: - Tell them that you can be contacted after your working hours except if there is an emergency. - Identify the type of emergencies that you will attend to immediately - Provide a time when you are free to receive quick phone calls or do simple requests **Avoid Procrastination** ![6261230701_7368aa73d6_b](https://carrhure.com/wp-content/uploads/2016/05/6261230701_7368aa73d6_b-1024x683.jpg) \*Image Source: Flickr, [by Vic](https://www.flickr.com/photos/59632563@N04/6261230701/) This is the best technique to manage your time. If you can finish the task today, do it. Do not delay. If you were able to finish your tasks ahead of time, use your extra time doing other tasks in advance. This habit will help you clean up your space, finish your tasks and clear up your mind. Managing time is never easy. But with discipline, planning, positive attitude and support from your friends and family, it will be much easier and it will result in higher productivity and less stress. **Categories:** Blog --- ### [Benefits of Employee Referral Program and How to Optimize Them](https://carrhure.com/benefits-employee-referral-program-optimize/) **Published:** September 26, 2016 **Author:** Auree de Carbon **Content:** There are a lot of ways to source out candidates. There are job postings, career sites, and job fairs. But there is one method that is making a trend these days – Employee Referral Programs. Employee Referral Programs or ERPs is a type of recruitment method which involves encouraging and rewarding current employees for referring qualified candidates for employment. The infographic below can briefly explain some of the benefits of ERPs: [![better](https://carrhure.com/wp-content/uploads/2016/09/better-410x1024.jpg)](https://carrhure.com/wp-content/uploads/2016/09/better.jpg) To summarize, ERPs makes recruitment easier, convenient and time/money saving. Why? First, **referrals are already prescreened** by your current employees. Your employees already know the ins and outs of your organization and they can gauge that with the credentials and background of a potential candidate. Of course, they wouldn’t refer this candidate if they feel that he or she is not suited to the kind of working environment that you have in your company. This will also cut down the recruitment process because the candidate is immediately introduced to the recruiter through the employee. Second, **they will work hard** so that they will not let the person who referred them down. Some job seekers pass their CVs to their network hoping that they can be referred by a friend to their bosses or an open vacancy. Once they are referred, they will do their best to get hired as a sign of gratitude to the person who referred them. Third, ERPs are a **great source of passive candidates**. Sometimes, the most qualified talent is already hired by another organization. That could be the main reason they stayed with the company for 5-10 years. It could be that they work so well, they are rewarded generously. We can tap passive candidates through ERPs. Once a close friend explained to a passive candidate how much they can adapt and grow to your organization, it would be easier for you to convince them to move to your company. Lastly, **referred candidates are most likely to stay** for a long time. As mentioned in the infographic above, since they are already pre-screened to see if they are suited to the kind of culture and environment that you have in your organization, they can fit in easily and will stay in your company longer than candidates hired through career sites. Of course, ERPs will not be successful if you will not optimize them appropriately. According to Inc.com, there are 3 ways to effectively optimize Employee Referral Programs: 1. **Document them –** You have to ensure that all processes, procedures, and expectations are documented to avoid any surprises. You also have to adhere to the terms that you have set to ensure that the programs are fair and credible. 2. **Expand them –** Do not limit the program to the employees. You should also consider rewarding outsiders for referring a candidate. For example, in Philippine BPOs, they are giving at least 2,000 pesos (40 US$) for every referral hired and additional 2,000 pesos for every referral who stayed with the company for 6 months. 3. **Leverage them –** Use software that can manage your ERPs. Choose the one that could network with your employees and enables you to post open and closed positions within your company. In this way, you can easily update your employees about the latest job vacancy and, at the same time, monitor your top or least performers. The bottom line is to have an effective program that works and to provide appropriate rewards to motivate your employees. Cash rewards can draw attention, but there are times that employees are content to receive other things like an all-expense trip, free smartphone, and others. It is undeniable that open communication with your recruitment team and your employees are a must for more fruitful ERPs. **Categories:** Blog --- ### [How Women’s Minds Are Wired When It Comes To Fellow Women](https://carrhure.com/womens-minds-wired-comes-fellow-women/) **Published:** February 13, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/woman-in-gray-shirt-seating-in-between-woman-in-blue-black-and-white-plaid-long-sleeve-shirt-and-man-in-blue-white-and-black-plaid-long-sleeve-shirt-having-conversation-57825/) It is funny to see a girl disliking another fellow girlfriend for no specific reason. Women like having friendship with others as they go on shopping sprees and parties. However, one might see the constant battles with each other. The question is, what are the reasons women are capable of perpetuating bad female behavior? **Women get threatened** Women get threatened by each other. Women get threatened with another wife who cooks meals very well. Some get threatened with another woman who has a great relationship with her boyfriend or husband. Women get threatened with office mates who they believe have the upper hand in the workplace. **Women get jealous** Jealousy is a mental cancer, says B.C. Forbes. Women naturally are green-eyed monsters that get jealous if they see their female friends have cleaner and larger houses or have a waist line smaller than theirs. Women get to be jealous when other women co-workers are recognized for a task that the others did well. **Women hate NOT to be the center of attention** There can never be a moment when two women share the moment of glory. Women have been accustomed to be at the center stage. Once another woman steals the show, feelings of hatred surface. Women hate it when a beautiful girl attends school with them, or another pretty girl walks down the street while the woman and her boyfriend strolls while holding hands. **Women dislike women who are men’s favorites** If there is a teacher’s pet during school days, there is what we call a boss’ favorite. Often times, women dislike women who seem to have a better working relationship with the boss. Moreover, when a woman goes with the pack of boys, other women seethe with dislike. That woman in question can be the epitome of the charming lady or the head girl. Regardless of the situation, women do not like women who are always with boys. **Women hate talented women** Women have this dream image of themselves. Women want to have the perfect body. Women want to excel in a sport or in a field of profession. Women hate other women who can do things that they cannot do. Women hate women who can fit in slender dress. It is sad that women never get to be happy with the things that they have and try to be a person they are not. **Women are competitive** Women are born to compete with each other. Women compete with each other like having better dresses, or who has better curtains in the house, or who has “smarter” children. **Psychology Behind This Female Behavior** Evolutionary psychology explains why women are competitive. Women, through the theory of natural selection, says that women need to protect themselves. Women protect their wombs. Noam Shpancer explains that women consider it to be prized by men as their main source of recognition and worth. Thus, they have to be competitive with other women. The second theory is that women are not competing with other women. They are competing with themselves. Or a better way on how others think of themselves. If women see other women being prettier, smarter, sexier, they are thinking of a better version of themselves. **Dangers of This Kind of Women Behavior in the Workplace** The offices are managed daily to have one goal: that is to make everyone reach the mission and vision of the company. When women feel threatened, feel insecure, and feel unappreciated in the workplace, their rational mind often becomes clouded and their emotional side overtakes. This is dangerous as it can create a state of instability within the workplace. If there are tasks that are urgent and need to be done by one team, this unseemly behavior of women can destroy camaraderie, disrupt workflow, make the company lose deals, or create an unprofessional image for the company. **Conclusion** Women have great potentials to become great mothers, wives, daughters, friends, and lovers. They can even become great professionals in their own respective fields of endeavor. However, the environment they grow up with are accustomed to women not liking other women because of the aforementioned reasons. Despite these reasons, women should learn to be kind to other women. This mature behavior should be manifested by women. Competition can be good and improve one’s performance, thus women must be positive with each other. If women act as one in an organization, there is a sure way that the organization will succeed. After all, women belong to the same gender. **Categories:** Blog --- ### [Why Flexible Leadership is Important for Today’s Dynamic Work Environments](https://carrhure.com/why-flexible-leadership-is-important-for-todays-dynamic-work-environments/) **Published:** July 26, 2024 **Author:** Nadia Bulangis **Content:** ### **What is Flexible Leadership** Being flexible *is the capability of readily changing (Merriam-Webster, n.d.)1. In terms of leadership, it involves a leader’s ability to adjust their* approach according to a given situation and organization’s needs. Gaining a deeper understanding of this type of leadership allows a leader to change how they lead to help their team achieve their goals. ### **Aspects and Adapting to Flexible Leadership** As non-profit organizations continuously evolve by the minute, effective leadership hinges on leaders’ ability to learn and adapt to the changes they encounter. Embracing diverse opinions and encouraging an inclusive work culture is essential for addressing non-profit challenges and opportunities. Leaders who can easily adapt to the situation and value every team member’s input enhance decision-making and drive innovation and mission success. This adaptability ensures long-term sustainability and expands the organization’s impact on the community. According to Gary Yukl’s paper about leadership, *research on leadership and management during the past several decades provides strong evidence that flexible leadership is essential for most managers2*. A leader’s ability to use the resources available to them, along with their decision-making skill, combined with the acceptance of their team, allows change to take place and begin in an organization. Here are a few ways a leader can embrace a type of leadership that continuously evolves according to the circumstance and how its execution is also crucial to its success. **Keep Being Curious** Embrace a mindset of continuous learning and exploration. A leader who remains inquisitive is better equipped to adapt to evolving situations and leverage new growth opportunities. **Promote Team Collaboration** Create an environment where team members are encouraged to share ideas and collaborate. Value the diversity of perspectives and foster cross-functional teamwork to enhance problem-solving and drive collective success. **Recognize Your Response to Change** Develop a keen understanding of your reactions to change. This self-awareness enables you to manage your emotions effectively and lead your team through transitions with resilience and assurance. **Develop a Contingency Plan** Make it a habit to prepare multiple strategies for achieving your goals. Contingency plans allow you to swiftly adapt to unexpected challenges and stay on course toward your objectives. **Prioritise Outcomes in Achieving Goals** Focus on setting clear, measurable goals and empowering your team to achieve them. By prioritizing results over processes, you can inspire innovation and accountability, allowing your team to find the best methods to reach success. Looking for more content focused on non-profit organizations and their leaders? [Browse our website](https://carrhure.com/blog-posts/) for more insightful content to help you find your next best C-suite leader. 1Merriam-Webster. ​​ 2Yukl, G. (2008). The Importance of Flexible Leadership. [https://www.researchgate.net/publication/254848271\_The\_Importance\_of\_Flexible\_Leadership/citations](https://www.researchgate.net/publication/254848271_The_Importance_of_Flexible_Leadership/citations) Indeed. (2023, March 17). 11 Ways To Improve Your Flexibility in Leadership. **Categories:** Blog --- ### [Carrhure successfully filled 2 positions – The story behind the success](https://carrhure.com/carrhure-successfully-filled-2-positions-story-behind-success/) **Published:** May 6, 2016 **Author:** Auree de Carbon **Content:** We are happy to announce that we have successfully filled two high-level positions for reputable NGOs such as the AfricaRice Center and Gavi, the Vaccine Alliance. Our Partner Organizations ![](IMAGE-URL-1)![](IMAGE-URL-2)After pasting this, upload the two images using Add Media → Insert into post → Align Center. Despite the challenges faced by the company in accomplishing this assignment, we were able to champion the situation and meet our client’s specifications with satisfactory results. “As part of the executive search team, we treated the assignment with great professionalism. Finding the suitable candidate is not easy, but through constant communication with the client and making sure that we incorporate all of their input makes the job much easier.” — Jewel Ruiz, Researcher Associate of Carrhure Ongoing Positions We continue to process four positions for AfricaRice, Gavi, and FAO: Deputy Director General of Research for Development (DDGR4D) – AfricaRice Center Senior Specialist, HSIS Supply Chain – Gavi the Vaccine Alliance Senior Country Manager – Gavi the Vaccine Alliance ADG, Chief Economist – FAO (Food and Agriculture Organization of the United Nations) Learn More To know more about the filled positions, you may visit: CARRHURE Successfully Filled Positions: **Categories:** Blog --- ### [Dealing with Uncomfortable Situations at Work: What Should We Do?](https://carrhure.com/dealing-uncomfortable-situations-work/) **Published:** May 9, 2016 **Author:** Auree de Carbon **Content:** ## Forgetting a Person’s Name This is one of the most uncomfortable situations, especially if you’ve just asked the person’s name moments ago or if you have met this person several times, but you still don’t remember their name. One thing you could do (just make sure that you haven’t done so) is to ask for their business card. In case you’ve asked for it already, you can try this trick. Ask them what their name was and if they say their first name, follow up the conversation by saying, “No, I mean, your last name.” It’s more acceptable to forget last names. --- ## Initiating Small Talk and Awkward Silences There are two ways to deal with this. First, you can let the silence pass for a moment. Don’t rush conversations. Just let the silence settle for a few seconds. If you don’t feel like talking, you can ask the person you’re with if you can get them a drink or tell them that you need to go to the bathroom. The second option would be to use the **FORD method**: - **F – Family** - **O – Occupation** - **R – Recreation** - **D – Dreams** This is a quick and easy way to start a conversation with someone you have just met. However, you have to be careful. Once the conversation starts rolling, you might end up asking awkward questions, which could lead to uncomfortable situations. --- ## Discussions About Taboo Subjects In several soft skills training sessions, money, religion, and politics are considered the most uncomfortable subjects to discuss. People often avoid these topics to maintain professional relationships within the organization. On the other hand, sometimes it’s helpful to have these kinds of conversations. We can learn a lot from people of varying social backgrounds, religious beliefs, and political views. It helps us understand where they are coming from. To avoid heated debates or tension: - Stick to the facts - Keep an open mind - Respect other people’s opinions - Find common ground - Take your emotions out of the discussion --- ## Confronting Your Co-Worker Nothing is more uncomfortable than confronting your coworker. Whether he or she is problematic, inept, or lazy, we should treat them carefully by having discreet and polite conversations with the staff involved. Don’t go to management right away. Being compassionate and approaching the situation with openness and understanding will help them see the value of what you’re doing. Often, confronting your colleague harshly will only make the situation worse. --- ## Sending Emails to the Wrong Person Perhaps we lack sleep. Maybe we are too preoccupied with many things. Or simply, we are too quick to click “send” whenever we try to send an email. Because of this, there are instances where we might send an email to the wrong person — or worse, to the person who is the subject of the email! What you can do is own up to your mistake. Come clean and apologize. Don’t try to invent stories because it will be obvious that you’re not being truthful. Listen to their reaction and let them know you hope to move forward positively. The next time you are about to send an email, always remember to: **“Think before you click.”** --- ## Accidentally Overhearing Office Gossip Gossip is not limited to families or neighborhoods. Gossip also exists in the workplace. The first thing to do is stay out of it. Always remember that the moment you involve yourself, you are putting yourself at risk. Here’s how it usually goes: - Someone shares gossip - Others listen - Opinions are formed - The gossip spreads like wildfire - People take sides - Office bullying arises When management learns about it, they will investigate and try to identify the source. If you are involved, you could be penalized. Whenever you hear gossip, think about how it would feel if you were the one being talked about. You wouldn’t want to be the center of harmful conversations, would you? --- ## Takeaways In every uncomfortable situation, being tactful is key. Treat every moment with sensitivity, discretion, and diplomacy to create a peaceful and positive workplace environment. Not everyone may choose to do the same — but meaningful change starts with you. **Categories:** Blog --- ### [Carrhure Website: The New Look](https://carrhure.com/carrhure-website-new-look/) **Published:** May 2, 2016 **Author:** Auree de Carbon **Content:** We have launched our new and improved website, carrhure.com. The new look of Carrhure’s website reflects our approach in every assignment: simple, direct, and focused. We want our visitors to experience convenience like no other. Website Preview ( See the image below) New Website Features We have added new features, including: Blogs Sign-up boxes Online applications Links to social media accounts “The new website is more ergonomic. It has fresher content and approach. The design is modern and elegant.” — Auree De Carbon, Managing Director of Carrhure Learn More For more information, you may refer to our press release here: CARRHURE WEBSITE: New Look **Categories:** Blog --- ### [5 Reasons Why We Should Take a Personality Test](https://carrhure.com/5-reasons-take-personality-test/) **Published:** May 13, 2016 **Author:** Auree de Carbon **Content:** All of us are different. We have different perceptions, beliefs, opinions and interests. Hence, we are called “individuals”. What one person enjoys might not be thrilling for others. What one person finds fascinating might be boring for some people. Have you felt like we thought we knew what we wanted, but in the long run, we end up feeling empty and with no sense of purpose? We realized that what we have been doing all along isn’t right for us or it doesn’t suit our personality. In the end, we decide to change careers. All those wasted years (and money!) could have been prevented if we know ourselves very well and we know exactly what we wanted to do in our life. This is just one of the many reasons you have to take a personality test. If you’re the kind of person who is serious about having a successful professional career, you should consider taking a personality because of these reasons: - Personality tests help you identify your strengths - Personality tests help you understand your weaknesses - Personality tests help you adapt to the environment you are in - Personality tests help you find new approaches to your work In Carrhure, we are using the 360 Feedback and the AEC Wheel to search for viable candidates. There are also other personality assessment tests like the Myers-Briggs Types and the Keirsey Temperament Sorter as discussed in our previous blog. There are still other tests that you can try. You can refer to the list of tests that are used by professionals to have a clear perception of their clients: ***Projective Tests*** are personality tests that were created to let a person respond to ambiguous stimuli or factors which is believed to help show hidden emotions and internal conflicts. The answers to projective tests are analyzed to provide insight to a person’s thought process. Projective tests have their origins in psychoanalytic psychology which states that humans have conscious and unconscious attitudes and motivations that are beyond or hidden from conscious awareness. [1](https://carrhure.com//projective-test/#fn-304-1) There are many projective tests available. Common variants of it include Holtzman Inkblot Test, Rorschach Inkblot Test, Thematic Apperception Test. Draw-A-Person Test, Animal Metaphor Test, Sentence Completion Test, Picture Arrangement Test, Word Association Test and Graphology. [Click here to view links to free projective tests.](https://carrhure.com//2014/09/24/857/) ***Holtzman Inkblot Test*** is a test developed by Wayze Holtzman in 1961 as an improved version of the Rorschach Inkblot Test. This is designed for ages 5 and up. In this test, the subject responds to each of a series of 45 inkblots. These responses are scored to describe and to classify the personality of the subject. [2](https://carrhure.com//projective-test/#fn-304-2) ***Rorschach Inkblot Test*** was developed by Swiss psychiatrist Hermann Rorschach. This test is used to help assess personality structure and identify emotional problems by detecting internal and external pressures and conflicts as well as illogical or psychotic thought patterns. This type of test can be administered to children as young as 3 years old. This technique is administered using 10 cards, each containing a complicated inkblot pattern. [3](https://carrhure.com//projective-test/#fn-304-3) ***Thematic Apperception Test*** was developed by Henry Murray and Christiana Morgan in the 1930s. It is a test where the subject views ambiguous scenes of people, and asked to describe various aspects of the scene like describing what led to this scene, emotions of the characters and what might happen afterward. These responses may reveal underlying motives, concerns and the way the subject see the social world through the stories they make up about ambiguous pictures of people. [4](https://carrhure.com//projective-test/#fn-304-4) Generally, this test will include 32 picture cards but some simply use between 8-12 selected cards that may be appropriate for the subject. ***Draw-A-Person Test*** is also known as the Good-enough Harris Draw-a-Person test. This was developed in 1926 by Florence Goodenough and later revised by Dr. Dale B. Harris. The test involves asking the subject to make three separate drawings on different sheets of paper showing a man, woman and himself/ herself. Later on, for the results, a quantitative scoring system analyzes different aspects of drawings such as specific body parts and clothing [5](https://carrhure.com//projective-test/#fn-304-5). The primary goal of the test is to check cognitive developmental levels without worrying about language barriers or needs. ***Animal Metaphor Test*** was developed by Dr. Albert Levis. This test involves a series of creative and analytical prompts and is premised on self-analysis. The test combines facets of art therapy, cognitive behavioral therapy and insight therapy. [6](https://carrhure.com//projective-test/#fn-304-6) The goal of the test is to describe emotions that are both extremely positive and negative. ***Sentence Completion Test***, was first developed by Herman Ebbinghaus in 1897[7](https://carrhure.com//projective-test/#fn-304-7). This test provides respondents with beginnings of sentences and asks the subject to finish in his own words. Users of this method typically analyze them in terms of what they judge to be recurring attitudes, conflicts and motives reflected in the responses. [8](https://carrhure.com//projective-test/#fn-304-8) Different sentence completion tests vary in length. Longer ones can have as much as 100 items. This test is used in personality analysis, clinical applications, attitude assessment, achievement motivation and measurement of other constructs and widely used in psychology, management, education, and marketing. [9](https://carrhure.com//projective-test/#fn-304-9) Some examples of sentence completion tests are Rotter Incomplete Sentence Blank and Miner Sentence Completion Test. ***Picture Arrangement Test*** was developed by Silvan Tomkins. It is a test in which an individual arranges 3 pictures in a sensible sequence and the subject is asked to create a sensible and meaningful story about the arranged pictures. ***Word Association Test.*** This test was created to get an insight of person’s subconscious mind. Basically, the subject is asked to find a word to associate with the chosen word. ***Graphology.*** Is the study of handwriting. This test covers the analysis of writing organization on the page, movement style and use of distinct letterforms [10](https://carrhure.com//projective-test/#fn-304-10) to infer a person’s character, disposition, and attitude[11](https://carrhure.com//projective-test/#fn-304-11). This method is commonly used in recruitment. This test can either be integrative, holistic or symbolic. Whatever test you take, what’s important is to have a grasp of your personal identity, utilize your strengths, develop your weaknesses and present yourself confidently and professionally. Nothing beats a person who’s whole and ready to face the world despite the challenges that they are facing. We hope you find this article enjoyable and informative. Don’t forget to hit “like” or “share” this article. **Categories:** Blog --- ### [Psychological Tests – Why do they matter in Executive Search?](https://carrhure.com/psychological-tests-matter-executive-search/) **Published:** May 20, 2016 **Author:** Auree de Carbon **Content:** Filling in an Executive level position is a critical, risky and expensive process. To minimize the turnover, some companies use psychological tests to ensure that potential candidates are suitable for the position. These are used to calibrate the continued suitability of employees who have been with the company for a long time as well. But what role do psychological tests play in the hiring process? According to a New York HR consultant, Nat Stoddard, the price of hiring an unsuitable CEO of a big cap company is more than US$50 million. This is not only based on salary and severance outlay, but also on lost productivity and opportunities because it takes a long time (more than a year at least) to remove and hire another CEO. This is the reason for almost three quarters of the 516 companies to incorporate psychological assessments in the hiring process based on a study by the Aberdeen Group in Boston. Psychological testing helps head hunters make more informed hiring decisions. Many companies consult with third party companies to provide and assess these tests to keep the tests unbiased and protected against lawsuits. Psychological testing is used to measure a number of attributes like intelligence, critical reasoning, motivation and personality profile. It also determines the ability of potential candidates to work under stress and to assess how the prospective employees handle the job effectively under those conditions. In comparison to face-to-face interview, these tests are objective. Despite the efforts of the recruiters to assess skills and experience fairly and accurately, there are times when they use their instincts regarding aligned values. Another benefit of using psychological tests is to screen large amounts of candidates at the onset of the recruitment process that could drastically reduce the hiring manager’s workload because of the smaller pool of suitable candidates to be processed. CARRHURE aims to identify free online assessment tools available across the globe as a valuable reference for psychologists, mental health professionals, consultants, educators, students and patients. The list may not be exhaustive, but we assure you that we will present our best selections among hundreds of tests, with neutrality and objectivity, in order to help people and give a sense of their crucial role in personal development. **A. Criteria** Each test is tested, reviewed and evaluated by our team based on the criteria below: 1. **Accessibility.** The degree of availability of the assessment tool to as many people as possible. This also covers how easily the tests and its results are accessed as well as the coverage of the results. 2. **Design/Ergonomic Layout.** The format and design of the online assessment tool. This also includes navigation and content of the website. 3. **Accuracy of the Questionnaire.** The quality of the questions or instructions presented in the assessment tools. Appropriateness of the questions is also considered in this criterion. 4. **Quality of the Report Generated.** This refers to the accuracy of the test results in general. This will show how reliable the report is. 5. **Language.** The terms and vocabularies used in the test. This refers to how understandable the instructions, questionnaire and test results are. \*Please take note that the test takers are non-mental health care professionals. This site aims to present the point of view of a typical person with no psychology background and has an interest to know more about themselves. **B. Methodologies** CARRHURE assigns a team who will concentrate on searching and collecting viable links to the free online assessment tools. The methodologies will be explained by the illustration below: ![4 process](https://carrhure.com/wp-content/uploads/2016/04/4-process-300x166.png) **C. Scoring** CARRHURE developed a scoring system that is used to evaluate assessment tools by criterion and by its overall rating. For the benefit of the test takers, the rates and its significance are presented in the tables below: ![meter](https://carrhure.com/wp-content/uploads/2016/04/meter-300x64.png) ![stars](https://carrhure.com/wp-content/uploads/2016/04/stars-300x171.png) *The essential requirements are used to rate the test by criterion from 1 to 5 (5 for ‘exceeding minimum requirements’ and 1 for having a ‘fatal gap’). After the essential requirements are rated, that’s when the overall rating is determined by the number of stars (5 being rated as ‘excellent’ and 1 being rated as ‘poor’).* **Disclaimer:** The links on our free assessment tools are intended for educational purposes only. The self-administered psychological assessment tests may help increase self-awareness of a person’s experience, but will not provide a well-informed recommendation about what should be done to address those experiences. The test takers should accept and understand that there may be errors or inaccuracies in these tests, and that the company is not liable for any errors, inaccuracies or for the use or misuse of these assessment tools. This should not be constituted as any type of diagnosis or healthcare recommendation. For any suspected psychological issues, always consult a qualified health care professional. To view the results of the evaluation and the links to the free assessment tools. [Click here](https://carrhure.com//links-to-free-assessment-tools/). Do you find this article informative? What’s your take on Psychological tests in Executive Search? Let us know your thoughts in the comments section below. **Categories:** Blog --- ### [Potential Blockers in a Senior Executive Job Search](https://carrhure.com/potential-blockers-senior-executive-job-search/) **Published:** May 23, 2016 **Author:** Auree de Carbon **Content:** Working your way up has a price. You lose time for yourself, your family and your friends. Sometimes, it also causes a drift from your colleagues. But you’ve earned it through your years of commitment and dedication. That is why when senior executives leave due to company restructuring, end of the contract, or office politics, they may face some serious challenges and may find the change very uncomfortable. Here are various challenges that Senior Executives would face during a job search: **Hurt Ego** Whether you resigned voluntarily or involuntarily, leaving a company you served for more than a decade would definitely have an effect on your self-esteem. You will feel embarrassed because you feel like your reputation is tarnished. You used to have control over things, but now you have less impact and you no longer make the big decisions. o help you adapt to this kind of situation, you start diverting your attention to something that you can do other than work. An example would be spending more time with your family or volunteer in a certain project, start a new hobby or be a fitness buff. You can also hang out with other top executives who are also in transition so that you will not feel left behind or alone. There is nothing wrong with asking support during these difficult times. **Outdated CV** It took you years to get where you were. Updating a CV or resume might be a challenge in a sense that a lot of things have changed since then. Before you submit your CV, make sure to make a list of achievements that you have done over time. Do not use the old “all text” type of CV. Redo it and find a unique way to present yourself. Include some graphics and colors. If you can’t do it on your own, hire a graphic artist to liven up your CV. **No option to be selective** The application or the recruitment process can take up to 12 months or so. Due to the high number of unemployed executives and less available vacancies, executives may have no choice, but to decide quickly if they want to keep their executive lifestyle. Some of them would grab the opportunity that comes in first. Sometimes, we fall into the habit of applying to every possible role before selecting the one we wanted the most. In these scenarios, you have to be transparent with the executive search. Be honest enough to tell them that you are also seeking other opportunities. You can also share your preferences in terms of scope of work, salary package, relocation, etc. By doing this, especially if you have exceptional background and credentials, you will become a “sought after” candidate. They will appreciate your openness and they will try to find ways to accommodate your application. **Losing Focus** This is one of the problems of many senior executives. Most of them have trouble determining clear, accurate and realistic expectations. They have a hard time identifying what they can do best and which companies would benefit from their expertise in the later part of their career. Your goal is to create a list of ideal industries and companies to refocus your target. This will narrow down your search and will save you time and money in the process. **Lack of Resources or infrastructure** At this point, you are on your own. You don’t have a support team who will handle the day-to-day administrative tasks for you. You will have to learn new technologies and might get frustrated because it would be time-consuming to learn a basic skill before doing the actual task. What you can do is to learn new behaviors and organizational skills for you to easily do things independently. Up skill yourself by taking time to keep up with the latest technology and productivity tools. If you feel like you really need a hand, you can hire a part-timer or a volunteer to assist you with some tasks. **Searching for high-end jobs or its equivalent** It’s natural for any senior executive to look for a greener pasture. Who would want to take a role that is a step lower that you previously had? However, this behavior causes frustration because it takes longer for you to find the right job that is of the same caliber or even higher than you expected. In this case, you have to be more flexible in terms of selecting a role. You can also try some short term positions so that you can still do what you want and you can still put your skills and knowledge to good use. You can also explore consulting jobs or start a new business. **Maintaining ideal salary package** Compensation is one of the factors that senior executives would consider in a job search, especially if you have a family to raise. You have to ensure that if you have to move, you will be given relocation and educational allowances and other benefits. However, this could make or break your job application. Companies or executive firms might consider someone who can do the same job, but at a lower salary level. If you are faced with this kind of problem, you have to do a little research. What are the responsibilities with tangible results that can be measured in financial terms? You can also ask around to know about the standard salary package so you can adjust how high or low you can get. Just make sure that you are able to determine what are your “wants” and “needs”. You can also prepare a pitch where you can showcase your experience, skills, and knowledge. Talk to the right people and try to negotiate. There is nothing wrong in trying to get what you want as long as you can present realistic results and you can convince them that you are worth investing for. **Reaching out to the appropriate contacts** We have also discussed this in our previous blog. HR Directors open or shut the doors to a new comer and they will not welcome you unless you are exceptional or if you are the answer to their current needs. Try talking to the hiring managers and explain to them how you can help their business. Present them with your previous work and enumerate how you have successfully championed every difficult situation. Using Linkedin or Viadeo, join executive networking groups. Add search firms and ask for references or referrals. You can also approach your colleagues for possible vacancies that might know of. You can also develop a “work proposal” that focuses on your value that could be used as an asset in your prospective organization. **Internal hiring for high-level positions** There are many reasons companies prefer internal hiring. One is to reward and retain loyal employees. Another is to save money because it wouldn’t be necessary to conduct an executive search or to train “outsiders”. Just like what was mentioned earlier, research is your friend. You can research about the internal structure of the organization for you to determine how you can best position yourself. Planning is also essential. Target companies who have brought in “outsiders” before and study how they have succeeded. You can also target troubled companies who need a fresh perspective. Explain to them that being an outsider can broaden the possibilities because you will be the third set of eyes who can see things that the company has overlooked. **Tough Competition** Once the high-level job is posted nationally, more candidates will apply and will fight for it. This is a competition between internal and external candidates who will never back down, especially if the role is very relevant and has a great impact. Research and preparation are the keys to identifying your strengths that would set you apart from the rest. What makes you unique? You have to work harder by selling your skills and experience with tangible results. Use the STAR (situation, tasks, action, and result) method in explaining how you have achieved successful results. **Age** We have to admit that, as much as organizations want to avoid discrimination, senior executives also faces rejection due to their age. They get comments like they are “too old”, “might not last long”, “may not fit in”, “can’t keep up” or simply “too expensive”. First, you can present your employer with your exceptional qualifications. What are your achievements, network, and experiences relevant to the post? Demonstrate your health, vitality, energy and enthusiasm. How do you maintain your mental and physical health? During a face-to-face or video interview, try to look your best. What you can also do is to look for smaller companies who will value your credentials. Update yourself with the latest technologies, approaches and news about your industry. During the interview, you can also reiterate your intention and commitment to a long-term position. Cite examples of how mature employees made a big impact on the organization. **Losing control as a boss** Like what the saying goes, “Once a boss will always be a boss.” But what happens when all of the sudden, you lose your job? Do not let the situation consume you. Devastating as it may be, you have to put your feet on the ground, stop denying, prepare yourself to work and get busy. You have to go out and market yourself. Create a compelling CV and portfolio. Remember, you won’t be able to reach the top if you are not great. And lastly, do not be afraid to seek help. Seeking help is not a sign of weakness, but a sign of maturity. It only means that you acknowledge the fact that you don’t know everything, but you are willing to learn new things to stay competitive. **Other people’s perception** Most people think that living as a CEO is very easy because everything seems to be in your hands. You might raise some eyebrows once you tell them that you are currently looking for a job. This is surreal for them because of their perception that you have everything and you can’t simply get fired. One way to deal with this is to narrate your departure from the organization and assure them that you have no hard feelings. Project a positive attitude and explain to them your current situation in a sincere and relaxed manner. In this way, it would be easy for you to convince them that the challenge is real, but they shouldn’t be intimidated. It is important to note that everyone faces different types of challenges. It is up to us how graceful we handle these situations and how we will move forward until we find the perfect job. By understanding and following these steps, it will help reduce your anxiety and frustration. **Categories:** Blog --- ### [Climate Change: Careers and International Action towards Its Mitigation](https://carrhure.com/climate-change-careers-international-action-towards-mitigation/) **Published:** June 10, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/climate-cold-glacier-iceberg-2969/) Have you ever felt like it just keeps getting warmer and warmer as the years go by? Does the heat make it so intolerable that you cannot seem to focus on what you have to do every day? Do you wish that you can grasp what is happening to the world? Does it bother you to think about the possible solutions? Then, you must consider careers in climate change. Climate change is the result of the trapping of carbon dioxide and other heat-trapping gases that keep warming the earth and has brought drastic changes in the climate such as melting of snowcaps, more extreme storms, and more extreme heat events. The scope is global when it comes to climate change. Solving it individually through choosing a career in climate change is a worthwhile cause. The better option is for concerned groups to gather together and brainstorm ideas on how to mitigate the problem. The great news is that the international community has recognized this issue and many countries have participated in the mitigation of climate change. This article will cover the Green Climate Fund and COP 21. ![](https://carrhure.com/wp-content/uploads/2016/06/cop-21-logo-paris-2015-transparent.png) **COP21** According to the United Nations Framework Convention on Climate Change’s website, the COP is “The COP is the supreme decision-making body of the Convention. All States that are Parties to the Convention are represented at the COP, at which they review the implementation of the Convention and any other legal instruments that the COP adopts and take decisions necessary to promote the effective implementation of the Convention, including institutional and administrative arrangements.” The 21st United Nations Conference on Climate Change Conference of Parties (UNFCCC-COP) was held in Paris, France in 2015. The 2015 Paris Agreement plans out the new path that the global community has to undertake to combat climate change. The main goal is to toughen global efforts in fighting climate change by keeping a worldwide rise in temperature well below 2 degrees Celsius above pre-industrial levels and to limit further the increase in temperature to 1.5 degrees Celsius. It also deals with the nations’ ability to deal with climate change impact. The UNFCCC website states that, “to reach these ambitious goals, appropriate financial flows, including by, before 2025, setting a new goal on the provision of finance from the USD 100 billion floor, and an enhanced capacity building framework, including an Initiative for Capacity Building, will be put in place: thus supporting action by developing countries and the most vulnerable countries, in line with their own national objectives. The Agreement will also enhance transparency of action and support through a more robust transparency framework.” ![](https://carrhure.com/wp-content/uploads/2016/06/GCF-logo-300x211.png) **Green Climate Fund** The [Green Climate Fund](greenclimate.fund) is the largest financial unit of the UNFCCC. It plays a big role in the enabling of the Paris Agreement. Héla Cheikhrouhou, Executive Director of the Green Climate Fund, remarks that the GCF has already taken steps in supporting the efforts of the nations that signed the Paris Agreement. THE GCF Board has adopted a strategic plan that will lead the efforts in using the investments in a proper manner towards a development that will support low emission and climate resiliency. The GCF in 2015 has provided the required finance funds to support the mitigation and adaptation actions of developing countries towards climate change. The GCF has raised approximately USD 10 billion which has been transformed into signed investment agreements with the developing nations. Countries who implement the Intended Nationally Determined Contributions will be supported by the Green Climate Fund. This action by GCF does not only support the objectives of climate change but it also supports the United Nations for Sustainable Development. **Careers in Climate Change** Concerted global efforts towards the mitigation of climate change are being performed by countries through their implementation of the Paris Agreement and previous COPs aligned in their national objectives. However, simple people who want to make a change can have the following careers in climate change. *Earth Science Teacher or Professor* Teaching is the noblest profession. The better if a person chooses earth science as a major in teaching young minds about climate change. The problems in climate change can slowly be resolved if children starting from pre-school can understand the simple concept of climate change. As there is a spiral approach to studying, this can be deepened by slowly discussing how children can contribute to lessening the carbon footprint that they produce every day. Imagine that all children from all over the world will do their role as simple citizens of this world. The impact would be great. *Climate Change Analyst* A climate change analyst can either choose a scientific career or a political career. The former involves the collection and analysis of raw data, while the former is concerned with the laws and policies. Climate data is broad but some of these include ocean conditions, greenhouse gases, atmospheric temperature, and nice masses. These data are utilized to create models and to predict the possible climate changes in the earth’s future. Economic and physical impacts of such changes are evaluated by climate change analysts. *Climate Finance Specialist* The United Nations has job vacancies regarding this position. The United Nations Website explains that “The primary function of the incumbent will be to lead and develop climate mitigation programs for new climate and carbon finance market based instruments under development (i.e. Transformative Carbon Asset Development Fund) and provide high level operational support to existing initiatives such as the Carbon Partnership Facility (CPF) and the Carbon Initiative for Development (Ci-Dev).” *Renewable Energy Expert* The United Nations also has careers related to renewable energy. This international consultant is in charge of designing and implementing projects that are undertaken in line with the guidance of the UNDP and the specific donors. In one of the previous [**blog**](https://carrhure.com/agriculture-climate-change-social-responsibilities-emerging-leaders/)**s** about climate change in relation to social responsibilities of emerging leaders, it has been reiterated that leaders should be concerned about the effects of climate change. The need to train these emerging leaders can be resolved by finding an [executive recruitment consultant](https://carrhure.com/) that will be part of the special climate change team that a company wants to create. If you believe that you can work in any of the aforementioned careers in climate change, then it is hoped that you take the challenge and be part of the climate change team that will help resolve this global issue. The choice is yours to hop on and be part of the change. **Categories:** Blog --- ### [Agriculture, Climate Change, and Social Responsibilities of Emerging Leaders](https://carrhure.com/agriculture-climate-change-social-responsibilities-emerging-leaders/) **Published:** May 30, 2016 **Author:** Auree de Carbon **Content:** Emerging leaders of this generation have social responsibilities that are quite different from those of the past. Social issues that have not pervaded past leaders challenge the decision-making skills of these emerging leaders. Two of these challenges involve agriculture and climate change. Agriculture is an important sector of the economy that is highly dependent upon the climate in order to have great food production that is crucial for the survival of human life. It is not a shocking knowledge that agriculture is highly vulnerable to climate variability and change. The international scientific community considers the crucial issue of vulnerability of agriculture to climate variability and change. Social responsibility, as according to the ISO Strategic Advisory Group on Social Responsibility (SAG), defined it as “is taken to mean a balanced approach for organizations to address economic, social and environmental issues in a way that aims to benefit people, communities, and society.” The social responsibility of emerging leaders involves addressing issues in agriculture and climate change in a manner that will benefit society. Emerging leaders have inherited the responsibility to implement solutions to these problems. Climate change is complex and its interconnected with other issues such as agriculture demands equally complex solutions. Emerging leaders should create a promising future by taking into account the whole system and the planned and unplanned results of any action. Climate change is a global issue. However, these should not deter emerging leaders into underestimating their effectiveness in constituting the change in their locality. Leaders should implement local solutions to impact global issues. Emerging leaders should start within their immediate network to further expand their responsibility to fight climate change. People who are unaware of the problem adds burden to the existing problem. When people lack knowledge, these people perish. It is imperative and a social responsibility of emerging leaders to make aware the issues on how climate change affects agriculture and other sectors to people in their locality. People who are aware become alerted and more vigilant in fighting this issue on climate change. Agriculture, climate change, and social responsibility of emerging leaders are interconnected with each other. When emerging leaders become enlightened and empowered, they can impact society as they provide solutions to climate change that will greatly benefit agriculture. If these emerging leaders do away with their social responsibility, the human species are doomed to fail in their survival. Are these emerging leaders socially responsible for facing these challenges? It is hoped that the answer is a resounding “Yes.” **Categories:** Blog --- ### [How can positive leadership, inclusiveness and the quest for well-being affect today’s workplace?](https://carrhure.com/can-positive-leadership-inclusiveness-quest-well-affect-todays-workplace/) **Published:** June 13, 2016 **Author:** Auree de Carbon **Content:** Until most recently, Most of the big corporations or organizations were practicing the “so-called” top-down approach. In the top-down approach, the executives or the key stakeholders make all the important decisions. All directions will come from the top management because they are presumed to have all the right answers. But times have changed. Nowadays, the customer base is changing rapidly, which is a clear indication that tastes and preferences are also changing. Baby boomers, or people born after World War II, are retiring. Millennials, or people born between 1980s and 1990s, are on the rise. This generation is collaborative and team-oriented in nature which means that the command and control type of management will not be effective. Millennials are also confident, tech-savvy, optimistic and connected than the previous generations. During a job search, they gather information about a company based on the company profiles and videos posted on social media like LinkedIn, Twitter, Facebook and Google+. Unlike the Baby Boomers, they are driven by challenges, sense of purpose and a little bit of vanity. Flexibility is very crucial for them because they want to have an opportunity to blend their work and their personal lives. Technically, the Millennials and the Baby Boomers want the same thing (career progression and money), but their priorities are different. Millennials, unlike the previous generation who are extremely committed to their careers, would rather spend some quality time with their family or in pursuit of their passion. To provide the flexibility demanded by the Millennials, remote-based work, non-traditional working schedules and Results Only Work Environment (ROWE) are becoming a trend in today’s workplace. No need to wake up early. No need to deal with heavy traffic going to the office. You can skip all that and start to work and end your shift easily. Work-life balance is another trending concept these past few years. It is a type of lifestyle that draws the line between the individual’s professional and personal lives. Employers are supporting the efforts of the employees to divide their time and energy between their career and other important aspects of their lives. Organizations like The New York Times, Tribune Co., Ernst & Young, Toyota, and IBM are starting to adapt new approaches or trends shifting from the top down approach to bottom-up approach where team members are encouraged to participate in every phase of the management process. In the bottom-up approach, positive leadership, inclusiveness and the quest for well-being are very crucial in any organization’s success. We have heard “positive leadership”, “inclusiveness” and “well-being” a lot of times before, but what is it exactly and how are they going to affect the workplace of the future? To better understand this concept, let’s try to define each of the keywords. According to the Journal of World Business published in 2012, **Positive Leadership** is *a systematic and integrated manifestation of leadership traits, processes, intentional behaviors and performance outcomes that are elevating, exceptional and affirmative of the strengths, capabilities and developmental potential of leaders, their followers, and their organizations over time and across contexts.* Positive Leadership puts an emphasis on the following: - What elevates and challenges the organization and its employees - What’s right and wrong for the organization - What’s life-giving or life-depleting - What’s projected as good or objectionable - What’s extraordinary yet effective - What’s difficult yet inspiring This only means that negativity has no room for this kind of leadership and continuous monitoring of the multiple aspects of the company’s values and actions can keep one negative incident from tarnishing the reputation of the organization. On the other hand, **inclusiveness** is defined as *the ability to value and include all the employees’ and stakeholders’ contribution to an organization which energizes and motivates all parties involved in the decision-making*. This is also described by Forbes as *the ability to encourage teams to voice diverse perspectives and dissent*. Inclusiveness cultivates cultures which will result in higher productivity, retention, engagement, morale, and innovation. Generally, **well-being** is *the condition of an individual or group*. There are many factors that determine the overall well-being of a person: - Social - Economic - Psychological - Spiritual - Medical According to the CDC, well-being is tied to happiness and well-being of a person. Google is a great example of a company who cares about the well-being of its employees. Because of their aim to be the world’s happiest workplace, they staffed their HR department with a team of sociologists. Their job is to experiment with employee interactions and to come up with perks that would boost the well-being and productivity of its employees. By looking at the definition of each word, ***positive leadership, inclusiveness, and well-being*** are 3 important factors of effective management and motivation of teams to improve corporate performance. They are interrelated and work best when implemented side by side. By adapting these approaches, you are creating an environment where employees want to work rather than creating an environment where you, as the leader, want to work. It is a win-win situation in a sense that if the employees are happy, they will do a great job and will make your clients happy. This is not a theory. Science can back it up. Based on the research of the University of Warwick in Britain, productivity increases by 12 percent if the person is happy. It is a simple logic that, sadly, many leaders are still overlooking. These 3 concepts can greatly help in employee support and satisfaction which in turn results in better organizational performance. Indeed, employers should find ways to create a culture of positive leadership, inclusiveness, and well-being which would, in turn, lead to a healthier, happier and more productive workforce. **Categories:** Blog --- ### [Scarcity of Health Workers in Developing Countries](https://carrhure.com/scarcity-health-workers-developing-countries/) **Published:** June 17, 2016 **Author:** Auree de Carbon **Content:** Africa’s inefficient health care systems worsen with the migration of their health professionals. There is a significant shortage of healthcare workers in 57 countries with a deficit of 2.4 million doctors and nurses. The ratio of health care workers per population in Africa is 2.3 per 1000, while that of America is 24.8 per 1000. This shortage of health workers is being recognized and is now being reported in public media. Great challenges face the health services of a continent in terms of the delivery of minimum standards of health care, especially in HIV/AIDS. There is a great need for people in government authority and those who can provide financial support to do what is needed. The well-being of the population of every nation is largely influenced by the migration of its health professionals. The inadequate supply of home-trained doctors and nurses is one reason why there is a vacuum of job vacancies. Financial security and a well-structured program also serve to attract these health professionals to other countries. Doctors who migrated to the United Kingdom reached its highest point in 2003 with 18,701 doctors who were newly registered with the General Medical Council. It is interesting to note that 13, 967 doctors were not from the UK. There was a huge drop in 2007 with the number of international medical graduates who registered with the Medical Council. There were only 11,188 new registrations with 1039 from mainland Europe and fewer from other countries. This also goes with the nurses. **Insufficient Training Capacity** The pre-service training is insufficient to maintain the required number of health workers in Africa. Thus, focusing on pre-service training is significant in solving the issue on a long-term basis. In addition to that, short-term complementary responses should also be considered. Retention policies should be lobbied and remuneration should be improved as well as the working conditions of health workers. Unemployment should be addressed. Short-tern in-migration to deficit from surplus countries should be made possible with donor support. Moreover, the prevention of AIDS will decrease the premature mortality among health workers in the longer run. Antiretroviral treatment for health professionals should be provided to enable them to work longer. International efforts are on process regarding the issue or workers resigning to change careers or migrate. These short-term options must be considered together with the long-term solution of pre-service training. The scarcity of health workers in developing countries is a harsh reality. Through concerted efforts of stakeholders, this issue hopefully will be resolved. **Categories:** Blog --- ### [8 Best Hiring Practices to Start Now](https://carrhure.com/8-best-hiring-practices-start-now/) **Published:** June 20, 2016 **Author:** Auree de Carbon **Content:** The future of the business and its reputation lies with the people behind it. That is why recruiting the right people are essential in any business, especially if it is expanding or restructuring. As discussed in our previous blog, [Psychological Tests – Why do they matter in Executive Search?](https://carrhure.com/psychological-tests-matter-executive-search/) we mentioned that hiring the right candidates will minimize the turnover and will save the company’s time and money. **Network, network, network** We usually grow our network when we want to look for new hires. But it is ideal to do it otherwise. Networking prior to a search helps recruiters build rapport with future candidates. It is a great way to create a pool of qualified candidates, which will make them feel valued once they are invited for an interview. **Be wary of email communication** When sending or receiving emails from candidates, take note of the way they communicate. Their email communication style also reflects the way they would express themselves personally. This is also a great indication of their level of interest for the role. **Be fully committed to the recruiting process** Be involved from start to finish. You can use a candidate roadmap to determine the current stage of each applicant during the recruitment process. Follow up with the candidates every now and then regarding the status. In this way, they will feel that they are given importance which is one way to convince them to accept the job offer. **Paper screen the CVs** Look at the CVs and check how ready the candidate is to take on the job. You can adapt the “3-point system” in rating prospective candidates. A “3-point system” asks 3 important questions to see they are fit for the job. Do they have the right educational background? Do they have the right experience? Do they have the right set of skills? For each question, they will give a rate from 1-3 where 3 is considered the strongest. The highest score is 9. This provides a standard that every recruiter can use to easily compare and measure each candidate. **Initial Interviews** After screening the CVs and coming up with a list of strong candidates, now is the time to get to know them more. Sometimes, the CVs are presented in a way that is too good to be true. Initial interviews provide an opportunity to explore the candidate’s work history, strengths, and weaknesses. Nowadays, candidates are invited for an initial interview via Skype. The interview usually lasts for 20-30 minutes, depending on the flow of the conversation. Before the interview, recruiters should prepare a standard list of questions with a numerical pointing system. Mostly likely, you will not remember who said what, but, at least, you have a sense of who did well during the interview by looking at the numbers. **Face-to-Face Final Interviews** This is the final stage and will definitely “make or break” the outcome of the recruitment process. At this stage, recruiters should prepare an activity that would simulate the day-to-day operations of the organization. This will test how well they will cope with the company’s existing culture. Ask open-ended questions that will get them talking and ignite their creativity. Recruiters should also be honest about the current challenges of the organization. Failing to do so will result in disappointment because the candidates will feel like they are tricked just to convince them to sign the job offer. Once you’ve shared the challenges, do not forget to look at their reaction and listen to how they will contribute to the resolution. Do not forget to clarify expectations right away. Let them know about the outcomes that are expected from them once they are hired. If you are considering a candidate “out of faith”, let them know about their areas of improvement and ways to themselves. **Reference Checks** No one knows them better than their previous boss or colleagues. Try to contact their last employer and ask open-ended questions. You can give a follow-up question if you feel like their answers are quite vague. Do not ask questions that will lead to an answer that you would like to hear. Be thorough and observant. Look for nonverbal cues like the tone of their voice and their facial expressions. Do not be afraid to ask the tough questions. Once you have enough information, summarize your reference report and submit it to the HR Director. **Modify the job description if necessary** If you feel like you’re not attracting the right people, try making changes in the job description. Recruiters have this habit of trying to fit in the candidate to the job description without giving any considerations. Ask for feedback from the candidates and suggest changes to the HR director based on the feedback. In this way, you will attract better candidates because they feel like the job description covers their career needs. In conclusion, the recruiters’ dedication, hard-work, honesty, and thoroughness are the key to hiring success. By following these tips, recruiters will be able to hire the right people for the right job which is a “win-win” situation for everybody. Are you a recruiter who have successfully filled a high-level position? What did you do to meet the client’s specifications and expectations? Share your stories in the comments below. We would love to hear from you. **Categories:** Blog --- ### [Why agriculture should be seen as a business](https://carrhure.com/agriculture-seen-business/) **Published:** June 24, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/dawn-nature-sunset-people-6605/) For the longest time, agriculture has been seen as a development activity or as a necessity. In fact, agriculture is not a popular choice for many career-wise because they believe that there is no money in agriculture. Last month, hungry Filipino farmers protested, asking for free vegetable seedlings and financial subsidy at the height of El Niño at Kidapawan City, Philippines. In Nigeria, poverty is one of their major problems. Although 75% of the rural residents are hardworking farmers, they are still facing scarcity. The sad part is they do not lack food, resources or manpower. They lack the money to procure a small piece of land to farm or to operate food production. In a sense, you might agree with the majority that there is indeed no money in agriculture. But some of the most influential people in agriculture believe otherwise. Mr. Takashi Sumi, President, and CEO of AFC is an example of a person who found success in agriculture in the form of fertilizer. AFC or Atlas Fertilizer Corporation is the first and the oldest operating fertilizer company in the Philippines. According to him, “Farming must not only be regarded as a vocation or a calling but more importantly as a stable family business.” Despite facing financial difficulty and joint ventures in the 90s, AFC currently controls more than 42 percent market share. They owe part of their success to the local farming communities that they have worked with in terms of improving crops and increasing yields. Kwesi Amissah-Arthur, Vice President of Ghana, felt the same way. He said, “Agriculture should be seen as a business.” Right now, the Ghanaian government is promoting the agricultural sector to attract more investors. Their objective was to develop a number of initiatives and incentives to motivate people and firms in the sector. He, along with President Goodluck Jonathan of Nigeria, President Thomas Yayi Boni of Benin and President Joyce Banda of Malawi participated in an investment forum supported by GrowAfrica, an African-owned inclusive platform which aims to unlock the potential of African agriculture through private sector investment. GrowAfrica has seen how private sector investments created economic opportunities for small-holders and improved food security. In fact, their partners mobilized over $3.5 billion in new investment commitments in 2012. Another supporter of this belief is Mr. Akin Adesina, President of African Development Bank. He said that “Agriculture is a business. And the more we treat it as a business, as a way to create wealth, the more it will promote development and improve people’s lives to boot.” He also believes that to treat agriculture like a business is to get the private sector more involved in it. With these testimonies, we can conclude that agriculture is not a dying business. There is a huge potential waiting for us to unlock it. Apart from funds from public and private sectors to acquire necessary technologies to improve food production, collaborating with smallholder farmers and introducing innovative farming techniques is also vital to agricultural success. Farm owners should also learn new ways to manage and invest funds to grow their business to its fullest potential. Remember, food is human’s most important basic need. As long as there are humans, the demand for food like rice and other crops will always be there. Let us take this opportunity, not only to feed the world but also to create sustainable, progressive and wealthy nations. **Categories:** Blog --- ### [Multilateral Development Banks and Their Challenges](https://carrhure.com/multilateral-development-banks-challenges/) **Published:** July 15, 2016 **Author:** Auree de Carbon **Content:** \*Source Image: Pexels Multilateral development banks (MDBs) have played significant roles in the fight against poverty for more than seven decades since the foundation of the World Bank, at the Bretton Woods conference. However, most developing countries perceive the World Bank and major regional multilateral banks as bureaucratic, too inflexible, and dominated by the self-interests of rich countries that hold large stocks in the said financial institutions. Developing countries are following the footsteps of these other countries by having their own counterparts. Bilateral, regional-bilateral, and multilateral banks that offer market-based public loans are created with successful ones such as the CAF (Corporación Andina de Fomento, now called the Development Bank of Latin America) and the Central American Development Bank. The youngest among these are the Asian Infrastructure Investment Bank (AIIB) and the BRICS’ New Development Bank (NDB) with the Chinese as having the lead role in setting these two up. The pressing concern is to review whether the MDBs current instruments, structures, and mandates will achieve their objectives. These MDBs were called to restructure their assistance in terms of finances and technicalities to obtain the post-2015 Sustainable Development Goals (SDGs) as part of the Addis Ababa Agenda for Action. As reported in the Development Committee Discussion Note on April 2015, the largest MDBs studied their capacity to obtain the goals of the proposed post-2015 SDGs and also to increase financial resources mobilization. The post-2015 SDGs agenda supports the World Bank and other MDBs development approach. The breadth and level of Sustainable Development Goals are deeper compared to the Millenium Development Goals. These include governance and institutions, infrastructure and energy, domestic resource mobilization, improved business environments, and leverage of the private sector. The role of MDBs in the fight against poverty and sustaining international development goes beyond plain intervention. MDBs divert more financial support to poorer countries than bilateral donors and they have more expertise in giving information and in monitoring the use of funds of these benefactors. The agreements between multilateral agencies and recipient nations are less politicized than with bilateral donors. Moreover, there is superiority in multilateral funding because of its de jure seniority. There are other advantages with MDBs in regards to the aid effectiveness agenda. MDBs are better shock absorbers in terms of risks, plan development on a longer-term approach, offers more predictable finance, are better equipped with assessing of quality aid, that strengthens the confidence level of nations to make fiscal commitments on a long-term basis. **Categories:** Blog --- ### [Aquaculture, Food Security, and Hunger in the Developing World](https://carrhure.com/aquaculture-food-security-hunger-developing-world/) **Published:** July 1, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/water-hands-poor-poverty-9749/) The World Health Organization reports that hunger and malnutrition remain the most pressing issues that dominate the poor and needy, especially in the globe’s poorest countries. Thirty percent of children, adults, adolescents and infants within the developing world are victims of various kinds of malnutrition. This is a direct violation of the fundamental human right to proper food and nutrition and freedom from hunger and malnutrition, where everything is possible to solve this grave concern. Malnutrition has grave consequences that include disability, delayed mental and physical growth, and death. This eventually leads to a non-progressive socio-economic development. Children under five years of age have 10 million deaths every year because of malnutrition. Deficiency in iodine is the single most preventable cause of brain damage and mental retardation and deficiency in vitamin A is the single greatest preventable reason of blindness in childhood. Obesity is also rampant in many developing countries with fifty percent of the adult population affected with heart disease, hypertension, diabetes, and stroke. Food security in relation to Hunger United Nations High Commissioner for Human Rights Mary Robinson emphasized that food and nutrition rights are violated on such a heavy scale. The Food and Agriculture Organization of the United Nations (FAO) reports that 790 million people in developing nations and 34 million in developed countries are not eating sufficient food to meet their basic nutritional needs. Food security is defined by FAO as “access by all people at all times to the food needed for a healthy and active life.” The concern is that food must be available regularly in order to achieve food security. FAO reiterates that food insecurity and chronic undernutrition are caused by a combination of factors that include low productivity in agricultural, year-to-year and highly seasonal food supply variability, and deficiency in off-farm opportunities in employment. One of FAO’s main programs is to destroy if not lessen poverty and food insecurity by placing food security as its priority in its agenda. Activities in the program include improving food supply stability, food production increase, an increase in employment in rural communities, and providing greater access to food supplies. FAO Constitution has an objective which is to ensure the freedom from hunger of humanity. Aligning with this has resulted to FAO launching a Special Program for Food Security and focused on Low-Income Food-Deficit Countries(LIFDC). These are countries that are unable or lacks the ability to import their food needs. The World Food Summit recommends the group effort at all levels to increase access to food in86 LIFDCs and raise production of food in November 1996 in Rome. The objective is to decrease the number of malnourished people by half in 2015. The Summit adopted a Plan of Action that ensures enabling conditions, producing food, improving food access, increase the role of trade, invest in food security, and deal with a disaster. Poverty is concluded to be one of the major reasons of food insecurity. Thus, access to food requires the eradication of poverty. Aquaculture as the poor’s source of income and sustainable food source There are various food production systems in the world. One of these is aquaculture, which is defined as the farming of aquatic plants and animals. Aquaculture is eyed as an important tool in fighting against poverty and malnutrition in developing countries. In addition to that, it is considered to be a local benefactor of animal protein that is of high quality and/or a supplier of opportunities for employment and cash income. In line with this great news, aquaculture has remained to be the fastest-growing food production sector in the world for almost twenty years. An estimated 11 percent overall growth rate since 1984 in comparison with 3.1 percent for terrestrial farm animal meat production and 0.8 percent of landings from capture fisheries. With these data, the world’s greatest concerns that include poverty and food insecurity can be resolved by focusing on aquaculture. **Categories:** Blog --- ### [Big Data: Why it matters to HR?](https://carrhure.com/big-data-matters-hr/) **Published:** July 4, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Wikimedia Commons](https://upload.wikimedia.org/wikipedia/commons/1/13/Tmi_theorizing_big_data_%2814069197451%29.jpg), by Willow Brugh The Harvard Business Review’s survey revealed that 71% of CEOs believe that the top contributing factor to sustainable economic value is the human capital. Due to the importance of human capital, organizations are now practicing big data management and it became a trend in human resources. Although the term was first documented in 1997 by a scientist at NASA, the term became popular 11 years later. Oxford English Dictionary defined big data as *“data of a very large size, typically to the extent that its manipulation and management present significant logistical challenges.”* By looking at the definition, we could say that big data analysis opens a door for determining trends, patterns correlations and insights about the human behavior. It unveils business potential and predictions about certain HR functions like sourcing, hiring, training and other initiatives. Here are some of the benefits of big data to human resources: **1. Insight** Big data oversight is like looking at a window. It tracks, analyzes and shares employee performance-related data across the board. This will determine the top performers and underperformers and will be the basis for promotion and bonuses. **2. Retention** Since big data can gather enough information to learn about human behavior using satisfaction surveys, assessments, social media, exit interviews, etc., the human resources can determine what drives people away and what makes them stay. Big data can predict employee attribution which is an opportunity for the HR department to establish employee engagement. Xerox, for example, was able to cut its call center attrition rate by 20% through big data analysis. **3. Training** By looking at the individual and team performance report, the HR can determine its employees‘ strengths and weaknesses. By measuring the potential and effectiveness of the training, the HR can ensure wise investment on employee training and development. **4. Quality Hires** Big data analysis provides an analytical and strategic approach in sourcing top talents. Instead of wasting time and effort in screening piles of CVs and trusting your instinct in processing hires, browsing the candidate’s online profiles in Facebook, LinkedIn, Twitter, Blogger or WordPress makes it more convenient and easier for the HR department to have a view of the candidate’s expertise, interests, opinions, and values. They will have an idea whether this candidate is suitable for the company’s values and culture. Big Data brings innovation and leads businesses to real impact. Organizations are looking for ways to maximize the power of big data to understand better workforce decision-making. This may seem like a fad for some, but due to its impressive benefits, big data is here to stay. **Categories:** Blog --- ### [Farmers and Agricultural Value Chains](https://carrhure.com/farmers-agricultural-value-chains/) **Published:** July 8, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/old-man-person-farmer-28900/) Agricultural markets have transformed drastically. The increase and urbanization of the global population, as well as the rise in income, has brought about these drastic changes. Poor rural farmers are set aside because of the change in economic policies such as foreign trade and the demand for agricultural products that are of export quality. Small-time farmers cannot compete with the big-time farmers in terms of the consistency in producing high-quality products. The agricultural marketing environment is constantly bombarded with factors that result in challenges, uncertainty, and opportunities. Monitoring must be done in order to reduce the risk and maximize opportunities. Consumer behavior is also rapidly changing due to globalization and technology. This directly affects the manner in which agribusinesses do their business. These highly dynamic changes also influence farming and business. Agriculture is transforming from small farms to big farms that are aligned with the distribution value chain. Globalization has created opportunities for small-time farmers but the integration of globalization, agro-industrialization, and market production might result in the exclusion of these farmers. The way of living of consumers from developed countries, the shifting demographics, and the obsession with health and diet have resulted in the choice of food bought by these consumers as well as their changing eating patterns. Consumers are affected by issues regarding food safety as well as being alarmed by food scares. Tailored food that jives with consumers’ specifications and food companies that desire customized farm products drive the change in the agricultural market. **Income growth** Engel’s Law states that “as incomes rise, the share of expenditure allocated to food tends to decline.” The budget provided to food decreases in third world countries from 65 percent to less than 10 percent in developed countries. Bennet’s Law states that “as income rises, the share of the food budget allocated to starchy staples declines relative to more expensive sources of calories.” This implies that one significant factor in the rate of patterns in food consumption is the rate of income growth. **Demographic Pattern** Urbanization has resulted in a demand for high agriculture products. Studies show that urban households spend less on rice compared to rural households. People from urban areas purchase more on fish, meat, and sugar. **Foreign Policies** Developing countries have increased their opportunities in exporting agricultural products to both developed and other developing nations. This is brought about by lower tariff barriers and policies that encourage international trade. On the other hand, this also threats small time farmers to competition from high-end agricultural products. **Foreign Investment** The participation of foreign companies in the farming sector has exposed local agribusiness companies into a competitive pressure. **Addressing Problems to Connect Farmers to Markets** *Production* High crop yield is very significant in farmers. Quality output requires quality input. The need to have a good quality of seeds in order to produce high-quality agricultural commodities needs to be addressed. Climate change has resulted in severe weather patterns that resulted in droughts and flooding. *Supply Chain* Farmers face the challenge in having weak road infrastructure. This hinders them in transporting their goods from their place to the market. The lack of storage is also a challenge with farmers. High amounts of wastages also result in a decrease in their income. The movement from one sector of the chain to another increases the cost of production. This results in a lesser amount of profit for farmers. *Processing* In the advent of globalization, farmers need to answer to the demand of the market to have high-quality agricultural commodities. Farmers have to compete with multinational companies. Their technology is not as globally competitive as that used by these industries. This lack of quality results to producing a non-export quality of products that limits their market into the locality. *Marketing* Farmers have no choice but do manual grading because of the lack of grading machinery. This directly affects the product quality maintenance and the income of farmers. Quality standards are affected as there are problems in manual grading as it lacks uniformity. Moreover, small-scale farmers also do not have extensive linkages where they can sell their agricultural products. There are many issues that surround farmers in developing countries when it comes to agricultural value chains. Thus, there is a need for government agencies as well as non-government entities to hire [executive consultant companies](https://carrhure.com/) to train people on how to solve problems in these areas. **Categories:** Blog --- ### [How to Improve the Recruiter & Hiring Manager Relationship](https://carrhure.com/improve-recruiter-hiring-manager-relationship/) **Published:** July 11, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/businesswomen-businesswoman-interview-meeting-70292/) For every available position, there are two people who are considered as the “key to a successful search” – the hiring manager and the recruiter. However, the two can also lead to a disaster, especially if they are not in the same boat. In this scenario, the person who needs to adjust is you. Why? 1. There is no way you can change the hiring manager. The change should start in you. 2. Hiring managers are like customers. You should deal with them professionally. 3. The hiring managers have more pressing issues that they have to work on. You are the expert and they expect you to do YOUR job. Their job is to guide you throughout the process and to make important decisions. To prevent frustrations and to strengthen recruiter-hiring manager relationship, you can use the following tips: **Discuss the job description in detail** There should be an initial meeting with the hiring manager to discuss the details of the job description. Ask for 20-30 minutes of the hiring manager’s time and email an invitation based on his or her availability. You can meet them in their office or you can schedule a Skype interview. Discuss the requirements, the deal makers as well as the deal breakers. Make sure to know what makes them tick so that you’ll be able to find the candidate that they are looking for. **Put yourself in the hiring manager’s shoes** Try to understand their point of view. As mentioned earlier, hiring managers would prefer focusing on their core businesses and they expect you to manage the recruitment process. To successfully fill the job, ask the hiring manager about the last person hired for the role. What went wrong? Why did he or she leave? What can they do to make things better? By asking these questions, you can come up with the ideal candidate that the hiring manager is looking for. Of course, the ideal candidate is not easy to track down. There are times when you have to consider alternatives. In this case, you can re-evaluate the position to see if you can accept potential candidates or to research for strong candidates with the hiring manager to help him or her, realize the realities of the talent market. **Trust each other** Just like in any relationship, trust is very important in the hiring process. Hiring managers appreciate honesty and transparency. Give a walk-through of the recruitment process as well as your plans on how to source for quality talents. Don’t forget to build rapport with the hiring manager. These are one of the easiest ways to gain his or her trust. **Both parties should set clear expectations** Both the hiring manager and the recruiter have the same goal. But the way they do things are way different from each other. Be transparent, honest, committed, decisive and understanding. Both parties should agree on a concrete plan in determining, contacting and evaluating prospective candidates. Provide the hiring manager with a clear set of expectations and vice versa. And most importantly, don’t just set it. Do it! **Communicate with the hiring manager constantly** Do not skip any possible opportunity to participate in a conference call for calibration. This will ensure that both parties are on the same page and can expect their desired results. This is also helpful in identifying areas of improvement. If the hiring manager is not happy with the current status of the search, ask them how you can improve or provide solutions to the problem so that you can get approval right away. The more frequently you communicate with the hiring manger, the stronger your professional relationship will become. **Close the deal together** Once the hiring manager chooses “the one”, he or she should let the recruiter negotiate with the candidate to close the deal. First, the recruiter is very used to negotiations and candidates are more comfortable to discuss salary package and miscellaneous needs with the recruiter than with the hiring manager. Initially, the job offer should be discussed verbally with the candidate before sending the formal written offer. **Learn when to let go and move on** This is a two-way relationship. If the relationship is not mutual, meaning there is no reciprocation, this will result in a very unhealthy partnership. This would be your cue to cut the ties and move on with another company. It may be a difficult decision, but in the long run, it would be a wise one because it will save everybody’s time, effort and, most importantly, money. **Celebrate!** This is not a popular practice. Most of the time, the hiring manager will say, “Congrats!” and the recruiter will say, “Thank you. Till next time.” Consider celebrating together! The search has been one heck of a whirlwind and both parties deserve to celebrate victory and have fun. Eat lunch or dinner together. Or buy each other a drink. This small gesture may seem insignificant to some, but it’s worth it. This will increase the bond between the hiring manager and the recruiter. Do you have additional ideas as to how to strengthen recruiter-hiring manager relationship? Share your ideas in the comment box. We are very interested to know your thoughts about the topic! **Categories:** Blog --- ### [The Challenges of Public-Private Partnership](https://carrhure.com/challenges-public-private-partnership/) **Published:** September 19, 2016 **Author:** Auree de Carbon **Content:** Governments around the world have the responsibility to improve public services for the benefit of their citizens. This involves establishment, development, and maintenance of public infrastructure, transportation, and health services among others. However, due to constraints on public resources and fiscal space, governments are increasingly partnering with the private sector to gain an additional source of funding or to fill the funding gap. A public–private partnership (PPP, 3P or P3) is a business relationship between the government and a private sector company to fulfill the purpose of completing either a government project or a private business venture that will benefit the public. PPPs are becoming a trend because it can give immediate results in terms of completing a project in a shorter span of time or increasing the possibility of starting the project. Scott Kinner and Bruce Allender of iMG, a global leader in sports, events, media, and fashion, gave a list of benefits of PPPs which include: - Asset management implementation to ensure that capital improvements are carried out and those facilities are maintained - Capital improvement efficiencies for increased synergies and efficiencies across the entire utility spectrum for a municipality - Ability to retain ownership of the assets - Retention of workforce to present opportunities for the workforce to participate in knowledge and skills transfers, as well as learn new technologies - Customizable PPP models to meet the exact needs of the local community - Relief of financial stresses on cities - Upfront capital used on a variety of municipal needs and can help relieve financial pressures on other departments - Economic growth - New revenue opportunities - Ability to handle aging workforce - Investment in new technology - Savings on precious natural resources Looking at the list, PPPs seem to be very beneficial to the public. However, there are debates as to why PPPs shouldn’t be used as a quick fix for everything. First, many believed that PPPs is a gateway to privatization. In the Philippines, the 5.6-billion modernization program of the Philippine Orthopedic Center became a hot topic earlier this year. Philippine Orthopedic Center is a government medical facility under the supervision of the Department of Health which provides health care delivery to patients with a musculoskeletal disorder and related conditions. Many believed that the privatization of the Philippine Orthopedic Center will correspond to increase in medical costs which will add to the burden of poor Filipinos who can’t even afford to have an adequate shelter, food, clothing and education. Another potential challenge is that PPP projects are likely to be greater than the traditional government procurement processes in terms of its development, bidding and ongoing costs in. An example would be the water sector in France. According to a comprehensive study of France’s water PPPs, about three-quarters of the service is delivered by the private sector through PPPs. They found out in 2004 that the price of water under PPPs is 16.6 per cent higher than in places where the government provides the service. Others believe that another aspect used to justify PPPs is risk transfers. CNA, one of the largest American commercial property and casualty insurance company, defined risk transfer as a risk management and control strategy that involves the contractual shifting of a pure risk from one party to another. However, transferring risk has costs. PPP contracts normally transfer risk to the contractor and cost more (around 25%) than the conventional contracts. Some people also believe that PPPs are prone to corruption and it can be used for political means. For example, a politician can receive funds from private sector companies for their campaign. In exchange, that politician has to approve a PPP project as a token of appreciation. For example, according to the UN, PPP projects in India’s roads and power sectors are most prone to corruption. Between 2012 and 2017, India aims to invest a trillion-dollar infrastructure creation where most of it will come from PPPs. UNODC reached out to 400 private sector and government officials to confirm whether there’s corruption going on with these projects. However, they only received feedback from 100 respondents. They found out that most of them are reluctant to talk about corruption which is clearly something that needs to be addressed. Despite their silence, the survey conducted by the organization showed that although 42% of firms feel roads and power are the most corrupted sectors, 75% of government officials perceived these two sectors as “hotbeds of graft”. Almost 87% of private players said that bidding norms and tender criteria were altered to qualify certain bidders, to which over 44% government officials agreed. Misinformation and elusiveness also contribute to this problem. There are some PPPs that cost more than what is agreed. Some blame it on circumstances, but the truth is, some people involved in the PPP provided false information by asking for funds that are more than what is needed. There are also some companies who withheld information on the grounds of confidentiality. We can say that PPPs is a double-edged sword. It has its own advantages and disadvantages. But what’s certain is, governments who are keen to use PPPs to improve public service should find a way to weigh things out for them to understand how the citizens can fully benefit from these projects. There should be a clear agreement from both parties and a strict adherence to the contract. Transparency is essential to prevent any unexpected consequences that will greatly affect its citizens. Sometimes, it is better for the government to do things on their own which will help the public sector to gain flexibility, control, and comparative efficiency due to reduced transaction costs and contract uncertainty and the efficiency gains of more democratic accountability. The lesson here is simple. If you can do it on your own, do it. If you need support, you can ask for it. But make sure that the citizen’s welfare is the utmost priority above anything else. **Categories:** Blog --- ### [Seeds Access – why we need to build a bridge between seed companies and smallholder farmers](https://carrhure.com/seeds-access-need-build-bridge-seed-companies-smallholder-farmers/) **Published:** September 23, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/rice-hand-harvest-grain-thailand-1549130/) *“Seed is the embodiment of technological change in agriculture,” stated David Spielman, a senior research fellow at IFPRI* The link between seeds and agriculture is unquestionable. Plants are considered as the foundation of human diet and source of other needs like clothing and medicines. Seeds, on the other hand, is considered as the heart of agriculture. Why? What is the first thing you do before you harvest your crops? Seeding. You have to plant seeds before you grow and harvest any crops. Without seeds, there’s no germination. No germination means no plants, flowers, fruits, and no seeds to start another plant cycle. In the early years of the Green Revolution, seed variety played an important role in yielding at least 20% growth in developing countries. From the 1980s until early 2000s, the percentage increased to almost 50% according to IFPRI. The problem is, not only the costs of seeds are high, there’s also a gap in terms of seed access. Small-holder farmers live in remote areas making it difficult for them to have a hold of high-quality seeds. At this point, the private seed companies, despite their initial efforts, still have to do more in bridging these gaps. From the perspective of the seed companies, Ido Verhagen, executive director of the Access to Seeds Foundation, revealed that the seed industry is active in all countries except for Western Africa, where there is clearly a gap in terms of high-quality seed access. Mr. Verhagen also revealed that developing country smallholder farmers still save and reuse seeds and that they prefer to buy seeds from local markets and not from commercial seed companies. In addition, he also mentioned that despite the leadership of some companies to address the small-holder farmers’ need, there is still a lack of tailored approaches that will help reach the emerging market. Only 4 out of 7 top global seed companies have business activities in developing countries. John Keyser , World Bank Senior Agriculture Trade Economist, gave another important point as to why global seed companies haven’t fully embraced the market in small-holder driven developing countries. He said: *“Each country has its own rules and regulations so you can test and release a variety in one country, but you can’t sell it just across the border,” Keyser explained. “This makes the environment risky and expensive for private sector investor.”* Intellectual property rights are also a concern. Some governments require all parental lines be handed over to the national agricultural research systems. Private companies are not too happy about this kind of policy environment which, as a result, causes higher seed costs. Farmers in developing countries have lesser options in terms of seed varieties because the seeds are too expensive to acquire. On the other hand, Keyser also noted that many governments have liberalized their policies. However, this is not enough. Testing and certifying seeds on a regional basis might help, but it’s very time-consuming. One Acre Fund, a non-profit organization that aides smallholder farmers in East Africa, mentioned that there are organizations who have deployed innovative solutions to address this problem. They have started an initiative by delivering agriculture technologies to 200,000 farmers in East Africa using an operating model that offers farmers high-quality seeds and fertilizer on credit, training in agricultural techniques, and post-harvest support. This only means that the private sectors are aware of this problem and are taking some action to fill the gap. We should also consider that seeds from the private sector are not the only solution to help small-holder farmers increase agricultural yields. They should also have access to knowledge, finance and markets, and an enabling policy environment favorable for both the farmers and the seed companies. In conclusion, we can say that there is hope as long as the government and the private sector will work together to increase the accessibility of seeds to small-holder farmers in order to deliver nutrition improvement, poverty reduction, and resilience in agricultural production systems. **Categories:** Blog --- ### [Gluten-Free Diet: Is it a Friend or Foe?](https://carrhure.com/gluten-free-diet-friend-foe/) **Published:** October 1, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Picserver](http://www.picserver.org/g/gluten-free01.html) The popularity of gluten-free diet is undeniable in the recent years. In fact, there is 13.4 times growth in 5 years from US$ 1.56 billion in 2008 to US$ 12.4 billion in 2013. Due to the rise of people testifying how gluten-free diet helped improve their energy, mental function, mood and weight including celebrities like Gwyneth Paltrow, Elisabeth Hasselbeck, Ryan Gosling and Jenny McCarthy, people are now opting for a gluten-free diet. In fact, grocery stores are now opening gluten-free shelves to get into the hype. Domino’s already added a gluten-free pizza on their menu. Dunkin’ Donuts developed a gluten-free donut. The gluten-free diet is so popular that it landed the second highest spot on Time magazine’s list of top 10 food trends in 2012. But what is gluten? Why is it bad for the health? Gluten is a type of protein that can be found in grains such as wheat, rye, barley and triticale (a hybrid of wheat and rye). Gluten serves as the glue for baked products like bread, pastries, and pastas to keep its shape and to give chewy and elastic characteristics. This is not only present in foods, but it can also be found in lip balms, lipsticks as well as in stamp and envelope adhesives. However, there are some people who get ill when they consume gluten such as people with celiac disease or people with non-celiac gluten sensitivity. Celiac disease is an inherited autoimmune condition wherein gluten irritates the lining of the small intestine causing the immune system to attack the villi or the finger-like projections in the small intestine that help absorb nutrients from the food. The severity of this disease can lead to inflammation and gut leaks. According to the U.S. Department of Health and Human Services, about 1 in 141 people in the United State is affected by the disease. On the other hand, non-celiac gluten sensitivity or NCGS is a form of gluten intolerance which causes symptoms such as bloating or gas, diarrhea, fatigue, headache and itchy skin rash. It is estimated that around 18 million people in the US have NCGS. In these cases, gluten-free food is advisable to help heal the gut of celiac patients and to avoid symptoms of NCGS. So how will one know that if you have celiac disease or NCGS? One way to find out is the have a gluten-free diet for 2-4 weeks. At the same time, you can also take a simple blood test for confirmation. Once you feel that you are feeling better, try to gradually re-introduce gluten to your body. If the symptoms come back, it means that you have either NCGS or celiac disease. Now, can gluten-free diet guarantees full recovery for celiac patients? There was a study conducted on 241 celiac patients. They were asked to have a strict gluten-free diet to check small intestine mucosal recovery. It is concluded that there was only 34% recovery after 2 years and 66% recovery after 5 years. A study published in The Journal of Alimentary Pharmacology and Therapeutics in 2009, 465 celiac patients did not have complete normalization of duodenal lesions despite adherence to a gluten-free diet. They still experienced severe gut inflammation even after taking GFD for 16 months. In other words, completely removing gluten from your diet is not enough. Now let’s go back people who are not diagnosed with celiac disease or NCGS, but still adhere to a gluten-free diet like the celebrities mentioned earlier. Is it safe for healthy people to have a gluten-deficient diet? Non-celiac or NCGS patients who practiced GFD claim that they have better mood, more energy and fewer headaches, fatigue and other maladies. Some even said that GFD can fast-track weight loss. There is no definite study or research to prove any of these claims. But what we can say is, when you eat healthy, you feel healthy. So if you opt for natural and unprocessed gluten-free food like brown rice, buckwheat, quinoa, wild rice, amaranth, sorghum, millet, corn (polenta) and teff, then you will have the essential nutrients to make you look and feel stronger. GFD can contribute to weight loss, but it is not the main reason you lost that weight. You lost weight because you have limited food choices and you will turn to fresh fruit and vegetables, lean proteins and low-fat dairy products. This kind of diet reduces total caloric intake, and people will lose weight naturally. Another thing that you have to consider is that GFD for non-celiac and NCGS patients can cause serious health problems due to the lack of nutrients to maintain a healthy and balanced diet. This will lead to iron, calcium, fiber, folate, thiamin, riboflavin and niacin deficiency. Also, if you are not careful with the type of gluten-free foods that you are consuming, you might end up taking in more sugar and fat than you would usually get from eating gluten itself. For example, a regular pretzel contains 110 calories and 1 gram of fat. Its gluten-free alternative contains 140 calories and 6 grams of fat. If you continue to eat purely gluten-free which are mostly processed, this can contribute to obesity and diabetes. So what can we learn from these studies? - Gluten is only harmful to NCGS and celiac patients. - Gluten-free diet alone is not enough to treat celiac disease. Celiac patients should choose easy-to-digest, low toxin, unprocessed foods that can’t be consumed by bad bacteria or doesn’t cause inflammation. At the same time, you have to ensure that your food has adequate nutrition and can improve intestinal permeability. - Instead of GFD, follow an SCD or Specific Carbohydrate Diet. According to Dr. Sidney V. Haas, SCD is a form of low-carb paleo/primal that removes common irritants that are present in the Gluten-Free Diet. This will help improve the small intestine and will help celiacs to properly absorb nutrients again. - Non-NCGS and non-celiac patients are not encouraged to follow GFD because this may lead to critical nutrient deficiency. - GFD is not directly involved in weight loss. - Choose natural gluten-free food. Eating processed gluten-free foods are more prone to obesity and diabetes. So is gluten-free diet a friend or a foe? The answer is neither. It all depends on the medical status of the person and the kind of food they are consuming. There is nothing wrong in promoting gluten-free food. This actually helps increase the awareness of NCGS and celiac disease and provides food variety to its patients. We just have to be careful in assessing the truth from the myth to avoid any serious health problems. **Categories:** Blog --- ### [Why Scientist Says Stunning Blue Lakes in Eastern Antarctica Poses a Serious Threat](https://carrhure.com/scientist-says-stunning-blue-lakes-eastern-antarctica-poses-serious-threat/) **Published:** October 3, 2016 **Author:** Auree de Carbon **Content:** With the confirmation that pristine blue lakes are spotted in Eastern Antarctica, there’s a growing concern among the scientists about its possible effects on its surrounding environment. The concern came from the fact that they have seen this kind of occurrence before – in Greenland. Before we go any further, let us define some terms that will be helpful in this subject. National Snow and Ice Data Center or NSIDC defined ice shelves as permanent floating sheets of ice that connect to a landmass. Ice sheets, on the other hand, are a mass of glacial land ice extending more than 50,000 square kilometers (20,000 square miles). Between 2011 and 2014, Greenland’s ice sheet lost 1 trillion tons of ice mainly to the appearance of these lakes. Although Greenland’s ice sheet started melting since 1990s, it is evident that its ice sheets are melting at an accelerating rate recently according to a new, open-access study published in Geophysical Research Letters. The same thing can happen in East Antarctica’s Dronning Maud Land. East Antarctica was considered “impervious” and believed that this is an area that is unaffected by climate change. Dr. Stewart Jamieson, a lecturer in the Department of Geography at Durham University, said, “\[East Antarctic is\] the part of the continent where people have for quite a long time assumed that it’s relatively stable.” However, an analysis of satellite images and metrological data taken of the Langhovde Glacier in East Antarctica concluded that between 2000 and 2013, nearly 8,000 of these lakes had formed for the first time. This is an implication that Antarctica, which is said to be the coldest place on earth, is also not immune to the rising temperature the Earth is facing today. There are three things that could happen if lakes continue to form in the future: (1) they may disappear through refreezing, which is something that we look forward to (2) drain vertically through the floating ice (3) overflow into rivers on the surface that drain into the ice below. Option 2 and 3 can cause serious problems because they can weaken and disintegrate ice shelves and ice sheets. Researchers also fear that the fresh water that flows outward to the sea from the base of a glacier can cause a tornado-like flow pattern underwater. This will cause further ice loss is not prevented. So what is the reason ice shelves and ice sheets collapse? Scientists believe that it has something to do with climate change. When these lakes started appearing, between 2012 and 2013, Dr. Jamieson’s team revealed that the warmest summer in the Southern Hemisphere was also recorded that time, with a total of 37 “positive degree days”, and a mean daily surface air temperature of 0.8 degrees Celsius in January. Comparing it to the 2007/2008 summer where they had just five positive degree days and a mean daily surface air temperature of -1.8 degrees Celsius in January, this is pretty high. During an interview with The Washington Post, Dr. Jamieson said, “What we find is that the appearance of these lakes, unsurprisingly, is correlated directly with the air temperature in the region, and so the maximum number of lakes, and the total area of the lakes, as well as the depth of the lakes, all of these things peak when the air temperatures peak.” This is another indication that climate change is real and this is just the beginning. If we continue to ignore its presence, the more we will suffer in the future because we are unprepared and misinformed. UNFCCC’s COP21 in Paris is a big step, but it shouldn’t end there. Every nation should raise awareness of this pressing problem and establish policies to address climate change and global warming. No one knows what will happen in the future. If these lakes continue to form and if the ice melts completely, there is a possibility that calamities will happen. Overflowing of water can cause floods. Animals like penguins and polar bears will go extinct. Like how the famous saying goes, “Prevention is better than cure.” We should act now before it’s too late. **Categories:** Blog --- ### [Hybrid Seeds vs. GMOs](https://carrhure.com/hybrid-seeds-vs-gmos/) **Published:** October 10, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Wikipedia](https://en.wikipedia.org/wiki/Crop_diversity#/media/File:Genebank4_(4331057760).jpg) Through the years, plant breeding played an integral part in the agricultural production and biodiversity. It all started with heirloom seeds or seeds from plants that is not genetically modified for at least 30-40 years. These seeds are produced as a result of open –pollination wherein insects like butterflies and bees cross-pollinate plants. In this method, plants are nutritious, genetically diverse, and adaptable to local growing conditions and climate. You can also save the seeds for the next planting season. However, this method has lesser yields because it takes time for the plant to germinate, grow and produce fruits and flowers. It also takes 6-10 generations before developing a new plant variety. Because of this, farmers and scientists looked for alternative ways to speed up the process. Thus, hybrids and GMOs were born. Hybrids and GMOs are often interchanged or considered the same. Although they have similarities (both are genetically modified), they still have differences. For instance, hybrids are plant varieties developed through a specific and controlled cross-breeding of two plants from the same species. Charles Darwin, an English naturalist and Gregor Medel, founder of the modern science of genetics, discovered a method of controlled crossing that can create these desired traits within just one generation in the mid-nineteenth century. These are called F1 hybrid. It is said that hybrid varieties are just as natural as open-pollinated varieties. The difference is pollination is done by humans, not by pollinators like wind and insects. Both varieties are created by cross-pollinating two plants from the same species. However, most hybrid seeds are bred to resist pests and diseases and to tolerate drought. They will not grow well in organic conditions. In fact, using hybrid seeds reduce genetic diversity, which can make the entire crop more susceptible to pests and diseases. Another disadvantage is the disrupted cycle of traditional seed saving. F1 hybrids will yield the desired results in the first generation, but will not produce uniformed offspring afterwards. The second generation usually has a very random mix of the parents’ DNA. So if you want to achieve the same results, you have to throw away the seeds and purchase new ones every planting season and the costs of these seeds are quite expensive. On the other hand, GMOs are genetically modified varieties produced in a lab using high-tech and sophisticated techniques like gene splicing or the process of inserting genes from one species to another to achieve a desired trait. What does it mean? Let’s use corns as an example. Hybrids are used by combining two corns as parent plants. GMOs are crossing different biological kingdoms. In this case, some corns are cross-pollinated with a certain type of bacteria to create a pest resistant tomato. Monsanto has successfully created this corn variety when they inserted a type of bacteria known as Bt (Bacillus thuringiensis). Since the bacteria is already part every cell of the plant, the pest will die once they consume the corn. So whenever you feed GMOs to your cattle or chicken including humans, you are actually feeding them with pesticides. Biotech companies assured that Bt will break down during digestion. However, there are some reports saying that, although it is harmless, there was [Bt toxin found in human blood and gut lining](http://www.gmwatch.org/component/content/article/13142). Since there is no concrete scientific proof that GMOs are bad for the health, GMOs are still in circulation. In fact, roughly 85% of all grocery store foods contain GMOs in the US. Despite the scientific community’s effort to try to conduct a study verifying these claims, they are going nowhere as of the moment due to these factors: - GMO seeds are patented (meaning biotech firms who produced these seeds will be the only distributor) - GMO seeds are “substantially equivalent” to other seeds so they are not labeled, tested, or otherwise regulated. In conclusion, open-pollinated varieties are the safest option in terms of nutrition and health. However, we cannot deny that our food is already saturated with hybrids and GMOs. So if we have to choose between the two, hybrids are the better choice. Here are some ways you do to avoid GMOs according to foodrenegade.com: - Choose a single-ingredient certified organic food - Opt for Non-GMO Verified labeled foods - Grow your own open-pollinated, heirloom variety plants - Get to know your farmer and asked about his or her farming practices. It is better to support GMO-free, organic varieties. **Categories:** Blog --- ### [Traditional fermented food and beverages for improved livelihoods](https://carrhure.com/traditional-fermented-food-beverages-improved-livelihoods/) **Published:** October 14, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/fermented-cucumber-glass-food-1280682/) It is believed that fermented foods and beverages play an important role in people’s diet worldwide. Whether it originated from plants or animals, fermented foods and beverages is a great source of nutrients and help in health maintenance and disease prevention. Fermented foods are food produced or preserved through microorganisms. Lactic acid bacteria and yeasts are the major microorganisms associated with traditional fermented foods. There are different ways of preparing traditional foods and beverages from every region. Some of them can be fried, boiled, candied, or mixed with curries, stews, side dishes, pickles, confectionery, salads, soups, and desserts. They can be in different forms such as pastes, seasonings, condiments, masticators, and even colorants. Fermented drinks can also be alcoholic or non-alcoholic. There are many benefits of traditional fermented food and beverages. It is said that many of the fermented products from different ethnic groups have therapeutic values. Adding traditional fermented food and beverages to your meals will help in digestion because it will boost the levels of beneficial bacteria in your bowels. Eating a small portion on a very regular basis preferably once or twice with meals is ideal for your health. Kefir, a fermented milk drink made with kefir grains which originated in North Caucasus Mountains, has beneficial micro-organisms that provide immunity which is good for patients suffering from AIDS, chronic fatigue syndrome, herpes, and cancer. On the other hand, Kimchi, traditional fermented vegetables from Korean which is used as a side dish, has a high concentration of dietary fiber that lowers calories and is rich in vitamin A, thiamine (B1), riboflavin (B2), calcium, iron vitamin C and carotene. Other fermented foods and drinks include the following: Sauerkraut Pickled cucumbers Pickled garlic Pickled beets Pickled radish Pickled corn relish Natto Miso Tempeh Soy sauce Fermented tofu Naturally fermented and unpasteurized beers According to the UNFAO, traditional fermented foods and drinks have a huge market potential. Fermentation as an enterprise offers many opportunities. These products have reduced perishability that extends its shelf life which is an advantage to both sellers and consumers. There is a high demand for fermented products, especially during particular social and cultural events. Fermented products have a higher value compared to other foods because they are regarded as delicacies. Fermented products also provide convenience since these products do not require refrigeration which is especially important to people living in hot and humid areas to reduce food spoilage. Small-scale fermentation technologies contribute substantially to food security and nutrition, especially in regions that are prone to food shortages. Fermented products also reduce the dependency of rural and urban populations on food importation, and allow farmers to sell their own raw materials locally. These are just some of the economic and social benefit of applying small-scale fermentation in food preservation which contributes to sustainable development. Furthermore, there are many examples of fermentation by-products which are used as a safe nutritional supplement livestock that further strengthens the livelihood system such as “brewer’s grains” and dried yeast. Moreover, traditional and small-scale fermentation enterprises are known to have a good employment record, especially in remote areas with limited access to sophisticated equipment. For instance, more than 60 percent of the workforce is employed in the small-scale food processing sector in Sub-Saharan Africa. Due to the increased popularity of fermented products, small-scale enterprises have the capacity of generating more employment options. In conclusion, we can say that fermentation enterprise offers a range of diverse products to consumers and allows more opportunities for farmers to have improved livelihoods. Traditional fermentation methods and preservation can be commercialized and food productivity can be maximized with the support and help of various governing bodies and institutes. **Categories:** Blog --- ### [Tips on choosing and prepping your references to land your dream job](https://carrhure.com/tips-choosing-prepping-references-land-dream-job/) **Published:** October 17, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/closeup-portrait-of-young-lady-talking-on-mobile-phone-6386/) After you have passed all the tests and aced your interviews, the only thing left to worry about is the reference check. The reference check is a part of a hiring process wherein the employer will contact the applicant’s former co-workers and other sources to learn more about his or her employment record, background, and qualifications for a job. This is considered as one of the most important aspects of the recruitment process because the feedback from the people who have worked with them or have known the applicant for a long time can give a reflection of how the applicant will be once he or she is hired. That is why preparation is the key in landing your dream job. Below are the steps on how you can choose and prep your references: *Choose professional references over personal references* Since you are applying for a work, it is ideal to choose your former supervisor, colleagues, and subordinates. It is not too advisable to include your family or friends. Your supervisor can give a feedback in relation to how you deal with your boss. Your colleagues can give a feedback in relation to how you work in a team. Your subordinates, on the other hand, can give a feedback in relation to how you are as a boss. If you have a colleague who turned into a friend, that a different story. You can add them as a reference because they can provide with professional and personal feedback. Just make sure that you have a positive working relationship with all your referees. *Choose references for a specific job* Just like customizing your resume and cover letter, you have to target your references. For example, you are applying for a trainer position, but you put your colleague when you were a recruiter in your resume. You have to choose someone you have worked with when you were a trainer to gauge how qualified you are for the role unless you don’t have working experience as a trainer yet. *Ask permission* It would be uncomfortable for your former boss or colleague to receive a call for reference without any notice. This will put them off-guard and may not be able to tell recruiter about your accomplishments or worse, they may not even remember you. Apart from giving them a heads up, you have to contact your referees for you to know how they can represent you. If you feel that they are unsure or confused about how they can speak for you, then that would be a sign that you have to look for someone else. You should also ask for permission if you can add them as a reference. Tell them about the job you are applying for and highlight your recent accomplishments. This will get them excited when the recruiter contacts them to ask about what they think about you. *Ask for their updated contact details* The worst thing that could happen is for the recruiter to try contacting your referees only to find out that they are unreachable. The HR might try to find their email addresses or phone numbers, but that would take weeks before they can get a feedback and get back to you for the results. This can also be a ground for them to give up and look for another candidate who is professional enough to provide them with everything they needed without any hassle. So after you contact your referees and asked their permission, don’t forget to ask for their current contact details and position. *Give your updated resume to your referee* Your referees might have a vague memory of your working experience with them especially if it has been years since they last heard from you. So it would be nice if you will give hand them your CV to help them recall about your past experience and your set of experiences, talents, and skills. *Address issues with your current boss* There are times when we do not want to include your current boss as a reference. If that is the case, you have to explain your reasons to the recruiter. It would be understandable if you’re not including your current boss because they are not aware that you are looking for a new one. But if you, straight out, take them out of your list without stating your reasons, that would send them a red flag to your potential employer. *Ask for a reference letter* A reference letter or recommendation letter is a letter in which the referee or sponsor positively assesses the applicant’s skills and capabilities. It could be a letter from a university professor, supervisor or someone who is connected to the applicant. Reference letters will save you the hassle of asking for their permission and every time you apply for a new job because the letter already outlines your strengths, and sometimes, weaknesses. If ever you have to contact them, it would be to update their current position or their contact details. *Coach your referee* At this point, you can tell them about the possible questions and how they could answer them. You need to help prepare for questions like, *how do you know this candidate? How long have you known this candidate?* W*hat’s this candidate’s attitude toward work like?* Make sure that they are able to provide answers with concrete examples to support their statements. *Thank your referee* Never forget to send a thank you note or personally show your appreciation to your referees. This gesture will strengthen your relationship with them and will be happy to help you the next time you have a reference check. **Categories:** Blog --- ### [Hospital Investment: A Key to Save Lives and Money](https://carrhure.com/hospital-investment-key-save-lives-money/) **Published:** October 21, 2016 **Author:** Auree de Carbon **Content:** January 2015, [a doctor in Jamaica](http://www.jamaicaobserver.com/news/Hospital-woes_18175063) admitted citizens receive poor health care due to the hospital’s lack of resources. According to the report, one of the main concerns was the shortage and malfunctioning of equipment which results in the cancellation or postponement of a number of occasional surgeries. In addition, there are insufficient medical supplies that caused the number of patients on the waiting list to grow. The Jamaican acting permanent secretary in the Ministry of Health said that an investigation would be conducted to alleviate the problems that the doctors are encountering. He also said that the primary care and health services system is in dire need of an upgrade to manage the number of patients and health care distribution. This is just one of the many cases that show how hospital investment can greatly improve healthcare services globally. According to a report by the Center for Global Development, hospitals are essential for building and maintaining healthy populations worldwide. They are the frontliner for acute care, access to a specialist treatment and basis for national health systems. However, hospital policy remains a global health issue due to the focus of the national and international policymakers on primary health care access and control of specific diseases. The CGDev also reported that only small minority of hospitals in emerging economies meet global standards and they are mostly private facilities serving higher income groups. Even low-performing hospital systems still require significant resources and, as a result, they are consuming up to 70 percent of the government health budgets. A great example would be Mexico’s Ministry of Health. They are one of the other low- and middle-income countries that need hospital improvement, but lack information to initiate change. To address this problem, the ministry launched its first-ever [hospital performance report](http://www.cgdev.org/blog/want-save-lives-and-money-invest-hospitals). The report assesses the overall performance of each hospital, identifies areas of improvement in terms of quality and efficiency across states and facilities, and suggests areas for enhanced investment to improve patient outcomes and value for money. The results are astonishing. They found out Mexico could prevent nearly 5,000 unnecessary deaths annually if hospitals from the worst-performing states will improve its performance and match that of the average states. If hospitals will be improved further and matched the performance of the best-performing states, Mexico can avoid 25,000 unnecessary deaths per year. Not only does hospital improvement can save lives, it can also save money. Tons of money. Still based on Mexico’s hospital performance report, if all hospitals in the country will be of the same efficiency and effectiveness as that of the best performing states, it could avoid 195,000 hospitalizations which is a savings of more than $260 million every year. At this point, it is undeniable that hospital investment, as well as medical innovations, is the key to keeping people healthy and saving money. They can lessen the need for expensive surgeries, expensive hospital stays, doctor visits and most importantly, unnecessary deaths in the hospitals. This is something that every nation should look at and give utmost attention to help people live longer and healthier. **Categories:** Blog --- ### [How to Create a Better Candidate Experience](https://carrhure.com/create-better-candidate-experience/) **Published:** October 24, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/job-interview-colleagues-business-437026/) Creating a positive candidate experience is one of the most important responsibilities of a recruiter. Why? The experience that the candidate will draw from the hiring process could either make the candidate an advocate of your organization or a critic. According to the Talent Board, the host of the *Candidate Experience Awards*, candidate experience has an impact on how the applicants will perceive the organization. Out of 45,000 respondents, here are some of their conclusions: - *61% of the candidate would actively encourage colleagues to apply after a positive experience* - *27% of the candidates would actively discourage colleagues to apply after a negative experience* - *Almost 40% of the positives would buy more of the company’s goods or services despite not being hired* - *30% of the negatives would buy less of the company’s goods or services* - *50% of the positives will share their positive experience* - *32% of the negatives will broadcast the bad news* This only means one thing, a positive candidate experience not only helps you gain more candidate referrals, but it also serves as a great marketing tool. Sadly, a lot of recruiters are falling into the trap of not paying close attention to it. Based on the *Global Recruiting Survey 2016,* 56% of recruiters work between averages of 36-45 hours per week. 54% manage less than 10 requisitions at any given time across the board (except agency workers who tend to work more vacancies on average). And also, since most organizations base their variable pay on the number of hires or placements, candidate experience is often neglected. But with the rise of social media and blogging platforms, it became evident that candidate experience should be the core of the recruitment process. Here are 5 steps for you to create a better candidate experience: *Try to put yourself in the candidate’s shoes* As a job applicant, what are the things that will make you feel good after the hiring process? Do you still have self-confidence and self-respect although you are not accepted for the job? Did you learn anything from the experience? Is it worth-while? Will you refer your friends to the company or not? No one wants to be left hanging after the hiring process. So calling candidates and giving them feedback would give them an idea of where they stand as of the moment. If they didn’t make it, let them know as well and include the things that they have to work on so that the next time that they apply, they are already well-prepared. Get in touch with them from time to time and update your records about their current job and their contact details. These gestures will make them feel valued. By reflecting how a candidate would feel will help you map out how you should approach them. Think of every possible way that will show how much you value your candidates because you’d be surprised at the impact of a positive candidate experience. *Communicate clearly with the candidates* How you communicate with the candidates is very much the same as you would communicate with a client. You have to completely inform them about the hiring process. You can give them a PDF file or a video of the steps on how to complete the application. Give them the timeline so that they know how short or how long it’s going to take for you to fill the role. Tell them about the advantages of joining your organization as well as the challenges that a potential candidate may face. Be open about compensation packages, taxes, and other benefits. If everything is clearly laid out to them, they can set their expectations and can also help them decide whether they are culturally fit to join your organization. *Give them an office tour* As mentioned earlier, candidates want to visualize if they are qualified and suitable enough to work for your company. Another way to help them decide is to give them a tour of your office. An office tour gives the candidates a sense of reassurance and comfort. It only means that you are transparent enough to walk them through the office and that you have nothing to hide from them. This is also a great time to watch the candidate’s body language for any key indicators of the candidate’s character which is something that you will not see in the interview room. An office tour will also help the candidate have an informed decision which will give you less chance of making a bad hire. If they feel that they are not for the job, they could simply quit. If they are motivated by what they see, the candidates will pursue their application. The office tour can also help in brand advocacy. By taking the time to take a potential candidate around the office gives them an idea that you are proud to be part of the organization. That feeling is contagious because it can compel the candidate to join the company the moment that they have a chance. *Make the recruitment process personal* There’s no *‘one size fits all’* when it comes to recruitment. Try to tailor your interview questions based on the candidate’s background. Read their CV and cover letter. Call them by their name. This will signify that you actually took the time to know them a little bit. If the interview has to be forwarded to your boss for a final interview, prep your boss about the questions that you asked as well as their answers. This will avoid the candidate from being asked the same question over and over again which can be frustrating sometimes. When you send an email, make sure that you customize your signature. Add your designation, contact details, and logo. Remember that professionalism should be practiced even in littlest of things. *Ask for a feedback* This is probably the most important thing you have to do to ensure a positive customer experience. Kate Reilly, a writer, content strategist, and marketer pointed that this question should be asked every single time: *“Is there anything you didn’t get a chance to tell us today that you think we should know?”* The candidates are the fresh set of eyes that can spot things that your company may not see. It could be about your product or services. It could be about customer service. Or it could be about the hiring process. By asking them this question, you will have an opportunity to know how you can improve your company and most especially your recruitment process. A survey can also be conducted after the process. You can give them a questionnaire about how you can improve and maintain candidate experience. Do you have any positive candidate experience that you would like to share with us? Please type in your answers in the comment section below. **Categories:** Blog --- ### [Key Factors of Motivation Teaser](https://carrhure.com/key-factors-motivation-teaser/) **Published:** October 31, 2016 **Author:** Auree de Carbon **Content:** [![sprangler-photo](https://carrhure.com/wp-content/uploads/2016/10/Sprangler-Photo-1024x654.jpg)](https://carrhure.com/wp-content/uploads/2016/10/Sprangler-Photo.jpg) Did you know that there are 6 factors that motivate humanity? What are the things that motivate you? Click [here](https://youtu.be/I_MoLkOxk9I) to watch our teaser and post your answer on our [blog](https://carrhure.com/blog/) Save the date ! .: The answer on November 2, 2016.! Let’s see if your answer is included in Dr. Eduard Spranger’s list of motivational factors. **Categories:** Blog --- ### [Conserving water with proven landscape irrigation strategies](https://carrhure.com/conserving-water-proven-landscape-irrigation-strategies/) **Published:** October 28, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [By Anton (Own work)](https://commons.wikimedia.org/wiki/File:Sprinkler_Irrigation_-_Sprinkler_head.JPG) Before technology took over people’s lives, we used simple tools to help us get by. One of which is a water hose that we lug across our landscape to water our plants. Of course, lugging hoses can be frustrating because it really takes some effort to carry it around and going back to the faucet every now and then to adjust the water flow. Houses these days, especially the one with beautiful landscape, have installed high-tech irrigation systems to avoid the hassles of traditional plant watering. However, when landscape irrigation systems are not used properly, the irrigation becomes wasteful rather than beneficial. How will you know if your current landscape irrigation is wasting water? You can conduct a catch can test. This test requires the owner to put several small cans with straight lines (e.g. pet food cans or tuna cans) on the lawn in different places. Turn on the sprinkler for 20 minutes. Measure the water in each can using a ruler and determine the average. You have to multiply the average by 3 to get the hourly irrigation rate. If the amount of water is more than what is needed, then you have to tweak your current landscape irrigation system. Some specialists say that sprinklers also contributed to water wastage. Sprinklers spray a mist over lawns and much of the water have evaporated before it hits the ground. There is also another lawn-watering problem that some specialists have pointed out – the ‘runoff’. ‘Runoff’ refers to the excess water that goes directly into the gutter. The runoff carries pollutants like fertilizer and pesticides which will, in turn, contaminate the waterways. Water conservation and runoff prevention can be done by choosing the appropriate landscape irrigation system for your lawn. For instance drip irrigation or micro irrigation can avoid evaporation by placing the irrigation nozzles close to the ground. This means that the water is not sprayed, it drips water from the pipe holes that lies on the ground or underground. If drip irrigation is monitored and not prolonged, it could save tons of water and prevent runoff. This is ideal for a small yard or for watering individual plants. Another way to prevent runoff is to choose the ‘cycle and soak’ setting in your controller. What it does is to release water for short periods of time with intervals to allow the soil to absorb the water. Replacing sprinklers with notary nozzles can help provide uniform watering and water evaporation. In this way, water is controlled and it’s not used excessively. This method could actually improve efficiency by 10 to 20 percent. Placing bark and wood chips on the soil also prevent evaporation while straw mulch works well in vegetable gardens. Both saves water, prevents weeds and help cool the plant roots especially during the summer. If you live in a dry area, you should consider Xeriscaping. This is becoming popular these days especially in areas that seldom rain. Planting cacti and other desert plants can help address low water supplies. All of these techniques are effective. You just have to figure out the best watering plan. You must ask yourself: - *How much water do my plants need?* - *How much water does each part of the watering system apply?* - *Does my watering system match the output to my plant’s needs?* To sum things up, here are more tips on how to conserve water (and money): - Water your lawn in the morning for better water absorption. Watering in the evening will help fungi grow on your plants. - Build a rain gauge in your yard. Accumulating at least ¾ to an inch of rain weekly can actually cover your next lawn watering. - If you choose to use an automatic sprinkler system, include a rain or moisture sensor shutoff device. This will prevent unnecessary spraying of water. Use a rain barrel with a well-fitted screen to keep out mosquito larvae and to collect rainfall that can be used to water plants and gardens. **Categories:** Blog --- ### [5 Tips to Achieve Work/Life Balance](https://carrhure.com/5-tips-achieve-worklife-balance/) **Published:** October 31, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/person-holding-white-ceramic-teacup-in-front-of-a-macbook-pro-210658/) Office life these days are very toxic. You have to draft reports, attend meetings, meet deadlines, etc. There’s nothing wrong with it because the more you work hard, the better you will be rewarded. But you can’t deny the fact that your professional life can seriously burn you out. And once you feel burned out, that’s when work becomes a burden and you might end up questioning yourself why you’re doing it in the first place. That is why companies are adapting a concept that helps their employees prioritize properly between their work and their lifestyle. This is termed as ‘work/life balance’. Most people might ask, is that possible? People are skeptic because you can either excel in your professional life, but neglect your personal life or have a meaningful time with yourself, family or friends, but your career is not as good as you dream it would be. For most people, they have a hard time getting both. What if we tell you that IT IS POSSIBLE? Below are some of the sure-fire tips on how you can balance your work with your personal life. *Be honest about your needs.* Nobody knows what you need other than you. So take this time to reflect on the things that matter to you. Be open and don’t hide it. For example, your boss will never know how important eating meals with your family is unless you speak up. *Prioritize equally* Once you identify what you want and what’s important to you, that’s when you can start to prioritize. What are the things that you have to do and when is the best time for you to do it? If you feel that exercising in the morning can energize you, go for it. If feel that you are more productive at night, then choose to work at night. If you need to unwind, then take a 15-minute coffee break. Whenever you set your priorities, always keep in mind that your personal life is just as important as your professional life. You don’t have to schedule all your personal activities after work. It should be a yin yang. Also, prioritization keeps you focused on important matters and reduces the unnecessary stress that comes with an urgent focus on less timely or unimportant tasks. *Set boundaries* When you’re at home, you should be focused on yourself or your family. When you’re at work, you should leave your personal problems at home. Take a vacation when you have the chance. When you’re on vacation, turn off your work phone and don’t check your emails. You set your priorities and you have to stick to it. This will give you a sense of freedom because you are able to do what you have to when you have to and you will have undivided attention on the things that you are currently doing. *Start small and work your way* Rome is not built in a day. You have to understand that if you drastically change your lifestyle, there is a tendency that you will fail because you are not yet physically, mentally and emotionally ready. You can start with having dinner with your friends every Friday. Then, after a few weeks, you can add another activity like enhancing your computer skills every weekend. Gradually adding personal and professional activities reduces stress and lessens pressure when it comes to committing to your new lifestyle. *Pace yourself accordingly* Sometimes, we are too engrossed with our work, that we forget about the other important stuff that we have to do. You have to constantly check yourself. Do you have to speed up or slow down? Self-awareness is the key. Doing so will help you enjoy the ride in a stress-free and hassle-free way. Do you have other tips in maintaining a work/life balance? We would love to hear from you. You can comment your answers in the section below. **Categories:** Blog --- ### [6 Key Factors of Motivation](https://carrhure.com/6-key-factors-motivation/) **Published:** November 2, 2016 **Author:** Auree de Carbon **Content:** Was there a time where you would wonder why your colleague didn’t listen to your advice? Why your subordinate seems so distant at work? We have to admit that there are instances when we would like to understand a person’s personality, behavior, and reaction. What will motivate them? What will empower them? What will make them vulnerable? Dr. Eduard Spranger, a German idealist, philosopher, psychologist, and educator, published a book titled, *Lebensformen* in 1914. The book was later translated into English titled *Types of Men: the Psychology and Ethics of Personality* in 1928. His research and observations lead him to the development of 6 attitudes, values or motivators. He believed that a person is defined by what he or she finds valuable, important, good or desirous. Click here to watch the video: [6 key factors of motivation](https://youtu.be/yiFYZXy2dMc): Here is a short summary for you. *Theoretical* [![kfm-1](https://carrhure.com/wp-content/uploads/2016/10/KFM-1.jpg)](https://carrhure.com/wp-content/uploads/2016/10/KFM-1.jpg) Interest: Discovery of Truth General Attitude: To understand, to discover Goal: Finding the truth, reaching systematic knowledge Passion: Solving problems and mysteries Characteristics: Rationality, Intellectual abilities Excess: Neglects personal issues Stress Factors: Subjective & irrational things Strengths: Focuses on facts, seeks solutions Career: Researcher, Scientist, Professor, Engineer *Aesthetic* [![kfm-2](https://carrhure.com/wp-content/uploads/2016/10/KFM-2.jpg)](https://carrhure.com/wp-content/uploads/2016/10/KFM-2.jpg) Interest: Form and Harmony General Attitude: To experience inner & outer beauty Goal: To be fulfilled by beauty Passion: Beauty, harmony, understanding, feelings and impressions Characteristics: Notices unique traits, strives creative expression, practices subjectivity Excess: Clash with objectivity and reality Stress Factors: Lack of harmony, objective truth Strengths: Focuses on his/her experience or on other people’s experiences Career: Psychologist, Artists, Designer, Environment *Economic* [![kfm-3](https://carrhure.com/wp-content/uploads/2016/10/KFM-3.jpg)](https://carrhure.com/wp-content/uploads/2016/10/KFM-3.jpg) Interest: Usefulness General Attitude: To always expect a return on investment Goal: To find usefulness in everything Passion: Getting results, using resources, acquiring material goods Characteristics: Practical sense, resourcefulness Excess: Views everything in terms of economic gains Stress Factors: Waste, no return on investment Strengths: Business mindedness Career: Salesperson, Entrepreneur *Altruistic* [![kfm-4](https://carrhure.com/wp-content/uploads/2016/10/KFM-4.jpg)](https://carrhure.com/wp-content/uploads/2016/10/KFM-4.jpg) Interest: Love of People General Attitude: To use their energy to help others Goal: To rid the world of hatred and conflicts Passion: Noble causes, growing other people’s potential Characteristics: Unselfishness, generosity, sense of social justice Excess: Self-destructive behavior Stress Factors: Overemphasis on money, indifference to people Strengths: Makes the most of people’s potential, exhibits a strong drive to help others grow professionally Career: Volunteer, Social Worker, Missionary *Individualistic* [![kfm-5](https://carrhure.com/wp-content/uploads/2016/10/KFM-5.jpg)](https://carrhure.com/wp-content/uploads/2016/10/KFM-5.jpg) Interest: Power General Attitude: To have power over oneself and others Goal: To seek power and the control of his/her life Passion: High status, winning strategy, ruling the others Characteristics: Uses power to serve personal goals Excess: Values personal gains above all, a person ruled by power Stress Factors: Loss of power, status and opportunity to progress Strengths: Ability to improve himself Career: Managers, Politicians, Athlete *Traditional* [![kfm-6](https://carrhure.com/wp-content/uploads/2016/10/KFM-6.jpg)](https://carrhure.com/wp-content/uploads/2016/10/KFM-6.jpg) Interest: Unity and Order General Attitude: To seek a higher meaning Goal: To do what is right in accordance with the code of conduct Passion: Seeking the divine, converting others, understanding life in a holistic way Characteristics: Lives by his/her own values, committed until his/her death, hostile to change Excess: Informal approach to rules and regulations, self-sacrificing, fundamentalists Stress Factors: Opposition to their cause or beliefs Strengths: Sense of meaning and purpose are important to them Career: Religious leader, police officer, philosopher Taking motivational assessments help raise self-awareness to improve interpersonal/intrapersonal communication, set achievable goals and choose the ideal job based on your values/motivators. We have to remember that people can’t be boxed in one category. Studies show that a person has 2-3 motivators. It means that it is possible for a person to strongly uphold to his/her beliefs (traditional) and show compassion towards other people (altruistic). Some motivators can obscure others. There are many factors that could affect our motivators such as interactions with family, friends, teachers, religious issues, geographic location, the media, leaders, and so on. Which of the 6 factors motivates you the most and why? We would like to hear your thoughts. Please type in your answer in the comments below. **Categories:** Blog --- ### [Pros and cons of Herbicides](https://carrhure.com/pros-cons-herbicides/) **Published:** November 4, 2016 **Author:** Auree de Carbon **Content:** Herbicides or weedkillers are a form of pesticides that farmers and gardeners use to control unwanted plants. Before the 1930s, it is not known what herbicides eliminate, but it is certainly toxic to humans. New types of herbicides were created when advancement of synthetic chemistry occurred in the 30s and 40s. The new breeds of herbicides were more target-specific but still imperfect. There are many classifications of herbicides. There are *selective herbicides* that control specific weeds while leaving the desired crop or plant unharmed. Then, there are *non-specific herbicides* that eliminate all plant materials upon contact. Herbicides are also classified by activity, timing of application, mechanism of action, or type of vegetation controlled. Before you decide whether you will apply herbicides to your crops or garden, here are some of its pros and cons. **Pros:** *Saves time and effort* Pulling weeds by hand can be a hassle, especially to elderly and disabled people. In addition, it is also time-consuming especially if you’re managing a wide-scale weed control in pastures and farms. With herbicides, farmers and gardeners can simply spray the entire area with the right herbicide to keep the weeds from growing. The less time with your plants or crops means more time with your family and other worthwhile activities. *More Control of Hard-to-Remove Plants* There are some weeds (e.g. the perennial weeds) that are more difficult to remove. This is because hand-pulling may not pull all the roots which can result to plants growing back. This will also reduce the tendency of contact with poisonous plants such as poison ivy because you won’t have to remove the weeds by hand. Some herbicides have long-term effects because the chemical stays longer in the soil and will still work long after the original vegetation dies. *Yield more crops* Herbicides can increase yields by eliminating weeds which compete with crops for water, sunlight and soil nutrients. Apart from this, herbicides can also lessen food shortages and food prices. According to a report by the Weed Science Society, crops like carrots will cut down by nearly 50% each year if herbicides were not discovered. **Cons:** *Health Risks* Most herbicides are poisonous. They can be mildly toxic or highly lethal. Even organic herbicides have risks because it contains a higher concentration of acetic acid which can cause severe eye and skin damage. Herbicides pose health effects to gardeners, field workers and even to people who buy food grown using these substances. If the product is ingested or inhaled, patients will experience various effects ranging from minor skin irritations to extreme gastrointestinal discomfort. Farmers and gardeners should wear protective clothing (e.g. safety glasses or goggles, long-sleeved shirts, long pants, socks, shoes and rubber gloves) when applying herbicides. These products should be stored in a cool and dry location away from children and pets. *Growing Resistance* Weeds have the ability to adapt to herbicides, which will help them resist its effects. That is why farmers and gardeners may notice that they use more of these products, especially if they heavily rely on it. The resistance will affect its costs and there will be more herbicides present in the soil. *Pollution* Herbicides contribute to air, water and soil pollution. It can contaminate the soil and the rainwater can carry these chemicals to other areas which will eventually pollute the waterways. Herbicide-contaminated waters can kill fish and other aquatic life. A study by the Japanese Journal of Veterinary Research concluded that herbicides can also evaporate into the air resulting in air pollution and reduced air quality. Looking at the pros and cons, it would be difficult to decide whether it is wise to use herbicides or not. My piece of advice? Use herbicides only when it’s necessary. If you decide to use herbicides, don’t forget to wear protective clothing and accessories. In addition, you should also read the label and use the product appropriately to reduce any health and environmental risks. **Categories:** Blog --- ### [Deforestation and Its Extreme Effect on Global Warming](https://carrhure.com/deforestation-extreme-effect-global-warming/) **Published:** November 11, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/deforestation-forest-wood-cut-405749/) What is deforestation? The definition is in the word itself. The prefix de- means “remove”, forest is land covered with trees and the suffix-ation means the act or state of. Therefore, deforestation means the act or state of clearing the forest. What causes deforestation? There are many reasons people practice deforestation. It could be to give way for agriculture and livestock. It could be for acquiring additional space for housing purposes. It could also be to produce more products like coal, timber, and paper. Whatever the reason is, it only boils down to one culprit – to satisfy human needs. Did you know? Did you know that tropical rainforest deforestation adds more carbon dioxide in the atmosphere than cars and trucks? According to the World Carfree Network (WCN), vehicles like cars and trucks account for about 14% of the world’s global carbon emissions, while 15% of it, analysts says, are from deforestation alone. The Food and Agriculture Organization (FAO) reported that an estimate of 53,000 square miles of tropical forests was destroyed every year during the 1980s. Based on this, they estimate that 21,000 square miles were deforested each year in South America and most of this is in the Amazon Basin. If we are going to use these estimates, the tropical forest will be as cleared annually and it would be as vast as North Carolina! In addition, a leading green group named the Environmental Defense Fund said that 32 million acres of tropical rainforest were cut down every year between 2000 and 2009 and the numbers are increasing. According to them, if this continues, forest clearing will put another 200 billion tons of carbon into the atmosphere in the coming decades. What are its effects on global warming? Many things can happen if we will not prevent or reduce deforestation. First, deforestation affects the amount of oxygen in the atmosphere. Sunlight is essential for photosynthesis, a process where plants absorb sunlight to synthesize food from carbon dioxide and water. Forests help regulate the natural greenhouse effect because trees absorb carbon dioxide from the atmosphere for photosynthesis. Forests also absorb sunlight and only about 12-15% is reflected whereas deforested areas reflect sunlight by 20%. Also, the rainforest is very wet and humid. Deforestation will increase the risk of desertification in the cleared areas because trees cover the moist forest soils which prevent it from quickly drying out. Trees are also responsible for continuing the water cycle by returning water vapor back into the atmosphere. In addition, some trees are removed by fire. This will add to the amount of carbon dioxide present in the atmosphere. In conclusion, deforestation affects climate change and global warming because fewer forests mean more carbon dioxide will enter the atmosphere. This will contribute to the increased speed and severity of global warming. The disruption caused by deforestation will lead to more extreme temperature changes that can be harmful to both humans and animals, not to mention that deforestation also ruins the natural habitat of millions of species. What can we do? Banning tree-cutting activities are not enough to decrease deforestation. Even if the government will approve laws that would reprimand offenders, people will still take the risk due to economic sense. People, especially in the third world countries, will not care too much if we are going to convince them to stop logging by presenting its effects. We have to give them an alternative that will stop or decrease logging and, at the same time, helping them improve their livelihood. United Nations’ Reducing Emissions from Deforestation and Forest Degradation or the REDD program aims to establish incentives for the people who will care and protect the forest in order to manage it sustainably while benefitting from it economically. An example would be introducing alternative livelihood programs that would require less land (e.g. growing coffees) which will lessen the need for cutting trees. The participating nations in the REDD program can accrue and sell carbon pollution credits once they present a proof that deforestation has lowered below the baseline. Since its inception in 2008, the REDD program has managed over $117 million in direct financial aid and educational support into national deforestation reduction efforts in 44 developing countries across Africa, Asia, and Latin America. Brazil, among other participating nations, has shown the significant effect of this project. Through the program, Brazil was able to slow down deforestation within its borders by 40% and if the momentum continues, the country can increase carbon reduction by 80% in 2020. If all nations will adapt the REDD program, reduction of deforestation is possible. This is one way for us to slow down global warming. Again, the solution is in our hands. If people are educated about the effects of deforestation and are given another opportunity to earn a living, the people itself will stop logging. This is indeed a serious matter that every government should give attention to. **Categories:** Blog --- ### [How to Write an Effective Elevator Pitch](https://carrhure.com/write-effective-elevator-pitch/) **Published:** November 7, 2016 **Author:** Auree de Carbon **Content:** \*Photo by: [Pixabay.com](https://pixabay.com/en/man-speaker-knight-mr-771804/) \*Photo altered using: [Canva.com](https://www.canva.com) An elevator pitch or elevator speech is an overview of your company that is presented in a clear and concise matter. Your goal is to introduce your company to potential clients in 1-2 minutes or, as others describe it, long enough for the elevator to go from one floor to the other. Ideally, the length of your pitch should be 150-250 words. It should be interesting and memorable. An elevator pitch can be used in a number of occasions like cold calling, selling an idea to your boss, introducing your work to people you just meet and even when you are catching up with an old friend or colleague. Nothing beats someone who has a prepared elevator pitch because you’ll never know when a great opportunity will come your way. Your elevator pitch should have 6 important information: 1. Relevant statement or question that ignites interest 2. Describe yourself or the company you work for 3. Describe what you do 4. Identify your clients or customers 5. Explain what makes you or your company stand out 6. State what you wanted to do next (schedule a time to talk or explore how you can work together) Now, once you have all these information, put it all together to create your draft. Then, you have to read your pitch again to check the length, accuracy, and grammar. Don’t use “stop words” or words that would make your listener pause and think about what you have said. Tailor your pitch for different audiences so that you can communicate with a wide range of people. Another thing that you should do is to practice. Speak clearly. Pause when necessary. Use the correct pronunciation (sound of the word), enunciation (articulation) and intonation (rise and fall of the voice) to clearly deliver your pitch. Read your pitch aloud and record your voice. Play it back to see how well you did during practice. You can also ask a family or friend to listen to your pitch and give you feedback. You should also be aware of your body language. Talk in front of the mirror and observe your gestures. Are you using your hands more frequent than you should? Are you rigid? Do you sway your body too much? Be mindful of your movements. It should be natural – don’t be too stiff and don’t move too much. And lastly, keep some small takeaway items with you like a calling card or a key chain with your contact details to help your listener remember you and your pitch. If ever they are interested or needed your services, they can contact you right away. We hope that we’re able to help you draft an effective elevator pitch. You can use this blog as a reference if ever you decide to make one. Just let us know if you did and share your experience in the comment section below. **Categories:** Blog --- ### [5 Eye-Catching Email Subject Lines to Increase Open Rates](https://carrhure.com/5-eye-catching-email-subject-lines-increase-open-rates/) **Published:** November 14, 2016 **Author:** Auree de Carbon **Content:** Part of the recruitment process is the email and SMS blast. This is a great way to reach out to potential and passive candidates. But we have to admit that with the number of emails that a person receives in a day, they don’t have the time to read all of them. Because of this, we have to make sure that our subject line will be enticing enough to increase open rates. Here are the top 5 tips you can follow to create an eye-catching email subject lines: *Ask a question* Asking a question in your subject lines is a great way to get someone’s attention. This will make the reader think about how the subject matter relates to their own life. Of course, you have to make sure that your questions resonate with the reader’s past experiences and stirs up their curiosity. In this way, the reader will be so curious that they will read the email right away. Example: What does it take to be a recruiting ninja? Teach them how to do things and what’s in it for you Using a ‘how to’ subject lines gives readers a clear and concise summary of your email. They could easily know what they learn about your email in seconds. However, don’t just give them the procedure. You have to let them know how they could benefit from your email. Example: How to get 100 applicants in a minute to fill your current role Add a deadline or call-to-action statements in your subject line People don’t want to miss out on anything. That is why if you tell them that your product or service will only be available for a short period of time, people will most likely read your email to know how they could avail your offer. The key here is to indicate importance. Why do they have to act now? Give them a relevant reason that will compel them to do something immediately. Example: Reply now and get a chance to get a $100 sign-in bonus Use announcement lines Any words that say, ”new” or “introducing” will make people think that your email might offer something that they have not seen before. According to a new study by The Campaign Monitor, this technique increases email open rate by 9.45% and 3.26% respectively. Example: Introducing the revolutionary mobile app that will help decrease your attrition rate by 50% Utilize email subject lines with numbers and lists Our brains are naturally drawn to seeing numbers that are why we tend to get curious when we see a list of anything. This method also gives a structured outline of your email’s content which makes it convenient for your readers to know the summary of your email. Example: Top 10 things that you shouldn’t do on your job interview In conclusion, writing your subject line is critical. You have to choose your words wisely if you want to gain your reader’s attention. What you can do is to keep a list of subject lines that contribute to email open rates. If a subject line is not working, that is the time that you have to look for another one. This is trial and error, but once it is perfected, you will reap vast recruiting success. **Categories:** Blog --- ### [How crop insurance impacts smallholder farmers](https://carrhure.com/crop-insurance-impacts-smallholder-farmers/) **Published:** November 18, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/peasant-rice-fields-rice-crops-452904/) We cannot emphasize more the importance of agriculture. This is the source of food and clothes. This is also the main source of income for rural communities in developing countries. However, smallholder farmers are faced with challenges and difficulties that hinder their economic potential. This is where crop insurance comes into play. Farmers purchase crop insurance as protection against crop loss due to natural disasters such as hail, drought, and floods (crop-yield insurance) or revenue loss due to declines in the prices of agricultural commodities (crop-revenue insurance). For these reasons, crop insurance serves as a safety net and a risk management tool to ensure that farmers can financially recover from any unexpected losses. Take USA for example. Since agriculture is an important sector of the US economy, which accounts for nearly five percent of Gross Domestic Product (GDP) and nearly 10 percent of U.S. employment, the government worked toward achieving a financially stable agricultural sector through crop insurance. In 2012, there was a widespread drought in the US which caused the decline of crop prices and farm income. Crop insurance played a critical role in making a huge difference for many farmers that suffered from the drought. According to William Edwards, an agricultural economist at Iowa State University, about 282 million acres of crops were insured and farmers planted an estimate of 326.3 million acres of 16 principle crops in the same year. In Canada, they have a federal-provincial-producer cost-shared program called the “AgriInsurance Program” which aims to stabilize a farmer’s income by reducing the economic effects of production losses due to natural hazards. They are also eyeing to improve crop insurance through public-private partnerships. The Canadian government believes that the private sector can contribute their expertise in program design and administration, help improve service to growers as well as the efficiency of administration, advocate program improvement acceleration and provide financial incentives to reduce program abuse. Developing countries are also benefitting from crop insurance. In India, farmers are covered by rainfall insurance which shifted investments towards cash crops while Ghanaian farmers have increased their cash investments, cultivation area, and labor inputs also through rainfall insurance. The insurance positively changed their planting behavior as more farmers are encouraged to invest more in their farms. The challenge here, though, is taking the scheme to the farmers. Not all farmers are aware of such program and even if they do, some of them are not buying it because of the expensive cost of the insurance premium. Another challenge is to make crop insurance sustainable. Most of the previous programs have not exceeded beyond its pilot testing. In conclusion, crop insurance gives farmers assurance that they can survive any agricultural difficulties and also gives them confidence to invest in riskier, but potentially more profitable farm activities. In terms of having an affordable and sustainable insurance, the support of the government and its partnership with the private sector is needed to address these barriers. Both parties should come up with solutions to lower the price of crop insurance premiums and to raise awareness about its availability and its benefits to the farmers. **Categories:** Blog --- ### [Effective and Efficient Ways For A Successful Recruiting Process](https://carrhure.com/effective-efficient-ways-successful-recruiting-process/) **Published:** November 21, 2016 **Author:** Auree de Carbon **Content:** With the competitive trend of business all over the world, companies and different business establishments need to strengthen their manpower to survive. Workforce is one of the most important factors in pursuing business and ventures. It reflects on how your company is dealing with your production. With good quality of workforce, the stronger the company gets. In find the right people to sustain your company, a successful recruiting process is the best way to deal with it. Here are some of the essential elements of a successful recruiting process. Businesses should follow best practices in encouraging well-qualified candidates to apply and accept the job. First is to identify your company’s goal and the reason why you are hiring people. This will enable your company to identify the things you need to consider before the recruiting process starts. After this you will need to create an effective and efficient search committee. Certain stakeholders and seniors of the company may be the best group of people that can make up the committee for the recruiting process. A diverse group of people will allow a greater circle of ideas and perspectives in choosing the company’s workers. They should be able to understand that excellence comes in more than one gender or race. In the research of Blair et. al (2001), they defined diverse search committee in terms of gender and other equity groups, as well as expertise. The company should actively recruit an excellent and diverse pool of candidates. In generating a pool of qualified applicants, attention and time should be given. Job Advertisement will be instrumental in inviting applications from diverse pool of applicants. University-wide campaigns can also be effective in search of young bloods. Search committee should be aware of unconscious biases which can negatively affect the underrepresented persons such as the minorities and women. The committee will be trained under the human resource staff on determining biases in the screening and recruiting process. This will ensure a fair and thorough review of candidates. For successful recruiting process, developing review criteria for candidates in advance is an essential element. This will make the process easier and faster. In every step of the process, a continual review of the candidates should be done. Inadvertent biases will be avoided through this. Monitoring each step will ensure that proper and agreed procedures, equity and fairness. This will also help in identifying additional recruitment strategies needed prior to the closing deadline or essential elements to be considered for a successful recruiting process. Developing as well as implementing an effective and efficient interview process is another essential element for a well-planned recruiting process. Interview will help the search committee to choose applicants who are qualified for the job in a company. Primary sales approach will be a fine finishing touch to the recruiting process. Chosen candidates should know about the benefits, compensation, and opportunities for promotion they might earn from working under your company. Considering all of these things will help you to challenge your company’s capacity in finding qualified people to boost your business. During the whole process your company is growing and learning opportunities at the same time. **Categories:** Blog --- ### [6 Biggest Mistakes Executive Level Candidates Make When Seeking a New Job](https://carrhure.com/6-biggest-mistakes-executive-level-candidates-make-seeking-new-job/) **Published:** March 29, 2016 **Author:** Auree de Carbon **Content:** Let’s say you’ve been working in an Executive Level position in your present company for 15 years now. You’ve handled your responsibilities really well and you’ve established a reputable profile within the organization. You have a healthy working relationship with your superiors, peers and subordinates, and you were able to inspire change. You also managed to overcome major challenges along the way. Things happen the way you want them to, which is good because, you either met or exceeded what was required. But we have to admit that despite all the great events that are happening, there’s a part of you that will look for something new; a new environment, new colleagues, new challenges. And then finally you’ve decided, “Time to get a new job.” **So what would a top-level candidate do to start this new journey?** Most of the time, candidates make a list of potential companies they would like to work for. What usually follows is, they would get in touch with a contact from that company and ask for an “informational interview”. It seems like a great plan. However, it poses a lot of risks. Typically, headhunters make sure that walk-in applicants are kept out so only interesting candidates get scheduled for an interview. Second, not everyone keeps their contacts, commonly just their peers, and they may be unwilling to lend help. These are just some of the mistakes we have to avoid if we are planning to take our careers to the higher level . Here are the 6 biggest mistakes that every executive level candidate should avoid: 1. **Not planning their Executive Job Search tactically** This is comparable to putting up your own business. How will you do it if you don’t know where to start? If you just randomly call your associates, send out resumes to companies or rely on Linkedin, it’d be like shooting an arrow without knowing where the target is. You need to have a clear sense of the job post and the company you wish to pursue. You need a unique positioning and a strategy for creating appropriate introduction. 2. **Not having a clear personal brand** Don’t assume. A comprehensive CV is not enough to publicize your knowledge, skill and credentials to recruiters. Try to Google yourself. The internet plays a vital role, not only in our social life, but in our professional life as well. Executive search firms also use the web to find top-brass candidates. You should also check your LinkedIn profile. Does it sufficiently discuss your career goals? Are there any indications or proof of your achievements, like endorsements or testimonials? Were you engaged in groups that showcase your interests and leadership style? When updating your CV, don’t just add bullets. Make sure that it is convincing enough to engage and excite recruiters. CEOs and other high level officials look for people with potential so you have to make certain that you’re giving them a glimpse of the benefits of hiring you. Dress the part, because if you’re not dressed appropriately, the interviewer will question your preparedness and motivation. You have 10 seconds to give a great and lasting first impression. 3. **Not having a good professional relationship with Executive Search bodies** No matter how accomplished you are, you should not take recruiters for granted. Be accommodating. Promptly answer their emails and calls because rudeness and lack of courtesy will affect you bigtime. It’s likely that they will look past your credentials and will no longer consider your application. Chances are, your dream job was already at the tip of their fingers but it fell off your hands without you noticing. 4. **Not being competently prepared for the interview** One of the biggest disappointments every head hunter goes through is interviewing a candidate who is clueless about the position he or she is applying for. This is annoying because recruiters preconceive that you already know the post because you want it and are suited for it. If you can’t even provide information about the company’s background and current state, they will know you were unprepared and they will most likely consider someone who did their homework. Take time to check the company’s website and social media accounts. Google all the information you can as well. If you are invited to apply for a position, don’t forget to ask for the job title and its description. Familiarize yourself with who they are and what they do. Then, picture yourself as someone who can provide them with means that would help them reach their goals. In this way, they will remark that you’re a strong candidate. 5. **Not using the interview strategically** Being polite and affable during an interview creates a good impression. However, if excessively done, this could make you too passive. Executive level interviews should be two-way. The interviewer will ask questions to see if you are the right fit. On the other hand, you should also ask questions on how this position can help boost your career growth as well. Be sure to have a list of questions and prepared answers. Make sure that your inquiries are relevant and not already discussed in the job description. You can also proactively “suggest” opportunities for win-win solutions to their business concerns, without making yourself sound like a know-all. 6. **Not properly “closing” the interview** Advertising yourself doesn’t end when the interview ends. You can also promote yourself by sending a “thank you” note. Wait for a few days or a week before you send it. Thank them for the interview and remind them how your qualifications and background suit the specifications of the job. Be sure to make it short, notable and concise. This will show how enthusiastic and committed you are. Here are the top 6 biggest mistakes that Executive Level job seeker commit. Do you find this list helpful? Tell us what you think. Share our article in your social media accounts. **Categories:** Blog --- ### [Potential versus Experience – Why Choose Potential?](https://carrhure.com/potential-versus-experience-choose-potential/) **Published:** April 22, 2016 **Author:** Auree de Carbon **Content:** When there is an executive search, the organization usually provides a job description with a list of skills, educational background and experience required for the job. Although this is relevant, recruiters tend to stick to the JDs because of the fact that most companies request the search firms to adhere to their specifications. There is nothing here except for one thing: this could easily weed out potential candidates. Before we get any further, what do we mean by potential candidates? Potential candidates are people with an unrealized ability to develop into something great. They could be undergraduates or inexperienced talents with the right qualities to drive the organization forward. As mentioned earlier, if we are going to follow strict adherence to the client’s specification, they are first to be eliminated due to the lack of experience or educational background required for the position. We just lost a hidden treasure. For example, the company is looking for Finance and Administration Manager. We are paper screening and we have 2 CVs on hand. The first candidate has a major in Finance and Accounting from a reputable business school and worked for a well-known company for, let’s say, 10 years. Then, we have a second candidate who is a lawyer by profession and worked for a private company for a couple of years now. In this case, we will root for the first candidate. We will send a regret letter to the second one and schedule an interview for the selected candidate. Here’s the catch. Based on the psychometric assessment and interviews, you found out the first candidate is an authoritarian type which is against the values of the company. The company values teamwork and consensus something that the second candidate has, but the recruiters didn’t know about it because they didn’t dig deeper. And it is for this reason that we should choose potential over experience. Yes, the second candidate’s background in law is not a fit for the position. Yes, the second candidate is just a newbie in the finance field. But there are available trainings and seminars that he could attend. He or she could have advisors that could guide him or her along the process. As long as they have the potential, the drive and the passion, they should be given consideration because technical skills can be learned. Leadership and people skills are more innate. Like the saying goes, “Don’t judge a book by its cover.” Sometimes the cover is just too good to be true. We are already in this new era where executive recruiters are talent spotting. We are not entirely focused on brawn, brains, experience, or competencies, but on potential. The question here is, apart from having the right skills needed for the position, do they have the potential to learn new ones? Are they flexible enough to face new challenges and keep up with the latest trends? We should also look at the accurate assessment of their motivation, curiosity, insight, engagement and determination. Sometimes, the candidate has it all, but he or she is not motivated enough to take on the role or the motivation is more “personal” than “professional”. Recruiters, have you been in this kind of situation? Did you choose potential over experience or the other way around? Why? We would love to hear from you. **Categories:** Blog --- ### [3 Ways to Ace Your Executive Level Interview](https://carrhure.com/3-ways-ace-executive-level-interview/) **Published:** April 25, 2016 **Author:** Auree de Carbon **Content:** You received an email from an executive recruiter and the job description was so hard to resist. You were scheduled for an interview within the week. You’re excited, yet very nervous. It’s been a while since you had your last interview. How will you ace your executive-level interview? Most of the time, we get an advice like you have to rehearse and come up with possible questions and your answer before the interview. You have to look nice. You have to maintain eye contact, so on and so forth. Don’t get me wrong. These are all correct. But it takes more than that to pass this kind of interview. Here are the 3 stages of the interview process that you have to prepare for and how you can ace it! - ****Before the interview:**** Once you receive the job description, look at the responsibilities, qualifications and other specifications required for the job. This will help you anticipate the type of questions that the recruiter will ask and at the same time, help you craft appropriate responses to them. Below are the most commonly asked questions that you have to prepare for: - *What are your strengths?* Only highlight your strengths that fit the company’s current needs. - *Describe your management style*. In this case, the recruiter would like to know how flexible you are in managing different kinds of people. You have to provide examples where you have shown various leadership styles that is called for a certain situation or type of people. - *Why should we hire you*? Go back to the first bullet. You have to align your strengths with the needs of the company. - *What is your expected salary*? This is one of the most intimidating questions during the interview. You have to be very careful with this one because this is one of the determining agents of the recruitment process. If you ask too high, chances are, they will not consider you for the position. If you ask too low, you are not selling yourself enough. What you can do is to provide details about the salary package based on your research, then give them a range. Or you can ask them about the company’s compensation philosophy and from there, you can discuss about your preferred packages. Again, it would be better if you give them a range than giving them an amount. There are times when the interviewer will get you off guard by asking situational questions. Whatever the question is, you can rely on this trick – OAR O – Opportunities/challenges A – Actions R – Results This is the shorter version of the STAR (Situation, Tasks, Action and Results) method, but basically they are the same. You have to start your answer with the opportunities or challenges faced, then present the actions that you took and reveal the results of your action. You can rehearse with a friend or family member. They can give you an honest feedback about your performance during the mock interview. If you are not comfortable with that, you can take a video of yourself for you to know how you sound or look like and how you can improve that. Don’t forget to prepare everything the night before and have enough sleep for the day ahead. - ****Interview Day:**** This is your moment. You have to seize it. Check yourself before you leave. Do you look neat and professional? Check your things. Do you have a pen, IDs and an extra CV? If you feel like there’s something you haven’t done, most likely it is true. So check everything before you walk out of the door! It is advisable to arrive 15-30 minutes before the interview. If you’re travelling from a location that usually has heavy traffic, then you have to travel early. You don’t around the streets just to make it to your interview. This is stressful for you and will greatly affect your interview. Some interviews are done via Skype. In that case, you have to clean up. Avoid any clutter in your background. A white wall would be ideal. Dress up as you would during face-to-face interviews. Log-in 30 minutes before the scheduled interview to check your mic and headset. Do a test drive by calling a friend using Skype to check the stability of your internet connection. Going back to the face-to-face interview, greet the receptionist when you arrive. The receptionist is, as some would call it, the first line of defense of every organization. Being an executive-level professional doesn’t entitle you to belittle them. If you are not nice to them, most likely, they will inform the HR Manager about it and they already have a bad impression about you. So walk in with a smile, chin up and shoulders back. Shake the interviewer’s hand firmly. Don’t sit unless you are asked. Sit on a chair with a hardback. Once seated, do not slouch and do not cross your legs. Nod your head to show that you’re listening. Call the interviewer by name during the interview. If you don’t understand the question, don’t hesitate to ask for clarifications. Do not speak negatively about your previous employer even if you’re asked to do so. These are some of the little things that many people keep on forgetting, but they should do. At the end of the interview, don’t forget to ask relevant questions you might have about the job. Thank them for their time and ask for the next steps. This will show your eagerness and interest in the job. - ****Post Interview:**** Once you get home, take note of the questions that you felt like you did not adequately answer. Then, compose a thank you note. Incorporate into your email the additional information about the questions asked during the interview and tell them for the last time how interested you are in the role. If you are going to follow-up, you can do that ideally a week after the interview and make sure that your emails are polite, courteous yet assertive. Most of the time, the job goes to the person who really wants it the most. Do you have additional tips on how to ace an executive-level interview? Let us know by posting your comments below. **Categories:** Blog --- ### [9 Ways to Survive in the C-Level Suite](https://carrhure.com/9-ways-survive-c-level-suite/) **Published:** April 29, 2016 **Author:** Auree de Carbon **Content:** Being in the corporate world is like a staircase. Once you reach the top, there is no other way, but to go down. But if you have the right skills and characteristics, you can definitely stay on top. As we all know, everybody can be a leader. The question here is longevity and the kind of legacy that your leadership leaves behind. We have highlighted below the 10 ways to survive in the C-Level Suite: - ****Use various leadership styles depending on the kind of situation you are currently in –** This is “no brainer”. You can’t use a directive style when you have a very skilled team because this would demotivate them. At the same time, you can’t use a participative style when there is a crisis because you have to make quick decisions.** - **Acquire technical skills related to the latest trends in business –** Remember the time when people in the office still use a typewriter? With the increasing dominance of personal computers in the 80s up to the early 90s, knowledge in word processors became one of the important skills that an office worker should have at that time. This also applies to Executive Level leaders. If we dwell on traditional means and neglect to up-skill yourself, you will surely be left behind after a few years. - **Excel at team and relationship building –** As the saying goes, “No man is an island.” An organization needs a “leader” and not a “boss”. A boss would be behind his desk and takes out orders, while a leader will go out of his office and work with his team. A boss inspires fear while a leader generates respect. A boss will micromanage while a leader delegates. A boss is focused on progress, while a leader focuses on its people. Whether they are subordinates, colleagues or stakeholders, a C-level executive should learn how to build teams and relationships because in the long run, the success of the organization comes from, not only a great leader, but also, from the hard work of the team and the healthy relationship with the stakeholders. - **Develop strategic thinking and execution –** A C-level executive should learn how to think strategically, especially on a global basis. Knowing how to set the strategic direction of the organization and to execute its vision will make any executive a valuable asset to the company. - **Demonstrate communication and presentation skills –** Part of being a great leader is being a great communicator. Can you send your message across resulting in positive outputs? Are you receptive about varying views which can sometimes contradict your opinions or beliefs? Do you welcome constructive criticism? When you are asked to present a topic, how convincing are you especially when you present your case? Do you seek consensus in terms of making an important decision? These are very important to consider if you wanted to thrive in this business. - **Adopt change-management** **skills –** This is relatively a new skill that is sought for by HR Executives. If the organization is under a new management or is moving to another location or is restructuring, a leader who can manage these changes is necessary for its success. This is a valuable add-on to any C-level executive. - **Exude integrity –** This is not really a skill, but an important characteristic that any Executive Level leaders should have. Nothing beats a leader with strong moral principles! - **Be emphatic –** Just like integrity, empathy another essential characteristic. This pertains to putting yourself on “other people’s shoe” to understand where they are coming from and why they are acting that way. This is different from sympathy wherein you feel pity toward other people’s misfortune. - **Show your learning agility –** Nothing is permanent, but change. As mentioned earlier, an organization might be subjected to change so an Executive leader should be ready for it. Your learning curve should be short because you have to be ahead of your competitors. What other skills do you think executives need to be successful now and what skills will they need in the future? We’d love to hear your ideas. Please type in your comments below. **Categories:** Blog --- ### [6 Types of Terrible Bosses](https://carrhure.com/6-types-terrible-bosses/) **Published:** April 30, 2016 **Author:** Auree de Carbon **Content:** ## 6 Types of Terrible Bosses As we all know, the main reason for top talents to resign from their work is a bad manager. Often times, we hear people say that people quit, not because of their jobs, but because of terrible bosses. So, how do we know if we are an “incredible” boss or a “terrible” one? Today, we will show you 6 terrible bosses and how they drive employees away. --- ### Watch the Video - **Distrustful Boss** These are the type of bosses who continually question your every move or decision. They don’t believe in your abilities, thus making any employee frustrated and looking over their shoulders. *“Trust”* creates a positive environment in the workplace. It’s nice when your boss trusts you — when he or she asks for your opinion or give you an important project to do on your own. This creates a sense of pride, a feeling that you’re good at what you do and is valued by the organization. - **Unappreciative Boss** These are the type of bosses who doesn’t recognize your hard work and good performance. Employees who are not appreciated for a job well done are likely to lose motivation. An instant promotion for making the company better and achieving a part of the company’s objectives is great, but there is nothing wrong in offering “a pat on the back”, “thumbs up!” or a public recognition. - **Dishonest Boss** These are the type of bosses who lacks the virtue of honesty, transparency and integrity. When employees found out that their boss lied, it strains the employee-manager relationship to another level. Tarnished trust will leave the employees wondering if he or she should obey the directions of their boss. Everything that the boss will say will be subjected to doubt and it would be difficult for the boss to lead and manage the team. - **Difficult Boss** These are the type of bosses who let their employees feel left out, feel small, unappreciated, put down and treated as “non-existent”. This is something to do with the superior’s capability as a manager, a leader or as a person. Are they willing to acknowledge, appreciate and recognize who we are and the efforts we put forth? No matter how awesome the job is, if you are a difficult boss, your employees will look for better opportunities elsewhere. - **Demanding Boss** These are the type of bosses who have problems with delegation. They are “overworking” their employees without considering their current workload and without checking how realistic the deadlines are. Even if employees are resourceful and talented, if they keep on receiving very challenging and close-to-impossible projects, they will have the tendency to burn out. This practice will suffocate them in the process and will leave them no choice, but to resign. - **Biased Boss** These are the types of bosses who promote undeserving people out of favor. Once you promote someone unworthy of a reward over hard-working employees, it would be a massive insult. They will immediately look for other jobs where their hard-work will be compensated and valued. Always remember the Golden Rule: Don’t do unto others what you don’t want others do unto you. We will always reap what we sow, so we have to be very careful with how we treat our employees. They are the people behind the organization’s success so it would be fair to return the favor. Let’s give them a reason to make them want to work with you. Did you encounter any of these bosses? Comment your experience below and share with us how you deal with them. You can also visit [CARRHURE’s youtube channel](https://www.youtube.com/channel/UCBpiFEOIGisiM_QFrj3BG1A) to see more of our videos about HR and recruitment.\[/vc\_column\_text\]\[/vc\_column\]\[/vc\_row\] **Categories:** Blog --- ### [When Women Raise Livestock](https://carrhure.com/women-raise-livestock/) **Published:** January 30, 2017 **Author:** Auree de Carbon **Content:** The tripling of per capital meat consumption in developing countries between the 1970s and 1990s has resulted in an increase in the demand for livestock markets. The participation of women in livestock markets is crucial in the improvement of the welfare of women and their families. However, women should also have a part in making decisions regarding which animals and products are to be sold and what is done with the income. If this will not occur, women will not benefit from this endeavor. **Livestock Marketing and Women** Women’s capability of competing with men or obtaining the same benefits as men decrease due to the commercialization of livestock production. An example involves men in Fulani (Nigeria) and the Omdurman (Sudan) who are attracted with the profits obtained from milk and hides. These are just two of the products that are conventionally controlled by women. Due to this monetization, women’s roles are reduced to mere laborers. Women are underprivileged as they do not have the right to secure rights to real property, labor, and capital. They also cannot apply in formal lending institutions like men do. A number of factors affect the participation of women at each stage of the value chain. These include skills, capital, ability to lead, and hindrances to mobility. Research shows that the number of men is more compared women when it comes to control and representation in the value of milk and household wealth. Women are less active in the marketing of live animals (goats, sheep, and cattle) compared with their involvement in the milk market. Women have more control over livestock products (butter, hides and skins, ghee, cheese, milk) compared with the live animals themselves. There are countries where women are active in marketing small livestock compared to large livestock. Women in Ethiopia, for instance, have crucial roles in purchasing and selling of goats and sheep, but not camels and cattle. Moreover, women have access to livestock due to their relationships with men – husbands, fathers, and sons. **Ownership of Land** Women’s productivity decreases due to the insecurity of land tenure. Land tenure is a set of rights which a group of people holds in order to own, gain access to or use the land. Women, in most cultures, gain access to land, but not ownership. Women often are on the losing side as they are not included when common land is converted into state ownership and to private land. Women are generally unaware of their rights. However, there are some countries that do otherwise. Women in Eritrea have strong gender equality concerns in land tenure legislation. Both women and men in Eritrea are qualified to the use of land as long as their main source of livelihood comes from the derived use of the land where they reside. **Conclusion** Women are involved in livestock production. Households often have men and women do their share in increasing the production of their livestock. The issue lies on the equality provided by their culture and the government where they are citizens. Women can do more in livestock production if they are given an equal part in decision-making processes and not just mere providers of labor. **Categories:** Blog --- ### [The Irony of Women’s Role as Wonder Woman](https://carrhure.com/irony-womens-role-wonder-woman/) **Published:** February 3, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Wikimedia Commons (Florencia Muir) ](https://commons.wikimedia.org/wiki/File%3AWonder_Woman_Cosplay_-_Costume_of_New_52.jpg) Society dictates the role of women in society. Imagine a young mother of a century ago. She works at home doing all domestic jobs of taking care of her family while showing love to her husband. She wakes up early, cooks breakfast, wakes up the kids, prepares them for school. She sends them to school. She goes home to continue her household chores. If she lives on the farm, she has to take care of the farm animals, as well. After a century or so, women’s role seems to have changed. Women are now competing with men in the workplace. They tend to have similar job descriptions. They plan, they implement, they command. Women, as society has created to be the norm, are expected to juggle responsibilities at home and at work. She needs to be perfect. If she is not, she has failed society’s expectations. She must be WonderWoman as she has to have the perfect work-life balance everyone expects of her. Thus, there is an undeniably a “women’s problem.” Women are expected to be the epitome of a perfect woman. Women have been liberated since the 1960s. Instead of jumping with joy and grinning with smiles reaching both ears, women have become slaves to society’s impossible expectations. The past has stereotyped women to be blushing brides, committed housekeepers, and be great mothers and wives. This transitioned to today’s perception of women to be independent, strong, sexually-driven, and to handle herculean tasks. Thus, it has created a new generation of women who are hungry to be labeled as perfect mothers, excellent wives, and outstanding professionals. Women now are struggling to balance all of these tasks to be what society wants them to be. The Impossible WonderWoman of today’s generation. Women are scrambling to obtain the skills and credentials that they need to overcome the world. Women now have shifted their roles. Women are attending universities and colleges and they flock into graduate degrees. This makes them join the workforce with ease. It has been reported that women comprise almost 50% of the total workforce in the United States with 59 percent of them being college graduates. Moreover, it has been recorded that women have higher salaries compared to men in 38 percent of American households. The sad reality is that despite these women’s successes, women still have to comply with society’s harsh expectations. Women have to be perfect at home and at work, which is virtually impossible. There is still no parity at home or even at the corporate world. The question is: Is it fair for society to pressure women to be today’s WonderWoman? **Categories:** Blog --- ### [Agro-food business: In the heart of Business or Business with a heart?](https://carrhure.com/agro-food-business-heart-business-business-heart/) **Published:** July 18, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/farmers-market-fresh-vegetable-ripe-1329008/) The term ‘agro-food business’, as defined by Rosa Caiazza of Parthenope University of Naples and Tiziana Volpe National Research Council (CNR) and Institute for Service Industry Research (IRAT), refers to a combination of institutions, activities and enterprises that collectively develop and deliver material inputs to the farming sector, produce primary commodities, and subsequently handle, process, transport, market and distribute food and other agro-based products to consumers. Some of us may wonder, how is it different from agriculture and agribusiness? Why is it relevant? To simplify the differences, agriculture is the science or practice of farming while agribusiness is agriculture steered on commercial principles through advanced technologies. Agro-food, on the other hand, is a type of business where food is produced through agriculture as opposed to hunting. These are also co-related, but learning the difference is a great way of understanding the importance of agro-food business. Apart from the basic human needs like shelter and clothing which varies from different agencies and governments, food (including water) is the most important commodity in any country. This is the reason why research and development are constantly developed to produce high-quality food to provide necessary nutrients that our bodies need. It’s a domino effect. If we consume food packed with vitamins, minerals and other nutrients, it will give us the energy to do more and be at our best. It will make us productive. Productivity produces a positive outcome that will result in a better and sustainable life. This is how important Agro-food is. This is the heart of the business and the business with a heart. Food scientists and researchers, as well as donors and leaders who are passionate about food security, are driven by their motivation to create better lives through food systems. Not only do they find ways to improve food quality, they also think about how it will be accessible to many and how it will create livelihood to thousands of people especially in the developing world. The compassion of these people together with the cooperation and assistance of various government agencies can make these things possible. It may be challenging because its broad scope, but it is never impossible as long as there are still people who wanted to make a difference. And this is why we can say that this is the heart of the business because people are driven by the cause and this is the business with a heart because of the impact that it has in any nation. Through technological discoveries, farmers are advancing farming principles which sometimes include the use of pesticides or fertilizers that might be harmful to the environment.: we are able to sustain our needs but these cause bad effects to the environment. because these new innovations can ruin our environment, which in turn, will also endanger our lives, they defeat the noble purpose of having a better life. More than ever, leaders have a responsibility to protect not only people but also the environment. The people, on the other hand, should not only depend on governments and institutions, but also on themselves. Across the globe, small initiatives are starting to act in a more selective way with the type of food that we should patronize because this industry depends on the demands of its consumers. Consumers liaise directly with farmers through small cooperatives. Agro-food business could be optimized if we were more careful about new farming trends, innovation or practices that we are going to introduce to the market and the farmers. If we keep in mind our purpose and our goal, which is sustaining food security in every nation in the world, I believe that a new direction, a better orientation that gives sense, can provide a better result: I believe we can married business people, major actors who are in the heart of the business if they are driven by their objective, higher than their roles or position, in other words :feeding the world and keeping it healthy. **Categories:** Blog --- ### [The Development with Development Aid: Is it Underdeveloped?](https://carrhure.com/development-development-aid-underdeveloped/) **Published:** July 18, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/money-bills-currency-euros-45708/) Development aid (a.k.a development assistance or foreign aid) is financial aid provided by governments and other agencies to hold up developing countries’ development in terms of social, economic, political, and environmental concerns. It is distinct from humanitarian aid as development aid focuses on poverty alleviation in the long term, rather than the short term. Development cooperation means that a partnership should be present between donor and recipient. This is contrary to tradition in which the relationship was one-sided. Western industrialised nations mostly are the donors of development aid but there are some less developed countries that also contribute aid. Foreign aid is provided because of the good objectives from donor nations. However, even with this great start, this financial aid goes to waste on corrupt recipient governments. There is no good quality in terms of financial aid as there has not been accountability with the donor nations. In 1970, the richest countries in the world agreed to offer 0.7% of their GNI (Gross National Income) as their annual official international foreign aid. However, these rich countries are not able to comply with their actual promised targets. An example of this scenario is the US. The US is the biggest donor but is the least in terms of reaching the 0.7% target. There are issues that crop up in terms of financial aid. These includes: - Aid goes to waste as the recipient nation must use goods and services that are overpriced from donor nations. - Most foreign aid does not proceed to the poorest countries. - Amounts of foreign aid are crowded by the economic protectionism of rich countries that deny market access to poor country products. On the other hand, rich countries use foreign aid as a leverage to open the markets of these poor countries to their products. - There is often failure with massive grand strategies and large projects due to embezzlement of money. **Governments Not Fulfilling Their Promises** **“**Trade, not aid” is considered as an important part of development promoted by some countries. However, this becomes an excuse for rich nations in not fulfilling their international obligations as they cut back aid that has been agreed and promised in the United Nations. **Rich Nations Agreed 0.7% of GNI to Aid in UN** Financial aid will come from 22 OECD members or popularly known as the Development Assistance Committee (DAC). \[OECD changed GNP to GNI in 2000\]. Official development assistance (ODA) is aid from the wealthy countries’ governments. However, these do not include private capital flows and investment or private contributions. The promotion of development is the main objective of ODA. **Majority of Rich Countries are Unable to Fulfill their Obligation** Targets and agenda are set annually. However, rich countries are unable to constantly reach their 0.7% agreed target. This is reduced to 0.2 to 0.4% which is $150 billion short every year. **Money Moves from Poor to Rich, Rather Than Rich to Poor** OECD countries inability to fulfil their financial obligations is a political issue compared to being an economic problem. Examples include: - United States increased its military budget approximately by $100 billion dollars. - Europe finances its agriculture to $35-40 billion per year which is conflicting with its demands for other countries to free their markets to foreign competition. - The US supports its farms with $190 billion subsidies through the US Farm Bill. - Foreign aid is approximate $70 to $100 billion per year, yet underdeveloped countries pay around $200 billion to the rich countries annually. A lot can be done through development aid but measures have to be done to ensure that its original intentions are met. **Categories:** Blog --- ### [The Challenges of Public-Private Partnerships](https://carrhure.com/challenges-public-private-partnerships/) **Published:** July 22, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/people-new-york-train-crowd-6563/) In this half-political and half-private world, the number of public-private partnerships is ever increasing. This world is controlled by global regulators that are either control explicitly or implicitly. Public-private denotes the joint management or joint management of a public facility such as water system and streets, to name some. Public investments are meant to be public goods. However, the provider cannot adequately provide the benefits. The issue that goes with this concept is that many people want something from it, but nobody can adequately provide it. There are instances when these public-private partnerships transition to privatization. In other instances, these also mean using tax breaks, taxpayer support, and regulatory easing to sponsor private activities that include mass transit, downtown and development districts. However, there are challenges that stem out from these public-private partnerships and these include: - Exchange of political votes: Those in the political arena exchange votes if the others will vote for their PPP. - Projects are implemented not because these will benefit the citizens but rather because it will benefit a certain group of people. - Weaker management. Mangers are unmotivated in searching for financing tools and services that will be profitable. Charter schools and roads suffer from these. - Deficiency in innovation. Private institutions will not allow themselves to stagnate. Managers of PPPs can always bail out to the public for taxpayer bailouts. - The PPP world abounds with crony capitalism. - Crowding out: Capital allocation is a crucial part in capitalism. It starts the seeds for the future. PPPs make this task a difficult one. The country’s wealth is seized by the government and the concept of public-private partnerships distorts the market forces’ allocation. The challenge is to seek methods on the expansion of the private sector and this rarely occurs during the PPP concept. It permits people to be sloppy. People will always think that they need help from the government. This mixed economy model is less functional. If things do not go on as planned, capitalism and not the government will be put into blame. PPP activities are less under the scrutiny of the consumers. The real activity costs do not appear on government budgets—thus, it makes it appear that PPP arrangements are discounts. **Categories:** Blog --- ### [How to Sustain Livestock in 5 ways](https://carrhure.com/sustain-livestock-5-ways/) **Published:** July 23, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/agriculture-ox-livestock-farm-cuba-742210/) According to the FAO or Food and Agriculture Organization, 1 in 7 humans is undernourished due to factors like reduced land availability, lack of water, climate change and soil degradation. These factors greatly affect the efficient food production which, in turn, will result in food scarcity. Improving the production of rice, maize, cereals and other crops are not enough to fight food shortage. Sustainable livestock (as well as poultry) can help fill in the gaps. Here are 8 ways to grow a sustainable livestock: **Provide livestock animals with food that humans can’t eat** Humans and livestock both need crops to achieve a balanced and healthy diet. However, the FAO stated that 70% of the grains in developed countries are fed to the animals. In livestock alone, 1/3 of the global cereal grains are consumed. In some way, we can conclude that there is a competition in terms of food between humans and the animals. But this can be addressed by feeding the animals with food that we can’t consume like hay, silage, and high-fibre crop residues. This food, once consumed by the animals, can be converted into usable calories and high-quality microbial protein. This will greatly help in preserving agricultural fields for growing human food. In short, fewer grains fed to animals, more grains to be consumed by humans. **Choose appropriate geographical regions and climates** The location where livestock animals are raised should be considered to maintain sustainability. For example, imported animals from cold regions like North America will not reach maximum potential if bred in warm regions like Africa. This will cause low resistance to heat, humidity, and tropical diseases thus breeding livestock animals with lesser nutrients and protein. **Check the animal health** According to ILRI or the International Livestock Research Institute, there are 2.4 billion cases of human illness and 2.2 million deaths each year due to 13 livestock diseases in low and middle-income nations. This only shows that a sick animal, when consumed, can cause a serious threat to human health. Make sure to include supplements to boost immunity and help increase the production of meat and milk. **Track income and expenses** More than social responsibility, livestock should also be treated as a business. In every business, there are income and expenses. You should track down where the money came from and where the money goes for you to know how you can management your funds. **Adapt best livestock practices** Livestock owners should learn how to connect to a global network of research farms. This will enable them to know the latest trends and strategies in growing a sustainable livestock. Talk to experts on how to improve existing methods and learn new techniques. This is also an opportunity for livestock farmers to identify potential suppliers and distributors of livestock products. Sustaining a livestock business is not an easy one, but with perseverance, dedication, passion and, of course, appropriate skills and knowledge, it wouldn’t be impossible. We hope that this article will guide existing and new livestock farmers to a thriving and successful business. **Categories:** Blog --- ### [Nigerian Education: The Needs and Benefits of Public-Private Partnerships](https://carrhure.com/nigerian-education-needs-benefits-public-private-partnerships/) **Published:** July 25, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/photos/?q=african+children&image_type=&cat=&min_width=&min_height=) Public-private partnership is a term coined in the 1990s. It is a concept utilized in the field of public procurement but has no clear clarification or definition. Van-Herpen defined a public-private partnership as a collaboration between the public and the private sector. Both sectors implement together a project based on an agreed division of labor, with each sector maintaining its own identity and obligations. `The underlying theme between this collaboration is that despite the public sector may be the one that is responsible for service delivery; it does not have to be the very entity to do the actual service. Moreover, public-public partnership is the participation of a private institution in the expertise, management, or monetary contributions in the project targeted for the benefit of the public. Education is globally accepted to be the primary social activity through which society can duplicate tradition and forms of life that it considers to be desirable. Education is a tool that can be utilized to transform societal norms and tradition for the betterment of the socio-economic lives of its people. Moreover, education is a social and private investment that is collaborated by individuals, students, their family members, employers, government, and other international groups. Each country has its own sharing arrangement when it comes to allocating funds for both the public and private sector. **The Need for Public-Private Partnership in Education** Education is significant in the development of national goals. However, Nigeria has faced challenges in regards to inadequate funding, collapse of educational materials, enormous decay of all levels of education, low morale of teachers and professors, and poor educational materials and equipment. In connection with these challenges, the Nigerian government included the public-private partnership initiative as part of her agenda for the fulfillment of the country’s 2020 plan and to permit the participation of the private sector to correct the nationwide problem. This plan also targeted at improving the public sector’s quality of performance through private investment in cash and in kind especially where some responsibilities can be done best by private institutions. This concept of public-private ownership involves joint ownership. Moreover, it can also be utilized in the training and acquisition of skills in education. This can be further realized through joint ownership of the concession or venture, contracted or lease agreement. These contracted agreement forms could be among the four types: Rehabilitate-operate-transfer (ROT), Build-operate-transfer (BOT), Build-own-operate (BOO), and Build-own-operate-transfer (BOOT). This involves public-private partners are also being utilized to upgrade school facilities or build school infrastructure. The mechanism works by the government contracting a private firm to maintain or build a school building on a long-term basis, where the private firm assuming responsibility for the risk involved. There are positive advantages for the pushing through of active public-private partnerships. These partnerships represent a combination of resources, attitudes, and mix of skills. If these are properly utilized these could aid in the actualization of total human resource development and utilization. According to Patrinos et al. (2009), a public-private partnership in education can have four positive results. These are: - Public-private partnerships can make the education market more competitive. Students from the private sector can compete with students that hail from the public sector. This will push the public sector to increase the quality of education that it provides. - Public-private partnerships offer more flexibility than most arrangements in the public sector. There is less autonomy in the hiring of teachers in the public sector than those from the private sectors. These partnerships can be a prime mover in the supply and demand for education. Contracting of teachers can be one of the significant motivations for public-private partnerships. - The government can decide which among the private providers to contract based on the requirements of the quality of education that it requires from the contractor. Moreover, there is an increased level of sharing risks between the public and the private sector. This enables the efficiency of the delivery of services that makes better provisions for the quality of education. The involvement of the private sector in the public service for quality education in Nigeria brings positive developments. These include bringing in specialized skills that improve the management and operation of public schools. Governments will be able to absorb the demand of students in terms of increased standards of learning. Public-private partnerships can ultimate lead Nigeria to a better tomorrow by increasing the quality of education. **Categories:** Blog --- ### [Food Security: A Glimpse on Its Resolution from the Past to the Present](https://carrhure.com/food-security-glimpse-resolution-past-present/) **Published:** July 29, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/lunch-table-salad-5876/) It is a major challenge for various developing countries in sustaining food security at the national level and household levels. The Food and Agriculture Organization reports that an estimated 870 million people are undernourished in 2010-2012. This is 12.5% of the world’s population. A big chunk of these lives in developing nations (852 million) which is estimated to be 14.9% of the population. **Food Security Defined** The United States Aid for International Development (USAID) states that food security is present when all individuals at all times have access physically and economically to sufficient food to meet their nutrition needs for life that is productive and healthy. Food security targets three unique but interrelated concepts, all three of which are necessary to obtaining food security. *Availability of food*: There are sufficient food quantities from household production, commercial imports, other domestic output, or food assistance. *Access to food*: There are adequate resources to get suitable food for a nutritious diet that is dependent on the household distribution of income, available income, and food prices. *Utilization of food*: There is correct biological utilization of food that requires a diet with essential nutrients and sufficient energy; adequate sanitation and potable water; knowledge of storage and processing of food, basic nutrition, child care and management of diseases. **Major Challenges in Achieving Food Security** *Climate Change.* Climate change is greatly affecting agriculture. In all parts of the world, flora and fauna adapt to the prevailing climatic conditions. Even in the slightest change in climate, plants and animals are affected with plants becoming less productive. Some species even disappear. There are some impacts that can be easily predicted while there are those that are complex to predict. An example of complex predictions occurs like determining the effect of a certain climatic change on a whole ecosystem. Cultivated plants react in a positive manner to an increase in carbon dioxide in the atmosphere. Unfortunately, weeds also react in the same manner. The output for this scenario is that there might be an increase or decrease in the product of the cultivated plant depending on weeds that compete for the required nutrients and water. This will have a boomerang effect on pests as they tend to move to areas that are biologically unprepared for their existence. This results in a risk in the production of agriculture that directly related to additional risks in food security. People who depend directly on the yield of agriculture for food and livelihood are greatly affected. Moreover, this will also affect the nutrition and food security of neighboring populations through disrupted trade and price volatility. *Growing use of food crops as a source of fuel.* The production of food crops for bioenergy in replacement of fossil fuels remains to be a controversial issue. Increasing food prices and the decrease in the availability of food crops are results of the conversion of land from food to fuel production. This results in a negative effect on human nutrition since the world’s population is rising. Poor people tend to compromise the quantity and quality of the food consumed due to rising prices that ultimately will lead to malnutrition and health problems. Water scarcity will result to the diversion of water resources from depleted aquifers to biofuel crops in areas that require additional irrigation. *Soaring food prices.* Food prices began to rise in 2006 and escalated into a surge of inflation in 2007 and 2008. Staple foods such as rice and vegetable oil doubled their price between January and May 2008. This also coincided with the increase in fertilizer and petroleum prices. For nations that have low-income and highly dependent on import, these higher food prices have become a major challenge. This has worsened especially to those who have limited foreign exchange availability and high vulnerability to food insecurity. Inflation is triggered when high food prices with high petroleum prices exacerbate poor countries. Households with below minimum salary wage are greatly affected as they have a larger portion of food expenditures. **Assessment of the World Food Summit Goal** The period of evaluation starts from 1995 to 2015 in assessing the World Food Summit Goal. There was a decrease from 827 million in 1995 to 475 million in 2015 in the number of people who have food insecurity in 76 study countries. The USDA-ERS analysis shows that 38 of the 76 study countries have met or exceeded the WFS goal. Moreover, to added countries (Nigeria, Cape Verde, Tunisia, Morocco, Egypt, Algeria, Jamaica, Sri Lanka, Pakistan, and Indonesia) were declared as food secure in 1995 and through 2015. There were only 28 of the study countries that were not unable to reach the goal. Sixty-eight percent of the Latin America and Caribbean region saw the greatest decline in the number of food-insecure people. Countries that were included are Guatemala, Nicaragua, Dominican Republic, El Salvador, Colombia, and Peru. Asia had a 58-percent decrease in food-insecure people. These included Commonwealth of Independent States, Bangladesh, Cambodia, Laos, Nepal, and Vietnam. Sub-Saharan Africa declined by 10 percent from 1995 to 2015 in terms of food-insecure people. **Food and Agriculture Organization of the United Nations and Sustainable Developmental Goals** The globe faces complex and multiple challenges in the 21st century. The international community is encouraged to commit to the new 2030 Agenda for Sustainable Development. Food and agriculture are key to achieving the whole SDGs. Moreover, hunger and poverty are aimed to be rid of in 2030 if all commit to work hand-in-hand. FAO is already hands on with small producers, governments, the private sector and other key people in food security projects all over the globe. **Conclusion** Food insecurity is a global threat and challenge. However, major steps have been made. It is hoped that the world will be free from it in the years to come. **Categories:** Blog --- ### [Precision Agriculture: Its Benefits and Limitations](https://carrhure.com/precision-agriculture-benefits-limitations/) **Published:** August 5, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/plantage-tea-harvest-agriculture-17590/) Precision agriculture is an approach of directing small regions within fields instead of directing whole fields as one unit. Numerous farmers have recorded the significance of utilizing site-specific data to manage nutrients, pests, water, seeding rates, and other resources in a more efficient manner. Precision farming is related to sophisticated technologies in satellites and computers, which most farmers have neither the financial or physical resources to employ. However, precision farming can still be implemented to improve various crop management decisions even without costly technologies. A number is provided in this article. Precision farming can improve farming practice that can be directed across different regions or over time. Here are some management examples that may benefit from precision farming: **Quality and Fertility of Soil.** Levels of yield within a field may be correlated with levels of soil nutrients. Choices regarding rates of fertilizer, the area for lime application, the location and the method of applying manure may be based on this information. Compaction, water holding capacity, drainage, buffer strips, and erosion can be based on data regarding traffic patterns, topsoil depth, and organic matter. **Pest Management.** Searching for pests can be applied in field sections, in the same manner, it has been done to whole fields. Diseases, insects, and weed infestations have the tendency to group together in patches. Fundamental technologies regarding these data can help determine the possible locations of these infestations. Farmers may then make judgments about a site-specific treatment that can reduce water contamination risk or save money . **Decisions on Planting.** Seeding rate, variety option, seeding rate decisions may gain from site-specific information. Varieties that are tolerant to drought may be required on sandy soil or south-facing slopes. Plants that are tolerant to salt may be required on saline soils. There might be a delay on seeding dates or they may be an increase in seeding rates to obtain maximum yield potential on north-facing slopes. **Placement of Projects**. There are certain projects that must be placed only on suitable sites. Farmers can establish where individual projects are most appropriate if they know the farm’s spatial characteristics. **Precision Agriculture: Its Benefits** Precision agriculture can provide both environmental and economic benefits as consequences from reduced or targeted placement of crop inputs that include water, pesticides, and nutrients. There are other various benefits. **Precise nutrient applications** can give important environmental and economic benefits. The aim is to apply only the nutrients that the plants require and can use. Moreover, there may be a requirement to manage application in areas that are environmentally sensitive. Rates of application will differ within the field based on the type of soils, levels of fertility, and sensitivity to the environment. There is some type of soils in a field that does not have the potential to validate maximum rates of nutrient application. On the other hand, there might be areas that need to be reduced rates because of sensitivity to the environment. **Precise pesticide applications** can offer both economic and environmental benefits. One of the cheapest and fastest environmental payoffs for applications of pesticides is the use of light bar guidance systems. These affordable light bar guidance systems offer an easy method to lead equipment across a field to prevent overlapping when pesticides are being sprayed. **Problems in Precision Agriculture** According to farmer Brian Watkins, who farms 7,000 acres of soybeans and corn in Kenton, Ohio faces problems in precision agriculture. This involves system upgrades as this undermines his historical data. He needs to install different base stations everytime he buys a better system. There is a slight shift in geographic coordinates and his data suffers. Moreover, precision farming cannot be utilized completely in every crop. It needs the farmers to embark on various technological, technical, and economical conditions before the adoption of this technology. **Conclusion** Despite the disadvantages to precision farming, there is great hope that utilizing this technology will greatly enhance the benefits of farmers who decide to embark on this technology. **Categories:** Blog --- ### [Employee Perks That Can Drive Your Company Retention Efforts](https://carrhure.com/employee-perks-can-drive-company-retention-efforts/) **Published:** August 1, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/adult-business-businessman-cartoon-1260380/) What makes an organization? Is it the brand? Is it the products or services? Is it the income? Is it popularity? There are many components that make up a great company. Yes, what was mentioned above is extremely important, but the question is, are they the main drivers of an organization? The answer is no. You see even if the brand, as well as its products or services, is quite well-known and the company is generating ridiculous sums of money, an organization will not progress without its people. It’s comparable to a car without wheels. The car is intact and running, but it will not move forward. For example, the call center industry in the Philippines used to have high attrition rate although companies are offering higher compensation to a larger scale including the undergraduates and high school graduates. This is due to the fact that the employees are constantly working under extreme stress at night and they feel unsatisfied with their work despite receiving higher pay. That being said, it is important to love our people. Due to their passion, dedication, and efforts, the company is able to reach its goals and will eventually expand. So it would be fitting to give back to them as a motivation to do perform well. Providing perks and benefits are one way of making your employees stay. Of course, this is not all about the money. This is about providing your employees with proper acknowledgment for a job well done and helping them grow in their respective career. Below are some of the ways to increase company retention efforts: **Retention begins right recruiting practices** Dan Pickett, CEO of Infrastructure mentioned that identifying the aspects of culture and strategy that the company wants to emphasize, and then seek those aspects out in your candidates. It is believed that the longer the employee is with your company, the more productive they become as time goes by. Study their job history to determine the loyalty, perseverance, and engagement of the candidate. Know what’s important to them. People often stay when they are working on what they are passionate about. **Provide career advancement** Hire from within instead of doing a recruitment search. Announce new career opportunities internally and look for best performances within the company who are suitable for the role. In this way, employees will feel appreciated and valued. **Offer employee development and education** Provide training to acquire new skills. You can also offer tuition reimbursement for employees who would like to pursue a Master’s degree or Ph D. This can also be offered to undergraduates. Furthering the education of your employees gives them a sense of importance. Training is often perceived by employees as an investment in their worth and a strong motivational factor to stay in the company. **Give benefits beyond the usual packages** Healthcare benefits and paid sick leaves are good, but not enough to make them stay. Extended paid leaves would be feasible especially for mothers who just gave birth or even fathers who want to be with their babies for some time. Stock options and other financial rewards are also ideal for top performers or loyal employees. A trend in most companies now is work-life-balance. Provide them with an opportunity to work in flexible hours or to work remotely if this is the kind of environment that the employee will be more productive. Working without leave or any opportunity to have a time for themselves is one way to send your employees out the door! **Create open communication** It would be best to schedule a regular meeting where employees can voice out their opinions. This is also a way for them to give suggestions or share their best practices. In this way, employees will feel that they are included in the process or even in the decision-making. An open-door policy would also give way to having a stronger relationship with your people. Give a few minutes of your time to discuss their challenges or to entertain their inquiries. Having an open communication makes the employees feel valued and heard. **Set expectations** This is a small detail that a lot of companies are overseeing. Tell the employees what you expect from them. What is the scope of their responsibilities? Remember, if they don’t know what to do and they can’t meet the expectations, they will not perform well and their morale will drop. When this happens, employees will be compelled to send in their resignation letter. **Involve the manager** The managers should spend some time guiding struggling employees and assist performers to move to a higher or to their preferred position. The managers should make their team feel that they are there for them and that they care. Often times, people are leaving because they can’t deal with difficult or inconsiderate managers. **Ask for feedback** Surveys are given to people to measure employee satisfaction. This can be done periodically at pre-set intervals without revealing the names of the respondents. Surveys can be a great tool to get an honest opinion about the company and its management. It can also help the management see the loopholes or any issues that need resolution. Exit interviews are scheduled and conducted after the approval of the employee’s resignation. This helps in the identifying reason for the employee’s departure. Don’t just ask “Why?” You should also ask “What?” What will make them stay? What are they looking for? What is missing? From there, try to implement changes to reduce attrition rate. **Contests and incentives** These programs, with the right planning and execution, can keep them focused and feel excited to report to work. It gives them a reason to perform well because they will be rewarded for their hard work and dedication. Small perks can also spice up the employer-employee relationship. Give them free movie passes to blockbuster hits or gift certificates to a meal in a fancy restaurant. This will serve as a token of appreciation. In conclusion, do not be afraid to invest in your employees. Yes, it may cost more to train them or to give them higher benefits. But as long as they stay motivated and excited about their work, your employees will not go anywhere. **Categories:** Blog --- ### [Steps To Make Your Nonprofit Executive Search Successful](https://carrhure.com/steps-make-nonprofit-executive-search-successful/) **Published:** August 8, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/man-using-stylus-pen-for-touching-the-digital-tablet-screen-6335/) People often appreciate go-getters—these individuals who are self-motivated and has a drive for initiative and passion, who keep on moving forward with great confidence and insurmountable drive. However, when organizations are faced with big, important decisions—details that will influence the entire company and its future—a pause to do planning long-term makes a big difference. Sadly, the trend with nonprofits is that they stumble even before starting when it comes to the executive search process. This mundane misstep has no relation to searching candidates, interviewing them, or making a final decision. However, this can have a great impact on the entire procedure and the end result. Instead of diving into an executive search with a call for candidates or recommendation of applicants, it is significant to perform the research and plan out the process. If the search firm does not do this, the ultimate search outcome may not be the best result for the institution. Here are the steps that an executive search team needs in order to become successful in a nonprofit executive search? **Perform assessment of the current state and direction of the institution.** A company must assess its current state and the direction it is headed. It must check if it requires areas in improvement such as unclear leadership roles, lack of strategy, poorly communicated mission, an oppressive work culture—will lead a company in the search of finding the best leader for the future of the company. **Concur regarding the priorities for the search**. As soon as the company has the assessed the current state and strategic direction of the organization, a search firm can determine the new executive’s skills, qualities, and experience that it requires. The kind of leader must be determined that will move forward with its mission must be identified. Concerns like a leader must be able to instill internal and external transformation as well as implement strategic changes. The search committee must agree on these points before doing the actual search itself. Skills and expertise must be prioritized. An executive search firm will be able to find a good match if it understands the needs of the organization and the kind of executive leader that it needs. **Outline communication plans throughout the whole search process.** It is crucial to have communication throughout the whole process. Internal and external stakeholders must always be kept in touch by the search committee through leadership and strategic direction conversations in order the make the presumptive transition smoother. Inputs of stakeholders that involve senior staff should be heard. In addition, the communication plan with the candidates must be planned out, in the beginning, middle, and end of the search process. Candidates must be well-informed and transparency must also be put into practice. **Prepare for the transition.** Some executive firms find it weird to plan long-term that goes beyond the actual transition. However, having a transition plan provides the next person-to-take-charge to know what happens in the company he is about to lead. A timeline should be determined, duties must be delegated, and training and communication must be planned. Candidates will appreciate the whole process when they are kept up to date with the search process. Whenever a company has a big project that requires big decisions, it is tempting for them to sink and swim. However, assessment, determination of priorities, gathering of inputs, and planning will be able to make the nonprofit executive search successful. **Categories:** Blog --- ### [The Bleak Future Children Will Face With Pollution](https://carrhure.com/bleak-future-children-will-face-pollution/) **Published:** August 12, 2016 **Author:** Auree de Carbon **Content:** The whole world is affected by pollution, however, low-income cities are the ones that are mostly affected. Ninety-nine (99%) percent of the global population breathes air surpassing WHO limits, posing health risks. Despite monitoring in over six thousand cities across 117 countries, elevated levels of fine particulate matter and nitrogen dioxide persist, with low and middle-income countries experiencing the highest exposures. The findings prompt the WHO to emphasize the importance of reducing fossil fuel usage and implementing tangible strategies to combat air pollution. Seventeen percent (17%) of cities in high-income countries fall below WHO guidelines for PM2.5 or PM10, while less than 1% in low- and middle-income countries comply. Lower and middle-income nations experience higher exposure to unhealthy PM levels but less variation in NO2 patterns. Only 23% of people in four thousand cities meet updated WHO NO2 guidelines. Urgent action needed to address preventable deaths and health losses from air pollution, according to Dr. Maria Neira of the World Health Organization (WHO). Lower and middle-income countries bear the highest air pollution exposure but lack sufficient air quality measurement coverage. However, there are positive signs of improvement, especially in Europe and partially in North America, where comprehensive air quality data is available. Despite some low- and middle-income countries still lacking PM2.5 measurements, substantial progress has been made, with 1500 additional human settlements now monitoring air quality compared to the last update in 2018. **Lahore, Pakistan: The World’s Most Polluted City in 2022** In 2022, Lahore, Pakistan, emerged as the most polluted city in the world, with an air quality measurement of 97.4 micrograms of PM 2.5 particles per cubic meter, surpassing its previous record of 86.5. PM 2.5 is a type of airborne particulate matter that poses serious health risks, including heart attacks, asthma attacks, and premature death. Long-term exposure to PM 2.5 has also been linked to higher rates of death from Covid-19. The World Health Organization (WHO) has revised its air quality guidelines over the years, lowering the acceptable levels of air pollution to below 5 micrograms per cubic meter, as exposure to such high levels of PM 2.5 can have severe health consequences. Unfortunately, in the Central and South Asian region, which includes India and Pakistan, more than half of the population lives in areas where PM 2.5 concentrations are approximately seven times higher than the WHO’s recommended levels, leading to widespread health concerns. The report highlights that the top five most polluted countries in 2022 were Chad, Iraq, Pakistan, Bahrain, and Bangladesh, with Lahore, Pakistan; Hotan, China; Bhiwadi, India; Delhi, India; and Peshawar, Pakistan being the most polluted cities globally. These findings underscore the urgent need for effective measures to address and improve air quality in these regions. **Effects of Air Pollution to Children’s Respiratory Health** There are several reasons why young children are more vulnerable to the effects of air pollution. The brain, immune systems, and lungs are immature at birth and continue developing rapidly until the age of six. During this period, their respiratory tracts are more permeable. Children have a larger lung surface area relative to their body weight and inhale 50% more air per kilogram of body weight compared to adults. This early growth and development significantly impact children’s health, and exposure to air pollution can have long-lasting effects on their future well-being. Furthermore, children tend to spend more time playing outdoors, leading them to breathe more outdoor air than adults. The Children’s Health Study (CHS) is one of the most comprehensive and long-term researche projects examining the impact of air pollution exposure on children’s respiratory health. Initiated by researchers from the University of Southern California in 1992, the study involved 6,000 children attending public schools in 12 Southern California communities with varying levels of air pollution for at least eight years. The study yielded significant findings , including the short-term effects of air pollution such as acute respiratory illnesses and asthma attacks, and longer-term impacts like chronic respiratory diseases and the development of asthma. For instance, researchers observed an increase in school absences due to respiratory illnesses related to short-term rises in ozone concentrations. There is now substantial evidence linking ozone and particles to worsened symptoms in asthmatic children. The CHS research also revealed a higher incidence of chronic cough and bronchitis, as well as reduced lung function, among young children exposed to high air pollution levels, particularly in areas with high particle concentrations. Children in Southern California, particularly those engaging in outdoor sports in high-ozone regions, were found to be three times more susceptible to developing asthma. While air pollution is widely believed to trigger asthma attacks and worsen asthma symptoms, studies are yet to definitively prove that it directly causes the development of asthma. **Children in Delhi: Evidence to the Worsening Effects of Air Pollution** The Chittaranjan National Cancer Research Institute in Kolkata, India, conducted a massive study in 2010 to investigate the health effects of air pollution on approximately 11,000 Delhi school children. The study revealed that, in comparison to the control group, New Delhi children experienced 1.8 times more respiratory diseases. Lower socioeconomic status was associated with more widespread respiratory symptoms compared to higher economic status families. Respiratory symptoms were most prevalent during winter and least prevalent during the monsoon, correlating with particulate matter levels. Lung function was reduced in 43.5% of Delhi school children compared to 25.7% in the control group, with girls showing a more significant reduction in lung function. **Conclusion** Air pollution is a global issue that requires worldwide resolutions at the local level. Current studies demonstrate the escalating impact on children in the world’s most populated cities. We hope that efforts will be taken to curb this trend and halt the bleak future that children may face due to pollution. Picture : Istock Sources : [https://earth.org/data\_visualization/pollution/](https://earth.org/data_visualization/pollution/) . **Categories:** Blog --- ### [How to Win Your Boss in 9 Ways](https://carrhure.com/win-boss-9-ways/) **Published:** August 15, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/african-american-black-models-1436660/) Your superiors can be your enemy or your ally. Of course nobody wants to be on your boss’s opposite side. Building a strong and lasting relationship with your boss will do wonders, not only to your career, but also to the growth and progression of the company. There are countless benefits that you can get when you win the heart of your boss. Highlighted below are the effective ways to win your boss: **Do your job well** This is the most basic thing to do, but many employees always oversee this step. This is a great way to get your boss’s attention. Doing a job well done in a consistent, efficient and professional manner will help your boss to focus on critical issues within the company because, in a sense, you’ll become a low maintenance employee. This will leave a good impression on your performance. **Take some time to know your boss** The first thing newcomers do is to get to know their colleagues. This should also be extended to your boss. Sit down with your boss and try to have a conversation. Try to know how he or she would like to communicate, how often he or she wants to hear from you as well as the details that are expected from you. Communicate as much as you can to ensure that your goals and priorities are in sync. You can also know what your boss is passionate about and try to tap into that. What are their interests? What do they do outside of work? Your boss will really appreciate the fact that you took some time to know them and to bond with them. You can also try to have a special relationship with their admin for easier and convenient access. Having open, frequent and clear communication with your boss is essential in having a strong relationship with them. **Assist and support your boss’s professional goals** Your boss’s goals should be your goal and your boss’s problems should be your problem too. Yes, I know that this may be overwhelming and also, you can’t solve all of your boss’s problems, but you have to remember that your job is to make your superior’s life easier. You should find ways on how to lighten your boss’s workload. If you’re successful, your boss will never forget what you did and you will definitely win his or her trust. **Your loyalty should be with your boss**. Sure enough, your boss has imperfections. But this shouldn’t entitle you to talk about them behind their back. Be a loyal, dedicated and honest employee. If you have any concern, do not talk it out with your colleagues. Instead, sit down and discuss it with your boss. Whatever issues you may have, it should only be between the two of you or else, you will lose their trust. Distrust can ruin the professional relationship that you have with your boss. **Take the initiative** Apart from your usual routine, try to think of new things that would help improve the organizations’ processes or try to pursue an area that has not been ventured before. Volunteer to start new projects or assignments, but not to the extent of overloading. You need to have ample time and energy to do well in your new assignment. Taking initiatives will let your boss know that you are capable of doing things successfully with minimum supervision or guidance. **Find solutions to problems** As mentioned earlier, your boss can’t do everything and this also means that they can’t solve everything. Seek potential issues before your boss finds out. During the meeting, you can update your boss about the issue you’ve detected and report how you have resolved it. Sometimes, your superiors would appreciate an employee who provides solutions or who will “roll up their sleeves” and try to address the problem on their own. Whenever problems arise, never complain about it because this will cause negativity within the team and will greatly affect morale and productivity. So avoid complaining and look for ways to solve the problem instead. The more problems you have solved, the more respect you will gain from your boss. **Set realistic commitments or promises and honor them** Anyone can commit and promise anything. A real professional knows how to deliver them. For example, your boss gave you an assignment and you are expected to do it in 2 days, but you feel that you needed more time. It’s better to point out that it would take longer than expected to complete the task rather than saying ‘yes’ but wasn’t able to meet the deadline and to deliver what is expected. You should also demonstrate your organizational skills by being prepared and proactive. The perfect formula is to never promise more than you can do and to deliver more than you have promised. If you consistently do this, you can definitely gain his or her trust in no time. **Take ownership** Whether it’s your fault or not, making excusing and pointing fingers is never a good thing. If something goes wrong under your watch, it wouldn’t hurt to take ownership of the problem. Don’t be afraid to admit you were wrong or you’ve committed and face the consequences. This shows integrity which is something that every boss is looking for in their employees. **Don’t be afraid to speak up** Take the opportunity to be vocal during meetings or even in informal conversations. Bosses have respect to an employee who is not afraid to speak their minds. Of course, you have to be careful not to overdo it. There are times that your opinion contradicts your boss’s point of view, but say it anyway as long as your opinion is valuable and will provide a solution to the problem. Remember, respect is earned, not demanded. Through consistency, diligence and open communication with your boss, you can easily win their trust and be rewarded for the loyalty and dedication that you have given them. **Categories:** Blog --- ### [Water – How we are squandering the Sources Resources, increasing the desertification of our planet and creating a starving world?](https://carrhure.com/water-important-feed-starving-world/) **Published:** August 19, 2016 **Author:** Auree de Carbon **Content:** Savethesea.org mentioned that more than 3.5 billion people depend on the ocean for their primary source of food. The number has doubled 2 decades later. The ocean also provides the biggest sources of protein in the world with 70 to 75 million tons of fish are caught and around 29 million are for human consumption. It is also said that fish production exceeded the livestock and poultry production. This is how important the ocean is. And yet, we are neglecting our responsibility to protect all water forms most especially, the ocean. According to UConn marine biodiversity expert, Ann Bucklin, one of 600 marine experts from several countries who participated in the recent study of United Nation’s World Ocean Assessment, the condition of the world’s ocean can be summarized by the 2014 report of the Intergovernmental Panel on Climate Change or IPCC. In this report, the IPCC concluded that there are ‘no doubt’ unprecedented changes over the years. Since 1880, the global ocean’s surface has warmed by about 1.7 degrees F. In a span of 30 years, approximately 70% percent of the world’s coastal areas have experienced a significant increase in sea-surface temperature. The northern hemisphere, most specifically the Arctic Ocean, is warming nearly twice as fast, and the reduction of sea ice is greatly affecting a wide range of species. Because of this phenomenon, there is an increased poleward distribution of marine life species. Greenhouse gas concentrations are unparalleled in the past 800,000 years. 26% of the carbon dioxide absorbed by the ocean is caused by land-based and human activities which, in turn, lead to the deoxygenation and acidification of the seawater. Global warming also affects the salinity and stratification of the ocean. Acidification, warming, and deoxygenation is termed as the “deadly trio” by the IUCN which has dramatic effects on the productivity and efficiency of the ocean. If the deadly trio progresses and we will continue to ignore its existence, the extinction of some species, decline in biodiversity, altered food web dynamics, and expansion of pathogens will be unavoidable. Other malpractices like water polluting and overfishing are other factors that contribute to the marine food insecurity. People carelessly throw plastic waste in the water that kills up to a million seabirds, 100,000 sea mammals, and countless fish each year. Plastic is non-biodegradable meaning it will not decompose and it will remain in our ecosystem for many years and these are endangering sea creatures every single day. Oil spills from wrecked ships and unregulated and reckless factories have long term effects on larger seabirds and mammals. The oil coats their feathers or fur which reduces their ability to repel water and to maintain body temperatures. Due to these effects, sea creatures will die from hypothermia. Overfishing weakens the resilience of ocean systems, and despite some improvements done by developed regions, key species continues to decline of key species and damages the ecosystems where the marine life depends on . According to the UNFAO, 70% of world fish populations are unsustainably exploited, of which 30% have biomass collapsed to less than 10% of unfished levels in 2012. A recent global assessment of the UNFAO reveals that 60% of countries received a “fail” grade, and saw no country identified as being overall “good”. Now, let’s talk about the importance water itself. We often say that humans are better off without food than water. That is true because at least 60% of our body is composed of water. We can survive without food for more than 3 weeks. However, we can only survive without water for only 3-4 days. The World Health Organization or WHO stated that indigestion or contact with contaminated water (mostly likely water with Cyanobacteria or blue-green algae) can cause various health problems like skin irritation, stomach cramps, vomiting, nausea, diarrhea, fever, sore throat, headache, muscle and joint pain, blisters of the mouth and liver damage. For so many years, people have taken for granted the inevitable threat of climate change, global warming, and malpractices not only in marine life but also in agriculture and livestock. For instance, climate change causes desertification or, as defined by the UNCCD, the process of fertile land transforming into a desert as a result of deforestation, drought, or improper/inappropriate agriculture. The rise of air temperature and the decrease of rain causes drought and will halt the sustainable growth of vegetation. Without vegetation, livestock and poultry animals will face food depletion. If we will not act now, this will add up to food insecurity and shortage. It is only now that we begin to understand the impact that it will leave on various organisms and ecosystems. In conclusion, water is the source of life. Not only do we have to protect it, but we also have to conserve it. Simple acts like turning off the faucet and recycling water will make a huge difference. We also have to accept that climate change dramatically marked the shifts in ocean environments and ecosystems and its consequences for marine communities, food webs, and species. If we continue to ignore the signs and to neglect our water resources, the impact will be unimaginable after a few decades. We must do something before it’s too late. **Categories:** Blog --- ### [10 Awesome Steps in Creating an Environmentally-Conscious Office](https://carrhure.com/10-awesome-steps-creating-environmentally-conscious-office/) **Published:** August 22, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/city-blue-building-construction-41170/) The status of the environment is one big cause that people must take into consideration. Here are 10 awesome steps in creating an environmentally-conscious office. **Conserve electricity.** Most people tend to forget that there is a great power shortage in the global arena. Computers, photocopiers, printers, and other equipment must be turned off. Computers and monitors must be set to their most energy efficient settings. Lights must be switched off when leaving a room. Fluorescent bulbs must be preferred over incandescent ones. Natural sunlight must be taken advantage. **Practice 3Rs.** The environmental mantra of reduce, reuse, and recycle must be practiced in the offices. This means more than throwing old memo in the trash can. Office personnel must think of everything that they use. Considerations like the use of disposable cups at the water cooler must be taken into account. The paper must be used on both sides. Moreover, it would be best to include another R to the 3Rs and this is Refuse. People must not purchase things that they do not need. Bags must be brought every time purchases are made. **Utilize Environment-Friendly Office Supplies.** These environment-friendly office products might cost a little bit more than the non-environment-friendly ones. These may cost 5% more. Offices can begin with using 100% recycled paper, non-toxic highlighters, refillable ink cartridges, and others. **Utilize Non-Toxic Cleaning Supplies.** Each country has its own brands that are toxic-free. Cleaning companies and maintenance personnel should be encouraged to use green cleaning products. If these cleaning companies will not practice this step, then offices must switch to other companies that do so. **Choose Eco-Friendly Food.** Offices must promote the use of the 100-mile diet. First, use local food. Second, choose food that is organic. Managers must order lunch like having vegetarian choices. The planet will greatly improve if meat consumption is cut down. **Telecommute.** Workers can be encouraged to work from home. This would be best especially if workers have to drive to work. Pollution is cut down and time for work is maximized to its full potential. **Use carpools.** Encourage employees to do carpools instead of using public transit. This also decreases pollution. **Target a Paperless Office.** It may seem unrealistic to have a paperless office. However, it would be best to cut down on printed material whenever it is possible. Print documents when necessary and read on-screen. Paper products must be 100% recycled. **Implement a Casual Dress Code.** Workplaces would have a better environment if cooling costs are kept down. Suits would not be best during hot summer months. **Be Organic.** It would be a great idea to purchase fair trade, organic tea, and coffee. Employees must be encouraged to bring their own mugs when they purchase hot beverages outside. Coffee shops provide small discounts to patrons who do such. Waste reduction is even practiced. Following these 10 awesome steps in creating an environmental-friendly office would be obtained if these steps are religiously followed. **Categories:** Blog --- ### [Agro-food: Feeding or killing the population?](https://carrhure.com/agro-food-feeding-killing-population/) **Published:** August 26, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [National Cancer Institute](https://commons.wikimedia.org/wiki/File%3AFamily_eating_meal.jpg) Agriculture is a broad topic. Nowadays, there are many terms used by agricultural researchers, advocates as well as international development and non-profit organizations. One of which is the term “agro-food”. To understand agro-food more, let us focus on some of the most used terminologies and see how they differ from each other. A perfect example would be the comparison made by Rosa Caiazza of the Parthenope University of Naples and Tiziana Volpe of the National Research Council (CNR), Institute for Service Industry Research (IRAT) in Italy. According to their article, “*The Global Agro-food System From Past to Future”,* agriculture is the production of food and non-food items through farming or animal husbandry. On the other hand, agribusiness, as defined by UNCTAD back in 2009, refers to the commercial agriculture, usually farms specializing in non-subsistence food and non-food production, and related businesses that are directly involved in the value chain of agricultural products. How about agro-food? Ms. Caiazza and Ms. Volpe defined agro–food as a combination of institutions, activities , and enterprises that collectively develop and deliver material inputs to the farming sector, produce primary commodities, and subsequently handle, process, transport, market and distribute food and other agro-based products to consumers. For them, agro-food is a subcategory of agribusiness that refers to industries involved in the production, processing , and inspection of solely food products made from agricultural commodities. The UNDP highlighted in its overview of the agro-food sector that the agro-food industry plays an important role in the creation of income and employment opportunities in developing countries. This is also the same with agriculture. However, agro-food provides more opportunities because it is not limited to growing and harvesting crops. The agro-food system undergoes a long and complicated path to get to the consumers. Our common belief is that food comes from the farm. The truth is the farm is only one of the many places involved in the system that produces our food. We fail to realize that farming would require industrial efforts from tractors, combines, and chemicals (like fertilizers and pesticides). A farm will not be operational without sufficient funds required for each season. Farming needs the energy to utilize agricultural equipment, to pump water needed for irrigation, produce fertilizer to grow the crops, and to transport agricultural products to where the consumers are located. In conclusion, there is a framework that illustrates a stream of interrelated activities performed by firms, organizations or individuals that are needed to bring a product or service from the early production stage to the final stage where food reaches the consumers. This is how important agro-food is. However, an agro-food system including industrial crop and livestock production imposes a grave threat to the environment, human health, rural communities, workers and animal welfare. According to the Grace Communications Foundation, a healthy and sustainable farm works harmoniously with the environment. In traditional farming, farmers practices crop rotation to replace the nutrients in the soil. The livestock animals will graze the land and their manure will be used as a fertilizer. It is a cycle where what is taken from the land will be taken back to the land. In agro-food systems, the land is continuously used without interval leaving no opportunity for the soil to restore its nutrients. The over-application of animal manure and pesticides adds up to the problem. For instance, an “unnatural number” of animals are kept in one place which creates an excessive amount of wastes. Grace Communications Foundations illustrated the estimated amount of manure created by hogs as well as its effects. They cited that a hog can produce up to 17.5 pounds of manure and urine. If there are 1,000 hogs in a factory farm, there will be 6 million pounds of waste annually. Imagine if there are 35,000 hogs. There will be more than 4 million pounds of waste in a week! This means there will be over 200 million pounds of waste each year. Excessive animal manure production becomes a major pollutant that will run off in the water. When this happens, the manure, which carries substances used on industrial farms, will contaminate the waterways and affect the plants and animals living in that area. The salt present in this manure also damages the soil and contributes to soil erosion. In addition, factory farms emit harmful gases and particles contributing to global warming and jeopardizing the health and safety of the residents and its neighbors. The community will endure the nauseating smell of a manure pond near their homes, which will dramatically reduce their quality of life. Overuse of machinery, mismanagement of manure and the irresponsible feeding practices also results to air pollution. The organization also revealed that the leading sources of water pollution in the United States are chemical fertilizers and pesticides. Chemical leaks from factory farms kill fish, destroy aquatic habitats and contaminate drinking water supplies. Additionally, factory farms use significant amounts of water, which increases the demand for clean water supply. Animal production in overcrowded units is also another problem. Factory farm owners view livestock and poultry animals as property rather than living creatures and focuses more on profit than animal health and welfare. Because of this, the animals are raised under stressful conditions that decrease their life span, exposed to toxins from decomposed manure that causes contagious diseases and dosed with antibiotic that contributes to the development of antibiotic-resistant bacteria. The workers, on the other hand, are subjected to hazardous working conditions. The Centers for Disease Control and Prevention reported that *“Agriculture ranks among the most hazardous industries. Farmers are at high risk for fatal and nonfatal injuries, work-related lung diseases, noise-induced hearing loss, skin diseases, and certain cancers associated with chemical use and prolonged sun exposure. Farming is one of the few industries in which the families (who often share the work and live on the premises) are also at risk for injuries, illness, and death.”* It is very alarming to see all of these effects. What‘s sad is, fewer people actually cared. Does this mean that the concept of agro-food systems should be abolished? Let’s see. Experts believe that there are ways to have sustainable farming systems without endangering the people, the animals, and the environment. Angelika Hilbeck, a senior scientist at the Swiss Federal Institute of Technology’s Institute of Integrative Biology and co-editor of the report entitled, “*Feeding the People: Agroecology for Nourishing the World and transforming the Agri-Food System”,* believes that there is an urgent need to transform the existing agro-food systems to agro-ecological systems. She added that agroecology is a form of innovative food production that offers better food and provides solutions to the environmental destruction that threatens human societies. FOAM EU President, Christopher Stopes agrees with this statement. He added. *“Organic food, farming, and agroecology have a holistic, system-wide approach to food and farming. They are uniquely placed to address the complex and interlinked global challenges we currently face including food insecurity and obesity, climate change, unfair working and trade conditions, soil degradation, loss of biodiversity, poor animal welfare, deforestation and loss of agricultural land, to name but a few.”* Let’s face it. We need to act now. We have to start the transformation to protect not only ourselves but also our planet. The change can start with broad-based political support, regulatory frameworks and appropriate economic incentives in regional, national and international levels. Experts should share their vision of converting a destructive form of farming to a constructive one which will actually feed the world. **Categories:** Blog --- ### [Ways to Avoid Work Burnout](https://carrhure.com/ways-avoid-work-burnout/) **Published:** August 29, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/woman-working-girl-sitting-133021/) Burnout is a psychological response to consistent job and home stressors. This does not only indicate a simple need for a vacation. Here are some ways where you can prevent work burnout. **Be Realistic with Expectations** It is crucial to be realistic when it comes to expecting a great promotion the moment you graduate. A person must learn to readjust when it comes to career development. A person always starts at the bottom rung. Maintaining professionalism and positivity will enhance a person’s career development. Do even menial tasks professionally and happily. **Learn to be “Sociable”** One of the first leading causes of burnout is a dysfunctional office environment. Having a stressful relationship with superiors can be very stressful. Learn the dynamics on how to handle issues with your immediate superior. **Learn How to Say No** People who are people-pleasers tend to be extremely at risk for burnout. If you do not learn how to say no, then you can always say yes even when you are no longer capable of doing the task in your very best. You tend to overpromise and underdeliver. However, a person must learn how to say no properly. **Compete with Yourself and Not with Others** All of us have a friend who always seem to have time on their hands. The friend who can afford vacations in Europe without finances. Checking up on others may be able to help one determine his goals, however, having this mentality of comparisonitis will destroy a person’s finances and happiness at the same time as you always try to keep up with the Joneses. **Always Set Vacation Time with Family** Most people do not set aside vacation time with family. Researches report that 48% of workers felt better and more positive with their workplaces after taking a vacation. Taking a vacation will be able to keep oneself stay positive. **Develop Other Skills, Hobbies, and Interests Not Related to Work** People whose identity is solely based on work are at risk for burnout. A person will be able to be happy and more well-rounded if he devotes time to interests and hobbies outside the office. You can always go back to things you have enjoyed while being a child or a teen. You can either learn a foreign language, volunteer in mission work, or join a sports team. **Recharge** It would be best to recharge during the day. You can still be healthy by taking walks to help you stay fit. You can also ask a colleague to coffee. You will be happier and you will live longer if you establish positive relationships at the office. **Evaluate Your Career Path** If you are staying in the same position in your work and have symptoms of burnout, you should take the time to consider your career. You should check out if your values changed since you began in your profession. It might be that you are overburdened or not significantly challenged. You have to ask these questions in order to figure out what is right for you. Being burnout is never a good option for anyone. However, take the time to relax and follow the steps above and you will find ways to avoid work burnout. **Categories:** Blog --- ### [No Fish No Future](https://carrhure.com/no-fish-no-future/) **Published:** September 2, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/fish-tanks-view-blue-underwater-1195749/) Humans have always had hunter-gatherers as their occupation for centuries. Fish has become the last wild animal that people hunt in huge numbers. However, this generation might be the last to enjoy that privilege. The Anthropocene (the Age of Man) would experience the extinction of entire species of marine life. Humans have consumed global fish of 17 kg (37 pounds) per person last 2011, even though the worldwide stocks have continued to decline. Humans now eat fish as much as four times this present generation than they did in 1950. Approximately 85% of worldwide fish stocks, are depleted, overexploited, fully exploited or in recovery from exploitation. The year 2012 was witness to fewer than 1100 cod over the age of 13 years in the North between Scandinavia and the United Kingdom. This could cause worry as fish old enough is lost in order to create offspring that can replace populations. Deserts are seen as a conversion from large Mediterranean and the North Sea seabeds. Bottom trawling has been an efficient method of expunging fish. These industrial ships are also using the said efficient methods in tropical oceans too. One-fourth of the catch by European countries are performed outside European waters. Most of the catch is done in former rich West African seas. It is worrisome to note that each trawler can scoop daily around hundreds of thousands of kilograms of fish. There is now an over-exploitation of all West African fisheries. The past 30 years have seen a decline of 50% in coastal fisheries. This is in accordance to a report by the UN Food and Agriculture Organisation. It is predicted that in 2050, approximately 40% of fish caught in the tropics will decline by 40%. The sad nature is that around 400 million people in Southeast Asia and Africa depend on fish caught through artisanal fishing to give them minerals and protein. With the global issue of climate change, agricultural production will be greatly affected and this will cause more people to depend on fish for their nutritional needs. There is unsustainability when it comes to subsidizing vast fishing ships to catch the declining global stocks of fish. Spain practices paying a subsidy for everyone in three fish. Governments are pushing people to lose their jobs in the long-term by paying people in the short-term. World fish is caught 50% by artisanal fishing. **Protect depletion** Industrialized nations are unable to go back to traditional methods. However, the industry needs to monitor on its disastrous management if people want to restore fisheries to a sustainable level. In Europe, approximately 3.5 million tons would be the result of greater catches that is worth billion annually. Member of the EU community should stop hustling unsustainable quotas for fisheries. Instead, their fisheries experts should recommend that each individual government should set quotas based on the evel of stocks in their surrounding waters. Each individual who is into fisheries must be responsible over the amount of fish that they hunt. After all, each has a vested interested in improving their stocks. These policies will see the end of the situation of tragedy of the commons where all takes as much as they can from the oceans before their rivals obtain their last fish. This strategy has been successfully implemnented in Iceland, US, and New Zealand. Studies have shows that fish management done in this manner will twice be able to do away with failure in open-access fisheries. **Dangerous shark** Humans are not limited to destroying fish. They also hunt into extinction turtles to manta ray to marine mammals. Globally, sharks have declined by 80%. One third of shark species are in danger of being extinct. It is now humans that are the top marine predators and not sharks. Marine ecosystems are significantly affected by a decline in shark numbers. A decline in the number of sharks increases the number s of fish that results to the decrease in the plankton population. The entire system is threatened without the presence of these smallest creatures. **Conservation request** Protecting and strengthening marine reserves would be great in conserving species. As of 2012, less than 1% of the oceans is protected. However, the international community promises to raise this to 10% by 2020. Marine life is protected when marine reserves are properly monitored and patrolled. An example is the tiny Pacific islands that have grouped together to protect a giant area of 1.1 millions square kilometres. Australia has also created the globe’s largest protected area and Britan and New Zealand are also cooperating. **Conclusion** The globe is threatened with a possible extinction of fish in the near future. All steps must be done hand in hand by all nations. After all, humans do not want to run out of fish. **Categories:** Blog --- ### [CARRHURE selected by the Green Climate Fund as one of their official partner](https://carrhure.com/carrhure-selected-green-climate-fund-one-official-partner/) **Published:** September 5, 2016 **Author:** Auree de Carbon **Content:** GCF chooses Carrhure as one of its three bidders to partner with them in their future searches. The GCF or the Green Climate Fund is a one of a kind international platform established by 194 governments in response to limiting or reducing greenhouse gas (GHG) emissions in developing countries, and to assist vulnerable societies to adapt to the inevitable impacts of climate change. Last May, Carrhure responded to GCF’s invitation, which was open to all global search firms, Early August, GCF confirmed that Carrhure’s proposal was selected as one if its partner for the next 2 years. The company continues growing as other organizations are starting to consider Carrhure to be their recruitment partner of choice in filling the best hires in their organization. Carrhure is actively working on its vision to come up with innovative ways to adapt with the ever changing environment aimed at helping organizations create concrete, productive, and long-lasting bonds with their workforce. **Categories:** Blog --- ### [Earth Consumption: Humanity Living in Credit](https://carrhure.com/earth-consumption-humanity-living-credit/) **Published:** September 9, 2016 **Author:** Auree de Carbon **Content:** A majority of people in the world went on with their daily lives on August 8. However, it is sad to note that they are not knowledgeable that humans are now into debt to nature. August 8 is 2016’s Earth Overshoot Day. This is the day when the consumption of humanity’s resources for the year exceeds the ability of the world to replenish its natural capital. Global Footprint Network tracks down the annual planetary overshoot. Earth Overshoot Day gets earlier each year. It happened on December 23, 1970. Then it continued to move forward: November 3, 1980, October 13, 1990, October 4, 2000, September 3, 2005, August 28, 2010. The organization computes the day by dividing the world’s biocapacity (a number of ecological resources Earth has the capacity to generate that year) by the ecological footprint of humans (people’s demand for that year) and multiplying by 365, which is the number of days in 2016. (Planet’s Biocapacity / Humanity’s Ecological Footprint) x 365 = Earth Overshoot Day However, humans have to understand that nature’s budget for the year has been exhausted and humans cannot pay off the ecological debt. **Increasing Global Power of Humans** Humans cannot be questioned in their influence in changing the planet. Scientists call that the world is entering the “Anthropocene” — the period of the world’s history where humans have global power on the system of the Earth in terms of its future, dynamics, and state. The journal Science published a new research that shows biodiversity has decreased below the safety net across 60 percent of the surface of the Earth. This is based on the analysis of the world’s data. Ecologists say that loss of biodiversity is no longer within the safe limit. The state of the global environment was researched extensively by the United Nations Environment Programme (UNEP), the *Global Environmental Outlook (GEO-6).* The said outlook said that the world is experiencing a sweeping environmental change that occurs at a faster rate than what has been thought of before. Governments should act now to reverse the damage being done to the globe. **Solving the Environmental Problem** This may seem to be a heavy problem to most people, but there is still a tinge of hope when it comes to solving this global issue. The biggest hindrance is not financial capability, but the lack of political will. Here are some approaches that could help solve the global issue: Economic growth. It is thought that global economic growth will progress forever, however the reality of constraints in resources prove it to be on the opposite side. There are great alternatives when it comes to living within the means of the planet. These include supporting local economies, having steady-state economics, and alternative economic indicators. Empower Women. Women empowerment will not end global overshoot. However, it can result in a better future. Approximately 225 million women in developing countries have the desire to plan the do child spacing and timing. Unfortunately, they do not have the access, education, knowledge or cultural permission to use a modern way of family planning. Women empowerment involves having a sustainable environment. When the needs of these women are met, then they have the capacity to manage resources. Conserve, Conserve, Conserve. A number of non-government organizations, as well as government agencies, are working to conserve species in the natural world. However, a better approach is supporting the Population, Health, and Environment (PHE) model that connects conservation and health efforts. **Conclusion** The Earth Overshoot Day is getting earlier and earlier every year. As responsible citizens, all must take effort in reducing their carbon footprint. Global changes happen when each individual show and do his or her own part. There is only one planet. And everyone must do their part to save it. [![pexels-photo](https://carrhure.com/wp-content/uploads/2016/09/pexels-photo-1024x768.jpeg)](https://carrhure.com/wp-content/uploads/2016/09/pexels-photo.jpeg) \*Image Source: [Pexels](https://www.pexels.com/photo/pipeline-gas-industrial-tube-9695/) **Categories:** Blog --- ### [Global Health Concerns of Women in Developing Countries](https://carrhure.com/global-health-concerns-women-developing-countries/) **Published:** February 6, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/hospital-women-health-care-737906/) Women around the world face varied health issues because of their roles in society. In addition to this, lack of provision of health services, lack of government support to curb health problems, and lack of financial resources also contributes to growing health concerns of women, especially in developing countries. It has been a norm to see many women wait long periods of time to obtain emergency care of a doctor. However, this is a direct result of a poor management of the healthcare system. Health problems should be addressed by national policy-makers in order to improve these issues. Malnutrition Two billion people are victims of malnutrition. Among these people, women are those who are hit hard by severe malnutrition. Women sacrifice by cutting back on their food whenever there is drought and famine. This results in women to be vitamin deficient. Women often die during childbirth because they are vitamin deficient. An estimated 110,000 women die during childbirth because of malnutrition. Reproductive health Dr. Flavia Bustreo, Assistant Director-General for Family, Women’s and Children’s Health through the Life-course, World Health Organization, [said](http://www.who.int/life-course/news/2015-intl-womens-day/en/) that one-third of health issues for women between 15 and 44 years are affected by sexual and reproductive health problems. One major risk factor is unsafe sex, especially for women and girls in poor countries. She reiterates the need to provide contraception services for the 222 million underserved women. Mental Health Mental health of women is largely invisible as this health issue cannot be seen. Unless people see real consequences, people cannot identify mental health afflictions that affect women such as depression. Women have a greater possibility of developing depression and anxiety disorders. They also are greatly affected by post-traumatic stress disorders due to a disaster, violent civil conflict, and domestic violence. HIV Women comprise half of the 35 million people who are afflicted with HIV/ADIS. However, sub-Saharan Africa and other regions have women who comprise more than 60 percent of individuals who are affected with HIV/AIDS. There are some cultures and societies that deny women the right to say NO to sex with their partners. Women do not also have access to medical treatment if they think they are infected with HIV. New infections of HIV affect women in the U.S. through heterosexual contact. Female Genital Cutting [Female genital cutting](https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2492587/) is an accepted practice in some parts of Asia and Africa. The World Health Organization reports that more than 10 million women around the world have been subjected to FGC. WHO defines FGC as “all procedures involving partial or total removal of the external female genitalia or other injuries to the female genital organs whether for cultural or other nontherapeutic reasons.” This practice is collectively being done locally and internationally to stop this practice. Cultures often consider FGC as a way to transition into womanhood and to preserve chastity. Conclusion Women all over the world are affected by various health concerns. Through the collective efforts of women’s health advocates, women lobbyists in political organizations, and national government policy-makers, women’s health issues can slowly have their solutions. **Categories:** Blog --- ### [The Extent Of Child Marriage And How It Can Be Prevented](https://carrhure.com/extent-child-marriage-can-prevented/) **Published:** February 17, 2017 **Author:** Auree de Carbon **Content:** Marriage has become a legal way of allowing sexual violence against women. Many cultures in various countries allow marrying off girls. This child marriage is a kind of sexual violence. Girls do not have the capacity to stop being involved in a relationship with another. Most girls do not have the knowledge or have little knowledge about sex before getting married. Thus, these child victims engage in forced first sexual encounters. Child marriage is prevalent in Africa and South Asia. Middle East Countries, Latin American nations, and Eastern Europe are also places where early marriages occur. Children as young as 7 or 8 years old are forced into these unions in Ethiopia and sections of West Africa. The average age at first marriage is 17 in Nigeria. However, in Kebbi State of Northern Nigeria, the median age is 11 years old. Many cases of child marriages occur in Uganda, Niger, Mali, and the Democratic Republic of Congo. Early marriages occur in both urban and rural areas in South Asia. The median age at first marriage is 19 years in Nepal. A research study reports that seven percent of girls get married before ten years old, with 40% by the age of 15 years. The average age at first marriage for women in India is 16.4 years. In Western Europe and in North America, an estimated 5% of marriages involve women younger than 19 years old. **Child Marriage: A Human Rights Issue** The international community is recognizing that human child marriage is a violation of human rights. Early marriage also is an obstacle in obtaining Millennium Development Goals. The United Nations, governments, and non-governmental organizations are initiating global movements that include Girls Not Brides – The Global Partnership to End Child Marriage. Global Education First Initiative, a pet program by UN Secretary-General Ban Ki-moon, recognizes child marriage as an obstacle to the right of education. This is further emphasized by 2012 Out of Wedlock report by UN Special Envoy for Global Education Gordon Brown. **Educate Girls To Prevent Child Marriage** UNICEF reports that one in three girls in developing countries will marry before 18 years. Researches conclude that there is a high probability that a girl will marry as a child in communities where education is not a priority. Girls have an increased probability of being illiterate and do not have the knowledge of her human rights. Girls will have better chances of gaining employment if they have access to primary and secondary education. **Empower Girls To Prevent Child Marriage** Girls are perceived to be household liabilities in countries where child marriage is rampant. Girls have low self-esteem and exhibit low confidence in societies where boys are favored. Dr. Asok Dyalchand of the Institute of Health Management in India conducted a research project on rural teenage girls in India. Results show that women who have low self-esteem have greater risks of child marriage. Young girls who undergo empowerment programs have improved their self-efficacy and sense of self-worth. The median age for women who undergo child marriage has increased from 14.5 years to 17 years old. **Conclusion** Everyone deserves to have their rights respected and uphold. This includes girls who should not be forced into unions that they do not want to be part of. Child marriage is truly a global issue that needs to be addressed by governments and civil organizations. Certain steps have already been started. The question now is whether you will be part in the fight against child marriages. The choice is yours. **Categories:** Blog --- ### [Why use an executive search?](https://carrhure.com/use-executive-search/) **Published:** September 12, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Flickr](https://www.flickr.com/photos/124961070@N02/14485059353/) Today’s search for qualified leaders is tough and competitive. Everybody wants to get the big fish, but in doing so, you have to do various approaches to fill the position with the right person, with the right combination of skills and knowledge and with the capacity to provide the expertise needed by the organization. The cost of looking for ‘the one’ is overwhelming and appointing the wrong person will cost the organization serious amount of money. Despite intentions of hiring from within the organization, there are times when the company doesn’t have viable internal candidates, available resources, network or perhaps the evaluative eye to recruit on their own. This is when a third party comes to help in the recruitment process. However, some people might ask, “Why choose an executive search firm to fill this kind of position? Why not consult a contingency recruiter?” By definition, ***executive search firms*** are consulting firms composed of management experts hired by clients to provide advisory services in terms of identifying, assessing and selecting the best candidate. ***Contingency recruiters***, on the other hand, are recruitment experts who present a pool of talents to who will fit the criteria set by the organization. This is usually the front end of the search leaving the rest of the selection process to the client. Executive searches are client-centered who starts the process by getting to know the client’s organization, culture, and recent changes. They work on one assignment at a time which is very helpful in terms of hiring high-level positions. Contingency recruiters are focused on placing multiple positions with the best talents as soon as possible which is applicable for lower and mid-level positions. This being said, we should go back to the first question, “Why use an executive search?” **Executive search firms** **provide** **rigorous selection process for high-stake senior hires** As mentioned earlier, hiring senior executives is not only challenging but also costly. Executive searches conduct search calibration with the client to ensure that the firm is adhering to the criteria set by the organization. This is also a great opportunity to see if the firm was able to find the candidates the clients are looking for. **Executive search firms specialize in hiring senior professionals and dealing with issues that may arise along the way** There are times when the perfect candidate is not available to take the position within your organization because they are quite satisfied with the treatment that they receive from their current employers. Executive search firms conduct outreach via email or phone to connect with experts and present a feasible offer that might compel them to change company or careers. **Executive search firms offer utmost commitment** Executive search firms are retained to receive a proportion of the total fee upfront. This serves as an assurance that the firm will represent the company and will dedicate extensive time and effort to invest in the project that might take 6-8 months depending on the time needed to find the candidate with the right caliber. This will allow the firm to approach a substantial number of qualified applicants in the marketplace, to have a pool of suitable candidates, to have a short list of people for final evaluation and to convince the qualified candidate to take up the role. More than anything, we have to keep in mind that executive search firms aide in identifying the leadership level that the candidates should have, the challenges that the candidates may face and the qualities that they should possess to be successful in their new job. Carrhure has set the bar in terms of establishing open, sincere, and trustworthy partnerships with various clients in the fields of development, agriculture, agro-food, and health among others. We have a dedicated team of experts who will be assisting you in all aspect of your executive search needs. If you’re interested in our services, you can contact us through our website: https://carrhure.com/. **Categories:** Blog --- ### [Actions Taken By Countries Against Climate Change](https://carrhure.com/actions-taken-countries-climate-change/) **Published:** February 20, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/climate-change-global-warming-2063240/) The international community has a growing awareness of the global risk of climate change because of the rising greenhouse gas (GHG) emissions. Carbon dioxide, the main greenhouse gas, has increased more than ten-fold since the onset of the industrial revolution. There is no standard regarding the safe concentration level of carbon dioxide. However, the whole process requires the reduction of net emission by zero. Developed countries are responsible for more than half of the global GHG emissions. The Kyoto Protocol has established the target for developed countries and aimed to reduce the emission of these countries by 5.2 percent from their 1990 percentage levels. Here are the actions taken by developing countries and some developing countries in the name of the fight against climate change. China China is the world’s largest emitter of greenhouse gases. As the world’s largest world population and a fast-growing economy, its role in keeping the global warming temperature below 3.6 degrees Fahrenheit is very crucial. China has made contributions in the latest international climate agreement in Paris. It has made a joint announcement with the United States. China aims to reduce its carbon emissions per unit of GDP and increase the number of trees in its forests. China plans to comply with its pledge the reduction of the use of coal, improve energy efficiency, and increasing non-fossil energy. Both China and the United States take the global leadership in investing in clean energy. United States Before Barack Obama left his office, the US targets to double the reduction of carbon emission from 2.3% to 2.8% a year between 2020 and 2025. Obama has pledged to cut emissions by 17% on 2005 levels by 2020. He also planned to decrease by 32% greenhouse gas emissions from power plants by 2030. These power plants are the largest single source of US carbon pollution. Citizens are putting their faith that new power plant rules will result in even bigger cuts. The European Union Latvia, the incumbent president of the Council of European Union, pledged to decrease domestic greenhouse gas emission by 40% by 2030 compared to 1990 levels. Gabon Gabon is the sole African country and one of the two developing nations to submit its proposal to the United Nations. Gabon committed a 50 percent reduction in the emission of nitrous oxide, methane, and carbon by 2025. Mexico Mexico is the other developing nation that submitted a proposal. It promised to decrease greenhouse gas emissions by at least 22 percent and black carbon by 51 percent. It targets to reduce overall emission of 25% by 2030. Russia Russia pledged to control anthropogenic greenhouse gases to 70 to 75 percent of 1990 levels. It further boosted the global importance of its boreal forests. The issue of climate change is not an issue that must be taken lightly by any nation. It is a global issue that needs global cooperation and participation. They say the journey of a thousand miles begins with a simple step. It is hoped that with these simple steps, the journey towards a better world will continue as each country does its part to mitigate climate change. **Categories:** Blog --- ### [How Leaders Can Zero Child Hunger](https://carrhure.com/leaders-can-zero-child-hunger/) **Published:** February 24, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/orphans-kids-eating-poverty-411949/) Chronic hunger is the cause of death of more than 3 million children under five years annually. Diseases such as HIV/AIDS, tuberculosis, and malaria cause these deaths. Children who survive these diseases have decreased resistance to disease, impaired mental development, and stunted physical growth. Countries worldwide have recognized the technical solution to chronic child hunger. These include provision of sufficient amounts of nutritious food to at-risk populations, education, and supplementation by appropriate health care. Even with these solutions, the problem still exists. Factors Affecting Chronic Hunger It seems easy to zero chronic child hunger. However, its complexity results to the challenge in doing this task. Here are the factors that affect chronic hunger. *Zero Knowledge.* People do not have the vital knowledge regarding practices that can stop chronic child hunger. These include proper hygiene, breastfeeding, balanced nutritional intake, and deworming. It takes a significant amount of time to obtain the required education. People do not have ample time to include it in their daily routines. *Social Norms.* Families, communities, and governments are strongly influenced by social norms. Quinoa is an abundant crop that is a readily available solution to end chronic hunger in a certain village in Peru. Instead of consuming it, local people do not eat it as they believe it is a cursed grain. *Mismanagement of Mother’s Time.* Mothers know that their children must have proper nutrition. Most often than not, mothers will forego this responsibility if the time to travel to and from the nearest health center will make her lose a day’s salary. She will not travel even if the health center offers free treatment. *Overlapping of Priorities of Organizations.* The world has other concerns that are of equal importance. Many government agencies and non-governmental organizations have their own priorities regarding eradication of global hunger. The need to coordinate is a great concern in order to fight chronic child hunger. With these factors, the following are crucial ingredients in the global effort to zero chronic child hunger. *Focal leader.* There must be a focal person committed who will champion the task of zeroing child hunger. He must be the one to integrate the activities of key stakeholders of a country for a minimum of five years. He must have the support and commitment of the country’s political leaders. The focal person must a committed full-time team of 10 to 15 persons that will operate under the government’s wings. This team must have enough funds that will last for five years. The goal of the team is not to implement specific interventions but to boost the country’s effort to fight hunger. The team must be advocates of strategies that will eradicate hunger. They will monitor pilot projects that aim to produce quick yet viable results. They also will alert decision makers to possible hindrances. *Cooperation.* Stakeholders must cooperate in doing their activities. Doing these steps will make it easier to reach targets aimed at the village level. *Engagement.* In the last phase of implementation, this team must be engaged with beneficiaries. They must provide rewards and incentives to family members into taking care of chronic child hunger and implementing the steps to eradicate this complex problem. Conclusion Chronic child hunger has always been a global concern. With the concerted efforts of leaders, the challenge to zero child hunger is a near future. **Categories:** Blog --- ### [Agriculture: No Future without Bees](https://carrhure.com/agriculture-no-future-without-bees/) **Published:** September 16, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/bee-on-blackthorn-honey-bee-always-1495037/) According to the US Forest Service, pollination is the act of transferring pollen grains from the male anther of a flower to the female stigma. Through pollination, flowers can bear seeds which contain the genetic information to create new plants. There are 2 kinds of pollination, self-pollination or the act of fertilizing itself and cross-pollination or pollination through the help of a vector or pollinator (e.g. wind, water, birds, insects, butterflies, bats, and other animals) that transfers the pollen from one flower to another. Bees are one of the most important pollinators in the ecosystem. Greenpeace, a global, independent and direct action environmental organization, stated that Honey bees perform about 80 percent of all pollination worldwide. A bee colony can pollinate 300 million flowers each day. Fruits, nuts, and vegetables, with the exception of grains, are pollinated by bees. Seventy out of the 100 human food crops (which is around 90% of the world’s nutrition) are pollinated by bees. Based on the study conducted by the United States Department of Agriculture or USDA, one-third of all agricultural output depends on pollinators in the US alone. Pollinators are also the important component of the habitats and ecosystems that many wild animals rely on for food and shelter. However, there is a noticeable decline of bee population which, if you will refer again to the facts stated above, imposes a great threat to agriculture. So what causes the demise of many bees? There are many interrelated factors like pesticides, drought, habitat destruction, nutrition deficit, air pollution, global warming and more. By looking at this list, it’s very evident that we are responsible for the two most prominent causes: pesticides and loss of habitat. As reported by Elizabeth Grossman, author of “*Chasing Molecules: Poisonous Products, Human Health”*, beekeepers in the United States and Europe have been reporting yearly hive losses of 30% or more for the past decade which is more than the considered normal or sustainable rate. Due to the gravity of the situation, the European Commission (EC) imposed a ban on neonicotinoids, a type of pesticide, for 2 years. Neonicotinoids are currently the world’s most widely used insecticide. Neonicotinoids are suspected to be the cause of colony collapse disorder, and the European Commission made this decision 3 months after the European Food Safety Agency concluded that the pesticides represented a “high acute risk” to honeybees and other pollinators. Because of the EC’s decision, there is a restriction on the use of three major neonicotinoids on seeds and plants. “I pledge to my utmost to ensure that our bees, which are so vital to our ecosystem and contribute over 22 billion Euros \[$29 billion\] annually to European agriculture, are protected,” *said European Union Health Commissioner, Tonio Borg.* Not only does the EC is concerned about the decreasing number of bees, scientists and regulators have grown increasingly concerned about the impact of colony collapse disorder on the world’s food supply. There was a recent study conducted on 41 crop systems on six continents. The study revealed that healthy populations of wild bees are key to successful yields of crops. Scientists believe that if the dilemma continues, crop production will be at risk. Eric Mussen, an apiculturist at the University of California, said that biologists found more than 150 different chemical residues in bee pollen. He also described it as a deadly “pesticide cocktail”. However, Bayer CropScience, Syngenta, and CropLife America said that the use of neonicotinoids is safe as long as it is used as directed. “We can use them safely and not endanger the health of bees,” *says David Fischer environmental toxicologist with Bayer CropScience.* “There is not a correlation with the use of these products and the loss of colonies. What tends to be publicized is not an accurate reflection of the weight of the evidence.” Ray McAllister, Senior Director of CropLife America said that a small quantity of pesticide is applied precisely to the seed where it’s needed. The major effects will happen during the plant’s early growth stages and as it grows, the pesticide’s active ingredient is diluted and breaks down. “This reduces by orders of magnitude the amount present in the plant when it flowers. If the dose is extremely low it is not going to be toxic.” *Mr. McAllister said.* Chemical companies are not yet completely off the hook regarding this matter. Recent studies by entomologist, Kimberly Stoner, and her colleagues at the Connecticut Agricultural Experiment Station found imidacloprid and thiamethoxam, two types of neonicotinoids, in the nectar and pollen of squash to where pesticides were applied as directed. There is also a research published by environmental chemists at the U.S. Geological Survey which reveals that there is a presence of neonicotinoids in rivers and streams. The Washington State’s Benbrook and its colleagues also collected data that shows residues in numerous foods. So what can we do to save the bees? Greenpeace suggests banning the seven most dangerous pesticides, protecting pollinator health by preserving wild habitat and restoring ecological agriculture. Ecological farming is said to be a new policy trend that will stabilize human food production, preserve wild habitats, and protect the bees. There are a few nations who have already started this initiative. Bhutan has adopted a 100 percent organic farming policy. Mexico has banned genetically modified production. Eight European countries have banned genetically modified crops and Hungary has burned more than 1,000 acres of corn contaminated with genetically modified varieties. A scientist from India, Vandana Shiva, and a network of small farmers has built an organic farming resistance against industrial agriculture over two decades. As mentioned in our previous blog, [Agro-food: Feeding or killing the population?](https://carrhure.com/agro-food-feeding-killing-population/) agroecology or organic farming is a sustainable farming system that doesn’t endanger the people, the environment and the animals and insects which include pollinators like bees. Ecological farming doesn’t use chemical pesticides which are very helpful in restoring bee population and healthier bee production. Ecological agriculture also improves pollination, which in turn improves crop yields. Agroecology is not actually new. We have done this before, but this practice was forgotten due to the rise of modern farming and agribusiness. Now is the time that we re-introduce this type of farming to the public as a first step to combating bee colony collapse disorder. Bees may be small, but their role as pollinators is very crucial to support the world’s nutrition. Although no one can really pinpoint the cause of its decline, we cannot deny the fact that human activities like irresponsible usage of pesticides and destruction of the bees’ natural habitat are great factors to this problem. As we claim to be the highest form of creatures with such intelligence and comprehension, it is our responsibility to take care not only of ourselves but also of the environment and the other creatures that we co-exist with. **Categories:** Blog --- ### [Understanding and preventing childhood obesity](https://carrhure.com/understanding-preventing-childhood-obesity/) **Published:** November 25, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/remove-overweight-children-adults-1050369/) With the drastic changes in the technology of today’s generation, the food style of people also changes. Advancement in food technology affected the people’s diet, especially for younger people. Fast food chains are very popular to children. Those who have both working parents tend to be driven to patronize fast food chains and instant food. Nutrition plays an important role in the development of children. Lack of health consciousness might result into obesity leading to different health problems such as cardiovascular diseases, postural deformities, metabolic syndrome and type II diabetes. Childhood obesity is defined as a multi-factorial disease which is most often misunderstood and has various etiologies in different children. Pediatricians generally have a full understanding on way on preventing communicable diseases and injuries. However, parents are still the one who plays a big role in preventing their children to suffer from childhood obesity. Pediatricians are only responsible for giving advice on what families can do in order to promote healthy eating and to encourage proper exercise. Lots of genetic and non-genetic, psychosocial, social factors are to be considered in discussing issues on preventing childhood obesity. The implication of “right to know” on food products should be checked by parents in monitoring their children’s health. In the study of Ahrens et.al (2006), they proposed knowledge-based guidelines on the lifestyle activities and dietary in health promotion and disease prevention of children for consumers, professionals, and stakeholders. There are many reasons why children gain excessive weight. Childhood obesity causes can be due to unhealthy eating patterns and lack of proper exercise. This can also be caused by some hormonal problems. In finding out the cause of your children’s obesity, blood tests, and physical examination could be done to find out the best remedy for this medical condition. Children whose family members are overweight are more likely to become obese. This can be associated with the shared family eating and activity behaviors. Also, children of today’s generation are spending most of their time watching television and playing computer and video games, thus, making them inactive. They are more prone in not getting enough physical activities that can greatly help them prevent from being obese. Focusing on the overall health and not just on a target specific weight is the best way to prevent children obesity. Being optimistic towards food, physical activity, and wellness regardless of weight is also a great lift. In making food choices, it will be more enjoyable if it is done by the whole family. Most of the time, people especially children skip meals which make people more prone to obesity. With this, a fix daily snack and meal time should be scheduled. Home-cooked means are more preferable than fast food because it is a healthier choice especially in terms of the food’s oil and sugar content. Moreover, personal and open communication is the best way to prevent childhood obesity. Many parents feel frustrated for their children being picky on food preferences. Talking about nutrition and exercise with children helps their children to have a better understanding of health. An exchange of thoughts regarding health concerns can help the whole family to come up with strategies on keeping a healthy lifestyle. Working together as a family will make everything easier and more achievable especially in terms of health. **Categories:** Blog --- ### [How to Use Facebook for Social Recruiting Messaging](https://carrhure.com/use-facebook-social-recruiting-messaging/) **Published:** November 28, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/facebook-group-comm-community-1563273/) Job recruitment officers should not ignore Facebook’s potential when it comes to recruitment as it has 1.38B monthly active users and 890M daily active users as reported by [Boolean Blackbelt.](http://booleanblackbelt.com/2015/03/using-facebook-for-social-recruiting-messaging/) Seventy-six percent of job seekers obtained their current jobs through Facebook as according to Jobvite’s 2014 Job Seeker Nation Report. Jobvite discovered that job seekers use Facebook in seeking jobs, while recruiters opt to LinkedIn when finding potential candidates. Much has been written regarding Facebook’s Graph Search. Although it is not as powerful as it was before, it is easy to find people to recruit on Facebook. **Facebook’s Potential on Messaging Candidates** On the contrary, only a few blog posts have been written on how to use Facebook to reach out to potential job hires. Only a few knows the ins and outs of messaging people on Facebook. Most job recruiters think that people might feel awkward to receive messages from potential employers. email Facebook used to target users into using a @facebook.com email. Facebook users have an email that utilizes their username. A person’s username can be checked on by looking at the URL of their profile.So if the URL of a facebook user is her email address becomes julia.ramirez@facebook.com. However, in February 2014, Facebook terminated their email service because of a low percentage of users. If a recruiter sends an email to a person’s @facebook.com email address, that email will be sent to the email address the user utilized when they signed up. Theoretically, a person can send an email to any Facebook user and this will be displayed in their personal email inbox. Although this sounds awesome, reality shows that there are some ‘hindrances.’ A spokesperson of Facebook reiterated that the social media platform limits the number of messages an individual can obtain in their inbox and from people who are not connected with them. Facebook also has methods of detecting spam and does not forward messages that it considers as spam. Furthermore, external email providers also have their own system of checking spam. Moreover, users also are empowered to turn off email forwarding. The good news for recruiters is that most people are not familiar that they have a @facebook.com email address. Thus, they will not turn off @facebook.com email forwarding. However, tests have shown that sending emails to @facebook.com email addresses from Outlook rarely succeeds and Gmail labels incoming emails as spam. Whatever the case, it is still worth trying as this is free and easy. **Messages on Facebook** Anyone can send a message to anyone on Facebook. There is the possibility that it might never get seen unless one pays. A person who sends a message to someone of whom he has no connection will have the message on the person’s Other folder. This often goes unnoticed as people are not notified of these messages and people are unaware that they have another folder. A recruiter can have the option to pay to send a potential candidate a message to his primary inbox. **Facebook Messaging Inbox** It costs around $1.00 to send a message to a person who has no connection with the other in the US. Although some may think that it is expensive to pay $1.00 to get into someone’s primary Facebook inbox, it costs more when a person sends an email on Indeed. The pricing of LinkedIn when it comes to sending emails would be greater than $1.00 each. Thus, it is considered to be affordable and reasonable to spend $1.00 to send a message to a potential candidate. **Message to Send to People** Recruiters can approach people through apologizing for reaching out to them through Facebook. People will allow job recruiters for further communication if they feel that the other understands and respects their privacy. Another way is to use a subject line. Although Facebook does not have a specific space for a subject line, recruiters can use the first line of the message as a subject line. This will avoid confusion with the recipient of the message. **Conclusion** Facebook has a great potential when it comes to finding a gem for one’s company. You can post your comments on what you think about this article and if you have any ideas on how to use Facebook as a social recruiting message platform. **Categories:** Blog --- ### [How Carbon Footprint Can Be Reduced Through Higher Education](https://carrhure.com/carbon-footprint-can-reduced-higher-education/) **Published:** March 6, 2017 **Author:** Auree de Carbon **Content:** Reducing carbon footprint is one of the best responses to mitigate climate change. Carbon footprint is roughly defined as the amount of greenhouse gas emitted by an individual or population over a certain period of time. The greater the amount of greenhouse gas emissions, the worse it is for the environment. A higher education institution successfully demonstrates sustainability if it conducts direct reductions of on-campus emissions. **Carbon Management Hierarchy** A carbon management hierarchy is a great tool to use in planning for efforts in carbon footprint reduction. Academic literature has provided various examples about it. “Reduce, Reuse, Recycle” is a waste reduction hierarchy. A carbon management hierarchy has similarities and it outlines broad categories of mitigation strategies. One of the common phrases is “Reduce what you can, Offset what you can’t.” **Efficiency and Conservation To Avoid or Reduce Emissions** The most cost-saving and low-cost efforts are through efficiency and conservation. Efficiency is improvements and enhancements to equipment and infrastructure viz technology. The benefit of efficiency work is that has a high return on investment and does not require great modifications in the behavior of a community. However, it does require a huge up-front capital in order to have savings over the lifespan of the project. A Green Revolving Fund can be used to solve this setback. Conservation work is advantageous as these do not require large capital investments. It is not true to declare that this is a ‘no-cost’ work as it requires significant modifications in the behavior of the community. Significant shifts in behavior need to be addressed by investing time in outreach and education of the staff as well as those new students and existing students. **Switching To Renewable (Zero Carbon) Sources of Energy** It requires significant advanced planning when colleges and universities shift to low-carbon sources of energy. It is best to work through these changes by coinciding with the termination of existing campus energy infrastructure. Campuses can employ additional strategies by using accumulated revenues generated from lower-cost efficiency efforts to fund larger projects as components of a Green Revolving Fund (GRF). Another is to use the sale of Renewable Energy Credits (RECs) from the project for a set time span to reduce project costs. **Offset or Sequester Remaining Emissions** Carbon offsets are reaching the goal of reducing emission. In simplest terms, it is helping another decrease their GHG emission because it is more cost efficient than to reduce the same amount of GHG at the home institution. GHG emissions are not geographically centered as these are easily dispersed around the globe. Thus, these emissions have a global cumulative impact. Offsetting has been considered as mitigation mechanism as it is cost-effective to help another offset the reduction of GHG compared to one’s own backyard. This concept is highly criticized. Different advocates for the environment argue that it is a must that each organization must reduce their GHG emissions directly. They fight out that it is not just right to buy out one’s GHG emissions by just helping another reduce their own GHG emission. **Conclusion** Carbon footprint is a great measure of how a person or a community contributes to global warming and climate change. Higher education institutions, just like any other organization, have great potential in helping in the fight against this impending global catastrophe by doing their share in combating through reduction of their GHG emissions. **Categories:** Blog --- ### [Why Developed Countries Must Help Developing Countries: The Importance of Giving](https://carrhure.com/developed-countries-must-help-developing-countries-importance-giving/) **Published:** December 2, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/beggar-begging-street-sitting-man-1016678/) Everyone lives in one planet. We breathe the same air. See the same sun rise from the east and set in the west. However, even with these simple yet essential things, resources are not equally distributed in different countries. Thus, there are those who belong to the developed nations while there are others that belong to developing countries. With this unequal distribution, it is crucial that developed countries must do their part in helping those who belong to the underprivileged sector. It is true that rich countries have their own problems to worry with; however, it is still their responsibility to help those who are in dire need. Aid has diverse results. It can both harm as well help development. Rich countries might be sidetracked in terms of focusing on programs that will spur development: Asian and African nations should create long-term plans that will reduce the dependency on aid, while rich countries should transition from traditional methods of giving support in new ways. Rich countries still argue on the premise that they cannot afford aid or that they are being over-generous. The main idea here is not that they are questioning the aid itself, but the development project. Rich countries must come to the poor countries’ aid as these people from poor nations face injustice and hardships that are often caused or increased by the programs and decisions of rich nations themselves. However, giving aid is not really an act of generosity. Aid purchases things that donors desire. These might include political support in exchange for the “goodies” that the donor has provided. Rich countries must show support to the poor by abiding with the social, environmental, and accounting norms of international companies in their jurisdiction. It can also include adapting to climate change by changing one’s own consumption. Another is to accept fairer trade rules. Rich countries can show true generosity by creating changes in their manner of living. It would be awkward that rich countries believe they are being generous when they give out dole outs or loose change when poor people around the globe are trying to live on a few basics while living under the system that rich countries have developed. It is a reality that there are also poor people in rich countries who undergo tough times. However, it is not ethical to withdraw support from people abroad who are more underprivileged just because there are poor people in rich countries that need help as well. Many argue that the poor countries that rich countries provide financial aid to are doing better economically. It is possible that these countries are growing and catching up with the rich countries’ standard of living. Say for example, the annual income of India might have greatly improved. However, when one divides that with the whole population, each Indian conceptually lives on a mere $3 per day. When the true numbers are crunched, the wealthier Indians may be enjoying more comfortable lifestyles, while the underprivileged Indians are living on even less than a dollar a day. This deep, far-reaching issue requires obtaining the correct facts not only on financial aid, but also on the act of generosity as it applies to the recipient of that generosity. One thing is very clear, however: Wealthier countries have a responsibility of giving to those countries that are in dire need. This is why at CARRHURE, we have decided to act, to do something for others. Our motto, “In the Heart of Business, business with a Heart,” is beyond a promise. Deeply committed with the NFP sector, concerned about the future of the children across nations, CARRHURE has offered books to the famous Necker Hospital and the Apprentis d’Auteuil in France. In parallel, **[we have offered books to children aged 4 to 8 in the Alay Pag-Asa Foundation](https://www.prlog.org/12605082-carrhure-consulting-offered-the-book-listen-sacha-to-alay-pagasa-foundation-children-aged-4-to-6.html)**. Books in Filipino, for Filipino kids telling stories about courage and dreams. [![alay-pagasa-kids](https://carrhure.com/wp-content/uploads/2016/12/Alay-Pagasa-Kids.jpg)](https://carrhure.com/wp-content/uploads/2016/12/Alay-Pagasa-Kids.jpg) And indeed, we at CARRHURE would like to see them take courage and reach for those big dreams, and SOAR. Soar high above poverty, and hopefully become contributing, thriving citizens of their respective nations. By doing business with a heart, we at CARRHURE hope to contribute to these children’s launch in life. **Categories:** Blog --- ### [Top Trends in Agriculture](https://carrhure.com/top-trends-agriculture/) **Published:** February 27, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/nature-landscape-field-agriculture-213364/) Agriculture is an important industry that global leaders need to keep watch of. Here are some noteworthy trends that are shaping this industry in 2017. Agriculture is automated. Farming has shifted to an industry filled with high technology. Farmers are now using GPS software products and tractors that have telematics. Farmers are empowered to manage their farming business by improving fields and profitability. As global population increases, the demand for food also increases. Farmers are now equipped with agricultural robotics that includes ground-based sensors, autonomous tractors, and flying drones that make farming at a lower cost and more sustainable. WinterGreen Research, a US firm, predicts that this agricultural industry will be worth $16.3 bn in 2020. An automated agriculture improves efficiency and farmers are enabled control their production costs. If they have better management of capital, they can increase their income. Automation in agriculture has resulted in a shortage in skills. An automated farming technology is a great enhancement in the field of agriculture. However, trained technicians are low in numbers as these technologies require a specific set of skills. The agricultural workforce is facing a shortage as fewer young people are pursuing a degree related to agriculture. The average age of a British farm holder is now 59 years old. With this shortage, countries are recruiting skilled migrant and foreign workers to fill this huge gap in the agricultural industry. There is no complete autonomy in these technological advancements in robotics and farming automation. These tools do not mean that they will replace human labor. These are meant to enhance the whole process in agriculture. It is important that farms and businesses in the field of agriculture must attract young and vibrant agriculturists that will continue in the field of food production. Agriculture faces a huge demand for food globally and must be sustainable. As the population of the world increases rapidly, the need to supply sufficient food also increases. The United Nations reports that the 7.3 bn people of this plane will increase to 9.7 bn by 2050. This huge demand for food will pressure farmers to produce more crops. Thus, farms all around the world have to be more efficient in terms of land use and choice of machinery. Farmers must reduce their use of fossil fuels in order to decrease agricultural greenhouse gas emissions. Farmers around the world have to produce more with less. There must be a double approach that combines investment and social protection. Farmers must have pro-poor investments in order to increase the opportunities of the poor in earning income. Furthermore, farmers also have to cope with issues like climate change and water scarcity. Conclusion Agriculture has trends that are paired with challenges this 2017. Reality shows that there is no balance in food supply and demand. In order to obtain a sustainable global food balance, governments and business must work hand-in-hand to increase food production, improve efficiency, and recruit more skilled agricultural specialists. **Categories:** Blog --- ### [Sourcing and Recruiting: What Makes Them Different?](https://carrhure.com/sourcing-recruiting-makes-different/) **Published:** December 5, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/interview-job-icon-job-interview-1018333/) Many get confused when it comes to the difference between sourcing and recruiting. So what is the difference? **Ambiguity Between The Two** There are various reasons why there is ambiguity between the terms sourcer and recruiter. One reason is that there are limitless boundaries in talent acquisition. There is also the growth of social media in identification and acquisition of new talent. For various companies, similar factors have caused confusion between sourcers and recruiters as their job descriptions overlap. There are similarities between the job descriptions. However, there also basic differences between sources and recruiters. Generally, sourcing is performed at an earlier part of the recruiting process. Thus, there is a relationship between the two terms. Still, they are not synonymous. **What Do Sourcers Do?** Geoff Webb wrote an article published in LinkedIn that is entitled “Recruiting vs. Sourcing (A Day in the Life). He has been in the human resource profession for 17 years and has transitioned from a recruiter to a sourcer. His experience in both jobs has made him qualified to provide his perspective regarding the basic differences between sourcers and recruiters. Webb defines the role of a sourcer as a person who seeks for passive candidates. These candidates do not apply through job boards or corporate website. Sourcers are hunters. A sourcer flames interest and attracts talent to the organization. This requires research through social media profiles, seeking organization charts, job descriptions, poring through search engines and competitor companies. This also entails engaging potential employees through email messaging, sending messages through social media platforms, and picking the phone. Hunting involves the chase, which means repeating, tweaking, and refining these steps until a hunter finds qualified prospects. This might be similar to what a recruiter does. Various recruiters do the sourcing function through to placement; other recruiting professionals work best in only one phase of the recruitment cycle. Sourcers are professional recruiters who specialize only in the first stage of procuring names and candidates. A large number of specialist staffing firms and larger companies employ teams of sourcing professionals that focus only on the first stage of procuring candidates. Sourcers have crucial roles in the recruitment process. They use tools such as data mining and string searches in order to seek qualified candidates who have not applied for a position within the company. **What Do Recruiters Do?** In select companies, this is the phase when the sourcer turns over the qualified candidates to the recruiter. Recruiters manage the relationships, guide the candidates and the hiring manager through the process of screening, selection, and hiring. This involves meetings, phone calls, and interviews. Recruiters also take charge of administrative duties such as job posting, coordination of interviews, and creating formal employment offers. The job of the recruiter is to follow the steps until the position which is vacant is filled by the company. There are instances when the recruiter takes charge of the onboarding process. **Recruiters and Sourcers Collaborate** There is a complementary nature of the job of sourcers and recruiters. Both cooperate in identifying and retaining top talent for an organization. There must be strong communication between sourcers and recruiters to contribute to a stronger workforce and ensure that a company has a healthy talent pipeline. Carrhure is a company that takes charge in the collaboration between all involved parties during the whole process of recruiting. You can check how Carrhure can work for your organization by asking for a demo today. **Categories:** Blog --- ### [HIV/AIDS Advocacy and Women’s Rights](https://carrhure.com/hivaids-advocacy-womens-rights/) **Published:** March 10, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/people-homeless-woman-street-845710/) Women and girls are victims of this global HIV/AIDS pandemic. The rise in women and girls’ HIV infections is very visible in recent years. There are nations where women have greater HIV infection rates than men. The rise in the number of HIV infections among women and girls has a direct correlation to violence against women and their unequal social, economic, and legal status. The human rights of women and girls are abused. This hinders their access to HIV/AIDS information and services which include testing and treatment. Women who obtain HIV services face the risk of being ostracized as their results can be publicly disclosed by public health officials without the consent of the women. Governments in different parts of the world have done little in combating against the abuses of the human rights of women and girls. Various policies and programs regarding HIV/AIDS are misaligned as these emphasize abstinence until marriage yet ignore the brutal realities that most men and women face. Governments permit HIV/AIDS to claim the lives of women and girls if they fail to enact and effectively enforce laws on marital rape, domestic violence, women’s equal property rights, tolerating customs and traditions that subordinate women. **Domestic Violence** Domestic violence is the key ingredient on women’s exposure to HIV. It is inherently dehumanizing and it also limits the capacity of women to resist sex and to insist the fidelity or condom use of spouse. The problem lies with many countries not preventing domestic violence. They do not also prosecute or punish perpetrators, or provide legal or health services to survivors. Many countries do not see the relationship of domestic violence with HIV/AIDS. Researches have shown that domestic violence contributes to higher infection rates of HIV. A recent South African research has shown that there is a direct relation to the rates of HIV infection in women who were sexually assaulted, physically abused, or mistreated by their intimate male partners. **Women’s Property and Inheritance Rights Abuses** Sub-Saharan Africa regions deny women with their equal property rights. Many widows are barred by custom and law from inheriting property. Widows are stripped of their possessions and evicted from their lands and homes by in-laws. Women who are divorced are expelled from their homes wearing the clothes on their backs. There is a correlation between a woman’s relationship to a man and access to property. A woman has a great possibility of losing her home, household goods, livestock, land, and other properties once the relationship ends. This discrimination comes from customs that favor men for property ownership and inheritance. However, this is strengthened by policies and laws enacted by the government regarding divorce and inheritance. **Dangerous Customs** Local customs also increase the risk of HIV for women and girls. Although customs play significant roles in the community, the AIDS epidemic magnifies the destruction caused by women’s property rights violations. These traditional practices include widow inheritance, payment of bride price, and ritual sexual cleansing. Women cannot easily leave abusive relationships because the man’s family has already paid the bride price. Even though the intent may be to show appreciation to the parents of the bride and strengthen relationships between families, bride price is similar as paying for the wife. Women cannot say no to sex with their husbands since they are considered as property. **Conclusion** The fight against HIV/AIDS is a fight that has to be fought one place at a time. Governments must create programs that do not discriminate or violate the rights of women in order to solve the global health issue which is HIV/AIDS. **Categories:** Blog --- ### [Four Smart Strategies in Recruiting Millennials](https://carrhure.com/four-smart-strategies-recruiting-millennials/) **Published:** December 9, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/phone-contact-recruitment-612061/) Companies are searching for new tech-savvy talents. There was a period of time when the lowest of all positions was all that a company can offer. With the changing needs of the economy, these millennials are aware that their skills are in high demand. These young techies also know that they can connect with people in various methods that add to phone and email. Millenials, also known as Generation Y, are individuals born between 1980 and 1999. Publishing, communications, and technology are readily accessible to these people. Thus, their lifestyle and career are different from past generations. Companies that know how Millennials think and how they are motivated will have security in keeping their top talents and not have these employees proselyted by competitors. Although Millennials are still attracted to the big bucks, this is not their foremost motivation. They still desire growth and progression as well as work that challenges them. Here are five smart strategies in recruiting millennials: **Use social platforms they use.** Companies must use the social media channels that these millennials use. New potential candidates can be connected through creating and maintaining company profiles in Google+, Twitter, and Facebook. Furthermore, these allow them to network and interact with the company’s employees. **Show that work is fun.** Millennials acknowledge that a great amount of their time would be spent at their workplace. This is the reason why they always try to check if they will be able to fit in the culture of the company. This implies that workplace is an inspiring place to do one’s jobs where individuals respect and collaborate with. When hiring millennials, employers should showcase the opportunities that work is fun. Millennials are attracted to companies that have employees that are able to build strong relationships with them. **Show importance to all recruits, this involves those who are not hired.** Companies should acknowledge everyone that they have applied. HR professionals should maintain good relationships with Millennial applicants. These include those who are hired and not hired. They usually tell other friends and family about their experience. If they have a good experience with the recruitment process, these recruits can turn into recruiters. **Share what it is like to work in the office.** One method of promoting company brand and culture is to showcase what it is like to work in the office. Potential hires can spend time in the office and just mingle with the developers. It provides them a great idea on what a working environment is. Human resource officers can create a video depicting a day in the life of an employee. Videos serve as a screening method that allows candidates to preview their potential employers. **Conclusion** Millennials desire similar things as that of previous generations. This group just shows them differently. If your company needs to source and recruit top talent, you can ask Carrhure to do the task for you. Carrhure recruits talent and matches them with their potential employers through sourcing strategies. **Categories:** Blog --- ### [5 Must-Do Steps to Curb Worldwide Food Loss and Waste](https://carrhure.com/5-must-steps-curb-worldwide-food-loss-waste/) **Published:** December 12, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/salad-fresh-food-diet-health-374173/) It is projected that the population will reach to more than 9 billion by 2050. With this burgeoning number of people, it is crucial that food loss and waste must be reduced in order to generate food for this population. According to a 2013-2014 World Resources Report, 24 percent of all food calories produced today are not consumed. The good news is that there are inexpensive methods that people can do to save food in both developing and the developed nations. Reducing Food Loss and Waste, WRI’s new working paper, has enumerated a number of these strategies. **Enhance storage methods** Food loss can be drastically reduced if simple, low-cost storage methods are implemented. This is helpful for small-scale farmers in third world nations who often lose food to transportation damage, spoilage, and pests. Purdue University researchers developed a system where grain is stored in three interlocking plastic bags that keep out pests and allows grain to be fresh for months. The Food and Agriculture Organization has assembled an estimated 45,000 small, metal storage silos in 16 different nations. **Share excess food** It is a known fact that some food never gets consumed. Possibilities include a farmer not being able to harvest an entire field or a grocer took excess orders and cannot sell these at all. This kind of food loss and waste can be reduced by sharing this excess food to food banks and similar community groups. SecondBite, an Australian organization, redistributed 3,000 metric tons of food in 2012 to community food banks. **Improve food date labels** People tend to get confused with date labels that state “use-by,” “sell-by,” and “best-before” that results to throwing of food that is still in good condition. The Waste and Resources Programme (WRAP) conducted a survey in the United Kingdom that found 20 percent of food thrown out by households was erroneously thought of as being out of date. Confusion can be reduced if retailers remove certain date labels. This includes removing “sell-by” dates in the United States. Tesco has pioneered a plan in which “display until” dates are removed from packages and revised to a “use by” date. Customers receive this change well that led to less waste at the store level. **Decrease portion sizes** Restaurants that serve buffets or huge portion sizes often have large amounts of food waste. Customers often are not able to consume all of the meals they order. Thus, restaurants can decrease food waste as well as their operating costs by offering smaller sizes in their menu. Academic institutions have implemented creative ways to reduce this kind of waste. Michigan’s Grand Valley State University pioneered a tray-less system in its cafeterias. The University found out that students can no longer load up trays with food. Students were wasting 56 pounds of food lesser than the previous year. **Hold consumer awareness campaigns** Consumer awareness campaigns show the actual food people waste and offer simple solutions in order to cut down food waste. Grocers can initiate these campaigns. The Co-operative Group in the UK print tips on storing fruits and vegetables directly on their plastic produce bags. Programs like cooking classes and information booths sponsored by community groups and local governments also offer consumers with information that reduces waste. **Conclusion** The world requires an additional 60 percent more calories per year by 2050 to feed 9 billion people. The food gap will largely be decreased by 22 percent if current food loss and waste levels are cut in half. **Categories:** Blog --- ### [Empowering Women in The Conservation of the Environment and Fighting Climate Change](https://carrhure.com/empowering-women-conservation-environment-fighting-climate-change/) **Published:** March 13, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: Pixabay Environmental destruction and climate change are issues to reducing poverty and in achieving the SDGs. These unwanted duo greatly influence food security, health, nutrition, production, and people’s livelihood. Women’s traditional role in agricultural production such as cooking fuel, fetching of water, and other household resources give them prime significance in the fight against climate change and the conservation of the environment. Thus, women can take the challenge in the fight against climate change by conserving the environment. Here are evidence-based solutions in empowering women in this environmental advocacy: **Involve Women in All Climate Change Mitigation and Adaptation Efforts** Women have special roles in the impact climate change has on the productive assets they depend upon. Achieving sustainable development involves acknowledging, valuing, and incorporating women in this endeavor. Environmental goals can be achieved by involving women in politics and decision-making forums. There has been some progress in the last five years in the representation of women in political and decision-making bodies. However, there are only 22% of parliamentarians who are women. Case Study: The Africa Adaptation Program (AAP) Women’s roles in climate change in Nigeria is addressed in the Africa Adaptation Program (AAP). This program enhances women’s skills and knowledge in connection with financing, impacts, and negotiations in climate change. This also develops women’s leadership in key government roles in relation to climate change. Nations involved in the AAP program from 2008 to 2012 worked on their financial budgeting in relation to gender-specific needs of the women in relation to climate change mitigation and adaptation. **Support and Promote Sustainable Food Production Efforts Led By Women and Targeted to Women** Women are responsible for fuel collection, food growth, and food preparation. Thus, it is significant that their expertise in resource management is valued and recognized. Women are often barred in making decisions regarding the use of common lands as well as their management of resources. Women generate a majority of the food produced. This is around 45-80% of the world production. However, women have less land ownership compared to men. Despite this legal impediment, women still have a greater comprehension of the impact of climate change in the local environment. Their role as key providers of food at the household level often makes them traditional knowledge keepers of natural resource management. With these premises, women should be given an active role in decision-making in the process and implementation of climate change mitigation, impacts, and adaptation. Women can participate in fair trade organizations to support sustainable food production. Women who participate in these trade fairs support global development as well as generate income. There are only 22% women farmers who are registered as members of certified fair trade small producer organizations, as of 2015. Businesses are encouraged to equalize this gender gap by conducting gender analyses of their supply and value chains and develop an action plan and gender equality policy that they can share with producer organizations. **Case Study: Kenya’s Climate-Smart Agriculture** Kenya implemented a pilot project in 2011 that focused on female small-scale farmers and dairy farmers. These women incorporated Climate-Smart Agriculture (CSA) as a medium of improving well-being, income, and yields. Women who farm in the Kamotony region underwent training in CSA practices and collectively decided to begin a tree nursery. These women were determined to obtain economic stability. This tree nursery offered a new source of income from tree cuttings and the sale of seedlings. These women also invested in dairy production with the income generated from this program. Moreover, they were able to apply CSA techniques that improved their dairy production. Currently, these women have improved in their nutrition, household food security, and income due to CSA practices. They had additional sources of funds in terms of health care and education of their children. **Conclusion** Women are a great potential in the advocacy against climate change. Climate change is a result of the destruction of the environment. When women are empowered, their contribution to a better world is increased. **Categories:** Blog --- ### [4 Smart Ways to Recruit Tech Talent](https://carrhure.com/4-smart-ways-recruit-tech-talent/) **Published:** December 16, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/student-typing-keyboard-text-woman-849825/) Employers are scrambling to fill in IT positions because they know the gravity of the IT talent war in today’s job market. Companies are competing with each other to convince tech potentials to join their organizations through higher salaries and unbelievable office perks. The fight in tech talent has become stronger than ever before. The reason behind this is that there is a huge demand for professionals in companies that desire to invest in tech. The pool of qualified IT applicants are not increasing. There is an imbalance between supply and demand. If you are wondering how to recruit and hire tech talent you need, here are five tips in obtaining the best candidates for your team: **Review existing employees.** It is possible that as you search for new tech talent, the candidate that you are searching for is already under your payroll. In a commentary in [Business News Daily](http://www.businessnewsdaily.com/7040-tech-recruiting-hiring.html), it is recommended that current employees must be considered in tech positions. Your staff might have the skills that you have not discovered yet. Most likely, they are being poached by other recruiters. **Ask for an expert’s advice.** Technology is unique as it requires a person to have specific, tangible skills. Human resource professionals are not adept on assessing computer skills of candidates. In a commentary in [Forbes](http://www.forbes.com/sites/meghanbiro/2016/01/17/4-tips-for-finding-and-retaining-tech-talent/#7c26d6df68e7), CIO’s were surveyed and it was found out that 67% of these pool of individuals acknowledge that they face challenges in searching for qualified IT talent. The solution is for the company to team up with a tech pro on recruiting. **Speedy hiring.** Smaller companies need to find the right person. It does not mean that you should hire the first person who applies but it does not also imply that a company must wait weeks or months to make a decision. Companies that succeed in recruiting tech pros are those who move fast in securing their candidates. **Enhance engagement.** Companies must create a brand culture that will make their current employees stay and not be poached by other tech companies. In a recent study, Fortune 500 reported that tech companies have the highest turnover of any industry. IT professionals that are being planned to be hired is approximately 44 percent. Moreover, employers must innovate workplaces such as having work-from-home options, flexible schedules, and acknowledging that employees have family lives. **Conclusion** The fight to have the best pool of IT talents in companies is ever increasing. Your company can have an edge when it comes to hiring IT talents if you follow the steps. If you need IT talents in your company and you do not have the technical expertise in computer technology, you can hire Carrhure into sourcing great IT talents. Contact us now. **Categories:** Blog --- ### [Celebrating Christmas Amidst Poverty in Developing Countries](https://carrhure.com/celebrating-christmas-amidst-poverty-developing-countries/) **Published:** December 19, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/christmas-fir-trees-gold-1879839/) Christmas is the most special time of the year when people celebrate the birth of Christ. The spirit of Christmas fills the air as this festivity makes everyone united about doing good to others. In rich countries, families get to get together and dine together eating sumptuous food that sometimes are more than enough. Developing countries also are not exempt when it comes to celebrating Christmas. Even deep poverty cannot hinder poor folks in poor countries become part of the festivities. Here are some ways where different countries celebrate Christmas. **Uganda** Uganda people celebrate Sekukkulu or Christmas in English every 25th of December, according to [About.Com](http://specialed.about.com/od/integration/a/christmasugandastory.htm). Sekukkulu, Jesus Christ’s birth, starts on the eve of December 24th with a “watch night” service. The service has numerous Christmas carols with a very decorated and well-lit church. After the service, the real holiday cooking begins. On December 25th in the morning, the church is maximized with its space as people who never attend church attends on this day. Ugandans get the opportunity to wear new outfits with women wearing new traditional dresses in vibrant colors with paired turbans. **Haiti** Haitians celebrate Christmas by cutting pine branches to serve as Christmas trees or to purchase freshly cut trees in the beginning of December. These peoples decorate these trees with bright ornaments and add up a large nativity scene in their living rooms. This tradition is also done in companies, churches, and organizations. [Compassion](https://blog.compassion.com/christmas-in-haiti/) reports that people get busy purchasing new things for themselves and their homes. Malls attract buyers with discounts for their products. The air has the smell of wood polish and freshly painted walls. Children set up their cleaned up shoes filled with straw under the Christmas tree or on the porch on Christmas Eve. These children expect Tonton Nwel (Santa Claus) to put in presents in and/or around the shoes. Some Haitians attend Midnight Mass while others go out in the neighborhood singing Christmas Carols. **Liberia** Liberia celebrates Christmas in a very distinct manner compared to other countries. Liberians do not have a Santa Claus but has an “Old Man Beggar” who wears rag-like costumer and asks for money.Tourists are expected to give to these “beggars,” in a commentary in [Liberian Observer](http://www.liberianobserver.com/commentaries/begging-christmas-10-ways-celebrate-christmas-liberian-style). Tourists are told “My Christmas is in your blood” instead of “Merry Christmas.” This gives tourists the feeling that they have to give to everyone in Liberia. The streets are filled with auctions. Christmas is considered to be the best time to obtain colorful and trendy items at a fair price. **Philippines** This distinctly sole Christian nation in Asia celebrates Christmas months prior to the big celebration. As early as September, Christmas lights are lit in different parts of the country. Beautiful parols also are decorated in houses. These parols are equivalent to Christmas trees in Western nations. Poverty does not stop these third world countries in celebrating the spirit of Christmas. The Simbang Gabi, a series of masses done over nine night before Christmas, is a tradition practiced by Filipinos. It is believed that a person’s wish will come true if he completes the nine masses, according to [CNN](http://edition.cnn.com/2012/12/05/world/asia/irpt-xmas-philippines-traditions/). **Categories:** Blog --- ### [Best Recruitment Practices in 2017](https://carrhure.com/best-recruitment-practices-2017/) **Published:** March 17, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/jobs-unemployment-main-street-1446885/) Keeping the organization with the best people that work with the company is a challenge an opportunity. It is easy to keep the best people if the company knows how to do the right things right. Here are some of the best recruitment practices done by established companies. **Recruit people based on data** People in the Human Resource department have improved at collecting metrics. However, they do not maximize these data as they stop using data after collecting them. Human resources do not utilize these data to make decisions or to create policies. The quality and speed of decision-making have been improved by decision-making based on data. Most business functions have adapted this, except HR. Google is a leader in this data-based decision making. It states that they desire to use the same level of decision-making that they do with engineering with the way they decide on people. Decisions regarding hiring people should be based on data and analytics. Best practices of a data-based decision model Data reveals where quality applicants and hires come from. Data reveals the kind of interviews best determines future best performers. Data shows whether references are correct predictors of future performance. Data shows the new hire failure rate. Data reveals which hiring managers and recruiters produce the hires with the highest quality. Data shows what factor is significant in the hiring success. **Improve referral program** The best firms obtain 50 percent of their hires from referrals of employees. Thus, it is best for companies to invest time and resources in the referral program. Referral programs produce the highest volume hires the highest quality hires and the highest retention rates. If this is correctly done, referrals are the fastest and cheapest way of obtaining quality hires. Human resources should continuously manage these referral programs. *Best practices that will improve referral program effectiveness* Companies should motivate employees to put the company first rather than focusing on the money. Educate employees on making good connections and referrals through an educational referral toolkit. This toolkit provides sample profiles on social media and tips on how to create relationships and to effectively assess potential referrals. Employers must be responsive to each referral to maintain a high level of participation. Provide feedback to employees on weak referrals, so that each individual employee can improve. Employees must know the work of the prospects and be able to pre-sell the company so that these potential referrals will accept the interview. *Blind interviewing and anonymous resume screening* Recently, there has been a strong push for diversity in hiring. This primarily is targeted in the technology industry as this field requires hiring STEM women and diverse people. Thus, a scientific approach is recommended to diversity recruiting. With these, human resource professionals are becoming aware of the unconscious biases that many interviewers and hiring managers have. *Best practices in concealing irrelevant information* Insignificant data on resumes can result to a biased approach. Background information (name, address, grades, school of a candidate) that are not proven to be accurate predictors of new hire success can be obscured or removed from the hiring manager. Google and Deloitte are conducting an experiment with this practice. Biases on the visual side during the interview can be reduced by the use of telephone interviews. The symphony orchestra style is also a practice being done that literally hides performing candidates behind a screen. Written or questionnaire internet interviews can also be conducted to reduce voice biases. The mechanism works with the candidate typing their answers posted on a computer screen. **Conclusion** Recruitment’s significance in a company can never be underestimated. As human resources are one of the most important, if not the most important, the asset of the company, more time and resources have to be spent in learning and re-learning what practices work best for the company. **Categories:** Blog --- ### [The Dream of Poverty Eradication](https://carrhure.com/dream-poverty-eradication/) **Published:** March 20, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/person-woman-sitting-old-2128/) Poverty eradication is the number one Sustainable Development Goal. The target is to end all forms of poverty by 2030. Why eradicate poverty? An estimated 700 million people live in extreme poverty.These people struggle to meet the most basic needs such as food, education, health, access to water and sanitation, and others. This is really a large number of people. The majority of these poor people living on less than $1.90 a day are found in sub-Saharan African and Southern Asia. These bulk of people comprise 70% of the poorest people. In addition to that, lower middle-income nations that include Nigeria, Indonesia, and China, are where 50% of the world’s poor live in. Poverty does not only affect these countries. Developed countries also face this issue. Currently, 30 million children are growing up poor in the world’s richest nations. Why is poverty broad in scope? Poverty has many faces. It is a result of numerous driving factors that include unemployment, high vulnerability of certain population to disasters, social exclusion, diseases and other phenomena that prevent people from being productive. Why should everyone be concerned with this issue? There are many reasons why everyone should be concerned with the issue on poverty eradication. In simple terms, the well-being of human beings are connected to each other. The increasing inequality is crucial to economic growth and lessens social cohesion. This increases tensions politically and creates social unrest that further drives people to conflicts and instability. Is this dream possible to achieve? Jeffrey Sachs, an economist, declares that extreme poverty can be eradicated globally in 20 years. He calculated that it takes around $175 billion total cost per annum to do this. This is amount is less than one percent of the combined income of the world’s richest countries. What can be done? A bulk of the rural poor is smallholder farmers. These people are responsible for most food production globally. Improving farm productivity through better access to technologies, resources, organizations, and markets are significant for both food security and poverty eradication. Sustainability in terms of ecology and resources is needed in poverty reduction. Food production practices must be sustainable as the reverse of it would result to land degradation, biodiversity loss, and greenhouse gas emissions. Smallholder farmers need to acquire technology and infrastructure to transform food systems sustainably. Employment in non-agricultural activities must be diversified as this is significant to accelerate the reduction of rural and urban poverty. Agricultural growth drives the growth of non-farm activities as it also stimulates the creation of local jobs. Empowering women by providing equal access to education and productive resources can increase the purchasing power of women, especially in rural and agricultural areas. Conclusion The dream of poverty eradication by 2030 is a goal that everyone desires to happen. There are many hindrances and obstacles that can hinder this dream. With everyone working hand-in hand, this dream can be turned into a reality. **Categories:** Blog --- ### [2017 New Year’s Resolution To Recruiting Companies](https://carrhure.com/2017-new-years-resolution-recruiting-companies/) **Published:** December 27, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/new-year-s-day-new-year-s-eve-bokeh-1924606/) Recruitment will be more competitive this 2017 compared with 2016. There is a greater possibility that what your company has been doing for the past few years will not be as effective this coming year. Thus, it is imperative that your company must do your best in attracting the best talent, engage these great candidates, and hire them in your fold. The following are some recommendations on how you can do that. **Learn from your own sales and marketing teams** You can learn some of the best strategies in recruitment from your own sales and marketing teams, according to a commentary by [Decision Toolbox](http://www.dtoolbox.com/blog/2015/12/14/new-years-resolutions-recruiting-in-2016/). You can deal with your potential candidates as your sales team would approach a prospective client. Having a clear value proposition would convince a future team member in joining your company. Do not be satisfied in just giving out a job description in order to attract talents. You should make the company the best choice for your potential client. **Utilize New Technology** You can make the recruitment process easier for both your recruiters and candidates. [Sonru](https://www.sonru.com/blog/a-recruiters-new-years-resolutions/) suggests the following tools in order to make the procedure a delightful one. *Application Tracking System (ATS)* This great tool allows recruitment agencies in managing the process right from the initial CV screen to making an offer. ATS is applicable to all kinds of businesses and can be personalized to your company’s recruitment requirements. *Video Screening* The initial screening of candidates can use video interviewing. The use of video interviewing can remove the difficulties experienced by recruiters such as setting appointments, pairing up with time zones, travel costs. It makes the whole process easier for the candidates as it permits them to finish the screening within their comfort zones. **Keep candidates informed.** Candidates desire to be updated in their application. It is best for recruitment companies to earn the reputation that they keep candidates informed during the whole process. This includes applicants who are hired and those who are not. Your application tracking system should automatically thank each candidate for applying. If a position is filled up, the candidates should be made known. If your company interviewed the person face-to-face, then you should inform them personally through a phone call. **Be serious with content marketing.** Your company should step up with content marketing, as per commentary of [Recruiter UK](http://www.recruiter.co.uk/personal-dev/2015/01/top-five-new-years-resolutions-for-recruitment-companies/). You should hire a content manager who will set up a content calendar. It allows your company to consistently publish thought-provoking content. You can also check if you need to create customized content during holidays or major events. 2017 is going to be a great year for recruitment companies. If you need help with your recruitment needs, you can contact Carrhure as this company specializes in finding great talent for your professional needs. **Categories:** Blog --- ### [Stories of Real Women Entrepreneurs](https://carrhure.com/stories-real-women-entrepreneurs/) **Published:** March 24, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: Pixabay Entrepreneurship is a trendy topic these days. Many books and articles were written about entrepreneurship. Even the curriculum has been built upon the principles and success stories about billionaires who went from “zero to hero.” Moreover, entrepreneurship is no longer exclusive to people with primary inventions. It has now shifted to the idea that it is a privilege for people who are fortunate to grow in an environment that supports entrepreneurial ideas. In developed countries, governments have supportive policies, technological infrastructure, and access to capital. Starting a business is ‘simple’ and ‘easy’ in the same way as a traditional profession. The idea of entrepreneurship takes on a different meaning in “emerging economies” or in less developed countries. Entrepreneurs in these less developed countries do not aim for a huge company to become a multinational company. Rather, these people engage in entrepreneurship because they want to solve various problems such as sending a child to a better school, supporting the basic needs of a family, or saving for a better home. In the Philippines, Malaysia, and Africa, five outstanding women who went from zero to hero are here to inspire. **Entrepreneurship is meant to rebuild hope.** Alicia Dumdum began to rely on her convenience or sari-sari store for income when her husband retired 15 years ago. When Typhoon Haiyan destroyed her home and store with other 20 family members, Dumdum rebuilt her life through the use of mobile technology. She now earns income by providing mobile money transactions to her people. **Entrepreneurship holds communities together.** Bella Sadongdong runs her sari-sari store across the street from the hospital in Tacloban City. She is able to provide services to mobile banking through her business. This permits clients to obtain the much-needed cash during emergency procedures. Clients appreciate the services of Sadongdong and are grateful for the benefits it provides for the community. **Entrepreneurship challenges traditional norms.** Haziqah always loved baking. This Malaysian homemaker and mother of two, however, did not want to be just a mere baker. She wanted to include the role of an entrepreneur. Haziqah has proven that women can succeed in the business like men as the owner of Scrummy Cake Design. **Entrepreneurship generates income that can help uplift a poor family.** Putri Hamzah raises her children as a single mom. She barely makes $40 a month and finds it difficult to generate that income. With these struggles, she decided to launch a tailoring service from her household, so she could provide for the needs of her children. It has never been an easy road for Putri. But with here determination to be her own boss and her desire to demonstrate the significance of perseverance, she was able to generate income that can provide for her family’s needs. **Entrepreneurship helps in providing basic necessities.** Ruth Mwanzia, the Kenyan founder of Koola Waters, established her water company because of the water scarcity and less access to drinking water that is safe and clean in Africa. While she was growing up, she has experienced how difficult it is to have this problem. Thus, she founded a business start-up that manufactures and distributes pure water to the citizens of the country. Her business was an answer to the problem she faced when growing up. **Entrepreneurship can help environmental problems as well as generate income.** Lorna Rutto, a Kenyan ecopreneur and found of EcoPost, is a social entrepreneur that created a solution to the problem of the plastic waste problem. Her company is based on collecting plastic waste and manufactures fencing posts that are environmentally friendly. She has crated over 300 jobs, gathered over 1 million kilogram of plastic waste, saved over 250 acres of forests, and created much income. She has obtained numerous awards both locally and internationally. These women entrepreneurs give hope to other women who desire change in their lives. **Categories:** Blog --- ### [How Climate Change Destroys Christmas](https://carrhure.com/climate-change-destroys-christmas/) **Published:** December 23, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/snow-christmas-holiday-frost-1088470/) Christmas is a celebration that bonds families together. People envision Christmas with snowy scenes in places like New Orleans. Even if families in the Southern Hemisphere who never see a white Christmas, each place looks forward towards its traditions. However, climate change is endangering many features of this present generation’s celebrations. Here are some things that people love that are being endangered: **Christmas Trees** Shifts in temperatures, as well as changes in the level of moisture brought about by climate change, are not cooperative with America’s Christmas tree crops. In the Northeast, these holiday staples are being destroyed by increased flooding in summer and warmer temperatures in late winter. In the Midwest, these crops are being damaged by late-summer droughts that are increased by warmer winter temperatures. Christmas shoppers might opt for artificial trees. However, these artificial trees emit 60 times more greenhouse gasses compared to a seven-foot-high real tree. This is according to [Clint Springer](https://www.sju.edu/about-sju/faculty-staff/faculty-experts/clint-springer-phd), a plant biologist. **Reindeer** The declining population of caribou, *Rangifer tarandus,* in North America and reindeer in Eurasia, is brought about by the increase in Arctic temperatures that also alters the landscape. Nature Climate Change published a study about climate changes over the past 21,000 years affected how the animals spread around the North. This resulted in the isolation of populations that also permitted others to interbreed. The increase in the Arctic’s temperature will result in a more restricted distribution of the animals. As this population moves further in the Arctic’s southern regions, there is the probability of the habitat to even die out. **Coffee** One of the amazing Christmas gifts a person can have is coffee. However, this is threatened by the human-related emission activities as well as emissions from deforestation and pests that live in hotter temperatures. [Starbucks](https://www.starbucks.com/responsibility), this giant in selling coffee, is taking the lead in using less energy and water. Further, it has announced that all new retail stores will be guided by the standards of Leadership in Energy and Environmental Design (LEED). Decreasing emissions and protecting the resources used to create coffee will protect coffee plantations. **White Christmas** A snowy Christmas environment becomes less possible for the United States and there will be a rarity of traditional scenes. The Northern Hemisphere had a great decline in snow cover and sea ice between 1966 and 2010, according to the [National Oceanic and Atmospheric Administration](http://www.noaa.gov/resource-collections/climate-change-impacts). Christmases of future generations will be largely affected by climate change. Not only will aesthetics be affected due to “less” snow, it will also affect how the planet is kept cool. Snow reflects the energy of the Sun into space. Snow also provides water for communities downstream. It also disrupts the water cycle. Climate change is a real issue that needs to be addressed by every human being. After all, we all live in one earth. **Categories:** Blog --- ### [The Basics of Sustainable Consumption](https://carrhure.com/basics-sustainable-consumption/) **Published:** March 27, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/bakery-shopping-man-eat-bread-793856/) Sustainable consumption provides consumers the opportunity to consume goods and services that balance the needs of the consumers as well as reducing the negative impact to the economy, society, and the environment. The main goal of sustainable consumption is to improve the quality of life for current and future generations while decreasing the negative impacts. Sustainable consumption is based on the principle of sustainable development. The main idea of sustainable consumption is meeting the needs of the current generation without depriving the ability of future generations in meeting their need for consumption. It is crucial to note that “sustainable consumption” does not equate to “less consumption.” It means to consume in a more efficient and better-informed manner of consumption. This holds true for poor people as they have the need to increase their need to consume products and services. Sustainable consumption has a direct correlation with other Sustainable Development Goals that include alleviation of poverty, economic growth, environmental protection, health, and education, all of which are aimed to improve the quality of life. Thus, sustainable consumption is not a strategy on how to consume less, but how to consume good and services in a smart way. **The Importance of Sustainable Consumption** Consumption is an important feature of the status of a society. When there is an improved economy, its citizens as well as governments, organizations, and companies, tend to increase their consumption of goods and services to meet their daily needs. These could be clothing, food, shelter, health services, and education. An increase in consumption boosts the growth of the economy, which is often a key indicator by governments in measuring success. There are negative impacts related to consumption. Consumption can be a source of an environmental problem in addition to social and financial issues. An increase in consumption pressures the need to increase production. This increase in production leads to an increase in pollution, depletion of natural resource, and generation of waste. Even if solutions to an increase in production are addressed, this issue will not be resolved if the real concern is an increased consumption. The present generation also faces social and financial problems due to an aggressive goal of increased consumption. Persons that have a high degree of consumption often face financial debt, the stress and time that is connected with high consumption, the time needed to store, upgrade, clean these possessions, and the manner on how consumption replaces quality time with people who are significant. Sustainable consumption is the determining factor that permits individuals and societies in achieving development without the need to exchange quality of life or for a possibility of sustainable development. **The Need for Governments To Be Concerned With What Consumers Do** Governments send direct and indirect messages that they transmit every day. These signals include those in information and education, legislation, taxes and prices, health standards, and public consumption. It is the choice of governments whether they will consciously make it happen or they will just let it happen. Governments often perceive themselves traditionally as the policy maker and legislator. They sometimes forget that they are major consumers themselves. In Asia, public consumption is equal to 20 to 30% of the national products and services. **Conclusion** Sustainable consumption is a global concern that must be prioritized. By taking the initiative and the right action plan, governments of different nations can slowly incorporate into the mindset and transform this mindset into proper action. **Categories:** Blog --- ### [Giving To The Bright Minds Of The Future: CARRHURE Consulting’s Targeted Social Responsibility Event](https://carrhure.com/giving-bright-minds-future-carrhure-consultings-targeted-social-responsibility-event/) **Published:** December 30, 2016 **Author:** Auree de Carbon **Content:** [**It was a month to this day**](https://www.prlog.org/12605082-carrhure-consulting-offered-the-book-listen-sacha-to-alay-pagasa-foundation-children-aged-4-to-6.html) when CARRHURE Consulting’s Managing Director Aurée de Carbon visited the Alay Pag-Asa Christian Foundation, Inc. in Mandaluyong City, Philippines, with a gift. A set of 55 gifts, to be exact. Ms. de Carbon brought 55 copies of “Listen, Sacha” to the children of the foundation, as an early Christmas gift. [**“Listen, Sacha,” is a Hâpy Collection book written by Alessandra de Carbon**](http://www.hapy-collection.com/standard-book/), a story of a boy who spent the summer with his grandmother. A summer that soon turned into a magical journey imparting one major lesson: That it is important to dream, and that it is possible to reach these dreams. “Listen, Sacha” was translated into Filipino, “Makinig Ka, Sacha.” With the gift of 55 copies of this book, Ms. de Carbon hoped to communicate this message: ***“Our motto is ‘In the Heart of Business, Business with Heart.’ This is not a simple sentence. We keep our promises. How could we be seriously involved in the NFP sector without taking any initiative? Education is key,”*** Indeed, “Makinig Ka, Sacha,” is the embodiment of what CARRHURE hoped to impart—caring and compassion for children who have a bright future. [**“Makinig Ka, Sacha”**](https://www.prlog.org/12605761-carrhure-offre-le-livre-ecoute-sacha-aux-enfants-ages-de-4-8-ans-la-fondation-alay-pagasa.html) aims to be a tool to supplement the Alay Pag-Asa Foundation children’s education, as it aims to ignite the kids’ imaginations and give them the permission, even the urge, to dream. As CARRHURE aims to maintain and even fine-tune its excellence in researching, identifying, and evaluating executive candidates in the Non-Government and Not-For-Profit sector, it aims to live out its motto of being “In the Heart of Business, Business with Heart.” And what better way to live out this slogan than by ensuring that CARRHURE’s activities in social responsibility, compassion, and giving, are targeted towards the bright minds who will illuminate the future? Indeed, CARRHURE hopes that its Christmas 2016 gift-giving event had been a meaningful one, an event that will impact 55 members of a generation to arise. As the year draws to a close, CARRHURE hopes that we have inspired you to give similarly—give towards young, bright minds, give towards the future. This way, giving back would truly gain good ground. Giving back would truly be meaningful. From our hearts at [**CARRHURE**](https://plus.google.com/101116788955970090753), we sincerely hope that your 2017 will be a beautiful year ahead. A year that will inspire you to make an impact, a year that will inspire you to help make the world a better place to live in. **Categories:** Blog --- ### [Food Security: Africa’s 21st Challenge](https://carrhure.com/food-security-africas-21st-challenge/) **Published:** December 30, 2016 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/land-farm-forest-green-agriculture-1814724/) Africa faces two major challenges in the 21st century. The first challenge is food shortage of the booming population of the continent. The second problem is the adaptation to climate change. Food shortage and climate change are interrelated since combining the two results to problems in food security in Africa. Farmers all over the world face similar threats to productivity and livelihood. Some of these threats involve pests, diseases, and damaging weather. Small-scale farmers are the groups of people that require attention. Eighty percent of farmers in Africa cultivate less than five acres of land. It is estimated that the [population of Africa](http://www.cargill.com/learning-journey/africa/five-challenges-facing-africa/index.jsp) will increase from 1.1 billion to 2 billion by 2050. Here are some critical factors that are needed to be addressed regarding food security in Africa. **Critical inputs** The cost of fertilizers is expensive in Africa. FAOSTAT (2015) reports that the price of fertilizers is ten times more expensive in Africa than in other developing countries. Farmers need sufficient water, effective fertilizer, and high-yielding seeds. **Soil Degradation** Farm sizes in Africa are gradually shrinking. African farmers increase continuous cropping their fields every year. Farmers prioritize their staple foods. Soil degradation will not pose a problem if farmers control soil quality through the proper use of fertilizers and improve soil amendment practices. There is a danger in the loss of soil organic matter as it cannot be resolved by just applying conventional fertilizers. **Increase in Financial Access** Three-fourths of Africans work as farmers. However, the World Bank reports that only 10% of commercial banks’ portfolios is allocated to farming. The continuous growth in African agriculture is hindered with inaccessible or unaffordable credit. Farmers will not be able to expand their operations if they will not have appropriate financing. **Urban workers increased income** Farmers benefit when urban consumers have higher incomes. This results from the increase in purchasing capacity of urban workers. Off-farm income is significant to agricultural development. The first migrants from farms to cities remit money back to their family members. These source of money often finances better farm inputs. These inputs include machinery, fertilizer, and seed. When these farm people work in cities, their income boosts demand for farm output. **Poor transportation** Farm produce in Africa go to waste because of the poor transportation system. Farmers find it difficult to transport their products in order to sell to the market. With no proper storage system, local produce such as tomatoes and leafy vegetables go to waste. These are concerns that need to be addressed in order to solve the issue in food security. **Categories:** Blog --- ### [New Year’s Resolution for HR Professionals](https://carrhure.com/new-years-resolution-hr-professionals/) **Published:** January 2, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/target-board-business-idea-planning-1747234/) As the world approaches the Year of the Rooster, people often think about New Year’s Resolutions. Personally, individuals think about being more health conscious, having a work-life balance, or just working out more. The question now is how about one’s professional life? Human Resource professionals are responsible for various facets of the workplace. HR is a dynamic field and its importance increases with organizations. In order to keep up with the pace, it imperative that you, as an HR professional, must do better this 2017. Here are suggestions to improve as an HR professional. **Create a positive working environment** In order to retain top talent especially for millennials and for Generation Z, the workplace must have a positive relationship. Researchers discovered that employees remain at work if they have someone they consider as a best friend. **A flexible work schedule** According to [World At Work](https://www.worldatwork.org/adimLink?id=73898) national survey administered in 2013, 80% of companies offer flex time, teleworking, and part-time schedules to their employees. Flex time ranks on top of the list. **Train future leaders** The next ten years will be witness to numerous retirements as the baby boomers will retire. It is imperative that young employees must be trained to take on these leadership positions. You should determine what skills are required and search if current staff possess those skills. **Review HR policies and procedures** You should be updated with all the changes that occur in the HR community. You will become a significant asset if you update yourself with current changes. **Assist employees to set and achieve their goals** It is a great move to focus on health and wellness as a New Year’s resolution. It fosters a positive partnership between HR and employees. You can find discounted memberships on clubs that promote healthy living. **Give positive feedback regularly** Workers find it rewarding to obtain positive feedback. You should ensure that the feedback is genuine, appropriate, and timely. This further creates a more positive workplace environment. **Be the HR department other companies desire to have** HR professionals must evaluate your company’s strengths and weaknesses. You should enhance your strengths and work on your company’s weaknesses. Human resources will always be a significant go-between the organization and the employees. It is not enough to have a profitable business, but also to have a desirable workplace. If you need any services regarding on how to better improve your HR department, you can always contact Carrhure for our services. **Categories:** Blog --- ### [The Realities of the Global Health Issue](https://carrhure.com/realities-global-health-issue/) **Published:** January 6, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/depression-mental-health-sadness-824998/) The problem of global mental health worldwide is ever increasing. Mental health problems continue to be unaddressed and undiagnosed. According to [Global Mental Health](http://www.globalmentalhealth.org/untreated-mental-health-issues-global-reality), depression attacks 120 million people worldwide, epilepsy encompasses 50 million individuals, Alzheimer’s disease is evident in 37 million, and schizophrenia victimizes 24 million persons. There are approximately 1 million attempts of global suicide annually with 20 million attempts being unsuccessful. The eight leading cause of death in the United States is suicide with one life being taken away every 17 minutes. Mental health problems is a prime reason of loss in the number of years of quality of life. Despite this World Bank study, the budget allocated to treat mental health problems in national government budgets are relatively small compared to other diseases. **[Global Health in Africa](http://www.globalmentalhealth.org/sites/default/files/DECLARATION%20ON%20MENTAL%20HEALTH%20IN%20AFRICA%20MOVING%20TO%20IMPLEMENTATION.pdf)** A group of individuals who have mental health as their common interest met at the Stellenbosch Institute for Advanced Study (STIAS) in South Africa on February 24-25, 2014. Their topic was about Mental Health Challenges in Sub-Saharan Africa: Moving to Implementation. These individuals come from various sectors such as policymakers, NGOs, service providers, and educators. These people recognized that there is “no health without mental health.” They also believed that large-scale poverty results in higher vulnerability to mental illness and that the African continent must pay attention to mental health. Some salient features of their policy involve the necessity of governments to legislate laws that will stop the violation of human rights. Furthermore, this group also declared the urgency for governments to take the lead in encouraging a national dialogue on mental health. The government should work with various sectors in order to deal effectively with mental conditions and in addressing the social circumstances that create the associated disability. **Global Health in Asia** According to the [US National Library of Medicine National Institutes of Health](https://www.ncbi.nlm.nih.gov/pmc/articles/PMC1489866/), Asian countries do not set at the top priority their mental health and mental health care. Even with the global emphasis on this, there must be a great change in the training of health professionals in basic primary care mental health before a transition in this field of interest. If medical schools will not change the way they teach psychiatry, then there will dormancy in mental health care. There must a change in the way the community perceives mental health. There must be community-based care. Furthermore, there must be a boost in public education and NGO involvement in mental health. Global health is an issue that needs cooperation from all sectors of society. Asia and Africa are only two of the continents that require paying attention to health concerns. **Categories:** Blog --- ### [Solving Food Issues Through Empowering Women Leaders](https://carrhure.com/solving-food-issues-empowering-women-leaders/) **Published:** January 9, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/farmers-women-asian-farm-organic-661784/) The need to end hunger is a challenge to all generations. This present generation needs to solve this problem by empowering women leaders. Women comprise fifty percent of the agricultural labor force in various developing countries. However, land ownership and rights, inputs and extension services, credit limitation, hinder agricultural production. If women take on leadership roles in agricultural production, yields will increase and feed more hungry people in the world. Women have the probability to reinvest their income back into their families to improve nutrition, with education, and health. **Gender Stereotypes** When people think of the best leaders they have worked with, most likely that person would have been a man. The reason behind this mindset is that leaders have traits that are normally attributed to man. These are competent, dominant, strong, forceful, and heroic. Stereotypically, these are related to the male gender. On the contrary, fewer leadership qualities are associated with women. Women’s main characteristics are not compatible with leadership. **African Women in Agricultural Leadership and Involvement** Leaders in Africa is taking action in investing in women regarding the increase in agricultural production. In 2014, Africa held a three-day Sharefair on Rural Women’s Technologies to Improve Food Security, Nutrition and Productive Farming. This was held to coincide with the International Day of Rural Women on October 15 and World Food Day. This emphasized the opportunities to invest in technologies that support rural women with 14 countries. Commissioner for Rural Economy and Agriculture at the African Union Rhoda Peace Tumusiime noted the great contribution of women to community resilience, household investment, national economic growth, and the vibrancy of regional economies. She said that women are significant in improving African agriculture. They serve as catalysts for economic growth, especially in agriculture and agribusiness. **Asian Women in Agriculture** In Asia’s developing countries, women do not get the credit in agriculture. Women are invisible in the field of agriculture. Social scientists Michael Collinson and Hilary Sims Feldstein said that women’s efforts in agriculture are not recognized. Work that is unpaid becomes ‘housework’ and paid work becomes ‘farm labor.’ Neither of the two terms recognizes the real value of the contributions women do to Asia’s food-producing capacity. The two scientists produced a gender study on rice farming systems for the Consortium of International Agricultural Research Centers. **Conclusion** Women’s role in agriculture cannot be underestimated. Their contribution in the field of agriculture must be recognized. With their part in agriculture, they can help eradicate global poverty. **Categories:** Blog --- ### [The Sustainability of Southeast Asia’s Fast Rate of Urbanization: An Issue That Must Be Addressed](https://carrhure.com/sustainability-southeast-asias-fast-rate-urbanization-issue-must-addressed/) **Published:** March 31, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/subway-subway-station-new-york-1565684/) The present generation has 50% of the globe’s population who reside in cities. This number is predicted to increase as the United Nations expects that more than 67% of individuals will reside in cities by 2050. North America and Europe has already experienced urbanization. However, it is just of recent times that urbanization took place in Africa and Asia. These two continents will contribute to 90 percent increase in city populations through 2050. This major change in population will have great effect. Approximately 1.5 million people per week are expected to move from rural to urban areas. The question is if the world is equipped for such a shift on the lifestyle of majority of the population of the world. This is of great concern as climate change already has significant issues. **Initiatives on Sustainable Urbanization** Many global organizations are attempting to provide solutions to these pressing problems. ASEAN recently held in Chiang Rai, Thailand the eighth East Asian Summit (EAS) Seminar on Sustainable Cities. The United Nations (UN) also is doing its part on finding solutions to problems. The United Nations convened in Quito, Ecuador in October the United Nations Conferences on Housing and Sustainable Urban Development (Habitat III). This convention resulted to the creation of the New Urban Agenda that outlined a plan on how to achieve sustainable housing and urban development that will be implemented on the next 20 years. Both public and private sectors are included in the plan. **Effect on the Environment** Climate change is already a global concern. It is a huge challenge for ASEAN countries to continue the development and to urbanize sustainable. ASEAN confronted this challenge. ESC, which is ASEAN’s Initiative on Environmentally Sustainable Cities, gives primary importance to technologies that utilize low carbon and boosts cities to reach a carbon neutral economy. ESC also campaigns for various initiatives on converting waste to energy and responsible utilization of natural resources. City governments and private companies are being creative in order to find solutions. China uses green roofs. Thailand coverts waste into art. South Korea runs electric buses. **Impact on the Economy** Urbanization used to mean a growing middle class and a growth in the economy. However, this new trend in urbanization might not go with the customary economic development. It has been concluded that economies in Southeast Asian nations go with urbanization. However, there is varied increase across the region. Singapore is the fourth most progressive city in the world. Each person has an economic yield of $66,864 per individual. Jakarta has an economic yield of $9,984 per individual. This is still bigger compared to other cities of Indonesia. ASEAN countries do experience economic growth during urbanization. However, there is uneven growth across the region. Moreover, there are also pressing challenges that go with economic growth such as an increase in carbon emission. **Infrastructure** An increase in city population leads to a great demand for infrastructure in urban areas. City governments who lack finances find it difficult to meet this demand. An increase in infrastructure can also lead to more problems in the environment. Various ASEAN cities such as Jakarta have begun developing appropriate systems on public transportation. This was made possible via donations from financial institutions and from other nations. It is not cheap to have transportation systems. It costs an estimated 52 billion U.S. dollars the Sustainable Development Plan for Jakarta. The costs are way up high but this will give various benefits for its citizens that include better living conditions, reduced emissions, and reduced traffic jamming. Many governments of different Southeast Asian countries are legalizing ridesharing. Ridesharing is method on how to decrease consumption in energy. The high cost of ownership of cars and long periods of commuting, matched with the city’s high smartphone penetrations makes the effort promising. **Housing** Housing is another concern for cities that are developing quickly. The New Urban Agenda (NUA) of the United Nation campaigns home ownership. Co-housing is also an attempt by NUA to address this need. Policies regarding housing should be based on environmental protection, inclusion, and usefulness in the economy. Both private and public sectors must cooperate in order to provide enough housing. The role of the government is to remove constraints in supply that include lack of developable property and vague land titles. **Social Changes** Implied with urbanization’s effect is social change. The lifestyle of urban settlers and the culture of the country will be changed as a result of urbanization. **Conclusion** Southeast Asian countries will experience a shift toward urbanization. These countries need to transition in a sustainable manner while facing significant challenges. It is still unknown as to how this transition will result to. However, the consequence of urbanization will be important to the population of the world and for the environment. **Categories:** Blog --- ### [Water Crisis in Africa: Its Issues and Challenges](https://carrhure.com/water-crisis-africa-issues-challenges/) **Published:** April 3, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/children-burundi-bottle-water-734891/) Africa seems to be the greatest recipient of abundant water resources. These include large bodies of water, such as Niger, Zambezi, Nile, and Congo. In addition to the list is Lake Victoria which boasts of the globe’s second largest river. With this seeming abundant water resource, Africa is second to Australia as the world’s driest continent. Millions of Africans experience shortage of water throughout the year. Possible reasons for these shortages involve the uneven distribution of water. There are cases when much water is present when there are fewer people. Moreover, great improvement regarding existing water supplies needs to be improved. An example would be the disparity of availability of water that is in the Congo basin that comprises 30 percent of the water of the continent. However, only 10 percent of the population of Africa resides in this area. **Water shortage** Water shortage is experienced by fourteen nations in Africa. It is predicted that another 11 nations will experience water shortage. This will affect approximately 50 percent of the predicted population of Africa, which is 1.45 billion Africans. Two or more countries share an estimated 80 of Africa’s lake basins and rivers. Many nations depend on water that flows from outside their national boundaries. It is possible that the livelihood of people will be threatened due to some large-scale water infrastructure projects that include dams. South Africa currently implements “Working for Water” Programme. This implements water laws that show how the scarcity of water can be decreased by proper management of natural resources. This Programme has many economically-disadvantaged South Africans who are currently employed and tasked to remove exotic plants that consume water in order to increase the flow of water into rivers. This gives water to many people and nature without the need to build new water infrastructure. **Water and food** Africa is known to be home to over 2,600 freshwater fish species. Fish comprises 21 percent of animal protein intake. Irrigated agriculture is the end point of water diverted for human use in Africa. The improper planning of these agricultural developments often falls short in achieving the benefits for the poor. This improper scheme has decreased food supplies from river fisheries. **Water and health** Half of Africa’s population is affected by one of the six major diseases that are related to water. The factors that affect their health also include the lack of risk preparedness and mitigation. Around 650 Africans die daily with diarrhea. Most of those affected are children who are under five years of age. **Water sanitation** The past decade has shown less improvement of low levels of urban water supply and sanitation. Areas that are arid and semi-arid are severely affected by water stress. The root cause of this problem is that water is limited, and the increasing demands of water cannot be supplied by this limited supply. **Possible solutions** Improving access and sanitation is only a part of a bigger whole when it comes to solving the water crisis in Africa. Africa needs to have better water management that requires the participation of stakeholders. **Categories:** Blog --- ### [When Women Fight As Decision Makers](https://carrhure.com/women-fight-decision-makers/) **Published:** January 13, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/executive-businesswoman-1668932/) Women are catalysts of change. They are dynamic leaders that magnetize women and men to get involved, improve their communities, and protect their planet. Their involvement is crucial to democratic governance. However, women still are underrepresented in leadership positions. These occur in business sectors and even in political positions. Women are held back by discriminatory laws and practices. There is a mere 11 percent increase in women parliamentarians since the Beijing Fourth World Conference on Women was held in 1995. Although there have been some slight changes in women being in leadership areas, there will not be big bangs with gender equality in governments and other private sectors until the next century. One of the 12 critical areas of concern during the [Platform for Action](https://www.google.com.ph/url?sa=t&rct=j&q=&esrc=s&source=web&cd=1&cad=rja&uact=8&ved=0ahUKEwjxpMqItb3RAhXKGZQKHW3QAl4QFggaMAA&url=http%3A%2F%2Fwww.unwomen.org%2Fen%2Fnews%2Fin-focus%2Fcsw%2Ffeature-stories&usg=AFQjCNHRPMM6jzdUNbbzkOqs-4zwlwJiGg&sig2=f9NHs) or the Beijing conference agreement, was in regards to women in power and decision-making. Its thrusts involved involving women to equal access and to full participation in power structures and decision-making. The second one involves increasing the ability of women to participate in public speaking, leadership training, and political campaigning. **Data on Gender Gap** From 1995 to 2015, there is a significant narrowing of the gender gap in various aspects of public life in developing countries. There is a shift from 11.3% to 22.0% of the global proportion of women national parliamentarians during this 30 year period.Women comprised 40% of the formal labor force and 27% of judges worldwide in 2011. Women CEOs of Fortune 500 companies increased from 0 in 1995 to 26 in 2015, according to a report of [ODI Org](https://www.odi.org/sites/odi.org.uk/files/odi-assets/publications-opinion-files/9848.pdf). **Achieving Equality in the Workplace** McKinsey & Company’s When Women Matter 2016 report recommends three steps to decrease women’s economic gender gap. These include increasing the number of hours worked by women, increasing the participation of women in the workforce, and increasing women representation in high-productivity sectors. These steps resolve the present scenario that propels women to participate in part-time labor while providing the majority of unpaid services that include housework and caregiving. Women’s economic potential can be realized by decreasing their share of unpaid hours and part-time unemployment rate. **Advancing Women in Political Power and Leadership** Improving the lives of women is now gaining worldwide action. Several bilateral and multilateral agencies are supporting advocacies in reducing gender inequalities. The most recent 2030 Agenda for Sustainable Development includes specific aim on the full and effective participation of women in all decision-making levels, as reported by ODI Org. **Conclusion** Women are entitled to equal participation in leadership positions. Once they are posted in decision-making roles, they can truly make a difference that will benefit various levels in society. As more agencies and government institutions give due importance to women, the higher the probability of helping this world a better place to be. Hurrah for women as leaders. **Categories:** Blog --- ### [Challenges in Poverty Reduction in Asia](https://carrhure.com/challenges-poverty-reduction-asia/) **Published:** April 7, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/people-homeless-male-street-1550501/) Poverty is an issue that has existed even before recorded history. There was a significant decrease in extreme poverty in the last three decades. Fifty percent of the population in poor countries lived on less than $1.25 a day in 1981. This was reduced to 21% in 2010. In comparison with the 1.9 billion people who lived on less than $1.25 a day in 1981, there was a significant decrease to 1.2 billion living on that amount in 2010. Despite the huge decrease in the number of people living in poverty, there still exists the challenge of reducing poverty. The most significant issues that affect the poor involve globalization, environmental degradation, and applications of modern science in agriculture. Globalization in context to Asia is China’s accession to the World Trade Organization (WTO) and the rise of India as an economic powerhouse. This post will examine the challenges that related to advancing rural poverty reduction in Asia. **Globalization** It is common to assume that the rural poor consists mostly of subsistence farmers. However, if this is the case, then these people are exempted from the dangers that relate to globalization. Some of these include price volatility, structural transformation, and contagion of crisis effects. This also means that they do not share in the benefits of globalization. Moreover, there is a worsening of income inequality between those who participate in economic transactions and those who are isolated from the market. **China and India’s Economic Boom** India and China comprise more than 40% of the world’s population and produce 6% of the world’s output. This implies that their economic performance can be affected by greater integration. This will also have good and bad effects to the rest of Asia and the world. Singapore, Brunei, Malaysia, and Thailand will experience positive effects from the boom of these two economic giants. However, this boom will affect the less-advanced transition countries, including Philippines and Indonesia, in terms of unskilled labor. These two giants have more abundant and cheap unskilled labor compared to the rest of the Asian producer of laborers. It is significant to note that it takes more than abundant and cheap unskilled laborers to gain an economic advantage compared with other nations. The rules of the game and infrastructure are also great determinants of investment and competitiveness. Less developed countries can seize the opportunities brought about by the economic boom in the two giants. **Rural Development as a Government Priority** The rural poor needs to be empowered. Empowerment is the capacity of a person to be of use to society. This means matching the potential and willingness to maximize these capabilities, but also the chance and the means to put these capabilities in action. Governments must improve the human capital quality in the rural areas. Adult education and skills training must be given importance the same way as on basic education. It is not sufficient to have financial literacy as other skills are required to compete in the current labor markets. **Conclusion** Asia faces the perennial problem of poverty. There are challenges in poverty reduction in Asia. There are also possible solutions to it. It is hoped that governments will do their role in reducing poverty. **Categories:** Blog --- ### [Prejudice and Bias Against Women in the Workplace](https://carrhure.com/prejudice-bias-women-workplace/) **Published:** January 18, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/women-teamwork-team-business-1209678/) Last week, we spoke about how women must fight to be recognized as leader… Today, let me talk to you about Prejudice and Bias Against Women in the Workplace, with prospects and clients. I will also talk about entrepreneurial mindset and how women are welcome… Let’s start with an example. A top job opening is announced as vacant as the former top executive resigned due to a health issue. Two employees are highly qualified for the position. Consider Adam and Eve. Both Adam and Eve graduated with high honors in a local public community college nearby. Both are middle-level executives who have been trained for the same number of years. Both are exceptionally great at their work, they perform well. Both have children to raise. Eve, on the other hand, created a system that has revamped the workflow of the company. Everybody recognizes her unique contribution and everyone recognizes how professional and competent she is… Then comes the day of the promotion. Adam is chosen. Prejudice and bias against women in the workplace is a critical issue. With male-dominated employees in ‘manly’ jobs, gender biases are easy to overlook. The workplace can become stressful with employees suing the company. However, females being prejudiced is gender bias. Discrimination should not exist anymore in institutions. **Women Being Prejudiced As Job Prospects** Refinery29 reported a study that a small weight gain affects a woman’s job prospects. A team-up between researchers of the University of Strathclyde and the University of Toronto was formed to conduct an experiment that had 120 participants who pretended they were recruiters. All of these 120 subjects were shown a selection of 16 “test faces.” Some of these were photoshopped to create a heavier appearance. Respondents were asked to rate on how they would hire a person based on appearance. PLOS One Journal published that women who were slightly heavier but still maintaining a healthy BMI faced weight-based prejudice against men who were really overweight. **Women Prejudiced as Clients** Women entrepreneurs also are prejudiced as clients because of their gender. Women who work in conventional` fields dominated by men face more challenges in being accepted by clients. Prospects often do not have the same trust and confidence with female clients, according to Ranjini Poddar, the president and co-founder of Cedar Knolls. Despite this struggle, Poddar is motivated to work harder. She sees the industry as highly competitive. Thus, she believes that results count, per a post in Entrepreneur. **Women Prejudiced as Superior** In the past five decades, the number of women who take leadership roles in the workplace has been improved. However, even though the number of female employees in middle-level positions is growing, most top positions are globally still occupied by males. Women face social and corporate issues, according to a commentary in Inquiries Journal. Society dictates that women should perform domestic obligations. Nowadays, it seems that there is a marginal decrease in their household tasks. Corporate structures significantly influence the breaking through of women in corporate leadership. Males dominate the highest rung of the corporate ladder. Women’s domestic tasks decrease their time to dedicate in commitment to work. Men find it less interesting to welcome new female leaders into their field. **Conclusion** Women do face prejudice in the workplace. Whether it is in appearance, as a client, as a superior, women face more challenges being respected just because of the sex they were born into. Adam and Eve had the same qualifications. Adam was promoted even with Eve’s unique contribution to the company. Some may say Adam had other qualities that were better off than Eve…. Some may also say Eve was a victim of prejudice as a woman. As a recruiter, past employee and manager, believe me, I know what I’m talking about! **Categories:** Blog --- ### [Challenges and Uncertainties in Ending Hunger](https://carrhure.com/challenges-uncertainties-ending-hunger/) **Published:** April 10, 2017 **Author:** Auree de Carbon **Content:** Two of the goals in the 2030 Agenda for Sustainable Development is to end poverty and hunger. The first SDG goal calls for the elimination of poverty and the second SDG goal is the elimination of hunger by 2030. It is significant to note that agricultural growth in low-income economies will be one of the major contributors in achieving the SDGs. Global ecosystems are under pressure. There must be a sustainable and environmentally friendly way to increase food production. There is an exponential growth in the global population. With this status, producers need to produce more food in a sustainable manner. Negative environmental impacts must be reduced, such as water and nutrient loss, degradation of ecosystems, and greenhouse gas emissions. Food systems must be transformed by promoting a sustainable lifestyle. Governance must be improve,d and the political will must be secured. There are three specific challenges. First, the problem of how to increase food production while using less water. Water withdrawals are mostly used by crops and livestock. It is predicted that by 2025, 1.8 billion people are residing in locations with no water. Second, one-third of the food produced is lost or is wasted. Consumers must be offered incentives to transition to nutritious and safe diets with a lower carbon footprint. Third, the reality of climate change as a threat to the worldwide production of food is there. All agricultural investments can support adaptation and mitigation to climate change while improving the livelihood of rural people. **Population** A growing population needs more food even if other factors are all equal. It is a reality that there is inequality in everything else. When there is an increase in household income, people’s preferences move towards fruits and vegetables, livestock products, oils and fats, and others. China is already experiencing this trend and this will magnify in other regions in Asia, as well. **Food Demand** When households increase their income and increase their household expenses, the first thing that families spend on is food. This spending pattern on food is inclined towards grains and livestock products. However, animals also require grains to produce livestock products. It can be seen that animals and people compete with respect to grains, as they are either consumed by people directly or are used to feed animals. **Climate Change** Climate change severely affects millions of rural poor people as the Asia-Pacific region has a high vulnerability to it. Scientists project that there will be a 0.5-2.0 degree Celsius increase by 2030. This will produce greater rainfall concentrating during the summer monsoon and a decrease in winter rainfall. An estimated 500 million rural poor depend on the agricultural yield on rainfall. Thus, if there are failed monsoons, farmers will be devastated. Few countries have strengthened their ability in climate change adaptation. However, the majority of countries have few measures in building resilience to climate change. Thus, agricultural lands that are of high value will face serious losses. The temperature increase will result in crop stress that will lead to yield reductions. Low-lying coastal areas will also be put in danger as there is an increase in sea level. **Conclusion** There are truly dangers in ending hunger and poverty. These dangers are realities that Asian nations have to face. It is up to governments, the public, and the private sectors to face these challenges. **Categories:** Blog --- ### [The Role of Women in Agriculture](https://carrhure.com/role-women-agriculture/) **Published:** January 20, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/maza-tanzania-women-field-working-104057/) Agriculture is identified by the international community as the engine of growth and poverty reduction. Women play significant roles in the agricultural and rural economies in all developing countries. Their contributions differ in various parts of the world. Rural women multitask in managing households and produce multiple livelihood strategies. These women’s daily tasks involve tending animals, producing agricultural crops, preparing and processing food, working for side-jobs, gathering wood for fuel, conducting in trade and marketing, and taking care of family members. However, most of these tasks are not considered as ‘economically wealth-producing jobs,’ although these tasks are significant to rural households’ well-being. Most developing countries have an underperforming agricultural sector. One factor that leads to this underperformance is that women face limiting constraints than men to various resources. National governments and the United Nations can achieve their agricultural development goals as well as the strengthening of food security if programs for women in agriculture are initiated, implemented, and maintained. Women have significant roles in agricultural activities and the agricultural labor force. There is a significant difference to their contribution to agricultural output, despite the challenge in quantifying the amount. [Food and Agriculture Organization](http://www.fao.org/docrep/013/am307e/am307e00.pdf) reports that women produce 60-80 percent of food. However, it is difficult to assign agricultural outputs by gender as both women and men are involved in producing crops. **Women as livestock keepers** Growing livestock is important to women in improving their financial status. Women are heavily involved in this sector. It is estimated that 400 million individuals, or two-thirds of poor livestock keepers, are women. Women are in the forefront in taking care of daily animals, managing poultry, and in caring for other animals. In the division of labor, men are inclined in constructing housing and herding of grazing animals. Men also are into marketing the products. Women have a strong influence on the use of poultry meat, milk, and eggs for food consumption. They also dominate marketing and control the income that comes from these products. This is the most probable reason why women are invested with poultry and small scale dairy products. **Women in fish industries** FAO reports that an estimated 45 million people were involved in the fish industries. Moreover, an estimated 135 million people are employed in the secondary sector. It is estimated that women consist of 30 percent of the total fisheries labor force. It is occasional that women are directly involved in long distance capture as well as commercial offshore trade. This is influenced by the social norms and/or women’s domestic responsibilities. Women are more engaged in subsistence and commercial fishing from small boats. Women also act as entrepreneurs and contribute to the labor force. “Fish Mamas,” a group of women in West Africa, play a significant role in fishing as they have their own capital and actively involved in the production to the marketing of fish. **Conclusion** Women do play a crucial role in the field of agriculture. When their contribution is recognized and maximized, poverty reduction is a possible result in the near future. **Categories:** Blog --- ### [Food Security: Emergency Across the Globe](https://carrhure.com/food-security-emergency-situation-across-globe/) **Published:** January 23, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/rice-hand-harvest-grain-thailand-1549130/) People and food’s rising movement across various borders have changed patterns in food production and consumption. There is an increase in the production and/or consumption of food in places where these were not present before. Use of food is now consumed in a different manner. Food that might be cooked before eating in the place where it is grown might be transported across the globe and consumed raw. The food trade expansion has resulted in an increase in the availability of food globally. However, this has also raised concerns about food safety. Member states of FAO request that food safety events be handled properly. Food safety is a significant factor of food security. Ban Ki-Moon, Secretary-General of the United Nations, emphasized the significance of food security in his speech to the World Summit on Food Security in November 2009. He said that one child dies every five seconds. This would be around 6 million children a year. Even with the world having enough food, more than one billion people are still hungry. Populations can be forced to eat unsafe or contaminated food because of food scarcity. A country that already has food scarcity that is subjected to a food safety scare can face severe disruption in the food supply. The use of fertilizers, veterinary medicines, and pesticides to increase food production still exposes potential risks. Thus, a system must be developed in preventing food safety threats. **Actions Taken By Countries to Combat Food Security Issues** **FAO-Hungary Scholarships** Applications are now open for the FAO-Hungary scholarships. The Regional Office of the Food and Agriculture Organization of the United Nations (FAO) said that students in countries in the Near East and North Africa are qualified to apply for agriculture-related studies at Szent Istvan University. Rural development and agribusiness, horticulture, and agricultural water management are some of the courses covered. **UAE Food Bank Initiative** UAE just recently institutionalized the fight against hunger and food waste through the UAE Food Bank Initiative. This was initiated by His Highness Sheikh Mohammed Bin Rashid Al Maktoum, Prime Minister of the United Arab Emirates and Ruler of Dubai. FAO Representative to UAE Mr. Nabil Gangi said that this program characterizes the UAE communities. It also reflects the vision of the father of the country, the late Sheikh Zayed bin Sultan Al Nahyan. Sheikh Mohammed’s initiative is to obtain zero food waste. This is probably the first in the world. UAE also has a Dubai Zero Waste (DOW) program and FAO plans to incorporate UAE’s best practices among its ““Technical Platform on the Measurement and Reduction of Food Losses and Wastes.” **Iraq’s Cash-for-Work Programme** FAO is currently restoring the water supply to Ninewa Plains. The north Al Jazeera irrigation scheme is to clean the main canal of the said region. This project will permit to restore farming. It also provides income for families that work for this project. The Al Jazeera irrigation scheme used to supply water for 250,00 hectares of land. The Islamic State of Levant destroyed 100 smaller canals due to debris and were also contaminated by explosive devices. **Green Technology for Agriculture** One-third of global greenhouse emissions is generated by food and agricultural chains. These chains also require huge amounts of water and consume one-third of global energy. FAO and the European Bank for Reconstruction and Development created a methodology to adopt sustainable climate-friendly technologies. These include conservation agriculture and solar-powered water pumps. These two agencies tested the methods in Morocco and published their findings in a report: Morocco: Adoption of Climate Technologies in the Agrifood Sector. **Conclusion** Food security is an issue that has a global scope. Agencies like FAO and its partner institutions are making a way in order to combat this issue. As long as agencies work together, the fight against food security is a battle that can be won. **Categories:** Blog --- ### [Headhunters and FBI Profilers](https://carrhure.com/headhunter-competencies-similarities-differences-profiler/) **Published:** April 14, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/tr/el-b%C3%BCy%C3%BCte%C3%A7-earth-k%C3%BCre-soru%C5%9Fturma-1248053/) Headhunters and Profilers. These two fields of endeavor seem to be worlds apart yet have powerful similarities. These professional detectives of today both search for people based on certain criteria. Headhunters search for the perfect fit, the ideal candidate with the right profile for one job, while profilers search for a criminal or profile individuals who might be perpetrators of a crime. Both are hunters. **When did the career of headhunters begin?** A soldier was the first headhunter. This soldier began recruitment ‘headhunting’ after World War II. He recommended other soldiers with specialized skills sets that are significant to this field. Headhunting began in this fashion. Now, the recruitment industry has broadened its scope with each specific area. Headhunting as a business in the area of recruitment came from North America to Europe in the 1950s. The end of World War II created a need for jobs in industries because of the advancement in technology as well as an increase in industrialization. Thorndike Deland, the “Executive Search “proponent, created the idea of potential candidates filling possible jobs, contrary to the traditional waiting of potential applicants reporting to jobs. Traditionally, headhunting means filling up of senior position jobs. **When did profiling begin?** An unsolved kidnapping case in California was the impetus of the creation of the would-be FBI’s Behavioral Analysis Unit. Howard Teten and Patrick Mullany faced resistance from colleagues who did not hold the same perspective on how to solve crimes during their times. Teten hypothesized that the perpetrator of a crime can be determined by looking at the crime scene. Thus, the birth of profiling. **Skills That Headhunters and Profilers Need To Have: Listening and Watching** *Listening Skills Headhunters must be great listeners. Listening carefully to both the job seeker and the client will make headhunters understand their needs. The more a headhunter listens to them, the more that a headhunter will find out. The more that a headhunter knows about the client and the job seeker, the easier it is to find the perfect match. Profilers also need to read people accurately and this can be done if they are good listeners. A profiler can deduce that an individual is dangerous is through observing his behavior. Watching and listening are great tools in order to obtain significant pieces of information. *Relationship Building Skills* A headhunter is in people business. He deals with a plethora of people on a day to day basis. He must love meeting new people and turn these meetings into networking activities. It is significant to have great skills in relationship building as one can build trust and confidence with both clients and job seekers. Profilers, when they profile people, should be above the regular person when reading them. Thus, a profiler must have great skills in building relationships as well. *Decoding Body Language: observing and analyzing people behavior* Having the capacity to interpret the body language of other people provides benefits as it allows the headhunter to feel how others are feeling without them telling one. Profilers are great in detecting the real meaning of what other people way. A person would seem to be living a life of perfection. He might have a daily job, a good father, a loving husband, and a great team player. But behind that facade, a lurking sadist and rapist are seething with hate devising the next crime he plans to do. FBI profilers must be able to decode body language. Headhunters assess job seekers if they are good potential candidates for their clients. There are instances when a potential candidate is lying, thus headhunters must know when a candidate is telling the truth or not. **Tools Used By Headhunters and Profilers** Psychological testing or assessment is an extremely significant way of evaluating candidates during a search. This is extremely important, especially when hiring poorly can result in a loss in a great amount of money. The similarity between headhunters and Profilers is very profound as both deal in search of a certain group of people. Headhunters search for executives or potential candidates for their clients while Profilers find perpetrators of a crime. Both need skills in doing their task, such as listening skills, relationship building skills, as well as decoders of body language. Above all, they must act with maturity, passion, using sound judgment, objectivity and gathering information, trusting themselves. **Categories:** Blog --- ### [How Women Can Create An Impact in Climate Change](https://carrhure.com/women-can-create-impact-climate-change/) **Published:** January 27, 2017 **Author:** Auree de Carbon **Content:** Image Source: [Flickr (Neil Palmer, CIAT)](https://www.flickr.com/photos/ciat/7165533503/in/photostream/) Climate change endangers humanity’s security, peace, and prosperity. Currently, global leadership focuses on science and the economy. It is true that climate change is an environmental phenomenon that requires scientific research. However, climate change advocates must also consider its side regarding economic development and human rights concerns. Climate change greatly influences marginalized sections of the population. This impact increases in countries that have agriculture as their main source of livelihood. Women are greatly affected by higher risks and greater burdens from climate change’s impacts. Women also comprise the majority of the world’s poorest groups. Women also contribute less in decision-making that prevents them from providing solutions to planning, policy-making, and implementation of climate change concerns. Despite the limited contribution of women to global leadership in climate change, they do still have a significant role in responding to climate change. This is brought about by their localized and sustainable resource management. They also have sustainable practices in their own households and within the community. Politics also has been witness to the participation of women that resulted to greater responsiveness to the needs of citizens. Women who are active participants at their localities lead to climate-related policies and projects. **Women Farmers** Women comprise the majority of the globe’s small-scale farmers. This holds true in developing countries where men flock to the cities in search of work. Farming has become more challenging to women because of the impacts of climate change. Women feel the burden in feeding their families when soil erosion, drought, or flooding cause failure of crops to grow. **Women’s Preparation of Food** One-half of women in the world use dung, coal, wood, and other traditional fuels to cook the food they produce. High levels of black carbon are released in unventilated homes. This air pollution results in 1.5 million deaths annually. Casualties comprise mainly of women and children in the poorest communities in the world. **Women’s Health** Women exert more effort and spend more time in collecting basic necessities due to climate change. Women have to travel a longer due to the scarcity of water, fuel, and food. This situation further endangers women safety as well as their health. Women get sick because of extreme weather conditions. One reason behind this is that women cannot travel despite emergencies if they do not have a male chaperon. With women labeled as victims, it seems that they are powerless to do anything monumental in climate change advocacies. However, here are some initiatives that women have done in terms of climate change. **2013 Warsaw Climate Change Conference** In 2013, there was a climate change conference that was held. The United Nation’s Momentum for change initiative reported the Low Smoke Stoves Project. This action delivers health and economic benefits to households in war-torn, dry, and deserted Sudan. **Women in Ghana, Guatemala, and Australia** Women leaders propelled the Ghana Bamboo Bikes Initiative. This had climate change as an advocacy and created programs that made livelihood programs for women. Women were trained to build and sell high-quality bicycles. At the same time, women farmers in Guatemala planted trees to improve techniques in farming and sequester carbon. 1 Million Women is Australia’s largest women’s environmental organization. This aims to attract one million women to obtain small steps in their daily lives to decrease their carbon footprint. **Actionable Steps** The previous programs led by women are inspirational as they have identified that there is a problem in climate change. They saw the need and created a solution. Women can also take immediate steps that can lessen the impact of climate change. 1. Women can reduce patterns of consumption that do not equate to a sustainable future. 2. Women can transfer technologies to developing countries. This will assist these nations in establishing renewable energy 3. Women can become vocal in advocating women’s rights around the world. 4. Women can lobby with government officials in strengthening international agreements on climate change with action plans for their countries. **Conclusion** Climate change truly has drastic effects in various sectors in the world. But with women at the helm of leadership, small steps taken collectively can help reverse climate change. **Categories:** Blog --- ### [The Shock of Being Assimilated To A Neophyte](https://carrhure.com/shock-assimilated-neophyte/) **Published:** April 17, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/specialist-woman-female-executive-453607/) As a professional in the business of headhunting, I have gathered extensive experiences that made my former companies proud of. I have learned the basics of the business, was mentored by superiors, and eventually became a pillar for the company. Let me share with you my experience.: In my journey as a career professional in Executive Search, I realized I can do better than being just a mere employee of the company I was with. My heart and circumstances (providence or fatality) told me I had to do more. Thus, I started my own Executive Search Company—CARRHURE. I know that there are challenges in starting one’s own company. Being a start-up, in the midst of established brands, is like a small fish competing with big fishes. However, my dreams surpassed the challenges that I had foreseen. Now that I have establishing my own personal brand with my motto, the nucleus of my values, I realize that these challenges that I had foreseen before are really that challenging. Here are some of these shocking revelations that I experienced and am experiencing in running my own personal Executive Search company. **Perceived demotion from an expert headhunter to a neophyte** When I was in my previous companies, I was considered as an expert in the field of headhunting. Clients, superiors, and even colleagues considered me as a person who performed headhunting in the best way. Their trust and confidence could be felt right through in events and career searches. However, as I established my own personal brand, this seeming trust and confidence eroded. Many cannot figure it out why I would stake my professional success into a journey filled with uncertainties. Thus, it seemed like I was demoted from an expert headhunter to a neophyte who does not know how to manage a headhunting case! **Professional skills associated with the established brands** A great headhunter has professional skills that are honed and developed as one builds through experiences. A headhunter learns how to be great in negotiation, how to listen well to both clients and candidates, improves his marketing skills, network, and learning how to read body language. These skills do not get lost when a person stops working for an established brand and starting one’s own company. However, in my journey in creating CARRHURE, clients and colleagues seemed to think that I had lost of these professional skills just because I had established my own company. Food for thoughts… **Challenge of establishing one’s own brand** Most people forget that successful companies always had a beginning. Most often than not, these companies had their own set of challenges and obstacles that hindered their success. People who understand these circumstances are the ones who can only understand or empathize with the challenge of establishing one’s own brand. Thus, a person who are not well-versed with these success stories often underestimates the mission and vision of start-up companies. **Conclusion** Establishing one’s own company is a leap of faith. There are unseen, invisible challenges that will hinder the growth of a company because people see one as a neophyte. Despite these challenges, I really enjoy empowering people, including myself. This world needs pioneer, people who start from scratch despite all the stones in my way, I always say to colleagues, friends, candidates “Be yourself “! **Categories:** Blog --- ### [Updates on Poverty Reduction in Africa](https://carrhure.com/updates-poverty-reduction-africa/) **Published:** April 21, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pixabay](https://pixabay.com/en/farmer-africa-farmland-village-2008002/) Africa is bombarded with climate change, poverty, and wars. Statistics show that one in every two persons on the continent lives in extreme poverty. The majority of the world’s population that is in extreme poverty will be found in Africa in 15 years. It is a sad fact that malnutrition kills half of the African children before reaching five years old. Moreover, 240 million people go to bed hungry every night. **Food Waste and System Inefficiencies** It is difficult to grasp these data. One can just imagine how a mother is pained every time she cannot feed her newborn baby with the proper food. Moreover, imagine a mother who works the whole day on the farm yet still goes to bed hungry because she does not have the economic resources to feed her family. Yet on the field, there are millions of tomatoes that are good and nutritious. Yet, these just rot under the sun. It is sad that 13 million Nigerians face extreme hunger and more than one million young children are affected by malnutrition. Nigeria wastes more than half of its yearly tomato harvest. This agricultural problem is not just that of Nigeria. It is the problem of Africa. Sub-Saharan Africa spends $35 billion on food imports every yea. Due to poor access to markets, inadequate storage, and poor roads, this region loses $48 billion for food that goes to waste. **Possible Solutions** Even if these information are quite alarming, there is still hope for Africa. Africa’s transition to a continent with zero poverty lies in its rich soil. Increasing crop yields by 10 percent decrease poverty by about seven percent. Optimize vital ecosystems. Achieving food security requires that research on how to increase crop yields. This means checking bees and insect pollinators that are significant for the growth of 75 percent of agricultural crops. It also means monitoring the continent’s soils and water resources. It also means sharing the technology on how to accomplish these things. If African can optimize food production by using an ecosystem-based adaptation approach, then yields can increase up to 128 percent. Use a special traditional way of farming. In West Africa, there is ‘zai.’ This ancient way of farming uses a simple technology. It includes digging a circular depression into dry soil and then this is utilized to grow seedlings. This enables crusted land into nurseries through retention of water. If this is done properly, zai has the possibility of increasing yields by up to 500 percent. Obtain important data. The [World Bank](http://www.worldbank.org/en/news/feature/2015/10/16/ending-poverty-in-a-rising-africa) states that obtaining the goal of decreasing poverty requires obtaining data. One of the most powerful ways of ending poverty is to obtain good data. **Ghana: A Case Study** Ghana was able to reduce poverty from 53% to 21% in 2012. It is only one of the few African countries that were able to meet the Millenium Development Goal of decreasing extreme poverty by half in 2015. Ghana was able to improve access to education and energy and reduced poverty and malnutrition. World Bank sees the remarkable achievements of Ghana as these are for a long-term approach. **Conclusion** Poverty has its many unwanted faces. However, poverty can be ended by doing things one step at a time. **Categories:** Blog --- ### [The Top Reasons of Unsustainable Agriculture](https://carrhure.com/top-reasons-unsustainable-agriculture/) **Published:** April 28, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/agriculture-backyard-blur-close-up-296230/) Sustainable agriculture has been defined in the last blog post of Carrhure. This blog will focus on the other side of the coin which is unsustainable agriculture. If sustainable agriculture is defined, then “as a method in agriculture that deals on how to produce food that does not destroy the environment and contributes to a community’s livelihood,” then unsustainable agriculture is the opposite of that. This blog will resonate the five top reasons of unsustainable agricultural practices and why there is a destruction of the rural environment. ***Policy failure*** One of the best reasons of unsustainable agriculture involves inappropriate or inadequate policies that include a subsidy, pricing, and tax policies that have pushed the uneconomic and excessive fertilizer and pesticide use, as well as land overexploitation. These also involve policies that favor inappropriate farming systems to the farming community. Various countries have made significant reformations of agricultural policies by creating new regulations, environmental taxes, or incentives. These include Sri Lanka and Philippines by implementing management of irrigation through water users’ groups. Kenya approached conversion of soil by catchment method. Indonesia has banned a number of pesticides. Bolivia has integrated regional agricultural and rural policies. However, none of these nations have made sustainable agriculture as their main goal in policy frameworks. ***Rural inequalities*** People who live in rural communities are well-versed when it comes to conserving the environment. However, because of extreme poverty, they have to overexploit resources in order to provide for their day to day needs. Most rural residents often till the land yet do not know how to protect the environment. This causes unwanted pressure on the land that affects crop yield. If there is insufficient crop yield, then the economic status of rural people is affected. ***Resource imbalances*** The increase in the world population will dominate those in the developing countries. The largest increase in the population would be in the poorest nations. The problem lies in that these countries are the ones who do not have the capacity to meet their basic needs or even invest in the future. ***Unsustainable technologies*** Modern technologies have improved the production of agriculture globally. However, there are some technologies that have resulted in negative effects that must be reversed and stopped. These include biological diversity loss, poor irrigation management, depletion of nutrients, land degradation brought about by erosion of water and wind, and resistance of pests to pesticides. ***Trade relations*** Because of the decrease in the raw materials’ value exported by poor countries, their governments have found ways on how to increase income by expanding production of crops as well as timber. These resulted in damages in the environment. **Conclusion** Unsustainable agriculture is never a good practice to both developing and developed countries. Five reasons are given why there is unsustainable agriculture. The fight can be won over unsustainable agriculture if governments, private companies, and individuals do their share in doing sustainable practices. **Categories:** Blog --- ### [Women and Sustainable Consumption](https://carrhure.com/women-sustainable-consumption/) **Published:** May 1, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: Pixabay Sustainable consumption is the use of resources that minimizes environmental destruction while providing people’s well-being. Women are better compared to men in terms of more sustainable consumption patterns: they produce a smaller carbon footprint. Regardless of economic status, men’s consumer patterns and lifestyles tend to be less sustainable and have a greater pattern of consumption compared to women. Thus, following the carbon footprint of women can have less environmental impact. There is a direct correlation between gender and consumption in OECD countries. Consumption of women shows that they earn less compared to men and have less purchasing power. Thus, they are prone to purchasing basic needs at a lower price. Women spend on household goods, food, and clothing. Men, on the other hand, have greater purchasing power as they earn and spend more. Men are inclined to buying more expensive goods that include electronics, cars, and houses. It is predicted that women decide around 80% of goods purchased. Men spend 80% of household income. Although women consumption is mainly concerned with the consumption of women in terms of household goods and services, what is being implied here is family consumption. Women take charge of food preparation, disposal of used items, shopping, purchasing of gifts, and others. Women buy more compared to men on consumer goods that relate to medical care, hygiene, shoes and clothing, books and school stuff. Men spend more dining out compared to women. Studies show that women are more sustainable consumers. They purchase organic food, they recycle and place a higher value on energy-efficient transport. In Sweden, single mothers dominate in terms of purchasing eco-labeled products. Women also ride in public transports compared to men. Men tend to travel in their own car. These differences in consumption patterns show the perception of men and women towards society as well as their self-identity. Studies show that young girls have greater levels of environmental concern compared to boys and have a greater sense of responsibility. Other factors influence consumer choices, including the level of income and social biases and conditions. Among these factors, gender is the main one. Women affirm their role as caretakers of their families through their choices in consumption. **What Governments Can Do** *Build on consumer preferences of women* Governments can use the preferences of women in patterns of consumption in order to promote sustainability that will be at the advantage of the society and the economy. The well-being of family members is greatly influenced by the decisions of women whenever they purchase food, medicine, clothes, education, household good, and others. The behavior of both men and women should be further understood. Women’s influence on the purchases of men when it comes to family needs requires being studied. *Initiate government programs that target women* Since women are great influencers in family consumption, government programs must be re-calibrated in order to target women consumers. Women are more vocal in terms of supporting government intervention that supports sustainable consumption. Moreover, women also practice the government’s recycling programs, support government grants, and also apply initiatives that conserve energy. *Provide financial assistance to environmental programs* Women tend to purchase sustainable products. However, these should be coupled with a lowering of taxes on these labeled goods. Energy-efficient investments must have corresponding tax incentives in order to support these consumption patterns of women. Sustainable consumption can be achieved one step at a time if women are empowered. Governments should take the necessary steps in order to promote the female sustainable consumption patterns. **Categories:** Blog --- ### [World in our Hands: The Role of Human Behavior in Climate Change](https://carrhure.com/world-hands-role-human-behavior-climate-change/) **Published:** February 26, 2018 **Author:** Auree de Carbon **Content:** \*Image Source: Pixabay You’re probably aware of the expression, “To see is to believe.” In antiquity, diverse point of views led to the division of people especially among philosophers, mathematicians, scientists and scholars. Some stood by the belief of a round Earth while some were convinced by the belief of a flat Earth. Doubts still surfaced despite some valid arguments supporting the roundness of the Earth like the curved reflected shadow of the Earth during a lunar eclipse and the varied angles of the shadow when moving from north to south. The same thing is happening right now. Unfortunately, those in power, politicians, government officials, and other prominent leaders would only accept the fact that climate change exists if there is a strong scientific evidence to support it. In the recent years, especially in [2017](http://www.businessinsider.com/worst-natural-disasters-hurricane-flood-wildfire-2017-12#a-record-breaking-typhoon-busted-the-markets-in-hong-kong-and-rammed-into-china-10), natural disasters like hurricanes, typhoons, heat waves, wildfires, tornadoes, [earthquakes, tsunamis, and volcanic activities](https://www.insurancejournal.com/news/national/2016/09/22/427286.htm) made people more conscious about the reality of climate shock and why we must take measures to mitigate (and adapt ) climate change. Its effects are quite visible: You see hundreds, thousands of homes and properties destroyed, not to mention, the number of lives lost. According to the United Nations, if no one will act, people will continue to experiment significant impacts of climate change pointing to greenhouse gas emissions from human activities as the main culprit. The global average surface temperature is predicted to increase over the 21st century with the likability of surpassing 3 degrees Celsius, even more in some areas. To address these major phenomena and its consequences on our planet, a group of over 190 countries adopted the Paris Agreement at the COP21 in Paris on December 12, 2015. Based on the agreement, all countries should work to limit the increase of global temperature below 2 degrees Celsius, and to strive for 1.5 degrees Celsius despite grave risks. The agreement’s implementation plays a crucial role in the achievement of the Sustainable Development Goals or SDGs and provides a roadmap for climate actions which aims to decrease emissions and to build climate resilience. International organizations and research centers are not the only ones who took notice. Based on a new poll conducted by apnorc.org, about 7 in 10 American respondents believed that climate change is indeed happening. The results were released last February 21, 2018, from the University of Chicago and the Associated Press-NORC Center for Public Affairs Research. In fact, they are urging the government to make changes in climate policies. Just look at how dismayed they were when they heard about their president’s opposite view about climate change. Another survey was conducted last year in the UK by Censuswide with 1,200 adult participants. According to this survey, the substantial majority of 70% agreed that temperature is rising and that greenhouse gas emissions are to blame for it. People’s awareness of the effects of climate change gave way to [zero waste lifestyle](https://www.rcbc.ca/resources/zero-waste). Companies like [Goal Zero](http://www.goalzero.com/), [Package Free](https://packagefreeshop.com/), [Bulk Market](https://www.bulkmarket.uk/) and [Zero Waste Daniel](http://zerowastedaniel.com/) are on the rise advocating for sustainable, minimalist and reduced or zero waste lifestyle as a first step in achieving this goal. Just think about it, the more we recycle, the lesser the need to produce new products. If everyone will adopt this lifestyle, there will be a lesser need for factories, which is one of the perpetrators of air and water pollution resulting to the greenhouse effect and in turn, climate change. This only shows that, although human activities are the main reason for climate change, only human behavior can significantly mitigate this problem. How is that so? For the longest time, we are focused on what we can only see or the physical climate system. If a scientist gives a talk about the dangers of the continued rise of global temperature, some people will just ask for tangible evidence backing up the scientist’s claims. We’re going back to believing by seeing. Some are skeptical, especially the some of the elite because they haven’t seen the effects yet. Now, let’s go back 13 years ago when Hurricane Katrina hit the US. Hurricane Katrina is considered as costliest and deadliest in the US history, with damages estimated at $81 billion and deaths of over 1,800 people in Florida, Louisiana, Mississippi, and Alabama. The storm’s devastation was so massive that cities are still recovering several years later. Since there are some scientific studies that show how global warming could affect storm formation, people are now aware that to avoid intense storms like Hurricane Katrina, people have to think of long-term solutions to reduce greenhouse gasses like waste reduction and segregation apart from developing contingency plans. The impacts of climate change are not limited to natural disasters. According to World Health Organization, the overall health of the human population is also at risk due to the fact that climate change affects the social and environmental determinants of health in terms of clean air, safe drinking water, sufficient food and secure shelter. WHO also predicted additional deaths of 250,000 people annually between 2030 and 2050 from diseases such as malnutrition, malaria, diarrhea and heat stress. In 3030, the direct damage costs to health (excluding costs in health-determining sectors such as agriculture and water and sanitation), is estimated to be between US$ 2-4 billion per annum. Extreme high air temperatures contribute directly to cardiovascular and respiratory diseases. In 2003, there were more than 70,000 excess deaths recorded in Europe. Allergen levels are likely to increase in extreme heat which triggers asthma affecting around 300 million people. In addition, climate change can also alter the pattern of infection. Climatic conditions will likely result in lengthened transmission seasons of vector-borne diseases and change of geographic range. For instance, snail-borne disease schistosomiasis will affect a larger area in China due to the change in climate. Climate change can also increase the transmission of deadly mosquito-related diseases like Malaria and Dengue. Although all population will experience the effects of climate change, WHO believes that some groups will be more vulnerable than others. Children and elderly people living in poor countries, coastal regions, large and over-populated cities including mountainous and Polar Regions are more exposed to its severe health effects. As a response, WHO created many policies to potentially reduce greenhouse gas emission by advocating cleaner energy systems and safe use of public transportation and active movement (e.g. cycling or walking as opposed to driving fuel-powered vehicles). Three years ago, WHO endorsed a new work plan on climate change which includes coordination with partner agencies, awareness raising, consolidation of scientific evidence and assistance to vulnerable countries. These are some examples that illustrate how the effects of climate change influence people’s point of view and how it can be used to convince people to adopt a sustainable lifestyle that will greatly improve the global temperature. Lead author, Brian Beckage, explains that to curb future climate change, people should understand the human perception of risk from climate change and the associated behavioral responses. Based on his journal entitled, “Nature Climate Change”, Beckage emphasized the importance of factoring human behavior into models of climate change. According to this study, the social and behavioral model is dynamically linked with the climate model. It means that the climate system influences the human behavior and the human behavior influences the climate system in return. *“We found out that depending on people’s behavior, productions of global temperature from the climate model alone, could be greatly reduced or greatly increased.”* Backage explained. In addition, he also said that people should shift the focus from the uncertainty in the physical climate system to the social components of the climate system which is the human behavior. We should start thinking about the best means to invest resources in the social component that are most likely to have the largest impacts on reducing future climate change. Teaching eco-friendly practices such as turning off and unplugging appliances or recycling non-biodegradable materials to children is more effective than explaining preventive climate change measures to an adult. Children are more receptive to new information and once they learn something, it will be engraved in their personality or character. Adults, on the other hand, rely on personal experiences and convincing arguments before they change their perception. So it’s safe to say that raising awareness of the effects of climate change creates a positive ripple effect. For example, we all know that unrecycled trashes are picked up by garbage trucks for open-air burning or for burying. We also know how smoke from burning materials or gases from spoilages causes [greenhouse effect](http://www.environment.gov.au/climate-change/climate-science-data/climate-science/greenhouse-effect) which will lead to climate change. According to US EPA (the United States Environmental Protection Agency), an average American produces 4.4 pounds of trash per day. Let’s say that with its population of nearly 324 million, there is 700,000 tons of garbage produced daily which is enough to fit into 60,000 garbage trucks. In 2013, the EPA estimated that Americans generated about 254 million tons of trash. That is an insane amount of garbage produced by a country. Imagine how much trash the world produces every day. Now, let’s take a look at Lauren Singer, owner of Package Free, a store that sells sustainable, green, eco-friendly, plastic-free products. She recently made [headlines](https://edition.cnn.com/2016/07/04/us/lauren-singer-zero-waste-blogger-plastic/index.html) because of her sustainable living. She started from ditching packaging to making her own products. Surprisingly, she accumulated only a jar of trash in a span of 4 years! What she did sounds absurd. But she proved one thing: nothing is impossible once people set their minds to it. If all the people in the world would follow her lead, we will have lesser trash. We will have lesser garbage to burn or to bury. We will produce lesser products. We will reduce pollution and our chances of mitigating climate change will significantly increase. Moreover, countries are now transitioning from brown (the use of coal, oil or gas to produce energy) to green economy (the use of natural resources in a sustainable way) as one of the steps to adapt and mitigate climate change. The Danish Prime Minister Lars Lokke Rasmussen is already working on positioning Denmark as a global leader in green growth. International organizations like GCF and GGGI partners with several governments and institutions to provide strategies or alternatives to typical industrial economic growth. Climate change is a reality. A safer, greener and sustainable future is in our hands. Let’s this be a reminder that everything that we do now will have a lasting effect on the environment and for generations to come. **Categories:** Blog --- ### [Rethinking How We Can Significantly Reduce Plastic Wastes](https://carrhure.com/rethinking-can-significantly-reduce-plastic-wastes/) **Published:** May 16, 2018 **Author:** Auree de Carbon **Content:** *Photo from* [*Pixabay.com*](https://pixabay.com/en/clean-environment-garbage-recycle-1223168/) Yesterday, I was watching the News in France. In an almost banal tone, the journalist was explaining that the oceans were asphyxiated by tons of plastic waste floating on the surface. Oceans form vast garbage cans gathered in the middle of the seas. In 2013, the annual global production of plastic is around 78 million tons. Only 14% are collected for recycling. The other 14% is incinerated and/or used for energy recovery. 40% of it is landfilled and the remaining 32% becomes leakage either on land or on water. A study says that, by 2050, there will be more plastic than fish in the world’s oceans.This conclusion was based on a [report](http://www3.weforum.org/docs/WEF_The_New_Plastics_Economy.pdf) by Project MainStream, a joint initiative by the World Economic Forum, Ellen MacArthur Foundation, and McKinsey & Company. At the moment, there are at least 8 million tons of plastics that go into the ocean every year. This is equal to dumping plastic wastes the size of a garbage truck PER MINUTE. If this continues with no further action, this rate will increase to TWO garbage trucks PER MINUTE in 2030 and FOUR garbage trucks PER MINUTE by 2050. In conclusion, assuming that fish stocks remain constant, it is forecasted that there will be 1,124 metric tons of plastics in the ocean and the ratio of plastics to fish will be >1:1 32 years from now. These numbers should be taken seriously. Why? Dr. Qamar Schuyler, a University of Queensland researcher, led [an international study](https://www.eurekalert.org/pub_releases/2015-09/uoq-wtf091315.php)which revealed that more than 50% of the world’s sea turtles have ingested human garbage including plastic. Plastics and other garbage are lethal to turtles because it can block the gut or pierce the gut wall which can lead to other serious problems such as chemical intoxication. Eventually, they can also die of starvation because they will feel full after swallowing plastic debris. The same is true with the marine birds. A [journal from PNAS](http://www.pnas.org/content/early/2015/08/27/1502108112/tab-figures-data) also reveals that nearly all of the world’s seabirds have eaten plastic. The studies published between 1962 and 2012, about 60% of 135 bird species have ingested plastic and an average 29 percent of individual birds had plastic fragments in their guts. [![](https://carrhure.com//wp-content/uploads/2018/05/dead-bird-3289550_1280-1024x682.jpg)](https://carrhure.com//wp-content/uploads/2018/05/dead-bird-3289550_1280.jpg)*Photo from* [*Pixabay.com*](https://pixabay.com/en/dead-bird-safety-net-spirit-network-3289550/) We are also not safe from this dilemma. Based on a [study](https://www.independent.co.uk/environment/plastic-microparticles-fish-flesh-eaten-humans-food-chain-mackerel-anchovy-mullet-a7860726.html) made by a team of scientists from Malaysia and France, they discovered a total of 36 tiny pieces of plastic like nylon, polystyrene, and polyethylene in the bodies of 120 fish (e.g. mackerel, anchovies, mullets and croakers). They added that humans are exposed to microplastics through seafood consumption which, when digested, the released chemicals can cause toxicity. These compelling facts shouldn’t be ignored. We should take every step we can to reduce plastic wastes. On the lighter note, some people are starting to realize the importance of plastic waste reduction. It’s amazing how people can creatively come up with ideas that would significantly reduce the impact of plastic wastes. Below is a compilation of ways of how we can reduce plastics. ### Eco-bricks [Ecobricks.org](https://www.ecobricks.org/) is an organization that aims to build green spaces that enrich the community and the biosphere. They encourage the use of eco-bricks to build amazing structures like rooms, houses, indoor furniture, gardens, parks, etc. An eco-brick is a plastic bottle stuffed with clean, dry non-biological waste to make a re-useable building block. This is a great alternative to cement blocks. The best thing about it is that making these blocks don’t require machines. That means the production of eco-bricks doesn’t leave any carbon print. [![](https://carrhure.com//wp-content/uploads/2018/05/Ecobricks-are-bottles-packed-with-non-biological-waste.jpg)](https://carrhure.com//wp-content/uploads/2018/05/Ecobricks-are-bottles-packed-with-non-biological-waste.jpg) *Photo by* [*Wikimedia Commons*](https://commons.wikimedia.org/wiki/File:Ecobricks-are-bottles-packed-with-non-biological-waste.jpg) If you read the success stories of its volunteers from the website, you will see that each individual from all over the globe eco bricked more than 200 to 500 grams of plastic. Ecobricking became an all-out social movement. Hundreds of thousands of people throughout South East Asia and Latin America have adopted eco bricking to take back charge of their plastic from industry and government and to keep plastic out of the biosphere. Eco-Housing [Ecodomum](http://www.ecodomum.mx/) is a company from Mexico that turns plastic wastes into affordable housing. They have the same concept as Ecobricks.org, but with a different approach. Instead of stuffing plastics into a water bottle, Ecodomum shreds plastics like soda bottles and old toys, melt them without producing harmful fumes and molds them into panels that they can use for construction. [![](https://carrhure.com//wp-content/uploads/2018/05/dom-iz-plastika-ecodomum-2.jpg)](https://carrhure.com//wp-content/uploads/2018/05/dom-iz-plastika-ecodomum-2.jpg) *Photo owned by* [*ecotechnica.com.ua*](https://ecotechnica.com.ua/arkhitektura/676-dom-iz-plastikovykh-otkhodov-ecodomum.html) A small plant converts 5.5 tons of plastic waste into building materials. According to its founder, Carlos Daniel González, a simple house uses about 80 panels which includes about two tons of plastic and can be built in about 7 days. The panels that they use are durable, impermeable and very affordable. Building a house using these panels coupled with a subsidized housing program only costs 5,000 Mexican pesos (~$280 US) for a 430 ft2 dwelling. The company has already built over five hundred of these plastic panel houses in various cities in Mexico. ### Plastic Roads [MacRebur](http://www.macrebur.com/) is a company that pelletize selected waste plastics and turn them into an enhanced asphalt road. The method was developed by an engineer named Toby McCartney together with his two friends. The idea came from his experience working in Southern India where pickers put plastic wastes into potholes, pour petrol over them and lit them up until it melts into the craters to form makeshift plastic pothole filler. After months of testing and trials, they came up with their product called MR6 which is within the British and European standards and awaits its patent. The use of their product reduces plastic waste, decreases the need for oil, and creates longer-lasting roads. [![](https://carrhure.com//wp-content/uploads/2018/05/0-1024x576.png)](https://carrhure.com//wp-content/uploads/2018/05/0.png)*Photo owned by* [*Earthdecks.net*](http://www.earthdecks.net/plastic-innovation/) McCartney has successfully persuaded two English councils to adopt their technique by using their local waste plastics in building their roads. ### DIY Plastic Recycling Machine [Precious Plastic](https://preciousplastic.com/) is an international community that works towards finding solutions to plastic pollution. Dave Hakkens, together with dozens of people in the Netherlands built the community in 2013. They share their knowledge, tools, and techniques online and for free to anyone who wants to start recycling plastics. This is how it works. They will find an ideal working space for you depending on your convenience, help you set up an efficient and recurrent collection system to get your raw materials and teach you how to shred and sort different plastics for your future projects. You can melt your shredded plastics using a machine that they will provide and convert it into different items for selling. These are all wonderful ideas to help recycle plastic wastes and prevent marine debris to accumulate at the center of gyres and on coastlines. But recycling only solves half of the problem. Going back to Project MainStream’s report, we should also think of ways to reduce the production of plastics starting from finding eco-friendly alternatives to plastic items to finding ways to reduce the use of plastic packaging. It’s true. Most of our products are housed in plastic containers or wrappers (hygiene products, food, etc.). Although there are countries that already banned the use of plastic bags in stores and other establishments and encouraged the use of eco bags, it’s still not enough. The items that they bought from, let’s say, supermarkets are still packed using plastics. Don’t get me wrong. I know that it’s impossible to eradicate the use of plastic because of the convenience that it brings. But we can still find other ways to reduce it: 1\. Using reusable cups, utensils, straws and other items instead of its plastic counterparts 2\. Using beeswax food wrap instead of cling wrap 3\. Using edible or biodegradable packaging vs plastic packaging 4\. Setting up zero-waste markets to encourage consumers to bring their own containers to fill up with items that they need. That is why zero wastes shops like [Package Free](https://packagefreeshop.com/), [Wild Minimalist](https://wildminimalist.com/), and [Litterless](https://wildminimalist.com/) are starting to grow in different parts of the world. These shops provide an avenue for environmentally-conscious people who want to take part in reducing plastic wastes. Imagine that every government in the world would adopt these amazing ideas. If the government will use plastics to build roads, build affordable housing and other infrastructures, and to encourage and fund zero-wastes shops, we helped not only ourselves but also the planet that is gradually suffocated by mountains and mountains of plastic trash. The coordination of the community, the scientists or researchers, NGOs and the government is of utmost importance in ensuring that plastics will not rule our world. We should put the pedal down and work together in making this planet a cleaner, healthier and greener place. **Categories:** Blog --- ### [Food Waste: A Problem That Shouldn't Exist, but it Does: How Our Way of Life Can Help Deal with It.](https://carrhure.com/food-waste-problem-shouldnt-exist-way-life-can-help-deal/) **Published:** May 22, 2018 **Author:** Auree de Carbon **Content:** *Photo from* [*Wikipedia Commons*](https://commons.wikimedia.org/wiki/File:42.4_kg_of_food_found_in_New_Zealand_household_rubbish_bins.jpg) Food (including water) is one of human being’s basic needs. We need to consume food to acquire the necessary nutrients that our bodies need to function well. As you can see, our bodies are like power stations. Power stations are typically fueled by gas and coal because, without it, the power station will not continue running. We can say the same thing with our bodies. Scientifically speaking, food serves as the power that our body needs to continue existing. That said, it’s unusual to hear and read news about food wastage. I mean, why would people waste something that is vital to our way of living? The fact that poverty and food insecurity is a major global concern, how can people afford to waste food? According to WFP or the World Food Programme’s statistics, 1 out of 9 people (estimated 795 million) goes to sleep without food in their stomachs. FAO or Food and Agriculture Organization’s compelling [video](https://www.youtube.com/watch?time_continue=4&v=68d-MpURBK8) reported that 1.3 billion tons of food in the world is either lost or wasted. Annually, there is an average of 95-115 kg of food waste per person in Europe and North America while there is an average of 6-11 kg of food per person in Sub-Saharan Africa, South Asia, and Southeast Asia. FAO also explained that food waste doesn’t only refer to food that is thrown out in the trash. It also refers to food that is lost during harvest, processing, and transport and to unsold food in flea markets, supermarkets, and grocery stores. On the economic point of view, how much are we really losing? Let’s take a look at the infographics: [![](https://carrhure.com//wp-content/uploads/2018/05/2-1024x404.png)](https://carrhure.com//wp-content/uploads/2018/05/2.png) The food waste in the US is equal to 1.3% of its GDP (218 billion USD). All that money wasted on food could have been used to other social needs like housing, education, and healthcare. Safe, clean and nutritious food that is lost during production, discarded because it reached its buy-before-date and wasted due to unwise food practices could have fed **2 billion people** or **more than double the number of undernourished people** in the world. It is also important to note that this also has negative environmental impacts. FAO noted that food loss and waste are said to be responsible for about **8% of global greenhouse gas emissions**. A [video](https://www.youtube.com/watch?v=6RlxySFrkIM) made by Vox in partnership with ClimateLab which was hosted by Emmy-nominated conservation scientist Dr. M. Sanjayan compared greenhouse emissions from food wastes to a country. Surprisingly, food loss and waste is the **3rd largest emitter of greenhouse gasses** next to China and the United States. For these reasons, FAO partnered with United Nations Environment Programme (UNEP) and other private sector companies and civil societies to create an initiative called “[Save Food](http://www.save-food.org/)”. This initiative introduces a holistic approach to minimizing food loss and waste. One of their main goals is to combat people’s “throwaway” mindset and raise people’s awareness of and respect for food. The good news is, apart from NGOs like FAO, UNDP, WFP, etc., other people are starting to take action to address this problem. For instance, a group of celebrity chefs in London formed “[Felix Project](http://thefelixproject.org/)”. This is a project where chefs will drive across the city in search of surplus food that is supposed to be thrown out and turn them into healthy meals to feed the most vulnerable people in their society. They have delivered more than a million meals yearly, and their operations are still growing. Since its inception, they currently work with more than 120 charities and 90 suppliers. A famous Milan-based chef named, [Mossimo Bottura, opened a 5-star restaurant called “Refettorio Ambrosiano”](http://www.collective-evolution.com/2018/02/20/world-renowned-chef-opens-5-star-restaurant-to-feed-the-homeless-fight-food-waste/) back in 2015 to gather donated unsold food from supermarkets and to invite volunteers (mostly chefs) to cook gourmet meals for the poor and the hungry. So far, the restaurant has served over 16,000 meals, and saved as much as 25 tons of food surplus from the landfills! Most of the time, the so-called “ugly food” are either thrown out or used as animal feed. A catering company from Germany called “[Culinary Misfits](http://www.culinarymisfits.de/misfits/)” is collecting rejected fruits and vegetables which are often discolored or misshapen but are still edible from supermarkets and incorporate it into their organic dishes. Now, these initiatives only address food that is still good for consumption. How about leftover food? How can we reduce the number of inedible food in the landfill? In 2007, [The Dickinson College Farm](http://www2.dickinson.edu/storg/sisa/campus.html) was awarded a 93,000 USD DEP Composting Infrastructure Grant to significantly increase their efforts to carefully collect and manage food waste and convert it into organic fertilizers. The idea dates back to 2002 where the school garden receives approximately 50 pounds of salad scraps from the cafeteria daily. Three years later, the composting initiative became campus-wide and there were rainbow colored bins placed in the dining hall where students can scrape off leftovers from their plates to the trash bin. As of now, their efforts earned them a place as one of the top-ranking US colleges committed to campus-based composting initiatives. On the other hand, [Homebiogas](https://homebiogas.com/) has the same concept as the folks from The Dickinson College Farm, but their approach is more advanced and economical. They developed a backyard machine that converts food scraps and even animal wastes into cooking gas, liquid fertilizer, and a gas lamp. If these people can make a tremendous impact in reducing food wastage, so are we. We can make a difference in our own simple way and if we don’t know how, we can follow an action plan that is laid out in an [article](https://greatist.com/health/how-to-ways-reduce-food-waste) by Laura Newcomer of Greatist. You can see a summary of the action plan below: 1. Plan your meals and grocery list realistically 2. Shop only what you need and avoid impulse buys 3. Buy “unpretty” yet edible and nutritious produce 4. Cook leftover food into a new meal 5. List down and monitor your stock and practice FIFO or First in and first out 6. Store your food better to avoid spoilage 7. Donate your unspoiled leftover food to the people in need and donate your spoiled food to composting sites OR 8. Compost inedible food and turn it into fertilizer for your own garden. These stories proved how important it is to be conscious of our way of living and how it greatly affects ourselves, our families, our communities and the rest of the world. By thinking of ingenious ways to reduce food waste not only addresses poverty and hunger, but also climate change and economic growth. There are 3 possible ways to solve food waste according to Forbes and I totally agree with it. One is to influence consumer behavior by providing them with accurate information about how unsmart food practices affect food wastage. Second is to implement strong, sensible and realistic food policies and standards that should be strictly followed by everyone. And lastly, support local and local organizations and companies who develop innovative technologies that can provide large-scale and long terms solutions to the food loss and waste problems. If all of us would follow these steps rigorously and simultaneously, we would, undoubtedly, see incredible results in the years to come and this problem, that is not supposed to be a problem, will be eradicated with the help of each one of us. **Categories:** Blog --- ### [Sustainable Agriculture---An Overview](https://carrhure.com/sustainable-agriculture-overview/) **Published:** April 24, 2017 **Author:** Auree de Carbon **Content:** \*Image Source: [Pexels](https://www.pexels.com/photo/scenic-view-of-rice-paddy-247599/) Sustainable agriculture is simply defined as a method in agriculture that deals on how to produce food that does not destroy the environment and contributes to a community’s livelihood. This simple definition encompasses a broader concept that shows agriculture must balance the goals of the environment, community, and production. **The Elements of Sustainable Agriculture** There are three elements of sustainable agriculture. These include the economic part, environmental component, and the social element. These three are separate from each other. However, these goals overlap, influence, and impact each other. *Economic Profitability*** A farm must be economically feasible to be called sustainable. The benefits of social and environmental impacts of sustainable methods of production do not instantly give immediate economic gratification. Practicing sound sustainable agricultural methods can bring great profit on a farm. A good economic practice is to diversify the farm with different crops in order to lessen the risk of financial losses. Improving the quality of soil and water as well as other environmental benefits obtained from sustainable practices may increase the land value of the farm. Transportation costs can be reduced if farmers sell products directly to local markets. Despite the lower price value of sustainably grown produce compared to certified organic products, farmers can still obtain added value if they sell directly to specialty markets and individuals. ***Environmental Stewardship*** Sustainable agriculture is directly affected by environmental concerns. Sustainable agriculture is defined as ecologically sound practices that have zero to little adverse effect on natural ecosystems. In addition to that, sustainable agriculture targets having a positive impact on wildlife and natural resources. This implies doing practices that are meant to reverse the damage of soil erosion. Sustainable systems protect and recycle renewable natural resources. Sustainable agriculture also means taking care of non-renewable resources that include fossil fuels. A healthy soil is a central factor in order to have a sustainable production. The main theme that agricultural practices have is “feed the soil and the soil feeds the crop.” This implies that soil fertility is given by sufficient soil organic matter and biologically based inputs that give nutrients to soil organisms, which in return provides nutrients to plants. Soil fertility and soil health can be enhanced by the use of green manure, the use of nitrogen-fixing legumes, and eliminating tillage. ***Social Responsibility*** Social sustainability involves the quality of life of those who live and work on the farm, as well as those who live nearby. Practicing humane treatment of farm laborers, great customer interaction, healthy farm member relationships, and deciding to buy supplies locally are some the factors considered in social sustainability. A sustainable farm can impact its local community by having cooperatives, farmers markets, and on-farm events. This shows the symbiotic relationship between the farm and the community. **Conclusion** Three goals summarize sustainable agriculture and these are economic profitability, environmental stewardship, and social responsibility. It is quite complex and complicated on how to reach these goals. It is possible that one farm’s sustainable practice might not be applicable to another. Despite these differences, sustainable agriculture can be achieved one step at a time if local communities do their part. **Categories:** Blog --- ### [AGRICULTURE, FOOD AND NUTRITION](https://carrhure.com/agriculture-food-and-nutrition/) **Published:** March 2, 2020 **Author:** Auree de Carbon **Content:** ### [124 Food and Agriculture Organizations to Watch in 2024!](https://foodtank.com/news/2023/12/food-and-agriculture-orgs-to-watch/) As we head into the new year, here are 124 organizations to follow, engage with, and support in 2024. ### [What do we know about the future of agri-food systems in Central and West Asia and North Africa (CWANA)?](https://philanthropynewsdigest.org/news/other-sources/article/?id=14470179&title=What-do-we-know-about-the-future-of-agri-food-systems-in-Central-and-West-Asia-and-North-Africa-(CWANA)?) Food, land, and water systems face daunting challenges in the future, and the body of research exploring these challenges is growing rapidly. ### [The status of employment for women in agrifood systems](https://www.kismfoodmarkets.org/node/2585) Agrifood systems are a major source of employment worldwide. Yet women working within agrifood systems in low-income countries are more likely to have irregular, informal, and less well-paid jobs compared to men, and experience less favourable working conditions. Closing gender gaps is critically needed to create more sustainable and inclusive agrifood systems. ### [What job can I get with a degree in Agricultural Science?](https://www.murdoch.edu.au/news/articles/what-job-can-i-get-with-a-degree-in-agricultural-science) When you step into the world of agriculture, you’ll join a field that fundamentally changed civilisation in every way. The shift from hunter-gatherer to farming societies was a pivotal development which some experts have declared is up there with the discovery of fire and walking on two legs. ### [9 Popular Agricultural Careers That Are Worth Pursuing](https://in.indeed.com/career-advice/finding-a-job/agricultural-careers) Agriculture is a vast subject and professionals in this field can work in a variety of sectors like sales, administration, engineering, research or manual labour. A career in agriculture may involve planning, manufacturing, marketing and selling agricultural products. ### [14 Careers in Nutrition and Food Science (With FAQs)](https://www.indeed.com/career-advice/finding-a-job/careers-in-nutrition) Nutrition is the branch of food science that addresses the essential nutrients that aid human survival. A career in nutrition provides the opportunity to educate people about healthy eating habits and teach them alternative ways to manage their health issues using nutritional food. Learning about careers in nutrition can help you make a more informed decision about your career path. ### [Let’s Start the Conversation! How to Attract Gen Y and Gen Z into the Agriculture Industry](https://www.agritalent.com.au/how-to-attract-gen-y-and-gen-z-into-the-agriculture-industry) If your agribusiness is looking to recruit Gen Y or Gen Z candidates, presenting a well-defined career path has become a crucial factor in securing the best talent. ### [Attract and Retain the Right Staff – Putting Culture into Agriculture](https://www.linkedin.com/pulse/attract-retain-right-staff-putting-culture-jie-spence/) With its challenging work, isolated locations and difficulty competing with the compensation offered in the cities – agriculture continues to struggle to attract and retain talent. While some farms and businesses flourish with dedicated teams and a surplus of skilled individuals, most grapple with a personnel and resources shortage. ### [7 Reasons to Consider Agribusiness as your Career](https://blog.upes.ac.in/7-reasons-to-consider-agribusiness-as-your-career/) Agribusiness is not just about farming. It is a diverse and dynamic field that combines agriculture, innovation, and entrepreneurship. Agribusiness can help solve global challenges and create job opportunities. Learn more about what defines agribusiness in this article. #Agribusiness #Agriculture #Innovation ### [Global Agritourism Market Size, Industry Trends, Share, Growth, Opportunity, and Forecast 2023-2028](https://www.linkedin.com/pulse/global-agritourism-market-size-industry-trends-share-growth-howard/) Agritourism is a growing trend in the tourism industry, as tourists seek to experience sustainable farming and organic foods. The global agritourism market is expected to reach USD 98.37 billion by 2026, driven by environmental awareness and government support. #Agritourism #SustainableFarming ### [How do you attract and retain niche talent in agriculture?](https://www.linkedin.com/advice/0/how-do-you-attract-retain-niche-talent-1f#:~:text=How%20do%20you%20attract%20and%20retain%20niche%20talent,flexible%20benefits%20...%205%20Build%20long-term%20relationships%20) Overcoming the challenge of acquiring specialized talent is crucial in the agricultural industry, where skilled professionals are in high demand but limited supply. Discover effective strategies for attracting and retaining these valuable candidates for your agricultural business. #Agriculture #TalentAcquisition #SpecializedProfessionals ### [Transforming Agriculture: Unleashing the Potential of Women Agriculturalists](https://foodtank.com/news/2023/05/transforming-agriculture-unleashing-the-potential-of-women-agriculturalists/) Meet Mercedes Diane Griffin Forbes, a consultant and founder who empowers women in agriculture and promotes gender equity. Hear how she works with communities to value women’s work and create policies that support them. #FoodTalk #WomenInAg #GenderEquity ### [Role of HR in an Agribusiness Expansion](https://smallbusiness.chron.com/role-hr-agribusiness-expansion-16603.html) Agribusiness includes technical & labor-intensive activities that are required to optimize production. Agribusiness expansion, therefore, requires HR departments to conduct proper planning of workforce requirements in all sectors of crop and livestock production. ### [Here’s how to improve conditions for farmworkers](https://www.timesunion.com/opinion/article/commentary-improve-conditions-farmworkers-17849570.php) It’s crucial for farms to care for their staff. This goes a long way in attracting & keeping good employees. While there are great examples, some farms need to do better, & make great strides in establishing programs aimed at improving farm experience & working conditions. ### [Top Careers in Agriculture](https://www.topuniversities.com/student-info/careers-advice/top-careers-agriculture) There’s more to a career in agriculture than just being a farmer (although, of course, that is also a very viable career option for those looking to get into the field). ### [Choosing a Career in Agriculture: Benefits, Tips and Career Paths](https://blog.aghires.com/choosing-a-career-in-agriculture) As a multi-billion dollar industry, it’s shocking to know how many job seekers are unaware of the incredible, high-paying opportunities agriculture has to offer. It’s an industry that is constantly evolving and consistently in desperate need of new talent. Ag careers provide job security, competitive pay rates, and the chance to really have an impact on your community. ### [7 Jobs in Food Security](https://www.learnhowtobecome.org/career-resource-center/7-jobs-in-food-security/) According to Feeding America, 42 million Americans, including 13 million children, may experience food insecurity in 2021 — that’s a 20% increase from 2019. There are many ways to help out in your community as a volunteer, but what if you want to dedicate your career to promoting food security? ### [Top Agriculture Careers for 2023](https://agricdemy.com/post/top-agriculture-careers) The future of food and agriculture faces uncertainties that can serve as a platform for successful agriculture careers. Some of the uncertainties faced by agriculture revolve around different factors, including population growth, dietary choices, technological progress, income distribution, the state of natural resources, climate change, the sustainability of peace etc. ### [Generation Z: What they want in the workplace and how it affects farming](https://www.fginsight.com/thisisagriculture/generation-z-what-they-want-in-the-workplace-and-how-it-affects-farming-77405) Find out about cultural shifts in the workplace and why the agriculture industry must understand the needs of ‘Generation Z’ if it is to prosper in the future. ### [Addressing labour challenges in agriculture with foreign recruits](https://www.mltaikins.com/agriculture-food/addressing-labour-challenges-in-agriculture-with-foreign-recruits/) One of the bigger issues facing the agriculture sector is the limited labour pool in Canada. Many employers who are looking for workers from outside of Canada to fill job vacancies will be pleased to hear the federal government is ramping up its immigration efforts. While these new immigration targets will come as welcome news to many in the agriculture sector, the process of bringing skilled workers into the country can be time-consuming and complicated. Here is a brief overview of issues to be aware of if you are looking to hire foreign recruits. ### [Enhancing Human Resource Development in Agriculture: Imperatives for Regional Food and Nutrition Security](https://www.searca.org/projects/research/enhancing-human-resource-development-agriculture-imperatives-regional-food-nutrition-security) Trends in Agric. HR indicate a declining number of enrollment & graduation in agric. & related fields. This pattern is alarming as it presents concern over the possible future gap in HR requirements for agriculture & rural dv’t particularly in ensuring food & nutrition security. ### [Hiring Challenges in Agriculture: Farms Adapt to Worker Shortage](https://www.lancasterfarming.com/farming-news/news/hiring-challenges-in-agriculture-farms-adapt-to-worker-shortage/article_a980004a-c96d-508e-9135-710d8969bd02.html) Farmers’ long-running struggle to find enough workers has gotten even more difficult as the economy recovers from the pandemic. ### [5 Ag Career Trends You Need to Consider in 2023](https://www.porkbusiness.com/news/industry/5-ag-career-trends-you-need-consider-2023) There is no time like the start of a new year to take a pulse on your company’s compensation and human resources (HR) practices to see if they are in line with the outlook and trends for 2023. Here are five things to consider. ### [5 key trends in the ag workforce](https://www.farmprogress.com/commentary/5-key-trends-ag-workforce) With all of the workplace and life disruptions over the last few years, it’s important to update and review data to ensure that organizations are improving hiring and people management efforts to remain competitive. Here is AgCareers.com annual survey in agriculture and food organizations to uncover the latest in human resource trends. ### [Young and inexperienced workers in non-agricultural jobs](https://www.mylosscontrolservices.com/learning-center/articles/young-and-inexperienced-workers-in-non-agricultural-jobs) Due to a worker shortage, employers may be considering hiring minors. When hiring young workers, it is important to consider wage and hour rules set by regulators and ensure that the workers have the knowledge, skills, and ability to work safely. ### [AGRICULTURAL SPECIALIST SKILLS FOR YOUR RESUME AND CAREER](https://www.zippia.com/agricultural-specialist-jobs/skills/) 14.8% of agricultural specialist resumes contained commodities as a skill. Let’s find out what skills an agricultural specialist actually needs in order to be successful in the workplace. ### [Top Careers in Agriculture](https://www.topuniversities.com/student-info/careers-advice/top-careers-agriculture) There’s more to a career in agriculture than just being a farmer. So, if you’re looking to work in agriculture, but don’t know what careers are available to you, here are the top careers in agriculture today, and the skills you need to succeed in these roles. ### [Infrastructure and human resources pose challenges to the agriculture sector](https://en.antaranews.com/news/215853/infrastructure-human-resources-pose-challenges-to-agriculture-sector) “Aging agricultural human resources had limited access to information, market potential, and funding.” Jarot Indarto, National Development Planning Agency’s (Bappenas’) policy analyst, stated. This article will explain why Mr. Indarto thinks that the current infrastructure problem causes issues in improving agricultural productivity. ### [Technology Holds Key to Agriculture’s Aging Problem](https://www.precisionfarmingdealer.com/articles/5039-technology-holds-key-to-agricultures-aging-problem) Technology attracts younger generations to farming as average age of American farmer is nearly 60. Faced with climate change, a demographic crisis and a growing population, farmers are investing in precision technologies to keep agriculture alive — and they’re attracting a fresh generation of talent in the process. ### [Tips to Build a Career as an Agricultural Engineer](https://www.agrifj.co.uk/blog/2022/07/tips-to-build-a-career-as-an-agricultural-engineer?source=google.com) Training as an agricultural engineer can become one of the best decisions you make in your life, as it will open the doors to endless opportunities for self-improvement and economic independence. Graduating in this career can give you many job options, since the increase in the population generates a greater demand for experts in the branch of agricultural engineering. If you have decided to study this profession, carefully read the tips we will share in this article. ### [How to Improve Gender Equality in Agriculture](https://www.iisd.org/publications/brief/how-improve-gender-equality-agriculture-investment-agriculture-policy-brief-5) In this policy brief, we explore how global standards and guidelines contribute to gender equality and women’s empowerment, and whether more can be done through these instruments to improve the situation of women in agriculture. ### [Agriculture’s Talent Pool Needs to Reach Beyond Farms](https://blog.familyfarmsgroup.com/attracting-and-retaining-the-right-talent-for-your-farming-operation) Is agriculture so different from other fields that you can’t ever understand it without being raised by a farmer? Can we afford to exclude the talent, ideas, & perspectives of those not agriculturally minded from birth & still remain a competitive modern industry? Let’s find out. ### [Attracting And Retaining The Right Talent For Your Farming Operation](https://blog.familyfarmsgroup.com/attracting-and-retaining-the-right-talent-for-your-farming-operation) Is your farm consistently looking for new hires season after season? If it is, it’s time to rethink your recruitment & retention strategies as farmers from the older generations are retiring, & the younger ones are looking toward other industries. ### [Top 10 Soft Skills for Agriculture](https://www.farmcreditofvirginias.com/knowledge-center/blog/top-10-soft-skills-agriculture) When we talk about careers in agriculture, we often think about the technical skills. These are important, for sure! What people are beginning to discuss that is just as important are soft skills. So what are they & what does that mean in relation to getting a job in agriculture? ### [What Is Driving the Great Resignation in Agribusiness?](https://www.croplife.com/management/what-is-driving-the-great-resignation-in-agribusiness/) With employee resignation happening at its highest rate in over 20 years, it’s easy to think that wages play a part in retention. That is no doubt a component, but it’s not as big a part as you might expect. The resurgence of COVID-19 and its impact on a worker’s priorities are also key factors to be considered. ### [Claiming a seat at the table: Recruiting success in food & agribusiness](https://www.kellogg.northwestern.edu/news/blog/2022/01/26/recruiting-success-food-agribusiness.aspx) CMC Go To Market’s new content series focuses on recruiting in niche or non-traditional industries. We’re covering food and agribusiness. ### [Second careers in sustainable agriculture](https://www.canr.msu.edu/news/second-careers-in-sustainable-agriculture) Even as the average age of farmers steadily increases, there is a common belief that beginning farmers will be young farmers. But many retirees & career-shifters are starting farms in their 40s-60s. Here are some examples of learning opportunities for new & second-career farmers. ### [Choosing a Career in Agriculture: Benefits, Tips and Career Paths](https://blog.aghires.com/choosing-a-career-in-agriculture) Agriculture can offer incredible, high-paying opportunities that has an impact not only on job seekers but also the community. With the population rising at faster rates, agriculture careers are becoming increasingly more important. Here’s why. ### [The role of the common agricultural policy in contributing to jobs and growth in EU’s rural areas and the impact of employment on shaping rural development: Evidence from the Baltic States](https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0262673) Changes in the natural environment are becoming more noticeable in the EU and farmers have to deal with the consequences. The task of the Common Ag Policy is to counteract the negative economic effects caused mainly by changes in the natural environment. Click here to learn more. ### [5 Strategies to Make Your Farm A Talent Magnet](https://www.agweb.com/news/business/succession-planning/5-strategies-make-your-farm-talent-magnet) The agriculture sector faces a challenge right now – hiring & retaining employees. There are many factors at play that drives the ag employees to leave. If you feel like your management strategies aren’t working anymore, here are 5 strategies to make your farm a talent magnet. ### [Your Farm’s Biggest Challenge: Competing for Talent](https://www.farmprogress.com/commentary/your-farms-biggest-challenge-competing-talent) Agricultural employers across the US report that competition for talent is fierce. ‘Competition for talent’ was noted as the top reason employers plan to do more student and new graduate recruitment in 2022. Click here to read more. ### [8 Reasons Why Agriculture is a Great Industry to Work in!](https://www.agrirs.co.uk/blog/2018/01/8-reasons-why-agriculture-is-a-great-industry-to-work-in) When people think about agriculture, they tend to think about farmers, tending the fields, looking after crops or livestock. Some may be thinking they don’t want to be a farmer, but think again. Here are 8 reasons why agriculture is a great sector to work in. ### [The UK’s Farming Prospects for 2021–2022](https://www.agrirs.co.uk/blog/2021/12/uks-farming-prospects-for-2021-2022) The UK farming & agriculture industries have always played a prominent role in the country’s economy. However, the recent years have been tougher. These circumstances have all been central to defining how the industry will fare in the coming year. Click here to learn more. ### [Top 10 High Paying Jobs in Agriculture For 2022 With Salary Upto Rs 4,62,383](https://krishijagran.com/blog/top-10-high-paying-jobs-in-agriculture-for-2022-with-salary-upto-rs-4-62-383/) Agriculture is a versatile field that offers many job opportunities. The best thing is that these agriculture jobs not only provide a good salary but many other benefits to the employees. If you also pursuing a career in agriculture then you must definitely read this article. ### [How to Win When Labor is Short: Start Recruiting Now to Avoid Farm Labor Shortage During Planting Season](https://www.dtnpf.com/agriculture/web/ag/news/business-inputs/article/2021/11/01/start-recruiting-now-avoid-farm) Labor shortages are abundant this year. Farms in need of employees struggle to even get someone in the door. Many have found themselves short on labor this season & are looking at another tight situation come next season. Here are ways to get ahead of your labor needs. ### [5 Ways to Create a More Diverse and Inclusive Work Environment (in Agriculture)](https://seedworld.com/5-ways-to-create-a-more-diverse-and-inclusive-work-environment/) The agriculture industry is making strides toward including more diversity in terms of age, gender and ethnicity. In the current recruiting environment, however, it’s not without its challenges. Here are key learning points in having more diversity in the ag industry. ### [Modern farming is as much about data as digging. Here are 3 emerging agricultural skills](https://www.weforum.org/agenda/2021/06/farming-data-new-agricultural-job-skills/) Emerging technologies are changing the role of farmers, agronomists and agricultural intermediaries. Every job in farming will require some reskilling in the coming decade. As the human-robot relationship is defined, data analysis skills will be particularly important. ### [How COVID-19 Has Impacted the Recruitment Process in Agriculture](https://www.croplife.com/management/employees/how-covid-19-has-impacted-the-recruitment-process-in-agriculture/) Although pandemic-related challenges are starting to taper off, recruiting continues to grow in complexity. Finding and recruiting candidates is no small task. Here are a few ways that companies have been effective in recruiting during these uncertain times. ### [Agriculture Executive Recruiting: An Efficient Way Of Recruitment](https://gogreengoddess.com/agriculture-executive-recruiting-an-efficient-way-of-recruitment/) Every organization discovers an effective 3rd party that has the capability of supporting them to find the right people for their field, including agriculture. Click here to know why executive recruiting is an efficient way of recruitment. ### [Employee Development in Agribusiness](http://the-herdbook.com/2020/11/23/employee-development-in-agribusiness/) Employees want to be valued. But much of the workforce doesn’t feel their superiors are necessarily doing that. A survey said that opportunities for learning & development is the most important job benefit to millennials. How do we feel we’re stacking up? Read here to find out.” ### [10 Basic Hiring Tips for Agriculture Recruiting](https://www.myfcsfinancial.com/news/10-basic-hiring-tips-for-agriculture-recruiting) The hiring process is pivotal in running a successful agribusiness, and, at some point, you will have to do some recruiting. In order to connect with the most qualified candidates, you have to strategize. Here are tips when hiring for agriculture. ### [Importance of Human Resources to the Food Industry](https://smallbusiness.chron.com/hr-issues-hospitality-46811.html) HR personnel are charged w/ legally, fairly & effectively managing employees to enable your company to realize a solid return on its investment in its workers. The extent to which this outcome is successful in the food industry depends on the experience & skill of your HR staff. ### [Competition, Recruiting, Retention Remain Top Ag Workforce Challenges](https://www.farmprogress.com/commentary/competition-recruiting-retention-remain-top-ag-workforce-challenges) Competition for talent & recruiting difficulties of hourly, skilled staff remained the biggest challenges for farms and ag businesses, based on the latest survey. While 2020 was full of changes because of COVID, ag employers noted 5 matters were still more concerning than COVID. ### [Top 10 Soft Skills for a Career in Agriculture](https://www.farmcreditofvirginias.com/knowledge-center/blog/top-10-soft-skills-career-agriculture) When we talk about careers in agriculture, we often think about the technical skills, experience, and know-how for a particular ag sector. These are important, but we should also learn soft skills. So, what are soft skills and why is it important in your agricultural career? ### [Digital Innovations Spark Bright Futures in Aquatic Food Systems for Youth](https://www.worldfishcenter.org/blog/digital-innovations-spark-bright-futures-aquatic-food-systems-youth) WorldFish’s Resilient Small-Scale Fisheries Research Analyst, Joctan Dos Reis Lopes, answers questions on the role of digital innovations in transforming aquatic food systems to be more equitable, inclusive, and accessible to young people in the Pacific. Read on to know more. ### [12 Careers in Agriculture To Explore](https://www.indeed.com/career-advice/finding-a-job/careers-in-agriculture) Agriculture careers are professionals paths related to farming, cultivation and animal husbandry. These career paths involve everything from growing crops and nurturing the soil to raising livestock like cattle, pigs and chickens. Careers in agriculture also incorporate manufacturing, marketing and selling the products that result from crops and livestock as well as providing support and assistance throughout the field. Read on to know more. ### [HR Challenges? Your farm is not alone](https://www.farmprogress.com/human-resources/hr-challenges-your-farm-not-alone) Don’t worry, you aren’t the only farm with human resources concerns. Every organization has common challenges, from hiring the right people, to keeping them happy. However, some industries are inundated with their own unique set of concerns. Read on to know more. ### [Benefits of Hiring Outside of the Agriculture Industry](https://blog.aghires.com/benefits-of-hiring-outside-of-the-agriculture) Consider thinking out of the box when it comes to agriculture recruiting! It makes sense that when you’re in agriculture and looking to fill a spot on your team, your first thought is to hire someone already in the agriculture industry. In fact, you might even prefer it. Read on to know more. ### [Top 10 Highest-Paying Careers in Agriculture](https://www.careeraddict.com/agriculture-jobs) Gone are the days when careers in agriculture only meant toiling under the sun while waiting for your crops to grow. Nowadays, the field has advanced in so many ways that numerous opportunities have sprouted over time, giving young people plenty of options to pick from. Read on to know more. ### [How to find, retain and develop the best farm employees](https://www.fcc-fac.ca/en/knowledge/find-retain-develop-farm-employees.html) Successful companies hire and retain good employees, and it’s not just money that keeps staff from looking elsewhere. Work environment, personal fulfillment, benefits, opportunity for advancement, ongoing learning and professional development are factors at play. Read on to know more. ### [How to build an effective farm employee review system](https://www.farmprogress.com/cotton/how-build-effective-farm-employee-review-system) As farms add more employees, the value of measuring performance becomes more important and should support the goals and expectations of the organization. It should encourage improvement and professional growth. Read on to know more. ### [Employing farm workers: what you need to know](https://www.daslaw.co.uk/blog/employing-farm-workers-what-you-need-to-know) Be it the local paper, a farming trade magazine or a specialist recruitment website, farmers need to be very careful when phrasing job adverts to ensure they cannot be construed as discriminatory under equality and human rights guidelines. Read on to know more. ### [How Did the Pandemic Affect HR Practices in Agriculture?](https://www.porkbusiness.com/news/industry/how-did-pandemic-affect-hr-practices-agriculture) Staffing, competition, culture and flexibility were important considerations for agricultural organizations in 2020. The pandemic impacted almost all aspects of daily work life across the country. Read on to know more. ### [Getting into the Field: Labour Issues in Agriculture](https://www.cfa-fca.ca/getting-into-the-field-labour-issues-in-agriculture/) Like any industry, agriculture requires an adequate workforce to keep operations going. Farmers continue to identify chronic and critical labour shortages as one of the most pressing risks facing Canadian agriculture and a major constraint on both agricultural growth and global competitiveness. Agriculture is complex industry that faces unique workforce challenges due to rural depopulation and seasonal production of highly perishable products. Read on to know more. ### [Farm Workforce Modernization Act](https://www.unitedfresh.org/workforce/) For years, the produce industry and the agriculture sector partners have made an overwhelming case for legislation to reform the immigration system and help build a legal and reliable workforce. With the introduction of the bipartisan 2021 Farm Workforce Modernization Act in the US House of Representatives, Americans are one step closer to getting the reforms the fresh produce industry has needed for decades. Read on to know more. ### [COVID-19 and Its Impact on Talent Management in Agribusiness](https://www.croplife.com/management/employees/covid-19-and-its-impact-on-talent-management-in-agribusiness/) As we look with a positive outlook into 2021, we need to be aware that, while the impact of the pandemic on our health may decline throughout the year, the requirements for how we manage our talent may remain significantly different than how you approached this aspect of your business pre-COVID-19. Click here to learn about the principles you need to apply, and the pitfalls you should avoid when enhancing your talent processes. ### [What is the future of work in agri-food?](https://www.brookings.edu/blog/future-development/2020/12/11/what-is-the-future-of-work-in-agri-food/) Agricultural automation is advancing rapidly, especially in developed countries; localization of food production is reducing access to external markets for developing countries, and anti-migrant sentiments are flying high. COVID-19 reinforces these trends of digitization and deglobalization. Furthermore, employment in agri-food historically declines as countries develop. So, what will be the role of agri-food in the future of work? Read on to know more. ### [Farmer Ex Machina: Is digital agriculture the beginning of the end of agricultural employment?](https://blogs.worldbank.org/jobs/farmer-ex-machina-digital-agriculture-beginning-end-agricultural-employment) The demise of humanity at the hands of machines has long been a preoccupation of science fiction writers, but a more pressing worry has been robots putting humans out of work. As digital technologies help farmers gain productivity around the globe, how will jobs be affected? Click here to know more. ### [Farmers of the Future: Addressing the skills gaps in agriculture](https://www.shell.com/business-customers/lubricants-for-business/sector-expertise/lubricants-for-agriculture/farmers-of-the-future-addressing-the-skills-gap-in-agriculture.html) Investing in maintenance & lubrication skills is key to ensuring the success of agricultural operations for future generations of farmers. Employing the right staff is one of the biggest problems currently facing farmers. Here’s how employers address the skills gap in agriculture to safeguard a future farming generation. ### [Train to Retain Precision Talent: Mentor, Don’t Mandate](https://www.farm-equipment.com/articles/17051-train-to-retain-precision-talent-mentor-dont-mandate) Says one precision manager, “Everyone wants the rock star right away, but inevitably, you are going to start with rookies who need to be trained and developed.” Finding and retaining precision farming talent has long been a challenge for equipment dealers, with many looking to expand or evolve the scope of their business. ### [Supporting the Women in Food and Agriculture campaign 2019 ](https://www.wfasummit.com/the-pool-of-women-talent-is-bigger-than-that-of-males-and-you-know-were-still-not-tapping-into-that-says-william-mcclain-vice-president-human-resources-europe-middle-ea/) William McClain, the VP HR in Europe, Middle East, Africa, and Asia for Bunge said, “The pool of women talent is bigger than that of males and we’re still not tapping into that” More than ever, the industry is craving qualified, passionate and determined individuals to guide the industry into its next phase through innovation and ingenuity. With women representing only 22 percent of board seats for Fortune 500 companies—there remains untapped potential. ### [How Technology Is Transforming the Farming Workforce and Why It Matters During a Global Pandemic](https://www.precisionag.com/digital-farming/how-technology-is-transforming-the-farming-workforce-and-why-it-matters-during-a-global-pandemic/) Like virtually every sector of the global economy, the agricultural sector finds itself battered by the global coronavirus pandemic, made especially acute by labor shortages triggered by the crisis amid the critical emergence season. To react to the immediate global health crisis and adapt to these ongoing developments while still meeting the rising demand for food, agriculture must find innovative ways of boosting yields and attracting new workers to the industry. ### [10 Recruitment Tips for your Farm](https://www.farmprogress.com/human-resources/10-recruitment-tips-your-farm) No doubt you have many priorities vying for your attention during the fall season, especially harvest. When you’re feeling overworked and overwhelmed it’s easy to lose a bit of the etiquette in the recruiting and hiring process. However, you still need appropriate staffing for your operation. Here are tips on recruitment etiquette. These ideas work no matter what time of year you’re looking to hire. ### [Role of HR in an Agribusiness Expansion](https://smallbusiness.chron.com/role-hr-agribusiness-expansion-16603.html) The role of human resources in agribusiness expansion is focused on recruiting and managing a staff composed of highly specialized professionals, semi-skilled laborers, and unskilled labors. Agribusiness includes technical and labor-intensive activities that are required to optimize production from the inputs that are invested in crop production and animal husbandry. Agribusiness expansion, therefore, requires HR departments to conduct proper planning of workforce requirements in all sectors of crop and livestock production. Click here to know more. ### [What is the future of work in agri-food?](https://www.brookings.edu/blog/future-development/2020/12/11/what-is-the-future-of-work-in-agri-food/) Agricultural automation is advancing rapidly. Localization of food production is reducing access to external markets. Anti-migrant sentiments are increasing. The pandemic reinforces trends of digitalization and deglobalization. Moreover, employment in agrifood declines as countries develop. What will be the role of agri-food in the future of work? Read on to find out more. ### [What does a career in food science and nutrition look like?](https://www.murdoch.edu.au/news/articles/what-does-a-career-in-food-science-and-nutrition-look-like) It is believed that food science and nutrition careers can be as diverse as the agricultural produce and products that we consume everyday. If you’re thinking of pursuing a career for food and its role in health, human performance or illness prevention, read this article to know why a career in food science and nutrition is perfect for you. ### [Africa’s employment challenge and the role of agriculture](https://agritrop.cirad.fr/574515/1/document_574515.pdf) Over the last years, African economies have been praised for their robust growth rates which offer positive perspectives for economic development and private investment and suggest a process of catching-up with the rest of the world. However, the quality of this growth is a growing issue because it has a very limited impact on poverty and does not translate so far into a progressive structural transformation of African economies. ### [How Labour Challenges Will Shape the Future of Agriculture: Agriculture Forecast to 2029](https://cahrc-ccrha.ca/sites/default/files/CAHRC-National-Report-FINAL-August-19-2019.pdf) An important part of Canada’s economy since the country’s founding, agricultural production has continued to expand over the years. Canada is now a major producer of many agricultural products, and its exports relative to production are among the highest in the world. Read on to know the Canadian Agricultural Human Resource Council’s agriculture forecast to 2029. ### [5 Countries Where Women Play a Vital Role in Agriculture](https://www.globalcitizen.org/en/content/women-in-agriculture-around-the-world/) According to studies, agriculture can be a vital source of economic and social empowerment for women. When women own their own farms, have access to new technologies, control their own incomes, and are able to feed their families independently, they also have the opportunity to lift themselves out of poverty. Here are 5 countries that put women at the forefront of agriculture. ### [Role of HR in an Agribusiness Expansion](https://smallbusiness.chron.com/role-hr-agribusiness-expansion-16603.html) The role of human resources in agribusiness expansion is focused on recruiting and managing a staff composed of highly specialized professionals, semi-skilled laborers, and unskilled labors. Agribusiness includes technical and labor-intensive activities that are required to optimize production from the inputs that are invested in crop production and animal husbandry. Agribusiness expansion, therefore, requires HR departments to conduct proper planning of workforce requirements in all sectors of crop and livestock production. Click here to read to understand the role of HR in an agribusiness expansion. ### [Agricultural Recruitment Specialists Latest Blog – Tips For Making Your CV Standout For Agricultural Jobs](https://www.agrirs.co.uk/blog/2020/11/agricultural-recruitment-specialists-latest-blog-tips-for-making-your-cv-standout-for-agricultural-jobs) There’s a lot of competition for the best agricultural jobs. Once you send in your CV, dozens of other people might have applied for the same position. What should you do to ensure that the hiring manager will invite you for an interview? Here are tips for making your CV stand out for agricultural jobs. ### [Balanced fertilizer application boosts smallholder incomes](https://www.cimmyt.org/blogs/balanced-fertilizer-application-boosts-smallholder-incomes/) Agriculture is largely feminized in Nepal, where over 80% of women are employed in the sector. As a result of the skills gap caused by male out-migration, many women farmers are now making conscious efforts to learn techniques that can help improve yields and generate greater income — such as balanced fertilizer application. ### [15 quick tips for reducing food waste and becoming a Food hero](http://www.fao.org/fao-stories/article/en/c/1309609/) For many people in the world, food waste has become a habit: buying more food than we need at markets, letting fruits and vegetables spoil at home or taking larger portions than we can eat. These habits put extra strain on our natural resources and damage our environment. Reducing food loss and waste is essential in a world where millions of people go hungry every day. Here are 15 ways to reduce food waste and become a food hero. ### [The Agriculture of Tomorrow is Yet to be Invented](https://ideas4development.org/en/agriculture-tomorrow-to-be-invented/) The Agriculture of Tomorrow is Yet to be Invented: According to Christophe Lavelle, a food specialist and researcher at CNRS and the French National Museum of Natural History, ensuring our food security requires changes in both consumer behavior and farming practices. Click here to learn more. ### [Study documents COVID-19 impacts on farmworkers](https://santamariatimes.com/business/agriculture/study-documents-covid-19-impacts-on-farmworkers/article_2d3b22e8-e6dc-53fb-9af8-c90ef7c40949.html) Due to the COVID-19 pandemic, farmworkers are afraid to seek medical help, suffering financially more than most groups and missing out on information and guidance due to language barriers. The study led to a series of recommendations to improve assistance to workers who are three times more likely to contract COVID-19 than those in other jobs. Read on to learn more about those recommendations. ### [Think safety before starting any job on the farm](https://www.nidirect.gov.uk/news/think-safety-starting-any-job-farm) Deaths or injuries on farms happen much more often that they should. Tragically, most accidents are caused by simple factors such as habit, haste, fatigue and improperly maintained machines. Here are some steps on how you can ensure the safety of the growers in the farm. ### [International Day of Awareness of Food Loss and Waste](http://www.fao.org/international-day-awareness-food-loss-waste/en/) Globally, around **14 percent** of food produced is lost between harvest and retail. Significant quantities are also wasted in retail and at the consumption level. When food is loss or wasted, all the resources that were used to produce this food -, including water, land, energy, labour and capital – go to waste. In addition, the disposal of food loss and waste in landfills, leads to greenhouse gas emissions, contributing to climate change. ### [The Future of Work in Agriculture](http://documents1.worldbank.org/curated/en/777731585054424384/pdf/The-Future-of-Work-in-Agriculture-Some-Reflections.pdf) As countries develop, agriculture’s role as a domestic employer declines. But the broader agri-food system also expands, and the scope for agriculture-related job creation shifts beyond the farm. Today, a digital revolution is taking hold, affecting agricultural labor and skill demands. So, what can the role of agriculture as a source of employment be in the future? Click here to find out. ### [3 tips to successfully hire farm workers](https://www.farmprogress.com/blogs-3-tips-successfully-hire-farm-workers-11272) Hiring farms workers is quite tough. Some farm owners made mistakes like hiring close friends, improperly interviewing candidates, and not setting expectations. Here are 3 tips that you can follow to successfully hire farm workers. ### [Agriculture’s potential to mitigate youth migration](https://spore.cta.int/en/dossiers/article/job-creation-agriculture-s-potential-to-mitigate-youth-migration-sid0e41cac7f-7676-4735-8d09-54754d8eed41) Agriculture’s Potential to Mitigate Youth Migration: As waves of young people leave their rural communities in sub-Saharan Africa in search of better work, can the agricultural sector provide the employment opportunities that they’re looking for? ### [COVID-19 highlights the need for food systems-based policies for reducing tropical deforestation](https://blog.ciat.cgiar.org/covid-19-highlights-the-need-for-food-systems-based-policies-for-reducing-tropical-deforestation/) COVID-19 outlines the need for food systems-based policies to reduce tropical deforestation: To successfully deal with the increasing demand for products produced on deforested land, how can tropical countries’ zero-deforestation policies address changing urban food demands? ### [Why it’s so critical to continuously monitor and manage plant diseases](https://blog.plantwise.org/2020/06/15/why-its-so-critical-to-continuously-monitor-and-manage-plant-diseases/) Plant diseases: Why it’s so critical to continuously monitor and manage them? Food and forest production systems, as well as native environments around the world, are just as threatened by emerging epidemics. The United Nations estimated that pests and pathogens destroy between 10-40% of food production globally. ### [How the private sector can protect plant health](https://www.youtube.com/watch?v=HR7ovVNNry4) VIDEO: Private sector businesses have a key role in plant health as they can contribute to the development of global plant health standards and help implement them. Watch this video to know how the private sector can drive innovation in the plant-health domain and be a key player in the production and protection of plants and plant products. ### [Evolving eating habits as a result of COVID-19](https://www.newfoodmagazine.com/article/109890/evolving-eating-habits-as-a-result-of-covid-19/) Evolving eating habits as a result of the pandemic: FMCG Gurus surveyed consumers across 18 countries in April 2020 about how coronavirus was influencing their food attitudes and behaviors. Here, Mike Hughes gives an overview. ### [Home gardening blooms around the world during coronavirus lockdowns](https://www.reuters.com/article/us-health-coronavirus-gardens/home-gardening-blooms-around-the-world-during-coronavirus-lockdowns-idUSKBN2220D3) People around the world have a new hobby: home gardening! Read here to know how home gardening eases concerns over food security as lockdowns slow the harvesting and distribution of some crops. ### [Farmers are among the heroes of the COVID-19 pandemic](https://www.thehindu.com/sci-tech/agriculture/farmers-are-among-the-heroes-of-the-covid-19-pandemic/article31280094.ece) “There is an increase in demand for supplies and we are all sending a silent thank you to our farmers when we come home with fresh vegetables after our grocery runs.” says R Jaganathan, founder of Nallakeerai, which specializes in local, seasonal greens and networks with organic farmers across India. Find out why farmers are among the heroes of the COVID-19 pandemic. ### [World Food Safety Day 2020](https://www.who.int/news-room/campaigns/world-food-safety-day/2020) The second World Food Safety Day (WFSD) will be celebrated on 7 June 2020 to draw attention and inspire action to help prevent, detect and manage foodborne risks, contributing to food security, human health, economic prosperity, agriculture, market access, tourism, and sustainable development. ### [In times of COVID-19, Bolivian urban farmers rethink their ways of working](http://www.fao.org/fao-stories/article/en/c/1272851/) In times of COVID-19, Bolivian urban farmers rethink their ways of working. Click the link to learn how local governments, with the support of FAO, and over 250 Bolivian family farmers are coping to supply urban families with fresh food. ### [Coronavirus measures could cause global food shortage, UN warns](https://www.theguardian.com/global-development/2020/mar/26/coronavirus-measures-could-cause-global-food-shortage-un-warns) Protectionist measures by national governments during the coronavirus crisis could provoke food shortages around the world, the UN’s food body has warned. Follow the link to learn more. ### [Effects of Coronavirus on Agricultural Production – a First Approximation](https://www.arc2020.eu/effects-coronavirus-agricultural-production/) As public life shuts down around Europe and health systems buckle under the strain of the Covid-19 pandemic, concerns over food supply are the latest scare to make headlines. To what extent can the coronavirus crisis affect agricultural production, and therefore the security of supply? Read on to find out more. ### [How to minimize the impact of Coronavirus on food security](https://insight.wfp.org/how-to-minimize-the-impact-of-coronavirus-on-food-security-be2fa7885d7e) “Countries with high levels of food insecurity are generally more vulnerable and less prepared for an epidemic outbreak and would likely see higher mortality rates,” says the World Food Programme (WFP)’s Chief Economist, Arif Husain. This is why nations around the world should prepare themselves for the impact of COVID-19 on food security. Follow the link to learn more. ### [Drone Technology In Agriculture](https://www.croptracker.com/blog/drone-technology-in-agriculture.html) Since COVID-19 broke out a few months ago, people’s lifestyle took a 180-degree turn. It changed the way we communicate, the way children are educated, and even the way we do agriculture. Four years from now, the agricultural drone market is expected to grow from a $1.2 billion(USD) industry to $4.8 billion according to some reports. Read on to find out more. ### [Coronavirus: “Profound Impacts” On Fertilizer and Crop Protection](https://www.agweb.com/article/coronavirus-profound-impacts-fertilizer-and-crop-protection) Since the production of many macronutrients and active ingredients for agricultural inputs is concentrated in China, it’s not surprising that the fertilizer industry will also receive the ripple effect of the coronavirus. “The longer this goes on, the more you’re likely to see some price increases from in the ag chem sphere,” says Samuel Taylor, vice president of farm input analysis at Rabobank. ### [How to minimize the impact of Coronavirus on food security](https://insight.wfp.org/how-to-minimize-the-impact-of-coronavirus-on-food-security-be2fa7885d7e) “Countries with high levels of food insecurity are generally more vulnerable and less prepared for an epidemic outbreak and would likely see higher mortality rates,” says the World Food Programme (WFP)’s Chief Economist, Arif Husain. This is why nations around the world should prepare themselves for the impact of COVID-19 on food security. Follow the link to learn more. ### [Major Ways COVID-19 Is Affecting Global Agriculture](https://www.growingproduce.com/vegetables/5-major-ways-covid-19-is-affecting-global-agriculture/) 5 Effects of COVID-19 to Global Agriculture: By the end of the first quarter, there are questions about how COVID-19 will affect labor availability, consumer demand, trade deals, and supply chains. How does the pandemic affects today’s global agriculture? ### [Sustainable Forests for Food Security and Nutrition](https://foodtank.com/news/2018/01/sustainable-forests-food-security/) For many people, they picture hunger as not eating enough food or not buying enough food for their household. However, food insecurity and hunger are more than that. Did you know that forests are estimated to be a major resource for more than 2.4 billion people, who rely on forest goods and services for the direct provision of food, wood fuel, building materials, medicines, employment, and cash income? Click here to know how forests fit into the picture of tackling food insecurity and hunger. ### [Reasons Why Agriculture Is A Great Industry To Work In](https://www.agrirs.co.uk/blog/2018/01/8-reasons-why-agriculture-is-a-great-industry-to-work-in) When you hear the word “agriculture”, what usually comes to mind? People often imagine farmers taking care of the fields or looking after crops or livestock every time they hear the word. This is why other people, especially the youth, think less of this sector in terms of career growth. It’s time to change that. Here are 8 reasons why agricultural recruitment specialists think you should consider working in the agriculture sector. ### [The Global Food System and Employment](http://www.foodsecurityportal.org/global-food-system-and-employment) A World Bank report states that food systems contribute a significant share of jobs in all countries. Over the next 15 years, there will be about 1.6 billion in low- and middle-income countries reaching working age. How can we strengthen the global food system to fulfill the SDG goals of enhanced global employment and reduced poverty? ### [The role of human resources in agribusiness expansion ](https://smallbusiness.chron.com/role-hr-agribusiness-expansion-16603.html) Curious to know about the role of HR in agribusiness expansion? Paul Merchant, a contributor at Chron, explains why agribusiness expansion requires proper planning of workforce requirements in all sectors of crop and livestock production. ### [Agriculture: The Future Of Farming: 5 Careers That Are On The Rise](https://www.agrirs.co.uk/blog/2019/09/agricultural-recruitment-specialists-latest-blog-the-future-of-farming-5-careers-that-are-on-the-rise-thanks-to-modern-trends) When it comes to farming, what careers are on the rise and which ones are falling out of fashion? Click the link to find out more. **Categories:** Social Media & Press --- ### [BIODIVERSITY AND CONSERVATION](https://carrhure.com/biodiversity-and-conservation/) **Published:** March 2, 2020 **Author:** Auree de Carbon **Content:** ### [Key Sustainability Trends for 2024: A Strategic Guide for Chief Sustainability Officers](https://www.linkedin.com/pulse/key-sustainability-trends-2024-strategic-guide-chief-officers-240le/?trk=article-ssr-frontend-pulse_more-articles_related-content-card) The imperatives of sustainability are becoming increasingly critical, and the role of Chief Sustainability Officers (CSOs) is evolving rapidly. As we look towards 2024 and beyond, it’s essential to understand the key trends shaping the sustainability landscape. ### [20 Exciting Environmental Careers](https://www.topresume.com/career-advice/20-exciting-environmental-careers) It may not be easy being green, but it’s certainly easier today than in years past. In fact, the environmental and sustainability industries are expanding rapidly into new and exciting areas. With its wide variety of jobs and steady growth, the promising environmental sector is sprouting like a healthy tree. ### [Biodiversity Career Outlook](https://uwex.wisconsin.edu/stories-news/biodiversity-career-outlook/) Climate change, our reliance on oil and gas, and the destruction of natural habitats have led to a global biodiversity crisis. Heightened awareness of this crisis has led to an increased focus on conservation efforts by people of all ages to ensure that our ecosystem will be sustained for future generations. ### [A revolution in conservation? How biodiversity credits can help fund a nature-positive way of doing business](https://www.imd.org/ibyimd/sustainability/a-revolution-in-conservation-how-biodiversity-credits-can-help-fund-a-nature-positive-way-of-doing-business/) Voluntary biodiversity credits are a nascent tool that can help plug the biodiversity funding gap by allowing companies to contribute to nature restoration and nature–positive agendas. ### [Top Reasons to Choose a Conservation Career](https://www.usaconservation.org/top-reasons-to-choose-a-conservation-career/) As our natural landscapes face unprecedented challenges, the role of conservationists has never been more critical. If you’re seeking a meaningful and impactful career and you are interested in preserving our planet’s beauty and biodiversity, the conservation sector has you covered. ### [6 Reasons Why Biodiversity Conservation Is Important](https://ccaps.umn.edu/story/6-reasons-why-biodiversity-conservation-important) Biodiversity is on the decline and has been for years. Sadly, WWF’s Living Planet Report for 2022 indicates an alarming 69 percent decrease in global populations (of mammals, birds, fish, reptiles, and amphibians) since 1970. ### [Creating Sustainable Talent Strategies for Long-Term Business Success](https://www.socialtalent.com/blog/recruiting/creating-sustainable-talent-strategies-for-long-term-business-success) How to build a dynamic and holistic talent ecosystem for the future of work? Learn from Virginia Tirado, Director of Talent Acquisition at Zalando, on The Shortlist podcast. She shares her insights on how to rethink your talent strategy for long-term success. #TalentEcosystem #TheShortlist ### [Wanted: More skills for workers as green jobs grow](https://www.context.news/just-transition/wanted-more-skills-for-workers-as-green-jobs-grow) Green skills are vital for a sustainable future, but most workers lack them. LinkedIn’s report shows the growing demand and supply gap for green jobs in various sectors and roles. How can we upskill and bridge the gender gap in green talent? #GreenSkills #Sustainability #LinkedInReport ### [In-demand green jobs in 2023](https://eures.ec.europa.eu/demand-green-jobs-2023-2023-06-06_en) When starting our careers, many of us want to make a positive impact. Climate change is one of the world’s biggest challenges, so many high-impact jobs can be found in the environmental sector. This article looks at the most in-demand ‘green’ jobs. ### [5 ways biodiversity matters to jobs, health and the economy](https://www.weforum.org/agenda/2021/05/international-day-for-biological-diversity-5-ways-biodiversity-matters/) Nature-positive economic models in key sectors could provide almost 400 million jobs and over $10 trillion in annual business value by 2030. Here’s why biodiversity matters to jobs, health and the economy. ### [10 tips and tricks to power up your nonprofit’s social media strategy from a conservation media expert](https://toucanrescueranch.org/2021/06/10-tips-and-tricks-to-power-up-your-nonprofits-social-media-strategy-from-a-conservation-media-expert/) Are you looking for the right approach for your conservation project, and the best way to engage with like-minded people who believe in your cause? Here are the best tips and tricks that you can follow to be a successful non-profit. ### [What conservation leaders must get to know for themselves](https://blogs.kent.ac.uk/theconservationleader/) Leadership is a broad spectrum skill set. It related to personal, interpersonal, intellectual, perceptive and learning capabilities. ### [20 Careers To Pursue With an Environmental Science Degree](https://www.indeed.com/career-advice/finding-a-job/environmental-science-degree-jobs) The field of environmental science is growing at a faster rate than ever due to issues such as climate change and pollution. Individuals who pursue an environmental science degree have several options when it comes to jobs, including a career as a microbiologist, environmental scientist and environmental engineer. ### [Fostering a culture of sustainability starts with your people](https://hrmasia.com/fostering-a-culture-of-sustainability-starts-with-your-people/) It is becoming increasingly important for organisations to develop a culture of sustainability as a key component of their policies and practices. HR professionals will play a critical role in fostering this development as they are responsible for creating an environment where employees are empowered to contribute to the organisation’s sustainability objectives. ### [Social Sustainability: How to Build a Responsible Workplace](https://www.masterclass.com/articles/social-sustainability) In business, social sustainability encourages corporate organizations to prioritize the basic human needs of its employees and make positive contributions to society. Read on to learn more about social sustainability and how to practice it within your organization. ### [How Business Can Integrate Biodiversity into a Nature Strategy](https://www.bsr.org/en/blog/how-business-can-integrate-biodiversity-nature-strategy) Companies can act now by assessing their nature impacts and dependencies and developing nature-based solutions that mitigate harmful impacts, safeguard communities, and protect and regenerate biological diversity. ### [Your next corporate job: Protecting biodiversity](https://www.greenbiz.com/article/your-next-corporate-job-protecting-biodiversity) Jobs focusing on preserving and regenerating nature are on the rise. The focus: mitigating risk and seizing the opportunity. Will “nature positive” be the next “net zero”? ### [These are the skills young people will need for the green jobs of the future](https://www.weforum.org/agenda/2021/08/these-are-the-skills-young-people-will-need-for-the-green-jobs-of-the-future/) Farming, architecture, science, and teaching are some of the sectors that will need new green skills, according to the United Nations Environment Programme. Almost half of the young people feel they don’t have the right skills, according to the World Economic Forum’s Davos Labs Youth Recovery Plan 2021. In the World Economic Forum’s Future of Jobs Report 2020, employers estimate that four in 10 workers will need to be reskilled. ### [The 12 Types Of Conservation Career (and how to choose which one is for you?)](http://www.jamesborrell.com/the-12-types-of-conservation-career-and-how-to-choose-which-one-is-for-you/) Want to work in conservation, but sure where to start? Are there any jobs suitable for you in conservation? What should you study to get a job in conservation? Here are brilliant responses to these burning questions. ### [What are Green Jobs? Guide to Green Careers for 2022](https://www.constructionplacements.com/what-are-green-jobs-guide-to-green-careers/#gsc.tab=0) Green jobs are jobs that help improve the environment, which involve air quality, green building, recycling, & renewable energy. Green careers will be gaining importance this year because of the rapid construction of buildings & the increasing demand for eco-friendly products. ### [Upskill for Green Jobs of the Future](https://www.weforum.org/agenda/2022/04/upskill-for-green-jobs-of-the-future/?MatNews) The number of US jobs in renewables and the environment has more than trebled in five years, a new LinkedIn report says. However, there is a huge need for reskilling and upskilling as demand for green talent is outstripping supply, LinkedIn warns. ### [How to attract an environmentally conscious workforce](https://www.airswift.com/blog/how-to-attract-an-environmentally-conscious-workforce) Today, more and more employees are looking to work for organizations that actively contribute towards improving the environment. Many people understand that organisations’ environmental consciousness is important for a sustainable future. ### [How to Get into Conservation – Here Are Our Top Tips!](https://www.oysterworldwide.com/news/how-to-get-into-conservation/) Conservation jobs can be hard work, but they are also rewarding for those who want to make a difference. If you dream of a better world where natural resources are safeguarded and preserved, working in conservation will give you a chance to do your bit for the planet. ### [Ecology Careers: What Do Ecologist Do?](https://earthhow.com/ecology-careers/) Ecologists best understand how organisms relate to the physical and natural environment. Sounds interesting? What’s the trajectory for ecology careers? And how much do they earn? Find you more about ecology as a career. ### [2022 Guide to Green Careers – All You Need to Know](https://novoresume.com/career-blog/green-careers) Do you know that there are around 10 million job openings this year, and they are only shooting up? By 2030, the green economy is expected to offer up to 24 million new green jobs. If you’re interested, read this article to help you find the perfect job in the green industry. ### [Environmental Careers That Help the Planet](https://www.monster.com/career-advice/article/environmental-career-options-0417) Are you an environmental campaigner, animal lover, recycling maven, compost advocate, carpool organizer, water conserver, or energy saver? Here are some environmental careers that allows you build your career by helping the planet. ### [How Can Wildlife Conservation Support Human Development?](https://globalwa.org/issue-brief/how-can-wildlife-conservation-support-human-development/) Conservation and human development are often presented as two separate issues with little overlap. But a new UN assessment is warning that a million plant and animal species are at risk of extinction within decades – and it’s threatening human life, as well. ### [10 of the Best Career Paths for Modern Day Conservationists](https://www.gviusa.com/blog/ten-of-the-best-career-paths-modern-day-conservationists/) Looking for a job is no easy task, & a career in conservation is arguably one of the toughest to land. While a passion for the environment is good grounds to start on, it can be difficult to figure out the exact line of work you want to pursue. Here’s a list that will help you. ### [5 ways biodiversity matters to jobs, health, and the economy](https://www.weforum.org/agenda/2021/05/international-day-for-biological-diversity-5-ways-biodiversity-matters/) On International Day for Biological Diversity, we must celebrate the potential of nature to solve many of the global problems. Nature-positive economic models in key sectors could provide 4 million jobs and over $10 trillion in annual business value by 2030. Here’s why. ### [5 biodiversity guidelines to watch in 2022](https://www.greenbiz.com/article/5-biodiversity-guidelines-watch-2022) Biodiversity bubbled up as an important issue for businesses during 2021. Businesses grappled with how to move beyond commitments, and setting biodiversity goals requires different considerations. Here are 5 biodiversity disclosure frameworks & strategy guidelines coming in 2022. ### [Sustainability and Digital are the Ultimate Opportunity for HR in 2022](https://www.thehrdirector.com/sustainability-and-digital-are-the-ultimate-opportunity-for-hr-in-2022/) A study of 1000 senior professionals in the UK has concerns about the green credentials of future business leaders. This is a top concern for today’s leaders, along with digital prowess. The increased focus on sustainability is a clear trend that extends far beyond COP26. ### [Employee Engagement and Going Green](https://www.nbs.net/articles/engaging-employees-in-going-green) Improving employee engagement in greening your business can lead to a more motivated, productive, and dynamic workforce. This guide presents ten proven ways to engage employees in your organization’s environmental and social goals. ### [How green organizations can hire more diverse people](https://www.greenbiz.com/article/how-green-organizations-can-hire-more-people-color) More people deserve opportunities to become leaders in the green movement including people of color. This is why it’s crucial to center DEIJ into the foundational work of all green organizations. Here is what green organizations can do to accelerate DEIJ efforts. ### [What To Look For When Hiring an Environmental Consultant](https://farmereg.com/what-to-look-for-when-hiring-an-environmental-consultant/) The cost of your environmental consulting firm is not in the invoice they send you, but in the time and money, they will save you. Here is a list of what to look for and research when looking for an environmental consultant. ### [These are the sectors where green jobs are growing in demand](https://www.weforum.org/agenda/2021/09/sectors-where-green-jobs-are-growing-in-demand/) We can see that the shift to hiring for the green economy is already underway worldwide and spans across a wide range of industries. What are the sectors where green jobs are growing in demand? Click here to find out. ### [Post-2020 Global Biodiversity Framework Emphasises ‘All-Hands-on-Deck’ Approach](https://www.iucn.org/crossroads-blog/202109/post-2020-global-biodiversity-framework-emphasises-all-hands-deck-approach) Are we doing enough to ensure that nature conservation commitments are delivered? Parties to the UN CBD will soon agree the post-2020 global biodiversity framework to guide future conservation & scale up efforts to make economies more equitable & sustainable. Click here for more. ### [Why HR Teams Are Core to an Environmentally Sustainable Business Approach?](https://oxford-review.com/blog-hr-teams-core-environmentally-sustainable-business-approach/) Organizations are taking an increasing interest in reducing their environmental impact and developing an environmentally sustainable business approach. Once an environmental policy is set, it needs to have action taken at every level with direct involvement from Human Resources. ### [Turning Green Degrees Into Sustainable Careers](https://www.affordablecollegesonline.org/college-resource-center/green-degrees/) To address the climate change crisis and meet Paris Climate Agreement targets, societies across the world must work to decarbonize the global economy. Shifting to a greener economy can also generate many new jobs. ### [35 Environmental Organizations and Nonprofits For a Sustainable Future (List and Ways You Can Get Involved)](https://greendreamer.com/journal/environmental-organizations-nonprofits-for-a-sustainable-future) Shifting our lifestyle and consumer choices is one way we can help address particular problems; getting politically active with our voices and votes can also help push for more systemic, widespread change. And one of the most effective ways to help realize a more sustainable future is to also support environmental nonprofits. Read on to know more. ### [5 ways biodiversity matters to jobs, health and the economy](https://www.weforum.org/agenda/2021/05/international-day-for-biological-diversity-5-ways-biodiversity-matters/) The great acceleration of the global economy over the past 70 years has boosted average income and life expectancy. However, these benefits have not been equitably shared and have come at a great cost to our natural systems. Biodiversity is declining faster than at any other time in history, and this has grave consequences on our livelihoods, health and prosperity. Read on to know more. ### [Why a Green Hiring Strategy Can Help Attract Millennial Talent](https://www.hrtechnologist.com/articles/recruitment-onboarding/renewable-energy-sustainability-for-your-hiring-strategy/) In a competitive hiring environment, your employer brand can make a significant difference. Young professionals are now looking at their holistic work environment before joining a company, and this goes beyond only compensation. Work-life balance, creative benefits packages, and a “purpose” in their jobs will determine a candidate’s decision in your favor. Read on to know more. ### [NATURE HIRES: How Nature-based Solutions can power a green jobs recovery](https://www.ilo.org/wcmsp5/groups/public/---ed_emp/documents/publication/wcms_757823.pdf) The COVID-19 pandemic has shown just how vulnerable countries and global systems are to major shocks. The response of many governments to the pandemic — social distancing and the closure of large parts of the economy — has triggered an economic crisis, with rapid and unprecedented job losses. Read on to know more. ### [Green Human Resources Management Definition & Meaning](https://youmatter.world/en/definition/green-human-resources-management-meaning-definition/) Green Human Resources Management (GHRM) can be defined as a set of policies, practices, and systems that stimulate the green behavior of a company’s employees in order to create an environmentally sensitive, resource-efficient, and socially responsible organization. Read on to know more. ### [Why trade must be part of the solution to biodiversity loss](https://unctad.org/news/why-trade-must-be-part-solution-biodiversity-loss) Unsustainable trade is behind the biodiversity crisis threatening our existence. But done sustainably, international commerce can help protect our planet’s precious resources. Read on to know more. ### [Guidelines for planning and monitoring corporate biodiversity performance](https://portals.iucn.org/library/sites/library/files/documents/2021-009-En.pdf) The Guidelines for planning and monitoring corporate biodiversity performance offer an approach for developing a corporate-level biodiversity strategic plan, including measurable goals and objectives and a set of core linked indicators, that will allow companies to measure their biodiversity performance across their operations. The Guidelines can be used by any company in any sector that has impacts and dependencies on biodiversity, whether large or small, national or multinational. Read on to know more. ### [The Relationship of Business to Biodiversity](https://www.ifc.org/wps/wcm/connect/topics_ext_content/ifc_external_corporate_site/sustainability-at-ifc/publications/biodiversityguide_understanding_business) Biodiversity is a fundamental component of long-term business survival. Businesses rely on genes, species, and ecosystem services as critical inputs into their production processes and depend on healthy ecosystems to treat and dissipate waste, maintain soil and water quality and help control the air composition. Read on to know more. ### [Be the Change: Working and Volunteering to Save the Ocean](https://www.publicservicedegrees.org/be-the-change/save-the-oceans/) Covering 70% of the Earth’s surface and producing half the oxygen we breathe, oceans are crucial to sustaining life. Not only do they regulate the climate, but oceans also play a significant role in global economies. More than three-quarters of all U.S. trade involves some form of marine transportation, and U.S. ocean-dependent businesses employ 3 million people and create $282 billion in goods and services, according to the National Ocean Service. Read on to know more. ### [Biodiversity for life: Careers that link conservation and health](https://www.conservation-careers.com/conservation-jobs-careers-advice/biodiversity-for-life-careers-that-link-conservation-and-health/) Perhaps the ultimate way we recognize our dependence on nature is when we see biodiversity as the foundation for the food we eat, the water we drink, and the air we breathe. That’s precisely the theme of this year’s International Day for Biological Diversity, which recognizes the power of biodiversity to transform global food systems, secure ecosystem services, and boost human health and well-being. ### [6 Great Reasons To Consider A Career In Environmental Management](https://www.topuniversities.com/student-info/careers-advice/6-great-reasons-consider-career-environmental-management) Have you always dreamed of a global career where you can make a real difference in the world? Do you like the idea of inspiring others and leading your own team? Have you got a passion for both science and the environment? Then a career in environmental management could be the ideal pursuit for you. Read on and discover six great reasons why you might want to consider a career in environmental management. ### [5 reasons why biodiversity matters – to human health, the economy, and your wellbeing](https://www.weforum.org/agenda/2020/05/5-reasons-why-biodiversity-matters-human-health-economies-business-wellbeing-coronavirus-covid19-animals-nature-ecosystems/) Biodiversity is critically important – to your health, to your safety, and, probably, to your business or livelihood. But biodiversity – the diversity within species, between species, and of ecosystems – is declining globally, faster than at any other time in human history. In celebration of the International Day for Biological Diversity, here are the five ways in which biodiversity supports our economies and enhances our wellbeing – and has the potential to do even more. ### [How to Start A Great Green Team for Your Business](https://www.cultivatingcapital.com/how-to-start-green-team/) Possibly one of the most under-utilized strategies for embedding sustainability in your business is the establishment of a green team. Yet how to start a green team – or how to best leverage it if they already have one – still remains a challenge. Starting a green team will take some work initially, but it will be worth the effort! ### [Engaging Employees to Create a Sustainable Business](https://ssir.org/articles/entry/engaging_employees_to_create_a_sustainable_business) The key to creating a vibrant and sustainable company is to find ways to get all employees—from top executives to assembly line workers—personally engaged in day-to-day corporate sustainability efforts. Click here to know more. ### [The 12 Types Of Conservation Career (and how to choose which one is for you?)](http://www.jamesborrell.com/the-12-types-of-conservation-career-and-how-to-choose-which-one-is-for-you/) Do you want to work in conservation but not sure where to start? Would there be any job suitable for you in conservation? James Borrell, a conservation scientist, and science communicator laid out as many career paths as he can think of, in an effort to make aspiring conservationists at least aware of their options. ### [Ecological Restoration Is A $25 Billion Industry That Generates 220,000 Jobs](https://www.ecosystemmarketplace.com/articles/ecological-restoration-25-billion-industry-generates-220000-jobs/) Over the years, movies, pop culture, and unfortunately, some people in power implied that environmental regulation is a job killer, which is why there is still resistance from people whenever ecological restoration is pursued. Yes, regulation may kill some jobs, but it creates more and newer jobs than mining, logging, or steel production. Click here to know why ecological restoration is a multi-billion industry that generates hundreds of thousands of jobs. ### [80% of conservation careers negatively affected by COVID pandemic (commentary)](https://news.mongabay.com/2020/04/80-percent-of-conservation-careers-negatively-affected-by-covid-pandemic-commentary/) With health and economic impacts at the forefront of global concerns, what’s happening to the people whose job is to protect the future of our health, wealth, and wellbeing – that of the planet? Read on to know more. ### [Agricultural Recruitment Specialists Latest Blog – Biodiversity And Agricultural Policy In Europe](https://www.agrirs.co.uk/blog/2020/04/agricultural-recruitment-specialists-latest-blog-biodiversity-and-agricultural-policy-in-europe) If sustainability and the global environment are your major concerns in life, kickstarting your UK career in the agricultural sector means you could start to make a difference. There are lots of different careers right across the agricultural, horticultural, and animal/livestock care sectors, and loads of rural industries crying out for motivated, qualified trainees and graduates. Read on to know more. ### [Human impacts on Biodiversity](https://www.youtube.com/watch?v=wXJiHr8jWBs) Biodiversity is the variety of life. There are thought to be 8.7 million species on planet Earth. In this video, it shows how loss of one key species can have a detrimental impact on many levels. ### [Why the natural world is key to a green recovery](https://www.weforum.org/agenda/2020/09/natural-world-key-green-recovery/) Why the Natural World is Key to a Green Recovery: This era of pandemic clearly shows us the relationship between the health of ecosystems and people’s health. After this lesson, World Economic Forum tell us why we cannot return to a system that does not link job creation and the economy with the health of ecosystems and their inhabitants. ### [Environmental devastation: a crime against humanity?](http://www.birdlife.org/worldwide/news/environmental-devastation-crime-against-humanity) Environmental devastation – a crime against humanity?: Professor Philippe Sands, an international human rights barrister, talks about the origins of the right to a healthy natural environment, and why we must act now. You can read the whole article here. ### [Firms’ Environmental Performance in Times of Crisis](https://blogs.imf.org/2020/10/26/firms-environmental-performance-in-times-of-crisis/) Leaders are often called upon to “rise to the challenge” in times of crisis. As firms and their leaders rise as best they can amid the ongoing health and economic crises, yet another crisis lies on the horizon. A looming environmental crisis, obscured by the exigency of the pandemic, requires action be taken by firms (and others). So how will business leaders and companies respond? Take a look at the impact of the current crisis on firms’ environmental performance. ### [Get Paid to Help the Environment: 7 Green Jobs With Salaries Up to $120,000](https://www.thepennyhoarder.com/make-money/career/environmental-jobs/) 7 Sustainability Careers That Pay Really Well: There are individuals who feel strongly about protecting the planet but due to work and other commitments, these people doesn’t have enough time to pursue their passion. Why not find a role that does good for the planet and your bank account? Here are some green jobs that you can consider. ### [Envisioning a biodiversity science for sustaining human well-being](https://www.pnas.org/content/117/42/25951) Envisioning a Biodiversity Science for Sustaining Human Well-being: A recent assessment by the Intergovernmental Science-Policy Platform on Biodiversity and Ecosystem Services (IPBES) estimates that one million of approximately 10 million species that exist now are threatened with extinction along with the ecosystems they inhabit. Yet, in the post-coronavirus disease 2019 (COVID-19) world, investments in conservation are likely to decline further. ### [How to save marine biodiversity, and the ocean economy](https://stockholmresilience.org/research/research-news/2020-04-17-how-to-save-marine-biodiversity-and-the-ocean-economy.html) How to Save Marine Biodiversity, and the Ocean Economy: With marine life threatened by pollution, habitat loss and degradation, measures are being put in place to safeguard genetic diversity. But more action is needed. Click here to know why there is a need to forge more equitable research partnerships between industrialized and developing countries. ### [5 Ecological Business Trends for 2020](https://www.uschamber.com/co/start/strategy/ecological-business-trends) 5 Ecological Business Trends This Year: Modern consumers are not only looking for sustainability in the products they purchase but in the actual company they’re doing business with too. Here are some trends reflecting the way both businesses and their customers are taking the health of the planet into account. ### [Biodiversity Loss Threatens the World’s Poorest People Most: Report](https://www.globalcitizen.org/en/content/living-planet-report-biodiversity/) Biodiversity Loss Threatens the World’s Poorest People Most: The link between biodiversity and humanity’s “health, wealth, and security” is made abundantly clear in a new report published by the WWF and the Institute of Zoology. Rebecca Shaw, WWF’s chief scientist, explained why vulnerable communities depend more on natural systems and how they are greatly affected by the loss of biodiversity.” Click here to learn more. ### [Looking to the past to maintain future biodiversity ](https://blogs.adelaide.edu.au/environment/2020/08/28/looking-to-the-past-to-maintain-future-biodiversity/) “This new knowledge from the past tells us that terrestrial biodiversity will experience significant changes in response to future global warming. These include wide-scale species declines, threatening the goods and services ecosystems provide to humanity.” Associate Professor David Nogues-Bravo from the University of Copenhagen was co-author of the study. Click here to know how learning from the past maintains future biodiversity. ### [Zoos are key to the planet’s healthy future – don’t let them go extinct](https://theconversation.com/zoos-are-key-to-the-planets-healthy-future-dont-let-them-go-extinct-144297) Did you know that zoos published thousands of scientific studies in the past couple of decades? Due to their scientific contribution, zoos are believed to be the key to the planet’s healthy future. However, zoos all around the world seemed to have struggled more than most businesses. Read on to find out how the future looks like for the zoos and how crucial it is for them to strive and continue to innovate. ### [Rising global temperatures driving birds from the tropics faster and at greater scale than anticipated](https://www.wetlands.org/news/rising-global-temperatures-driving-birds-from-the-tropics-faster-and-at-greater-scale-than-anticipated/) Researchers have discovered that waterbirds around the equator are sensitive to global warming and are reacting more quickly than birds from regions with a more moderate climate. Click here to find out how rising global temperatures drive birds away from the tropics. ### [A New Era of Ocean-Climate Action](https://oceanconservancy.org/blog/2020/06/29/new-era-ocean-climate-action/) A New Era of Ocean-Climate Action: Ocean ecosystems and wildlife are struggling as waters warm and become more acidic. Not to mention, sea-level rise and extreme weather events are damaging and displacing coastal and island communities around the world. With a new series of papers, how can climate programs work to usher ocean-climate solutions into mainstream climate action? ### [A ‘first aid kit’ for the world’s coral reefs?](https://www.conservation.org/blog/a-first-aid-kit-for-the-worlds-coral-reefs) The world’s coral reefs are struggling to survive due to overfishing, climate change, and pollution. A group of scientists is sketching out a new blueprint to save them. Jack Kittinger, the author of the op-ed and head of Conservation International’s global fisheries and aquaculture work, explained that there are a few different strategies that they can implement to save reefs. Read on to learn about the “coral reef first aid kit.” ### [COVID-19: Making the case for biodiversity](https://www.interregeurope.eu/policylearning/news/8866/covid-19-making-the-case-for-biodiversity/?no_cache=1&cHash=b7807049d4102fff03c2823ef169f32b) European Commission adopted the new EU Biodiversity Strategy for 2030 and manifested its ambition to protect and restore biodiversity and well-functioning ecosystems in Europe and worldwide in line with the European Green Deal. The strategy was created as an urgent call for action for setting Europe’s biodiversity on the recovery path by 2030. Read more to learn about the EU’s commitment to the new global framework for post-2020 under the United Nations Convention on Biological Diversity. ### [**Climate change, biodiversity loss and other global ills share root causes**](https://theconversation.com/climate-change-biodiversity-loss-and-other-global-ills-share-root-causes-140183) Do you know what climate change, biodiversity, and other global ills have in common? Since the issues of climate change and biodiversity are deeply intertwined, they share root causes. Earth’s sixth mass extinction event is underway due to the rising global temperature and accelerating loss of species which is at a rate far more rapid than the evolution of new species. What are the great risks to people and nature if we allow the global climate to warm at its current rate and won’t pay attention to the accelerating rate of biodiversity loss? ### [8 June is World Oceans Day](https://worldoceansday.org/) For 2020 World Oceans Day is growing the global movement to call on world leaders to protect 30% of our blue planet by 2030. This critical need is called 30×30. By safeguarding at least 30% of our ocean through a network of highly protected areas we can help ensure a healthy home for all! ### [5 Ways to Help Animals During the Coronavirus Pandemic](https://www.onegreenplanet.org/animalsandnature/5-ways-to-help-animals-during-the-coronavirus-pandemic/) Life has changed dramatically due to COVID-19, which prompted people to stay home resulting to halted business in every industry including operations of animal sanctuaries, shelters, and rescue groups. Don’t fret and look into the brighter side of things. Here are 5 ways to help animals during this time. ### [Birds connect our world](https://www.unenvironment.org/news-and-stories/story/birds-connect-our-world) Time to revisit our relationship with nature. Join UNEP in celebrating Migratory Bird Day on May 9th. The theme is “Birds Connect Our World”, which highlights the importance of conserving and restoring the ecosystems that support the natural cycles essential for the survival and well-being of migratory birds. ### [Biodiversity in grave danger: what can be done in 2020?](https://www.unenvironment.org/news-and-stories/story/biodiversity-grave-danger-what-can-be-done-2020) Taking action to stem biodiversity loss was the focus of several events, reports and activities in January—important reminders that 2020, the [“Super Year” ](https://www.unenvironment.org/news-and-stories/story/2020-crunch-year-biodiversity-and-climate-emergencies)for nature, is a real opportunity to stop and indeed reverse ecological devastation. Read on to know more. ### [Halt destruction of nature or suffer even worse pandemics, say world’s top scientists](https://www.theguardian.com/world/2020/apr/27/halt-destruction-nature-worse-pandemics-top-scientists) The coronavirus pandemic is likely to be followed by even more deadly and destructive disease outbreaks unless their root cause – the rampant destruction of the natural world – is rapidly halted, the world’s leading biodiversity experts have warned. ### [Coronavirus outbreak highlights need to address threats to ecosystems and wildlife](https://www.unenvironment.org/news-and-stories/story/coronavirus-outbreak-highlights-need-address-threats-ecosystems-and-wildlife) According to UNEP’s Frontiers 2016 on Emerging Issues of Environment Concern, emerging diseases have had direct costs of more than US$ 100 billion rising to several trillion dollars once the outbreaks had become human pandemics. This is the environment community thinks it’s important to address threats to ecosystem and wildlife to prevent zoonoses from emerging. Click here to know more. ### [Destroyed Habitat Creates the Perfect Conditions for Coronavirus to Emerge](https://www.scientificamerican.com/article/destroyed-habitat-creates-the-perfect-conditions-for-coronavirus-to-emerge/) A number of researchers think that humanity’s destruction of biodiversity creates the conditions for new viruses and diseases like COVID-19 to arise. Pathogens are transmitting from animals to humans. According to US CDC, three quarters of new or emerging diseases originate in nonhuman animals. Read on to learn more. ### [Coronavirus outbreak highlights need to address threats to ecosystems and wildlife](https://www.unenvironment.org/news-and-stories/story/coronavirus-outbreak-highlights-need-address-threats-ecosystems-and-wildlife) According to UNEP’s Frontiers 2016 on Emerging Issues of Environment Concern, emerging diseases have had direct costs of more than US$ 100 billion rising to several trillion dollars once the outbreaks had become human pandemics. This is the environment community thinks it’s important to address threats to ecosystem and wildlife to prevent zoonoses from emerging. Click here to know more. ### [Destroyed Habitat Creates the Perfect Conditions for Coronavirus to Emerge](https://www.scientificamerican.com/article/destroyed-habitat-creates-the-perfect-conditions-for-coronavirus-to-emerge/) A number of researchers think that humanity’s destruction of biodiversity creates the conditions for new viruses and diseases like COVID-19 to arise. Pathogens are transmitting from animals to humans. According to US CDC, three quarters of new or emerging diseases originate in nonhuman animals. Read on to learn more. ### [An economic case for protecting the Planet](https://www.ted.com/talks/naoko_ishii_an_economic_case_for_protecting_the_planet/transcript#t-332301) In 2009, a group of scientists proposed how to assess the health of the global commons defining 9 planetary boundaries vital to humans’ survival. How far could we go before we cross over the thresholds leading us to irreversible or catastrophic change? GEF’s CEO, Naoko Ishii, will discuss this and more in her TED Talk. **Categories:** Social Media & Press --- ### [Shifting to Green HR Management: Why will it benefit both your department and your organization?](https://carrhure.com/shifting-to-green-hr-management-why-will-it-benefit-both-your-department-and-your-organization/) **Published:** March 26, 2020 **Author:** Auree de Carbon **Content:** Author: [Francesco Dato, PHRi, Senior Consultant at CARRHURE](https://www.linkedin.com/pulse/draft/AgGcilzw8BHOkQAAAXETsMc8XitBVY_4ztEJb1QMHB-xuBqMgNECjGrw7ZmdTdUlCESDyvo) Green Human Resources Management is a concept that was recently introduced to HR Management, and that was not only introduced to organizations but also to HR Management Programs. But what is Green HR Management? And how is it different from traditional HR Management? From double-sided printing to encouraging employees to use less paperwork, Green HR Management are all the practices that are encouraged by the HR Department in an organization in order for it to become eco-friendly. Think of an organization that consumes a lot of papers in order to print documents. Green HR Management would be the practice of encouraging the employees to recycle these papers by writing on their blank side or by using them again for printing. On a large scale, that would not only benefit the environment since paper consumption is reduced by 50%, that would also benefit your organization, since you would be doing a saving of 50% on your purchases in paper. But how can the HR Department encourage employees to adopt eco-friendly practices? And what are the actions that the HR Department can take in order to start with these practices from within? We will start by looking at how can each HR function adopt eco-friendly practices, and then we will see the crucial role of the HR Department in the shift to an eco-friendly organization, or Green HR. ### Green Recruitment/Talent Acquisition Part of recruitment is hiring employees that align with the culture of your organization. That is why when adopting new measures in order for your organization to shift to a more sustainable and eco-friendly approach, it would be crucial for the recruiters to hire new employees that are conscious about the importance of an eco-friendly work environment. That is why integrating questions about eco-friendly procedures in your interviews would be a great start not only for your department but for the whole organization to shift to Green HR Management. ### Green Training and Development Although recruiting employees that have the same values as those of the organization is important for Green HR, it is also very important to take your current staff into consideration too. Through green targeted training and development, you can instill a Green Culture into your organization. You could raise their awareness on the usage of office equipment (using less paper for example), proper waste disposal and recycling techniques… The training and development themes that you could find in the field of Green HR are limitless. ### Green Reward Systems An efficient way to instaure a Green culture in your organization would be through Green Reward Systems. Encouraging your staff to adopt a Green Culture through rewards will not only make this transition process a smoother one, but you could also be more creative and make these rewards of an eco-friendly nature. Think of glass water-cups, glasses or bottles made of glass, which is totally eco-friendly since it is less hazardous for the environment than glasses made of plastic, and printing your company logo would be a great way for marketing your brand. In addition to that, you would reduce waste in your organization which could be generated from the usage of disposable plastic cups. ### Green Initiatives Finally, why don’t you choose a business day in which your staff would do a Green Initiative and give back to their community? For example, you could take them on a campaign to raise the community’s awareness on the importance of adopting eco-friendly practices, or you could even offer to help your community by choosing a special day in which your staff would collect their large thrash items (tables, televisions, etc.) and properly dispose of them. Not only this would give your employees an opportunity to bond together and to help their community, therefore would increase your team spirit and employee motivation, this would also benefit your organization’s image in the community. Today, the world is looking for ways to reach a more sustainable environment, and to be conscious of environmental issues that are threatening our planet. Through adopting these simple Green HR measures in your HR Department and in your organization, not only you are going to benefit your department, but you’re also benefiting your company through reducing waste of resources and improving it’s image, you’re improving your image in your community, raising your staff morale, and finally doing something good for the planet and contributing in saving it. By adopting Green HR practices, you could be the next champion of the planet. **Categories:** Blog --- ### [What’s a Nonprofit Executive Search Firm and Why Nonprofits Should Hire Them Over Standard Headhunters?](https://carrhure.com/whats-a-nonprofit-executive-search-firm-and-why-nonprofits-should-hire-them-over-standard-headhunters/) **Published:** February 16, 2022 **Author:** Auree de Carbon **Content:** Hiring the right people is an organization’s most important asset. For this reason, nonprofits need to be rigorous in determining highly qualified and competent talent in suitable positions. Given the potential that the right person in senior leadership roles can accomplish, organizations need to invest not only time but also the necessary resources in attracting and assimilating those leaders. Most of the time, boards try to do the hiring process themselves, not realizing how much time a search takes and how much effort it requires until it is too late. C-level or top-level positions is the most important positions in the organization, and investing time to do it effectively and efficiently will save everyone’s time and frustration later on. Some nonprofit organizations initially search themselves, focusing on hiring someone with specific expertise in mind without considering other factors at play. For example, a small NGO prefers to hire an Executive Director (ED) who is experienced in advocacy. Typically, they will choose a CEO or a Managing Director with proven experience in advocating organizational mandate/s. Although that is important, some organizations fail to compare and assess how the new ED’s background, expertise, and experience fit into the organization’s structure, culture, and direction. Because of that, the newly hired ED won’t last long in his or her position, which puts crucial programs on hold. Some nonprofit board members may have hiring experience and believe that they can oversee a search. They will soon realize that the amount of time required (approximately 100-150 hours) to hire a top-tier leader is way different from a typical hire. Realistically, nonprofit boards don’t have the time or the expertise to search themselves. Most of the time, with the help of an executive search firm, there’s a structured process in place that results in finding the best candidate and convincing them to accept the position. Partnering with a third-party search firm to hire the next executive director or other C-level positions allows the board to focus on core businesses and the selection process, rather than getting stuck with the details of the search. Before we move further, what is an executive search? According to Bridgespan Group, a nonprofit advisor and resource for mission-driven organizations and philanthropists, “An executive search firm comprises professional recruiters who have training and expertise in a range of recruiting activities, including identifying the core responsibilities and qualifications needed for a given role, writing job descriptions, developing a candidate pool, assessing how candidates’ skills, experience, and personalities match up against the open position, conducting reference checks, and providing advice on the negotiation process between the organization and the final candidate.” Now, there are many search firms locally, regionally, and globally, but only a handful are dedicated to working solely with nonprofit organizations. CARRHURE Consulting, drawing from its decade-long experience conducting executive searches for nonprofits, can distinguish the difference between executive-level searches for nonprofit organizations versus for-profit organizations: - Typically retained to do a partial or complete search while serving as the organization’s trusted partner - Works with search consultants with direct, senior-level experience in the nonprofit field and taps its strong professional networks to actively recruit top talents - Fully understands the nonprofit sector and the distinct competencies and skillset required for its leadership. - Recognizes the governance structure, which is crucial in evaluating the candidate’s ability to work with the board accordingly, including the nuances of internal and external factors that affect nonprofits during transitions. - Successfully deals with committee members’ varying views and navigates added, and usually unexpected, complexities - Customizes the search process according to the organization’s needs and provides value-added advice for the organization’s and the newly hired talent’s long-term success. Moreover, search consultants have been Executive Directors or CEOs themselves, so they understand the demands of the position. Through clear, transparent, and constant communication, they can assist the board in crafting reasonable and realistic expectations for their new hire and determine the necessary qualifications for the role. They serve as objective observers paving the way for the board to see beyond potential blind spots. On the other hand, a standard executive search works primarily with for-profit organizations and has little to no experience working with nonprofits. Since their teams usually comprise of general recruiters (i.e., usually with backgrounds in business or human resources), they’re often not familiar with the intricacies of working with a board and other stakeholders. Some of them rely heavily on a standard database and follow a basic recruitment method in filling a vacancy. While the cost of retaining an executive search firm may cause a board to hesitate and decide to do the search process on their own, they should seriously consider otherwise. Investing big in finding the right person for the job is better than shelling out a huge amount of money to replace a bad hire. Just take a look at these reports: - According to the [U.S. Department of Labor](https://insiders.fortune.com/3-ways-to-weed-out-a-bad-job-candidate-ee365294c331), the cost of a bad hire can reach up to 30 percent of the employee’s first-year earnings. - Based on [Undercover Recruiter](https://theundercoverrecruiter.com/infographic-what-cost-hiring-wrong-employee/)‘s report, bad hires can cost $240,000 in expenses. - [CareerBuilder](http://press.careerbuilder.com/2017-12-07-Nearly-Three-in-Four-Employers-Affected-by-a-Bad-Hire-According-to-a-Recent-CareerBuilder-Survey) says 74 percent of companies that made a poor hire lost an average of $14,900 per poor hire. Furthermore, a placement through an executive search firm stays in the role longer than any other type of recruitment method. Allocating a significant amount of funds upfront to recruit the best talent is proven advantageous to the organization over the long term since he or she will best serve the organization’s mission, vision, and mandate. **Categories:** Blog --- ### [10 Best Practices for an Effective Nonprofit Hiring Process](https://carrhure.com/10-best-practices-for-an-effective-nonprofit-hiring-process/) **Published:** February 23, 2022 **Author:** Auree de Carbon **Content:** Photo by **[Edmond Dantès](https://www.pexels.com/@edmond-dantes?utm_content=attributionCopyText&utm_medium=referral&utm_source=pexels)** from **[Pexels](https://www.pexels.com/photo/man-people-woman-desk-4344340/?utm_content=attributionCopyText&utm_medium=referral&utm_source=pexels)** The employees are considered one of the nonprofit’s most valuable assets. These people are notable for completing the organization’s mission, raising funds, and keeping the organization operating at its best. The nonprofit sector had a difficult year in 2020, losing over [7 percent of its workforce](https://blog.candid.org/post/nonprofit-sector-lost-over-7-of-its-workforce-in-the-first-year-of-the-pandemic/). Although it is a tragedy to lose any apt and skilled employees, nonprofit organizations still have to hire people, and there is a significant pool of talent to interview. Furthermore, a [report](http://ccss.jhu.edu/wp-content/uploads/downloads/2020/06/2020-Nonprofit-Employment-Report_FINAL_6.2020.pdf) from Johns Hopkins University in 2020 states that the nonprofit sector remains the third-largest in the economy, with more than 12 million jobs. It is said that nonprofit organizations will continue to be a great industry for placements due to a rebound in fundraising and private sector spending in 2021. However, placing talents in nonprofits can be tricky since top-tier candidates would probably prefer to align more with the organization’s mission, vision, mandate, and efforts. Moreover, compared to bigger companies, nonprofit organizations don’t have quite the placement power when seeking the best talent. This puts nonprofits at a disadvantage. Not only that, but common constraints like lack of time, budget, and resources are some of the challenges that nonprofits are facing in search of new employees. The process of finding and hiring the right employees requires a lot of steps and can sometimes lead nonprofits to failure. Attracting new talent or keeping the existing employees might be arduous, but not impossible. It is just a matter of attracting them to join or stay in your organization. That said, here are some of the best practices that you can follow when hiring talents for the nonprofit sector: **Step 1: Determine your Hiring Needs** Most of the time, nonprofits’ first instinct is to start hiring for new positions after they sense a lack in a certain department or any other area of the organization. These instincts may probably have merit, but it is not wise to act on them alone. It is imperative to thoroughly assess your organizational workflow to understand the bottlenecks, the areas that truly need development, and how this new or vacant position fits into all these. **Step 2: Develop a Strategic Plan** The road to success begins with a clear plan of action. After determining your hiring needs, you have to communicate your expectations. To show how professional and organized your nonprofit is, it is important to streamline the hiring process. Candidates expect an intuitive and fast hiring process in recent years, which is not surprising, as some of them are online (e.g., digital application). Make sure to test out your application beforehand to know how quickly it goes and how it keeps candidates engaged. Remember, nonprofit candidates may lose interest and will consider or pursue other opportunities after weeks of waiting. In addition, now is the time to decide the hiring staff, budget, timelines, and so on. What are the values and rewards of working for your organization? Taking the time to lay out all these steps makes the process linear. **Step 3: Create a Detailed Job Description** Job posting makes or breaks the hiring process. Many nonprofit organizations list the required skills and experiences but still fail to fully describe the position. This is where step number 1 comes in. When creating your job description, go back to why your organization created or opened this position in the first place. Look at the gaps and the necessary skills to fill them. If you still feel lost and need some guidance, you can take some time to answer the following questions: - **Who are you as an organization?** This is a no-brainer. Every job description must include the name of the organization and a brief description of the organization. Apart from describing the role and its responsibilities, adding the organization’s mission statement, core values, and clear expectations for potential hires in the job description results in a smoother hiring process with a more productive workforce. And why is that so? Because organizations will most likely hire candidates who share those same value sets. However, make it clear and simple. Avoid being overly particular about required qualifications when writing job posts because it may unnecessarily exclude highly capable applicants. To avoid missing any good candidates, try to clearly distinguish the must-have skills from the desirable experience. Remember: the job post should not just be informative. It should be exciting. After all, most people in nonprofit organizations are working out of their passion. This is a great way to convey your enthusiasm about your mission and how energized your team is in achieving its goals. - **What is the required level of experience?** To understand the type of experiences and qualifications required, the hiring manager must determine the needs of his or her unit or department and identify the candidates’ expectations for the job. This includes the salary, benefits, bonuses, etc. - **What’s in it for them?** Why would someone want to work in a nonprofit organization, especially if the candidate comes from the private sector? What makes this position so attractive that candidates will be willing to give up what they currently have to work for your organization? What are the things that will motivate them to join you? The answer varies. It could be skills development. It could be an opportunity to be a part of a fulfilling mission. It could be a chance to work with reputable industry experts and other incentives that accompany nonprofit work. **Step 4: Make Good Use of Different Recruitment Channels** Finding the right talent means expanding your reach by accessing different channels to promote open positions in your organization. You can’t just saturate one channel, then call it a day. To find the perfect candidate, you must utilize different channels such as LinkedIn, Monster, CareerBuilder, along with nonprofit-specific websites such as Idealist, Foundation List, and the National Council of Nonprofits. The more avenues you tap into, the more exposure the position gets. More exposure means more chances of getting the position filled. **Step 5: Recruit Outside the Box** Nonprofit organizations tend to seek people with traditional nonprofit experiences, which can significantly limit the search. When nonprofits restrict their talent pool, they might be missing out on a large pool of candidates with advanced skillsets out there. When people work in different sectors, they bring valuable expertise to the table, which may potentially better serve your mission. Leveraging these candidates and their varied experiences is beneficial to fulfilling organizational goals. **Step 6: Try Proactive Recruiting** Most professionals have a network of connections, which can come in handy when filling in new or open positions. They tend to contact colleagues from another organization who may be suitable for the position or know someone they could refer. Scouting out talent through your network saves time when waiting for positions to be filled. Others use ATS or Applicant Tracking System, which helps store candidate information and make communication and interview scheduling much easier. **Step 7: Seek Help from a Nonprofit Recruiting Firm** Oftentimes, nonprofit organizations conduct executive searches on their own in finding the most suitable candidate. Despite all the efforts done, there are times when nonprofit organizations feel stuck and clueless. Either they attract a lot of applicants, but most of them are mismatched or junior, or they find a highly qualified candidate, but he or she didn’t last long and left the organization due to culture shock. In these cases, you can turn to executive search firms that specialize in nonprofit placements. Most of these firms already have talent pools filled with candidates that can be approached for job orders. Executive search firms, like [CARRHURE](https://carrhure.com), can connect you with their network, and many of them, including our firm, offer discounts to nonprofit organizations. Hiring an executive search firm provides an efficient and timely hiring and onboarding process. **Step 8: Be Flexible** Sourcing and recruiting highly competent and skilled candidates come with a lot of surprises and unpredictable circumstances. Setting interview schedules, especially for candidates from different time zones, contacting references with busy schedules for feedback, and even simple tasks like reserving hotel accommodations for the finalists may cause frustrations not only to the recruiters but also to the hiring manager and the selection panel. When these things happen, it is important to remain flexible in the hiring strategy to reduce the stress. Accepting the fact that not everything can be under your control keeps you in perspective and will help you to move on to the next best step of the process. **Step 9: Interview Candidates Effectively** Interviewing candidates is the core of the hiring process. Some candidates may seem qualified on paper, but fail to answer difficult questions, especially about pressing matters. Interviews help the recruiters see how the candidate’s personality fits with the organization and the team, how they think on their feet, and what their expectations are for this job. This is also an opportunity to sell your organization to the candidates and show them why they should work with you. Oftentimes, there will be a series of interviews – initial, medial, and final. During the final interview, finalists are invited for an in-person or virtual conversation with the selection panel before proceeding with a presentation by the candidate. The format and progression may vary depending on your specific needs. **Step 10: Professionally End the Hiring Process** After deliberating and making the final decision, it’s time to give your offer to the chosen candidate. Don’t forget to let them read and sign an agreement specifying the agreed salary, benefits, bonuses, allowances, and other important details. Once the selected candidate agrees, it is time to contact the other finalists to let them know about the results and thank them for their time and efforts. Onboarding is also the key to making them feel comfortable on their first day. It’s important to introduce them to the people and the teams they’ll be working with and send them materials to educate them on the organizational structure, the status of your organization, the steps taken, and the successes and failures of the organization. Devoting time and resources to finding and eventually hiring the right person for the job brings great relief to everybody. If you’re faced with hiring challenges, remember that other factors come into play, and not everything is your fault. The stellar candidate is out there. All you have to do is to be flexible with your recruiting approach. **Categories:** Blog --- ### [Precision Agriculture: New Technology Increasing Agricultural Productivity](https://carrhure.com/precision-agriculture-new-technology-increasing-agricultural-productivity/) **Published:** May 30, 2018 **Author:** Auree de Carbon **Content:** Most of the people, especially in the rural areas, depend on agriculture as one of the major sources of livelihood. Conventional farming is less expensive compared to organic farming. Traditional farming consumes large amounts of freshwater and pesticides. Precision agriculture was developed to improve sustainability. CEMA presents farming innovations in a 4-step crop growth cycle: [![](https://carrhure.com/wp-content/uploads/2018/05/cycle.png)](https://carrhure.com/wp-content/uploads/2018/05/cycle.png) Below are the top technologies shaping precision agriculture: 1. GPS/GNSS [![](https://carrhure.com/wp-content/uploads/2018/05/gps-1826792_1920-1024x627.png)](https://carrhure.com/wp-content/uploads/2018/05/gps-1826792_1920.png) *Photo by [Pixabay](https://pixabay.com/en/gps-satellite-navigator-scheme-1826792/)* GPS technology improves field accuracy and efficiency. 2. Mobile Devices [![](https://carrhure.com/wp-content/uploads/2018/05/mobile-devices-2017978_1280-1024x512.png)](https://carrhure.com/wp-content/uploads/2018/05/mobile-devices-2017978_1280.png) *Photo by [Pixabay](https://pixabay.com/en/mobile-devices-website-mockup-web-2017978/)* Mobile devices provide real-time agricultural data. 3. Robotics [![](https://carrhure.com/wp-content/uploads/2018/05/robot-3124412_1920-1024x1024.jpg)](https://carrhure.com/wp-content/uploads/2018/05/robot-3124412_1920.jpg) *Photo by [Pixabay](https://pixabay.com/en/robot-illustration-technology-3124412/)* Robots assist farmers in planting and harvesting. 4. Irrigation [![](https://carrhure.com/wp-content/uploads/2018/05/irrigation-403371_1920-1024x768.jpg)](https://carrhure.com/wp-content/uploads/2018/05/irrigation-403371_1920.jpg) *Photo by [Pixabay](https://pixabay.com/en/irrigation-agriculture-farming-403371/)* Smart irrigation systems conserve water. 5. Internet of Things (IoT) [![](https://carrhure.com/wp-content/uploads/2018/05/network-2389531_1920-1024x512.jpg)](https://carrhure.com/wp-content/uploads/2018/05/network-2389531_1920.jpg) *Photo by [Pixabay](https://pixabay.com/en/network-infographics-cables-2389531/)* IoT connects farm equipment and sensors. 6. Sensors [![](https://carrhure.com/wp-content/uploads/2018/05/FarmBot_Genesis_Soil_Sensor_Assembly-1024x1024.png)](https://carrhure.com/wp-content/uploads/2018/05/FarmBot_Genesis_Soil_Sensor_Assembly.png) *Photo from Wikipedia Commons* Sensors collect soil and climate data. 7. Variable Rate Seeding VRA adjusts seeding based on soil conditions. Sid Parks explains its role in yield optimization. 8. Weather Modelling Weather modeling predicts temperature and rainfall. ClearAg enables remote monitoring. 9. Nitrogen Modelling Nitrogen modeling improves fertilizer efficiency. Adapt-N minimizes waste. 10. Standardization Standardization ensures equipment compatibility. It supports system integration. Precision agriculture enables smarter decisions. Technology will help feed the growing population sustainably. **Categories:** Blog --- ### [Diversity and Inclusion Practices to Adapt this 2020](https://carrhure.com/diversity-and-inclusion-practices-to-adapt-this-2020/) **Published:** February 19, 2020 **Author:** Auree de Carbon **Content:** One thing that the previous decade has taught us is that the way we work before may not work out this time. With the advancement of technology and the shift that occur in the workforce, more and more organizations are keen to adopt new practices to stay on top of their games. We see companies undergoing organizational changes to come up with new strategies, processes, procedures, technologies, and culture. One of the aspects that they consider the most is diversity and inclusion. A [press release by the United States Census Bureau](https://www.census.gov/newsroom/press-releases/2015/cb15-113.html) in 2015 predicted that in five years, the workforce will be composed of 75% millennials (born between 1982 and 2000) and they are already transitioning into significant leadership and succession roles. 44% of them classifies themselves as “non-Caucasian” which makes them 16% more diverse than baby boomers (born between 1946 and 1964). Generation Z or Gen Z (born between 1996-2010, following millennials) is projected to bring more diverse attitudes, 48% of them describe themselves as “nonwhite.” This is one of the reasons why we see a trend where most organizations aim to have a culture and gender-balanced teams. They keep track of the number of male and female staff and even staff that is part of the LGBTQ+ community. They became mindful of how many Northerners do they have in the company and how many Southerners do they need to hire to ensure inclusiveness. They also consider people of different races, beliefs, and backgrounds. It’s not that they haven’t thought about this before, but the need to raise awareness about this matter became more relevant than ever. Why is that so? Why is gender and inclusion so important? According to a [McKinsey report](https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters?zd_source=hrt&zd_campaign=2448&zd_term=scottballina), organizations in the top quartile for racial and ethnic diversity are more likely to have 35% above average financial returns while organizations in the top quartile for gender diversity are more likely to have 15% above average financial returns. This only shows that diversity and inclusion are, indeed, good for business. The uniqueness of each individual contributes to the overall innovation of a company which, in turn, translates to revenue generation. However, despite its advantages, many large companies around the world, [including Microsoft](https://blogs.microsoft.com/blog/2019/11/12/the-microsoft-diversity-and-inclusion-report-reveals-momentum-and-learnings-for-the-future/?ranMID=24542&ranEAID=je6NUbpObpQ&ranSiteID=je6NUbpObpQ-lpi4iglRUaslynAGz3MF5A&epi=je6NUbpObpQ-lpi4iglRUaslynAGz3MF5A&irgwc=1&OCID=AID2000142_aff_7593_1243925&tduid=%28ir__ptekj9kcwkkftzfvkk0sohzz0e2xgdrhztrfzgme00%29%287593%29%281243925%29%28je6NUbpObpQ-lpi4iglRUaslynAGz3MF5A%29%28%29&irclickid=_ptekj9kcwkkftzfvkk0sohzz0e2xgdrhztrfzgme00&zd_source=hrt&zd_campaign=5231&zd_term=chiradeepbasumallick), still lack diversity. Discussions of diversity and inclusion are likely to become more serious this year and additional measures will be taken by many companies to ensure that. Here are some practices that you can start doing this 2020: ***Integrate diversity in your business model*** Most organizations see diversity as more of a compliance requirement and an ethical move. When you look at their mission statements, you will see phrases such as “makes best efforts to” and “commit to” which give the impression that the organization will do its best to achieve diversity instead of making diversity a mandate. This year, companies are more than willing to diversify their workforce by including diversity as part of their business model. A great example would be Intel, an American multinational corporation and technology company. They [announced the implementation of a new “Intel Rule”](https://newsroom.intel.com/editorials/intel-rule-action-improve-diversity-legal-profession/#gs.tsuxd9) barring the company from partnering with any law firm with an average or below-average diversity score beginning 2021. This may be seen as a bold move for Intel, but it only demonstrates that they’re taking diversity and inclusion into account very seriously and they’re confident enough to face any consequences it may present in the future. ***Create a sense of belongingness for everybody*** One of the people’s psychological needs is to have a connection to a certain group or organization. This makes a person feel like they can be themselves. This is important because this brings their best self forward which usually results in greater engagement and creativity in the workplace. However, we should keep in mind that this change takes time and it requires hard work to establish a diverse and inclusive culture for an organization to say that they can provide a sense of belongingness for everyone. Tuning in to empathy is a crucial part of this process. One should remember a time when they were excluded, shamed, discriminated, and so on. In this way, leaders can easily internalize these feelings for them to have a better understanding of what it’s like to be left out. Leaders should listen to the people. To effectively empower the team, he or she should try to blend different workstyles, needs, and approaches into a cohesive whole. ***Address unconscious bias*** The [University of California, San Francisco defined unconscious biases](https://diversity.ucsf.edu/resources/unconscious-bias) as social stereotypes about certain groups of people that individuals form outside their own conscious awareness. Unconsciously, people hold beliefs about various social and identity groups, and these biases result in people’s natural tendency to categorize everything that surrounds them. UCSF also added that unconscious bias is far more prevalent than conscious prejudice and can be activated by certain scenarios. For instance, unconscious bias happens more when a person is multi-tasking or working under pressure. Now, being aware of it is the first step. When screening CVs, conduct interviews, or give performance reviews, consider the professional merits of a person and make sure that decisions are objective and not based on prejudices and biases. Think of why certain people are entrusted with big assignments. Try to consider other team members with such assignment and provide them with training, resources, and tools that they needed to do the job. In this way, you recognize unconscious bias and address it right then and there. ***Be more sensitive with terms used in HR communications*** This may seem small for some but it has a significant effect on how candidates see your organization. According to LinkedIn, language definitely matters. 44% of women who took the survey were discouraged by the use of the word “aggressive” in a job description. It’s better to avoid using genderized words or phrases like “likable”, “demanding”, and “supportive” to attract more potential candidates in the future. Again, by doing so, it incorporates diversity during the hiring process and it fosters a sense of inclusion in the entire workforce. ***Inclusion should be an ongoing process*** Breaking a bad habit isn’t easy so a seminar about inclusiveness and diversity is not enough to teach employees about its importance. A behavioral change such as this requires people to identify key moments that will help them build new habits. For example, organizations should set daily actions that can be practiced and measured. Equip people with the skills and information to help them champion diversity and inclusiveness in their departments. People should be able to adapt these ideas and beliefs into their daily lives for them to develop this new habit. ***Take a look at your mentors now and then*** Senior-level employees are great mentors in any organization. Everything they’ve learned and experienced will be passed on to the newcomers. However, senior-level employees have been with the company for so long, they might start to operate from unconscious bias. To be clear, there is nothing wrong with leveraging their wealth of knowledge and experience, but mentors should be open to new perspectives to drive innovation. Of course, it’s quite uncomfortable to check your mentors without making them feel questioned. But it’s important to provide mentors with inclusive points of view. Remember, a truly inclusive mentor should be able to accept mentees with different sets of life experiences, values, beliefs, and mindset. These are just some of the practices that your organization can start doing this year. Take a look at what you have right now and see if you’re already practicing any of these in your organization. If you have, then you’re off to a good start. If not, it’s not yet too late. We highly recommend companies to take some time to study diversity and inclusion trends very closely. Re-aligning your business and people in building an inclusive and nurturing environment is far more important than anyone can imagine. Let’s all make a happier and more productive workforce by exerting more effort on diversity and inclusion and you’ll be surprised at how innovative and successful your business will become. **Categories:** Blog --- ### [The Future Is Here: Why Organizations Should Adapt a Hybrid Work Model](https://carrhure.com/the-future-is-here-why-organizations-should-adapt-a-hybrid-work-model/) **Published:** May 26, 2022 **Author:** Auree de Carbon **Content:** In 2020, the surge of the COVID-19 pandemic changed people’s lives from constantly connecting with their loved ones, friends, and colleagues to isolating themselves at home, doing the best they could to make a living while keeping themselves and their families safe. It was a tough time for everyone, including businesses and organizations. The world came to a halt, and people were clueless about what was ahead. As a famous saying goes, “The show must go on.” After months of figuring out the best way to continue operations and retain the workforce, working from home, although not a new concept, became the new normal. Developing skills in team collaboration, video conferencing, time tracking, cloud content collaboration, and endpoint protection software became a trend. The demand for tech-savvy staff increased. Work is done remotely and virtually. Yes, there was an adjustment period, but people were able to keep up since this is the source of their livelihood. With the development and distribution of vaccines and boosters, as well as the continuous decline of transmission, quarantine restrictions started to ease. Face-to-face classes are gradually implemented. Private establishments and government offices are open, and that includes the return of employees to the office. Since people have been working remotely for the past two years, going back to the office means retraining their minds and bodies to their pre-pandemic routines. While some are ecstatic to finally break free from their homes and interact with other people, others are either hesitant to lose the perks of working from home or anxious about the possibility of infection. Based on a [Gallup survey](https://www.gallup.com/workplace/238085/state-american-workplace-report-2017.aspx), 51% percent of employees said that they’re willing to change jobs for a more flexible remote schedule. That is not surprising. Remote work gave employees flexibility and control over their time. The extra hours spent commuting can be spent in training, running errands, attending to family members when needed, and doing other important things. They can do all these without completely disrupting work dynamics. But there’s a workaround that benefits both the organization and the employees – Hybrid Work Model With the reopening of offices, many employers are considering retaining a percentage of remote workers. [90% of organizations intend to combine remote and on-site working](https://www.mckinsey.com/business-functions/organization/our-insights/what-executives-are-saying-about-the-future-of-hybrid-work) as part of their long-term plans based on a McKinsey survey. By now, most employees have set up a personal office, [which proved to be equally (and some even say more) productive.](https://www.forbes.com/sites/adigaskell/2021/05/31/how-productive-have-remote-workers-been-during-covid?sh=10fe3603639e) However, there is still a need for personal contact and connectedness to gain professional growth. Hybrid work provides them both – the independence gained from remote working and the social and cultural advantages of on-site working. Compared to fully remote offices, hybrid workplaces have a physical office and location. However, its physical office has a smaller real estate footprint, unlike an in-person workplace. Referring to WeWork, a provider of coworking spaces, a hybrid workplace aims to “balance the needs of individual workers with their [ability to collaborate and be productive](https://www.wework.com/ideas/workspace-solutions/flexible-products/hybrid-workplace) in a shared physical space.” Companies have the liberty to customize the process based on their needs since hybrid workplaces focus on flexibility. It also provides employees with a choice of where and when they work. In return, businesses are able to increase employee satisfaction, optimize labor costs, and increase flexibility, paving the way for smoother collaboration, better cultural socialization, and face-to-face collaboration. Before we jump on the bandwagon, there are things that we must consider before implementing them in your business or organization. First, you have to [identify how a hybrid workplace serves you ](https://www.nytimes.com/2021/04/24/business/dealbook/hybrid-workplace-guide.html)and your employees. Second, you have to understand and learn the different kinds of hybrid workplaces. Try answering these questions to guide you in choosing the right hybrid model: 1. **What is the function of every team member?** This question will help you determine if their responsibilities allow them to work at home or if their role is more efficient in an in-office work arrangement. 2. **Where is the location of every team member?** This question will help you determine whether the team member lives in the same region (or not) and if there is a need to meet up for work once in a while. 3. **What is the structure of your organization?** Is it hierarchical or centralized? 4. **How will you describe your company culture?** Are you focused on each individual or each team? 5. **How are the schedules set up?** This question will help you determine whether the employees live in the same time zones or not and if there is a window where people can communicate with each other. 6. **What type of channels do you have for internal communications?** Is it integrated, disconnected, or limited? What kind of software do you use to ensure clear communication among individuals and teams? Once you have answered all these questions, you can easily and strategically plan for the type of work model that best suits your business or organization. Again, a hybrid work model is customizable, and you can remove and add some elements depending on your needs. Below are some of the most common types you can consider. Just make sure that you regularly check your plans to maintain an effective work environment and harmonious collaboration. 1. **Remote Hybrid Work Model** – A remote hybrid work model made up mostly of remote employees who report to a physical workspace from time to time. In-person meetings are set when discussions and collaborations are more conducive in a physical office over a digital one (e.g., brainstorming sessions, client meetings, or team-building activities). 2. **Mixed Hybrid Work Model** – A hybrid work model where a portion of your staff works full-time in the office and the others work full-time remotely. Some employees (e.g., surgeons, engineers, etc.) can only fulfill their role in a physical workspace, which is why these employees have to work onsite. 3. **In-Person Hybrid Work Model** – Contrary to the Remote Hybrid Work model, an in-person hybrid model consists of employees who report to a physical workplace with the option of working remotely. This is the perfect choice for some employees since they don’t have to worry about having stable internet connections and access to technology. This is also favorable to younger employees who need more guidance and mentorship from tenured staff. 4. **Split Hybrid Work Model** – You can opt for a split hybrid work model if your team members work in shifts. A portion of your team will report to a home office on a set number of days, and the other portion will report on the other days. For instance, half of your team might go to your physical workspace on Mondays, Wednesdays, and Fridays but works remotely on Tuesdays and Thursdays. The other half might report to the office every Tuesday and Thursday but will work remotely every Monday, Wednesday, and Friday. After pointing out the type of hybrid work model you need, now is the time to adopt it. But how? It is not enough to tell people to split their time at home and in the office and hope for the best. There should be a solid hybrid workplace strategy in place. Here are some of the strategies you can adopt in your organization: 1. **Maintain Open, Constant, and Transparent Communication:** As an entrepreneur or manager, it is your responsibility to relay important information to your team as clearly as possible. These include milestones, goals, opportunities, and challenges. To ensure smooth operations and assure remote employees that they’re not left out, regular check-ins or daily meetings with your team are crucial. You’re also expected to be transparent about hybrid work policies. Why are they in place? What is the rationale behind this decision? If some employees are allowed to work remotely and others are not, you have to state your reasons and make sure that they are sound to avoid any conflict. You must be open to feedback on new policies and tweak them as you move forward until you’ve figured out the best hybrid model for your organization. 2. **Be Methodical in Implementing Your Operating Procedures:** Establishing ordered and detailed processes help managers streamline workflow. You can start with recording company procedures in an employee handbook and make it accessible to all employees. In this way, information, tools, and resources are consistent whether they work from home or in the office. Project managers and team leaders should give employees clear direction and instructions when it comes to policies such as working hours, schedules, attendance, etc. Developing work-from-home policies for remote workers is also pertinent to maintaining adherence and productivity outside the office. 3. **Promote Culture Building and Social Interaction:** Social interaction won’t be easy when it comes to a team with a hybrid system of both in-house and remote workers. In order to build team morale and trust, managers should encourage and initiate conversations with a social purpose. Teams that do not trust each other negatively impact collaboration and productivity. To break the barrier, you can foster candid interactions by setting up casual meetings, virtual catch-ups, etc. Despite all the amazing advantages of hybrid workplaces, it also has its weaknesses. Without a colleague or a supervisor in sight, unexpected problems may arise, and it would be difficult for employees to solve them on their own. For instance, if a data analyst loses access to important databases, how will he/she gather, process, and analyze data to produce accurate reports? To anticipate these circumstances, organizations must empower and support. Do they have the equipment, gadgets, and applications they need to ensure work productivity, especially if they are working from home? Do they have stable internet connections in their home office? Do they have backup devices such as an LTE WIFI dongle and a high-capacity power bank in case of a blackout? Is there a team that can assist them via Zoom or Skype if they encounter technical difficulties? Thinking ahead will greatly minimize the potential challenges that hybrid workers will face. It’s better to be overprepared these days because one will never know what will happen next. Ensuring overall company productivity means providing employees with adequate resources and the right online solutions, whether they work in the office or remotely. In essence, organizations must consider alternatives and provide for the needs of their workforce, or else they will lose incredible talent to employers that will. **Categories:** Blog --- ### [What is General Data Protection Regulation (GDPR) and How does it Affect Recruitment?](https://carrhure.com/what-is-general-data-protection-regulation-gdpr-and-how-does-it-affect-recruitment/) **Published:** October 4, 2018 **Author:** Auree de Carbon **Content:** ### *In a Nutshell* GDPR became enforceable on May 25th of this year. Since this is a regulation, not a directive, GDPR doesn’t require national governments to pass any enabling legislation and is directly binding and applicable. It is said that, in some circumstances, violators may be fined up to 20 million Euros or up to 4% of the annual global turnover of the preceding financial year in case of an enterprise, whichever is greater. The **General Data Protection Regulation or GDPR** [(EU) 2016/679](https://eur-lex.europa.eu/eli/reg/2016/679/oj) is a regulation in EU law referring to data safety and privacy for all individuals in the European Union (EU) and the European Economic Area (EEA). It also addresses the export of non-public records outside the EU and EEA areas. The primary goal of the GDPR is to give control to individuals over their personal information and to simplify the regulatory environment for international business by unifying the regulation within the EU. Replacing the Data Protection Directive 95/46/EC, the regulation consists of provisions and stipulations pertaining to the processing of personal information of individuals (or **1**data subjects are defined in the GDPR) within the European Union, and applies to an enterprise established in the EU or—regardless of its location and data subjects’ citizenship—that is processing the **5**personal data of people within the EU. ### *Key Changes* Although the key principles of data privacy from the previous directive are still visible, there have been a lot of proposed changes to the regulatory policies. 1. **Consent** – The conditions for consent have been strengthened, and corporations are no longer in a position to use long illegible terms and conditions. The request for consent has to be given in an accessible form with an attachment clearly stating the purpose of data processing. The consent must be clear and distinguishable from other matters. The consent must as easy to revoke as it is to give it. 2. **Penalties** – As mentioned earlier, organizations guilty of personal data breach stipulated in the GDPR can be fined up to 4% of annual worldwide turnover or up to 20 million Euros (whichever is greater). The gravity of the penalties varies depending on the violation that has been committed. - First offense or unintentional instance of non-compliance will receive a **written warning** - Relevant authorities will conduct **regular audits** - Failure to have their records in order or failure to notify the candidate and relevant authorities regarding a data breach will receive a **10 million Euro fine** - Violation of the GDPR’s essential principles such as collection of candidate’s personal information without explicit consent will receive a **maximum fine of 20 million Euros or 4% of the annual global turnover, whichever is higher**. 3. **Increased Territorial Scope** – GDPR significantly extended its jurisdiction to all companies processing personal information of candidates residing in the EU, regardless of the company’s location. In the previous directive, it only referred to the data process ‘in the context of an establishment’. Furthermore, the GDPR also applies to the processing of the candidates’ **5**personal data within the EU by a controller or processor that is not established in the EU (i.e. offering goods or services to EU citizens with or without payment) and the monitoring of behaviour that takes place in the EU. Non-EU businesses processing the data of EU citizens are also obliged to employ an EU representative. 4. **Right to Access** – As part of the previous directive’s expansion, the GDPR outlined the right of candidates to obtain confirmation of data processing as well as where and for what purpose from the **2**data controller. Moreover, the controller must provide a free electronic copy of the **5**personal data for data transparency and empowerment of candidates. 5. **Data Portability** – Data portability refers to the candidate’s right to receive personal information concerning them which they have previously provided in a ‘commonly use and machine-readable format’. They also have the right to transmit such data to another recruitment agency. 6. **Breach Notification** – The GDPR specifies the mandatory notification of the breach in all member states in case of grave risk for the rights and freedoms of individuals. As soon as the organization becomes aware of a breach, they have 72 hours to notify proper authorities. **3**Data processors are also required to notify their customers and the recruitment agency that they’re working for without undue delay after first becoming aware of a data breach. 7. **Data Erasure –** The candidates are entitled to the right to be forgotten meaning he or she can have the recruitment agency delete his or her **5**personal data, stop further data dissemination and potentially have third parties cease the processing of data. As outlined in Article 17, data erasure includes the data no longer relevant to the original purposes for processing or a candidate revoking consent. In addition, this right requires the recruitment agencies to compare the candidate’s rights to the “the public interest in the availability of the data” when considering such request. 8. **Privacy by Design –** Although privacy by design has existed as a concept for years, it’s only now that it’s becoming part of a legal requirement. Privacy by design calls for the inclusion of data protection from the start of the designing of systems instead of an addition. It specifically states that the recruitment agency will effectively implement appropriate technical and organisational measures to meet GDPR’s requirements and to protect the rights of the data subjects. According to Article 23, recruitment agencies shall hold and process data only when it’s absolutely necessary for the completion of its duties as well as limiting the access to **5**personal data to those needing to act out the processing. 9. **Data Processing Officers (DPO) –** As stated in the GDPR, it’s not necessary to submit notifications/registration to each local DPA. It’s not also required to notify/obtain approval for transfer based on the Model Contract Clauses (MCCs). But there are internal record-keeping requirements and DPO appointment is mandatory only for those **1**controllers and **2**processors whose main responsibilities are processing operations which calls for regular and systematic monitoring of data subjects on a large-scale or of special categories of data. The Data Protection Officer must meet the following qualifications: ### [![](https://carrhure.com//wp-content/uploads/2018/10/Chart.png)](https://carrhure.com//wp-content/uploads/2018/10/Chart.png)*Advantages* The GDPR might come off as intimidating especially to the businesses whose core business is data processing due to the regulation’s expansion on the data subject’s rights. On the other hand, we have to admit that the passage of this regulation has great advantages. Compliance with the new regulation promotes greater transparency and accountability resulting in *public trust, enhanced reputation and better relationships* with existing and potential customers. The GDPR provides guidelines and measures that each organization must follow which will improve their *competitive advantage, data governance, information security, and branding*. Here are some of the reasons why the GDPR is a blessing in disguise: 1. **Gives a sense of clarification** – GDPR provides legal clarification of the key terms involving personal data use. The involved parties will have a clear view of its rights and responsibilities as well as its scope and limitation. This will greatly help in identifying applicable solutions to a variety of situations. 2. **Improves Decision-making and Risk Assessment** – Due to its expanded regulations, GDPR gives a more thorough, calculated, cautious and responsible approach to decision-making and risk assessment which can greatly prevent significant monetary and reputation damages for the company in the future. 3. **Better Security Framework** – One of the greatest benefits of GDPR is the kind of security it provides. There is a set of clear and realistic guidelines to improve and maintain security systems in order to prevent data breaches. 4. **Cutting-edge technology** – Since the GDPR’s enforcement, experts foresee the rapid development of technologies in the coming years. In order to stay on top of the game, recruitment agencies must find more ways to secure data which will result in a consistent update of security systems. ### *Challenges* The GDPR is not something new. In fact, this regulation has been adopted in April 2016. However, it seemed like many companies didn’t take this seriously. Believe or not, many companies are still inquiring about GDPR 20 days before its enforcement. One of the challenges is the accommodation of the new requirements in their internal processes. Recruitment agencies have to fully acquaint themselves to the regulations, revise existing regulations related to data processing and re-train all their staff about how they should handle **5**personal data in compliance with the GDPR. Recruitment agencies are encouraged to get their data processes certified by a supervisory authority or an approved certification body. In addition, the appointment of a **4**DPO is mandatory to systematically monitor and track data processes. All these actions require a great deal of time, effort and money. This may also hinder existing or new search/es since the recruitment agency, with the assistance of the **4**DPO and proper authorities, should ensure the adherence all of the documents, systems, and procedures to GDPR’s guidelines before proceeding. Below are some of the **FAQs** that most recruitment agencies might have in relation to the GDPR from consent, application, candidate rights, data processing, third-party vendors and documentation: ***Is the GDPR applicable to the data on hand such as existing talent pools or is it only valid for all data obtained and processed after May 25, 2018?*** You can keep your existing data as long as you have consent from your candidates that can be considered valid under the GDPR. As a precaution, it is advisable to obtain consent from all your existing candidates and delete any data that, for whatever reason, you don’t have any right to keep. ***Is it considered valid when a candidate gives consent by including a note stating that they agree to have their data stored and processed in their CV or application letter?*** The GDPR requires recruitment agencies to be transparent about not only the purpose of data processing but also the process itself. Therefore, consent will only be valid if the candidate is completely aware of how you process personal data. An example of a legitimate consent includes a signed note explicitly stating that he or she has read and consented to the terms and conditions indicated in the privacy policy. The URL should be included in the note for reference. ***When talking about legitimate consent, which one is preferable, written or verbal?*** A written declaration is highly recommended since it can serve as indisputable evidence that the candidate has consented to the processing of his or her personal data. ***How do I obtain consent when I am not using an ATS?*** The absence of *ATS or Applicant Tracking System* is a challenge especially when you have to prove that you’ve obtained consent from the candidate. Request for a written documentation signed by the candidate is strongly advised***.*** ***While obtaining consent from a candidate, is it necessary to communicate in a specified language, i.e. their national language?*** GDPR has no provision obliging recruitment agencies to localise privacy policy. However, it’s imperative for the candidate to understand exactly what you mean so it’s beneficial to translate your privacy policy into local languages to ensure the validity of the consent obtained. It’s also advisable to use simple languages to candidates who aren’t knowledgeable of legal terms so that they can easily understand the privacy policies. ***How do you obtain consent from candidates who hand you their CVs or apply directly your website?*** In this situation, it’s crucial to establish a process to document their consent. For example, there should be a standard form signed by all direct applicants. Make sure to keep their forms in your database and delete this data once the candidate revokes his or her consent. It’s also beneficial to use technology solutions like a secure ATS app or software in your efforts to be GDPR compliant. ***How specific do I need to be when stating the purpose of obtaining and processing my candidate data within my privacy policy?*** You have to be as accurate as possible. You need to clearly state your purpose for processing the data, the people who will get access to the information (listing internal and third parties), the rights of the candidates, the authorities they can contact if they have complaints, etc. ***How do I comply with GDPR rules for employee referrals since referrals rarely give their consent before being approached?*** You can only approach an individual if you have a legitimate interest (i.e. job offer). If that is the case, then you must obtain written consent from the candidate and allow the candidate to approve your privacy policy. You can process their data further once written consent is obtained. ***If a candidate applies through an ATS does this constitute consent?*** It depends. If the candidate has applied via ATS and the ATS is specifically set up in a way that it can obtain and store consent, this constitutes consent. You should refer to your ATS provider to make sure that they can obtain consent in compliance with the GDPR. ***If a candidate responds to a sent message does this constitute consent?*** Unfortunately, no. It will be hard to store and process candidate data without obtaining explicit consent from these candidates. It only means that you will have to enter them into a process to provably obtain consent for further action. ***If an applicant sends an email or a letter containing their application, does this imply consent to store and process their data?*** Still no. Having a proof that they gave you consent for processing their personal data having read and understood the privacy policy is absolutely necessary. As mentioned earlier, candidates have to enter into a process to provably obtain consent for further action. ***Is it considered discrimination when giving consent to data processing becomes a necessary condition for being allowed to apply to a job that I posted?*** Referring to the GDPR, the first thing recruiters should do to process personal data is to obtain a consent from the applicants. It’s standard procedure. You can’t move forward without it. ***Am I still allowed to accept applications by letter or email?*** Yes, you are. However, as reiterated, you need to obtain consent from these candidates to store and process this data so you still have to enter them into a process to provably obtain consent for further action. ***How do I obtain consent from candidates who apply through an advertisement on a job board?*** The first thing that you should do is to review the terms of use and data privacy of the job boards to know whether they’re GDPR compliant or not. As a future employer, you are responsible for obtaining consent from your candidates. Again, in order to do this, you have to enter them into a process to provably obtain consent for further action. ***How do I obtain consent from candidates who apply through my own careers page?*** The importance of obtaining the consent of the candidates couldn’t be stressed enough. In this case, you can build a checkbox proving that the candidate has already read the privacy policy and by checking this box, the candidate gives his/her consent. The candidate should not go further in the process without consent. ***Will active sourcing stay possible under the GDPR?*** Yes, it will, but you have to watch out for a few conditions. Before approaching the candidate, you and the candidate should share a “legitimate interest” as a lawful basis for approaching a candidate. For example, you have a “legitimate interest” in expanding your business by approaching a potential candidate for a role and in turn, the candidate has a “legitimate interest” in being approached by your recruitment agency. After the contact, you still have to obtain their consent before processing their personal data. ***In tracking passive candidates, is it allowed to store candidate data in the ATS before getting their consent?*** No. However, pragmatically speaking, you can claim “legitimate” interest when approaching them and immediately ask their consent for further data processing. ***How do I ask passive candidates for consent (for example on LinkedIn)?*** Again, to have a lawful basis for approaching a candidate, you can claim that you have a so-called “legitimate interest” in growing your business by approaching a talent for a role as well as the candidate has a “legitimate interest” in being approached by your company. You can ask the candidate’s consent after the initial contact before processing their personal data. ***Hypothetically speaking, if the candidate has public profiles indicating that he or she is actively looking for job opportunities, is it still necessary to ask for their consent?*** Yes. ***Is it allowed to approach candidates whose profiles you found using a search engine?*** Yes only if it is a public profile with a business background. If that is the case, it’s permissible to assume “legitimate interest” when contacting a potential candidate. ***Do I have to publicly advertise a job opportunity before approaching a candidate?*** Not necessarily. The important thing here is to have a “legitimate interest” (i.e. real job opportunity). ***If a candidate accepts my request to connect on a business network like LinkedIn where their contact information is visible, am I allowed to contact them?*** In accordance with GDPR’s principles, you have the right to contact them as long as you have a “legitimate interest” (i.e. a real job opportunity). You can ask for their consent and inform them of your data process after the initial contact. You can include a link to your company’s privacy policy for easier access. ***Is it still allowed to use sourcing tools that reveal candidates’ personal email addresses or phone numbers?*** So far, it is still allowed. However, as stated earlier, you need to have a “legitimate interest” to contact them like an opportunity. You still have to get their consent and inform them of how you will process the data. For added security, it’s encouraged to check the terms of use of such tools. ***Can we store data that is publicly available, i.e. on a company’s homepage?*** No. ***Will I still be able to export candidate profiles from LinkedIn into my ATS?*** Looking at GDPR’s principles, you will need to make sure that you have the right to export such profiles. In order for you to do so, you have to check the terms of use that you have with such providers. Moreover, you need to have a “legitimate interest” to export such data (i.e. job opportunity) as well as the individual’s consent. ***Is it permissible to store data of actively sourced candidates in an Excel sheet?*** Yes, as long as you have “legitimate interest” for each sourced candidate (i.e. a job opportunity) and consent are documented for each one of them. ***What are the ways that I can do to ensure that candidates can access their data?*** There are two ways: 1\) You can appoint a designated contact for any candidate requests and sharing their contact information. Any candidate requests to access, amend, or erase their data need to be heeded within a narrow timeframe and compliance must be documented. 2\) You can employ an ATS or CRM that will allow candidates to log onto their profiles and make any necessary adjustments by themselves. This option has the added bonus of making it easy to retain and log any occurring changes. ***When a candidate states that they are not interested in a job opportunity, can I still keep their name in my database?*** You can if the candidate gives you the authorisation to do so. You should inform the candidate what you will do with the data after rejection. ***Let’s say that a recruiter approaches a candidate whom he or she has actively sourced, but the candidate doesn’t want their data stored and are not interested in the role, how can a recruiter ensure that his or her colleagues won’t contact them again?*** If the candidate refuses to have their data store and expresses disinterest, you have to honor the candidate’s request and ensure that this information is disseminated across the organization. If possible, you should talk personally to every employee and tell them to delete such information. Since this is quite hard to achieve, it is advisable to ask for consent to keep the contact information in order to document the opt-out. ***When appointing an individual as a contact for candidate requests regarding their data, what exactly are the contact data that needs to be?*** You have to disclose the contact’s direct email address and a postal address. ***Is it allowed to store candidate data on personal laptops, for example by hiring managers?*** It’s allowed as long as the candidate knows about such storage. ***Is it allowed to share candidate data with colleagues who will take part in job interviews?*** Yes, you can as long as it’s clearly stated within your privacy policy that their data will be shared with colleagues (hiring manager, future superior or a future colleague) as part of job interviews. However, it’s not necessary to personally name these colleagues. ***Do I need to make the candidates aware of the fact that their data has been shared, for example with a hiring manager?*** You don’t have to if you have specified within your privacy policy that you will share their data with employees who are directly involved in the recruitment process. However, you need to ask the candidate’s consent if you want to share their data with an external vendor who is not named in your privacy policy (for example to run an assessment test). ***How long am I allowed to store candidate data?*** If we are going to strictly interpret GDPR, you are only allowed to keep candidate data for as long as it serves the purpose that you mentioned when obtaining the data. After serving its purpose, you are obliged to delete it. However, you can phrase the purpose in a way that will give you some leeway on how long you will be able to keep the data. For example, you can tell candidates that you will keep their data for as long as they are interested in positions within your organization. In this case, you should have proof that this candidate is, indeed, interested in staying in your talent pool. ***Is it okay to ask candidates to renew their consent in order to retain their data?*** Yes, it is. If the candidate gave you consent to store and process their data and they haven’t explicitly forbidden you from contacting them, you may approach them to renew their consent. ***Is there a maximum limit for how long I am allowed to store candidate data?*** You should check the local legislation applicable to such cases. ***When receiving applicant data from recruitment agencies, should there be an agreement between the recruitment agency and the company data processing?*** Yes. There is a need for a so-called Data Processing Agreement (DPA). ***Is there an official GDPR seal of quality for compliant vendors?*** Right now, there is no seal for GDPR compliance. Based on the regulation, it’s possible to acquire official certification from either a national data protection authority or from a competent private data protection authority. ***When sourcing candidates through job boards, who is responsible for GDPR-compliance?*** The data controller (in this case, the future employer) is responsible. However, you have to make sure that the job boards are GDPR compliant as well. Reviewing the terms of use and data privacy of the job boards is highly encouraged. ***Who is responsible for GDPR-compliance when sourcing candidates through CV databases?*** In general, if the CV database is hosting the candidate profiles, it is their responsibility (as the **1**data controller) to ensure GDPR compliance and to have all the necessary consent to share the candidate profiles with you. However, once the candidate profiles are duplicated within your systems, you will become the **1**data controller. Clearly, it is advisable to contact your vendors and check on their efforts to become GDPR-compliant. ***How will you know which version of the Data Privacy Policy the candidate accepted?*** The best way to do it is to add the date of the version that the candidate will accept. In that way, the candidate, therefore, accepts the version in force on the day of his or her consent. Keeping an archive of privacy statements (“Privacy policy”) is also feasible in order to easily find the version accepted for the candidate. Moreover, if the client has added a link to their own privacy policy, it is the client’s responsibility to keep a copy of these declarations in order to keep track of them. ***Who’s in control of determining whether the candidate data is truly deleted or not from the systems?*** It’s important to prove your compliance to the candidate’s request of removing their data from the systems in case of an audit. You can appoint a Data Protection Officer (DPO) within your company, who would be tasked with running internal audits and ensuring GDPR compliance. For more information, you can refer to the original document found on this link: GDPR in respect to the recruiting function: 1. **Data subject** ‒ this refers to individuals residing in the EU and the EEA. In recruitment, these are the candidates and the employees. 2. **Data controller** ‒ this refers to the organization who decides to, and how to, collect data subject data. In recruitment, these are the employers or recruitment agencies. 3. **Data processor** ‒ this refers to software or services responsible for processing personal data on behalf of the data controller. In recruitment, these are the Applicant Tracking Systems (ATS) and other recruitment software/services. A processor may engage another processor called the “sub processor” to carry out certain tasks or activities related to the handling and storage of data (e.g. a recruitment company uses a cloud platform to deploy its system). 4. **Data Protection Officer** ‒ a person appointed by the recruitment company who possesses the appropriate skills and the resources necessary to respond to the GDPR demands including systematic monitoring of individuals or process data related to criminal offenses. 5. **Personal Data** ‒ GDPR defines personal data as “any information related to the natural person and GDPR data subject that is identified and identifiable”. This has been broadened and data is generally regarded as belonging to two groups – *Personal Data and Sensitive Personal Data*. - **Personal Data** encompasses information such as data subject’s name, biometric information (e.g. photo), location data (e.g. address), phone number, income and other financial data, and online identifiers such as IP address, cookies, apps, posts on social media sites, RFID tags. Online identifiers can leave traces which can be combined with other info and be used to create profiles of data subjects. - **Sensitive Personal Data** includes (but is not limited to) health, genetic, socioeconomic, cultural profile (racial, ethnic and religious info), sexual orientation etc. **Categories:** Blog --- ### [10 Essential Interview Questions for Nonprofit Candidates: Selecting the Right Fit for Mission-driven Organizations](https://carrhure.com/10-essential-interview-questions-for-nonprofit-candidates-selecting-the-right-fit-for-mission-driven-organizations/) **Published:** July 17, 2023 **Author:** Ines Navos **Excerpt:** this is a sample of excerpt. **Content:** Photo by [Tima Miroshnichenko](https://www.pexels.com/photo/man-interviewing-the-woman-5439137/) Hiring the right candidate in the nonprofit sector is paramount, as it directly affects the organization’s ability to achieve its mission and make a meaningful impact in the community. Recent sources highlight the significance of selecting the right individuals for nonprofit roles. According to a study by Nonprofit HR, a misaligned hire in the nonprofit sector can cost an organization up to five times the individual’s annual salary in terms of lost productivity, training expenses, and potential disruptions. Furthermore, the Bridgespan Group emphasizes that hiring the right talent is critical to ensuring the long-term sustainability and success of nonprofits. Their research shows that high-performing nonprofit organizations place a strong emphasis on recruiting individuals who possess a deep commitment to the organization’s mission, as this alignment positively influences employee engagement, retention, and overall organizational effectiveness. The findings highlight the importance of a rigorous and thoughtful hiring process in the nonprofit sector to identify candidates who not only possess the necessary skills and qualifications but also align with the organization’s values and mission. On the other hand, making a bad hire can have detrimental effects on an organization, impacting various aspects of its operations and overall performance. Recent sources emphasize the importance of hiring the right candidates and highlight the consequences of a poor hiring decision. According to a study conducted by the Society for Human Resource Management (SHRM), the financial cost of a bad hire can range from 50% to several times the annual salary of the employee. Furthermore, a report from Harvard Business Review states that a single bad hire can result in a ripple effect, affecting team morale, productivity, and customer satisfaction. Additionally, a study published in the Journal of Business and Psychology found that a misfit hire can lead to increased turnover and decreased job satisfaction among other team members, further impacting organizational culture and employee engagement. These sources emphasize the need for thorough and effective hiring processes to mitigate the negative consequences associated with a bad hire. To identify the most suitable candidates, it is essential to conduct comprehensive interviews that go beyond evaluating technical skills and qualifications. This article presents a list of top interview questions specifically designed to assess candidates’ alignment with the values and goals of nonprofit organizations. “What inspired you to apply for this position at our nonprofit organization?” Look for answers that demonstrate a genuine passion for the organization’s mission and a strong desire to make a positive impact in the community. “Please share your previous experience in the nonprofit sector and explain how it aligns with our organization’s mission.” Look for candidates who can clearly articulate their relevant experience and highlight how their past work aligns with the specific mission and goals of your organization. “Describe a challenge you encountered while working in a nonprofit setting. How did you handle it, and what was the outcome?” Look for candidates who can provide specific examples of challenges they faced, the strategies they employed to overcome them, and the positive outcomes they achieved for the organization. “Can you give an example of a successful fundraising campaign or grant application you were involved in? What strategies did you use?” Look for candidates who can demonstrate their ability to effectively plan and execute successful fundraising campaigns or grant applications, and who can discuss the specific strategies they used to achieve results. “How do you approach collaboration and teamwork in a nonprofit environment?” Look for candidates who emphasize the importance of collaboration, communication, and teamwork in achieving organizational goals. They should be able to provide examples of how they have successfully worked with others to achieve shared objectives. “How do you stay updated on the latest trends and best practices in the nonprofit sector?” Look for candidates who demonstrate a proactive approach to professional development and staying informed about industry trends. They should mention attending conferences, participating in webinars, reading relevant publications, or engaging with professional networks. “Tell us about a time when you had to manage competing priorities and tight deadlines in a nonprofit setting. How did you prioritize and organize your work?” Look for candidates who can explain their organizational and time management skills, and how they effectively prioritize tasks and meet deadlines. They should provide examples of specific strategies they have used to manage competing priorities successfully. “What is your approach to cultivating and maintaining relationships with donors, volunteers, and community stakeholders?” Look for candidates who emphasize the importance of building strong relationships based on trust, communication, and mutual benefit. They should demonstrate experience in cultivating and maintaining relationships with key stakeholders, such as donors and volunteers. “How do you evaluate the impact of programs and initiatives in the nonprofit sector?” Look for candidates who understand the importance of measuring and evaluating program impact and can discuss specific evaluation methods they have used. They should emphasize the use of data and outcomes to assess program effectiveness and drive continuous improvement. “In your view, what are the main challenges currently faced by nonprofit organizations, and how would you address them?” Look for candidates who can demonstrate a thoughtful understanding of the challenges facing the nonprofit sector, such as funding constraints, resource limitations, and changing community needs. They should provide insights on potential strategies or innovative approaches to address these challenges effectively. Employing a rigorous and thoughtful hiring process, including asking targeted interview questions, is essential in identifying candidates who possess the necessary skills, qualifications, and alignment with the organization’s values and goals. By asking questions that delve into a candidate’s motivation, experience, problem-solving abilities, fundraising skills, collaboration approach, continuous learning, time management, relationship-building, impact evaluation, and understanding of nonprofit challenges, organizations can better assess candidates’ suitability for nonprofit roles. A thorough evaluation of these aspects ensures that the selected candidates not only bring the required expertise but also share the organization’s passion for the cause and possess the qualities necessary to thrive in a nonprofit environment. By investing time and effort in the hiring process, nonprofit organizations can significantly reduce the risks associated with bad hires and build a talented, committed team that drives positive change in the communities they serve. Ultimately, hiring the right candidates paves the way for success and long-term sustainability in the nonprofit sector. Sources: - [Nonprofit Hub](https://nonprofithub.org/nonprofit-management-job-opportunities/top-ten-questions-to-ask-in-your-nonprofit-job-interview/) - [The Balance Careers](https://www.thebalancecareers.com/nonprofit-job-interview-questions-2061204) - [Chronicle of Philanthropy](https://www.philanthropy.com/article/What-to-Ask-When-Youre-Hiring/156719) - [Idealist Careers](https://www.idealist.org/en/careers/nonprofit-interview-questions) - [The NonProfit Times](https://www.thenonprofittimes.com/hr/8-interview-questions-every-nonprofit-employer-should-ask/) - [Classy](https://www.classy.org/blog/interview-questions-for-nonprofit-jobs/) - [Nonprofit Talent](https://www.nonprofittalent.com/8-interview-questions-for-nonprofit-job-seekers/) - [Boardable](https://boardable.com/blog/nonprofit-interview-questions/) - [CharityVillage](https://charityvillage.com/a-foolproof-interview-question-to-evaluate-impact/) - [Council on Foundations](https://www.cof.org/content/interview-questions-hiring-effective-nonprofit-leader) - [Forbes article 1](https://www.forbes.com/sites/chrisstrub/2020/02/10/nonprofithr/) - [Forbes article 2](https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/03/10/the-real-cost-of-bad-hiring-decisions-and-how-to-avoid-making-them/) - [Forbes article 3](https://www.forbes.com/sites/forbesnonprofitcouncil/2021/03/04/five-tips-for-hiring-and-managing-effective-nonprofit-employees/) Photo source: [Pexels](https://www.pexels.com/photo/man-interviewing-the-woman-5439137/) **Categories:** Blog --- ### [Why Loss of Biodiversity is Equally Important as Climate Change?](https://carrhure.com/why-loss-of-biodiversity-is-equally-important-as-climate-change/) **Published:** July 16, 2019 **Author:** Auree de Carbon **Content:** It’s undeniable how far humans have become. Men (and women) have done a lot of things that are considered impossible. We have sailed the oceans, flew up to the sky, reached the moon, heard someone’s voice from afar, took a photo, saw moving images from a box, sent messages here and there, talked to a loved one and eventually seeing their faces on the screen and most recently, accomplishing several important tasks with a touch of our fingertips. However, due to the industrialization and modernization, it costs the environment a lot. Smoke from the cars, cigarettes, and factories contribute to CO2 emissions which greatly affects the quality of air. Oils spilling to the seas and oceans pollute our food and water sources. The rising temperatures expose us to extreme climate change and melting of ice sheets and ice shelves. The increasing patronage of single-use plastics has a massive impact both in land and marine life. This is not something new. Everyone is aware of our environment’s current situation. Some of them are still denying that these problems exist while others do but chose to do nothing. But it’s important to note that, just recently, there was a call for action for all countries, developed or developing, to come up with strategies that improve health and education, reduce inequality, and spur economic growth while addressing climate change and environmental preservation. This led to the creation of the 2030 Agenda for Sustainable Development adopted by all United Nations Member States in 2015. Looking at the latest SDGs, the Division for Sustainable Development Goals (DSDG) of the UN’s Department of Economic and Social Affairs (UNDESA) provides substantive support and capacity-building for the SDGs and their related thematic issues such water, energy, climate, oceans, urbanization, transport, and science and technology. With that being said, it’s quite noticeable that loss of biodiversity is not on the SDGs table as of the moment. According to [Britannica](https://www.britannica.com/science/biodiversity-loss), an online encyclopedia, *Biodiversity loss*, also called *the loss of biodiversity*, refers to the decrease in biodiversity within a species, an ecosystem, a given geographic area, or Earth as a whole. When we hear the word “biodiversity”, species richness often comes into mind. That is why when we talk about biodiversity loss, people will most likely associate it with the loss of certain species from either an ecosystem or the whole biosphere which is problematic because it overlooks other subtle phenomena that affect ecosystem health on a long-term basis. An ecosystem works through the interaction of living and non-living things. It only means that every species has a role to play and the extinction of certain species will greatly affect the balance within the ecosystem. Let’s take our previous blog entitled, [“Agriculture: No Future without Bees”](https://carrhure.comagriculture-no-future-without-bees/), as an example. A bee colony is responsible for pollinating 300 million flowers a day. The plants that we consume like fruits, nuts, and vegetables are pollinated by bees. In fact, 90% of the world’s nutrition relies on bee pollination. So, the continuous decline of the bee population imposes a great threat to agriculture and nutrition. Simply put, if the bees go extinct, 70 out of 100 human food crops will disappear as well unless we find a plausible alternative. There are two causes of biodiversity loss: 1. Natural – loss of biodiversity caused by natural ecological disturbances, such as wildfire, floods, and volcanic eruptions, change ecosystems drastically by eliminating local populations of some species and transforming whole biological communities. 2. Human-driven – ecological disturbances caused by human activities It’s evident that human-driven biodiversity loss is more severe and longer-lasting. According to [an article from National Geographic](https://www.nationalgeographic.com/environment/2019/05/ipbes-un-biodiversity-report-warns-one-million-species-at-risk/), there is a review of about 15,000 scientific and government sources and compiled by 145 expert authors from 50 countries which provides the first comprehensive look in 15 years at the state of the Earth’s biodiversity. In this review, the authors found out that human activities are the main cause of nature’s decline. The major drivers of human-driven biodiversity loss are land conversion, deforestation, overfishing, bush mean hunting and poaching, and pollution. There are about 1,000,000 endangered species that are bound to extinction caused by human activities according to a UN report. If the decline of biodiversity continues, human beings and other species in the biosphere will face serious consequences in the near future. According to IPBES (Intergovernmental Science-Policy Platform on Biodiversity and Ecosystem Services) Global Assessment, the average abundance of native species in most major land-based habitats has fallen by at least 20%, mostly since 1900. Over 40% of amphibian species, almost 33% of reef-forming corals and over a third of all marine mammals are threatened. The picture is less clear for insect species, but there is evidence which supports a tentative estimate of 10% being threatened. At least 680 vertebrate species are endangered since the 16th century and more than 9% of all domesticated breeds of mammals used for food and agriculture had become extinct by 2016, with at least 1,000 more breeds still threatened. *“The overwhelming evidence of the IPBES Global Assessment, from a wide range of different fields of knowledge, presents an ominous picture,”* said IPBES Chair, Sir Robert Watson. *“The health of ecosystems on which we and all other species depend is deteriorating more rapidly than ever. We are eroding the very foundations of our economies, livelihoods, food security, health and quality of life worldwide.”* Now you might ask, “What does biodiversity loss have to do with development and why have development organizations not engaged in this topic the way that have with climate change?” Based on an [article by GreenFacts Initiative](https://www.greenfacts.org/en/biodiversity/l-3/2-biodiversity-synthesis-report.htm), a non-profit project which aims to bring complex scientific consensus reports on health and the environment to the reach of non-specialists, biodiversity is a key instrumental and constitutive factor determining human well-being. They have [findings](http://www.millenniumassessment.org/documents/document.354.aspx.pdf) which support how diversity loss and deteriorating ecosystem services contribute directly or indirectly to worsening health, higher food insecurity, increasing vulnerability, lower material wealth, worsening social relations, and less freedom for choice and action. GreenFacts also pointed out that biodiversity offers various goods like plants, animals, and fungi that individuals need in order to earn an income and secure sustainable livelihoods. The agricultural labor force currently contains approximately 22% of the world’s population and accounts for 46% of its total labor force. In India’s Himalayan region, apples are a major cash crop which accounts for 60-80% of total household income. Ecotourism is one of the fastest-growing segments of global tourism which became a particularly important economic sector in a number of countries and a potential source of income for rural communities. For example, the revenue of nature-based tourism in South Africa was estimated to be 3.6 billion USD in 2000 which is roughly half of its total tourism revenue. Countries like Botswana, Kenya, Namibia, South Africa, Tanzania, Uganda, and Zimbabwe each generated more than 100 million USD of annual revenue from nature-based tourism in 2000. Lastly, Tanzania’s ecotourism contributed 30% of the total national GDP. Furthermore, biodiversity also contributes to other industries such as pharmaceuticals, cosmetics, and horticulture. Market trends vary depending on the industry and the country involved. However, many [bioprospecting](https://www.sciencedirect.com/topics/medicine-and-dentistry/bioprospecting) activities and revenues are expected to increase over the years. As a matter of fact, the current economic climate suggests that pharmaceutical bioprospecting will increase, especially since new methods use evolutionary and ecological knowledge. Going back to the other question, why have development organizations not involved? Dilys Roe, a principal researcher in IIED’s Natural Resources research group, explained that part of the problem is the complexity of biodiversity which makes it hard to communicate. Because of this, it’s easier for development organizations to think that biodiversity is not really aligned to their work or it might actually work against them. Ms. Roe even cited an example [where conservation efforts to save some wildlife species brought significant costs](https://www.buzzfeednews.com/article/tomwarren/wwf-world-wide-fund-nature-parks-torture-death) to the poor people and seemed to even undermine development. Since human activities destroy biodiversity at least 1,000 times faster than how it naturally is, there is indeed an impending development crisis. Everything that the SDGs are working from food security to basic materials necessary for a good life and sustainable livelihoods is greatly affected. It’s clear that this is not just an environmental issue. There are a [paper](https://pubs.iied.org/17636IIED/) and [briefing](https://pubs.iied.org/17705IIED/) from IIED which provides a summary of evidence that supports the gravity of this issue. What should we do now? Since May 2019, representatives from the world’s governments have revised the summary for policymakers. They’ve added remedial scenarios like “transformative change” across all areas of government, revised trade rules, massive investments in forests and other green infrastructure, and changes in individual behavior (e.g. lower consumption of meat and material goods). One of the main authors of the report and a global authority on corals, David Obura, mentioned that they have tried to document the degree of threat in order to focus people’s perception of biodiversity. However, he also felt that it’s not too late to exert huge efforts on transformational behavioral change since species are not the only thing that is on the line here. The whole life-support is at stake. The United Nations will celebrate its 75th anniversary in 2020. This is considered as a year for international environment and development diplomacy. The SDGs will reach its midpoint and its progressed will be assessed which will determine whether the commitments laid out in the Paris Agreement have been met. The UN will also pursue a new treaty to regulate high seas, and different parties of UN-CDB will discuss and agree on a new decade long framework tackling the alarming rate of biodiversity loss. This is a great opportunity to involve development and rights-based organizations in the amendment of the SDGs as to how the new framework will address the loss of biodiversity. This is quite important because it’s impossible to achieve the SDGs without touching on nature which is the fabric of life. Since the release of the report, many governments expressed their concern about the issue and even praised the findings of the report. However, this isn’t enough. We need to take action. Governments have already imposed practices like creating protected areas, improving waste treatment systems, banning the use of plastics, improving fishing gears and recycling among others. These are enormously helpful but significant changes will be seen if people will work together. We should look at the root of the problem if we want to reduce or contain nature’s destruction. To conclude this article, it’s good to point out this [suggestion from chathamhouse.org](https://www.chathamhouse.org/expert/comment/biodiversity-loss-big-crisis-climate-change): *Importantly, these root causes are all related to our lifestyles. That’s why we say, although the biodiversity crisis looks biological, the causes and solutions are deeply social.* *So, governments need to integrate biodiversity considerations across all sectors – not just better environmental policies but also better policies related to agriculture, infrastructure and trade. Biodiversity is not just a concern for respective ministers of environment – it’s a concern for all ministers since it’s a concern for all sectors.* The solution is quite simple yet challenging. We should put nature and the public good first before anything else. The good of all living things and the environment, not just people, should be prioritized. We should never set it aside at the expense of the economic interest for certain groups of people. **Categories:** Blog --- ### [10 Proven Strategies for Crafting Compelling Nonprofit Job Postings](https://carrhure.com/10-proven-strategies-for-crafting-compelling-nonprofit-job-postings/) **Published:** July 10, 2023 **Author:** Ines Navos **Content:** *Photo by* [*Andrea Piacquadio*](https://www.pexels.com/photo/laughing-businesswoman-working-in-office-with-laptop-3756679/) A well-crafted job posting is a crucial component in attracting qualified candidates to nonprofit organizations. In an increasingly competitive job market, nonprofits need to create compelling job postings that effectively communicate their mission, values, and the unique opportunities they offer. To help nonprofits optimize their recruitment efforts, here are ten tips for creating compelling nonprofit job postings based on current industry best practices. Start with a Clear and Engaging Job Title: The job title should be concise, specific, and reflect the position’s primary responsibilities. Avoid jargon or internal terminologies that might confuse potential candidates. A clear and engaging job title helps job seekers quickly understand the role and encourages them to read the full posting. Highlight the Organization’s Mission and Impact: In the opening paragraph, succinctly describe the nonprofit’s mission and the positive impact the organization makes in its community or target area. Emphasize the meaningful work that candidates will contribute to by joining the organization. This will help attract individuals who align with the nonprofit’s purpose. Clearly Outline Key Responsibilities and Qualifications: Provide a detailed overview of the primary responsibilities and qualifications necessary for the role. Clearly communicate the specific skills, experience, and education required to excel in the position. This ensures that potential candidates can quickly determine if they meet the necessary criteria. Showcase the Organizational Culture and Values: Describe the organizational culture, values, and work environment that candidates can expect. Highlight any unique benefits or employee programs that set the nonprofit apart. This helps job seekers assess if their personal values align with the organization and fosters a sense of connection. Use Bulleted Lists for Key Information: Break down information into easily scannable bulleted lists to enhance readability. Highlight essential details such as required qualifications, responsibilities, and desired attributes. This format makes it easier for candidates to quickly assess their fit for the position. Include Salary Range and Benefits: Providing a salary range or indicating that the position offers a competitive compensation package helps attract candidates with appropriate salary expectations. Additionally, highlight the benefits and perks offered, such as healthcare, retirement plans, flexible schedules, or professional development opportunities. Optimize for Search Engines and Job Boards: Use relevant keywords and phrases throughout the job posting to improve search engine optimization (SEO) and enhance the visibility of the posting on job boards. This increases the likelihood of reaching a larger pool of qualified candidates. Incorporate Compelling Language: Use compelling and action-oriented language to engage potential candidates. Avoid excessive jargon or overly formal language that may alienate or confuse readers. Instead, focus on describing the impact of the role and the exciting opportunities it offers. Provide Clear Application Instructions: Clearly outline the application process, including any required documents, deadlines, and contact information. Specify if applicants should submit a resume, cover letter, or other supporting materials. This ensures that candidates understand the next steps and can easily submit their application. Proofread and Edit for Clarity and Accuracy: Before posting the job advertisement, thoroughly proofread the content for grammar, spelling, and punctuation errors. Ensure that all information is accurate and up-to-date. A well-edited job posting demonstrates professionalism and attention to detail. Crafting compelling nonprofit job postings is vital for attracting passionate and qualified candidates who align with the organization’s mission. By implementing these ten tips, nonprofits can enhance their recruitment efforts and find individuals who will contribute positively to the organization. From clear job titles to showcasing mission and culture, outlining responsibilities and qualifications, using bulleted lists, including salary ranges and benefits, optimizing for search engines, incorporating compelling language, providing clear application instructions, and proofreading meticulously, nonprofits can create job postings that effectively communicate their unique opportunities. This enables them to attract top talent and build a dedicated workforce committed to advancing their mission and making a meaningful impact. Sources: - [Foundationlist.org](https://www.foundationlist.org/news/how-to-write-nonprofit-job-postings/) - [Nonprofit.LinkedIn.com](https://nonprofit.linkedin.com/blog/2022/01/8-tips-for-creating-compelling-nonprofit-job-postings) - [Npcrowd.com](https://npcrowd.com/8-best-practices-for-writing-job-postings-that-work-nonprofits/) Photo source: [Pexels](Photo%20by%20Andrea%20Piacquadio:%20https:/www.pexels.com/photo/laughing-businesswoman-working-in-office-with-laptop-3756679/) **Categories:** Blog --- ### [Empowering Leaders: The Value of Executive Coaching](https://carrhure.com/empowering-leaders-the-value-of-executive-coaching/) **Published:** April 4, 2024 **Author:** Nadia Bulangis **Content:** Being a leader in a non-profit organization can be very demanding. But at the same time, it allows leaders to live with purpose. Unlike the typical work environment, non-profit leaders face a unique set of challenges. Limited resources often constrain their ability to hire additional staff or invest in new programs. Internal communication can be complex, with diverse teams and volunteers all around the world. Additionally, managing relationships with funders, boards of directors, and beneficiaries requires a delicate balance as well. Investing in an organization’s leadership team sets it up for success. This is where executive coaching comes into the picture. It helps empower leaders from NGOs, NFPs, and the like. Coaching is a confidential space for leaders to develop their skills, navigate challenges, achieve their goals, and communicate even better. Overall, it gives leaders the space to think and plan. **Why should non-profit organizations explore Executive Coaching efforts?** - **Enhanced Leadership Skills:** Coaching helps leaders develop strategic thinking to ensure long-term organizational growth. They improve their communication skills to inspire and motivate staff and board members while strengthening their fundraising and resource development capabilities. Additionally, coaching fosters effective team management and delegation, empowering leaders to get the most out of their team. - **Overcoming Challenges:** Leaders often struggle with work-life balance, leading to burnout. Coaching helps them address these issues and develop sustainable work habits. Coaching allows leaders to navigate difficult board dynamics, build stronger relationships with key stakeholders, and adapt to changing funding landscapes. Coaching equips leaders to find solutions and lead through crises with greater self-esteem. - **Goal Achievement:** Executive coaching helps leaders set clear, measurable goals aligning with the organization’s mission. This allows leaders to develop effective action plans to achieve goals. Coaching also improves accountability and performance metrics, leading to a more effective organization that makes an impact in our lives. **Investing in Success** Executive coaching is an investment that compensates for the overall performance of an organization. With a stronger leader at the forefront, organizations can deliver a greater impact on the causes they advocate for. Explore executive coaching opportunities to let your leaders grow and improve. A leader can further champion the organization’s advocacies by investing in leadership development. **How an Executive Search Firm leverages Executive Coaching Practices** What differentiates a good leader from a great one? Here’s where executive coaching and executive search firms come together. Leveraging these practices, an executive search firm can dramatically improve the ability to identify and attract the best C-suite candidates for an organization. An executive search firm, equipped with this knowledge about executive coaching, bridges the gap to support non-profit organizations in finding a leader that best fits their criteria regarding culture, strategy, and more. If you want to know more about executive search firms and other related topics, check out our website articles coming soon. *Sources:* [*https://www.forbes.com/sites/forbesnonprofitcouncil/2022/03/16/10-challenges-global-nonprofit-leaders-are-currently-facing-and-how-theyre-tackling-them/?sh=32dee08a4093*](https://www.forbes.com/sites/forbesnonprofitcouncil/2022/03/16/10-challenges-global-nonprofit-leaders-are-currently-facing-and-how-theyre-tackling-them/?sh=32dee08a4093) [*https://www.plantemoran.com/explore-our-thinking/insight/2023/07/the-top-five-challenges-for-nonprofits-in-2023*](https://www.plantemoran.com/explore-our-thinking/insight/2023/07/the-top-five-challenges-for-nonprofits-in-2023) [*https://www.barnesdennig.com/biggest-non-profit-challenges-2023/*](https://www.barnesdennig.com/biggest-non-profit-challenges-2023/) **Categories:** Blog --- ### [CLIMATE CHANGE](https://carrhure.com/climate-change/) **Published:** February 28, 2020 **Author:** Auree de Carbon **Excerpt:** Climate Change affects Global Economy: Did you know that based on ILO's World Employment and Social Outlook 2018, climate change threatens 1.2 billion jobs? Learn how Climate Change cost us and what's being done. **Content:** ### [5 Jobs That Help Fight Climate Change](https://www.coursera.org/articles/climate-change-jobs) If you’re concerned about climate change and what it’s doing to the planet, you may consider a related career, like an environmental engineer. Discover five climate change jobs and learn about job growth, top skills, and certifications. ### [Compound natural disasters emerge as new HR risk](https://www.techtarget.com/searchhrsoftware/news/366564252/Compound-natural-disasters-emerge-as-new-HR-risk) Employers have long helped employees deal with natural disasters, but climate change might be making that job harder. That’s because of compound natural disasters, which are multiple disasters, one following the other or happening all at once. ### [5 Sustainability Trends for 2024 That Are Transforming the World](https://www.scgchemicals.com/en/articles/stories/1701872118) Sustainability”” continues to be a crucial global agenda, attracting consistent attention. As our world confronts climate change, preparing for the era of global boiling and other environmental challenges, SCGC invites you to explore the “”5 sustainability trends 2024. ### [The Heat Is On: Climate Change’s Growing Impact On Human Resources](https://peoplemanagingpeople.com/articles/climate-change-and-hr/) The next few decades will see HR face a significant challenge in preparing the business and the workforce for climate events. The time to start planning is now. ### [The Deadly Intersection of Labor Exploitation and Climate Change](https://www.resilience.org/stories/2023-08-11/the-deadly-intersection-of-labor-exploitation-and-climate-change/) As temperatures soar in the United States this summer, some among us are lucky enough to be able to remain in air-conditioned interior spaces, ordering food, groceries, clothing, and other products to be delivered to us. ### [Is human resources ready for climate change?](https://hrexecutive.com/is-human-resources-ready-for-climate-change/) Heat emergencies, wildfires and extreme weather events are increasing in frequency as global temperatures rise. To mitigate the risk of the change in climate, companies are already “hardening” their physical facilities, reevaluating their insurance and seeking to decrease their carbon footprints. Companies should also carefully consider climate change when designing their human resources policies and benefits. ### [The Transformative Effects of Global Warming & Climate Change on Corporate Workforce: A Deep Dive on Data & Insights](https://www.internationalsos.com/insights/transformative-effects-of-global-warming-and-climate-change-on-corporate-workforce) Global warming and climate change are global environmental concerns that have significant consequences for corporate employees. The significant shift of major corporations and public companies to address climate change as part of their business strategy has been an attempt to manage both human and natural resources. ### [Demand For Green Skills Outpacing What The Workforce Can Deliver—But There’s Hope](https://www.forbes.com/sites/markcperna/2023/09/21/demand-for-green-skills-outpacing-what-the-workforce-can-deliver-but-theres-hope/?sh=52adddbb5f24) Do you ever wish you could make a bigger difference for the planet? Maybe, like me, you have a career that isn’t particularly ‘green’—that is, it isn’t directly related to fighting climate change. But you still want to make a difference. ### [Sustainability and HR: An Emerging Trend in the Workplace](https://harryhr.com/future-workplace/hr-trends/sustainability-and-hr-an-emerging-trend-in-the-workplace/) As the world continues to grapple with the challenges of climate change, there is an increasing need for businesses to adopt sustainable practices. One important area where this trend is gaining traction is in human resources (HR). ### [How to get a job in climate change](https://www.unesco.org/en/articles/job-planet-students-and-experts-discuss-green-jobs-tomorrow) Is it already too late to do something for the planet? In an ever-changing world, where half the world’s population is under the age of 25, and where some 85% of the jobs of 2030 do not yet exist, choosing a green career is an undeniable way to help combat climate change. ### [Building a Sustainable Future: Top 5 Skills for Climate Job Seekers](http://salesforce.com/blog/climate-jobs-top-skills/) Over the past five years, the demand for “green skills” has grown 8% annually outpacing the supply of talent. A global survey from Salesforce found that although there’s a sustainability skills gap, there is a global workforce eager to get involved. ### [How climate change is affecting the working world: Expected jobs to be created and displaced](https://www.humanresourcesonline.net/how-climate-change-is-affecting-the-working-world-expected-jobs-to-be-created-and-displaced) About half of the world’s GDP is dependent on nature and the sustainable management of ecosystem services, which includes 1.2bn jobs in farming, fisheries, forestry, and tourism, the International Labour Organization states. ### [Climate change impacts scar Europe, but increase in renewables signals hope for future](https://public.wmo.int/en/media/press-release/climate-change-impacts-scar-europe-increase-renewables-signals-hope-future) Climate change is taking a major human, economic and environmental toll in Europe, the fastest warming continent of the world. The year 2022 was marked by extreme heat, drought and wildfires. Sea surface temperatures around Europe reached new highs, accompanied by marine heatwaves. Glacier melt was unprecedented. ### [Prioritise the planet in 2023: climate resolutions for HR](https://www.lexology.com/commentary/employment-immigration/united-kingdom/lewis-silkin-llp/prioritise-the-planet-in-2023-climate-resolutions-for-hr) Climate remains a top concern for Gen Z & Millennials, w/ one recent survey showing nearly half saying that they are pushing their employers to do more. Tackling climate change should be on the agenda for all employers in 2023. This article shares possible resolutions to adopt. ### [The future of jobs is green: How climate change is changing labour markets](https://economicgraph.linkedin.com/blog/the-future-of-jobs-is-green-how-climate-change-is-changing-labour-markets) New LinkedIn data in the World Economic Forum’s Future of Jobs report shows that hiring for green roles consistently outpaced the overall hiring rate globally four years in a row. For many job seekers, green jobs are a safe bet in a cooling labour market, with roles like sustainability analysts, sustainability specialists and sustainability managers featuring in LinkedIn’s lists of the fastest growing roles – Jobs on the Rise – globally over the last four years. ### [Action Steps to Grow Climate-Driven Philanthropy in Rural Communities](https://nonprofitquarterly.org/action-steps-to-grow-climate-driven-philanthropy-in-rural-communities/) Philanthropic funders, even those outside of the climate change space, are uniquely positioned to experiment with expanded giving strategies and pools to acknowledge the full impacts of the climate change crisis on people of color living in rural communities. ### [How does climate change affect workers’ productivity?](https://www.economicsobservatory.com/how-does-climate-change-affect-workers-productivity) High temperatures and increased air pollution affect workers’ ability to do their jobs and can limit the hours they work. Productivity will take a further hit if these events become more frequent with climate change. ### [Climate Change and the Health of Workers](https://www.epa.gov/climateimpacts/climate-change-and-health-workers#:~:text=These%20changes%20can%20put%20indoor,chance%20of%20injury%20or%20death.) Many workers are more vulnerable to the health impacts of climate change than the general population. ### [Three steps towards building the climate tech talent pool](https://www.weforum.org/agenda/2023/03/climate-tech-talent-pool/) Recent articles have opined that the slew of layoffs from large tech firms could help channel more talent into jobs that leverage technology to address climate change. Some have even suggested that big tech’s “implosion” could be a watershed moment for moving more talent into the sector. ### [Make Your Career Climate Change Oriented](https://youchangeearth.org/guides/make-your-career-climate-change-oriented/) There are thousands of opportunities to work in climate change. Evaluate if you can switch your career, or orient your current work for our planet. ### [How to build your expertise: Climate change](https://www.devex.com/news/how-to-build-your-expertise-climate-change-93706) A variety of institutions work on climate change issues: think tanks, government ministries, the private sector, and advocacy groups. These groups all require professionals with different knowledge and backgrounds: economists to engineers, foresters to lawyers, and even doctors, said Niklas Hagelberg, senior coordinator of UN Environment’s Climate Change subprogram. ### [Prioritise the planet in 2023: climate resolutions for HR](https://www.lexology.com/commentary/employment-immigration/united-kingdom/lewis-silkin-llp/prioritise-the-planet-in-2023-climate-resolutions-for-hr) With every organisation having a key role to play in the collective corporate effort to reach net zero, now is a prime opportunity for human resources (HR) to step up and take the lead. This article presents some practical climate resolutions that HR departments can make to embed tackling climate change into their workplace culture and empower their workforce to take action. ### [Climate change efforts are HR efforts—here’s why](https://www.hr-brew.com/stories/2023/01/27/climate-change-efforts-are-hr-efforts-here-s-why) As more companies work to incorporate net-zero emissions goals and sustainability into their business models, enacting climate-related policies is increasingly falling to HR. ### [Green jobs for women can combat the climate crisis](https://blogs.worldbank.org/climatechange/green-jobs-women-can-combat-climate-crisis-and-boost-equality) Recent evidence suggests that female employees and leaders are more willing to act on climate and more effective when given the opportunity to do so. Read more to know how investing in women would benefit businesses, climate action, and gender equality. ### [Here’s Why Your Next Job Should Be In Climate Tech](https://climatebase.org/blog/heres-why-your-next-job-should-be-in-climate-tech) Let’s look at the opportunities for workers in the tech sector who have suddenly found themselves with idle hands and an appetite to do something other than the devil’s work. If that sounds like you, or someone you know, here is what you need to know about your next role fighting climate change. ### [What role does HR play in combating climate change?](https://sustainablefuturenews.com/sustainability/what-role-does-hr-play-in-combating-climate-change/) When businesses think about sustainability, HR may not be the first department to come to mind. Yet, ultimately, the environmental impact of an organization is driven by its people. This means that HR departments have a vital role to play in motivating workforces to reduce their climate impact. ### [Jobs to Help Fight Climate Change](https://www.bestcolleges.com/blog/climate-change-jobs/) Interested in fighting climate change? You, too, can help the environment by pursuing one of these 10 popular climate change jobs. ### [What does the green transition mean for energy jobs?](https://www.eco-business.com/news/what-does-the-green-transition-mean-for-energy-jobs/) As calls grow for climate action, the shift from fossil fuels to cleaner power sources raises questions about who can access the new jobs, what skills they require, and how much they pay. ### [Climate action takes center stage for Gen Z](https://joinhandshake.com/blog/network-trends/climate-action-takes-center-stage-for-gen-z/) Gen Z is already driving significant societal change in cultural, political, and economic systems. Enter climate change: a leading topic of concern for Gen Z, one that this cohort has been particularly tenacious about tackling. ### [HR and Climate Change: The Impact on Work Environments](https://www.linkedin.com/pulse/hr-climate-change-impact-work-environments-dorcas-wainaina-/) The effects of climate change are no longer a distant future problem as they are currently being felt in a variety of ways. Organizations today are already experiencing these effects through extreme weather, natural disasters, & changing demographics. HR personnel are perfectly placed to take a strategic lead & a number of them have since been monitoring these green issues closely & studying how they will impact workplaces. ### [When Climate Change Meets a Bad Work Environment, Disaster Can Strike](https://www.aspeninstitute.org/blog-posts/when-climate-change-meets-a-bad-work-environment-disaster-can-strike/) Dire predictions about this summer’s weather are already arriving. The western United States is struggling with persistent record drought, more than half the country is predicted to have above-average temperatures this spring, and this year’s hurricane season already promises to be severe. These conditions reflect the intensifying weather that characterizes fast-progressing climate change; even the scales by which we measure the strength of disasters are growing obsolete. ### [Top 21 Climate Change Jobs That Will Save The World](https://greencitizen.com/blog/climate-change-jobs/) Did you know that employment in the US renewables sector has increased by 300% in the past 4 years? This is due to the rise of global temperatures, along with the spread of extreme weather events. If you’re looking for a climate change job, there are many different paths to go. ### [Protecting Human Capital: Making Workforces Resilient to Climate Change Impacts on Health](https://www.sustainability.com/thinking/protecting-human-capital-making-workforces-resilient-to-climate-change-impacts-on-health/) Climate change is disrupting society, the economy, & nature. Understanding & responding to climate impacts is key to increasing the long-term resilience of systems & institutions. Here is a framework that will help address workforce climate resilience considerations. ### [Caring About Your Employees Means Caring About Climate Change](https://www.peoplematters.in/blog/others/why-caring-about-your-employees-means-caring-about-climate-change-33683) Organizations that care about their employees need to acknowledge that climate change hits the well-being of people. They must recognize how profound a negative influence climate change is on everyone’s life today, even if some of us have the privilege to not be affected by it. ### [Climate Change Is Harming Your Nonprofit (… and what you and all nonprofits can do about it!)](https://www.councilofnonprofits.org/thought-leadership/climate-change-harming-your-nonprofit-and-what-you-and-all-nonprofits-can-do) The unsettling juxtaposition of two recent reports makes this urgent truth unavoidable and crystal clear: climate change is threatening the sustainability of all nonprofits, including the ones you care about most. ### [Want to keep your workers? Change your climate policies](https://edition.cnn.com/2022/01/18/economy/deloitte-climate-report-workers/index.html) Climate change policies have become front and center for companies — not only because of ethics and reputation, but also because their employees demand it. ### [How Climate Has Become a Key Player in the Fight for Talent](https://www.worldwildlife.org/blogs/sustainability-works/posts/how-climate-has-become-a-key-player-in-the-fight-for-talent) For businesses, beyond the fact that prioritizing environmental sustainability is the right thing to do for the planet, there are also clear business benefits in doing so. For one, we know that companies’ climate strategies have become increasingly important to today’s workers. ### [5 Jobs That Help Fight Climate Change](https://www.coursera.org/articles/climate-change-jobs) If you’re concerned about climate change and what it’s doing to the planet, you may consider a related career, like an environmental engineer. Discover five climate change jobs and learn about job growth, top skills, and certifications. ### [Why Climate Action Needs Women](https://unfccc.int/news/why-climate-action-needs-women) International Women’s Day is an opportunity to celebrate the critical role women play in responding to climate change, and to reflect on the challenges that remain. Read more to learn how the consequences of climate change can increase the burden for women and girls. ### [63% of executives think their company is leading on climate-change. But the true picture is more complex](https://www.weforum.org/agenda/2022/01/business-c-suite-climate-change-impact/) C-level business leaders’ apprehensions about the planet’s climate have increased since a similar Deloitte Global survey taken months earlier – but so has their optimism. Nearly 90% of them agreed that with immediate action, we still can limit the impacts of climate change. ### [For Gen Z, Climate Careers are the Clear Path to Success](https://www.optimistdaily.com/2021/12/for-gen-z-climate-careers-are-the-clear-path-to-success/) For many Gen Z students contemplating their future careers, the answer is clear: addressing the climate crisis. This shift in career aspirations is a reflection of the heightened sense of climate awareness among the world’s youngest workers. Read here to find out more. ### [Climate change and jobs](https://www.ilo.org/global/topics/green-jobs/areas-of-work/climate-change/lang--en/index.htm) Climate change and environmental degradation pose significant challenges to economic growth and employment today, and risks will be greater in the medium to long term. By contrast, if properly managed, climate change action can lead to more and better jobs. Find out how a transition to a low-carbon, greener economy will imply the creation of new jobs in environmentally friendly production processes and outputs. ### [Climate Change Branding Can Lift Recruitment and Retention](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/climate-change-branding-can-lift-recruitment-and-retention.aspx) According to a Gallup poll, 70% of U.S. workers said that a firm’s environmental record is important to them and is a consideration when deciding whether to take a job with a company. Read here how Climate Change Branding Can Lift Recruitment & Retention. ### [Here’s How Climate Change Crisis Could Impact Business Operations and Policies in 2022](https://www.forbes.com/sites/edwardsegal/2022/01/01/heres-how-climate-change-crisis-could-impact-business-operations-and-policies-in-2022/?sh=71c3e8ee1568) The climate change crisis, which continues to worsen, is expected to have a greater impact on the operations and policies of companies and organizations this year. Here’s how experts and observers think that will happen. ### [Recruiters’ Role In The Future Of ClimateTech](https://www.climatepeople.com/blog/recruiters-039-role-in-the-future-of-climatetech) Have you heard the buzzword, “ClimateTech?” This rapidly growing industry is paving the way for our future. A future that rewrites the traditional energy-consuming frameworks and prioritizes the planet and all of those that inhabit it. Interested? Read here to find out more. ### [Green apprenticeships key to youth unemployment and climate change](https://www.postcodelottery.info/news/latest-news/green-apprenticeships-key-to-youth-unemployment-and-climate-change/) Research revealed that creating 250,000 green apprenticeships leading to jobs would help address the crises in youth unemployment. It also shows the huge potential for fighting the climate crisis with green jobs country-wide if apprenticeships are given government support. ### [Climate Change And Its Impact On Global Jobs, And The Economy: Which Sectors Will Be Hit?](https://fileunemployment.org/jobs-2/climate-change-and-its-impact-on-global-jobs-and-the-economy-which-sectors-will-be-hit) The impacts of climate change and jobs can be seen when we consider the rising incidence of extreme weather events. They displace workers, damage business assets, and disrupt transportation and rural infrastructure. Curious to know more? Click here for further information. ### [Top 10 Jobs to Help Fight Climate Change](https://www.bestcolleges.com/blog/climate-change-jobs/) The rise in global temperatures has led to a higher demand for climate change experts. The Bureau of Labor Statistics projects that the number of jobs for environmental scientists & specialists will increase 8% between 2019 & 2029. Here’s the list of Popular Climate Change jobs. ### [How Donors Can Maximize Impact for Fighting Climate Change](https://cep.org/how-donors-can-maximize-impact-for-fighting-climate-change/) With climate change effects becoming starker, climate philanthropy is taking off. Players like Bezos Earth Fund are making a splash & overall funding is rising yearly; But increasing funds is only part of the battle — money must be used effectively to have a real impact. ### [How Employees Can Help Make Their Company a Climate Leader](https://www.linkedin.com/pulse/how-employees-can-help-make-company-climate-leader-ryan-hagen/) Employees have the power to push companies to speak up on public policy. But what can employees do in this regard? How can employees turn their company into a leading climate change advocate? Watch here to learn how to initiate these conversations & begin organizing internally. ### [Where to Start? Mobilising and Empowering Your People to Drive the Climate Strategy](https://www.willistowerswatson.com/en-GB/Insights/2021/07/mobilising-and-empowering-your-people-to-drive-the-climate-strategy) Survey says HR plays a pivotal role in stewarding the transition to a net zero & climate-resilient future. Yet, its role in the climate transformation remains undefined. Read here to know how your organization can mobilize & empower its people to drive the climate strategy. ### [How to Tackle the Dual Crises of COVID-19 and Climate Change With Greener, Better Jobs](https://blogs.worldbank.org/jobs/what-weve-been-reading-how-tackle-dual-crises-covid-19-and-climate-change-greener-better-jobs) This article explains how the creation of green, sustainable, and better jobs is pivotal in responding to the dual crises of the COVID-19 pandemic and climate change. You may click here to learn more. ### [How Remote Working Can Help Combat Climate Change](https://www.omnipresent.com/resources/how-remote-working-can-help-combat-climate-change) Remote working during the pandemic had a tremendously positive environmental impact in 2020. Though it cannot overcome climate change on its own, remote working is a viable possibility for more eco-friendly employment in the future. ### [Climate-fueled heat stress threatens worker productivity](https://www.dw.com/en/climate-fueled-heat-stress-threatens-worker-productivity/a-58035291) It is said that heat stress linked to climate change means that workers, particularly those with outdoor jobs, work and earn less and one-fifth of worker output could be lost. Learn more about the effects of climate changes to work productivity. ### [A climate change stance could draw talent for employers](https://www.hrdive.com/news/a-climate-change-stance-could-draw-talent-for-employers/572340/) Companies that take a stand on climate change may be able to attract tech talent, according to a survey by Blind, a network on which professionals anonymously discuss workplace issues. Nearly half of the 629 employees surveyed at leading tech companies said that a company’s efforts toward climate change affect where they want to work. Read on to know more. ### [5 Ways to Show Your Employees You’re Serious About Fighting Climate Change](https://www.inc.com/marcel-schwantes/5-ways-to-show-your-employees-youre-serious-about-fighting-climate-change-like-google-amazon.html) Millennials and Gen Z-ers make up the largest portion of the workforce and also worry the most about humans’ impact on the environment, according to a recent Gallup poll. And as employee-based stakeholder activism grows, it’s creating increased demands on employers. Read on to know more. ### [How employers can use employee benefits to address climate change](https://www.thompsoncoburn.com/insights/publications/item/2019-02-06/how-employers-can-use-employee-benefits-to-address-climate-change) The Vanderbilt study provides a possible roadmap for employers to address climate change through employee benefits. Ideally, management will take the lead. More likely, human resources professionals will need to make the case for modifications to employee benefit packages that promote environmentally conscious behavior on the part of employees. Read on to know more. ### [How flexible working is helping in the battle against climate change](https://idealog.co.nz/work-life/2020/02/how-flexible-working-is-helping-in-the-battle-against-climate-change) A unique solution is developing in the race to battle climate change – and it’s one that involves leaving the ugly commute to work behind. As more people begin to make the shift from city working to working closer to home, the more we begin to see the benefits. Read on to know more. ### [4 ways for companies to take effective climate action](https://www.weforum.org/agenda/2020/09/4-ways-companies-take-effective-climate-action/) Companies have the scale, flexibility, resources and expertise to achieve ambitious climate goals. Leaders can start by mapping out the net-zero future of their company. Businesses can be climate leaders, become resilient, drive innovation and create growth at the same time. Read on to know more. ### [Addressing climate change in the workplace](https://www.hrmonline.com.au/covid-19/climate-change-workplace/) From workplace health and safety to employment branding, climate change is an issue for every organization. It will also mean organizations have to be more prepared for crises that coincide. Read on to know more. ### [Carbon Pricing 106: Effects on Employment](https://www.rff.org/publications/explainers/carbon-pricing-106-effects-employment/) Carbon pricing is a powerful tool for addressing climate change that increases the price of carbon dioxide-intensive goods and services relative to other goods and services and utilizes market forces to decrease emissions covered by the policy. Read on to know more. ### [How is Your Business Going to be Affected by Climate Change and What Should You Do to Prepare?](https://www.companydebt.com/how-is-your-business-going-to-be-affected-by-climate-change/) Part of any business leader’s job is to ascertain the road ahead. What type of environment will your business be operating in next year, or in five years time? What changes could affect your core business model and is it possible to evolve strategies to meet the challenges with resilience? Read on to know more. ### [We Can Fight Climate Change and Create Jobs—Here’s How](https://www.nap.edu/read/18671/chapter/11) Cities around the world are facing economic challenges. One of the simplest ways to put people back to work is by rebuilding the infrastructure of cities—including infrastructure that helps mitigate and adapt to climate change. Read on to know more. ### [25 badass women shaping climate action in 2021](https://www.greenbiz.com/article/25-badass-women-shaping-climate-action-2021) Given the devastating economic toll, the COVID-19 pandemic has had on women and girls, the imperative to mark International Women’s Day carries more weight than usual this year. Here are the badass women shaping climate action in 2021. ### [HR in a heatwave: what role do we play in climate change?](https://www.hrzone.com/lead/change/hr-in-a-heatwave-what-role-do-we-play-in-climate-change) We’re in the middle of a long, hot summer of climate change protests – but how is your HR team addressing the issue of sustainability, and can it actually impact your ability to attract and retain talent? ### [The employment impact of climate change adaptation](https://www.ilo.org/wcmsp5/groups/public/---ed_emp/documents/publication/wcms_645572.pdf) Based on an ILO document, the world of work is intimately connected with the natural environment. Around one-third of jobs in the G20 countries rely directly on the effective management and sustainability of a healthy environment. Climate change and other forms of environmental degradation have already caused net negative impacts on jobs and work productivity, and these impacts are expected to become more pronounced in the coming decades. Read more to learn the employment impact of climate change adaptation. ### [How climate change can be addressed through executive compensation](https://www.greenbiz.com/article/how-climate-change-can-be-addressed-through-executive-compensation) Environmental, social and governance (ESG) issues are increasingly becoming incorporated across all aspects of organizations, including business strategies, operations, and product/service offerings. Although many organizations have adopted ESG principles, executives and boards could do more to meet the demands of institutional investors, customers, employees, and other stakeholders especially in regard to climate change risk. Click here to know more. ### [Gen Z grew up with climate change. Now it’s starting to have an effect on their career choices](https://www.cnbc.com/2020/11/12/gen-z-grew-up-with-climate-change-now-its-affecting-career-choices.html) The Gen Zs grew up with climate change, and now, it’s starting to affect their career choices. With the misconception that the youth has to either make a practical choice or make a difference and with little exposure to the effects of climate change, Gen Zs are having a tough time deciding on their career choices. ### [How will climate change affect jobs?](https://www.weforum.org/agenda/2015/12/how-will-climate-change-affect-jobs/) The International Trade Union Confederation (ITUC) has campaigned relentlessly for a global agreement and [just transition](https://en.wikipedia.org/wiki/Just_Transition) measures to mitigate climate change. Read on to know more about how the global organized labor movement responding to the threat of climate change. ### [How climate change will transform business and the workforce](https://www.bbc.com/future/article/20170705-how-climate-change-could-transform-the-work-force) Our planet is already feeling the effects of climate change, but it’s also poised to cause irreversible shifts in the ways we work, and the skills that employers need. ### [Protecting employment is the best response to climate change](https://ideas4development.org/en/protecting-employment-climate-change/) Climate change calls for an upheaval of current economic growth models. For Moustapha Kamal Gueye, the transition towards a green economy is a tremendous opportunity for employment. ### [Becoming a responsible business – interview with Fujitsu](https://www.cdp.net/en/articles/climate/becoming-a-responsible-business-interview-with-fujitsu) The Intergovernmental Panel on Climate Change (IPCC) released a special report in 2019 detailing the global impact of temperatures rising at 1.5°C degrees above pre-industrial levels. Because of that, the business sector and corporate leaders face mounting pressure to address their impact on the climate and demonstrate how they are taking action to their stakeholders, consumers, employees and investors. Click here to know how to convert into a responsible business, and how important reliable data is to support it. ### [Nonprofits fighting for social & environmental justice](https://www.onepercentfortheplanet.org/stories/nonprofits-fighting-for-social-environmental-justice) The climate crisis is much more complex and intertwined with many injustices and social inequities. From food insecurity and hazardous pollution to crippling natural disasters, the negative impacts of the environmental crisis affect people of color at much higher rates than other communities. This is the reason why nonprofits are fighting for social & environmental justice. Click here to see the list of nonprofit organizations that work at the pivotal intersection of race and the environment. ### [Putting People at the Center of Climate Action](https://www.wri.org/news/people-centered-climate-action) With careful design and implementation, inclusive climate policies can contribute to higher incomes and living standards, more and better jobs, and more resources for governments to provide public goods and services. Research by the New Climate Economy finds that bold climate action can deliver at least $26 trillion in net global economic benefits through 2030, compared to business as usual, as well as a range of employment, health, and other benefits. Click here to know more. ### [Frequently Asked Questions on Climate Change and Jobs](https://www.ilo.org/global/topics/green-jobs/WCMS_371589/lang--en/index.htm) Climate change not only affects the environment, but also the people and the species living on it. There are certainly economic implications that come with the drastic change in the global climate. Curious about the relationship between climate change and jobs? ILO laid out some frequently asked questions about this topic. ### [How a post-pandemic stimulus can both create jobs and help the climate](https://www.mckinsey.com/business-functions/sustainability/our-insights/how-a-post-pandemic-stimulus-can-both-create-jobs-and-help-the-climate#) How a post-pandemic stimulus can both create jobs and help the climate: The 10 trillion USD in stimulus measures that policy makers have allocated could be decisive for the world’s low-carbon transition. Here’s how organizations can bring economics and environmental priorities together. ### [Addressing climate change in the workplace](https://www.hrmonline.com.au/covid-19/climate-change-workplace/) Addressing Climate Change in the Workplace: From workplace health and safety to employment branding, climate change is an issue for every organisation. It will also mean organisations have to be more prepared for crises that coincide. ### [Major job losses with climate change: report](https://www.hrreporter.com/focus-areas/wellness-mental-health/major-job-losses-with-climate-change-report/304957) “Heat stress is an issue more for workers doing physical efforts and more for outdoor workers, workers in agriculture and construction, in refuse collection, in tourism, sport,” says Catherine Saget, ILO research chief in Geneva, Switzerland. Read the report to learn about the major job losses with climate change. ### [Redefining Green Jobs for a Sustainable Economy](https://tcf.org/content/report/redefining-green-jobs-sustainable-economy/) Although the term “green job” has only taken place in recent years, environmental movements throughout modern U.S. history have had implied concepts of “green” work. The movement toward a Green New Deal policy platform has become the predominant idea for addressing climate change. Continue reading to know how we can redefine green jobs for a sustainable economy. ### [International Day of Cooperatives: Let’s cooperate and invite everyone to fight for climate action](https://www.un.org/en/observances/cooperatives-day) The International Day of Cooperatives is an annual celebration of the cooperative movement that takes place on the first Saturday of July since 1923. Since 1995, the United Nations and the International Cooperative Alliance have been setting the theme for the celebration of the Day. The aim of this celebration is to increase awareness of cooperatives. ### [5 Benefits to Local Action on Climate Resilience](https://www.wri.org/blog/2020/06/5-benefits-local-action-climate-resilience) Communities are trying its best to cope with the effects of climate change. It’s essential to have local leadership, site-specific strategies, and knowledge of surrounding environments to build resilience to climate impacts. However, these methods are often ignored when external partners get involved, and less than 10% of international climate funds go to local communities most directly impacted by climate change. ### [How will coronavirus shape our response to climate change?](https://www.imperial.ac.uk/news/197473/how-will-coronavirus-shape-response-climate/) In a blog for the Grantham Institute, Dr Ajay Gambhir argues that learning from the coronavirus crisis could put the world in a better position to address the many challenges we will face this century – including climate change. ### [3 billion people could live in places as hot as the Sahara by 2070 unless we tackle climate change](https://www.weforum.org/agenda/2020/05/temperature-climate-change-greenhouse-gas-niche-emissions-hot/) According to a group of scientists from the US, China, and Europe, 1/3 of people could be living in conditions outside humanity’s comfort zone. This is based on their analysis of the rising global temperatures vs the average climatic conditions over the last 6,000 years. ### [Flagship UN study shows accelerating climate change on land, sea and in the atmosphere](https://news.un.org/en/story/2020/03/1059061) A wide-ranging UN climate report shows that climate change is having a major effect on all aspects of the environment, as well as on the health and wellbeing of the global population. ### [What happens after coronavirus will determine our climate’s future](https://www.theguardian.com/environment/2020/apr/27/weatherwatch-after-coronavirus-climate-future) Daily CO2 counts from Hawaii make depressing reading – but this year the usual pattern may change. ### [Nature’s Revenge: Climate Change and COVID-19](https://www.counterpunch.org/2020/03/20/natures-revenge-climate-change-and-covid-19/) Nature’s Revenge: There’s no doubt that the mindless activities of men affect nature and the coronavirus pandemic is proof of it. Read more to learn how these actions are changing the climate which sows pandemic diseases. ### [Coronavirus response proves the world can act on climate change](https://theconversation.com/coronavirus-response-proves-the-world-can-act-on-climate-change-133999) Experts warned the world about the effects of climate change as much as they did with coronavirus. Yet, people remain adamant about the issue despite scientific evidence. Now that the world is under COVID’s mercy, we have seen how governments all over the world have taken drastic measures to mitigate the virus in the past few weeks. Take a look at how coronavirus response proves the world can act on climate change. ### [Coronavirus delays global efforts for climate and biodiversity action](https://www.climatechangenews.com/2020/03/10/coronavirus-delays-global-efforts-climate-biodiversity-action/) UN Climate Change said it won’t hold any physical meetings until the end of April amid efforts to contain Covid-19. With the delay of 2 critical UN Summits, how does COVID19 affects global efforts for climate and biodiversity action? ### [How is the global organized labour movement responding to the threat of climate change?](https://www.weforum.org/agenda/2015/12/how-will-climate-change-affect-jobs/) If you think that climate change only has environmental impacts, think again. Sharan Burrow, General Secretary of Information Trade Union Confederation, talks about the effects of climate change on employment in this interview. What are the impacts of climate change on worker’s livelihood and how is the global labor movement responding to the threat? ### [What Has Climate Change Cost Us?](https://www.thebalance.com/economic-impact-of-climate-change-3305682) Climate Change affects Global Economy: Did you know that based on ILO’s World Employment and Social Outlook 2018, climate change threatens 1.2 billion jobs? Learn how Climate Change cost us and what’s being done. **Categories:** Social Media & Press --- ### [How to Master Your Final Interview Round with the Panel Members: 5 Tips You Should Know](https://carrhure.com/how-to-master-your-final-interview-round-with-the-panel-members-5-tips-you-should-know/) **Published:** April 20, 2024 **Author:** Nadia Bulangis **Content:** The final interview is a pivotal moment to land your dream opportunity. It’s your chance to solidify your candidacy and demonstrate why you’re the ideal fit for the role. Feeling nervous is natural, but with meticulous preparation, you can confidently showcase your expertise and leave a lasting impression on the hiring panel. Here’s an easy-to-follow roadmap to help you excel in your final interview: 1. **Conduct Targeted Research**: More than a surface-level understanding is required. Do in-depth research about the organization you are interviewing for. Delve into its mission statement, recent developments, and company culture. If possible, identify the interviewers’ roles. This comprehensive knowledge empowers you to anticipate potential questions and tailor your responses to resonate with the organization’s needs and interests. 2. **Formulate Insightful Questions**: Move beyond generic inquiries. Come up with thoughtful questions that demonstrate genuine interest in the specific role, team dynamics, and company culture. For example, instead of a generic question about challenges, ask about a recent project and how your skills could contribute to its ongoing success. This showcases your commitment to the role and your ability to add immediate value to the organization 3. **Master the Art of Communication**: Clear and confident communication is essential. Maintain intense eye contact with each interviewer, projecting confidence through body language. Actively listen to their questions, demonstrating your ability to engage effectively in a collaborative environment with diverse people. 4. **Craft Compelling Responses using the STAR Method**: The STAR method provides a robust framework for impactful answers. Here’s how to utilize it effectively: - Situation and Task (ST): Briefly describe the specific context and the challenge you faced. - Action (A): Explain the specific actions you took to address the situation. Be clear about your initiative and contributions. - Result (R): Highlight the quantifiable results of your actions and how they benefited the team or project. Focus on metrics or achievements that showcase your value proposition. By focusing on specific achievements and harnessing the STAR method, you can transform your responses into narratives that showcase your problem-solving skills and valuable contributions. 5. **Practice Makes Perfect**: Schedule mock interviews with a colleague, mentor, or career center representative if possible. These sessions allow you to enhance your responses, practice applying the STAR method in real-time, and gain comfort with your overall interview presence. Dress professionally for the mock interview and do everything you’ve prepared for like it’s the real thing. Practice helps you get comfortable with the real thing later on. SOURCES: - [https://www.linkedin.com/posts/ddiworld\_what-is-the-star-format-activity-6980192542126485505-K4Rw/](https://www.linkedin.com/posts/ddiworld_what-is-the-star-format-activity-6980192542126485505-K4Rw/) - - - **Categories:** Blog --- ### [5 Misconceptions About Executive Search Firms: What Non-Profits Need to Know](https://carrhure.com/5-misconceptions-about-executive-search-firms-what-non-profits-need-to-know/) **Published:** June 13, 2024 **Author:** Nadia Bulangis **Content:** In the United States, non-profit organizations contribute significantly to the economy and society, with over 1.5 million entities serving various causes and communities. The success of these organizations hinges on strong leadership, yet many are hesitant to work with executive search firms due to many myths. This article aims to debunk five common misconceptions about executive search firms, revealing how they can effectively support non-profits in finding the right leaders to further their missions. ##### **Myth 1: Executive search firms only work with large corporations.** Fact: Executive search firms serve all types of organizations, including startups, mid-sized companies, non-profits, and large corporations. They customize their services to fit each client’s needs, helping non-profits find passionate leaders regardless of size. ##### **Myth 2: Executive search firms only recruit for C-suite positions.** Fact: While these firms specialize in filling top executive roles like CEOs and CFOs, they also recruit for many other leadership positions across various sectors. This includes key roles in non-profits, such as program directors and development officers, experts, specialists, and researchers. In a nutshell, any specific position requiring a unique combination of skills and competencies can benefit from an Executive Search Firm’s expertise. The headhunting—or executive search—firm ensures a cultural match with the organization’s vision and mission. ##### **Myth 3: Executive search firms are too expensive for smaller companies.** Fact: Executive search fees vary, but many firms offer flexible pricing to smaller budgets. Nonprofits can find affordable options that provide great value, helping them secure the leadership they need without financial strain. An executive search firm can also offer their clients an overview of the market. Their expertise will help clients adjust their salary and final offer to the current market. ##### **Myth 4: Executive search firms only benefit employers, not candidates.** Fact: Headhunters support candidates with resume reviews, interview preparation, and negotiation help. By assisting candidates in finding roles that match their goals, executive search firms ensure non-profits attract leaders who feel valued and supported during the recruitment process. Executive Search Firms must guarantee a fair and transparent recruitment process by supporting candidates through the entire process and guiding the Search Committee and Panelists to moderate the final round of interviews. ##### **Myth 5: Executive search firms only focus on filling immediate vacancies.** Fact: Besides filling vacancies, executive search firms help with long-term planning by building talent pipelines and succession strategies. For non-profits, this means having a stable leadership structure that ensures continuity as leaders transition or rupture, depending on the organization’s needs. Executive search firms are versatile partners in talent acquisition and leadership development. They work with a wide range of organizations, offer flexible pricing, and provide extensive support to candidates and clients. By understanding their full capabilities, companies and non-profits can leverage these firms to build effective, sustainable leadership teams. To explore how executive search can further support your needs, browse our [website](https://carrhure.com/contact-us/) to learn more about executive search firms. - - - - **Categories:** Blog --- ### [Navigating Leadership and Executive Recruitment in the Non-Profit Sector: Insights and Reflections](https://carrhure.com/navigating-leadership-and-executive-recruitment-in-the-non-profit-sector-insights-and-reflections/) **Published:** August 27, 2024 **Author:** Nadia Bulangis **Content:** In my journey as an executive and technical recruitment lead, I’ve had the privilege of working across various sectors, including non-profits, where I have had a chance to interact and learn how leadership in this sector works and gets measured. This experience has taught me that leadership in the non-profit world requires a unique blend of passion, resilience, and strategic thinking. It’s a space where impact often outweighs profit, and the leaders who thrive can balance vision with practical execution in real-world needs and challenges. **A Delicate Balance** Non-profit leadership demands a delicate balance between idealism and pragmatism. Leaders in this sector must be deeply committed to their cause, yet grounded in the realities of resource constraints, stakeholder expectations, and the need for sustainable growth. I’ve seen and learned firsthand that the most effective leaders are those who can inspire their team with a clear mission while navigating the complexities of funding, operations, and governance. **The Evolving Landscape of Executive Recruitment** In recent years, the landscape of executive recruitment has undergone significant transformation, with technology and data analytics playing an increasingly pivotal role in identifying and attracting top talent. However, in the non-profit sector, the human element remains indispensable. Beyond technical skills and experience, strategic recruitment must prioritize cultural fit, mission alignment, and the capacity to lead with empathy. The challenge lies not just in finding leaders with the requisite expertise, but in identifying those who resonate with the organization’s values and possess the political astuteness to navigate complex stakeholder environments. This demands a more strategic and nuanced recruitment approach, where deep insights into a candidate’s motivations, long-term goals, and ability to influence are crucial for success. **The Importance of Alignment and Adaptability** Throughout my career, one of the most important lessons I’ve learned is the importance of alignment between an organization’s leadership and its mission. When leaders are deeply connected to the organization’s purpose, it creates a powerful synergy that drives both personal fulfillment and organizational success. Another critical lesson is the need for adaptability. The world is changing rapidly, and leaders who can navigate uncertainty, embrace innovation, and remain open to new ways of thinking will thrive. This is particularly true in the non-profit sector, where external factors such as economic shifts, policy changes, and social trends can profoundly impact an organization’s ability to achieve its goals. **Some of the Emerging Trends in Nonprofit Leadership and Executive Recruitment** As we look to the future, I believe that non-profit leadership will continue to evolve in response to global challenges and opportunities. The demand for leaders who can think strategically, act with agility, and inspire diverse teams will only increase. In recruitment, I foresee an increasing emphasis on diversity, equity, and inclusion (DEI) as not only a moral imperative but also a strategic advantage. By embedding DEI principles into their leadership structures, organizations will be better equipped to address complex challenges, foster innovation, and resonate with a wider array of stakeholders. Embracing diversity ensures a variety of perspectives and experiences, equity guarantees fair opportunities and resources for all, and inclusion fosters an environment where every individual feels valued and empowered to contribute fully. In conclusion, my experiences in leadership and executive recruitment at *CARRHURE* have reinforced the importance of alignment, adaptability, and a human-centered approach. As the non-profit sector continues to evolve, the leaders who succeed will be those who can balance passion with pragmatism—demonstrating the capacity to implement strategies effectively and deliver realistic short, mid, and long-term objectives that truly impact the lives of those they serve. Pragmatism in this context means being an impact player: someone who not only envisions ambitious goals but also takes practical steps to achieve them. It involves creating compelling success stories that transparently showcase how donor funds are making a difference, enabling the organization to build trust with a broader audience and secure ongoing support. By: **Joseph Marwa** *Talent Acquisition Team Lead* *CARRHURE Executive Search Firm* \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ ***ABOUT THE AUTHOR:*** *[![](https://carrhure.com/wp-content/uploads/2024/08/J-Marwa-150x148.jpg)](https://carrhure.com/wp-content/uploads/2024/08/J-Marwa.jpg)* *Joseph Marwa is a seasoned Talent Acquisition professional with over 8 years of experience in sourcing, candidate development, and full lifecycle recruiting. In his past roles, he served on the GIZ (Deutsche Gesellschaft für Internationale Zusammenarbeit) and The Christian Health Association of Malawi (CHAM).* *With a passion for leveraging advanced technology and online sourcing skills, Joseph is dedicated to contributing effectively to a professional services environment. He is committed to providing top-notch candidate experiences and ensuring adherence to ethical and confidential recruitment practices. Additionally, Joseph has conducted market mapping and data analysis activities to identify industry trends and inform talent acquisition strategies. With a Bachelor of Science (BS) in Information Systems and Technology and certifications in Talent Development, Joseph is well-equipped to excel in his role as the Talent Acquisition Screening Team Lead at CARRHURE. His journey has been defined by a deep understanding of both the technical and leadership aspects of recruitment, allowing him to effectively navigate the complexities of identifying and attracting top talent. As an executive recruitment lead, he brings a blend of strategic insight and hands-on experience to guide organizations in finding the right leaders to drive their success.* *Know more about joseph, Follow Joseph in LinkedIn:* [*https://www.linkedin.com/in/joe-marwa-629404a7/*](https://www.linkedin.com/in/joe-marwa-629404a7/) **Categories:** Blog --- ### [Empower Your Gig Journey: Essential Employment Law Takeaways for ASEAN Workers](https://carrhure.com/empower-your-gig-journey-essential-employment-law-takeaways-for-asean-workers/) **Published:** August 30, 2024 **Author:** Nadia Bulangis **Content:** **About ASEAN and the Rise of the Gig Economy in its Nations** The Association of Southeast Asian Nations (ASEAN) is a diverse and rapidly developing region, home to a dynamic mix of cultures, economies, and industries. As the gig economy takes root across these nations, it’s becoming a crucial part of how work is done in the region. From bustling urban centers like Singapore and Bangkok to emerging digital hubs in Vietnam and Indonesia, gig work offers flexibility and opportunities that align well with ASEAN’s fast-paced economic growth and technological advancements. However, as this sector expands, it’s important for both workers and businesses to stay informed about the evolving legal landscape that governs this new way of working. **The Gig Economy Revolution in ASEAN** As we navigate 2024, the gig economy continues to reshape the employment landscape across the ASEAN region. The gig sector has become integral to the modern workforce, from ride-sharing services to freelance marketplaces. With its rapid growth comes a complex web of legal considerations that both gig workers and recruitment agencies must understand. **Looking at Gig Work from a New Angle** The gig economy is reshaping the way work is perceived and conducted, particularly in ASEAN. We know that understanding legal frameworks is crucial, but it’s equally important for a gig worker, to take on the responsibilities that come with this evolving landscape. This approach emphasizes the importance of understanding legal frameworks and encourages gig workers to actively manage their careers with a business-oriented mindset. **The Evolving Regulatory Landscape** The regulatory environment for gig work is in flux across ASEAN. Governments are recognizing the need to balance the flexibility of gig work with worker protections. For instance: - **Singapore:** In addition to the Central Provident Fund contributions for platform workers under 30, the government is considering extending work injury compensation to gig workers [(SBR Singapore, Allen & Gledhill](https://www.allenandgledhill.com/sg/publication/articles/22847/government-accepts-recommendations-by-advisory-committee-on-platform-workers-to-strengthen-protections-for-platform-workers)). - **Indonesia:** The country has introduced new regulations to combat workplace harassment, explicitly including protections for gig workers in the digital economy. - **Malaysia:** Discussions are underway to introduce a dedicated legal framework for gig workers, potentially including minimum wage and working hours provisions. - **Thailand:** The government is exploring ways to extend social security benefits to gig workers, particularly in the food delivery and ride-hailing sectors. - **Vietnam:** Efforts are being made to include gig workers in the formal labor market, with potential changes to labor codes on the horizon. **Challenges and Opportunities** Despite these advancements, challenges persist. Many gig workers still face: - **Misclassification:** This leads to the loss of employee benefits and protections. - **Lack of Job Security:** No guaranteed income or long-term contracts. - **Limited Access to Benefits:** Often excluded from health insurance and retirement plans. - **Inconsistent Earnings:** Fluctuating income can make financial planning difficult. - **Stay Informed:** Keep up to date with employment law changes across all ASEAN countries in which you operate. - **Be Clear with the Contract you sign:** Ensure all agreements clearly define the worker’s status and responsibilities. - **Training:** Take information and obligations under your local laws. - **Advocate for Fair Treatment:** Speak out to encourage your clients to provide fair compensation and working conditions so that both parties can feel comfortable and play long-term. - **Screening Processes:** Ensure you qualify and you are eligible to work in each country you apply for. These challenges represent opportunities for forward-thinking companies and recruitment agencies, as they ask for feedback from their gig workers to express their concerns. By addressing these issues proactively, businesses can attract top talent, improve worker loyalty and productivity, enhance their reputation as ethical employers, and stay ahead of regulatory changes, avoiding potential legal issues. **The Business Perspective: Embracing the Gig Economy’s Risks and Responsibilities** Accepting the flexibility of gig work also means embracing the maturity and discipline required to thrive in such a dynamic environment. Gig workers should understand the risks and responsibilities of being freelancers. Confidence and commitment to maintaining a daily routine to meet deadlines and deliver consistent quality results are important facets of gig work. As a gig worker, you are essentially your business owner and face. This means taking proactive steps to ensure your social protection, such as contracting social protection insurance. It’s also vital to excel in your work, consistently delivering high-quality results to satisfy your clients and secure long-term partnerships. Being self-assertive, seeking feedback to improve your performance, and maintaining a strong sense of service are essential to sustaining success in the gig economy. **Practical Advice for Gig Workers** 1. **Contract Social Protection Insurance:** Protect yourself against unforeseen circumstances by securing insurance that covers health, unemployment, and other social protections. 2. **Focus on Performance:** Consistently deliver high-quality work and seek feedback from clients to ensure satisfaction and long-term partnerships. 3. **Build a Routine:** Establish a daily routine that allows you to manage your time effectively and meet client deadlines without burnout. 4. **Stay Informed:** Keep up with the latest developments in employment law and industry trends to remain competitive. **Looking Ahead: The current changes of Gig Work in ASEAN** As we think about the future of gig work in ASEAN nations, several trends are likely to shape the gig economy in ASEAN: - **Increased Regulation:** Expect more countries to introduce specific laws governing gig work. - **Gig Worker Unions:** As seen in other parts of the world, gig workers in ASEAN may increasingly organize for collective bargaining. - **Hybrid Work Models:** As more companies offer flexible arrangements, the line between traditional employment and gig work may blur. - **Skills Development Focus:** Governments and platforms may invest more in upskilling gig workers to meet evolving market demands. **Embrace the Responsibilities of Gig Work** Being a gig worker requires more than just technical skills—it demands a level of maturity and business acumen. It is important for Gig workers to be proactive in securing their social protection, managing their time effectively, and ensuring high performance to maintain long-term client relationships. This shift in focus from merely following legal obligations to embracing the full spectrum of professional responsibilities can empower gig workers to thrive in the competitive gig economy. **The Role of Technology and Self-Management** In the digital age, gig workers have access to tools that can help them manage their careers more effectively. Technology is an essential ally, from apps that track work hours and earnings to platforms offering contract management and client feedback. However, the workers are responsible for leveraging these tools to ensure their success. Gig workers should view themselves as small business owners, taking charge of their professional development, seeking feedback, and continually improving their service quality. **Maturity and Self-Reliance in the Gig Economy** Gig workers must understand that with the freedom of freelancing comes the responsibility of self-management. A gig worker should be ready to handle the uncertainties and demands of gig work while ensuring they are adequately protected. By adopting a business-minded approach, gig workers can turn challenges into opportunities, securing a successful and sustainable career in the gig economy. **Future-Proofing Your Gig Workforce** Businesses can support gig workers in developing skills that will remain relevant as the market evolves. This can be done through continuous training and offering feedback mechanisms that encourage workers to improve their service quality. Maintaining long-term relationships with gig workers can give a steady supply of talent in the future. **Conclusion** The gig economy in ASEAN is at a crucial juncture. As it continues to grow, the need for balanced regulation that protects workers while maintaining the flexibility that makes gig work attractive becomes increasingly important. Gig workers, recruitment agencies, and businesses must stay informed and adaptable to thrive in this dynamic environment. As the gig economy in ASEAN continues to grow, cross-border work is becoming increasingly common. This presents unique challenges and opportunities for both workers and employers. Gig workers across multiple ASEAN countries must navigate differing tax obligations, work permit requirements, and social security systems. Employers and recruitment agencies must also be vigilant about compliance when engaging workers from different ASEAN nations. At CARRHURE, we remain committed to empowering our clients and candidates with the knowledge and support they need to navigate the evolving landscape of gig work in the ASEAN region and globally. By staying ahead of regulatory changes and advocating for fair practices, we can contribute to a gig economy that works for everyone. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ *About the Author:* *[![](https://carrhure.com/wp-content/uploads/2024/08/Abet.jpg)](https://carrhure.com/wp-content/uploads/2024/08/Abet.jpg)* *Alberto (Abet) C. Perez Jr. is a Human Resource Professional with over 20 years of experience in talent acquisition, employee engagement, and program management across corporate and non-profit sectors. For instance, he served the PHILIPPINE BUSINESS COALTION FOR WOMEN EMPOWERMENT, an NGO. He joined CARRHURE in 2022. Abet is proficient in HR systems and tools and strongly committed to enhancing organizational talent and fostering employee development.* **Categories:** Blog --- ### [Interview with Valérie Letierce of Cèdre: Environmental Protection and Employing Individuals with Disabilities](https://carrhure.com/interview-with-valerie-letierce-of-cedre-environmental-protection-and-employing-individuals-with-disabilities/) **Published:** June 19, 2024 **Author:** Nadia Bulangis **Content:** ##### ***Cèdre, a company combining environmental protection and deploying a workforce, includes a large portion of employees with disabilities Valérie Letierce of Cèdre explains…*** Some leaders stand out in environmental sustainability for their unwavering commitment and impactful contributions. One such leader is Valérie Letierce, the Commercial Team Manager at Cèdre Environment. Since its inception in 2005, Cèdre Environment has been championing recycling solutions across various industries in France. With a firm commitment to ecology and solidarity, the company excels in waste diagnosis, collection, sorting, and recycling, to name a few of its services. Under Valérie’s leadership, the commercial team is crucial in advancing the company’s sustainability and social responsibility mission. Cèdre Environment’s corporate social responsibility initiatives are exemplary, focusing on employing individuals with disabilities on permanent contracts, fostering inclusion and skill development, maintaining robust social dialogue, and upholding environmental respect by considering their ecological footprint. The trust they have built with customers and partners further cements their reputation as a leader in the recycling industry. In this interview, Valérie shares insights into her work, the company’s values, and the impact of their comprehensive recycling solutions in empowering the disabled in France. ### ***Who was Valérie growing up? A look at her childhood*** Valérie showed us a photo of her as a kid and told us, “It’s quite funny because when I chose these photos, I showed them to one of my children, who said, “*Oh well, you were already focused on your carbon footprint,” since the mode of transport was the bicycle. I found that quite amusing. These photos evoke family vacation memories, being in a tribe and being very well surrounded. That was the initial reason I chose these two photos.*” “*I’m a little girl who talked a lot. I’ve always heard my parents say that I talked a lot, so I think that being in sales, I’m really in the right place. So, (I’m far from being) discreet, no, I don’t think so, even though I seem quite reserved in the first black-and-white photo, but no, I talked a lot.*” ### ***On achieving success and empowering disability in the workplace*** Valérie then shares another picture with us. This picture shows her among her excellent collaborators at her company in Cèdre Environment. She shared, “I *chose this photo because it was a very special moment at Cèdre, the company I’ve worked with since 2019. Last year, we celebrated reaching 200 employees. We surpassed the 200 employees mark, so it was really important for me to share this. It was a beautiful moment– a team moment. We were all celebrating and managed to hire so many people. In 2021, we hired 55 employees. When I joined Cèdre in 2019, we had about 100 employees. Today, in 2024, we have 209 employees, and we will discuss this further, but of these 209 employees, 124 are in a situation of disability. So, it’s a great success, and that’s why we’re all very happy with our arms in the air. It was a moment of celebration that we shared together.*” ### ***On Cèdre promoting sustainable practices and equal opportunities to the disabled community*** Valérie continues, “*It’s a great company with a purpose. Young people indeed talk a lot about finding a meaningful job. I’m lucky to work in a company with a social mission that makes sense. To introduce Cèdre, it was founded in 2005 and stands for sustainable job creation in recycling and the environment. We have two main objectives: **to protect the planet and to create sustainable jobs for people with disabilities**. Cèdre is now the leader in Île-de-France for collecting and sorting twenty-five (25) types of office waste, ranging from confidential paper to cans, bottles, and other office waste. We assist companies and administrations in recycling, giving meaning to what I do today. Cèdre is an adapted company, meaning it must employ more than 55% of people with disabilities, particularly the deaf and hard of hearing. **We like to say that the company adapts to the employees, not vice versa.**”* She also shared about the daily collaboration with people with disabilities: to give business leaders a closer look into how it is to work with these fantastic people and why misconceptions are just that. Valérie said, “*Companies might have misconceptions about hiring people with disabilities from time to time. Companies with over 20 employees must have 6% of their workforce be people with disabilities or pay the AGFIP tax. Working with an adapted company like Cèdre allows them to reduce this tax. Companies can collaborate with adapted companies like ours to promote the inclusion of people with disabilities. **Cèdre has an individualized training program, investing 5% of our payroll in training.** We have sign language training programs and social workers who visit our three sorting centers in Argenteuil, Buc, and Saint-Maur to assist employees with housing projects and financial management. It’s a comprehensive support program.*” Valérie also shares some of the recent developments they have at Cèdre. She continues, “*We always try to innovate to offer our clients more recycling options. Recently, a decree was passed in January 2024 requiring all businesses to recycle their organic waste. Cèdre can support them with innovative solutions for recycling this bio-waste, especially for small businesses. This decree is very important, and companies should be attentive to it.*” ### ***Exploring Cèdre’s potential awards and unique business model centered on ecology and solidarity*** With the consistent awards that Cèdre is getting, like the Technology Innovation Trophy, we asked Valérie if they are currently running for other awards, to which she answered: “*No, we are not currently pursuing other awards. We are focused on supporting our clients by recycling organic waste, a crucial issue for us. The legal framework requires businesses to sort and recycle waste, including paper, cardboard, wood, metal, plastic, glass, plaster, and mineral fragments, as well as organic waste from this year. We assist 1,800 clients, performing 15,000 collections per month.*” She shared more about Cèdre in a brief yet straightforward way: “*We work with various types of clients, from small businesses to large corporations, including SNCF, Gessina, and CBRE. We also support specific events and have high client satisfaction*.” ### ***The road ahead: What’s next with Valérie at Cèdre*** Before we say goodbye to Valérie Letierce, she offers a glimpse into the future of her journey with Cèdre. She said, “*At Cèdre, things are constantly changing. I was responsible for a commercial team, but now I manage partnerships. More and more partners are working with Cèdre, from cleaning companies to property managers. This direct sales approach is growing, and partners need precise traceability for waste management, which we provide. **I feel like I’m constantly renewing myself at Cèdre, finding purpose in what I do***.” Connect with [Valérie Letierce](https://www.linkedin.com/in/val%C3%A9rie-letierce-91a53423/) and explore https://www.service-public.fr/particuliers/vosdroits/F23149 to learn more about the French laws. Note: The obligation to employ disabled workers (OETH) aims to promote the integration of disabled, war-disabled, and similar workers into the ordinary working environment Public and private employers in the traditional labor market. All employers with 20 or more employees must employ disabled, war-disabled, and similar workers on a full-time or part-time basis, in a proportion of 6% of the total workforce. Here’s how it works. ##### Newly created companies or those whose workforce has reached the threshold of 20 employees have 5 years to comply with this obligation. **Categories:** Blog --- ### [FUTURE TRENDS IN AGRICULTURAL EMPLOYMENT: A COMPREHENSIVE OUTLOOK](https://carrhure.com/future-trends-in-agricultural-employment-a-comprehensive-outlook/) **Published:** October 10, 2024 **Author:** Nadia Bulangis **Content:** Agriculture, one of humanity’s oldest industries, is undergoing a dramatic transformation. Technological advancements, environmental concerns, changing consumer preferences, and shifting global economic conditions are reshaping the landscape of agricultural employment. This article delves into the future trends expected to shape agricultural jobs, highlighting both the opportunities and challenges that lie ahead. 1. **Automation and Robotics in Agriculture** The most significant factor affecting the future of agricultural employment is automation and robotics. Technological advancements, such as AI-driven machinery, drones, and autonomous vehicles, are revolutionizing farming operations, making them more efficient and less labor-intensive. - **Precision Agriculture**: This practice utilizes technologies, such as GPS, drones, and satellite imagery to analyze soil conditions, monitor crops, and optimize water and fertilizer use. These innovations reduce the need for manual labor while increasing crop yields and efficiency. For instance, autonomous tractors and harvesters can perform tasks like plowing, sowing, and harvesting, significantly reducing the need for human intervention in routine fieldwork. - **Robotic Harvesters**: Autonomous robots capable of picking fruit and vegetables are already being tested. These machines can work around the clock, performing repetitive tasks with more consistency than human workers. As these technologies advance, many jobs in manual crop picking and tending may become obsolete. While automation can displace some jobs, it also creates new roles. Agricultural workers will need to upskill, moving into positions that require expertise in operating, maintaining, and managing these high-tech machines. For example, technicians skilled in drone operation, data analysis, and AI will be in high demand. 2. **Rise of Agritech Startups and Smart Farming** The integration of technology into agriculture is also fuelling the rise of agritech startups. These companies are developing solutions ranging from vertical farming and hydroponics to soil-less farming, and IoT-based farm management systems. The increase in agritech startups opens new avenues for employment, especially in sectors like software development, AI, machine learning, and data science. - **Smart Farming**: Internet of Things (IoT) devices, artificial intelligence, and cloud computing are transforming the way farms are managed. Sensors placed in fields can monitor soil moisture, nutrient levels, and plant health in real-time, providing farmers with actionable data. This “smart farming” approach reduces inefficiencies and allows for precision agriculture to thrive, leading to higher productivity and sustainable resource use. However, it also demands a workforce adept at managing these digital tools and interpreting data. This shift toward tech-heavy agriculture means that future agricultural workers will require technical skills, particularly in data analysis, programming, and system management. This could also attract younger generations to agriculture, which has historically faced challenges in drawing youth to rural areas. 3. **Sustainability and Green Jobs** As the global population increases and climate change intensifies, there is a growing demand for sustainable agricultural practices. Governments and organizations worldwide are focusing on reducing agriculture’s environmental footprint, prompting a shift toward green jobs in the sector. - **Organic Farming**: The demand for organic and sustainably grown food is on the rise, leading to more jobs in organic farming. This type of farming often requires more labor-intensive practices than conventional agriculture. This trend could boost employment in areas such as pest management, composting, and regenerative farming practices. - **Agroecology and Regenerative Agriculture**: These farming systems focus on improving biodiversity, soil health, and ecosystem balance. They emphasize low-input, sustainable practices such as crop rotation, polycultures, and agroforestry. As these systems grow in popularity, the demand for workers who understand sustainable agriculture techniques will increase. Agricultural educators, consultants, and experts in sustainable methods will find themselves in greater demand as the industry prioritizes environmental sustainability. 4. **Urban Agriculture and Vertical Farming** As urban populations swell, the future of agriculture is increasingly being brought into cities. Urban agriculture, vertical farming, and controlled-environment agriculture (CEA) are emerging trends that will change the face of agricultural employment. - **Vertical Farming**: This involves growing crops in vertically stacked layers, often in controlled indoor environments. Vertical farms rely heavily on automation, hydroponics, and AI to optimize growing conditions. The expansion of vertical farming will create jobs not just in crop management but also in urban planning, design, and system engineering. - **Urban Agriculture**: Rooftop gardens, community farms, and small-scale local production facilities are becoming more popular as cities seek to reduce their food miles and increase food security. These urban agricultural ventures create new roles in community management, local food distribution, and educational outreach. Urban agriculture offers job opportunities that blend farming skills with urban planning, design, and education, attracting professionals from diverse fields to the agricultural sector. 5. **Genomics and Biotechnology** Biotechnology and genomics are playing an increasingly important role in the future of agriculture. Advances in these fields are allowing for the development of new crop varieties that are more resilient to climate change, pests, and diseases. - **Genetically Modified Organisms (GMOs)**: As the demand for higher crop yields and sustainable practices grows, so does the use of genetically modified organisms (GMOs). GMOs can be engineered to be more resistant to pests, droughts, and diseases, reducing the need for chemical inputs like pesticides and herbicides. Jobs in biotechnology research, genetic engineering, and crop development will likely increase. - **CRISPR and Gene Editing**: CRISPR technology allows for precise gene editing, enabling scientists to develop crops that can better withstand environmental stressors. As this technology evolves, the need for experts in genetic engineering, molecular biology, and plant science will expand. Researchers, laboratory technicians, and scientists focused on crop improvement will find new career opportunities. 6. **Climate Change and Adaptive Agriculture** Climate change is already having a profound impact on agriculture, and its effects will only intensify in the future. Rising temperatures, shifting precipitation patterns, and extreme weather events will force farmers to adopt more resilient and adaptive agricultural practices. - **Climate-Smart Agriculture**: This concept involves using sustainable agricultural practices to increase productivity while reducing greenhouse gas emissions and enhancing resilience to climate change. Climate-smart agriculture will require a workforce skilled in sustainable land management, soil conservation, and water-efficient farming practices. - **Disaster Preparedness and Resilience Planning**: As climate-related risks increase, the need for agricultural professionals skilled in disaster preparedness, mitigation, and recovery will grow. This will create new roles in areas such as agricultural insurance, risk management, and policy development aimed at climate adaptation. 7. **Decentralization and Small-Scale Farming** There is a growing movement toward decentralizing agriculture and supporting small-scale farmers. With rising concerns over the environmental impact of industrial farming, many consumers are turning to local, small-scale farms for their food. This trend supports farm-to-table practices, local food markets, and community-supported agriculture (CSA). - **Direct-to-Consumer Sales**: As small-scale farming grows in popularity, direct-to-consumer models such as farmers’ markets, online platforms, and CSA programs will continue to expand. Jobs in marketing, sales, and supply chain management related to these models will increase. - **Niche Agriculture**: Small-scale farmers are also diversifying into niche markets such as specialty crops, organic produce, and artisanal products. These markets often require specialized knowledge and skill sets, including expertise in specific crop cultivation, artisanal food production, and niche marketing strategies. 8. **Gender and Inclusivity in Agricultural Employment** Historically, agriculture has been male-dominated, but this is changing. Women are increasingly taking on leadership roles in farming, research, and policy development. Additionally, there is a growing emphasis on inclusivity in the agricultural sector. - **Women in Agriculture**: Women are playing a larger role in the agricultural workforce, not only as farm owners and operators but also in agribusiness, research, and education. Programs aimed at empowering women in agriculture will continue to grow, offering new opportunities for female workers in leadership and innovation roles. - **Youth Engagement and Education**: Efforts to engage young people in agriculture are increasing, with schools, universities, and nonprofits offering agricultural education programs that focus on sustainability, technology, and entrepreneurship. The inclusion of young people from diverse backgrounds in the agricultural workforce will lead to a more inclusive and innovative industry. **CONCLUSION: PREPARING FOR THE FUTURE** The future of agricultural employment will be marked by rapid technological innovation, a shift towards sustainable and resilient practices, and the rise of new job opportunities across various subfields. While automation may reduce the demand for traditional manual labor, it will create new roles requiring advanced technical skills, from AI management and precision farming to biotechnology and sustainable agriculture consulting. Adaptability, continuous learning, and upskilling will be crucial for workers to thrive in this evolving landscape. Policymakers, educational institutions, and industry leaders must collaborate to ensure that the agricultural workforce is prepared for the future and equipped with the knowledge and skills necessary to meet the demands of a rapidly changing global food system. The agriculture of tomorrow promises to be a dynamic, technology-driven industry where innovation meets sustainability, creating a wealth of new opportunities for those ready to embrace change. About the Author [![](https://carrhure.com/wp-content/uploads/2024/10/Picture1-150x150.jpg)](https://carrhure.com/wp-content/uploads/2024/10/Picture1.jpg) **Nidhi Shori** Talent Sourcing Acquisition She has 15 years of experience in the recruitment industry, with varied experience in Management, Recruiting, Business Development, and Client Relations. A diligent team leader with excellent interpersonal and people management capabilities. With a strong learning aptitude for familiar as well as new disciplines, I bring diligence, persistence and experience from two distinct sectors to the table. **Categories:** Blog --- ### [Hiring for Niche Roles: Strategies for Success](https://carrhure.com/hiring-for-niche-roles-strategies-for-success/) **Published:** October 15, 2024 **Author:** Nadia Bulangis **Content:** Filling in positions is not a piece of cake, especially when finding talent for niche or specialized positions. This often happens when there is a demand for a new role in the market or if the hiring manager requests a specific combination of experiences, skills, knowledge, certifications or licenses, and soft skills. Generally, in recruitment, there is no one-size-fits-all when it comes to drafting a search strategy, so planning and tailoring your approaches to the client’s needs is of utmost importance and is particularly more challenging when it comes to niche positions. However, the hiring team faces challenges such as expanding a small applicant pool, balancing the set of qualifications and job responsibilities with the compensation package that complies with the market, or missing out on potential talent who either opted to work somewhere else or wasn’t sourced because there was only a general search strategy. To address all these, here are some of the tips on how you can hire for niche roles: ## 1. Utilizing Niche Job Boards for Targeted Talent Acquisition Finding specialized talent can be challenging, particularly for roles requiring specific skills and credentials. One of the most effective strategies for targeting these candidates is to use niche job boards, which cater to particular industries or professions. These platforms connect employers with candidates who often already possess essential qualifications, skills, and certifications, making the hiring process more efficient. Although posting on niche boards may come with additional costs, the return is often a pool of qualified applicants aligned with the role’s demands. Niche job boards, often aligned with specific industries or professional organizations, offer targeted access to specialized talent pools. For example, ASHA’s board connects audiology and speech-language professionals, NurseRecruiter is a trusted platform featuring over 42,480 active job listings on its board as of December 2023 (Blackham, 2024) and SHRM provides HR professionals with a network of 180,000 job seekers (SHRM’s HR Jobs. Find or Post HR Jobs. Search HR Resume Center. – SHRM’s HR Jobs, 2019) Additionally, the North Carolina Center for Nonprofits supports nonprofits by connecting them with local talent, often available with minimal relocation needs. Other niche boards serve various sectors, including CW Jobs and JobServe for IT, GAAPweb for accounting and finance, Guardian Jobs for public sector roles, Marketing Week and Only Marketing Jobs for marketing, and Third Sector and Charity Job for the charity sector. These platforms provide employers access to candidates highly committed to their fields, whether it’s finance, tech, marketing, or social causes. ## 2. Crafting Clear and Effective Job Descriptions for Niche Roles Creating a focused and well-structured job description is essential to attract the right candidates, especially if your hiring budget limits access to specialized recruiters or premium job boards. Start by consulting someone in the relevant field to ensure job objectives and responsibilities are described with precise, industry-specific language. Avoid clichés like “team player” or “great communicator,” and instead emphasize specific expectations and measurable outcomes that align with the role. Use formatting and keywords that increase visibility on general job boards, making it easier for qualified candidates to find your posting. Free tools, such as Grammarly, can help refine the readability, clarity, and correctness of your descriptions, leaving a positive impression on serious applicants. For more targeted accuracy, consider utilizing skill assessment platforms to define the essential skills. These platforms can help identify crucial abilities based on existing employee performance or industry standards, allowing you to list the exact requirements for the role. This approach minimizes assumptions, enabling you to filter for the specialized skills and cultural fit you need. ## 3. Provide Competitive Salary and Benefits Attracting top talent for niche roles goes beyond crafting the perfect job description; offering a competitive salary and benefits package is equally crucial. If your company is losing strong candidates, it may be time to assess whether your compensation aligns with industry standards. Gather feedback from candidates who declined your offer and, if appropriate, reach out to other industry professionals to benchmark your salary and benefits. This is especially relevant if you’re replacing a long-standing employee or if past salary structures no longer reflect current market trends. A comprehensive and competitive package—including benefits, career growth opportunities, and work-life balance—can set your organization apart, ensuring it appeals to specialized candidates in today’s competitive market. ## 4. Leverage Your Network and Industry Connections When hiring for niche roles, leveraging your network can be invaluable in sourcing specialized talent. In fact, referrals account for 82% of hires across companies, making current and former employees, industry contacts, and even past candidates excellent resources (LinkedIn, 2022). Tools like ApplicantStack can help sift through previous applicants who may be available or willing to refer someone suitable. Attending niche industry events and conferences, or joining online forums, can also broaden your reach to passive candidates—often comprising up to 70% of the talent pool (Jobvite, 2022). Establishing long-term relationships with niche talent through networking, follow-ups, and engagement is key. Technologies like CRMs or chatbots streamline these personalized connections, saving up to 20% of the time in the hiring process (Forbes, 2023). By positioning your company as a top employer within these communities, you can build a sustainable pipeline of specialized candidates. ## 5. Building a Strong Employer Brand for Niche Roles Creating a compelling employer brand is crucial for attracting specialized talent in niche markets. A well-defined brand not only distinguishes your organization but also simplifies the process of attracting and retaining highly skilled professionals. Central to a successful employer branding strategy is showcasing your company’s culture and values. When potential candidates see their values mirrored within your organization, they’re more likely to believe they’ll thrive there. Including employee success stories and testimonials can provide a window into your workplace, offering candidates an authentic sense of what it’s like to be part of your team. Encouraging employee referrals is another powerful approach, as current employees who champion your brand can help attract like-minded professionals. Developing a structured employee referral program is also highly cost-effective, as it leverages existing networks to bring in specialized talent. Consistently sharing content that reflects your mission and values across recruitment platforms further reinforces your brand’s appeal. Ultimately, a strong employer brand enhances your organization’s reputation, setting you apart as a top choice for skilled professionals in niche fields. By focusing on these strategies, you’ll strengthen your employer brand, making your organization more attractive to niche candidates and elevating your recruitment efforts. Hiring for niche roles presents unique challenges, but with a thoughtful approach, it’s possible to secure top-tier talent that aligns with your company’s specialized needs. By utilizing targeted job boards, crafting precise job descriptions, and offering competitive compensation, your organization can significantly increase its appeal among skilled candidates. Networking within industry circles, whether through professional contacts or niche events, helps extend your reach to passive candidates, while building a strong employer brand reinforces your company’s position as an industry leader. In niche recruiting, success hinges on adaptability and a clear understanding of the role requirements and potential hires’ expectations. Implementing these strategies will empower your team to stand out in competitive markets, making it easier to attract and retain the specialized talent essential to your organization’s growth and innovation. Sources: - SHRM’s HR Jobs. Find or Post HR jobs. Search HR Resume Center. – SHRM’s HR Jobs. (2019). Shrm.org. - Blackham, A. (2024, September 17). Hiring for Niche Roles: 5 Helpful Tips – ApplicantStack. - ApplicantStack. About the Author** [![](https://carrhure.com/wp-content/uploads/2024/04/Jewel-Ruiz-150x150.jpg)](https://carrhure.com/wp-content/uploads/2024/04/Jewel-Ruiz.jpg) Jewel Ruiz is a seasoned executive recruiter with over a decade of experience in identifying top talent across various sectors. Since transitioning to recruitment in 2010, she has honed her skills in sourcing, screening, and managing the full recruitment cycle. As a freelance recruiter, Jewel combines a structured approach with deep industry insights to deliver high-quality placements, always focused on achieving optimal results for clients and candidates alike. **Categories:** Blog --- ### [CARRHURE announced as the newest member of Syntec Conseil, Strengthening Its Role in Non-Profit Recruitment](https://carrhure.com/carrhure-announced-as-the-newest-member-of-syntec-conseil-strengthening-its-role-in-non-profit-recruitment/) **Published:** October 23, 2024 **Author:** Nadia Bulangis **Content:** CARRHURE has officially joined Syntec Conseil, one of France’s most prominent organizations for consulting professionals. This membership represents a significant milestone for CARRHURE, enhancing its visibility and credibility within the non-profit recruitment sector. As part of this respected body, CARRHURE joins a community of nearly 250 member companies, each dedicated to upholding the highest ethical standards in the industry. # **Syntec Conseil: Its Mission and Nature** Syntec Conseil is a cornerstone of the consulting profession in France. Established through a merger in 1998, the organization brings together leading firms across various consulting specialties, including recruitment, strategy, innovation, and talent development. Its mission is to promote and defend the consulting sector while creating a forum for members to exchange ideas and shape the future of the industry. Syntec Conseil provides critical representation to 15,000 companies and 120,000 professionals, ensuring that consulting firms play a decisive role in the business and social landscape. Members benefit from access to cutting-edge insights, best practices, and networking opportunities that drive both their individual growth and the advancement of the entire sector. As a member of the Syntec Federation and part of Medef, Syntec Conseil ensures that the consulting profession plays an active role in the broader social dialogue and business ecosystem. It provides a unified voice to its stakeholders, including companies, public authorities, civil society, and the media. # **Our Director General’s Perspective** Auree de Carbon, Managing Director of CARRHURE, shared her thoughts on what this membership means for the company moving forward. “Being a member of this powerful, nationally recognized union is an additional guarantee of professionalism for our clients and candidates. It assures them that we meet the high standards of a credible organization that has admitted us after a thorough selection process.” She continued, “While CARRHURE’s reputation is well-established, being recognized by Syntec Conseil reinforces our credibility. For us, this is not just a milestone, but a critical step in our company’s growth. Our profession requires us to stay at the cutting edge of innovation, and being part of this network allows us to exchange ideas and best practices with our peers. It keeps us informed of the latest developments in human resources and recruitment, something that can make all the difference, especially for firms like ours that strive for excellence.” # **What’s Ahead for CARRHURE and Syntec Conseil** With this new membership, CARRHURE is well-positioned to continue delivering top-tier executive search services to the non-profit sector. The support and resources offered by Syntec Conseil will not only ensure that CARRHURE remains at the forefront of industry trends but will also sustain its ongoing commitment to ethical recruitment and organizational growth. As Auree de Carbon highlighted, staying connected to this broader network of professionals ensures that CARRHURE will continue to evolve and adapt to the ever-changing landscape of recruitment consulting, especially in the non-profit scene. **Categories:** Blog --- ### [Gen Z and their Support for Non-Profits with a Clear Social Mission](https://carrhure.com/gen-z-and-their-support-for-non-profits-with-a-clear-social-mission/) **Published:** December 17, 2024 **Author:** Nadia Bulangis **Content:** Generation Z – also known as Gen Z, iGen, or post-millennials – is uniquely driven by purpose and social awareness. This generation grew up surrounded by rapid social and technological change, which has shaped their worldview and empowered them to act on issues that matter. According to Roberta Katz, a senior research scholar at Stanford’s Center for Advanced Study in the Behavioral Sciences (CASBS), Gen Z exhibits a pragmatic approach to inherited issues like climate change and social justice. In the book, Gen Z, Explained: The Art of Living in a Digital Age, Katz discusses how this generation’s defining traits include their deep-rooted sense of responsibility and determination to impact the world positively. Growing up alongside the rise of social media, Gen Z has seamlessly integrated these platforms into their lives to spread awareness, rally support, and mobilize around causes. Social media is their stage to highlight global issues, challenge norms, and shape public discourse. This passion for advocacy has made non-profits a natural ally for Gen Z, aligning well with their desire to support causes that drive genuine social change. With a clear focus on actionable missions, non-profits appeal to Gen Z’s drive for transparency and accountability. # **Why Gen Z Prefers Non-Profits with a Clear Social Mission** **1. Transparency and Accountability** Gen Z is highly discerning, especially regarding where they put their support. For this generation, transparency and accountability aren’t optional; they’re important. Gen Z favors non-profits that openly communicate their goals, funding sources, and results, giving them confidence that their contributions go toward making a real difference. They are less likely to support organizations with ambiguous values or those that don’t clearly define their social impact. For example, research by Barna highlights that Christian values in non-profits may actually deter some Gen Zs, with one in three saying such values would make them “less interested” in financial support. This illustrates that, for Gen Z, alignment between personal values and a non-profit’s mission is crucial – they want organizations to be transparent about their impact and values, without hidden agendas. **2. Action-Oriented Approach** Unlike previous generations that might have prioritized raising awareness, Gen Z is committed to action. They’re not content to simply support an organization that spreads awareness; they want to see measurable progress too. This generation favors non-profits that address issues head-on with specific programs and initiatives, whether it’s planting trees, providing clean water, or tackling homelessness. Gen Z expects that non-profits will demonstrate tangible change, not just talk about it. According to Barna, Gen Z is more likely than older generations to support non-profits by volunteering or advocating for them rather than merely donating money. This hands-on approach allows them to engage actively with the cause and see the direct results of their efforts, which creates a stronger connection to the mission and fuels their desire to contribute more meaningfully. **3. Preference for Local, Community-Based Initiatives** Many Gen Zs gravitate toward smaller, grassroots non-profits that operate at the local or community level. These organizations often focus on pressing local issues that Gen Z can directly relate to and see the impact of, like neighbourhood food banks, environmental conservation, and youth programs. This preference for smaller organizations stems from a desire for authenticity and transparency, where Gen Z can easily see the outcomes of their support. Research shows that about three in ten Gen Z and Millennial individuals believe they are more generous than previous generations. This generosity often manifests as support for causes that create immediate and observable change within communities. Smaller, community-driven non-profits resonate with Gen Z’s values and offer them a way to make a direct impact on issues that are close to home. # **Purpose and Impact: Why It Matters to Gen Z** Purpose-driven non-profits allow Gen Z to channel their ideals into real-world action. In a world where systemic issues are more visible than ever, Gen Z has shown they want solutions, not just mere conversations about these issues. By supporting organizations with transparent, action-oriented missions, they not only help drive meaningful change but also find a platform to express their own values and beliefs. For Gen Z, backing a non-profit with a clear mission is their way of building a legacy of positive impact, contributing to the betterment of society. As they continue to grow in influence, Gen Z’s preference for purpose-driven non-profits will likely continue shaping how organizations engage with future generations. Citations: - Katz, R., Ogilvie, S., Shaw, J., & Woodhead, L. (2021). G*EN Z, EXPLAINED: the Art of Living in a Digital age.* Univ Of Chicago Press. - *Where Do Young Donors Place Trust? – Barna Group.* (2023, September 27). Barna Group. https://www.barna.com/research/donors-care-about-credibility/ - *How Millennials & Gen Z Are Stepping into Generosity.* (n.d.). Barna Group. [https://www.barna.com/research/young-adults-giving/‌](https://www.barna.com/research/young-adults-giving/%E2%80%8C) ABOUT THE AUTHOR [![](https://carrhure.com/wp-content/uploads/2024/12/Cha-Jaranilla-150x150.jpg)](https://carrhure.com/wp-content/uploads/2024/12/Cha-Jaranilla.jpg) Charlene Jaranilla is an accomplished content writer with a passion for crafting narratives that captivate. Beginning her career in e-commerce as a copywriter, she refined her skills in creating engaging, impactful content before advancing into social media content management and strategy. Her experience spans diverse industries, where she combines creativity with a strategic mindset to help brands build authentic connections and strengthen their digital presence. **Categories:** Blog --- ### [8 Reasons Why Non-Profits Need Executive Search Firms to Drive Growth](https://carrhure.com/8-reasons-why-non-profits-need-executive-search-firms-to-drive-growth/) **Published:** January 6, 2025 **Author:** Nadia Bulangis **Content:** Leadership is fundamental in any successful organization, especially in the non-profit sector, where the stakes often involve driving meaningful social impact. For non-profits, finding the right leader goes beyond filling a position, it’s about ensuring the person aligns with the mission, values, and goals of the organization. Yet, recruiting top-tier leadership is no easy feat. Limited resources, a competitive talent landscape, and the demand for specialized skills can make the process daunting. That’s where executive search firms step in, offering expertise, efficiency, and access to exceptional talent. Here’s a closer look at how partnering with an executive search firm can help your non-profit not only overcome hiring challenges but also thrive in today’s dynamic environment. **1. Recruitment Expertise That Goes Beyond Basics** The intricacies of non-profit leadership roles require a nuanced approach. Executive search firms bring: - **Specialized Insights:** They understand the unique needs of non-profits, ensuring candidates not only have the right qualifications but also the passion to drive your mission forward. - **Sector Networks:** Their deep connections within the non-profit world give them access to top talent that may not be actively job hunting. **2. Unlocking Access to Hidden Talent** Exceptional leaders often aren’t scanning job boards. Search firms have the expertise to connect with these passive candidates, ensuring no stone is left unturned. Additionally, they focus on building: - **Diverse Candidate Pools:** Promoting inclusion and innovation by presenting talent from varied backgrounds. - **High-Quality Matches:** Identifying candidates who bring not just experience but also a vision for your organization. **3. Time Savings for Mission-Driven Work** Recruitment can consume significant time and resources—luxuries most non-profits can’t afford to spare. Executive search firms streamline the process by: - **Handling Every Detail:** From crafting the job description to vetting final candidates, they take care of the heavy lifting. - **Filling Roles Faster:** With their tools and expertise, they reduce the time it takes to find the right leader, minimizing disruptions. **4. Customized Solutions for Unique Needs** Every non-profit is different, and executive search firms tailor their approach to reflect that. They focus on: - **Cultural Alignment:** Taking the time to understand your organization’s values to ensure a perfect match. - **Targeted Strategies:** Developing a bespoke recruitment plan to address your specific challenges and goals. **5. Protecting Confidentiality During Sensitive Transitions** When leadership changes involve sensitive circumstances, maintaining discretion is essential. Executive search firms offer a layer of confidentiality, ensuring transitions are smooth and private, safeguarding your reputation in the process. **6. A Cost-Effective Long-Term Solution** While the upfront investment in a search firm may seem significant, it pays off by securing the right leader. The benefits include: - **Reduced Turnover:** A good hire leads to stability and long-term success, saving future recruitment costs. - **Enhanced Performance:** The right executive can transform an organization, leading to stronger outcomes and greater sustainability. **7. Risk Mitigation for Better Hiring Decisions** A wrong hire can have lasting consequences. Search firms reduce this risk by conducting: - **Comprehensive Background Checks:** Ensuring candidates are thoroughly vetted. - **Due Diligence:** Leaving no room for surprises post-hire. **8. Strategic Guidance for Organizational Growth** Executive search firms aren’t just about filling positions—they offer strategic insights to help non-profits succeed. Services often include: - **Compensation Benchmarking:** Ensuring your packages are competitive. - **Market Trends Analysis:** Keeping your organization ahead in the ever-changing talent landscape. - **Structural Recommendations:** Helping optimize your leadership team for maximum impact. Non-profits rely on leaders to achieve their missions and navigate challenges. Executive search firms are invaluable partners in this journey, bringing the expertise, networks, and strategies needed to secure transformational leadership. Whether you’re planning a leadership transition, addressing a skills gap, or simply future-proofing your team, working with an executive search firm can be a game-changer. The right leadership doesn’t just guide an organization—it drives its growth, sustainability, and impact. By investing in the right partnership, your non-profit can unlock its full potential. If you’re looking for the firm that aligns really well with your needs, check out our website today at [www.carrhure.com](http://www.carrhure.com). **Categories:** Blog --- ### [Recruiting in Crisis: Nonprofits Struggle to Hire Amid Shrinking Aid and Rising Danger](https://carrhure.com/recruiting-in-crisis-nonprofits-struggle-to-hire-amid-shrinking-aid-and-rising-danger/) **Published:** August 29, 2025 **Author:** Nadia Bulangis **Content:** One statistic stood out when the United Nations unveiled its Global Humanitarian Overview 2025: only 15.9 percent of a two-billion-dollar emergency requirement had been funded by mid-year. The UN now seeks 47 billion dollars to reach 190 million people worldwide, but the gap between appeals and contributions has rarely been wider. For nonprofits, the funding shortfall is more than a budgetary problem. It is reshaping the labor market as global needs peak. A layoff tracker maintained by The Chronicle of Philanthropy has recorded thousands of nonprofit positions cut or frozen this year. Recruiters report backfills being postponed and new posts requiring board-level approval before they can move forward. As one aid manager put it, “You cannot hire people on promises, and right now, all we have are promises.” Security is an even greater constraint. The Aid Worker Security Report 2025 documented 383 aid workers killed in 2024, a 36 percent increase compared with the previous year. Another 308 were injured, and 125 were kidnapped. The first six months of 2025 brought roughly 230 more deaths, already exceeding the annual toll of most years before 2023. Save the Children has warned that the situation is deteriorating even further. By mid-August, 265 aid workers had been killed in 2025, a 54 percent rise from the same period last year. Sixty-five percent of those deaths occurred in Gaza alone. Gaza accounted for 181 deaths in 2024, making it the single deadliest context for aid staff. In South Sudan, the bombing of an MSF hospital in Fangak in May killed seven people, including a nine-month-old infant, and injured more than 27 others. With casualties mounting, organizations face spiraling insurance costs, longer mandatory security training, and shrinking pools of candidates willing to deploy to red-flag zones. Recruiters say that duty-of-care obligations have become central to job negotiations, with many experienced professionals walking away from postings that once would have been considered standard. The financial picture is equally stark. OECD projections suggest official development assistance could fall by nine to seventeen percent in 2025. Analysts warn that public donor funding for humanitarian work could decline by as much as 34 to 45 percent from its 2023 peak. These contractions are already filtering through to hiring pipelines, leaving organizations unable to commit to long-term staffing even with precise operational needs. Faced with these converging pressures, nonprofits are accelerating localization strategies. Jobs once reserved for expatriates are being redesigned for national staff. Organizations are investing in local leadership pipelines, context-specific expertise, and human resources systems to reduce dependence on international recruitment. What was once promoted as a principle of equity has become a survival tactic. The World Economic Forum’s Global Risks Report 2025 describes the operating environment as one of “persistent geopolitical tensions” with no short-term relief. For humanitarian recruiters, that means budgeting for volatility, hiring in shorter cycles, and relying more heavily on regional networks. One veteran aid worker said, “Crises do not wait for us to fix our staffing problems. We adapt, or the work does not get done.” ### Sources - [UNOCHA. *Global Humanitarian Overview 2025* (July update)](https://www.unocha.org/publications/report/world/global-humanitarian-overview-2025-july-update-snapshot-31-july-2025?utm_source=chatgpt.com) - [AP News. “UN seeks $47 billion for humanitarian aid.” (2025)](https://apnews.com/article/united-nations-humanitarian-aid-syria-trump-d61485754e1c03039332a30119dab403) - [ReliefWeb. *Global Humanitarian Overview 2025 – The cruel math of aid cuts.* (June 2025)](https://reliefweb.int/report/world/global-humanitarian-overview-2025-cruel-math-aid-cuts-hyper-prioritized-report-june-2025) - [The Chronicle of Philanthropy. *Nonprofit Layoff Tracker* (2025)](https://www.philanthropy.com/article/nonprofit-layoff-tracker) - [Humanitarian Outcomes. *Aid Worker Security Report 2025*](https://humanitarianoutcomes.org/sites/default/files/2025-08/HO_AWSR_2025.pdf) - [Eco-Business. “Aid worker deaths hit record high.” (Aug 2025)](https://www.eco-business.com/news/in-data-aid-worker-deaths-hit-record-high-but-2025-could-be-worse/) - [CARE. “Record number of attacks on aid workers.” (Aug 2025)](https://www.care.org/media-and-press/record-number-of-attacks-on-aid-workers-as-crimes-go-unpunished/) - [The Guardian. “Aid ship and Gaza crisis live updates.” (Aug 19, 2025)](https://www.theguardian.com/world/live/2025/aug/19/aid-ship-food-gaza-cyprus-israel-middle-east-crisis-latest-updates-news) - [United Nations. “World Humanitarian Day: Aid workers face record toll.” (2025)](https://www.un.org/en/delegate/world-humanitarian-day-aid-workers-mull-record-toll-their-own) - [Wikipedia. *2025 Fangak bombing*](https://en.wikipedia.org/wiki/2025_Fangak_bombing) - [The New Humanitarian. “Funding data reveals donor decisions in 2025.” (Apr 2025)](https://www.thenewhumanitarian.org/analysis/2025/04/17/what-new-funding-data-tells-us-about-donor-decisions-2025) - [ALNAP. *Global Humanitarian Assistance Report 2025*](https://alnap.org/help-library/resources/global-humanitarian-assistance-gha-report-2025-e-report/the-humanitarian-funding-landscape/) - [ReliefWeb. *Global Humanitarian Assistance Report 2025*](https://reliefweb.int/report/world/global-humanitarian-assistance-report-2025) - [World Economic Forum. *Global Risks Report 2025*](https://www.weforum.org/publications/global-risks-report-2025/) **About the Author** [![](https://carrhure.com/wp-content/uploads/2024/04/Jewel-Ruiz-150x150.jpg)](https://carrhure.com/wp-content/uploads/2024/04/Jewel-Ruiz.jpg) Jewel Ruiz is a seasoned executive recruiter with over a decade of experience in identifying top talent across various sectors. Since transitioning to recruitment in 2010, she has honed her skills in sourcing, screening, and managing the full recruitment cycle. As a freelance recruiter, Jewel combines a structured approach with deep industry insights to deliver high-quality placements, always focused on achieving optimal results for clients and candidates alike. **Categories:** Blog --- ### [The AI Revolution in Recruitment - What It Means for Nonprofit Hiring](https://carrhure.com/the-ai-revolution-in-recruitment-what-it-means-for-nonprofit-hiring/) **Published:** September 4, 2025 **Author:** Nadia Bulangis **Content:** Artificial intelligence (AI) has quietly moved from the sidelines to the very core of modern hiring. What began with experimental résumé screeners has evolved into algorithms that predict cultural fit, chatbots that guide candidates through applications, and tools that claim to identify the “best” hire in seconds. As *Forbes* recently put it, *“AI is no longer just a tool in recruitment; it is the architect of a future where hiring could be fully automated.”* That’s a bold claim. And while the corporate world is moving quickly, nonprofits—often limited in resources and guided by values that don’t fit neatly into a dataset—must ask themselves: What does this revolution mean for us? ### Adoption Is Skyrocketing, But Not Everywhere [![](https://carrhure.com/wp-content/uploads/2025/09/Jewel-blog-2a.png)](https://carrhure.com/wp-content/uploads/2025/09/Jewel-blog-2a.png)The numbers are striking. Across industries, about **87% of companies** now use AI in recruitment, reporting measurable gains in speed, cost, and candidate quality. A 2025 *Journal of Business Research* study found that AI tools can reduce time-to-hire by as much as 35%. Nonprofits, however, tell a different story. In one recent survey, **92% of nonprofit leaders admitted feeling unprepared** to use AI in hiring. More than half weren’t even sure what these tools could realistically do. Only 41% expected AI to bring clear benefits. This uneven uptake isn’t just about budget—it’s about skepticism. Hiring in nonprofits is rarely about checking boxes; it’s about finding people who believe in the mission. Can an algorithm judge passion, empathy, or commitment to social change? ### The Upside: Efficiency Where It Matters That said, it’s easy to see why nonprofits might be tempted. Small HR teams often face an avalanche of applications. Screening hundreds of CVs can take days, if not weeks. AI-powered tools can accelerate this process by quickly surfacing the most relevant profiles, allowing recruiters to spend more time on thoughtful evaluation and relationship-building. Scheduling interviews, sending reminders, and answering routine applicant questions consume valuable staff time. Here, too, AI can step in. According to Staffing Industry Analysts, new AI platforms are already helping recruitment teams “scale faster, automate everyday tasks, and allocate resources where it matters most.” For nonprofits, where resources are already stretched thin, freeing up even a few hours a week could make the difference between a rushed process and a thoughtful one. ### The Risks: Bias, Black Boxes, and Broken Trust But here’s the other side of the coin: AI is only as fair as the data it’s trained on. If past hiring practices carried bias, the system can replicate—and even amplify—that bias at scale. In Australia, researchers found that AI-led video interviews misread tone and facial expressions, producing **error rates of 22% for non-native English speakers**. For nonprofits that pride themselves on inclusivity, this is more than a technical hiccup—it’s a reputational risk. Then there’s the question of transparency. Many of these systems operate like black boxes. They can tell you who the “top” candidates are, but not why. That lack of clarity is troubling for organizations accountable to boards, funders, and the communities they serve. One *ResearchGate* study concluded that AI can “enhance but not replace” human decision-making. The nonprofit sector, built on trust and relationships, cannot afford to outsource judgment entirely to machines. ### Keeping Humans at the Center Most experts agree that AI shouldn’t replace recruiters—it should support them. One ResearchGate study concluded that AI can “enhance but not replace” human decision-making. Think of it as a co-pilot. AI handles the repetitive, data-heavy tasks. Humans focus on what machines can’t: gauging motivation, assessing values, and building the trust that makes people stay. As one *SHRM Labs* report framed it, “AI doesn’t have to replace the human recruiter—it can free them.” For nonprofits, that freedom means spending less time on admin and more time on what really counts: relationships. ### Practical Steps for Nonprofits If nonprofits decide to explore AI in hiring, a few guidelines stand out: - **Start small:** Pilot a simple résumé-screening tool or scheduling chatbot before investing in larger platforms. - **Ask tough questions:** Demand vendors explain how they mitigate bias and ensure transparency. - **Keep final say human:** Treat AI outputs as one input—not the final decision. - **Train your team:** Recruiters must understand these tools’ potential and limitations. - **Stay aligned with mission:** Ensure processes reflect values of equity, fairness, and inclusion. ### Looking Ahead AI isn’t going away. It will continue to evolve, and it’s already becoming the default way to recruit in many industries. For nonprofits, the challenge is not whether to adopt it, but *how*. Used wisely, AI can help level the playing field—helping smaller organizations compete with big-name employers for talent. Used carelessly, it risks undermining trust with candidates and communities alike. At the end of the day, nonprofit recruitment is not simply about speeding up the process; it’s about finding people who believe deeply in the mission, nurturing diversity and inclusion, and building the human connections that make lasting change possible. ### Sources: - [The AI Recruitment Takeover: Redefining Hiring In The Digital Age](https://www.forbes.com/sites/keithferrazzi/2025/03/27/the-ai-recruitment-takeover-redefining-hiring-in-the-digital-age/) - [The Impact of AI on Recruitment and Selection Processes: Analysing the role of AI in automating and enhancing recruitment and selection procedures](https://www.researchgate.net/publication/372011217_The_Impact_of_AI_on_Recruitment_and_Selection_Processes_Analysing_the_role_of_AI_in_automating_and_enhancing_recruitment_and_selection_procedures) - [Artificial intelligence and digital data in recruitment. Exploring business and engineering candidates’ perceptions of organizational attractiveness](https://www.sciencedirect.com/science/article/pii/S0263237325000416) - [Supercharging recruitment – The AI revolution in staffing](https://www.staffingindustry.com/news/global-daily-news/sponsored-supercharging-recruitment-the-ai-revolution-in-staffing) - [The Evolving Role of AI in Recruitment and Retention](https://www.shrm.org/labs/resources/the-evolving-role-of-ai-in-recruitment-and-retention) - [The Possibilities of Using Artificial Intelligence as a Key Technology in the Current Employee Recruitment Process](https://www.mdpi.com/2076-3387/14/7/157) - [The AI revolution and the talent recruitment question](https://nrtimes.co.uk/the-ai-revolution-and-the-talent-recruitment-question-bis25/) **About the Author** [![](https://carrhure.com/wp-content/uploads/2024/04/Jewel-Ruiz-150x150.jpg)](https://carrhure.com/wp-content/uploads/2024/04/Jewel-Ruiz.jpg) Jewel Ruiz is a seasoned executive recruiter with over a decade of experience in identifying top talent across various sectors. Since transitioning to recruitment in 2010, she has honed her skills in sourcing, screening, and managing the full recruitment cycle. As a freelance recruiter, Jewel combines a structured approach with deep industry insights to deliver high-quality placements, always focused on achieving optimal results for clients and candidates alike. **Categories:** Blog --- ### [Global Aid in Turmoil as USAID Disappears from the World Stage](https://carrhure.com/global-aid-in-turmoil-as-usaid-disappears-from-the-world-stage/) **Published:** September 4, 2025 **Author:** Nadia Bulangis **Content:** For more than six decades, the United States Agency for International Development (USAID) was the face of American humanitarian and development assistance abroad. From famine relief in the Horn of Africa to rebuilding health systems in post-conflict nations, the agency’s footprint stretched over 100 countries, quietly underpinning U.S. influence in the developing world. Now, it is gone. On January 20, 2025, the newly inaugurated Trump administration froze virtually all U.S. foreign aid in an executive order that stunned the diplomatic and humanitarian communities. The move was pitched as a realignment of U.S. assistance under an “America First” framework. However, by the end of the 90-day freeze, USAID’s operations had been significantly impacted: 83 percent of its programs had been terminated, most of its 10,000-strong staff had been dismissed or placed on leave, and its remaining functions had been folded into the U.S. State Department (AP News, The Guardian). *“It is hard to overstate the scale of this shock,”* said a senior official from a European development agency, speaking anonymously. *“We have lost the largest single bilateral donor in the humanitarian system almost overnight.”* ##### An Agency That Defined U.S. Soft Power [![](https://carrhure.com/wp-content/uploads/2025/09/Jewel-Blog-3a.png)](https://carrhure.com/wp-content/uploads/2025/09/Jewel-Blog-3a.png)Founded in 1961 under the Foreign Assistance Act, USAID became the civilian arm of American foreign policy, tasked with delivering economic growth, governance reforms, health services, and disaster relief. In fiscal year 2024, it disbursed $21.7 billion — a mere 0.3 percent of the U.S. federal budget — but its reach was vast. Programs supported by USAID are credited with preventing an estimated 91.8 million deaths between 2001 and 2021, including more than 30 million children under the age of five (Wikipedia). Signature initiatives such as the President’s Emergency Plan for AIDS Relief (PEPFAR) transformed public health in low-income countries. At the same time, agricultural and climate resilience projects strengthened livelihoods in regions facing chronic food insecurity. ##### The Humanitarian Fallout The agency’s dismantling has triggered a chain reaction across the aid sector. A study published in The Lancet warns that the cuts could result in 14 million preventable deaths by 2030, including 4.5 million young children. The suspension of PEPFAR alone could lead to 10.75 million new HIV infections and 2.9 million additional AIDS-related deaths. In parts of Africa and Latin America, clinics have shut their doors, nutrition programs have collapsed, and malaria prevention campaigns have been suspended. In Somalia, community health workers say they are “flying blind” without the logistical and data support that USAID once provided. In Sudan, 80 percent of community kitchens have closed at a time when half the population faces acute hunger. Beyond immediate humanitarian needs, analysts warn of more profound strategic implications. *“When the U.S. withdraws, others step in,”* noted a policy brief from the Center for Strategic and International Studies. China, for example, has increased infrastructure investments and political engagement in several African states where USAID once had a strong presence. ##### Where Development Funding Is Most Needed The disappearance of USAID has left critical funding gaps in the world’s most fragile and conflict-affected states, particularly in Sub-Saharan Africa, the Middle East, and parts of South Asia. According to the [ICVA’s February 2025 survey](https://www.icvanetwork.org/uploads/2025/02/Impact-of-US-Funding-Suspension-Survey-Results-ICVA.pdf), over 70 percent of NGOs operating in high-risk environments have already reduced or suspended operations within three months of the funding freeze. [IDinsight](https://www.idinsight.org/article/where-development-funding-is-most-needed-after-usaid-cuts/) estimates that over 12 million people stand to lose access to essential services such as maternal health care, vaccination campaigns, and emergency nutrition. In East Africa alone, USAID previously supported food assistance for over 14 million people annually. That figure is expected to plummet, leaving humanitarian agencies scrambling to reallocate limited resources. The [Global Policy Journal](https://www.globalpolicyjournal.com/blog/20/03/2025/consequences-and-implications-international-development-assistance-sector-closure) warns that countries such as South Sudan, Yemen, and the Democratic Republic of Congo are particularly at risk of losing hard-won gains, with cascading effects on food security, public health, and political stability. The [University of Alabama’s Human Rights Center](https://sites.uab.edu/humanrights/2025/03/16/impacts-of-terminating-usaid-united-states-agency-for-international-developement/) notes that without immediate replacement funding, these regions will face widening inequalities, weakened governance, and the erosion of resilience against climate and conflict-related shocks. Experts urge European donors to focus on life-saving interventions and institution-building to prevent long-term dependency on emergency aid. ##### A Vacuum Few Can Fill Private donors, foundations, and even other governments have scrambled to fill the gap, but the scale is daunting. According to AP analysis, even if private giving doubled, it would still fall billions short of the funding USAID once provided annually. The disruption extends beyond finances. USAID’s data collection, crisis forecasting, and coordination systems — the quiet backbone of humanitarian response — have withered. *“It’s not just the dollars. It’s the institutional muscle memory that’s disappearing,”* said an NGO director in Nairobi. The loss is also being felt in unexpected areas: environmental groups warn that cuts to conservation and anti-poaching programs have emboldened criminal networks, with Chinese triads and Mexican cartels exploiting gaps in enforcement to expand wildlife trafficking. ##### What Comes Next Only Congress can decide its formal fate, with the agency effectively dismantled but still legally in existence. In the meantime, development professionals call for a fundamental rethink of how global aid is financed and delivered. Strategies under discussion include diversifying funding sources toward multilateral institutions like the UN and World Bank, fostering locally led development models, and investing in the resilience of humanitarian data systems. Whether these measures can replace the sheer scale, reach, and convening power that USAID once wielded remains uncertain. What is clear, say aid leaders, is that the humanitarian landscape has been permanently altered. *“USAID was never perfect,”* said one veteran aid worker in South Sudan. *“But without it, we’re facing a future with less capacity, less coordination, and, tragically, more lives lost.”* ##### Sources - [US foreign aid cuts leave a funding gap that private donors are unlikely to fill — AP News](https://apnews.com/article/usaid-foreign-aid-funding-cuts-donors-b76a6a1410349784f8136fb63eae41c3) - [Transcript: The real cost of gutting USAID — Financial Times](https://www.ft.com/content/74f90fd5-6b8b-41cb-adfb-e690f10adb0f?utm_source=chatgpt.com) - [How will Trump and Musk’s freeze on USAID affect millions around the world? — The Guardian](https://www.theguardian.com/global-development/2025/feb/20/how-will-trump-and-musk-freeze-on-usaid-affect-millions-around-world?utm_source=chatgpt.com) - [Chinese triads and Mexican cartels exploit US cuts to wildlife aid — Financial Times](https://www.ft.com/content/8339277a-5db2-4ed6-83a8-3ca06e6d872b) - [United States Agency for International Development — Wikipedia](https://en.wikipedia.org/wiki/United_States_Agency_for_International_Development?utm_source=chatgpt.com) - [The impacts of USAID cuts: Less climate resilience, more forced displacement — Refugees International](https://www.refugeesinternational.org/reports-briefs/the-impacts-of-usaid-cuts-less-climate-resilience-more-forced-displacement/?utm_source=chatgpt.com) - [Impact of US funding suspension: ICVA NGO survey](https://www.icvanetwork.org/uploads/2025/02/Impact-of-US-Funding-Suspension-Survey-Results-ICVA.pdf) - Navigating US global health aid cuts — Brookings **About the Author** [![](https://carrhure.com/wp-content/uploads/2024/04/Jewel-Ruiz-150x150.jpg)](https://carrhure.com/wp-content/uploads/2024/04/Jewel-Ruiz.jpg) Jewel Ruiz is a seasoned executive recruiter with over a decade of experience in identifying top talent across various sectors. Since transitioning to recruitment in 2010, she has honed her skills in sourcing, screening, and managing the full recruitment cycle. As a freelance recruiter, Jewel combines a structured approach with deep industry insights to deliver high-quality placements, always focused on achieving optimal results for clients and candidates alike. **Categories:** Blog --- ### [The Climate Crisis: A Defining Leadership Test](https://carrhure.com/the-climate-crisis-a-defining-leadership-test/) **Published:** September 12, 2025 **Author:** Nadia Bulangis **Content:** Climate change is not just an environmental challenge; it is a global leadership test. It impacts economies, health systems, governance, infrastructure, food security, and human rights. Rising temperatures, extreme weather events, sea-level rise, biodiversity loss, and water scarcity are no longer future risks; they are present realities that require urgent, integrated, and visionary responses. And while technology and policy play critical roles, it is **leadership** that determines how effectively we respond, how equitably we act, and how sustainably we move forward. **Climate Trends Leaders Cannot Ignore.** Recent data points to a rapidly worsening climate scenario: **2024: The Hottest Year on Record.** According to the World Meteorological Organization (WMO), global temperatures in 2024 reached **1.55 °C above pre-industrial levels**, surpassing all previous records. **2025: Projected to Be Among the Top Three Warmest Years.** Carbon Brief estimates a **51% chance** that 2025 will be the second-warmest year, and a **49% chance** that it will be the third. **Breach of the 1.5 °C Threshold is Likely.** The WMO forecasts an **86% probability** that at least one year between 2025 and 2029 will experience temporary warming exceeding 1.5 °C. **Clear Attribution to Human Activity** A major 2025 report from *Earth System Science Data* finds that **1.22 °C of observed warming** over the past decade is attributable to human activities—particularly the burning of fossil fuels and deforestation. **Rising Sea Levels and Accelerating Risks** Sea levels have risen by **228 mm since 1901**, with an increasing rate of acceleration. This poses a threat to coastal infrastructure, agriculture, and freshwater access. These statistics are more than climate milestones; they are **warning signals** for leaders across sectors. **The Expanding Impacts of Climate Change** Climate change brings interconnected, global challenges that no leader can ignore: - **Agricultural Disruption**: Droughts, heatwaves, and shifting rainfall patterns reduce yields and threaten food security. - **Water Stress**: Melting glaciers and erratic rainfall endanger water supplies for agriculture, drinking, and sanitation. - **Biodiversity Loss**: Ecosystems are collapsing, affecting food chains, pollination, and ecological resilience. - **Forced Migration**: Sea-level rise, desertification, and climate-induced disasters displace millions. - **Public Health Strains**: Heatwaves, poor air quality, and shifting disease vectors pose new challenges to healthcare systems. - **Infrastructure Risk**: Cities and critical systems are increasingly vulnerable to floods, wildfires, and heat stress. These challenges are not isolated; they are compounding. And they require leaders to think systemically, act decisively, and lead collaboratively. **The Role of Leadership in a Climate Crisis** At its core, leadership is about guiding people and institutions through complexity and change. Climate change intensifies that complexity; it introduces uncertainty, accelerates risk, and exposes the fragility of systems designed for a different era. **Leadership today must evolve from operational efficiency to transformational resilience.** Here’s what that means in practice: 1. **Vision and Clarity Amid Uncertainty** Leaders must offer a clear long-term vision that integrates climate reality. This includes setting priorities that account for environmental limits and social equity, framing sustainability not as a cost, but as a guiding principle. 2. **Courage to Make Difficult Decisions** Climate leadership often involves uncomfortable trade-offs. Phasing out fossil fuels, changing land-use practices, or reevaluating investments may be unpopular, but they are necessary. Courageous leaders make decisions for the benefit of future generations, not just quarterly results. 3. **Systems Thinking and Interconnected Solutions** Climate challenges span multiple sectors. Effective leadership means understanding and responding to these interdependencies; bridging gaps between policy, science, business, and communities. 4. **Ethical Leadership and Climate Justice** The effects of climate change are not evenly distributed across the globe. Those least responsible often suffer the most. Leaders must center justice in climate decisions, ensuring that adaptation and mitigation strategies are inclusive and equitable. 5. **Collaboration Across Sectors and Borders** No country, company, or organization can solve the climate crisis on its own. Effective leaders foster cross-sector and international collaboration by sharing data, innovation, resources, and responsibility. **Six Strategies for Climate-Conscious Leadership** To operationalize these leadership principles, the following strategies can be applied across sectors: 1. **Mainstream Climate Risk in Governance and Planning** - Integrate climate forecasting and risk assessments into all levels of decision-making, from national policies to corporate strategies and operations. - Require climate stress testing in infrastructure, finance, health, and agriculture planning. 2. **Invest in Adaptation and Resilience** - Prioritize resilient infrastructure, early warning systems, regenerative agriculture, and nature-based solutions. - Shift funding from reactive crisis management to proactive preparedness. 3. **Accelerate the Just Transition to Low-Carbon Economies** - Phase out fossil fuels responsibly while investing in renewable energy and green jobs. - Support workers and communities through reskilling, education, and social protection. 4. **Enhance Climate Literacy and Public Engagement** - Empower teams, communities, and stakeholders with reliable, science-based information. - Use clear and inclusive communication to build public support and accountability. 5. **Support Local Leadership and Indigenous Knowledge** - Elevate community-led adaptation projects and traditional ecological knowledge. - Ensure participation from women, youth, and underrepresented groups in climate governance. 6. **Align Metrics and Accountability with Climate Goals** - Develop measurable targets tied to emissions reduction, biodiversity protection, and resilience outcomes. - Link executive incentives, organizational performance, and investments to climate indicators. **Leadership That Shapes the Future** We are no longer preparing for climate change; we are living through it. The scale of the crisis can feel overwhelming, but it also provides clarity: we know what is happening and what needs to be done. The challenge now is to lead in a way that is not only reactive but regenerative. This is a defining moment for leadership. Not just for heads of state or CEOs, but for every decision-maker, manager, planner, educator, and advocate who influences the systems we rely on. Leadership in a climate-impacted world must be: - Grounded in science - Driven by ethics - Informed by community needs - Focused on resilience, not just growth **The future will belong to the leaders who recognize that responding to climate change is not only a moral imperative, but the greatest opportunity of our time to redefine progress, rebuild resilience, and lead with purpose.** **References** 1. *United Nations News (2025). Global temperatures may break key 1.5 °C limit in next five years, UN weather agency warns.* [*https://news.un.org/en/story/2025/05/1163751*](https://news.un.org/en/story/2025/05/1163751) 2. *World Meteorological Organization (2025). Global climate predictions show temperatures expected to remain or near record levels in coming 5 years.* [*https://wmo.int/news/media-centre/global-climate-predictions-show-temperatures-expected-remain-or-near-record-levels-coming-5-years*](https://wmo.int/news/media-centre/global-climate-predictions-show-temperatures-expected-remain-or-near-record-levels-coming-5-years) 3. *Carbon Brief (2025). State of the climate: 2025 on track to be second or third warmest year on record.* [*https://www.carbonbrief.org/state-of-the-climate-2025-on-track-to-be-second-or-third-warmest-year-on-record/*](https://www.carbonbrief.org/state-of-the-climate-2025-on-track-to-be-second-or-third-warmest-year-on-record/) 4. *Earth System Science Data (2025). Indicators of Global Climate Change 2024: annual update of key indicators of the state of the climate system and human influence.* [*https://essd.copernicus.org/articles/17/2641/2025/*](https://essd.copernicus.org/articles/17/2641/2025/) **Categories:** Blog --- ### [Biodiversity Needs Bold Leadership: Turning Commitments into Action in a Climate-Threatened World](https://carrhure.com/biodiversity-needs-bold-leadership-turning-commitments-into-action-in-a-climate-threatened-world/) **Published:** September 25, 2025 **Author:** Nadia Bulangis **Content:** Climate change and biodiversity loss are not parallel crises; they’re deeply interconnected. As global temperatures rise, the ecosystems that sustain life are collapsing under compounding pressure. Rising seas, shifting rainfall, wildfires, and habitat destruction are driving species toward extinction, threatening food security, and weakening natural systems that regulate the climate itself. In response, nearly 200 countries came together at the **United Nations Biodiversity Conference (COP15)** and adopted the **Kunming-Montreal Global Biodiversity Framework (GBF)**, a historic agreement to halt and reverse biodiversity loss by 2030. But global targets are only meaningful if they’re followed by bold, inclusive, and sustained leadership, especially from nonprofits and community-based organizations working at the intersection of climate, environment, agriculture, and food systems. ### **What the Global Biodiversity Framework Promises** The GBF, adopted in December 2022 in Montreal, outlines four goals and **23 actionable targets**. Among the most urgent and measurable are: - **Protecting 30% of the Earth’s land, inland waters, coastal, and marine areas by 2030** - **Restoring 30% of degraded ecosystems** - **Reducing harmful government subsidies by at least USD 500 billion per year** - **Mobilizing USD 200 billion per year for biodiversity efforts** - **Halving global food waste** - **Ensuring that large companies disclose biodiversity-related risks and impacts** - **Respecting Indigenous Peoples’ rights and integrating traditional knowledge systems** (UNEP, 2022; UNESCO, 2023) These goals are not just environmental; they are foundational to climate mitigation, food security, disaster resilience, and human well-being. ### **The Climate-Biodiversity Connection** Protecting biodiversity is a climate strategy, and vice versa. Forests, wetlands, mangroves, coral reefs, and grasslands are among the most powerful **natural carbon sinks** and buffers against climate extremes. When these ecosystems degrade, the planet not only loses its biological wealth but also its resilience. The UN Environment Programme (UNEP) highlights that **nature-based solutions (NbS)**—like ecosystem restoration, sustainable agriculture, and reforestation—can provide up to **37% of the mitigation needed by 2030** to keep global warming under 2°C. Yet current global investment in NbS stands at just **USD 154 billion per year**, far short of the **USD 384 billion/year needed by 2025** and **USD 484 billion/year by 2030** (UNEP, 2022). Leadership must bridge this gap by integrating biodiversity into climate strategies and ensuring that every conservation action delivers both ecological and climate benefits. ### **What Bold Leadership Looks Like** Translating the GBF from promise to practice requires a new kind of leadership, one that is visionary, inclusive, and grounded in local realities. Here’s what that leadership entails: #### **1. Localizing Global Commitments** Organizations must translate global biodiversity goals into local, actionable strategies. This involves identifying critical ecosystems for protection or restoration, aligning with community priorities, and leveraging both scientific data and Indigenous knowledge systems. #### **2. Mobilizing and Redirecting Finance** Meeting biodiversity targets will require reallocating public and private finance away from harmful subsidies and into nature-positive initiatives. Leaders can champion innovative financial tools and advocate for equitable access to funding for vulnerable communities. #### **3. Strengthening Monitoring and Accountability** Transparent, science-based monitoring systems are vital. Tools like UNESCO’s Sites Navigator allow real-time tracking of threats such as wildfires and coral bleaching. Leaders must invest in data, build monitoring capacity, and commit to transparent reporting. #### **4. Centering Justice and Indigenous Rights** Leadership must prioritize justice. Indigenous peoples and local communities are stewards of much of the world’s remaining biodiversity. Ensuring their rights, voices, and leadership is not optional—it’s essential for effective and ethical conservation. #### **5. Driving Cross-Sector Collaboration** Climate, biodiversity, agriculture, and health sectors must work together. Leaders should break down silos, build alliances, and ensure that biodiversity is embedded in broader development and climate agendas. ### **Leadership is the Missing Link** The Kunming-Montreal Global Biodiversity Framework offers a historic opportunity, but only if leaders are prepared to rise to the challenge. Targets alone will not safeguard the planet. Strategies will not restore ecosystems. Commitments will not protect future generations unless they are acted upon. This moment calls for more than environmental management. It calls for courageous, informed, and collaborative leadership, leadership that can navigate complexity, uphold equity, and inspire collective action across sectors and communities. Because protecting biodiversity isn’t only about saving nature. It is also about securing food systems, stabilizing the climate, and protecting the foundation of life on Earth. The path ahead is clear. What the world needs now is leadership bold enough to walk it. ### **References** - (2023). *COP15 catalyses new commitments for ocean biodiversity*. [https://www.unesco.org/en/articles/cop15-catalyses-new-commitments-ocean-biodiversity-2023-and-beyond](https://www.unesco.org/en/articles/cop15-catalyses-new-commitments-ocean-biodiversity-2023-and-beyond?utm_source=chatgpt.com) - UNESCO World Heritage Centre. (2023). *World Heritage in the post-2020 Global Biodiversity Framework*. [https://whc.unesco.org/en/news/2663](https://whc.unesco.org/en/news/2663?utm_source=chatgpt.com) - (2022). *COP15 ends with landmark agreement to guide global action on nature through to 2030*. [https://www.unep.org/news-and-stories/story/cop15-ends-landmark-biodiversity-agreement](https://www.unep.org/news-and-stories/story/cop15-ends-landmark-biodiversity-agreement?utm_source=chatgpt.com) - (2022). *Doubling finance flows to nature-based solutions by 2025 is key to implementing global biodiversity deal*. [https://www.unep.org/news-and-stories/press-release/doubling-finance-flows-nature-based-solutions-2025-deal-global](https://www.unep.org/news-and-stories/press-release/doubling-finance-flows-nature-based-solutions-2025-deal-global?utm_source=chatgpt.com) - (2023). *What happened at COP15 and why it matters*. [https://explore.panda.org/cop15](https://explore.panda.org/cop15?utm_source=chatgpt.com) - UNDP. (2022). *COP15: UN Biodiversity Conference*. **Categories:** Blog --- ### [Why Personal Branding Matters in Executive Recruitment? How to Strengthen Yours](https://carrhure.com/why-personal-branding-matters-in-executive-recruitment-how-to-strengthen-yours/) **Published:** October 7, 2025 **Author:** Nadia Bulangis **Content:** In today’s competitive executive recruitment landscape, experience and credentials are no longer the only deciding factors. Organizations are looking for leaders who not only meet the qualifications but also demonstrate authenticity, vision, and alignment with organizational culture. This is where **personal branding** becomes essential. **Personal branding** is how the world perceives you as a leader, your reputation, values, voice, and the distinct impact you bring to the table. It influences how you will be evaluated by recruiters, board members, and peers, even before your first conversation. # Why Personal Branding is Critical for Executives **Differentiation in a Competitive Market** At the executive level, many candidates have similar years of experience, industry exposure, and credentials. Your personal brand is what sets you apart, your leadership philosophy, adaptability, and how you’ve driven impact. It helps you stand out in a saturated field by emphasizing your unique value. **Trust and Credibility** A strong personal brand signals consistency, confidence, and credibility. When recruiters and board members research you online and see a consistent, thoughtful presence, it builds trust even before the first interview. It shows that you’re aware of your influence and actively managing your leadership reputation. **Alignment with Organizational Culture** Organizations are increasingly value-driven. A clear personal brand helps companies understand whether you’re a cultural fit and whether your leadership style aligns with their mission and challenges. It communicates your ability to connect with people, lead authentically, and inspire aligned teams. **Visibility to Opportunities** Recruiters rely on platforms like LinkedIn and Google to find and assess potential candidates. An underdeveloped online presence means you’re invisible to opportunity, no matter how qualified you are. A strong personal brand increases your discoverability and keeps you on the radar for executive roles, board invitations, or speaking engagements. # Strategies to Strengthen Your Personal Brand To stand out in the executive talent pool, leaders must be intentional about how they present themselves both online and offline. Here are key strategies to enhance your personal brand and ensure it speaks powerfully. **Audit Your Digital Presence** Your online presence is your digital handshake. Recruiters will search your name; what they find should be consistent with your executive identity. Start by reviewing your LinkedIn profile. Is your summary updated? Are your past roles presented with clarity and measurable achievements? Ensure that your public profiles, media mentions, and bios all reflect your current leadership positioning. Remove outdated information and ensure a cohesive tone, language, and visual presentation across platforms. **Clarify Your Brand Narrative** Beyond your résumé, your brand is your story. It includes where you’ve come from, the impact you’ve made, and the direction you’re headed. Reflect on what motivates your leadership style and what themes define your career, perhaps it’s transformation, inclusive leadership, or innovation. Then craft a concise narrative that you can communicate consistently in interviews, keynotes, or bios. The goal is to create a compelling, authentic message that showcases both your expertise and character. **Engage Thoughtfully on LinkedIn** LinkedIn is the leading platform for executive visibility. A passive profile limits your opportunities. Instead, engage with the community, share industry insights, comment thoughtfully on others’ posts, and publish brief reflections from your leadership experience. You don’t need to post daily, but regular, meaningful activity increases your visibility and positions you as a thought leader. Consider trending topics in your sector, lessons from major decisions, or leadership reflections during change. **Invest in a Professional Bio and Headshot** Executives should have a well-written bio and a professional headshot ready at all times. A one-page executive bio should include your current role, past achievements, leadership philosophy, and industry impact. Use this bio consistently across speaking engagements, board applications, and internal communications. Complement it with a current, high-resolution headshot that presents you as approachable yet professional. Visual consistency strengthens recognition and reinforces credibility. **Speak and Contribute to the Industry** Thought leadership significantly enhances your executive brand. Speak at industry panels, contribute to webinars, or write articles for reputable platforms. These activities help reinforce your expertise and broaden your network. If speaking isn’t your strength, consider podcast interviews or authoring a LinkedIn article. The key is to contribute your perspective where it matters and to communities that align with your goals. These contributions not only build trust but also make you more discoverable. **Gather Social Proof** People trust the opinions of others, especially when it comes to leadership credibility. Ask recommendations from colleagues, mentors, and partners on LinkedIn. Ask them to highlight specific strengths, such as your strategic mindset, ability to lead through crisis, or your people-first approach. If you’ve spoken at events or consulted for organizations, gather testimonials and feedback you can include in your portfolio or personal website. These endorsements validate your brand and reinforce your impact. **Align Personal and Professional Values** Today’s organizations value leaders who lead with purpose. Define your core values and ensure these are visible in your leadership communication. Whether it’s sustainability, diversity, innovation, or ethical governance, let your values shine through in the content you share, the causes you support, and the way you show up professionally. Alignment between personal conviction and professional action signals integrity, which is something recruiters and boards look for in top leaders. # Parting Insights Your personal brand is not just a tool for self-promotion; it’s a leadership asset. In executive recruitment, it can open doors to conversations, signal cultural fit, and establish trust before you ever speak. A well-crafted brand tells your story, highlights your value, and shows the world that you are more than just your title; you are a leader worth following. Now is the time to take control of your narrative. Be intentional. Be visible. Be known for the impact you make. **Categories:** Blog --- ### [Agile Leadership in Nonprofit Organizations: Why It’s a Must-Have Skill for Today’s Leaders](https://carrhure.com/agile-leadership-in-nonprofit-organizations-why-its-a-must-have-skill-for-todays-leaders/) **Published:** October 15, 2025 **Author:** Nadia Bulangis **Content:** In a world where change happens faster than ever before, nonprofit organizations can no longer rely on traditional leadership models to remain effective. From sudden funding shifts and global disruptions to the rapid rise of digital tools, today’s environment demands leaders who can **adapt quickly, think strategically, and inspire action under pressure**. This is where **Agile Leadership** comes in. **What Is Agile Leadership?** Agile leadership is a modern leadership approach built on **adaptability, collaboration, and rapid decision-making**. It empowers organizations to respond effectively to change while staying on track with their mission. Agile leaders prioritize flexibility over control, encourage innovation, and foster team ownership, making it possible to thrive in uncertainty. Agile leadership is more than a trend. It’s a core skill every nonprofit leader must have in today’s fast-moving, complex world. **Why Nonprofits Need Agile Leaders Now** Nonprofit organizations are navigating some of the most unpredictable operating conditions in recent history. Consider these ongoing challenges: - **Unpredictable Funding** Shorter grant cycles, changing donor expectations, and economic instability require leaders to change strategies on short notice. - **Growing Stakeholder Complexity** Meeting the needs of funders, communities, partners, and regulators, often simultaneously, calls for flexible and inclusive leadership. - **Global Crises and Disruptions** From climate events to health emergencies, nonprofits must often mobilize rapidly in response to external shocks. - **Technological Transformation** Digital tools, automation, and AI are reshaping how nonprofits deliver programs, raise funds, and measure impact. Leaders must be prepared to integrate and lead these changes. - **Staff Burnout and Retention** Traditional top-down structures often leave staff disengaged and overwhelmed. Agile leadership offers a more empowering and sustainable approach to team management. **The Skills That Set Agile Nonprofit Leaders Apart** To lead effectively in this environment, nonprofit professionals must go beyond conventional leadership styles. Agile leaders share several key traits: - **Adaptability** – The ability to pivot plans without losing sight of the mission. - **Strategic Vision** – Seeing the big picture while staying responsive to what’s happening on the ground. - **Empathy** – Leading with an understanding of people’s needs, inside and outside the organization. - **Tech Fluency** – Comfort with digital tools and openness to technological innovation. - **Resilience** – Staying focused and steady during times of disruption. - **Decisiveness** – Making informed decisions quickly, even with limited data. - **Collaboration** – Building diverse, empowered teams that solve problems together. - **Continuous Learning** – Creating a culture of growth, reflection, and improvement. **Putting Agile Leadership Into Action: Practical Strategies** Here are actionable ways nonprofit leaders can embed agile thinking into their organizations: 1. **Rethink Planning** Move from rigid long-term strategies to shorter, iterative planning cycles that can evolve as circumstances change. 2. **Break Down Silos** Encourage cross-functional collaboration by creating small, autonomous teams focused on problem-solving and innovation. 3. **Embrace Technology** Invest in digital tools that support remote work, donor engagement, data analysis, and faster decision-making. 4. **Decentralize Authority** Empower staff to make decisions at appropriate levels. This speeds up response times and builds ownership across the organization. 5. **Establish Feedback Loops** Create regular opportunities to reflect on what’s working and what isn’t. Use lessons learned to adjust strategies in real time. 6. **Stay Mission-Aligned** Use your mission as the compass for every pivot, change, or innovation. Agility isn’t about reacting blindly, it’s about staying grounded while adapting with purpose. **What’s Holding Nonprofits Back?** Despite the need for change, many nonprofits still struggle to embrace agile leadership. Common barriers include: - **Hierarchical Structures** Decision-making is centralized and slow, making quick adaptation difficult. - **Fear of Failure** A risk-averse culture can prevent experimentation and innovation. - **Lack of Digital Readiness** Without the right tools and training, teams can’t move quickly or efficiently. - **Rigid Compliance and Donor Expectations** External accountability frameworks sometimes push organizations toward predictability rather than flexibility. - **Change Resistance** Staff and leadership may be attached to familiar routines, even when those routines no longer serve the mission. **Overcoming the Barriers** Agile leadership isn’t about discarding structure—it’s about creating **smart, flexible systems** that allow nonprofits to move with speed and clarity. To get started: - Begin with pilot initiatives to test agile practices. - Invest in leadership development focused on adaptability and innovation. - Reframe failure as a learning opportunity. - Use digital tools to streamline workflows and enable collaboration. - Foster an internal culture that embraces change and continuous improvement. **Final Thought** The nonprofit world is facing a turning point. The pace of change, the complexity of challenges, and the urgency of global issues demand a new kind of leadership; one that’s **bold, responsive, and mission-driven**. **Agile leadership isn’t just helpful. It’s essential.** It’s the difference between keeping up and falling behind. It’s how nonprofits can stay effective, innovative, and resilient in a world that won’t wait. The time to shift is now. The time to lead agile **is now**. **Categories:** Blog --- ### [International Day for the Elimination of Violence against Women: A Strategic Imperative for Systemic Change](https://carrhure.com/international-day-for-the-elimination-of-violence-against-women-a-strategic-imperative-for-systemic-change/) **Published:** November 25, 2025 **Author:** Nadia Bulangis **Content:** On 25 November, the world observes the International Day for the Elimination of Violence against Women, established by UN General Assembly Resolution A/RES/54/134 on 17 December 1999. This day is more than a symbolic gesture. For the international development and NGO community, it is a call to action. It demands strategic leadership, accountability, and collaboration to confront one of the most entrenched human rights crises of our time. #### The Scale of the Crisis: A Sobering Reality The numbers are staggering. Despite decades of advocacy, violence against women remains pervasive. A landmark report by the World Health Organization (WHO) and UN partners estimates that 840 million women globally, nearly one in three, have experienced intimate partner or sexual violence in their lifetime. In the past year, 316 million women (11%) aged 15 and older were subjected to physical or sexual violence by an intimate partner. Progress has been painfully slow, with only a 0.2% annual decline over the past two decades. For the first time, the report also provides global estimates of non-partner sexual violence. It reveals that 263 million women have experienced sexual violence since age 15 by someone other than a partner. Experts note that these figures are likely underreported due to stigma and barriers to disclosure. These statistics paint a stark picture. Violence against women remains “one of the world’s most persistent and under-addressed human rights crises,” according to WHO. #### Why This Matters for the Nonprofit Sector The implications for NGOs and global development stakeholders are clear. Action is urgent: - **Policy and Advocacy Urgency:** Stronger laws, national action plans, and accountability mechanisms are critical. States must not only legislate but also invest in prevention and survivor-centered services. - **Evidence-Driven Programming:** Interventions must be grounded in the latest data. Programs should leverage proven models, such as the WHO’s RESPECT women framework, to address root causes, improve access to services, and build enabling environments. - **Funding and Resourcing Gap:** Funding remains limited. In 2022, only 0.2% of global development aid was allocated to violence prevention programs. This figure has declined further as priorities shift. - **Data Infrastructure:** Gaps in data collection persist, especially for marginalized groups such as indigenous populations, displaced women, and those affected by conflict or climate crises. Strengthening data systems is essential for effective interventions. - **Accountability and Leadership:** NGOs play a pivotal role in mobilizing political commitment, securing sustainable financing, and advocating for accountability at national and global levels. #### A Call to Strategic Action As the sector observes the International Day for the Elimination of Violence against Women, the focus must be bigger than commemoration: this is a call to accelerate collective action. - **Mobilize Across Sectors:** Collaborate with governments, multilateral agencies, community-based organizations, and the private sector to deliver integrated prevention, protection, and empowerment interventions. - **Invest in Scale:** Use the focus generated by this day to scale up evidence-based programs, particularly in high-risk and under-resourced regions. - **Measure and Demonstrate Impact:** Embed rigorous monitoring and evaluation to refine and replicate effective interventions. - **Champion Accountability:** Hold institutions, both governmental and non-governmental, responsible for their commitments, from action plans to funding allocations. #### Conclusion Violence against women is not only a moral and legal concern. It is a development, health, and societal imperative. WHO’s latest data presents a clear mandate. The international NGO community must elevate its ambition, recalibrate its strategies, and accelerate its investments. Acting on this day means more than raising awareness. It means leading with rigor, scale, and purpose. It means creating a future where violence against women is no longer tolerated. **Article Sources:** - [WHO News Release, Lifetime toll: 840 million women faced partner or sexual violence (19 Nov 2025)](https://www.who.int/news/item/19-11-2025-lifetime-toll--840-million-women-faced-partner-or-sexual-violence?utm_source=chatgpt.com) - [UN Women, 16 Days of Activism Concept Note (2024)](https://unwomen.org/sites/default/files/2024-10/unite_16_days_2024_concept_note.pdf?utm_source=chatgpt.com) - [UN Observances page, ](https://www.un.org/en/observances/ending-violence-against-women-day)[*International Day for the Elimination of Violence against Women*](https://www.un.org/en/observances/ending-violence-against-women-day) **Categories:** Blog --- ### [World Sustainable Transport Day - A Strategic Moment for the NGO Sector](https://carrhure.com/world-sustainable-transport-day-a-strategic-moment-for-the-ngo-sector/) **Published:** November 26, 2025 **Author:** Nadia Bulangis **Content:** On 26 November, the world formally recognized World Sustainable Transport Day, a designation born from United Nations General Assembly Resolution A/RES/77/286, adopted during the Assembly’s 77th session in May 2023. What may at first glance appear to be a symbolic commemoration is, in fact, an urgent call to action, especially for civil society actors committed to international development, climate justice, and social inclusion. This resolution was championed by Turkmenistan and co-sponsored by more than sixty countries, reflecting widespread political will. At its core, the resolution invites states, UN agencies, regional bodies, donors, the private sector, and NGOs to mark 26 November through education, public events, and programs that deepen awareness of sustainable transport challenges. #### Why This Matters for NGOs Transport is not a niche policy area; it is one of the pivotal levers for sustainable development. The United Nations defines sustainable transport as “the provision of services and infrastructure for the mobility of people and goods in a manner that is safe, affordable, accessible, efficient, and resilient, while minimizing carbon and other emissions and environmental impacts.” From the perspective of nonprofit and NGO leadership, the significance of transport runs along three interlinked dimensions: climate, equity, and systems transformation. Transport contributes roughly one-quarter of global energy-related greenhouse gas emissions. Addressing these emissions is not optional; transforming mobility systems is central to achieving climate mitigation and adaptation goals. Sustainable transport also expands access to education, employment, health services, and social opportunities. The resolution emphasizes socially inclusive infrastructure, urging investments that benefit marginalized and underserved communities. A key aim of the resolution is to enhance intermodal transport connectivity, which involves “the development of integrated transport systems across all modes, including roads, railways, waterways, and ports.” In many low- and middle-income contexts, transport systems remain fragmented; NGOs dedicated to regional development or infrastructure equity should consider this a key political priority. The resolution also encourages the mobilization of financial and technical support, particularly for developing countries, through cooperation among UN bodies, multilateral institutions, and the private sector. #### Political Momentum and Institutional Implications The adoption of World Sustainable Transport Day is more than rhetoric. In its opening remarks at a UN event marking the occasion, the Department of Economic and Social Affairs (DESA) stated: “Sustainable transport systems are critical to achieving the Sustainable Development Goals and the Paris Agreement, yet trillions of dollars will be required globally in the coming decade to finance low-carbon transport infrastructure.” The same remarks emphasized that “emerging technologies, including electric mobility, smart transit systems, and alternative fuels, must be scaled in parallel with investments to deliver both access and emissions reductions.” Notably, the resolution also calls for a high-level meeting on sustainable transport. That meeting provides a platform to align transport strategies with the 2030 Agenda, the Paris Agreement, the New Urban Agenda, and the Global Road Safety Declaration. NGOs have the opportunity to shape such agendas from the ground up by participating in consultations, offering expertise, and sharing best practices. Organizations with long-standing transport and climate mandates, such as SLOCAT, welcomed the resolution, noting that “World Sustainable Transport Day will consolidate multi-stakeholder cooperation and reinforce the role of low-carbon transport within intergovernmental processes.” Likewise, the International Road Transport Union (IRU) has backed the resolution, stating: “The establishment of World Sustainable Transport Day is a special opportunity to reflect on just how crucial transport is in every aspect of our daily lives.” #### Risks and Strategic Challenges Even as the momentum is positive, several risks warrant attention from NGO leaders. Financing gaps, governance fragmentation, equity blind spots, and weak accountability mechanisms could undermine progress. Sustainable transport projects risk being confined to urban or affluent populations unless civil society actively ensures that they are inclusive in design. Likewise, political commitment must translate into measurable outcomes, which requires consistent monitoring and transparent reporting frameworks. Given the political opening that this resolution provides, NGO leaders can take several strategic steps. They can engage in policy dialogue, advocate for integration of transport priorities into NDCs and SDG implementation plans, and forge partnerships with UN agencies, donors, and private actors. They can lead research, evidence-based communications, and awareness campaigns, as well as pilot local initiatives such as bus rapid transit systems or electric mobility solutions. Strengthening monitoring mechanisms ensures that these efforts are not merely symbolic but yield tangible social, environmental, and developmental impacts. World Sustainable Transport Day is therefore more than a symbolic calendar event. It represents a rare and timely political inflection point to elevate transport from a technical concern to a central lever of sustainable development. By engaging strategically now, civil society can help guide the transformation of global mobility systems toward greener, more equitable, and more resilient futures. **Article Sources:** - [UN: What is World Sustainable Transport Day](https://www.un.org/en/observances/sustainable-transport-day) - [UN Resolution A/RES/77/286](https://documents.un.org/doc/undoc/gen/n23/141/99/pdf/n2314199.pdf) - [SLOCAT statement on the resolution](https://slocat.net/wp-content/uploads/2023/06/World-Sustainable-Transport-Day_SLOCAT-Statement_May-2023.pdf) - [IRU on World Sustainable Transport Day](https://www.iru.org/news-resources/newsroom/united-nations-establishes-new-world-sustainable-transport-day) - [UN DESA opening remarks](https://www.un.org/en/desa-en/opening-remarks-occasion-world-sustainable-transport-day-event-co-organized-desa-and-ece) - [Turkmenistan MFA announcement](https://www.mfa.gov.tm/news/3812) **Categories:** Blog --- ### [World AIDS Day 2025: A Turning Point Between Crisis and Hope](https://carrhure.com/world-aids-day-2025-a-turning-point-between-crisis-and-hope/) **Published:** December 1, 2025 **Author:** Nadia Bulangis **Content:** As the world prepares to mark World AIDS Day on December 1, 2025, we are confronting a paradox. On one hand, decades of effort have brought significant gains in the fight against HIV. On the other hand, a historic funding shock, combined with social and legal backsliding, threatens to unravel much of what was achieved. The theme for this year, “Overcoming disruption, transforming the AIDS response,” captures that tension beautifully. #### A Fragile Landscape According to the 2025 Global AIDS Update from UNAIDS, the world had made real progress by the end of 2024. New infections had fallen by about 40 percent since 2010, and AIDS-related deaths decreased by around 56 percent in the same period. But even before this year’s turmoil, the response was incomplete. Approximately 1.3 million new infections occurred in 2024, a figure nearly unchanged from the previous year. The crux of the current crisis lies in a sudden downturn in donor support. UNAIDS warns that without this funding restored, we could see an additional 6 million HIV infections and 4 million AIDS-related deaths by 2029. That projection should ring alarm bells across the global health and development community. #### Disruption Beyond Dollars The financial shock is not the only disruption. UNAIDS is also pointing to worrisome legal and social trends. Criminalization of same-sex relationships, drug use, and gender-diverse identities is rising in certain countries, cutting off access for some of the most vulnerable populations. Meanwhile, community-led services, often the most effective way to reach marginalized groups, are being pushed to the margins when they are needed most. Still, in many places, communities are stepping up. UNAIDS highlights, for example, how young people in Ethiopia have organized via WhatsApp to support one another. Mothers have rallied to ensure children continue treatment, and grassroots radio is delivering accurate health messages when formal systems are faltering. These are not backup systems. They are lifelines. #### Innovation as a Beacon: Lenacapavir and the Future of Prevention At a moment when the response feels precarious, new prevention tools offer a bright horizon. Chief among them is lenacapavir, a long-acting injectable PrEP that requires administration only twice a year. In July 2025, at the International AIDS Society conference, WHO formally recommended lenacapavir as part of its global prevention toolkit. Clinical data strongly support this move. In the WOMEN‑FOCUSED PURPOSE 1 trial, lenacapavir demonstrated zero new infections among participants. In the broader PURPOSE 2 trial, covering cisgender men, transgender individuals, and non-binary people, there was a 96% reduction in HIV risk in the lenacapavir group compared to daily pills. WHO’s guidance also simplifies how HIV testing should be done for people using long-acting PrEP. Rapid HIV tests can now support community and pharmacy-based delivery of lenacapavir, helping to reduce traditional barriers of cost and complexity. UNAIDS has welcomed these guidelines, noting that lenacapavir could be especially valuable for populations who struggle with daily pill adherence or face high levels of stigma and access barriers. #### What This Means for NGO and Nonprofit Leadership For leaders in the nonprofit and international development sector, World AIDS Day 2025 is a call to clarity and action. The past several months underscore an urgent reality. The future of the HIV response will not look like its past. First, advocacy must sharpen. This is not a moment for incremental asks. It demands political courage, cross-border solidarity, and renewed commitments to human rights. NGOs must mobilize to bridge the funding gap and challenge regressive laws and policies that undermine access for key populations. Second, we must double down on community-led structures. As the disruption shows, they are not auxiliary. Peer networks, local collectives, and community-based outreach must be resourced and empowered, as they often hold the response together when formal systems falter. Third, we have to scale innovation. Lenacapavir is not a luxury. It is a strategic asset. Organizations should push for its rapid adoption, negotiating for equitable pricing, working with regulatory bodies, and helping communities demand it in ways that reflect their realities. Finally, financing models need rethinking. Traditional donor pathways alone will not sustain the response in this volatile environment. Blended finance, social contracting, domestic resource mobilization, and public-private partnerships are part of a reimagined response that is less fragile, more resilient, and driven from within. #### A Moment of Choice: Retreat or Transform On this World AIDS Day, the message from the global health sector must be unequivocal. We will not retreat. The path forward demands transformation, not just because it is morally right, but because it is necessary. If we act with urgency, innovation, and solidarity, we can safeguard decades of progress. We can scale tools like lenacapavir. We can rebuild systems that are rights-based, community-led, and sustainable. We can reset the course toward the goal of ending AIDS as a public health threat by 2030. Now is the time to choose transformation. The cost of inaction is too high. **Sources:** - [UNAIDS – World AIDS Day 2025: Overcoming disruption, transforming the AIDS response](https://www.unaids.org/en/2025-world-aids-day) - [UNAIDS – Global AIDS Update 2025: “AIDS, Crisis and the Power to Transform”](https://www.unaids.org/en/UNAIDS-global-AIDS-update-2025) - [WHO recommends injectable lenacapavir for HIV prevention](https://www.who.int/news/item/14-07-2025-who-recommends-injectable-lenacapavir-for-hiv-prevention) - [UNAIDS press release welcoming new WHO guidelines on lenacapavir](https://www.unaids.org/en/resources/presscentre/pressreleaseandstatementarchive/2025/july/20250714_PS_WHO_Lenacapavir_Guidelines) - [Long-acting injectable lenacapavir shows strong efficacy: WHO](https://www.who.int/news/item/26-09-2024-long-acting-injectable-lenacapavir-continues-to-show-promising-results-for-hiv-prevention) - [UNAIDS Executive Summary (PDF) – Global AIDS Update 2025](https://www.unaids.org/sites/default/files/2025-07/2025-global-aids-update-summary_en.pdf) - [UNAIDS press release on bold transformation and restructuring](https://www.unaids.org/en/resources/presscentre/pressreleaseandstatementarchive/2025/may/20250510_unaids) **Categories:** Blog --- ### [International Day of Persons with Disabilities - December 3 Is a Moral Compass](https://carrhure.com/international-day-of-persons-with-disabilities-december-3-is-a-moral-compass/) **Published:** December 3, 2025 **Author:** Nadia Bulangis **Content:** Every December 3, the world marks the **International Day of Persons with Disabilities (IDPD)**. For many, it may pass quietly, with a press release or a social media post. Yet for over **1.3 billion people worldwide**, roughly **16 percent of the global population**, this day is a reminder of the daily obstacles they face, including inaccessible health facilities, limited educational opportunities, discrimination, and systemic neglect that restricts potential. The International Day of Persons with Disabilities was established to confront this invisibility. In 1992, the UN General Assembly adopted Resolution 47/3, setting December 3 as the day to promote awareness, encourage integration, and support dignity. In 2007, the UN refined the language, changing “Disabled Persons” to “Persons with Disabilities” to reflect a shift from charity to rights, from a medical model to a social and political framework. The stakes are high. According to the World Health Organization, persons with disabilities often die **10 to 20 years earlier** than those without disabilities and face **more than double the risk** of chronic conditions, including depression, diabetes, stroke, asthma, and obesity. Inaccessible or unaffordable transportation is a significant barrier, with the WHO reporting that it is **15 times more difficult** for persons with disabilities to navigate than for others. Nearly **80 percent of people with disabilities live in low- and middle-income countries**, where health systems and social services are often under-resourced. The Convention on the Rights of Persons with Disabilities (CRPD), adopted in 2006, declared that persons with disabilities are rights holders, not passive recipients of rights. CRPD principles feed directly into the 2030 Agenda for Sustainable Development, the Sendai Framework for Disaster Risk Reduction, and other global frameworks. Yet real inclusion remains a work in progress. Data gaps persist. Violence, stigma, and exclusion are still widespread. On average, persons with disabilities are **twice as likely to be unemployed** as those without, and youth with disabilities remain significantly underrepresented in education and leadership opportunities. Nonprofits and NGOs are uniquely positioned to make a difference. They can elevate the voices of persons with disabilities, invest in community-led data collection, and ensure that the principle of “nothing about us without us” becomes actionable. A 2023 McKinsey report found that in 63 of 188 countries, **no functional-difficulty questions** were included in national datasets between 2009 and 2022, leaving millions effectively invisible to policy-makers. This gap undermines equity and the effectiveness of interventions. IDPD is not just a day on the calendar. It is a strategic opportunity to center persons with disabilities in program design, funding decisions, advocacy, and partnerships. December 3 should challenge organizations to ask difficult questions. Are programs genuinely inclusive? Are data systems capable of revealing inequities rather than masking them? Are organizations led by persons with disabilities being funded, listened to, and elevated? Global reports indicate that over 2.5 billion people require assistive technology, yet nearly 1 billion lack **access**, with coverage in some low-income countries as low as 3 percent. Failure to address these gaps is not just an oversight; it is a denial of fundamental human rights. Inclusion is not optional. It is a moral imperative and a development imperative. UN Secretary-General António Guterres has emphasized, “When we remove policies or biases or obstacles to opportunity for persons with disabilities, the whole world benefits.” From a practical standpoint, the Valuable 500 initiative notes that persons with disabilities and their networks wield a combined **spending power of $13 trillion**, making inclusion not only ethical but economically sound. As leaders in the international nonprofit space, the **International Day of Persons with Disabilities** must be more than a symbolic gesture. It is a call to action, a moral compass, and a daily reminder that inclusion requires courage, investment, and commitment. **Sources** - [World Health Organization – Disability and Health Fact Sheet](https://www.who.int/news-room/fact-sheets/detail/disability-and-health) - [WHO Global Report on Health Equity for Persons with Disabilities](https://www.who.int/teams/noncommunicable-diseases/sensory-functions-disability-and-rehabilitation/global-report-on-health-equity-for-persons-with-disabilities) - [McKinsey Report – The Missing Billion: Lack of Disability Data Impedes Healthcare Equity](https://www.mckinsey.com/mhi/our-insights/the-missing-billion-lack-of-disability-data-impedes-healthcare-equity) - [UNDP – Increasing Inclusion](https://www.undp.org/stories/increasing-inclusion) - [ILO – Employment of People with Disabilities](https://www.ilo.org/resource/news/ilos-global-report-30-good-practices-employment-people-disabilities) - [UN Geneva – CRPD Fast Facts](https://www.ungeneva.org/en/news-media/news/2024/06/94257/convention-rights-persons-disabilities-5-fast-facts) - [Special Olympics / Missing Billion Initiative](https://www.specialolympics.org/about/press-releases/new-report-increases-visibility-of-investments-for-disability-inclusive-health-and-calls-for-bolder-action) - [The Valuable 500 – Disability Inclusion as Business Imperative](https://www.weforum.org/stories/2023/12/driving-disability-inclusion-is-more-than-a-moral-imperative-it-s-a-business-one/) **Categories:** Blog --- ### [International Day of Banks - Mobilizing Finance for Sustainable Development and Civil Society Impact](https://carrhure.com/international-day-of-banks-mobilizing-finance-for-sustainable-development-and-civil-society-impact/) **Published:** December 4, 2025 **Author:** Nadia Bulangis **Content:** Each year on December 4, the United Nations observes the International Day of Banks, as per General Assembly Resolution A/RES/74/245, adopted on 19 December 2019. This observance is far from ceremonial. For nonprofit and NGO leaders engaged in global development, it offers a unique insight into how banks—especially development banks—play a pivotal role in sustainable finance and systemic resilience. The resolution explicitly recognizes the “significant potential of multilateral development banks and other international development banks in financing sustainable development and providing know‑how.” Likewise, it underscores how national banking systems contribute to improving living standards in member states. #### Why Banks Are a Strategic Lever for International Development The creation of this day is rooted in a broader acknowledgment that banks are more than financial intermediaries: they are crucial development actors. Firstly, multilateral development banks (MDBs) channel large volumes of long-term capital into projects that markets alone may under-finance. These include infrastructure, climate resilience, and social services—investments that typically require patient capital and technical expertise. Secondly, domestic banking systems, when inclusive and well-regulated, expand access to finance, which is essential for economic growth and poverty reduction. In this light, the International Day of Banks is not merely a symbolic recognition, but a call to align the global financial architecture more closely with the Sustainable Development Goals. #### Complex Numbers: What the Latest Data Reveal To understand the real impact of development banks, it is essential to examine the numbers. In 2024, MDBs collectively delivered a record USD 137 billion in climate finance—a 10 percent increase over the previous year. Of that amount, roughly USD 85.1 billion was allocated to low- and middle-income economies—an increase of 14 percent year-over-year. Within these countries, 69 percent (about USD 58.8 billion) was assigned to climate-mitigation projects, with the remaining 31 percent (USD 26.3 billion) focused on adaptation. Another striking figure: MDBs mobilized USD 134 billion in private climate finance in 2024, representing a 33% increase compared to 2023. Meanwhile, in 2022, MDB climate finance to low- and middle-income economies reached USD 60.9 billion, a sharp increase from previous years. Of that, USD 38.0 billion was for mitigation and USD 22.7 billion for adaptation. That same year, global MDB climate finance neared USD 100 billion, while private finance mobilized reached around USD 54 billion. These numbers illustrate how development banks are increasingly bridging the gap between public resources and private capital—especially for climate-related investments. #### Structural Challenges and Persistent Gaps Despite these gains, development banks continue to face significant structural constraints. According to an OECD analysis, more than three-quarters of MDB climate finance between 2020 and 2022 was delivered via debt instruments, primarily loans. While loans are indispensable, their dominance raises questions about debt sustainability for borrowing countries and the balance of finance toward grants or more concessional forms. The OECD also reports that MDB business models may not be fully aligned with their long-term climate ambitions. A recent Multi-Partner Evaluation Network assessment highlighted weaknesses in staffing, risk management, and innovation capacity—gaps that could hinder MDBs from fulfilling their commitments under the COP28 framework. Another technical but significant risk is “name concentration risk.” A recent working paper examines how MDB sovereign loan portfolios typically have high exposure to a small number of borrowing countries. This concentration poses significant risks, yet current capital adequacy frameworks may be overly conservative or misaligned. Finally, research on development finance institutions (DFIs) in Sub-Saharan Africa found that while DFIs theoretically boost foreign direct investment, their actual impact is highly context-dependent, shaped by political stability, governance, and institutional capacity. #### Implications for Nonprofit and NGO Stakeholders For NGO and nonprofit leaders, especially those operating in international development, the International Day of Banks offers a strategic moment to reflect but also to act. - **Advocacy leverage**: Use the observance to press MDBs on transparency, climate accountability, and risk management. Encouraging better reporting, stronger safeguards, and alignment with SDGs can tilt bank investments toward higher-impact sectors. - **Partnership opportunities**: NGO actors can propose co-financing models or technical assistance arrangements with development banks. For example, nonprofits with deep expertise in adaptation or social infrastructure may serve as knowledge partners in bank-funded programs. - **Capacity and systems building**: Nonprofits can help strengthen domestic banking systems by working with banks on financial inclusion, gender finance, or capacity building—making national banks better partners for development. - **Mobilizing private capital**: Given MDBs’ success in leveraging private finance, NGOs can play a role in structuring blended finance, mobilizing grant capital, or supporting financial innovation focused on underserved communities. #### A Call for Reflection and Reform The International Day of Banks is more than a date on the calendar. For the nonprofit sector, it is an invitation to examine how banks contribute to or fall short of the promise of sustainable development. If banks are to fulfill their recognized potential, three priorities must guide our collective work: (1) greater policy coherence, so that realistic country strategies match MDB commitments; (2) financial innovation, to shift more capital into adaptation, inclusive finance, and underfunded development areas; and (3) accountability mechanisms, where civil society holds institutions to measurable, impact-oriented goals. On December 4, leaders in NGOs, civil society, and global development should not only mark the day but also seize it as an opportunity to shape how banks deploy capital, carry out technical knowledge, and partner for a sustainable and equitable impact. **Sources:** - [United Nations, A/RES/74/245 – International Day of Banks](https://digitallibrary.un.org/record/3847854) - [United Nations, International Day of Banks observance page](https://www.un.org/en/observances/international-day-of-banks) - [European Investment Bank, “Multilateral development banks hit record $137 billion in climate finance.”](https://www.eib.org/en/press/all/2025-328-multilateral-development-banks-hit-record-usd137-billion-in-climate-finance-to-drive-sustainable-development-worldwide) - [African Development Bank, press release on MDB climate finance in 2022](https://www.afdb.org/en/news-and-events/press-releases/multilateral-development-banks-deliver-record-climate-finance-close-61-billion-low-and-middle-income-economies-2022-64989?) - [OECD, Multilateral Development Finance Report 2024](https://www.oecd.org/content/dam/oecd/en/publications/reports/2024/09/multilateral-development-finance-2024_4d90da16/8f1e2b9b-en.pdf) - [Research paper, “On the Relevance and Appropriateness of Name Concentration Risk Adjustments for Portfolios of Multilateral Development Banks.”](https://arxiv.org/abs/2311.13802) - [Research paper, “Development finance institutions (DFIs), political conditions, and foreign direct investment in Sub-Saharan Africa.”](https://arxiv.org/abs/2510.16472) **Categories:** Blog --- ### [World Soil Day: Protecting the Ground That Protects Us](https://carrhure.com/world-soil-day-protecting-the-ground-that-protects-us/) **Published:** December 5, 2025 **Author:** Nadia Bulangis **Content:** When we talk about the world’s most precious resources, soil rarely makes the list. It sits quietly beneath us, taken for granted until a drought hits, a harvest fails, or a landscape that once sustained communities can no longer do so. World Soil Day, recognized every 5 December through UN General Assembly Resolution A/RES/68/232, invites us to pause and reconsider this silent partner in human survival. For those working in the nonprofit and development sectors, soil is not an abstract environmental theme. It is the living foundation of every farmer’s field, every forest we aim to restore, and every community whose resilience we hope to strengthen. And today, that foundation is in trouble. #### A Crisis Hidden in Plain Sight Despite the critical role soil plays, it is disappearing and degrading faster than many realize. Scientists estimate that over one-third of the world’s soils are already degraded, eroding through unsustainable land use, pollution, nutrient depletion, and extreme weather events. Each year, we lose millions of hectares that once nourished crops, provided clean water, and stored carbon. Behind these numbers are people. Farmers who watch their once-fertile land fade into dust—families whose food security becomes more uncertain with each failed harvest. Young people are leaving their communities because the land no longer sustains them. This is not just an environmental issue. It is a human story unfolding across continents. #### Why Soil Health Is a Development Imperative Healthy soil does more than grow food. It regulates water, stores carbon, supports biodiversity, and anchors livelihoods. In many ways, soil is the first line of defense against climate shocks. Yet it is also where vulnerabilities hit hardest. In regions like Sub-Saharan Africa, degraded soils already contribute to yield losses of up to 30 percent, pushing farmers deeper into cycles of precariousness. The irony is stark: the very people who rely most on soil’s productivity are often those with the fewest resources to restore it. For NGOs and development leaders, this reality reshapes the conversation. Soil health cannot remain a technical footnote in agricultural programs. It is a key determinant of whether communities can adapt to climate change, whether food systems remain stable, and whether rural economies can sustain themselves over the next decade. #### Finding Hope in Restoration The encouraging news is that soils can recover. Regenerative agriculture, agroforestry, composting, sustainable irrigation, and community-led land restoration all demonstrate that the path to healthier soils is not only possible but already underway in many places. What remains is scale and commitment. Development organizations are uniquely positioned to support that commitment: by strengthening local governance of land, advocating for policies that promote sustainable practices, channeling climate finance to community actors, and amplifying the voices of farmers who already understand what their soil needs. #### A Moment to Reaffirm Our Responsibilities World Soil Day is a reminder that the future of food, climate action, and human wellbeing is literally grounded in the soil beneath us. When we neglect it, we risk undermining the very goals we set as a global development community. When we protect it, we safeguard countless lives and livelihoods. As we reflect on this day, the question becomes simple: What future do we choose to create? If we choose one rooted in resilience, dignity, and shared prosperity, then soil health must stand at the center—not the margins—of our collective action. **Source:** - [FAO – World Soil Day](https://www.fao.org/world-soil-day/en/) - [United Nations General Assembly Resolution A/RES/68/232](https://undocs.org/A/RES/68/232) - [FAO – Status of the World’s Soil Resources Report](https://www.fao.org/3/i5199e/i5199e.pdf) - [IPCC Reports – Land Degradation and Climate Change](https://www.ipcc.ch/srccl/) - [FAO – Soil Degradation and Food Security Statistics](https://www.fao.org/resources/infographics/infographics-details/en/c/284478/) **Categories:** Blog --- ### [International Volunteer Day — A Moment for Reflection, Action and Renewal](https://carrhure.com/international-volunteer-day-a-moment-for-reflection-action-and-renewal/) **Published:** December 5, 2025 **Author:** Nadia Bulangis **Content:** Each 5 December, the world pauses to mark International Volunteer Day (IVD) — a global moment grounded in Resolution A/RES/40/212, adopted by the United Nations General Assembly in 1985. However, IVD is more than a calendar date; for those of us working in international nonprofits, NGOs, humanitarian aid, climate resilience, or social development, it is a quiet yet powerful reminder of what volunteerism has achieved and what it might yet deliver when embraced with intent, strategy, and solidarity. In recent years, complex data have underscored a truth many of us suspected: volunteering is not marginal. It is massive, global, and essential. According to the latest report by the United Nations Volunteers (UNV), approximately 862.4 million people worldwide — roughly 14–15% of the global population aged 15 or older — engage in some form of volunteering every month. What’s more, when converted to full-time equivalents, global volunteering represents a workforce of approximately 109 million people — a “labour force” larger than many major global industries. These numbers matter. They tell us that volunteering is not an afterthought. It is a vast, often undervalued, component of how communities come together, rebuild after crises, and build resilience in everyday life. #### Why IVD Matters to NGOs and International Development For NGOs and development actors, IVD offers much more than a symbolic occasion to pat volunteers on the back. It presents a compelling opportunity to integrate volunteerism as a core element of strategy, rather than an add-on. Volunteer engagement delivers three interconnected advantages. First, scale and reach. Volunteer numbers are staggering. Where formal institutions—governments, the private sector, and aid agencies—struggle to reach remote or marginalized communities, it is often local volunteers who fill the gap, delivering health services, supporting education, facilitating social protection, and aiding disaster relief. UNV’s 2024 Annual Report reveals that volunteers served across all 17 Sustainable Development Goals (SDGs), with powerful representation in peace and justice (SDG 16, 27 %), gender equality (SDG 5, 23 %), health (SDG 3, 19 %), partnerships (SDG 17, 17 %) and reduced inequalities (SDG 10, 14 %). Second, community legitimacy and social capital. Volunteers often are — or become — trusted members of the communities they serve. This “insider” status enables far more than service delivery: it facilitates trust, builds social cohesion, and can turn recipients into active stakeholders — the kind of bottom-up, community-owned development that is more sustainable over time. Indeed, UNV describes volunteerism as “people-led solutions,” rooted in solidarity, empathy, and respect. Third, agility and flexibility. Volunteers frequently step in where bureaucratic gears grind slowly — in emergencies, after disasters, or when crises hit communities. Their flexibility becomes indispensable in fragile contexts or in fast-evolving humanitarian situations. This is especially relevant for NGOs working on climate resilience, disaster preparedness and response, food security, public health, or social protection. #### The Challenges and Why IVD Matters Now Yet, the strengths of volunteering come with inherent fragilities. The same flexibility that enables swift action often means volunteers — especially in informal settings — lack institutional support, resources, or recognition. A significant amount of volunteer work occurs outside formal frameworks. Globally, an estimated 70% of volunteer work is informal, involving person-to-person civic action rather than being organized through NGOs or associations. This informality can lead to invisibility and undervaluation—volunteers may not be counted in official statistics, excluded from labor protections or social support, and their contributions may be overlooked when development priorities are set. Moreover, volunteerism does not occur in a vacuum: social, economic, and gender dynamics shape who volunteers and how they do so. Evidence from empirical studies suggests that volunteers tend to have higher education levels and come from specific demographic groups, introducing the risk of uneven representation and potential social bias. In a rapidly changing world — where climate shocks are increasing, displacement is rising, and inequalities are deepening — it would be naive to treat volunteerism as a panacea. Without supportive policies, resources, and respectful institutional integration, volunteer contributions risk being episodic, fragmented, or unsustainable. #### A Call for a New Volunteerism Paradigm — For NGOs, Leaders, and Donors This IVD, there is both a challenge and an invitation for those of us leading and working within the NGO and development sector. The challenge lies in bridging the gap between goodwill and structure. It is unfair — and strategically unsound — to rely solely on the spontaneity of volunteers without building the systems to support, recognize, capacitate, and sustain them. The invitation is to reimagine volunteerism as a **strategic pillar of development and social transformation**. That means: - Intentionally designing programs that integrate volunteers — not as optional extras, but as core actors, with meaningful roles, support, capacity building, and recognition. - Advocating for national or local policies that register volunteer contributions, protect volunteers, enable decent volunteering conditions, and value informal volunteer work — so that the 70 % of volunteering that happens outside institutional frameworks is not lost in invisibility. - Building hybrid approaches that combine voluntary civic energy with professional technical capacities — for example, in climate-smart agriculture, resilience planning, public health outreach, social protection, and market-systems development. - Monitoring, documenting, and evaluating volunteer-led interventions — to build evidence, learn lessons, and show how volunteerism contributes to sustainable development goals, community resilience, equity, and inclusion. #### Volunteering Isn’t Just Charity — It’s Collective Action At the heart of IVD lies a message: volunteerism is not just about altruism. It is about collective action, social solidarity, and community empowerment. In a world facing overlapping crises — including climate change, food insecurity, displacement, health emergencies, and systemic inequality — volunteers offer something indispensable not only because of the time they give, but also because of the trust they carry, the connections they build, and the sense of shared responsibility they foster. For nonprofits and development actors, then, IVD should not be a ritualistic commemoration — but a strategic wake-up call. Because if we want sustainable, inclusive, resilient development, we must value volunteering as what it really is: a powerful, global resource for social transformation. **Sources** - [International Volunteer Day — United Nations](https://www.un.org/en/observances/volunteer-day/background) - [UN Volunteers — Volunteerism overview](https://www.unv.org/volunteerism) - [2022 State of the World’s Volunteerism Report (SWVR)](https://swvr2022.unv.org) - [UNV 2024 Annual Report](https://www.unv.org/annual-report/annual-report-2024) - [Counting the volunteers the world counts on — ILOSTAT / UNV](https://ilostat.ilo.org/counting-the-volunteers-the-world-counts-on/) - [Global meta-analysis of volunteering prevalence, World Values Surveys (2000–2018)](https://pmc.ncbi.nlm.nih.gov/articles/PMC12277244/) **Categories:** Blog --- ### [Expanding on the Trend of Remote and Hybrid Work](https://carrhure.com/expanding-on-the-trend-of-remote-and-hybrid-work/) **Published:** September 11, 2024 **Author:** Nadia Bulangis **Content:** ### **The Rise of Remote Work in NGOs** The COVID-19 pandemic significantly accelerated the global trend toward remote and hybrid work arrangements, fundamentally reshaping how organizations, including NGOs, operate. NGOs, which often work in challenging, remote, or resource-constrained environments, have discovered that remote work can offer multiple strategic advantages: - **Cost Reduction:** NGOs have witnessed substantial reductions in overhead costs, such as those associated with maintaining physical office spaces, utilities, and employee commuting. This has allowed many organizations to redirect saved resources toward mission-critical activities and programs. - **Increased Access to Talent:** Remote work has broadened the talent pool, enabling NGOs to recruit highly skilled professionals from across the globe. This includes individuals who might have yet to be able to relocate for traditional in-person roles, thereby enhancing the diversity and expertise within teams. - **Improved Work-Life Balance:** Remote work has offered employees the flexibility to balance personal and professional responsibilities more effectively, which can lead to higher job satisfaction, increased productivity, and reduced turnover rates. ### **Challenges and Best Practices** While the benefits of remote work are significant, NGOs must also navigate several challenges to ensure sustained success: - **Isolation:** The physical separation inherent in remote work can lead to feelings of isolation and disconnect from the organization’s culture and team dynamics. This can affect employee morale and overall engagement. - **Technology Challenges:** Ensuring all employees have access to the necessary technology, robust internet connectivity, and ongoing IT support is critical. Technical difficulties can disrupt workflow and hinder communication, especially in regions with limited infrastructure. - **Communication and Collaboration:** Maintaining seamless communication and collaboration in a geographically dispersed team can be challenging. NGOs must foster an environment where transparent and effective communication is prioritized, and where collaborative tools are utilized to their fullest potential. To mitigate these challenges, NGOs can adopt the following best practices: - **Clear Communication Policies:** Establish comprehensive communication guidelines that set expectations for response times, preferred communication channels (e.g., email, instant messaging, video calls), and the frequency of updates. This ensures that all team members remain aligned and informed. - **Regular Check-Ins:** Schedule regular team meetings and one-on-one check-ins. These interactions provide opportunities for team members to share updates, seek feedback, and stay connected, fostering a sense of community and shared purpose. - **Virtual Team-Building Activities:** Organize diverse virtual team-building activities, ranging from casual social hours to structured workshops. These initiatives can strengthen team bonds, boost morale, and cultivate a sense of belonging, even when working remotely. - **Technology Investments:** NGOs should invest in a suite of technology tools tailored to support remote work, such as video conferencing platforms (e.g., Zoom, Microsoft Teams), project management software (e.g., Asana, Trello), and cloud-based document sharing (e.g., Google Drive, Dropbox). Additionally, providing training to ensure employees are proficient in using these tools is essential. ### **Hybrid Work Models** A hybrid work model offers a flexible solution combining remote and in-person work advantages. For NGOs, this model can strike a balance between the need for flexibility and the benefits of face-to-face collaboration. Here are some strategies NGOs can explore: - **Flexible Workdays:** Allow employees to choose which days or hours they work remotely or in the office. This approach accommodates individual preferences and personal responsibilities while maintaining team cohesion. - **Split Shifts:** Implement shifts where employees split their time between remote and in-person work within the same day or week. This model ensures that essential in-person collaboration occurs while still providing remote work flexibility. - **Hot Desking:** Adopt a hot-desking policy where employees use shared workspaces rather than having assigned desks. This reduces the need for large office spaces and encourages dynamic interaction among team members when they are on-site. **Conclusion** As NGOs continue to navigate the evolving landscape of work, embracing remote and hybrid models can offer them the flexibility to adapt to changing circumstances while staying true to their mission. By addressing the challenges and leveraging the benefits of these work arrangements, NGOs can enhance their operational efficiency, attract top talent, and maintain a resilient, engaged workforce. ABOUT THE AUTHOR **[![](https://carrhure.com/wp-content/uploads/2024/09/Picture1-126x150.jpg)](https://carrhure.com/wp-content/uploads/2024/09/Picture1.jpg)** **Abiodun Ibitayo** Transformational HR Leader | Talent Acquisition Expert | AI Enthusiast | Trainer With 17 years of experience in banking and HR, Abiodun developed a unique blend of business acumen and talent management expertise. His passion lies in leveraging AI to revolutionize recruitment, drive employee engagement, and deliver exceptional candidate experiences—a proven track record of leading high-performing teams and executing multicultural recruitment projects that drive diversity and inclusion. **Categories:** Blog --- ### [GREEN SECTOR](https://carrhure.com/business-and-entrepreneurship/) **Published:** February 24, 2020 **Author:** Auree de Carbon **Content:** ### [ Millions of green jobs are open to people with the right skills. The problem is many don’t have them ](https://www.euronews.com/green/2023/12/09/millions-of-green-jobs-are-open-to-people-with-the-right-skills-the-problem-is-many-dont-h) More and more companies are looking to hire people with green skills and ‘green hiring’, as the LinkedIn report calls it, is up around 25 per cent compared to other industries. ### [ Wanted: More skills for workers as green jobs grow ](https://www.context.news/just-transition/wanted-more-skills-for-workers-as-green-jobs-grow) Ahead of COP28, LinkedIn says companies are expanding hiring for green jobs, but workers lack the skills needed to meet climate goals. ### [ Green jobs are on the rise, and the upward trend isn’t likely to change in the coming years ](https://workingnation.com/green-jobs-are-on-the-rise-and-the-upward-trend-isnt-likely-to-change-in-the-coming-years/) The economy is getting greener and that is creating job and career opportunities all across the nation. ### [ Workers with Green skills almost a third more likely to be hired ](https://www.techcentral.ie/workers-with-green-skills-almost-a-third-more-likely-to-be-hired/) Workers with experience with green and sustainable practices are in a better position to land a job. ### [ Everything You Need to Know about Green Technology in 2023 ](https://greenly.earth/en-us/blog/ecology-news/everything-you-need-to-know-about-green-technology-in-2022) In 2023, green technology can feel like the new kid on the block. ### [ Top 30 Green Jobs for 2023 and beyond ](https://www.constructionplacements.com/top-30-green-jobs-for-2023-and-beyond/#gsc.tab=0) Discover the top 31 green jobs for 2023 and beyond. ### [ Future Jobs: 6 Green Careers Set to Grow in the Next Decade ](https://www.globalcitizen.org/en/content/future-jobs-green-careers-for-young-people-gen-z/?template=next) From urban farming to sustainable design, young people could be set to enter a new world of work. ### [ Shifting to Green HR Management: Why will it benefit both your department and your organization? ](https://www.linkedin.com/pulse/draft/AgGcilzw8BHOkQAAAXETsMc8XitBVY_4ztEJb1QMHB-xuBqMgNECjGrw7ZmdTdUlCESDyvo) Green Human Resources Management is a concept introduced to HR. ### [ Green management initiatives can be an important factor in forward thinking business organizations around the world. ](https://www.linkedin.com/pulse/green-hr-practices-get-competitive-advantages-nilufar-sharmin-jessy/) Care for your employees by following these measures. ### [ The Do’s and Don’ts of work ethics ](https://bizfluent.com/info-7759546-dos-donts-work-ethics.html) Paying heed to the do’s and don’ts of work ethics can make life more pleasant. **Categories:** Social Media & Press --- ### [Building a Career in the NGO Industry: A Roadmap to Making an Impact on the Global Ecosystem](https://carrhure.com/building-a-career-in-the-ngo-industry-a-roadmap-to-making-an-impact-on-the-global-ecosystem/) **Published:** September 28, 2024 **Author:** Nadia Bulangis **Content:** Working in the non-governmental organization (NGO) sector allows people to address important global challenges like poverty, education, healthcare, and environmental sustainability. NGOs provide professionals with a special opportunity to promote social change and have a significant impact. This article provides guidance on educational pathways, skill development, and ways to contribute to the global ecosystem, offering a thorough roadmap for establishing a successful career in the NGO sector. **Understanding the NGO Industry** **Definition and Scope** NGOs work independently of the government, concentrating on a variety of humanitarian and social issues. According to David Lewis’s book *Non-Governmental* *Groups,* *Management,* *and* *Development,* NGOs are groups that work to “*fill gaps left by governments”* and *“provide services in areas where the state is absent or unable to function effectively” (Lewis, 2014)*. They are important in promoting human rights, combating poverty, and enhancing environmental sustainability. **Types of NGOs**: There are several types of non-governmental organizations (NGOs), each with its own aim and scope. International NGOs, such as Oxfam and Amnesty International, work worldwide, whereas community-based organizations focus on specific local communities. Advocacy groups seek to influence policy changes at the national and international levels. Nelson Mandela once said, *“It is in your hands to create a better world for all who live in it,”* underlining the importance of grassroots movements and lobbying in effecting genuine change *(Mandela 2002).* **Steps to Building a Career in the NGO Industry** 1. **Educational Background** Relevant Degrees: Most NGO positions require at least a bachelor’s degree, while senior ones frequently require a master’s degree. International relations, social work, public health, and environmental science are especially significant. According to Lester Salamon’s “*The Resilient Sector Revisited: The New Challenge to Nonprofit America*” , non-governmental organizations (NGOs) seek increasingly specialized expertise to handle the increasing complexity of global concerns. Specialized Training: Many NGOs want candidates with qualifications in nonprofit management, fundraising, or project management. Participating in specialized training demonstrates dedication to the field. Courses from institutes such as the [International NGO Training and Research Centre](https://www.intrac.org/) (INTRAC) and certifications from organizations such as the [Project Management Institute (PMI)](https://www.pmi.org/) can help you improve your qualifications. 2. **Gaining Experience** Internships and Volunteering: Starting with internships or volunteer positions is an excellent approach to obtain practical experience. It echoes Nelson Mandela’s opinion that *“what matters in life is not the mere fact that we have lived. The significance of our lives will be determined by the impact we have had on the lives of others” (Mandela, 2002).* Internships teach people how NGOs work and provide vital insights into the field. Networking: Networking is essential in the non-governmental organization industry. Engaging with experts at conferences and online platforms fosters relationships that may lead to future work chances. According to Alnoor Ebrahim’s *NGOs and Organizational Change (2005)*, social capital in the NGO industry might be as valuable as academic qualifications. 3. **Developing Key Skills** Communication and Advocacy: Advocacy is at the heart of NGO activity, and clear communication is essential. Strong verbal and written communication abilities are essential for lobbying governments, creating awareness, and making speeches at conferences. As UN Secretary-General Ban Ki-moon stated, *“NGOs are the voice of the voiceless. They help to elevate people’s spirits and make it possible for the marginalized to be heard” (Ki-moon, 2010)*. Project Management: Strong project management skills are required to carry out campaigns and initiatives. Michael Edwards’ *Managing Development: Understanding Inter-Organizational Relationships* highlights the significance of competent management, noting that *“the ability to structure initiatives and measure outcomes is critical for sustaining an NGO’s mission” (Edwards, 2000)*. Cultural Competence: Many roles in non-governmental organizations require cross-cultural collaboration. The capacity to negotiate different cultural contexts means that NGO workers are both successful and respectful. In *Leadership* *and the New Science, Margaret Wheatley writes* that *“understanding the systems and cultural dynamics of the communities you serve is as important as the intervention itself” (Wheatley, 2011).* 4. **Job Search and Application** Tailoring Your Resume and Cover Letter: When applying for non-governmental organization roles, it is critical to showcase relevant experiences. According to *Resumes for Social Service Careers*, candidates should focus on showcasing their dedication to social justice and their ability to adapt to the unique demands of the nonprofit sector (McGraw-Hill 2008). Job Portals and NGO Websites: Numerous job portals, such as Carrhure, cater particularly to nonprofit careers. Regular visits to these sites and NGO-specific websites, assist job searchers to stay up to date on open positions and internship possibilities. **Making an Impact in the Global Ecosystem** **Environmental NGOs:** Many environmental non-governmental organizations (NGOs) have focused on climate change and sustainability. According to Elizabeth Kolbert’s *The Sixth Extinction*, “*NGOs are often at the forefront of addressing urgent environmental issues and engaging communities in long-term solutions” (Kolbert, 2014).* **Humanitarian NGOs**: Humanitarian non-governmental organizations (NGOs) address urgent concerns such as poverty, health, and education. In *The End of Poverty,* renowned economist Jeffrey Sachs writes, *“Humanitarian organizations often serve as lifelines for those in desperate need, bridging the gap between local governments and the international community” (Sachs, 2005).* **Advocacy and Policy Change**: Advocacy NGOs have an important role in shaping government policies. As Noam Chomsky says in *Profit Over People*, NGOs serve as a counterbalance to corporate and governmental authority by *“forcing the powerful to answer to the people” (Chomsky, 1999)* **Challenges and Rewards** **Challenges:** - **Limited Funding:** In *The* *State* *of* *Nonprofit* *America, Lester Salamon emphasizes* that *“nonprofits continually face the challenge of balancing the pursuit of their mission with financial sustainability” (Salamon, 2012).* - **High Competition:** Many NGO employment are highly competitive because of the scarcity of available roles. Candidates must develop a broad skill set and maintain flexibility. - **Emotional Toll:** Working on challenging subjects like disaster assistance and human rights violations can be emotionally taxing. *Burnout* *in* *Humanitarian* *Work states that* self-care and resilience are critical for career longevity *(Eriksson, 2011).* **Rewards:** - **Personal Fulfillment:** Despite the hurdles, non-profit work can give significant personal fulfillment. Mahatma Gandhi’s words ring true here: *“The best way to find yourself is to lose yourself in the service of others” (Gandhi, 1931).* - **Global Impact:** Non-governmental organizations (NGOs) play an important role in bringing about long-term change around the world, making a real difference in the communities they serve. Jeffrey Sachs highlights that “*working for an NGO allows you to see, firsthand, the ripple effects of your work on a global scale” (Sachs, 2005)*. **Conclusion** A job in the NGO sector demands commitment, pertinent education, real-world experience, and a sincere desire to change the world. By following this road map, you can successfully negotiate the industry’s complexity and establish a fulfilling career that benefits the larger global ecosystem. Although there may be difficulties, there will also be priceless benefits on a personal and global level. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ **References:** Lewis, D. (2014). *Non-Governmental Organizations, Management and Development.* Routledge. Mandela, N. (2002, July). *Lighting Your Way to a Better Future.* Salamon, L. M., & Sokolowski, S. W. (2015). *The resilient sector revisited: the new challenge to nonprofit America*. Brookings Institution Press. Ebrahim, A. (2005). *NGOs and Organizational Change.* Ban, K. (2010). UN Secretary-General Ban Ki-moon reflects his broader advocacy for NGOs, highlighting their crucial role in amplifying the voices of marginalized communities and supporting their empowerment through humanitarian and development initiatives. ‌Edwards, M. (2000). *Managing Development: Understanding Inter-Organizational Relationships.* Mcgraw-Hill Companies. (2008). *Resumes for social service careers.* Mcgraw-Hill. Kolbert, E. (2014). *Sixth Extinction: An Unnatural History*. Picador USA. Eriksson, C. (2011). *Work: Causes, Consequences, and Prevention*. ‌Gandhi, M. (1931). It reflects Gandhi’s philosophy of selflessness and service. Sachs, J. (2005). *The End of Poverty.* Penguin Press HC. Chomsky, N. (1999). *Profit over people: neoliberalism and the global order.* Seven Stories Press. Salamon, L. M. (2012). *The state of Nonprofit America.* Brookings Institution Press. ABOUT THE AUTHOR **[![](https://carrhure.com/wp-content/uploads/2024/09/Picture1-126x150.jpg)](https://carrhure.com/wp-content/uploads/2024/09/Picture1.jpg)** **Abiodun Ibatayo** Transformational HR Leader | Talent Acquisition Expert | AI Enthusiast | Trainer With 17 years of experience in banking and HR, Abiodun developed a unique blend of business acumen and talent management expertise. His passion lies in leveraging AI to revolutionize recruitment, drive employee engagement, and deliver exceptional candidate experiences—a proven track record of leading high-performing teams and executing multicultural recruitment projects that drive diversity and inclusion. **Categories:** Blog --- ### [European Investment Bank](https://carrhure.com/european-investment-bank/) **Published:** July 11, 2025 **Author:** Baruneza Gatbonton **Content:** - [Elia Transmission Belgium secures a €1 billion green credit facility from the European Investment Bank for the Princess Elisabeth Island project.](https://www.eib.org/en/press/news/news-elia-transmission-belgium-obtient-une-facilite-de-credit-verte-de-eur1-milliard-de-la-banque-europeenne-d-investissement-pour-son-projet-de-l-ile-princesse-elisabeth)The European Investment Bank (EIB) has granted Elia Transmission Belgium a credit facility of €1 billion on favourable terms for the Princess Elisabeth Energy Island. These favourable financing conditions help limit the project’s financing costs. The strategic energy project will unlock new Belgian offshore wind capacity and enable a future electricity interconnector with the United Kingdom. As well as bolstering Belgium's energy security, the energy island will strengthen the integration of the European electricity market, by serving as a focal point for existing and new offshore wind energy. **Categories:** RSS Feed --- ### [The Influence of Sustainable Development Goals (SDGs) and NGO Reforms in Nigeria: Effects, Advancements, and Obstacles.](https://carrhure.com/the-influence-of-sustainable-development-goals-sdgs-and-ngo-reforms-in-nigeria-effects-advancements-and-obstacles/) **Published:** October 8, 2024 **Author:** Nadia Bulangis **Content:** The Sustainable Development Goals (SDGs), introduced by the United Nations in 2015, serve as a comprehensive framework for addressing critical global issues like poverty, inequality, and climate change. As we near the 2030 target, these goals have become a focal point for collective action across governments, NGOs, and private sectors. In Nigeria, the SDGs have influenced efforts to address poverty, healthcare, and governance challenges. However, persistent issues like corruption and weak accountability continue to slow progress. ### **The SDGs’ Impact on Nigeria** Nigeria’s abundant resources and significant population position it well for achieving meaningful progress toward the SDGs. There have been notable advancements, especially in poverty reduction, healthcare, and education, yet deep-rooted systemic issues continue to pose significant obstacles. #### **Poverty Reduction (SDG 1)** Programs like the National Social Investment Programme (NSIP) have helped lift about 10 million Nigerians out of extreme poverty, as reported by the National Bureau of Statistics (NBS). Initiatives focused on economic empowerment and social safety nets, such as conditional cash transfers, have had a positive impact. President Muhammadu Buhari reiterated this commitment, pledging to lift 100 million Nigerians out of poverty by 2030. #### **Health and Well-being (SDG 3)** In healthcare, Nigeria has made significant strides, particularly in maternal and child health. The World Health Organization (WHO) reported a decline in infant mortality rates from 74.2 deaths per 1,000 live births in 2008 to 56.7 in 2020. These improvements reflect expanded healthcare initiatives, such as the National Health Insurance Scheme and rural immunization efforts. #### **Clean Water and Sanitation (SDG 6)** Access to clean water has also improved, with projects like the Rural Water Supply and Sanitation Initiative, boosting safe water access from 64% in 2018 to 71% by 2022 according to UNICEF. These advancements reflect the combined efforts of NGOs and international development agencies. ### **NGO Reforms and Their Impact** Non-governmental organizations have historically played a crucial role in promoting development in Nigeria. From healthcare to education and environmental protection, their impact has been significant. Recently, however, reforms aimed at increasing transparency and accountability in the NGO sector have stirred debate. The introduction of the Companies and Allied Matters Act (CAMA) 2020 requires NGOs to submit detailed annual reports, including financial disclosures. While some argue this enhances accountability, others fear it may disproportionately affect smaller organizations that struggle to comply with such stringent requirements. John Adeleke, an NGO leader, emphasized the need for reforms that balance accountability without stifling the organizations that serve marginalized communities. ### **Challenges: Corruption and Accountability** Corruption continues to be one of the most significant barriers to achieving the SDGs in Nigeria. In 2022, Transparency International ranked the country 154th out of 180 in its Corruption Perception Index, underscoring how pervasive the issue remains. #### **Corruption in Public Institutions** Corruption diverts vital resources away from development initiatives, particularly in key sectors such as healthcare and education. Political analyst Professor Eghosa Osaghae described corruption as “the silent killer of sustainable development,” depleting the resources needed to achieve progress. #### **Accountability in NGOs** NGOs, despite being heralded as change agents, have also faced criticism for mismanaging donor funds. Governance expert Kemi Adebayo stressed the importance of accountability in maintaining donor confidence and ensuring long-term development. ### **Recommendations for Tackling Corruption and Enhancing Accountability** For Nigeria to realize its SDG goals, corruption must be addressed through comprehensive reforms and stronger accountability mechanisms. Several strategies could significantly enhance the governance landscape: 1. **Strengthening Anti-Corruption Bodies:** Agencies like the Economic and Financial Crimes Commission (EFCC) and the Independent Corrupt Practices Commission (ICPC) need greater independence and resources to combat corruption effectively. As former EFCC Chairperson Ibrahim Magu once remarked, the fight against corruption requires strong institutions free from political interference. 2. **Leveraging Digital Technology:** Digital transparency platforms could allow citizens to track public spending in real-time, reducing opportunities for corruption. Minister Babatunde Fashola highlighted the potential of technology to increase transparency in governance. 3. **Public-Private Partnerships (PPPs):** By encouraging collaboration between the government, private sector, and NGOs, resources and expertise can be pooled to address development challenges more efficiently. Entrepreneur Tony Elumelu advocates for PPPs as a critical component of Africa’s future development strategy. 4. **Civic Education and Citizen Participation:** Engaging citizens in monitoring public projects fosters a culture of accountability. As Ngozi Okonjo-Iweala, the Director-General of the WTO, pointed out, empowered citizens play a crucial role in curbing corruption. ### **Conclusion** Nigeria’s journey toward achieving the SDGs is marked by both progress and persistent challenges. While the country has made strides in areas like poverty reduction and healthcare, the fight against corruption remains a crucial hurdle. For sustainable development to be fully realized, both government and civil society must prioritize accountability and transparency. With concerted efforts and robust reforms, Nigeria can overcome these challenges and emerge as a leader in sustainable development. ### **References** - Buhari, M. (2021). Speech at the SDGs Conference in Abuja. - World Health Organization (2020). *Nigeria: Health Sector Progress Report*. - UNICEF (2022). *Nigeria: Access to Clean Water and Sanitation*. - Transparency International (2022). *Corruption Perception Index*. - Adeleke, J. (2021). Interview with The Guardian. - Adebayo, K. (2020). *Governance and Accountability in Nigerian NGOs*. - Magu, I. (2020). *Addressing Corruption in Nigeria*. - Fashola, B. R. (2021). *The Role of Technology in Governance*. - Elumelu, T. (2021). *Public-Private Partnerships in Africa*. - Okonjo-Iweala, N. (2021). *Civic Engagement as a Tool for Accountability*. \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ ABOUT THE AUTHOR **[![](https://carrhure.com/wp-content/uploads/2024/09/Picture1-126x150.jpg)](https://carrhure.com/wp-content/uploads/2024/09/Picture1.jpg)** **Abiodun Ibitayo** Transformational HR Leader | Talent Acquisition Expert | AI Enthusiast | Trainer With 17 years of experience in banking and HR, Abiodun developed a unique blend of business acumen and talent management expertise. His passion lies in leveraging AI to revolutionize recruitment, drive employee engagement, and deliver exceptional candidate experiences—a proven track record of leading high-performing teams and executing multicultural recruitment projects that drive diversity and inclusion. **Categories:** Blog --- ### [How New Technologies Are Transforming Global Recruitment for Nonprofit Organizations (NGOs): A Future Outlook](https://carrhure.com/how-new-technologies-are-transforming-global-recruitment-for-nonprofit-organizations-ngos-a-future-outlook/) **Published:** October 9, 2024 **Author:** Nadia Bulangis **Content:** Recruiting top talent has always been challenging for nonprofit organizations (NGOs). NGOs face unique hurdles when sourcing qualified candidates when operating under tight budgets, focusing on specific missions, and often working in volatile regions. However, with the rapid evolution of new technologies, the future of NGO recruitment looks promising. From artificial intelligence (AI) to virtual reality (VR), innovative tools are reshaping how NGOs find, evaluate, and onboard the right talent. 1. **Artificial Intelligence and Machine Learning in Talent Acquisition** One of the most significant shifts in recruitment technology is the integration of **Artificial Intelligence (AI)** and **Machine Learning (ML)**. These technologies are revolutionizing how NGOs screen candidates, reducing the manual effort required in the hiring process. Here’s how: - **Automated Candidate Screening:** AI-powered algorithms can sift through resumes and job applications faster than human recruiters, identifying the best-fit candidates based on predefined criteria such as skills, experience, and education. NGOs can now focus their limited resources on top-tier candidates who align with their mission and objectives. - **Predictive Analytics for Hiring Success:** AI can predict a candidate’s success by analyzing data on past hires. For instance, NGOs can use predictive analytics to determine which candidates are most likely to excel in fieldwork, project management, or advocacy roles. This enhances hiring decisions, reduces turnover rates, and improves efficiency. - **Bias Reduction:** Human bias, whether conscious or unconscious, can sometimes infiltrate the recruitment process. AI and ML tools help to minimize these biases by focusing purely on data and credentials, ensuring a more diverse and inclusive hiring process. 2. **Virtual Recruitment Platforms and Remote Hiring** With the rise of global crises and the increase in remote work, NGOs are no longer limited to their immediate geographic regions when searching for talent. Virtual recruitment platforms are enabling NGOs to cast a wider net: - **Global Talent Pools:** Remote recruitment allows NGOs to access talent from any part of the world, bringing in diverse skill sets and experiences. This is particularly beneficial for organizations working in regions where local expertise may be limited. - **Virtual Interviews and Assessments:** From Zoom to Microsoft Teams, video conferencing has become a staple of the modern recruitment process. NGOs can conduct interviews and assessments with candidates anywhere in the world, reducing the costs and logistical challenges associated with face-to-face meetings. - **Onboarding and Training via VR and AR:** Virtual Reality (VR) and Augmented Reality (AR) are entering the recruitment space, especially for NGOs involved in humanitarian work. These technologies provide immersive onboarding experiences where candidates can virtually “visit” the regions where they’ll work, understand the environmental challenges, and familiarize themselves with their new roles before they even arrive. 3. **Blockchain for Transparent and Secure Hiring** The rise of blockchain technology is setting a new standard in data security and transparency in recruitment: - **Credential Verification:** NGOs can use blockchain to verify a candidate’s qualifications and work history instantly, preventing issues related to fake credentials. Blockchain’s decentralized nature ensures that all educational certificates, job experiences, and skills are securely documented and easily accessible for verification. - **Global Recruitment Compliance:** NGOs often operate across various regions, each with different labor laws. Blockchain technology allows organizations to maintain compliance by securely storing all necessary legal and contractual documents, ensuring adherence to local regulations wherever recruitment takes place. 4. **Cloud-Based Applicant Tracking Systems (ATS)** As NGO recruitment becomes more globalized and complex, the need for efficient Applicant Tracking Systems (ATS) has become more critical than ever. Cloud-based ATS solutions are empowering NGOs with advanced tools to manage every stage of the recruitment process: - **Real-Time Collaboration:** Recruitment often involves multiple stakeholders, from project managers to HR personnel. Cloud-based ATS platforms enable real-time collaboration, ensuring that teams in different locations can access, review, and assess candidates simultaneously. - **Data-Driven Insights:** These systems provide NGOs with crucial data analytics on the recruitment process, helping HR teams to make informed decisions, measure recruitment success, and identify areas for improvement. From tracking the average time to hire to understanding which recruitment channels yield the best candidates, data becomes an invaluable tool for NGO recruitment success. 5. **Gamification in Recruitment** To attract younger, tech-savvy talent, some NGOs are experimenting with gamification in their recruitment process. This emerging trend makes the recruitment experience more engaging and interactive: - **Skills Assessment via Games:** NGOs can use gamified assessments to evaluate candidates’ skills in problem-solving, leadership, and crisis management, crucial attributes for work in the nonprofit sector. These games provide a fun and non-intrusive way to gauge a candidate’s abilities in real-world scenarios. - **Enhanced Candidate Experience:** Gamification creates a more dynamic and enjoyable recruitment process, enhancing the overall candidate experience. This is particularly important for NGOs looking to attract passionate individuals who resonate with the organization’s cause. 6. **Social Media and Digital Branding for Talent Attraction** In today’s digital age, social media and digital branding play a pivotal role in how NGOs attract talent: - **NGOs as Attractive Employers:** Organizations are increasingly using platforms like LinkedIn, Twitter, and Instagram to promote their mission, values, and workplace culture. Through storytelling and sharing their impact, NGOs can connect with potential recruits who align with their values. - **Targeted Social Media Advertising:** Social media platforms now offer advanced targeting options, enabling NGOs to run highly targeted recruitment campaigns. NGOs can use these tools to reach professionals with specific skill sets, experiences, or geographic preferences, further streamlining the hiring process. 7. **The Rise of Freelance and Gig Economy Platforms** The gig economy is booming, and NGOs are taking advantage of freelance platforms to fill short-term or project-based positions: - **Hiring Freelancers for Short-Term Projects:** Whether it’s a temporary field project or a short-term research assignment, NGOs are increasingly turning to freelancers. Platforms like Upwork and Freelancer allow NGOs to source highly specialized professionals for specific tasks, reducing long-term commitment and costs. - **Flexibility and Cost-Effectiveness:** Freelance hiring offers flexibility, which is vital for NGOs that may have fluctuating project demands. It also allows NGOs to optimize budgets, as they can hire professionals on a need-based basis without the long-term financial commitments of traditional employment. **Conclusion: The Future of NGO Recruitment** The technological transformation in global recruitment is set to continue evolving, and NGOs must adapt to these trends to stay competitive in the talent market. As AI, blockchain, and virtual hiring practices become mainstream, the recruitment process will be faster, more transparent, and more cost-effective. Ultimately, embracing these innovations will allow NGOs to recruit more efficiently, attract better talent, and make a greater impact on the world. For NGOs, the future is not just about finding the right talent but doing so in ways that maximize resources and align with their mission-driven goals. Technology, in this regard, is not just a tool but a catalyst for more impactful, mission-driven work. ABOUT THE AUTHOR **[![](https://carrhure.com/wp-content/uploads/2024/04/Deepak-Kumar-Profile-150x150.jpg)](https://carrhure.com/wp-content/uploads/2024/04/Deepak-Kumar-Profile-scaled.jpg)** **Deepak Kumar** A passionate and tenacious recruitment leader, Deepak Kumar is dedicated to hiring great people who impact the outcomes of a company’s goals. He has been fortunate enough to be involved in many exciting, innovative, international projects throughout his career, including working with leading vendors and innovative start-ups, recruiting executive leaders throughout India, Africa, APAC, and the United States, plus regional multi-disciplined teams. With a Master’s degree in technology, specializing in computer science, and a prestigious Java certification, Deepak combines academic excellence with hands-on expertise. He adeptly navigates both traditional and innovative sourcing platforms. His collaborative efforts with CEOs and product leads have been pivotal in driving project success. Deepak’s experience in executive search has been instrumental in identifying and recruiting top-tier leadership talent, ensuring that organizations have the strategic visionaries they need. He is also committed to diversity in hiring, actively seeking to create inclusive workplaces that reflect a wide range of perspectives and backgrounds. In addition to his tech recruitment expertise, Deepak has a strong background in non-tech sectors. He has successfully recruited leaders for roles in environmental sustainability, resources, social impact, and not-for-profit (NFP) and non-governmental organization (NGO) leadership. His work in these areas has helped organizations drive positive change and achieve their missions. Throughout his career, Deepak has demonstrated a keen ability to anticipate staffing needs and identify top talent, thereby surpassing organizational goals. His experience extends to training and supervising staff, equipping him to make meaningful contributions to any organization. Moreover, Deepak’s adeptness in stakeholder and vendor management, coupled with a commitment to understanding business requirements, has been instrumental in delivering prompt results. He remains updated on the latest hiring trends and has orchestrated hackathons, evaluated tech sourcing platforms, and conducted market mapping to enhance talent attraction. **Categories:** Blog --- ### [International Anti-Corruption Day - Why the Fight Against Corruption Is Everyone’s Business](https://carrhure.com/international-anti-corruption-day-why-the-fight-against-corruption-is-everyones-business/) **Published:** December 9, 2025 **Author:** Nadia Bulangis **Content:** Corruption may sometimes feel abstract, buried in financial reports or legal documents, but its impact is anything but remote. It erodes public trust, destabilizes institutions, and undermines development efforts. Recognizing this, the United Nations General Assembly designated 9 December as International Anti-Corruption Day through resolution A/RES/58/4, creating a global moment to raise awareness, advocate for transparency, and promote ethical governance. This initiative, in conjunction with the United Nations Convention against Corruption (UNCAC), underscores that corruption is not only a legal issue but also a societal one. The day is more than a symbolic gesture. It is a call to action for governments, civil society, and NGOs alike. Ignoring corruption is not neutral — it risks derailing programs, undermining trust, and reducing their impact, especially in sectors such as rural development, food security, climate-smart agriculture, and humanitarian aid. #### Why the NGO Sector Must Not Look Away Corruption doesn’t only affect high-level politics. It erodes social institutions, distorts resource allocation, undermines development outcomes, and penalizes the most vulnerable. For NGOs working in areas such as rural development, food security, climate-smart agriculture, humanitarian assistance, and governance, corruption can undermine even the best-intentioned programs — diverting funds, eroding credibility, and damaging community trust. Ignoring corruption isn’t a neutral stance; it risks impacting the mission, legitimacy, and long-term sustainability. NGOs, with their grassroots presence and often cross-sectoral engagement, are uniquely positioned to detect, resist, and help redress corrupt practices. #### Corruption Knows No Borders Recent global events underscore the need to combat corruption. From Asia to Africa, Europe to the broader international community, corruption continues to disrupt governance, impede development, and galvanize citizen action. In Asia, the Philippines saw massive protests in 2025 over alleged corruption in flood-control infrastructure projects, where hundreds of billions of pesos reportedly vanished into ghost or substandard initiatives. Youth coalitions, civil society organizations, and religious groups mobilized nationwide to demand accountability and transparency. Nepal experienced a similarly dramatic moment when young protesters rose in September 2025 against widespread corruption and nepotism, leading to clashes with security forces, dozens of deaths, hundreds of injuries, and ultimately the resignation of the Prime Minister. Meanwhile, Indonesia witnessed protests in August 2025 after revelations that hundreds of parliament members were receiving excessive housing allowances, with some demonstrators targeting lawmakers’ residences to call for reform. In Europe, corruption cases illustrate that even countries with robust institutions are not immune. In Switzerland, courts convicted the trading giant Trafigura and its former COO in January 2025 for bribing an Angolan official to secure oil contracts from 2009 to 2011, imposing fines and prison sentences. The Czech Republic faced a major scandal at Motol University Hospital involving misuse of EU structural funds, bribery, and potential money laundering, with contracts worth over CZK 4 billion (~€150 million) implicated. Spain also faced corruption allegations tied to public works contracts in 2025, prompting a 15-point government action plan that emphasized auditing, whistleblower protections, and enforcement measures. In Africa, South Africa’s investigations during 2024–2025 revealed alleged corruption totaling USD 7 billion across state-owned enterprises, including those in transport, defense, energy, the national airline, and lottery commissions—the allegations centered on procurement irregularities, conflicts of interest, and mismanagement. Globally, corruption threatens climate-finance initiatives. A 2025 watchdog report highlighted that mismanagement in procurement and financing could undermine climate adaptation and mitigation projects, particularly in vulnerable countries that rely heavily on external aid. #### The Role of NGOs and Civil Society The global reach of corruption demands that NGOs embed integrity as a core principle. Programs should integrate transparent procurement, independent audits, community feedback mechanisms, and oversight structures. International Anti-Corruption Day offers NGOs an opportunity to engage stakeholders — including staff, donors, partners, and communities — in discussions about ethics, accountability, and transparency. NGOs should also advocate for institutional reforms, including increased transparency in public procurement, robust legal protections for whistleblowers, and effective civic oversight. Collaborations across sectors are crucial for fostering integrity in public works, climate finance, social protection, and humanitarian aid. Importantly, supporting youth leadership in advocacy and oversight is vital, as demonstrated by recent protests in Asia where young citizens catalyzed systemic attention to corruption. #### Conclusion: Integrity as the Foundation for Lasting Development Global challenges, including climate shocks, inequality, food insecurity, and fragile governance, are interconnected. Corruption is not marginal; it amplifies harm and blocks progress. For NGOs and civil society, integrity is non-negotiable. Embedding transparency, accountability, and ethical practices ensures resources reach the most vulnerable, builds community trust, and strengthens resilience. International Anti-Corruption Day should remind us that how we make is as important as what we create. **Source Articles** - [Philippines: Youth rising against corruption](https://www.pna.gov.ph/opinion/pieces/1106-youth-rising-against-corruption) - [Nepal: Young anti-corruption protesters oust PM Oli](https://www.reuters.com/world/asia-pacific/young-anti-corruption-protesters-oust-nepal-pm-oli-2025-09-09) - [Indonesia: Police clash with students over lawmakers’ salaries](https://www.aljazeera.com/news/2025/8/26/indonesian-police-clash-with-students-protesting-lawmakers-salaries) - [Switzerland / Angola: Trafigura bribery case](https://www.investing.com/news/commodities-news/swiss-court-finds-trafigura-former-executive-guilty-of-corruption-3842663) - [Czech Republic: Motol Hospital bribery scandal](https://en.wikipedia.org/wiki/2025_Motol_hospital_bribery) - [Spain: Government anti-corruption action plan](https://www.euronews.com/my-europe/2025/07/09/scandal-hit-spanish-government-unveils-new-measures-in-bid-to-tackle-corruption) - [South Africa: $7B corruption in state-owned enterprises](https://www.africanews.com/2024/08/28/south-africa-investigates-alleged-7b-corruption-at-state-owned-companies) - [Global: Corruption threatens climate-finance](https://www.aljazeera.com/news/2025/2/11/corruption-derailing-climate-fight-watchdog-warns) **Categories:** Blog --- ### [Company Membership](https://carrhure.com/company-membership/) **Published:** June 30, 2025 **Author:** Baruneza Gatbonton **Excerpt:** CARRHURE is delighted to announce its membership with Syntec Conseil, the leading professional association for consulting firms in France. **Content:** CARRHURE is delighted to announce its membership with Syntec Conseil, the leading professional association for consulting firms in France. Syntec is a member of ECSSA, the European Confederation of Search & Selection Associations. **Categories:** News and Highlights --- ### [CARRHURE Represents](https://carrhure.com/carrhure-represents/) **Published:** June 30, 2025 **Author:** Baruneza Gatbonton **Excerpt:** CARRHURE Director-General, Auree De Cabron, is now an official member of the World Agriculture Forum (WAF). **Content:** CARRHURE Director-General, Auree De Cabron, is now an official member of the World Agriculture Forum (WAF). Her membership strengthens Carrhure’s commitment to driving impactful collaboration in global agriculture and food systems **Categories:** News and Highlights --- ### [CARRHURE Chronicles](https://carrhure.com/carrhure-chronicles/) **Published:** June 30, 2025 **Author:** Baruneza Gatbonton **Excerpt:** We sit down with inspiring voices reshaping how we lead: from inclusive recycling to AI ethics to women’s entrepreneurship. **Content:** We sit down with inspiring voices reshaping how we lead: from inclusive recycling to AI ethics to women’s entrepreneurship. Their stories remind us why leadership, at its best, changes lives. **Categories:** News and Highlights --- ### [DIVERSITY AND INCLUSION](https://carrhure.com/diversity/) **Published:** February 22, 2020 **Author:** Auree de Carbon **Excerpt:** Curious to know about the role of HR in agribusiness expansion? Paul Merchant, a contributor at Chron, explains why agribusiness expansion requires proper planning of workforce requirements in all sectors of crop and livestock production. **Content:** ### [5 Unique Things Female Employees Offer Their Employers](https://www.forbes.com/sites/jenniferpalumbo/2023/12/03/5-unique-things-female-employees-offer-their-employers/?sh=44d7ff7d5111) Research has consistently found that companies that are more gender diverse —having more female representation in both leadership and the overall workforce — are far more likely to outperform their male-dominated peers. ### [The Challenges Faced By Women in The Workplace](https://blog.vantagecircle.com/women-in-the-workplace/) Women have been trying to break away from norms and standards set by society. They have been marching for equal rights and fighting for their rightful place in the world. ### [Diversity in the Workplace | All You Need to Know in 2024](https://novoresume.com/career-blog/diversity-in-the-workplace) In recent years, diversity in the workplace has become a priority for many companies around the world. And it’s not without good reason – diversity in the workplace brings many advantages to employers and employees alike. ### [The gender gap in employment: What’s holding women back?](https://www.ilo.org/infostories/en-GB/Stories/Employment/barriers-women#unemployed-vulnerable) Around the world, finding a job is much tougher for women than it is for men. When women are employed, they tend to work in low-quality jobs in vulnerable conditions, and there is little improvement forecast in the near future. ### [Creating a Supportive Environment for Women in the Workplace](https://www.linkedin.com/pulse/creating-supportive-environment-women-workplace-sarah-freestone-/) Women have made significant progress in the workplace in recent years, but there is still more work to be done to create a truly supportive environment for women. ### [Hiring people with disabilities: How talent assessments offer equal opportunity](https://www.testgorilla.com/blog/hiring-people-with-disabilities/) Hiring more people with disabilities shows your workforce that you value diversity and inclusivity. ### [How to Recognize and Support Women in the Workplace](https://www.jobvite.com/blog/women-in-the-workplace/) In the spirit of IWD, execs must move toward greater support and inclusion of women in the workplace (and global workforce at large). With that in mind, let’s examine how C-suites can better recognize and support women of all races, gender identities, orientations, abilities, and backgrounds. ### [HIRE PEOPLE WITH DISABILITIES. CREATE AN INCLUSIVE, RELIABLE WORKFORCE](https://www.jobskills.org/the-benefits-of-hiring-people-with-disabilities-in-the-workplace/) People with disabilities often face several challenges in finding employment. While some companies have become more inclusive in their hiring practices, others still fall behind in their attempts to promote diversity and inclusion in the workplace. ### [Empowering Women In The Workplace By Overcoming Motherhood And Age Biases](https://www.forbes.com/sites/forbeswomenvoices/2023/08/25/empowering-women-in-the-workplace-by-overcoming-motherhood-and-age-biases/?sh=522196cc5c28) Women worldwide face numerous challenges in the workforce, including balancing work and family responsibilities, overcoming age-related biases and breaking free from societal expectations. ### [Gender-Blind Hiring: How To Assess (And Retain) The Best Candidates](https://www.forbes.com/sites/forbescommunicationscouncil/2023/05/11/gender-blind-hiring-how-to-assess-and-retain-the-best-candidates/?sh=1da94617775f) McKinsey ’s Women in the Workplace 2022 Report shows that “for every 100 men who are promoted from entry level to manager, only 87 women are promoted, and only 82 women of color are promoted.” ### [Does Your Organization Promote Gender Equality at Work?](https://www.idealist.org/en/careers/workplace-promoting-gender-equality) Many of us enter the social-impact sector with the goal of creating a fairer world that offers equal opportunities for all. But when it comes to gender equality, you may feel that your own workplace isn’t walking the walk. ### [10 Thoughtful and Creative Ways to Empower Women at Workplace](https://blog.empuls.io/women-empowerment-at-workplace/) The empowerment of women is an essential aspect of creating a diverse, inclusive, and equal workplace. Women make up a significant portion of the workforce. Yet they often face barriers that prevent them from advancing in their careers or accessing the same opportunities as their male counterparts. ### [How to improve gender equality in the workplace](https://www.xero.com/my/guides/gender-equality-workplace/) Gender equality is still an issue in business. As a business owner, how can you help change this situation? Evidence of gender inequality and bias is all around us. Outdated beliefs about gender roles hold women back, and also have an impact on men. ### [3 ways to reduce gender inequality in the workplace post COVID-19](https://www.weforum.org/agenda/2023/01/gender-equality-covid-19-workplace-davos23/) While governments, international organizations and public-sector agencies play their respective roles in reducing gender inequality, the private sector can also cut the inequalities faced by women in the workforce. ### [Creating Workplaces That Invite And Retain Women In 2023](https://www.forbes.com/sites/forbeshumanresourcescouncil/2023/01/25/creating-workplaces-that-invite-and-retain-women-in-2023/?sh=5fc9f59029ec) Women across industries have continued to suffer in the face of challenges. Data that shows women who ask for raises & bonuses are still getting paid less frequently & generously than their male counterparts. Read how we can create workplaces that invite & retain women in 2023. ### [Hopes and predictions for women in the workplace in 2023](https://www.campaignasia.com/article/hopes-and-predictions-for-women-in-the-workplace-in-2023/482761) For most of us, 2022 has been a year of ups and downs, and that includes women in the workplace, who have seen victories and losses in the campaign for equality. There’s a very real risk that the challenges of the coming 12 months could put equality back a decade, but by working together lasting change can still be achieved. ### [Challenges facing women in the 2022 design industry, and how to overcome them](https://www.creativeboom.com/tips/challenges-facing-women-in-the-2022-design-industry-and-how-to-overcome-them/) This article gives a voice to women up and down the profession sharing their open and honest views about their experiences, offering their advice to others in the struggles they face, and suggesting ways that things can be improved going forward. ### [Winning the fight for female talent: How to gain the diversity edge through inclusive recruitment](https://www.pwc.com/gx/en/about/diversity/iwd/iwd-female-talent-report-web.pdf) In most countries, women have long been underrepresented in the talent pipeline. In an effort to close this gap, leaders are turning their energies towards making their businesses more attractive to female talent. But what can employers do to rise to this challenge? ### [Types of Diversity in the Workplace You Need to Know](https://builtin.com/diversity-inclusion/types-of-diversity-in-the-workplace) The number of factors that define diversity is truly unlimited. Throughout an individual’s life, the unique biological and genetic predispositions, experiences and education alter who they are as a person. These nature versus nurture interactions are what diversify and evolve the human race, allowing individuals to connect and learn from each other. Read on to know more. ### [Defeat Diversity Derailers: Inclusion by Design](https://blog.shrm.org/blog/defeat-diversity-derailers-inclusion-by-design) Your organization and you personally are committed to diversity, to hiring and retaining top talent of all backgrounds. But you keep getting derailed. Read on to understand these derailers to help you defeat them. ### [What would a world with 50/50 gender parity look like?](https://www.sc.com/en/feature/future-with-gender-equality/) What will it take for workplaces to be truly family-oriented for men and women, and to have no female leaders – only leaders? Here’s how other countries are working towards putting an end to gender inequalities. ### [Black Women in Nonprofits Matter](https://nonprofitquarterly.org/black-women-in-nonprofits-matter/) Approximately 80% of the nonprofit workforce in NYC is made up of people of color, and 80% of those workers are women of color. Yet, only 16 percent of nonprofit CEOs in New York are people of color. It’s hard to find the stats on what percentage of those were women, or Black women for that matter. Click here to find out why it’s important to have black women in nonprofits. ### [Two Minutes to Understand Why Expatriate Gender Diversity Matters (and Do Something About It)](https://mobilityexchange.mercer.com/insights/article/two-minutes-to-understand-why-expatriate-gender-diversity-matters-and-do-something-about-it) Since having international experience is a pre-condition to reaching top managerial levels, employees should be given international assignments for them to develop, build, and boost their careers. However, the percentage of women in the expatriate workforce globally is still a paltry 14%, with best-performing industries and countries lingering in the 20–30% range. The low participation of women in the assignee talent pool can put a halt to gender equality at leadership levels. Take a few minutes to understand why expatriate gender diversity matters and how we can do something about it. ### [Equity, Diversity, and Inclusion in Big Green Nonprofits: Negotiating the Challenges](https://nonprofitquarterly.org/equity-diversity-and-inclusion-in-big-green-nonprofits-negotiating-the-challenges/) Equity, diversity, and inclusion are some of the topics nowadays across disciplines and sectors. These themes pertain to increasing the access and power of people and population groups who have been treated unfairly—that is, historically excluded, treated differently, or discriminated against. Read on to know more. ### [4 Ways Men Can Support Their Female Colleagues — Remotely](https://hbr.org/2020/10/4-ways-men-can-support-their-female-colleagues-remotely) Everyday gender biases and barriers remain a persistent problem in office culture. But men with a keen awareness of how women experience the workplace and how gender inequities torpedo profitability and mission outcomes can actively deploy strategies to overcome them. Here are 4 ways men can support their female colleagues — remotely. ### [It’s Time To Face The Facts: We Have A Gender And Diversity Problem In The Nonprofit World](https://www.forbes.com/sites/forbesnonprofitcouncil/2020/02/03/its-time-to-face-the-facts-we-have-a-gender-and-diversity-problem-in-the-nonprofit-world/#27ba9e91606a) Why are there not a lot of women of color at the CEO level? Lets see what Anu Kumar, President and CEO of an international reproductive health and rights organization, has to say. ### [How does the gender pay gap significantly reflects the differences between men and women?](https://www.personneltoday.com/hr/jordan-peterson-gender-pay-gap-exist/) VIDEO: “Men and women are not the same and won’t be the same, but that doesn’t mean women shouldn’t be treated fairly.” – Jordan Peterson, Toronto university psychology professor Peterson discussed the gender pay gap with Channel 4 News’ Cathy Newman. How does the gender pay gap significantly reflects the differences between men and women? This interview has been viewed online for over 7 million times and it’s time that you should too. **Categories:** Social Media & Press --- ### [EMPLOYMENT AND HUMAN RESOURCES](https://carrhure.com/employment-human-resource/) **Published:** February 24, 2020 **Author:** Auree de Carbon **Excerpt:** Nonprofit organizations rely on their personnel to execute their strategies and advance their goals. Therefore, staffing decisions are among the most important decision that NPOs should make. To accomplish this, what are the 6 personnel issues that NPOs have to address? Click the link to find out. **Content:** ### [Older Adults in the Workforce: What’s in Store for 2024](https://www.linkedin.com/pulse/older-adults-workforce-whats-store-2024-janine-vanderburg-lnkgc/) Nearly one in four workers are age 55+, and a recent survey by Pew Research Center found that nearly one in five people age 65+ in the U.S. were in the workforce last year. ### [Stuck in a Staffing Crisis? 3 Reasons Your Recruiting Might Not Be Working](https://thecharitycfo.com/stuck-in-a-staffing-crisis-3-reasons-your-recruiting-might-not-be-working/) Hiring new employees–and retaining your existing ones–is a challenge for nonprofits and for-profit businesses alike. In this article, we’ll look at three reasons you’re not recruiting the talent you need and how to fix it. ### [Breaking The Scarcity Mindset In The Nonprofit Sector](https://www.forbes.com/sites/forbesnonprofitcouncil/2023/12/05/breaking-the-scarcity-mindset-in-the-nonprofit-sector/?sh=5d0429d16566) Too many leaders in the nonprofit sector are focused on the urgent needs of the populations they serve while fighting their own day-to-day problems, like not being able to fill critical positions, not having a competitive salary structure, having a shortage of working capital to innovate and not having enough money to evaluate the effectiveness of their programs. ### [Nonprofit Hiring Outlook and Trends in 2024](https://501c.com/nonprofit-hiring-trends-2024/) Much of the writing done about the future of recruiting, hiring, and retention has been focused on measuring current trends against their 2019 levels. The theme, whether stated or unstated, is wondering when we can “return to normal” or whether that is even possible. ### [Disability at Work: Cope with Challenges and Thrive](https://www.helpguide.org/articles/healthy-living/disability-at-work.htm) Working with a disability can present many different physical and mental challenges. These tips can help you adapt to new circumstances, overcome workplace obstacles, and enjoy a fulfilling career. ### [NON-PROFIT STARTUPS: WHY THEY NEED THE HELP OF NON-PROFIT RECRUITING FIRMS FROM DAY ONE](https://www.questorg.com/non-profit-startups-why-they-need-the-help-of-non-profit-recruiting-firms-from-day-one/) Starting a non-profit organization can be an excellent choice for many reasons. Thanks to these groups, we’re seeing true change in different areas of society. If you want to improve the professional development of your business, you should consider non-profit recruiting firms. ### [Talent Retention: Keeping Your Best People](https://medium.com/animus-health/talent-retention-keeping-your-best-people-fb82c2aa6aa4) How health organisations can transform their growth and impact by ensuring employees thrive at the company. The most successful organisations understand that their talent is at the core of their success. ### [Despite DEI progress, most nonprofit staffs don’t look like their communities](https://www.hrdive.com/news/despite-dei-progress-nonprofit-staffs-dont-reflect-communities/690664/) Nonprofits have made “significant strides” in prioritizing diversity, equity, inclusion and justice, yet challenges remain that require key shifts in strategy, according to the results of Nonprofit HR’s 2023 Nonprofit DEIJ Survey. ### [Nonprofit Recruitment Insights for 2023](https://do-good-better.com/nonprofit-recruitment-insights-for-2023/) In the ever-evolving landscape of nonprofit recruitment, staying ahead of the curve is essential. This becomes even more crucial as nonprofits face unique challenges, including budget constraints and a growing demand for dedicated talent. ### [Workplace Coaching: Empowering Employees](https://safetyculture.com/topics/workplace-coaching/) Workplace coaching, employee coaching, or business coaching is the continuous two-way feedback between the employee and the coach with the intention to work on areas for improvement and reinforce strengths to sustain the progress of the employee’s performance. In other words, coaching in the workplace means empowering employees to be the best performers that they can be. ### [It’s time for real action to help women in the workplace](https://www.raconteur.net/talent-culture/women-work-summit-change) Women are still being held back in the workplace, facing issues including lower pay and less career progression. To change that, business and government needs to step up. ### [Employee empowerment: Definition, benefits, and tips](https://www.achievers.com/blog/employee-empowerment/) Employee empowerment can instill greater trust in leadership, encourage employee motivation, lead to greater creativity, and improve employee retention ー all of which ultimately results in a better bottom line. ### [Is There Anybody Out There? Navigating the Challenges of Managing Hybrid Work Teams](https://blueavocado.org/hr-and-employment-issues/managing-hybrid-teams/) Most nonprofits say they plan to continue offering remote work options post-pandemic. Be sure your nonprofit’s managers and executives are equipped to successfully lead hybrid work teams. ### [Recruitment Strategies for 2023: How to Prepare for the Future](https://technologyadvice.com/blog/human-resources/recruitment-strategy/) Being intentional about your recruitment strategy can help your company meet hiring goals and cultivate a diverse talent pool. ### [Importance of Training And Development For Employees: 12 Benefits](https://engagedly.com/blog/importance-implementation-and-benefits-of-training-and-development-program/) In today’s competitive environment, continuous improvement through training is essential for an organization’s success. Employee training and development programs are no longer a luxury reserved for the C-suite; they are critical to the success of your organization and its employees. ### [Why Do Nonprofit Organizations Fall Short of Their Potential?](https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/humanity-into-hr/pages/why-do-nonprofit-organizations-fall-short-of-their-potential.aspx) The concept of nonprofits doing good for others is wonderful. The sacrifices and commitments of those who support them, and the results they produce, help make the world a better place. And yet most nonprofits fall short of their potential. In my experience, they succumb to an entitlement mentality and lose sight of their “”why”” and their accountability. ### [Ageism In The Workplace](https://www.betterhelp.com/advice/careers/ageism-in-the-workplace/) According to the World Health Organization, employers frequently have negative attitudes toward older workers even though they are not necessarily less healthy or less productive than younger workers. A survey completed by the American Association of Retired People (AARP) found that 64% of Americans between 45 and 60 either saw or experienced age discrimination at work. ### [ESG, the foundation for a future sustainable workforce and talent attraction](https://inac-global.com/2023/08/04/esg-the-foundation-for-a-future-sustainable-workforce-and-talent-attraction/) Environmental, Social, and Governance (ESG) concerns have become key elements in business decision-making. These criteria not only affect a company’s reputation, but also play a fundamental role in attracting and retaining talent, as well as in shaping the company’s culture and employee engagement. ### [Sustainability Attracts Talent](https://sensiba.com/resources/insights/sustainability-attracts-talent/) Sustainability is reshaping the corporate landscape and changing how companies operate and make decisions. Integrating environmental, social, and governance (ESG) considerations into business strategies and operations is imperative for building a regenerative and just economy. It’s also critical for successfully attracting talent. ### [The Rise of Passive Candidate Recruitment](https://theundercoverrecruiter.com/passive-candidate-recruiting/) Discover how businesses strategically target passive candidates to find the right talent. Learn about the benefits of engaging passive candidates and explore Atlas World Group’s successful recruitment approach. #TalentShortage #PassiveCandidates #RecruitmentStrategy ### [How to Boost, Measure and Improve HR Effectiveness](https://blog.elblearning.com/how-to-boost-measure-and-improve-hr-effectiveness) Enhance business performance through effective HR management. Explore key indicators: Employee Retention, Employee Satisfaction, and Company Culture. Improve HR effectiveness with communication, training, and technology strategies. Elevate your organization’s success! #HREffectiveness #BusinessGrowth #HRManagement ### [4 HR Challenges Faced by Nonprofits](https://blog.namely.com/hr-challenges-faced-by-nonprofits) Explore the intricacies faced by HR teams in purpose-driven organizations. Learn how to address hurdles and support your mission-driven workforce. Read on to ensure compliance and operational efficiency in the nonprofit sector. #NonprofitHR #HRChallenges #MissionDrivenWork ### [5 Steps to Successfully Onboard New Nonprofit Staff](https://eleoonline.com/nonprofit-tips/5-steps-to-successfully-onboard-new-nonprofit-staff/) Learn the 5 essential steps for successful nonprofit onboarding. From accurate job descriptions to engaging orientations and robust training, create a supportive environment for new staff. Don’t miss these strategies to improve company culture and retain top talent! #NonprofitOnboarding #EmployeeRetention #HRStrategies ### [10 Ways Human Resources Will Continue to Change](https://www.netsuite.com/portal/resource/articles/human-resources/employee-turnover-kpis-metrics.shtml) Maximize workplace stability and success with effective employee retention strategies! Discover how to track essential HR metrics and reduce turnover rates. Boost morale and productivity to create a happy and thriving workforce. #EmployeeRetention #HRMetrics #BusinessSuccess #WorkplaceHappiness ### [10 DEI Interview Questions You Should Be Asking](https://www.socialtalent.com/blog/dei/dei-interview-questions) Unlock the power of a diverse & inclusive workforce w/ DEI interview questions that reveal candidates’ understanding & commitment to fostering a positive work environment. #DEI #InclusiveHiring #DiverseWorkforce ### [8 Keys to Hiring Great Remote Workers](https://www.glassdoor.com/employers/resources/8-keys-to-hiring-great-remote-workers/) Learn more about the benefits of embracing remote workers & learn how to effectively incorporate them into your team. These strategies will help you attract top talent and build a successful remote workforce. #RemoteWork #HiringTips #ProductiveTeam ### [What Makes Nonprofit Branding Different and How to Excel At It](https://nonprofit.linkedin.com/blog/2023/07/what-makes-nonprofit-branding-different) Discover the unique considerations that set nonprofit branding apart. From differentiating your nonprofit from similar organizations to strengthening your mission and values, find the keys to successful nonprofit branding. #NonprofitBranding #Storytelling #ImpactfulMessaging ### [Recruiting nonprofit volunteers for legislative campaign success](https://www.everyaction.com/blog/recruiting-nonprofit-volunteers-legislative-campaign-success/) Master the Art of Nonprofit Volunteer Recruitment for Campaign Success. Discover proven strategies and tactics to recruit dedicated volunteers for your legislative campaigns. \#VolunteerRecruitment #CampaignSuccess #GrassrootsAdvocacy ### [5 Workplace Solutions For Employee Burnout And Well-being](https://www.hr.com/en/magazines/all_articles/5-workplace-solutions-for-employee-burnout-and-wel_ljdvigkh.html) While employee well-being has become standard fare, more can be done. For starters, employers should regularly review their existing wellness programs so they can critically analyze whether the offerings are actually making a meaningful difference. As evidenced by a Rand study, most workplace wellness programs fall short of their intended objectives, with an average of 80 percent of eligible employees opting out. ### [How to Support Parents of Neurodivergent Children at Work](https://hbr.org/2023/05/how-to-support-parents-of-neurodivergent-children-at-work) Parents of neurodivergent children face unique challenges at work, often leading to high exit rates. Their atypical parenting situation equips them with valuable skills. It’s time for organizations to provide resources and support for these parents to thrive. Learn more from our authors’ experiences and strategies for workplace inclusivity. #Neurodiversity #ParentingJourney ### [Hiring Veterans? What Employers Need to Know](https://www.businessnewsdaily.com/8562-tips-for-hiring-veterans.html) Discover the untapped potential of hiring veterans for your business. With their adaptability, dedication, and transferable skills, they bring value to any workplace. This article is your guide to successfully hiring veterans and leveraging their unique strengths. #HireVeterans #UnlockPotential ### [Supporting resilience and preventing burnout in nonprofits](https://www.mckinsey.com/industries/social-sector/our-insights/supporting-resilience-and-preventing-burnout-in-nonprofits) The passion-driven nonprofit sector attracts skilled employees committed to creating positive change. However, the COVID-19 pandemic has intensified burnout levels among staff. By recognizing physical stressors and promoting a supportive culture, organizations can build a healthier workforce. Let’s prioritize employee well-being and sustain impactful work together. #NonprofitTalent #EmployeeWellbeing #BurnoutPrevention ### [BEYOND LINKEDIN AND INDEED: A NEW APPROACH IN YOUR SEARCH FOR DIVERSE TALENT](https://www.nonprofithr.com/beyond-linkedin-and-indeed-a-new-approach-in-your-search-for-diverse-talent/) Expand your organization’s horizons by leveraging diverse job boards and innovative approaches to attract individuals with unique backgrounds and fresh perspectives. Find passionate candidates connected to your mission while fostering creativity and change. #TalentDiversity #Innovation #FreshPerspectives ### [Nonprofit KPIs to Focus On for Efficiency and Growth](https://nonprofit.linkedin.com/blog/2023/05/important-nonprofit-kpis) Tracking key performance indicators (KPIs) is critical to the long-term success of any organization. The sooner you determine the right nonprofit KPIs to measure and track, the sooner you can understand the true efficiency and impact of your fundraising efforts. ### [Nonprofit Workforce Shortages: A Crisis That Affects Everyone](https://www.councilofnonprofits.org/reports/nonprofit-workforce-shortages-crisis-affects-everyone) Nonprofits face significant difficulties retaining staff & filling vacancies. Initially considered a challenge, it has now become a workforce crisis. The lack of adequate nonprofit staffing means the public suffers delayed or complete loss of needed services. Click to learn more. ### [5 ways nonprofits can win at talent management in 2023](https://wtop.com/sponsored-content/2023/01/5-ways-nonprofits-can-win-at-talent-management-in-2023/) Since 2020, nonprofits have seen decreases in revenue, decreases in funding, decreases in opportunities to host fundraisers, which for many organizations is a revenue lifeline. Here are tips for nonprofit leaders & HR teams to help with talent management despite the challenges. ### [Full-time office work is ‘dead’: 3 labor experts weigh in on the future of remote work](https://www.cnbc.com/2023/03/03/the-future-of-remote-work-labor-experts-weigh-in.html) The pandemic-era trend of working from home remains a key feature of the U.S. job market — and is likely to stay entrenched as a permanent perk for a broad swath of the American workforce, according to labor economists. ### [15 Ways To Showcase Employees To Help Attract And Retain Talent](https://www.forbes.com/sites/forbescommunicationscouncil/2023/05/08/15-ways-to-showcase-employees-to-help-attract-and-retain-talent/?sh=5687563b7960) As companies continue to compete for the best job candidates, they are always looking for new ways to attract top talent. Forbes Communications Council members share ways to publicly showcase employees. Here are tips to leverage a powerful tool in recruitment, hiring & retention. ### [What qualifications are necessary to work for an NGO?](https://job.ngo/what-qualifications-are-necessary-to-work-for-an-ngo/) Non-Governmental Organizations (NGOs) are essential to social welfare, neighborhood improvement, and the promotion of public health, environmental protection, and human rights. They rely on committed individuals with a variety of abilities and credentials to assist them in completing their tasks. ### [How to Build a Diverse Recruiting Strategy](https://www.socialtalent.com/blog/dei/diverse-recruiting-strategies) In today’s increasingly interconnected world, fostering diversity, equity, and inclusion (DEI) is not just an ethical imperative, but also a vital aspect of a thriving business. A diverse workforce brings a wealth of experiences, perspectives, and ideas, helping companies to become more innovative and better equipped to navigate complex challenges. ### [Your Workforce Includes People with Disabilities. Does Your People Strategy?](https://www.bcg.com/publications/2023/devising-people-strategy-for-employees-with-disabilities-in-the-workplace) Most organizations report that their workforce includes relatively few employees with disabilities: just 4% to 7% on average.1 But in a survey of nearly 28,000 employees in 16 countries, some 25% of people said they have a disability or health condition that limits a major life activity. ### [HR for Nonprofits: Expert Tips for Human Resources Management](https://www.obsidianhr.com/hr-for-nonprofits/) Nonprofit organizations can feel like they are at a disadvantage when developing their human resources strategies because of their often limited budgets and resources. Despite these limitations, nonprofit leaders shouldn’t shy away from developing a strong strategy–they need one to reach their maximum potential. In fact, nonprofits have some unique benefits over for-profit organizations. ### [5 Steps to Successful Nonprofit Staff Hiring](https://bloomerang.co/blog/5-steps-to-successful-nonprofit-staff-hiring/) No matter the size, every nonprofit must build a strong team in order to be successful. ### [Digital skills, digital people: The NFP challenge](https://www.pwc.com.au/digitalpulse/nfp-ceo-survey-digital-skills.html) Upskilling remains a top priority for NFPs and over the past three years eighty percent of CEOs have found that digital training programs deliver stronger organisational culture and employee engagement. ### [Worker Productivity Is Down. Is Remote Work the Cause?](https://www.shrm.org/hr-today/news/hr-news/pages/worker-productivity-is-down-is-remote-work-to-blame.aspx) U.S. worker productivity year-over-year has declined for five straight quarters for the first time on record. Does that support the arguments made by critics of remote work that traditional, in-person work produces better results? ### [Want to Help Others? Discover a Career in Philanthropy](https://post.edu/blog/discover-career-in-philanthropy/) If you have a passion for helping others and want to turn that passion into income, then working in philanthropy may be a good fit. Philanthropic organizations have employees, even though they operate in a not-for-profit structure. ### [How can nonprofits effectively recruit and retain high-performing employees?](https://lodestar.asu.edu/blog/2019/07/how-can-nonprofits-effectively-recruit-and-retain-high-performing-employees) It is apparent that the nonprofit sector is going through a time of difficulties and change when it comes to recruiting and retaining employees. Nonprofit organizations are often not able to have separate human resources departments due to budgeting and staff restraints. This issue can lead to a lack of recruitment and retention techniques. ### [How to build a hiring process for a non-profit organization](https://www.oysterhr.com/library/build-a-hiring-process-for-a-non-profit) If you feel like it’s gotten more difficult to recruit skilled employees for your company, you’re not alone. In a 2022 survey of business leaders, 72% cited a lack of available talent as a major hurdle. Recruiting can be even more complicated for non-profits, which lack the big budgets of for-profit companies. ### [Overcoming the challenges of recruiting and retaining nonprofit fundraisers](https://charitableadvisors.com/overcoming-the-challenges-of-recruiting-and-retaining-nonprofit-fundraisers/) While many nonprofit organizations throughout Central continue to face hiring challenges, the task of attracting, hiring, and retaining fundraisers has proven to be one of the most concerning developments going into 2023. ### [7 Steps to Keep in Mind When Hiring for Your Nonprofit](https://www.onecause.com/blog/7-steps-to-keep-in-mind-when-hiring-for-your-nonprofit/) It’s well-known that nonprofits tend to have a problem with employee retention. The historic nonprofit employee turnover rate has always been high and the average time that people stay at their jobs consistently low. ### [HR has a powerful role to play in the climate crisis](https://www.handle.co.uk/blog/2023/04/hr-has-a-powerful-role-to-play-in-the-climate-crisis?source=google.com) HR sits in a really interesting place for making an impact on climate change within businesses. As the internal communication, education, development, talent and reward hub – there’s space for HR to make lots of decisions, and influence the actions of the entire company. So how can this be done? ### [Modernizing the Nonprofit Hiring Process](https://www.criterionhcm.com/blog/modernizing-the-nonprofit-hiring-process#:~:text=Post%20openings%20on%20popular%20job,pool%20than%20broader%20job%20boards.) Nonprofits typically have a narrow focus: Every cent they receive and every minute they spend at work are devoted to furthering the organization’s cause. But that can lead to human resource practices falling behind the times. Updating your nonprofit hiring processes can drastically improve your ability to meet your goals. ### [How to Best Hire Your Next Nonprofit CEO](https://www.nonprofitpro.com/article/how-to-best-hire-your-next-nonprofit-ceo/) Your organization’s CEO just announced that they are retiring or resigning from their position. Your entire board has relied upon that person for everything over the last few years when it came to guiding your organization forward through all of the challenges presented by the pandemic and more. Now what do you do? What is the best way forward to find your CEO’s replacement? ### [Everything You Need to Know about Working at a Nonprofit](https://ca.indeed.com/career-advice/finding-a-job/working-at-a-nonprofit) When looking for a job, you might consider a variety of factors, including potential salary, job responsibilities, expected work hours, and the length of your commute. The mission and structure of the organization might also be a consideration. Nonprofit organizations have unique structures and purposes when compared to for-profit corporations. ### [The Case for Hiring Older Nonprofit Professionals](https://www.nonprofitpro.com/post/the-case-for-hiring-older-nonprofit-professionals-older-workers/) These professionals work extremely hard and give 100% each day. Their wisdom and experience are invaluable to any nonprofit organization. They are usually the first to work in the morning and last to leave in the evening. The commitment to the organization is amazing. ### [​13 Effective Ways To Recruit Nonprofit Talent (Even With A Talent Shortage)](https://www.forbes.com/sites/forbesnonprofitcouncil/2022/03/23/13-effective-ways-to-recruit-nonprofit-talent-even-with-a-talent-shortage/?sh=43faeec123cb) Nonprofit organizations rely on employees and volunteers to continually work toward the mission and move the organization forward. That’s why it’s vital that leaders take steps to assess their organization and ensure they are able to effectively recruit talent in the midst of a talent shortage. ### [Listing down the key challenges facing the recruitment sector](https://www.linkedin.com/pulse/listing-down-key-challenges-facing-recruitment-sector-naveen-joshi/) It is important for recruiters to have information about the key challenges in the recruitment industry to be able to identify and solve them. Recruiters have always been complaining that they cannot find the right talent for an open position. ### [7 Best Practices for Hiring Non-Profit Organization Employees](https://www.contractrecruiter.com/hiring-non-profit-employees/) While every business faces unique challenges in their hiring process, none have quite the same array of difficulty as the non-profit sector. Hiring in non-profits is often restricted by tight budgets, meaning many of those working in the non-profit sector do so with low salaries. They stay in it “for the love of the game,” so to speak; many are even volunteers, not employees. ### [Nonprofit hiring: 4 strategies to meet the best candidate](https://blog.candid.org/post/nonprofit-hiring-4-strategies-to-meet-the-best-candidate/) Your employees are one of your nonprofit’s most valuable assets. They complete your mission, raise funds, and keep your nonprofit running to its full potential. However, finding the right employees is a multi-step process and can sometimes lead your nonprofit to the wrong answer. ### [The Benefits & Challenges of Nonprofit Job Seeking](https://www.foundationlist.org/benefits-challenges-nonprofit-job-seeking-nonprofit-job-seeking-tips/) The nonprofit sector is a rewarding and exciting sector in the United States. Nonprofit organizations represent 5.7% of the entire US economy and over 10.2% of all entities in the United States are nonprofit. Thus, the nonprofit sector is a large and very healthy industry that provides significant employment opportunities. In fact, the total US nonprofit annual revenue is $2.62 trillion, a very sizable amount. ### [12 To-Dos To Assess And Address Workplace Ageism (And Other Isms)](https://www.forbes.com/sites/sheilacallaham/2023/01/29/12-to-dos-to-assess-and-address-workplace-ageism-and-other-isms/?sh=493b085810c5) In an online survey of 800 hiring managers, 38% admitted to viewing resumes with age bias. One can only imagine what that percentage would be if everyone openly admitted discriminatory actions. ### [Human Resources In Profit Vs Nonprofit Organizations: 5 Key Differences](https://gethppy.com/leadership/hr-in-profit-vs-nonprofit-organizations-5-key-differences) Human resources are essential in any organization, whether profit or nonprofit. People are a vital element regardless of organization type. But whereas profit organizations need people to make their money, nonprofit organizations (NPOs) need people to further their cause. So what are the differences between the human resources in these two types of organizations? ### [4 Tips for Increasing Employee Engagement in Nonprofit Organizations](https://nonprofit.linkedin.com/blog/2022/03/how-to-increase-employee-engagement-in-nonprofit-organizations#:~:text=Nonprofit%20leaders%20can%20increase%20transparency,fostering%20trust%20inside%20and%20out.) Employee engagement in nonprofits is a key driver of performance and retention. When employees are engaged in their work, they’re more likely to be productive and satisfied. This in turn leads to higher quality work, greater loyalty to your organization, and lower staff turnover. ### [Racism in the Workplace Statistics 2023: Key Insights And Trends](https://blog.gitnux.com/racism-in-the-workplace-statistics/) Despite the progress that has been made in recent years, racism in the workplace is still a major problem. Let’s look at some of the latest racism in the workplace statistics to get an idea of the scope of the issue, and explore some of the steps that employers can take to ensure that their workplaces are free from racism and discrimination. ### [5 top tips on how to make remote working “work”](https://www.bond.org.uk/news/2023/02/5-top-tips-on-how-to-make-remote-working-work/) Remote work can present unique challenges, such as difficulty in collaboration, potential for burnout, and maintaining team morale. However, with the right strategies in place, remote work can also offer many benefits. ### [How To Approach Nonprofit Recruitment](https://hcchr.com/how-to-approach-nonprofit-recruitment/) How to approach nonprofit recruitment depends on your organization’s needs, priorities, and growth stage. This statement is not meant to dodge the immediate and urgent question of “how do I recruit the best nonprofit professionals?” Rather, the statement helps you focus on developing an ideal persona of the job candidates that will help your particular nonprofit organization succeed. Let’s take that statement and look at each piece. ### [Looking for the Perfect Match? 4 Nonprofit Interview Tips for Hiring the Right Employees](https://socialtrendspot.medium.com/looking-for-the-perfect-match-4-nonprofit-interview-tips-for-hiring-the-right-employees-a18caa392c95) Nonprofits not only need to know if the candidate can do the job, but we also want to know if they share our vision of success and are the right fit for the job and our agency. Here are some recruitment tips to help your organization find the right candidates. ### [5 ways nonprofits can win at talent management in 2023](https://wtop.com/sponsored-content/2023/01/5-ways-nonprofits-can-win-at-talent-management-in-2023/) Lisa Brown Alexander (Nonprofit HR) and Rebecca Dixon (National Employment Law Project) shared pointers on what nonprofit leaders and HR teams can do in the months ahead to help with talent management despite the challenges. ### [HYBRID WORKPLACES ARE HERE TO STAY — HOW’S YOUR ORGANIZATION ADJUSTING?](https://www.nonprofithr.com/hybrid-workplaces-are-here-to-stay-hows-your-organization-adjusting/) Whether your employees are remotely working across the country or local staff is sharing their time between their home office and your company site, your organization is now a hybrid workplace! Zoom and other virtual platforms have become your conference room(s). ### [8 Job Search Mistakes to Avoid (And What to Do Instead)](https://www.idealist.org/en/careers/8-job-search-mistakes) There are tons of good (and not-so-good) advice out there that can guide you through the job search, but none of them can guarantee you’ll get a new role. For every cover letter template and resume format guide you read, there are dozens more that will point you in a completely different direction. ### [7 Bold Bets For 2023 Talent Acquisition](https://recruitingdaily.com/7-bold-bets-for-2023-talent-recruitment/) This year began with such promise, but an inflationary market and concerns about a potential recession caused companies to shy away from hiring. The hiring market is down in industries like tech. Still, companies cannot deprioritize talent acquisition, especially when we are so bullish on 2023 as a massive opportunity for companies to hire efficiently and effectively. What does 2023 hold? ### How to master volunteer management in 2023 If you’re running a nonprofit organization, volunteer engagement and volunteer management strategy should be at the top of your list. After all, volunteers actually play a vital role in helping nonprofits run smoothly. ### [Economic slowdown likely to force workers to accept lower quality jobs](https://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_865256/lang--en/index.htm) Faltering global employment growth and the pressure on decent working conditions risk undermining social justice, according to the ILO’s World Employment and Social Outlook: Trends 2023 report. ### [Worker well-being is in demand as organizational culture shifts](https://www.apa.org/monitor/2023/01/trends-worker-well-being) Attitudes about employee mental health have dramatically shifted, and psychologists are leading the charge to help businesses prioritize employee well-being. ### [5 Effective Ways to Retain More Volunteers in 2023](https://www.volunteerhub.com/blog/retain-more-volunteers-2023/) According to the Corporation for National & Community Service, the average volunteer retention rate is 65%. In other words, approximately one out of three volunteers will stop providing service to your organization. The steps that your nonprofit takes to retain volunteers can have a big impact on the value that your volunteer program is driving for your organization. ### [2023 Global Human Capital Trends](https://www2.deloitte.com/us/en/insights/focus/human-capital-trends.html/#explore) Deloitte’s 2023 Global Human Capital Trends survey polled 10,000 business and HR leaders across every industry, with 105 countries participating. The survey data is complemented by interviews with executives from some of today’s leading organizations. ### [Top 15 HR Challenges in 2023 (+Solutions)](https://whatfix.com/blog/hr-challenges/) Organizations, in the past, were focused on more significant challenges like revenue, competition, and economic instability, with an evident lack of attention on human resources. However, with changing business models and industries, HR has become the prime focus as organizations realize the importance of handling the workforce to influence growth and success. ### [What are the biggest hiring challenges for an NGO Recruiter?](https://www.abrs.net.au/blog/the-big-problems-for-an-ngo-recruiter-how-to-solve-them/) Non-Government Organisations face unique challenges when it comes to finding the right staff. Because they routinely deal with widespread issues — be it social, economical, political or environmental — NGOs require specific experience and characteristics from their employees that traditional for-profit businesses often don’t need. ### [15 Remote Leadership Jobs for Virtual Workers](https://www.flexjobs.com/blog/post/executive-level-jobs-remote-workers-v2/) Over the past year, the pandemic has compelled many organizations to rethink how and where employees work. According to a recent study, 83% of employers say that remote work is working well for their company. ### [Three Tips to Reduce Hiring Bias](https://www.brighterstrategies.com/blog/three-tips-to-reduce-hiring-bias/) Think about the last time you interviewed someone whom you recommended for a job at your company. How did you describe this person? Perhaps you thought they would be a “good culture fit.” Chances are that your instincts were telling you this person and “the vibe” they were giving was right for your organization. Or maybe they attended the same university as you, and you had a lot in common. ### [Recruitment Trends We Will See in 2023](https://www.linkedin.com/pulse/recruitment-trends-we-see-2023-scott-williams/) In 2022, there was a significant change in the job market. Job vacancies increased significantly. However, applications fell significantly. Jobseekers became empowered. Employers had to invest more time and energy into recruiting great employees. Recruiters need to rethink their recruitment strategy for 2023. Here are the trends you must consider if you want to be successful when hiring in 2023. ### [6 hiring challenges in global nonprofit organizations](https://www.safeguardglobal.com/resources/blog/hiring-challenges-ngos-nonprofits) Like their counterparts in the business world, NGOs and international nonprofits face hiring considerations unique to operating in different countries, from recruiting in new regions to streamlining communication across various time zones and locales. Key to advancing your mission is hiring talented, dedicated workers. But sometimes that requires overcoming hurdles, both internal and external. Here are some hiring challenges in nonprofits and NGOs. ### [SEVERE SKILLS SHORTAGES ACROSS THE NFP SECTOR PUTTING PRESSURE ON SALARIES](https://www.fpmagazine.com.au/nfp-skills-shortage-2022-385279/) Rising salaries and finding talent remain huge challenges for the nonprofit sector, latest NGO Recruitment survey shows. ### [Recruitment challenges 2023: six ways to smarter hiring](https://recruiters.theguardian.com/advice/recruitment-challenges-2023) As we embark on a new normal following the pandemic, the challenges faced by recruiters are considerable. Read on for advice on how to find and secure the best talent. ### [These 12 careers are your best chance to get a job in 2023.](https://www.careerfitter.com/career-advice/12-best-careers-jobs-for-2022-2023) The world is back to work and so are you! So, you need to make your steps count. Let’s look at the highest-paying careers that are growing the fastest and careers that will be hiring the most in 2023. ### [7 Best Volunteer Recruitment Platforms for Nonprofits in 2023](https://www.instrumentl.com/blog/best-volunteer-recruitment-platforms-for-nonprofits) Are you looking for volunteers to help your nonprofit, but you’re not sure where to start? A nonprofit volunteer recruitment platform is the answer! Read more to learn what a volunteer recruitment platform is, why you need one, and which ones might be the best fit for your nonprofit! ### [5 BIGGEST RECRUITMENT CHALLENGES IN 2023 AND HOW TO OVERCOME THEM](https://www.linkedin.com/pulse/5-biggest-recruitment-challenges-2023-how-overcome-them-/?trk=organization_guest_main-feed-card_feed-article-content) The workplace is going through a shift. After a mass global disruption, organisations and its leaders are going through extreme change in the way we live and the way employees work, view and take on new opportunities. What was acceptable before 2020 is now a hindrance when it comes to the way we hire. Here are 5 biggest recruitment challenges we’re looking at facing in 2023 and what we can do to overcome them. ### [Career Moves for Women in 2023](https://www.dotcommagazine.com/2022/12/career-moves-for-women-in-2023/) Even though the economy is not in great shape, plenty of employers need qualified, experienced workers. For women in the job market these days, it’s important to make the right moves to secure the best possible position at the highest rate of pay. Here are practical tools for enhancing a career trajectory this 2023. ### [2023 HR Trends](https://www.forbes.com/advisor/business/2023-hr-trends/) As we head into 2023, a number of emerging trends in the human resources industry can help us understand how these relationships are changing. Human resource professionals are now learning to adapt to the evolving expectations of both companies and employees on a post-pandemic planet. Here are the most relevant 2023 HR trends to be aware of in the new year’s workplace landscape. ### [Nonprofit Burnout: How to Recognize And Manage It ](https://donorbox.org/nonprofit-blog/nonprofit-burnout) Burnout is a huge problem in the nonprofit industry. The last 3 months of the year are stressful & frenzied for most nonprofits, even if the outcomes are rewarding & exciting. As per studies, 34% of nonprofit employees say that they feel “used up” at the end of their workday. ### [New Data on Nonprofit Challenges and Opportunities: Benchmark Yourself Against Industry Peers](https://www.bdo.com/blogs/nonprofit-standard/november-2022/new-data-on-nonprofit-challenges-and-opportunities) A survey said nearly 65% are increasing wages to help employees weather the impacts of inflation, & just over 54% are pursuing operational efficiencies and 52% are increasing fundraising. Let’s examine the emerging challenges and opportunities facing nonprofit leaders. ### [Bolder recruitment efforts can benefit organizations](https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-organization-blog/bolder-recruitment-efforts-can-benefit-organizations) Through bold recruitment approaches, employers can benefit from the new talents, skills, and diverse experiences that human capital can bring to their organizations. ### [Recruiting Tips From 3 Entrepreneurial Nonprofits](https://www.linkedin.com/business/talent/blog/talent-acquisition/recruiting-tips-from-entrepreneurial-nonprofits) Water, Venture for America, and the Kauffman Foundation aren’t like traditional nonprofits. All three organizations identify as ‘startup-like,’ pay competitively, & actively source candidates w/ for-profit backgrounds—meaning they’re competing w/ the corporate world for talent. ### [What is the future of work? 10 articles from the Forum on the working world](https://www.weforum.org/agenda/2022/10/world-of-work-10-articles-from-the-forum/) From tackling the diversity backlash to ‘The Great Reshuffle’ shaking up the job market. Click here to read 10 articles from the World Economic Forum on key work topics that will help you navigate the evolving world of work. ### [Remote Work Statistics in 2022 and How they will Influence the Workplace in 2023](https://squaretalk.com/remote-work-statistics/) What began as an extreme measure against the sudden and widespread disruptions caused by the pandemic is now turned into an extensive measurement of employee productivity, management, and work-life balance. Read on to know more about modern employee and their workplace flexibility, views, and values. ### [How has the employment of older workers changed since the pandemic?](https://www.economicsobservatory.com/how-has-employment-of-older-workers-changed-since-the-pandemic) The employment rates of people in their 50s and 60s have risen over the past few decades, partly due to increases in the UK’s state pension age. But since the pandemic, employment rates for these age groups have fallen, as many have moved into early retirement. Read on to know more. ### [The Most In-Demand Jobs Right Now](https://www.linkedin.com/business/talent/blog/talent-strategy/most-in-demand-jobs) Measured by the number of paid job posts on LinkedIn globally, demand for restaurant specialists more than tripled (3.2x), while demand for optometrists grew by 2.8x. Click here to take a closer look at the latest rankings and you’ll see a broader trend come into focus. ### [5 ESSENTIAL HR BEST PRACTICES FOR SMALL NONPROFITS](https://www.imaginecanada.ca/en/5-Essential-HR-Best-Practices-for-Small-Nonprofits) Employees and volunteers are the secret weapons behind every nonprofit’s success. This blog will take you through a few HR best practices that small organizations can adopt today to streamline HR management, and ensure volunteers and employees feel supported, valued, and excited to be part of your mission. ### [Working Group on discrimination against women and girls](https://www.ohchr.org/en/special-procedures/wg-women-and-girls#:~:text=Topics-,Working%20Group%20on%20discrimination%20against%20women%20and%20girls,-Navigation%20Blocks) At its fifteenth session in 2010, the Human Rights Council adopted by consensus resolution 15/23 to establish a working group on the issue of discrimination against women in law and in practice. When renewed in June 2019 through resolution 41/6, the mandate name was changed from the Working Group on discrimination against women in law and practice to the Working Group on discrimination against women and girls. The mandate was renewed in June 2022 through resolution 50/18. Click here to learn more about the mandate and its methods of work. ### [Great Unretirement: How to plan for people working longer](https://www.weforum.org/agenda/2022/10/great-unretirement-older-people-working-longer/) The phenomenon known as the ‘Great Unretirement’ is seeing older workers (over 50) return to paid employment across advanced economies. Read on to know more. ### [9 Best HR Software for Nonprofits](https://www.reviano.com/blog/best-hr-software-for-nonprofits.html) Human resources are a crucial aspect of any organization. It’s the same for nonprofits. While carrying out charitable services to humanity, you also need to manage your team, recruit and onboard new volunteers, organize payroll, and collaborate with your team on fundraising events and project management. Here are the best HR software for nonprofits. ### [Women are switching jobs at record rates, and executive ranks included](https://www.cnbc.com/2022/10/26/women-are-switching-jobs-at-record-rates-executive-ranks-included.html) Many women left the workforce during the pandemic peak. New data shows that women who remain in the workforce are switching jobs at a furious pace, especially higher up in organizations, as some of the changes related to Covid result in a “Great Breakup.” ### [How Nonprofits Can Recruit (and Retain) Their Next Leader](https://www.bdo.ca/en-ca/insights/industries/not-for-profit-education/how-nonprofits-recruit-next-leader/) Attracting the right chief executive for your NPO is only one part of the recruitment process, as retaining top talent starts with the first interaction you have with a candidate. Thinking strategically about your next executive hire can help attract exceptional performers and retain them as they grow with your organization. To help manage the entire employee experience, here are five talent tips to consider. ### [7 Careers in Finance at Non-Profit Organizations](https://www.investopedia.com/articles/financial-advisors/121615/7-careers-finance-nonprofit-organizations.asp) Many financial professionals have discovered that working in the non-profit sector provides them with a measure of satisfaction and enjoyment that they didn’t get previously when they were working for just a paycheck. Although the pay is less, jobs tend to be more secure in this sector in the long run, and those who work in the higher echelons of larger firms can still earn a respectable salary. ### [The purpose-driven organization: 6 tips for fostering diversity and inclusion](https://www.redhat.com/en/blog/purpose-driven-organization-6-tips-fostering-diversity-and-inclusion) Here are some takeaways from Lee Jourdan, experienced champion of DEI at the executive level, and Shuchi Sharma, Red Hat’s VP & Chief DEI Officer on what DEI is, why it’s important, and how best to incorporate it into your workplace. ### [Effective Nonprofit Recruiting Strategies Amongst Increased Market Competition](https://www.foundationlist.org/effective-nonprofit-recruiting/) Nonprofit recruitment has changed dramatically over the past 3 years. Increased competition to hire competent staff, ballooning salary demand, inflation & growing skills gap has rendered traditional recruitment less effective. Here are new & effective recruiting strategies. ### [Why Green Building Matters for HR](https://www.shrm.org/hr-today/news/hr-magazine/1017/pages/why-green-building-matters-for-hr.aspx) Sustainable design practices lead to happy employees—and healthy businesses. Here’s how HR can take the LEED (Leadership in Energy and Environmental Design). ### [Smoothing Nonprofit Turnover Transitions](https://nonprofithub.org/turnover-transitions/) Employee turnover is inevitable. Still, no matter the situation, these events can significantly impact every organization & the remaining employees who shoulder this burden. Without a transition strategy, a teammate’s exit can leave a hole in your organization. ### [Top 13 screening questions recruiters should ask](https://recruitee.com/articles/screening-questions) An area you should pay close attention to is your screening questions. Besides looking at qualifications, a good screening process will help determine who is best suited for your team & culture. Find out what screening questions are, why they’re important, & examples you can use. ### [How to Attract & Recruit the Best Volunteers (And Keep Them)](https://donorbox.org/nonprofit-blog/how-to-attract-the-best-volunteers-and-keep-them) Recent studies estimate that about a hundred million people volunteer yearly with an annual value in the range of $150 billion. Volunteers can help your nonprofit greatly to carry out your mission and objectives. Read more to learn about attracting & recruiting the best volunteers. ### [Employee retention: The real cost of losing an employee](https://www.peoplekeep.com/blog/employee-retention-the-real-cost-of-losing-an-employee) For organizations to thrive in today’s economy, finding and retaining the best employees is vital. This is especially challenging for small businesses and nonprofit organizations that have to compete with larger businesses, and larger budgets, for top talent. ### [The Great Resignation is not over: A fifth of workers plan to quit in 2022](https://www.weforum.org/agenda/2022/06/the-great-resignation-is-not-over/) The employee turnover rate has skyrocketed as workers reevaluate their employers and career choices. With millions looking for jobs, the job climate is ripe for nonprofits to hire top talent. Does your nonprofit board know why workers left their jobs or what they’re looking for in a new position? The answer to these questions could be the key to latching onto talent that’s a great fit for your nonprofit. ### [Nearly 2.4 Billion Women Globally Don’t Have Same Economic Rights as Men](https://www.worldbank.org/en/news/press-release/2022/03/01/nearly-2-4-billion-women-globally-don-t-have-same-economic-rights-as-men) Around 2.4 billion women of working age are not afforded equal economic opportunity and 178 countries maintain legal barriers that prevent their full economic participation, according to a World Bank report. In 86 countries, women face some form of job restriction and 95 countries do not guarantee equal pay for equal work. ### [Overcome Staffing Challenges by Focusing on Your What and How](https://www.nonprofitpro.com/post/overcome-staffing-challenges-by-focusing-on-your-what-and-how/) Beyond the constant quest to source donations, nonprofits have their own additional business challenges. Some years, that means accommodating rising expenses while trying to overcome budget shortfalls. This year, according to the 2022 Nonprofit Industry Pulse Survey, many nonprofits named staffing shortages as a top issue — and they’re not alone in this. ### [Reimagine Your Organizational Culture for Remote and Hybrid Teams](https://www.cmswire.com/leadership/reimagine-your-organizational-culture-for-remote-and-hybrid-teams/) How we work has changed forever. Waiting for the world to return to how it used to be is no longer an option as more and more organizations develop new models of work in response to a rapidly changing world. To be fair, organizations had already been moving in the direction of remote and hybrid work before the pandemic. But let’s be clear: remote and hybrid work is not a new phenomenon, nor is it going to slow down anytime soon. ### [Hiring Refugee Talent: 3 Tips for Nonprofits](https://nonprofit.linkedin.com/blog/2022/06/hiring-refugee-talent-3-tips-for-nonprofits) Today, over 100 million people have been forcibly displaced as a result of conflict and crises in countries like Ukraine, Afghanistan, and Yemen. As refugees rebuild their lives in new communities, one of the most challenging, essential, and rewarding steps is finding employment. ### [Why Women Make a Difference When Developing AI Solutions](https://tdwi.org/articles/2022/04/25/adv-all-why-women-make-a-difference-when-developing-ai-solutions.aspx) A WEF study found that only 22% of AI professionals across the world are female, compared to the 78% who are male. The study suggests that between men and women who hold AI skills, women are less likely to be promoted to senior roles, meaning they are unable to gain expertise in higher-profile and emerging skills. ### [Nonprofit Workforce Shortages: A Crisis That Affects Everyone](https://www.councilofnonprofits.org/tools-resources/nonprofit-workforce-shortages) Nonprofits around the country are reporting significant difficulties retaining staff and filling vacancies, which has now become a workforce crisis. While job vacancies in the government and business sectors may cause disappointment and lost profits, the lack of adequate nonprofit staffing means the public suffers delayed or complete loss of needed services. ### [5 HR Trends Revealed in August 2022](https://www.xref.com/blog/5-hr-trends-revealed-in-august-2022) Talent shortage remains the key driver to hiring challenges and HR professionals are exploring reasons for attrition and seeking strategies to keep those currently employed satisfied. Wellness, internal mobility, and new ways of recognition are just some of the top trending issues this August. Keep reading to find out more. ### [Workforce Strategies For A New Age](https://www.thenonprofittimes.com/hr/workforce-strategies-for-a-new-age/) Some 40% of the global workforce is considering leaving their current employers this year, according to a Work Trend Index Survey. This development presents a unique opportunity for nonprofit organizations to secure highly skilled talent. While attracting and retaining talent is difficult for all industries, nonprofits have a competitive advantage because they offer employees an opportunity to advance the greater good. Organizations should consider redirecting their recruiting efforts by creating a workplace that will attract highly qualified and highly motivated candidates. ### [How racism manifests itself in NGO culture and structures – part two: The pitfall of EDI](https://www.bond.org.uk/news/2022/04/how-racism-manifests-itself-in-ngo-culture-and-structures-part-two-the-pitfall-of-edi) The Bond report laid out the very real experiences of people of color across the sector. In this article, the aim is to build on the themes that came out of the report and to reflect on what has changed over the months. In this blog, let’s take a look at culture and structures inside of NGOs and the discrimination it exacerbates. ### [Women in Technology Statistics: What’s New in 2022?](https://techjury.net/blog/women-in-technology-statistics/#gref) In the world of today, computer science is still mostly under the male domain. Current trends suggest that’s about to change. Why are women in tech statistics so important in 2022? Click here to learn more. ### [HR management tops recession-ready skills list](https://www.legaldive.com/news/recession-proof-skills-hr-management-humanresources-talent/628681/) Scaling up HR departments seems to be top of mind for employers. By Business Talent Group’s count, employer interest in benefit-planning professionals and compensation strategists is on the rise — 100% and 215%, respectively. Click here to find out more. ### [3 Things Nonprofits Must Focus On To Attract and Retain Top Talent](https://www.softwareadvice.com/resources/nonprofit-recruiting/) The United States is currently undergoing a massive worker shortage. This has impacted all industries, including the nonprofit sector, which is showing a major increase in the amount of unfilled positions. ### [This will be HR’s biggest challenge in 2022](https://hrexecutive.com/this-will-be-hrs-biggest-challenge-in-2022/) Jan Bruce, CEO and co-founder of digital workforce solutions platform meQuilibrium, says that, without employee wellbeing as a focus for HR in the coming months, productivity and profitability will suffer. This will be HR’s biggest challenge in 2022. Find out why. ### [5 ways to combat 2022’s recruitment challenges when you can’t pay more](https://worknest.com/blog/5-ways-to-combat-2022s-recruitment-challenges-when-you-cant-pay-more/) In 2022, recruitment & retention are fast becoming employers’ biggest challenges. W/ people continuing to leave their jobs, many employers are shedding staff faster than they can replace them, leading to a net workforce ‘leak’. How can organisations overcome these challenges? ### [How older workers can push back against the reality of ageism](https://www.cnbc.com/2022/03/20/how-older-workers-can-push-back-against-the-reality-of-ageism-.html) Anyone feeling that they’re paying a price for their age? You’re not alone. Nearly 80% of older employees say they’ve seen or experienced workplace discrimination due to ageism, according to a recent survey. Here are some strategies to combat the problem. ### [How to Attract & Recruit the Best Volunteers (And Keep Them)](https://donorbox.org/nonprofit-blog/how-to-attract-the-best-volunteers-and-keep-them) Studies estimate that about 100 million people volunteer yearly with an annual value in the range of $150 billion. Volunteers can help your nonprofit save money, provide better support to beneficiaries, increase contact w/ the greater community, & make available better expertise. ### [Changing role of HR in 2022](https://www.peoplehum.com/blog/changing-role-of-hr-in-2022) In 2020 & 2021, HR had one major role to play – Adapt. Those were remarkable years w/ many organizations adapting their operations to the COVID-19 crisis. The question is, will we slip back into old habits or switch from adaptability to transformation? ### [The most common recruiting challenges and how to overcome them](https://resources.workable.com/stories-and-insights/common-recruiting-challenges) Recruiting in this day & age is a challenge, indeed. It’s getting more so w/ leaner teams & leaner budgets – but with the same expected results. We present some of the most common recruitment challenges that you might be facing in your work & tips on how you can overcome them. ### [Number of the Day: women’s work preferences](https://hrexecutive.com/number-of-the-day-womens-work-preferences/) While the Great Resignation is a relatively new development, women had already begun exiting the workforce early in the pandemic. As organizations look to rebound from the crises & turn their attention to re-engaging women, they’ll need to understand how their needs have changed. ### [Eager to Get to Work](https://www.insidehighered.com/news/2022/04/19/seniors-are-ready-say-goodbye-pandemic-hello-workforce) Based on a new survey from TimelyMD, 88% of the Class of 2022 felt prepared to enter the workforce, & 92% expressed hope for the future. Seli Fakorzi, TimelyMD Mental Health Director, said those numbers are encouraging & shows that students remained resilient during the pandemic. ### [Hiring Refugee Talent: 3 Tips for Nonprofits](https://nonprofit.linkedin.com/blog/2022/06/hiring-refugee-talent-3-tips-for-nonprofits) Over 100 mil people have been forcibly displaced as a result of conflict and crises. As refugees rebuild their lives in new communities, one of the most challenging, essential, and rewarding steps is finding employment. Here are tips for expanding job opportunities to refugees. ### [Women Experienced The Pandemic Differently—And That’s An Opportunity For HR](https://www.forbes.com/sites/ericmosley/2022/03/24/women-experienced-the-pandemic-differently-and-thats-an-opportunity-for-hr/?sh=320f2eb25e42) 65% of women agree that the pandemic has made them rethink the place of work in their lives. If you have the courage and creativity to really structure a new, more human-centric workplace, you’ll get your pick of the most talented women in the workforce today. Find out why here. ### [The Benefits and Challenges of Nonprofit Jobs and Working In The Sector (Shared Article from Foundation List)](https://careers.uw.edu/blog/2021/07/27/the-benefits-and-challenges-of-nonprofit-jobs-and-working-in-the-sector-shared-article-from-foundation-list/) Curious to know the benefits and challenges of nonprofit jobs? This article discusses the issues & the realities of working at nonprofits which can be very helpful to understand while working in the sector. ### [Hiring challenges in global nonprofit organizations](https://www.safeguardglobal.com/resources/blog/hiring-challenges-ngos-nonprofits) Pivotal to advancing your mission is hiring talented, dedicated workers. But sometimes that requires overcoming hurdles, both internal and external. Let’s look at some hiring challenges in nonprofits and NGOs. ### [Hiring and Retaining the Right Fundraising Talent](https://veritusgroup.com/hiring-and-retaining-the-right-fundraising-talent/) Retaining employees is critical, but even more so for your frontline fundraising staff. It takes time to build trusting relationships w/ donors, & in those years, you have a chance as a leader to create effective practices that can help your organization retain these good people. ### [Working mothers are still struggling—here’s how companies can support them](https://www.mckinsey.com/featured-insights/themes/working-mothers-are-still-struggling-heres-how-companies-can-support-them) Nearly 12 mil women left their jobs during the early stages of the pandemic, & the workforce still hasn’t recovered. Organizations can no longer ignore the toll of “double shifts” on working moms. So what can organizations do to lighten the loads of working mothers? ### [A Step-By-Step Checklist to Inclusive Hiring in 2022](https://theundercoverrecruiter.com/inclusive-hiring/) Many HR departments are attempting to create a diverse workplace today, but you can’t have diversity w/o inclusion. To construct a diverse team, HR staff must create an environment that welcomes all individuals & fosters equal engagement & representation. ### [Volunteer Retention Challenges and How to Overcome Them](https://npengage.com/nonprofit/5-volunteer-retention-challenges-and-how-to-overcome-them/) Volunteer retention is crucial for nonprofits. It’s cost-effective to retain current volunteers rather than recruit new supporters. However, if you face challenges in retaining your volunteers, you’re not alone. Here are 5 common challenges and how to overcoming them. ### [Succession Planning Can Be An Employee Retention Tool](https://www.thenonprofittimes.com/hr/succession-planning-can-be-an-employee-retention-tool/) Employers must implement practices to retain talent. One highly effective practice is succession planning. When employees feel valued & are provided w/ a future vision of their opportunities, they are more inclined to stay w/ their current employer. Read on to find out more. ### [If You Want More Applicants in 2022, Change the Way You Hire](https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/building-community-support-recruitment.aspx) Talent communities are a strong tool for creating top-of-mind awareness to ensure that when a candidate is ready to make a job change, they think of your company first. Here’s just a few community-building strategies to make your company the first consideration for job seekers. ### [Upskilling Women for the Future of Work](https://learntechasia.com/upskilling-women-for-the-future-of-work/) In 2 years, 64+ mil women were either furloughed, laid off, or forced to take a break. As the transition starts, approx. 160 mil women will move within & between careers from now to 2030. Others might return to the workforce, but their re-entry is dependent on learning access. ### [7 Ethical Dilemmas Facing Nonprofit Organizations](https://nonprofithub.org/7-ethical-dilemmas-facing-nonprofit-organizations/) If ethics were cut and dry, there wouldn’t be ethical dilemmas. Unfortunately, life is a little more complicated than that. In the nonprofit sector in particular, there are various ethical and moral dilemmas that could creep in and bog down your goal to do more good. ### [Best practices to negotiate salary in the nonprofit sector](https://nynmedia.com/content/best-practices-negotiate-salary-nonprofit-sector) Negotiating salary in any sector can be nerve racking. However, nonprofits can present a unique challenge since nonprofits have limited budget. With the pandemic ongoing, what should employees expect from salary negotiations? How should they approach such a conversation? ### [Ways to Engage Generation Z Volunteers](https://www.volunteerhub.com/blog/engage-generation-z-volunteers/) Generation Z volunteers are a vital contributor to the nonprofit world. With a passion for positive impact, this segment of volunteers can help your nonprofit reach its mission. ### [Hiring Trends in NGOs and Nonprofits](https://www.safeguardglobal.com/resources/blog/ngo-nonprofit-hiring-trends) Changes to the global talent landscape in recent years has meant that NGOs & nonprofits around the world must be strategic in how they staff their organizations. Here are nonprofit hiring trends to help you understand the climate & make decisions that help further your mission. ### [How to Build Nonprofit Talent Systems During Times of Rapid Growth](https://ssir.org/articles/entry/how_to_build_nonprofit_talent_systems_during_times_of_rapid_growth) Over the last decade, many innovative organizations have changed their approach to human resources, moving away from treating employees like risks to be managed and toward viewing talent as an organization’s greatest asset. ### [How Nonprofits Can Recruit Across Generations on LinkedIn](https://nonprofit.linkedin.com/blog/2022/04/how-nonprofits-can-recruit-across-generations-on-linkedin) With 89% of talent professionals agreeing that a multigenerational workforce makes an organization more successful, your nonprofit might be asking questions like, “How do you recruit the younger generation?” ### [Recruiting Women Takes More Than Just Competitive Pay](https://www.gallup.com/workplace/390275/recruiting-women-takes-more-than-competitive-pay.aspx) Responding to the needs of a dynamic world demands a diverse and inclusive workforce that benefits from the unique perspectives, talents and skill sets of women. ### [How Nonprofits can Better Engage Millennials & Gen Z](https://www.salesforce.org/blog/nonprofits-engage-millennials-genz/) Many charities and nonprofits struggle to connect and build relationships with younger donors. They wonder: Do Millennials and Gen Z just not care about philanthropy? ### The Future Is Here – Why Organizations Should Adapt a Hybrid Work Model In 2020, the surge of the COVID-19 pandemic changed people’s lives from constantly connecting with their loved ones, friends, and colleagues to isolating themselves at home doing the best they can to make a living while keeping themselves and their families safe. ### [4 Ways to Bridge the Global Skills Gap](https://hbr.org/2022/03/4-ways-to-bridge-the-global-skills-gap) Already facing historic unemployment levels, young people around the world have lost even more of their already precarious footing over the past three years. ### [7 Tips For Hiring a Professional Fundraiser](https://neonone.com/resources/blog/fundraising-consultant/) A fundraising consultant, sometimes called professional fundraisers, are seasoned pros, field marshals of the nonprofit world. They’ve usually got several years of experience under their belts running campaigns and managing donors for nonprofits. Which is why many nonprofits consider hiring a professional fundraiser. ### [New guide offers insights to business on employing people with disability in the Asia Pacific Region](https://www.ilo.org/asia/media-centre/news/WCMS_840485/lang--en/index.htm) The International Labour Organization has launched a new guide on the inclusion of persons with disabilities for employers in Asia and the Pacific. ### [Embracing A Pre Onboarding Process for Smooth Employee Experiences](https://www.qooper.io/blog/embracing-a-pre-onboarding-process-for-smooth-employee-experiences) Hiring processes are often long these days, and a new hire going through one will know the excitement and anticipation involved throughout. There goes much effort into multiple interview rounds, fixing meeting time, and HR discussions before selecting an employee who is the best fit for the organization. ### [10 Best Practices For Nonprofit Membership Retention](https://www.amcnposolutions.com/how-to-retain-members-of-your-nonprofit-association/) Annually, Canadians give $14 billion to registered nonprofit organizations. For this reason, members are naturally one of the vital keys to success if you’re looking to sustain and grow your association. ### [Nonprofit Staffing Strategies: Four Expert Tips for Success](https://resources.foundant.com/blog/nonprofit-staffing-strategies-four-expert-tips-for-success) A chain is only as strong as its links. And if rust begins to form–even if you may not notice–pulling the chain taught will snap the lengths. Since your nonprofit is only as strong as its staff, do not let your staff begin to rust! ### [A Simple Way to Improve Your LinkedIn Profile & Get Your Nonprofit Noticed](https://nonprofit.linkedin.com/blog/2022/04/one-way-to-improve-your-linkedin-profile-as-a-nonprofit-pro) In today’s competitive professional landscape, a thoughtfully crafted LinkedIn profile can help you catch the eye of recruiters, collaborators, and peers. It’s also good for your nonprofit, too. ### [10 Challenges Global Nonprofit Leaders Are Currently Facing (And How They’re Tackling Them)](https://www.forbes.com/sites/forbesnonprofitcouncil/2022/03/16/10-challenges-global-nonprofit-leaders-are-currently-facing-and-how-theyre-tackling-them/?sh=1193eed04093) In this article, members of Forbes Nonprofit Council, who are well-versed in navigating the challenges that can arise in the nonprofit sector, share obstacles their organization is facing and the steps they are currently taking to address those challenges. ### [Economists say rapid quitting and hiring will continue in 2022 despite omicron wave](https://www.cnbc.com/2022/01/04/rapid-quitting-and-hiring-will-continue-in-2022-despite-omicron-wave-economists-say.html) 4.5 million workers resigned in November based on the Job Openings & Labor Turnover report. That is 3% of the workforce. The said month saw a bump in quits as people prepare to take new jobs in January. But 2022’s numbers reflect a magnitude we’ve never seen before. Read on why. ### [How Can We Make the Workplace Better for Women?](https://www.thehrdirector.com/business-news/the-workplace/how-can-we-make-the-workplace-better-for-women/) March is a month that celebrates women. Whilst this month is an opportunity to show appreciation and support for the women in our lives and the world over, are employers doing everything they can to make the workplace enjoyable and accessible to women? ### [HR Challenges (and Solutions) for 2022](https://www.thehrdigest.com/hr-challenges-and-solutions-for-2022/) As the workforce continues to change, emerging challenges of HRM professionals come to the fore every day. This article will focus on the current issues in human resource management as well as critical HR challenges and solutions in 2022. ### [Looking Back, Moving Forward: A 2022 Recruiting Outlook](https://recruitingdaily.com/looking-back-moving-forward-a-2022-recruiting-outlook/) Two years into this global health crisis, it feels unwise to try and predict anything about recruitment that solid data can’t back. Let’s examine the lessons learned in 2021 to inform and understand our current landscape and how that might change in the near term. ### [Human Resources in Nonprofits: An Indicator of Managerial Preparedness or Program Needs?](https://www.tandfonline.com/doi/abs/10.1080/15309576.2022.2036202?journalCode=mpmr20&) This article examines whether a nonprofit’s reliance on staff & volunteers is associated with its program needs or its managerial preparedness using the Statistics of Income data sets provided by the National Center for Charitable Statistics. ### [HR in the Nonprofit Industry](https://eddy.com/hr-encyclopedia/hr-in-the-nonprofit-industry/) HR is similar across industries, but nonprofit HR has its own unique benefits and challenges. This article discusses those challenges and offers advice and solutions a nonprofit HR person might encounter. Click here to learn more. ### [How to Ensure Your Nonprofit Employees Feel Heard](https://nonprofit.linkedin.com/blog/2022/01/how-to-ensure-your-nonprofit-employees-feel-heard) When people feel heard at work, they’re more likely to contribute their unique thoughts and perspectives to key conversations your nonprofit is having. Here are a few steps organizations can take to foster a culture where people feel comfortable speaking up. ### [4 Things Nonprofits Can Teach Us About Recruiting Management](https://www.jazzhr.com/blog/4-things-nonprofits-can-teach-us-about-recruiting-management/) One of the big challenges in a nonprofit involves volunteer recruitment & management. It’s a field that is stressful & fast-paced, marked by high turnover & a ton of challenges. Looking at their successes can teach you a great deal about handling your own recruitment process. ### [Being Overqualified for a Job Impacts Women and Men Differently](https://qz.com/work/2122507/being-overqualified-for-a-job-impacts-women-and-men-differently/?utm_source=google-news) Rejection for a job because you’re “overqualified” has a certain kind of sting. But there is logic to it: Hiring managers need to weigh several things. The problem is that over-qualification is viewed very differently in female versus male candidates. Read here to find out why. ### [5 Reasons Millennials are Great for Nonprofit Organizations](https://www.caringnetwork.com/news/millennials-great-for-nonprofit-organizations) The landscape has changed. The millennial generation is challenging the long-held ideologies of previous generations. It’s impacting philanthropy, & it’s good. But if nonprofit entities won’t adjust to their needs, the new and future constituents will move on without them. ### [8 Tips for Creating Compelling Nonprofit Job Postings](https://nonprofit.linkedin.com/blog/2022/01/8-tips-for-creating-compelling-nonprofit-job-postings) In the midst of the Great Reshuffle, it’s more important than ever to write job descriptions that truly capture what it’s like to work at your nonprofit, & what a candidate will need to thrive in the role. Here are eight things you can do to improve your current job descriptions. ### [8 Tips for Facilitating Nonprofit Hybrid Meetings](https://bethkanter.org/8-tips-for-facilitating-hybrid-meetings/) As COVID continues, most nonprofit workplaces will become a combination of virtual & on-site work. With the future of office-centric work for all being unclear, hybrid meetings are likely to become our new normal. Here are some considerations for designing and facilitating them. ### [5 Steps to Successful Nonprofit Staff Hiring](https://bloomerang.co/blog/5-steps-to-successful-nonprofit-staff-hiring/) No matter the size, every nonprofit must build a strong team in order to be successful. Here is the five-step process to a successful nonprofit team hire. ### [25 of the Highest Paying Non Profit Jobs in 2022](https://www.ziprecruiter.com/g/Highest-Paying-Non-Profit-Jobs) Do you know that best nonprofit jobs can pay up to $87,000 per year? Nonprofits require many of the same jobs as more traditional for-profit companies. Since there are different jobs with varied duties & responsibilities, here the list that will help you decide. ### [How to Market Yourself in the Nonprofit Sector](https://www.wm.edu/offices/career/_documents/HowtoMarketYourself.pdf) Despite signs that the economy is improving, the nonprofit job market remains extremely competitive. In this buyers’ market, simply being talented is not enough to land a senior leadership role, so job seekers need to get out & sell themselves to prospective nonprofit employers. ### [5 HR challenges (and solutions) for 2022](https://www.benefitspro.com/2022/01/04/5-hr-challenges-and-solutions-for-2022/?slreturn=20220128003806) Things have changed faster than anyone could have anticipated, especially in the workforce. HR managers have been thrown into the midst of changes while trying to find and keep talent from resigning. Let’s take a deep dive into these hurdles and how can HR leaders overcome them. ### [How to Prepare Your Workplace for Human Resources (HR) Challenges in 2022](https://gtm.com/business/human-resources-hr-challenges-2022/) As we enter the new year, the risks of COVID-19 may recede, but the trauma, pain, & disruptions will still be with us, affecting our lives & our work. We’ve all struggled, sometimes in ways, we can’t pinpoint. This can lead to HR challenges in 2022 in your workplace. ### [2022 Guide to Nonprofit Jobs & Careers](https://novoresume.com/career-blog/nonprofit-jobs) If you want a job that makes a difference, then a career in the nonprofit sector just might be for you. Working at a nonprofit organization allows you to use your skills and talents towards a good cause. So, if you’re wondering how you can start working at a nonprofit, this is the right article for you. ### [5 HR challenges (and solutions) for 2022](https://www.benefitspro.com/2022/01/04/5-hr-challenges-and-solutions-for-2022/?slreturn=20220113201506) In over 2 years, things a lot of things have changed. Covid-19, the social landscape, & tech advancements have turned the world upside down, especially in the workforce. As we move in 2022, let’s take a deeper dive into those hurdles & how HR leaders can overcome them. ### [Economists say rapid quitting and hiring will continue in 2022 despite the omicron wave](https://www.cnbc.com/2022/01/04/rapid-quitting-and-hiring-will-continue-in-2022-despite-omicron-wave-economists-say.html) Turnover reached a new high as workers quit their jobs, based on a report. This year’s numbers reflect a “magnitude we’ve never seen before.” Meanwhile, the rise of Omicron cases could disrupt business plans & employees could continue to have the upper-hand well into 2022. ### [The top 6 not-for-profit HR trends for 2022](https://www.iris.co.uk/blog/the-top-6-not-for-profit-hr-trends-for-2022/) Nonprofit businesses are no stranger to dramatic periods of change when it comes to their people; redundancies, resignations & restructures are commonplace due to fluctuating crisis needs & funds. To help you manage change, we’ve looked at the top HR trends for 2022. ### [2022 Nonprofit Jobs Outlook and Economic Trends](https://www.foundationlist.org/2022-nonprofit-jobs-outlook-and-economic-trends/) 2021 saw a shift in how many Nonprofits operated. By the end of 2021, Healthcare job growth reversed for the first time in many years. Gearing up for 2022, spending on science-based programs has been rapidly increasing, and we expect this trend to continue. Click here for more. ### [Mothers in the Workplace: 12 Ways Employers Can Attract and Retain Working Moms](https://www.indeed.com/recruitment/c/info/mothers-in-the-workplace) Since 47% of U.S. workers are women, that means creating policies and a company culture that supports working mothers. During COVID-19, this is even more important, as more than one in four working moms are considering reducing their hours or leaving the workforce entirely. ### [Challenges of HR And Its Shift Post COVID-19 Pandemic](https://blog.vantagecircle.com/challenges-of-hr/) Hurdles that HR personnel face differs every day and help them be better professionals. To handle this responsibility, HR professionals must understand the job’s everyday challenges & solutions. Here are 6 of the HR challenges today and how to approach them. ### [29 Recruitment Strategies With Real Examples for 2022](https://builtin.com/recruiting/recruitment-strategies) Every company recruits candidates differently due to a variety of factors. Rather than define a specific path you should follow, here are 31 examples of creative recruitment strategies that companies across the nation have utilized to hire top talent. ### [An Employee’s Perspective on Compensation: How to Attract and Retain Remote Talent](https://www.forum-expat-management.com/posts/an-employee-s-perspective-on-compensation-how-to-attract-and-retain-remote-talent) One of the benefits of a remote workforce is the ability to broaden your talent pool. Organizations are no longer confined to hiring local people or people willing to move. This article reveals employees’ POV on various compensation models & how remote talent acquisition works. ### [On-the-Job Development Opportunities for Nonprofit Staff](https://www.bridgespan.org/insights/library/leadership-development/on-the-job-development-opportunities) Helping nonprofit employees to advance in their careers doesn’t have to be costly. In fact, there are plenty of creative on-the-job opportunities for employees to learn new skills without an organization having to spend a dime. ### [How to Create an Incentive Program for a Nonprofit Organization](https://www.bbgbroker.com/how-to-create-an-incentive-program-for-a-nonprofit-organization/) Creating a successful incentive program for a nonprofit organization is essential for modern businesses that want to attract/retain top talent, foster a positive work environment, and promote good teamwork & collaboration. Here’s how to create a competitive incentive program. ### [The agile recruitment process: hiring with leaner teams and budgets](https://resources.workable.com/stories-and-insights/agile-recruitment-process-hiring-with-leaner-teams-and-budgets) How is your budget? Because inflation hits everyone, hiring isn’t easy, and now you may be hiring with leaner teams and budgets just in the time where everything costs more. This means a more agile recruitment process for you and your company. ### [1 in 3 women are considering leaving the workforce or changing jobs—here’s why](https://www.cnbc.com/2021/09/27/1-in-3-women-are-considering-leaving-the-workforce-or-changing-jobs.html) New data from Lean In and McKinsey & Company shows that the gap between women and men who feel burned out has nearly doubled — and that disparity is driving more women to consider downshifting their career or leaving the workforce altogether. Click here to find out why. ### [Welcoming Back Retired Employees](https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/retirees-return-to-work-.aspx) While hiring retirees may present some challenges, there are numerous benefits that organizations can reap. If you’re thinking of hiring a retiree, here are four key elements to keep in mind. ### [The Intersection of HR and Corporate Social Responsibility](https://www.hrci.org/community/blogs-and-announcements/hr-leads-business-blog/hr-leads-business/2021/11/22/the-intersection-of-hr-and-corporate-social-responsibility) Embracing corporate social responsibility isn’t just a marketing move. Stakeholders know sincerity when they see it. That’s why integrating HR and corporate social responsibility is essential for creating and sustaining fundamental change. ### [Recruiting, Retaining, and Supporting the Advancement of Indigenous People](https://hr.mcleanco.com/research/recruiting-retaining-and-supporting-the-advancement-of-indigenous-people) There is minimal Indigenous representation in the workforce due to misinformation, misunderstanding, and general lack of knowledge. Hiring Indigenous talent has benefits, but certain practices need to be acknowledged and addressed to recruit and retain Indigenous talent. ### [5 Ways to Retain More Volunteers in 2022](https://www.volunteerhub.com/blog/retain-more-volunteers-2022/) What steps is your organization going to take to retain more volunteers in 2022? Here are 5 strategies to incorporate into your retention plan going into the new year. ### [5 HR trends you should be paying attention to in 2022](https://gethownow.com/blog/5-hr-trends-you-should-be-paying-attention-to-in-2022/) 2020 and 2021 changed the way we work forever. But like most things in life, 2022 is certainly the year HR will have to ride the transformation waves that rippled across the past two years. So, what are the key HR trends for 2022? Click here to find out. ### [Top Interview Questions to Ask Nonprofit Candidates](https://nonprofit.linkedin.com/blog/2021/05/5-top-interview-questions-to-ask-nonprofit-candidates) Finding the right person to join your nonprofit team can be a daunting task. Many hard skills can be taught on the job—but how can you tell if a candidate has the passion and potential to help you move your mission forward? ### [Steps to Creating an Ethical Organizational Culture](https://www.boardeffect.com/blog/5-steps-creating-ethical-organizational-culture/) The culture of an organization influences the moral judgment of employees & stakeholders. Companies that work to create a strong ethical culture motivate everyone to act with integrity. Want to know how to create an impactful Ethical Organizational Culture? Click here to find out. ### [The 7 recruiting principles of highly effective nonprofit boards](https://philanthropynewsdigest.org/columns/the-sustainable-nonprofit/the-7-recruiting-principles-of-highly-effective-nonprofit-boards) The challenges of governing a nonprofit are often more complicated than those faced by board members of similar-sized for-profit entities. Attending to these principles of highly effective nonprofit boards can help your organization set the stage for success. ### [Nonprofit Organizations, and Human Resources Management](https://www.inc.com/encyclopedia/nonprofit-organizations-and-human-resources-management.html) Staffing decisions are among the most important decisions that nonprofit organizations make. Just as businesses and organizations of all sizes and areas of operation rely on their personnel to execute their strategies and advance their goals, so too do nonprofit groups. ### [17 Membership Retention Best Practices That Work With Your Advocacy Strategy](https://fiscalnote.com/blog/member-retention) Organizations spend significant time & resources recruiting new members & advocates, but retention is also important. Read ideas for membership retention! ### [Decent Work for Women Is Essential for the Future of the Nonprofit Sector](https://www.councilofnonprofits.org/thought-leadership/decent-work-women-essential-the-future-of-the-nonprofit-sector) The nonprofit sector is better able to achieve its missions because of decent work. Decent work is a term used to describe fair, stable, and productive work. Sadly, most women are not experiencing decent work in this sector. Let’s find out why. ### [Five reasons why digital work may help promote inclusion of youth with disabilities](https://blogs.worldbank.org/jobs/five-reasons-why-digital-work-may-help-promote-inclusion-youth-disabilities) Digital jobs are opening up important new work opportunities for youth with disabilities in developing countries, which was accelerated by the pandemic. Here are 5 reasons why these developments may present an opportunity to ramp up efforts to include youth with disabilities. ### [The Benefits and Challenges of Nonprofit Jobs and Working In The Sector](https://careers.uw.edu/blog/2021/07/27/the-benefits-and-challenges-of-nonprofit-jobs-and-working-in-the-sector-shared-article-from-foundation-list/) What are the benefits and challenges of nonprofit jobs as well as the issues and the realities of working at nonprofits? This article provides helpful insights as to how it’s like working for NFPs, foundations, and other related organizations. ### [The Best Recruitment Strategies for Nonprofits](https://www.lynchlf.com/blog/best-recruitment-strategies-nonprofits/) Hiring the ‘right’ people for nonprofit work has always been the biggest challenge. Nonprofits don’t offer the same salary that for-profit organizations do. The best way is to define & manage recruitment & retention processes. Here are a few strategies you can follow. ### [A Nonprofit Guide to Human Resources Management](https://www.keela.co/blog/nonprofit-resources/human-resources-management) So many nonprofit organizations start with one person, one passion, and one mission. But to make an impact, most organizations eventually have to hire someone else. Pretty soon, the office is starting to look crowded, and it’s time to get some help with human resources. ### [How to Hire the Staff Your Mission Deserves](https://nonprofitrisk.org/resources/articles/how-to-hire-the-staff-your-mission-deserves/) With the enthusiasm to “staff up”, there is a commensurate risk of committing costly mistakes. Screening—separating the “want to work here” from the very best candidates for open positions—is the key to hiring the staff your mission deserves. Click here to find out why. ### [How to move between nonprofits and for-profit companies](https://www.monster.com/career-advice/article/move-between-nonprofit-and-for-profit-1017) This kind of job change can feel like moving from one world to another. Use these strategies to make the transition as seamless as possible. ### [How to Market Yourself in the Nonprofit Sector](https://www.bridgespan.org/insights/library/careers/how-to-market-yourself) Being a talented candidate is often not enough to land a senior leadership role, so job seekers need to get out and sell themselves to prospective nonprofit employers. This article will help nonprofit job seekers put their best foot forward during a nonprofit job search. ### [Top 10 Tips for Running a Good Nonprofit Hiring Process](https://www.bridgespan.org/insights/library/hiring/top-10-tips-running-hiring-process) Any hiring process takes thoughtful planning. But for nonprofits, which often face time and money constraints, and whose staff are highly driven by passion and commitment to a cause, the planning process takes on new meaning. Here are some tips on running a successful hiring process. ### [Nonprofit hiring and onboarding strategies in an increasingly digital world](https://learning.candid.org/resources/blog/nonprofit-hiring-and-onboarding-strategies-in-an-increasingly-digital-world/) Now more than ever, it’s important for nonprofits to re-evaluate their recruitment and onboarding procedures—and to ensure they are just as effective in a remote setting. Here are 3 critical steps to attract and retain employees in today’s competitive job market. ### [The Great Resignation: Why Your Nonprofit Employees Are Quitting and How to Stop It](https://www.nonprofitmarketingguide.com/the-great-resignation-why-your-nonprofit-employees-are-quitting-and-how-to-stop-it/) Millions of people have quit their jobs across all job categories with many more considering it. While many will argue it’s all about pay, according to Gallup research, the highest quit rate is among those that are “not engaged” and “actively disengaged” workers. ### [How Nonprofits Can Create Inclusive Boards in a New Normal](https://www.ghjadvisors.com/blog/how-nonprofits-can-create-inclusive-boards-in-a-new-normal) Although diverse boards better serve their stakeholders, recruiting & retaining these members continue to be challenging. Today, remote work appears to be the new normal. With the right tactics, boards will be able to improve their makeup while still fulfilling their mission. ### [5 Easy Ways to Improve Your Nonprofit’s Interview Process](https://nonprofit.linkedin.com/blog/2021/10/5-easy-ways-to-improve-your-nonprofits-interview-process) In the nonprofit world, it’s important to scope out quality employees who can contribute to the organization’s mission and propel its vision forward. Here are a few steps that hiring managers can take to streamline their interview process while finding the right candidates. ### [Paternity Leave: The Hidden Barriers Keeping Men at Work](https://www.bbc.com/worklife/article/20210712-paternity-leave-the-hidden-barriers-keeping-men-at-work) Paternity leave, which comes with multiple benefits, is more widely offered than ever before. So, why aren’t more men taking it? ### [How To Write Nonprofit Job Postings That Truly Work](https://www.foundationlist.org/post-jobs-and-write-job-postings-that-truly-work/) Selecting where to post and effectively writing engaging nonprofit job postings is the most important key element when creating effective job postings and recruiting staff. Click here to how to employ these approaches to increase probability of hiring talented professionals. ### [A Future-Proof Reward Strategy is Flexible, Personalized & Inclusive](https://www.aihr.com/blog/future-proof-reward-strategy/) Reward systems are the glue that keeps companies together, motivates employees, & boosts performance and commitment. What are the key elements of a future-proof reward system & how can you inspire exceptional performance and employee commitment? Let’s dive into it. ### [Why Community Involvement and Volunteering Make Better Employees?](https://www.itagroup.com/insights/community-involvement-volunteering-make-better-employees) People make up the workplace, and the world around it. Team members are inexorably linked to the groups, towns, cities and states around them. Embracing that fact can help bolster a positive, thriving environment at work. But why? Click here to find out. ### [Common Nonprofit Interview Questions (With Sample Answers)](https://www.indeed.com/career-advice/interviewing/non-profit-interview-questions) When applying to nonprofit jobs, the process might look slightly different from applying to a regular company. They may ask you questions about your intentions & qualifications. This blog shares common nonprofit interview questions that you can use when coming up with responses. ### [Understanding and Combating the Negative Effects of Sexual Harassment in the Workplace](https://www.embroker.com/blog/how-to-prevent-sexual-harassment/) Employers have a responsibility to provide a safe work environment for their staff. Not only is the prevention of sexual harassment a legal necessity, but it’s also what’s best for your business. Here are the steps to be taken towards sexual harassment prevention. ### [Vaccine Mandates are Legal and Effective. It’s Time for Nonprofits and Foundations to Implement Them](https://nonprofitaf.com/2021/09/vaccine-mandates-are-legal-and-effective-its-time-for-nonprofits-and-foundations-to-implement-them/) Back in June, as COVID numbers decreased. But when the Delta variant surged, ICU units are filled up. When situations are serious, we need to figure out what we can control and take action. One thing we can and must do now is to implement vaccine mandates at our workplaces. ### [Why Hiring For Cultural Fit Can Derail Your DEI Efforts — And What To Do Instead](https://www.forbes.com/sites/forbescoachescouncil/2021/09/17/why-hiring-for-cultural-fit-can-derail-your-dei-efforts---and-what-to-do-instead/?sh=17a34c99728a) Many organizations are still hiring for “cultural fit.” If you are looking to build a more diverse & inclusive culture, hiring based on cultural fit may be at odds with your diversity, equity & inclusion efforts. Here is why you need to stop hiring for cultural fit. ### [Busting HR Myths](https://www.peoplehum.com/blog/busting-hr-myths) Human Resources is probably the one department globally that faces the brunt of rumors, biases and misunderstandings in the corporate world. It’s about time to get these 7 HR myths busted and stand unitedly as a department to speak up on the true functions of HR professionals. ### [Why Showing off Your Impact Will Nab You a Great Hire](https://probonoaustralia.com.au/news/2021/07/why-showing-off-your-impact-will-nab-you-a-great-hire/) Research shows that candidates are more loyal to organizations with a purpose. These organizations are more likely to have higher rates of productivity and longer tenure. Read on to learn how purpose-driven organizations attract great hires. ### [6 Strategies for Recruiting Peer-To-Peer Fundraisers](https://www.initlive.com/blog/6-strategies-for-recruiting-peer-to-peer-fundraisers?hs_amp=true) Peer-to-peer (P2P) fundraising is a popular choice for nonprofits. With some careful planning, you can get your support base directly involved and connecting you to their social networks. In this post, we’ll review 6 strategies you can rely on for recruiting P2P fundraisers. ### [Why return-to-work is putting HR and people leaders in charge](https://hrexecutive.com/why-return-to-work-is-putting-hr-and-people-leaders-in-charge/) As companies transitioned to remote work to their return to the office, people operations experts drove the multifaceted considerations and logistics of both shifts. As a result, people operations have been asked to rethink the functions to deliver effective work experiences. Read on to know more. ### [The Recruitment Risks of Too Many Interviews](https://hrdailyadvisor.blr.com/2021/08/17/risks-of-too-many-interviews/) Employers might want to use an extensive interview process to vet candidates thoroughly, but they need to be careful not to drive applicants away. Click here to learn some of the best practices that might help strike the right balance for recruiters. ### [4 Ways to Reduce No-Shows](https://www.wonolo.com/blog/4-ways-to-reduce-no-shows) One of the major issues that companies face is no-show workers. When workers are scheduled to work but don’t show up, this can cause major logistical headaches. Click here to find out how to reduce no-shows in the workplace. ### [How to Avoid Nonprofit Burnout At The End Of The Year](https://neonone.com/resources/blog/nonprofit-burnout/) In the nonprofit sector, it may seem especially difficult to create the ideal healthy working environment. One of the biggest sources that cause burnout is end-of-year fundraising. Here are some tips that nonprofit employees can use to address common stressors during this time. ### [How to Make the Right Executive Hire](https://theundercoverrecruiter.com/right-executive-hire/) When COVID-19 hit, many executives opted for early retirement. Others were let go by their companies due to perceived redundancy in roles or the need for financial cutbacks. Over a year later, companies are trying to recruit quality leaders. Here’s how you can do it. ### [Performance Management: 5 Drivers for Success](https://www.hrbartender.com/2021/leadership-and-management/performance-management-5-drivers-success/) Despite varying opinions, organizations still need to have a process for managing performance. Good thing is that organizations have some flexibility in creating a performance management process that does works for them and their employees. Read more to learn about these drivers. ### [Should Nonprofits Ditch College Degree Requirements in Job Descriptions?](https://nonprofit.linkedin.com/blog/2021/08/should-nonprofits-ditch-college-degree-requirements) At a time when labor shortages are leaving many nonprofits struggling to attract the talent they need, unnecessary requirements in job descriptions could be holding back hiring efforts. Follow these steps to know if the role/s you need to fill require a college degree or not. ### [What Recruiters Need To Know About Hard To Fill Positions](https://www.smartrecruiters.com/blog/hard-to-fill-positions/) Whether it’s finding someone with the right skills or in the right geography, filling certain roles can be hard. With workers having their pick of jobs, it’s important to discuss the labor market and advise employers who want to reach their recruiting and growth goals. ### [The Most Actionable HR Metrics Across the Employee Life Cycle](https://blog.shrm.org/blog/what-are-the-most-actionable-hr-metrics-across-the-employee-life-cycle) Employee turnover is the HR metric that is most closely analyzed and acted upon by organizations, but it shouldn’t be the case. A survey said that time-to-fill, employee absence, and cost-per-hire were also important. Click here to learn more about other HR metrics to prioritize. ### [4 Ways to Further Your Nonprofit Career with Continued Learning](https://npengage.com/nonprofit-management/nonprofit-career-development-continued-learning/) As a nonprofit professional, it’s important to enhance your own education and encourage others to do the same to improve organizational retention, programming efficiency, and fundraising adaptability. Here are some strategies to help you continue your learning in the NFP sector. ### [Tips for Pre-Qualifying Remote Candidates](https://recruitingblogs.com/profiles/blogs/tips-for-pre-qualifying-remote-candidates) More people are working remotely and they’re liking it. If you’re hiring remote workers, this is good news. Screening candidates for remote positions can be challenging. Here are some key attributes that you need to assess when qualifying candidates for remote positions. ### [How can HR avoid creating a culture of overworking?](https://www.ciphr.com/advice/how-can-hr-avoid-creating-a-culture-of-overworking/) The pandemic resulted in many employees working longer hours than needed. To avoid this from happening in the first place, HR should follow these four steps. ### [You Need to Hire an Executive Director for Your Nonprofit — Now What?](https://www.nonprofitpro.com/post/you-need-to-hire-an-executive-director-for-your-nonprofit-now-what/) As the tide of uncertainty moved in a variety of directions, organizations lost valuable employees, including executive directors. Hiring an executive director is likely the most important decision a nonprofit board will face during its time in office. Here’s what you should do. ### [How to attract working mothers to rejoin the workforce post COVID](https://www.thehrdirector.com/features/covid/attract-working-mothers-rejoin-workforce-post-covid/) Employers who offer various flexible work arrangements will not only attract a more gender-diverse candidate pool, but they’ll also show their current employees who are working parents that they understand – and care – about their needs. Read on to know more. ### [9 Things Employers Look For In A LinkedIn Profile](https://www.topuniversities.com/student-info/careers-advice/9-things-employers-look-linkedin-profile) According to LinkedIn, users with All-Star profiles are 40 times more likely to receive opportunities through LinkedIn, including job offers and new connections. To get to this status and to attract employers to your LinkedIn profile, there are several things you’ll need make sure your profile has. Read on to know more. ### [7 Mistakes Nonprofits Make When Hiring a Grant Writer](http://www.grantwriterteam.com/blog/grant-writing/grant-seeker/7-mistakes-nonprofits-make-when-hiring-a-grant-writer/) Grant writing is a job suitable for a meticulous and skillful individual. Hiring a professional grant writer is one of the most significant investments a nonprofit organization can make. The right hire ensures that the organization never runs out of funds. Read on to know more. ### [Considering the Longer-Term Effects of Letting Star Employees Get Away with Ethical Violations](https://www.cpajournal.com/2021/06/07/considering-the-longer-term-effects-of-letting-star-employees-get-away-with-ethical-violations/) What does management do when a star employee violates company policy? If management lets a star employee get away with such violations, how will this affect average employees? Read on to know more. ### [7 Easy Ways to Find the Best Candidates on LinkedIn](https://www.lever.co/blog/7-easy-ways-to-find-the-best-candidates-on-linkedin/) Finding and recruiting top talent for your company is key to growth and stability. So how do recruiters find candidates on LinkedIn to fill those positions? Read on to know more. ### [Behavioral Interviewing: The Achilles Heel of Diversity, Equity and Inclusion](https://www.glassdoor.com/employers/blog/bias-built-into-behavioral-interviewing/) Behavioral interviewing has been the gold standard in hiring and recruiting for decades. But new conversations about diversity, equity, and inclusion reveal that relying on the sole assumption that “past behavior predicts future performance” is a deeply flawed way to assess a candidate’s potential. Read on to know more. ### [9 Tips for Conducting a Seamless Video Job Interview](https://www.linkedin.com/business/talent/blog/talent-acquisition/tips-for-conducting-seamless-virtual-job-interview) As offices and businesses around the world continue to reopen, companies are looking to marry the best practices of the old work world with the best ideas of the new. One aspect of remote work that promises to be a prominent feature of the emerging hybrid workplace is the video interview. Read on to know more. ### [Quick Quits: When You Recruit Hard But Onboard Soft](https://fistfuloftalent.com/2021/07/quick-quits-when-you-recruit-hard-but-onboard-soft.html) We’ve all had quick quits. They suck. But when you’re ramping up hiring in a big way, quick quits are a primary threat to the effectiveness of your recruiting machine. Read on to know more. ### [How to manage your internal hiring and job posting process](https://resources.workable.com/tutorial/internal-hiring-recruitment) Investing in employee development to fill open roles is a growing trend. Your current employees are qualified, know your company well and are already a culture fit, so looking among them for your next great hire makes sense. Read on to know more. ### [How to Hire a Great Executive Director](https://blog.joangarry.com/hire-great-executive-director/) The most important attribute a leader must have is the ability to build, cultivate and steward relationships. This means getting the best staff hires “on the bus” and retaining them, partnering with the board chair to cultivate relationships that lead to a first rate board, and building a sphere of influence that leads to volunteers, donors, corporate sponsors, and the best staff. Read on to know more. ### [7 Ways to Support Employee Growth and Professional Development](https://www.glassdoor.com/employers/blog/support-professional-development/) One way for businesses to keep employees satisfied and committed is through employee growth and professional development initiatives. Udemy found that 42 percent of employees said that learning and development were the most important benefits when deciding where to work. Read on to know more. ### [Why Your Nonprofit Needs a Quality New Hire Orientation and Onboarding Program](https://www.nonprofitpro.com/post/why-your-nonprofit-needs-a-quality-new-hire-orientation-and-onboarding-program/) With a proper job orientation, new employees need to know who they will meet, what to wear, what to bring and how their job supports the organizational mission. Employees need to have a tour of the workplace, review company policies, understand company history and values, plus review a well-thought-out schedule for further training and mentoring. Read on to know more ### [Differences in the Roles of HR in Profit & Nonprofit Organizations](https://yourbusiness.azcentral.com/differences-roles-hr-profit-nonprofit-organizations-25027.html) Organizations share a need for people to carry out their mission. In for-profit businesses, that mission centers on making money for shareholders. Nonprofits, however, exist for a charitable, religious, educational or political purpose. Human resources in both types of organizations handles functions such as staffing and recruitment, supporting the group’s culture and employee compensation. Read on to know more. ### [Five Tips For Hiring And Managing Effective Nonprofit Employees](https://www.forbes.com/sites/forbesnonprofitcouncil/2021/03/04/five-tips-for-hiring-and-managing-effective-nonprofit-employees/?sh=65d60ac62c59) Nonprofits are hurting. Due to an unprecedented pandemic and a tumultuous economy, charitable giving has been impacted and in-person programs are all but nonexistent. Now, more than ever, nonprofit leaders must focus on the people of their organization and ensure they are hiring effective employees who can navigate the choppy waters of 2021. Read on to know more. ### [5 Questions to Prepare For When Interviewing in the Nonprofit/Service Industry](https://career.uconn.edu/blog/2021/03/24/5-questions-to-prepare-for-when-interviewing-in-the-nonprofit-service-industry/) Thinking about joining a nonprofit? Preparing for the interview will be a key factor in determining your success, but chances are, you won’t be able to anticipate every question the interviewer throws at you. Read on to know more. ### [Crush Job Interviews While Wearing Face Masks Or Using Zoom](https://capeplymouthbusiness.com/crush-job-interviews-while-wearing-face-masks-or-using-zoom/) Job interviewing has definitely changed. Interviews now take place either over Zoom or in person wearing a face mask sitting six feet or more apart. Not quite the best conditions to create rapport. But it’s not impossible. And remember…everyone is in this same situation now. Read on to know more. ### [HR Metrics: The ‘5 ways’ of choosing one!](https://www.clearreview.com/hr-metrics-5-whys-of-choosing/) There are five ​“W” ques­tions to ask when design­ing a met­ric and each con­tributes to the valid­i­ty of the mea­sure. The best met­rics are col­lect­ed with a clear pur­pose, using a delib­er­ate method­ol­o­gy with the right peo­ple at the appro­pri­ate time and opti­mal location. Read on to know more. ### [4 Ways Nonprofits Can Improve Employee Engagement](https://www.nonprofitpro.com/article/4-ways-nonprofits-can-improve-employee-engagement/) Case in point, more than 40% of employees report at least some level of disengagement with their work on a regular basis. While the majority of such issues were more passive in nature, a small percentage of employees report being actively hostile toward the nonprofit they work for. Read on to know more. ### [2021 Recruiting Report: The Future of Remote Work Post-COVID-19](https://recruitment.com/future/future-of-remote-work-post-covid-19) Traditional recruiting strategies are designed to reach and attract employees who will work full time, in an office, close to where they live. After the COVID-19 shift to remote work, however, the majority of workers who can do their jobs from home want to continue doing so after the pandemic. A foundational shift in employee expectations is reshaping the future of work, including the ways recruiters must find and attract top talent. Read on to know more. ### [How Nonprofits Can Stay Competitive in the Hiring Market](https://gethppy.com/talent-management/how-nonprofits-can-stay-competitive-in-the-hiring-market) Hiring for a nonprofit is more complicated than it seems at face value—and staying competitive in the hiring market can be one of the biggest challenges organizations face. While most people want to help support charitable causes and organizations, there are some major challenges that recruiters run up against. Read on to know more. ### [How to Transition to a Nonprofit Career](https://www.flexjobs.com/blog/post/how-to-transition-to-a-nonprofit-career-v2/) Jobs with nonprofits usually have a “greater good” mission, so if you’re transitioning to that field, think about how an organization’s goals might mesh with your personal objectives and career goals over the long-term. Here’s what you need to know about nonprofit work and potential considerations when thinking about transitioning to this sector. Read on to know more. ### [How women are being left behind in the quest for decent work for all](https://ilostat.ilo.org/how-women-are-being-left-behind-in-the-quest-for-decent-work-for-all/) Even before the onset of the pandemic, gender equality in the workplace remained elusive. Now women are on the front lines of the COVID-19 crisis, as they make up the bulk of essential workers, including 70% of health-care workers. Read on to know more. ### [How to Serve on a Nonprofit Board Without Regretting It](https://www.thebalancesmb.com/how-to-be-on-a-nonprofit-board-without-regretting-it-2501802) Serving on a volunteer board of directors can be a study in frustration or one of the great pleasures of your life. If you and the organization are not well-matched, you may be bored at best and appalled at worst. But when both volunteer board members and charity are compatible, serving on a board can be personally and professionally rewarding. Read on to know more. ### [Workplace Compliance: Clarify The Hot-Button Issues You Can’t Ignore Anymore](https://www.workforcehub.com/blog/workplace-compliance-clarify-the-hot-button-compliance-issues-you-cant-ignore-anymore/) Do compliance worries keep you up at night? An HRMS can give you peace of mind. Let’s discuss how to minimize your risks. The goal is to protect your employees, customers, and your business. Read on to know more. ### [5 Pain Points in Your Candidate Experience (And How to Improve Them!)](https://www.recruitingbrief.com/candidate-experience/?open-article-id=15951834&article-title=5-pain-points-in-your-candidate-experience--and-how-to-improve-them--&blog-domain=rallyrecruitmentmarketing.com&blog-title=rally-recruitment-marketing) Did you know that only one-third of candidates report a positive candidate experience? This means that the majority of candidates are likely experiencing pain points somewhere along their candidate experience (CX) with your organization. The good news is that most of these problem areas can be fixed by improving how and when you communicate with candidates. Read on to know more. ### [What to Do When You Encounter Sexism at Work: Micro-Inclusions](https://thewaywomenwork.com/2019/05/confront-sexism-with-micro-inclusions/) Micro-inclusions create space for everyone to feel safe and supported. The actions are small (micro) but in multitudes, they have a big impact. Read on to know more. ### [2021 HR Statistics: Job Search, Hiring, Recruiting & Interviews](https://zety.com/blog/hr-statistics) What is the average number of applicants per job? How much does it cost to hire someone? How long does the recruitment process take? Read on to know more. ### [Problems That Can Slow Down Hiring](https://leadgrowdevelop.com/problems-that-can-slow-down-hiring/) It’s difficult to hire new employees for your company because you only want those who will fit your company the best. However, even when you find the right person, it can take a while for you to hire them. Read on to know more. ### [HUMBLE, HONEST AND HUNGRY. THE 3 HS OF HIRING](https://social-hire.com/blog/candidate/humble-honest-and-hungry-the-3-hs-of-hiring) There are 3 Hs to Hiring. Skills are important, but if you don’t hire out of pure desperation, it’s easy to train on skill in many cases. What’s not as easy is training on crucial elements… Read on to know more. ### [It’s Time To Face The Facts: We Have A Gender And Diversity Problem In The Nonprofit World](https://www.forbes.com/sites/forbesnonprofitcouncil/2020/02/03/its-time-to-face-the-facts-we-have-a-gender-and-diversity-problem-in-the-nonprofit-world/?sh=20e4437606a5) There are fewer women in top positions of larger nonprofit organizations, and when there are women in those positions, they are likely to be paid less than male leaders. Read more to find out why it’s time to acknowledge gender and diversity problem in the nonprofit world. ### [The Right Hire: How to Decide Between Multiple Qualified Candidates](https://www.business.com/articles/multiple-qualified-candidates/) When a company is faced with deciding between job candidates, selecting the right person can present many challenges. While you would rather have multiple strong candidates than none, figuring out which one to hire can be a tough chore for hiring managers. Read on to know more. ### [How can nonprofits effectively recruit and retain high-performing employees?](https://lodestar.asu.edu/blog/2019/07/how-can-nonprofits-effectively-recruit-and-retain-high-performing-employees) According to HRZone, a high-performing employee possesses traits such as self-motivation, ability to take ownership, ability to be a team player and adaptability. There are two main areas that nonprofit organizations should be focusing on to improve their HR departments – recruitment and retention. Read on to know more. ### [Strategic Nonprofit Board Recruitment](https://clairification.com/2021/02/11/strategic-nonprofit-board-recruitment/) When organizations aren’t raising as much money as they need, they’ll often say: “*We need to recruit new board members.*” This is very often true, but it’s only a piece of the puzzle as to why they’re not being more successful with fundraising. If you’re about to embark on some board recruitment, this article will help encourage you to do a little soul-searching first so you can embark on your quest strategically. ### [3 Reasons Why a Culture of Feedback is the Name of the Game](https://www.nonprofithr.com/3-reasons-why-a-culture-of-feedback-is-the-name-of-the-game/) As staff continues to work from home, research has shown that frequency of feedback is especially essential to engaging your remote workers—and the cost of disengagement is high. When working toward the advancement of a mission, there is no time or money to waste. Here are three ways through which a culture of feedback will increase your capacity to deliver on your mission by establishing trust, promoting a career development mindset, and ultimately accelerating the success and longevity of your organization. ### [How HR Can Support Workers With Hearing Loss](https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/04/28/i-see-you-talking-but-i-dont-know-what-youre-saying-how-hr-can-support-workers-with-hearing-loss/?sh=27fd50176b81) In a world where communication is key, it is incumbent on organizations to consider how we might better support our colleagues who are living with hearing loss. Here are five ways HR can support employees who experience hearing loss. ### [Moving from public to private sector](https://www.totaljobs.com/advice/moving-from-public-to-private-sector) Moving From Public to Private Sector: Switching sectors is not a piece of cake. There are a lot of factors that need to be considered before taking a leap. In this article, you will learn about the real difference between the private and the public sectors, the common challenges, and how you can ensure a smooth transition. ### [Strategies to Mitigate Healthcare Personnel Staffing Shortages](https://www.cdc.gov/coronavirus/2019-ncov/hcp/mitigating-staff-shortages.html) Strategies to Mitigate Healthcare Personnel Staffing Shortages: Maintaining appropriate staffing in healthcare facilities is essential to providing a safe work environment for healthcare personnel (HCP) and safe patient care. Click here to know how CDC’s mitigation strategies offer a continuum of options for addressing staffing shortages. ### [3 Compensation Strategies for Your Remote Workforce](https://business.linkedin.com/talent-solutions/blog/work-flexibility/2021/compensation-strategies-for-remote-workforce) Getting pay right for remote workers requires a thoughtful, well-considered strategy, something that companies are struggling with right now. According to a survey, 6 in 10 employers say they intend to pay remote employees the same as in-office workers no matter where they live, while 18% intend to set pay levels by looking first at the market value of an employee’s skills and then factoring in their location. If you’re having a hard time choosing the right compensation strategy for your remote workforce, you can read this article for new ideas. ### [Reference Checking: A Lost Art](https://nonprofitrisk.org/resources/e-news/reference-checking-a-lost-art/) Reference Checking: Why Is It a Lost Art and How to Be Creative in Crafting Reference Checking Questions, Especially in the Nonprofit Sector? Read on to know the answers. ### [Strategies for attracting and retaining Hispanic employees](https://www.cuinsight.com/strategies-for-attracting-and-retaining-hispanic-employees.html) Credit unions across the country are finding it challenging to hire new staff. Hispanics represent the fastest-growing population segment in the United States, which, in fact, is now the world’s second-largest Spanish-speaking country after Mexico. These growth trends are set to continue. Attracting and retaining Hispanic employees soon will become critical to credit union success if it hasn’t already. Here are some strategies for hiring success. ### [The Challenges Faced By Women in The Workplace](https://blog.vantagecircle.com/women-in-the-workplace/) Challenges faced by Women in the Workplace: Women continue to remain underrepresented at every level. According to the Women In the Workplace 2018 report, representation of women of color is the least causing them to stay behind white men, men of color, and white women. Women of color comprise only 17% of entry-level roles and 4% of C-Suite positions. This underrepresentation gets worse in senior management positions. Click here to find out more. ### [Overcoming the challenges of recruitment in the age of COVID-19](https://www.openaccessgovernment.org/overcoming-the-challenges-of-recruitment-in-the-age-of-covid-19/103410/) The pandemic has forced people to work from home, and businesses to recalibrate and pivot their digital strategies to a new mobile age. This means business leaders are faced with the unique challenge of remotely recruiting, onboarding, and training a dispersed workforce – or risk being left behind. Rachel Robinson, EVP Public Sector Services at Teleperformance, comments on how businesses can successfully recruit, onboard, and train new starters all while working remotely. ### [5 Ways to Prepare for a Recruitment Market Bounce-back](https://theundercoverrecruiter.com/prepare-market-bounce/) Despite a lull in business for some agency recruiters over the past 12 months, the UK job market is expected to take off towards the middle of 2021, thanks to the vaccine rollout and easing COVID-19 restrictions. This means we can look forward to better, busier times ahead in recruitment! Here are a few actions you can take to ensure you’re fully prepared. ### [The Contingent Workforce: Everything You Need to Know](https://www.digitalhrtech.com/contingent-workforce/) Most organizations today work with different types of temporary employees and have developed a contingent workforce as a result. In this article, we’ll learn about what a contingent workforce is, the best practices that we can adopt, and why it’s likely to become an even more important part of your organization’s human capital over the years. ### [Nearly half of nonprofit staff employees expect cost-cutting in 2021](https://philanthropynewsdigest.org/news/nearly-half-of-nonprofit-staff-employees-expect-cost-cutting-in-2021) According to the 2020 Eagle Hill Consulting Nonprofit Survey of more than five hundred nonprofit staff, 58% of respondents said their employer took steps to reduce costs in 2020, with program reductions (30%) topping the list, followed by hiring freezes (30%), staff furloughs (25%), salary reductions (24%), and layoffs (20%). Read on to know more. ### [How to Hire: 5 tips for public service recruitment](https://resources.workable.com/tutorial/public-service-recruitmenthttps://resources.workable.com/tutorial/public-service-recruitment) The public and generally non-profit sector isn’t exactly included in lists of ‘cool’ places to work. That adds to the challenge of hiring in an industry that’s regimented and budget-constrained, to begin with. So how do you attract all these talented people out there, and choose the best among them? Click here to know the tips for public sector hiring. ### [Struggling To Find Good Talent? 15 Ways To Switch Up Your Hiring Strategy](https://www.forbes.com/sites/forbescoachescouncil/2020/07/09/struggling-to-find-good-talent-15-ways-to-switch-up-your-hiring-strategy/?sh=4899adc349eb) When hiring, companies always want the best candidates but finding “the best” is often easier said than done. With so many hiring sites and competitive recruitment processes, the person who is the perfect fit for your job may never even see your listing. Read on to know how companies struggling to find top talent can change their strategy and increase the chance of attracting top candidates. ### [Performance Management Alignment: What HR Can Expect In the Year Ahead](https://www.hrbartender.com/2021/leadership-and-management/performance-management-alignment/) Over the past few years, there’s been an on-again/off-again conversation about performance management, specifically the performance review. Here are a few articles about performance management that might help organizations get their processes back on track. ### [Why is Human Resource Management Important for NGOs?](https://www.fundsforngos.org/human-resource-management-2/human-resource-management-important-ngos/) It is not enough just to have a dedicated team for an organization. It is fundamentally believed that unless the team is not properly managed, motivated and performed, the organization will not achieve its goal and objectives. Here is an interesting introductory video from the Society for Human Resource Management that explains how important it is to develop human resources to achieve progress. ### [Preventing Burnout: Strategies for Keeping Nonprofits and Their Volunteers Going Strong](https://www.galaxydigital.com/blog/nonprofit-burnout/) The nonprofit sector is well acquainted with this workplace phenomenon. Organizations like yours tackle big issues, and you and your volunteers work hard to make real change in your communities. But what happens when the nonprofit work you’re passionate about leads to unmanageable stress? Here’s to help you recognize the signs of nonprofit employee burnout and volunteer burnout while outlining strategies to help you catch it before it becomes a problem. ### [How HR Can Take Advantage of Its Family-Building Benefits](https://hrdailyadvisor.blr.com/2021/01/06/how-hr-can-take-advantage-of-its-family-building-benefits/) Family-building benefits are among the most sought-after benefits being offered in 2021. In our new work-from-home climate, COVID has not deterred employees from pursuing family-building but rather has created more demand on employers for this robust benefit. More than ever, the responsibility is on employers to create an environment conducive to the sustainability of work/life balance for their employees. This presents a wonderful opportunity for HR professionals to embrace and support employees through their family-building process. ### [5 No Good Mindsets That Block Nonprofit Talent Management](https://tobijohnson.com/nonprofit-talent-management-mindsets/) When it comes to the sustainability of your nonprofit, you might be tempted to focus solely on grants, funding, and community partnerships. And, you’d be partly right. However, your people are what really help you grow and sustain consistent results. Read on to know the no-good mindsets that block nonprofit talent management. ### [How to support women in the workplace on International Women’s Day](https://www.limeade.com/en/blog/4-ways-to-support-women-in-the-workplace-on-international-womens-day/) Based on a Women in the Workplace study, almost 2/3 of women experience “microaggressions,” or verbal, nonverbal, and environmental slights targeted upon marginalized groups, in their workplace. This discrimination isn’t always explicit. Oftentimes, these microaggressions present themselves as women having their judgment or expertise questioned, having to provide more evidence for their claims, or being mistaken for a more junior position than they are. With this in mind, here are top ideas you can adopt to start building a more inclusive workplace. ### [Diversity Management: How Can It Help Grow Your Business?](https://www.personio.com/hr-lexicon/diversity-management/) According to PageGroup, 63.3% of companies now use diversity management, almost 20% more than three years earlier, which shows that diversity management matters a great deal in modern workplaces. That’s because equality and diversity in the workplace can lead to better functioning teams, happier employees, and, on top of that, more revenue. Read here to find out more on how Diversity Management can help grow your business. ### [5 Digital Strategies for Recruiters to Compete for Talent During COVID-19](https://www.vault.com/blogs/workplace-issues/5-digital-strategies-for-recruiters-to-compete-for-talent-during-covid-19) Traditional recruiting is becoming a thing of the past. In fact, approximately [79% of HR professionals](http://interactive.blr.com/Global/FileLib/RecruitCon_2018/40736_Recruiting_Insider_Update_Final.pdf) have now replaced traditional recruiting methods with online recruiting tools. With COVID-19, these tools and strategies are required for recruiters to identify, attract, and retain top talent. Read on to know how can recruiters compete in a digital age that offers talented candidates more choice than ever before. ### [Unlocking Hidden Value: How Investing in Immigrant Talent Benefits Your Bottom Line](https://www.jff.org/what-we-do/impact-stories/corporate-leadership/unlocking-hidden-value/) This report lays out the case for unlocking this population’s potential. Learn how to use JFF’s Impact Employer Framework to make strategic investments that benefit immigrant and refugee employees and your bottom line. ### [How to Hire: 6 tips to succeed in healthcare recruiting](https://resources.workable.com/tutorial/healthcare-recruiting-tips#) If you’re ramping up your hiring efforts, it’s wise to brush up on your medical recruitment strategies. Click here to know the list of tips you can follow to stay ahead of the latest healthcare recruiting challenges. ### [How to Find the Right HR Mentor](https://www.shrm.org/hr-today/news/hr-magazine/0518/pages/how-to-find-the-right-hr-mentor.aspx) Finding the Right HR Mentor: Employees go to HR to resolve issues, but who do HR professionals go to when they have a problem? ### [Charity, Not-for-profit & NGO careers • Misconceptions](https://www.allaboutcareers.com/career-industry/charity-not-for-profit-ngo/) Even up to this day, some people believe that the only way to work in the charity, not-for-profit and NGO sector is to do unpaid volunteer work. This is absolutely untrue and one can work permanently for an NGO or NFO and get paid an actual salary. Here are some of the misconceptions about charity, not-for-profit, and NGO careers. ### [3 Reasons to consider pursuing your HR certification online](https://www.brandman.edu/news-and-events/blog/hr-certification-online) Up until now, most recruiters and HR professionals still learn the old fashioned way – relying on experience. Since the pandemic hit, recruitment and HR professionals have a lot of learning to do, especially when they have to keep up with trends while still prioritizing people’s welfare. Is it worth it to acquire recruitment/HR certifications? Here are three reasons why you should. ### [8 Steps to Overcoming Ageism in the Non-Profit Sector](https://www.linkedin.com/pulse/8-steps-overcoming-ageism-non-profit-sector-don-hasseltine/) Senior candidates (candidates over 50 years old) are experiencing a headwind when trying to secure their next role in the nonprofit sector. In a world where diversity and inclusion are of utmost importance, how can we ensure that senior talents are not taken for granted and what steps can they take to better position themselves to land their next position? ### [Recruitment Best Practices and Trends for 2021](https://www.powersolv.com/2020/11/25/recruitment-best-practices-and-trends-for-2021/#) Indeed, 2020 has been a year of unprecedented situations and social and economic disruption. With the close of this year, there are a lot of pertinent questions on nonprofits’ mind. One of the important questions is the hiring of new employees. If you’re thinking of creating a hiring plan for next year, consider these best practices and trends before proceeding to recruit new talent. ### [Workplace Safety Preserves and Protects](https://nonprofitrisk.org/resources/articles/workplace-safety-preserves-and-protects/) Workplace safety is not only about preventing injury and illness to employees and volunteers in the workplace. It’s about protecting the nonprofit’s most valuable asset: its staff members. Tons of benefits await nonprofit organizations if they exert more effort in protecting the staff’s well-being. Click here to know how workplace safety preserves and protects nonprofit workers. ### [The 2020 Nonprofit Employment Report: The 3rd Largest Employer Faces the Covid-19 Crisis](http://ccss.jhu.edu/2020-nonprofit-employment-report/) A new report from the Johns Hopkins Center for Civil Society Studies finds that U.S. nonprofits maintained their position as the third-largest employer in the U.S. economy. However, as is the case with all sectors of the economy, nonprofits face challenging times as a result of the on-going COVID-19 pandemic. Read on to know more. ### [3 Non-Profit Recruitment Strategies](https://www.summitsearchgroup.com/non-profit-recruitment-strategies-for-2017/) With the unemployment rate shrinking in Canada, the best corporate talent in the non-profit sector has more options than ever. But how do nonprofit organizations can compete for scarce talent in a seller’s labor market? Read on to know more. ### [A missed opportunity: How the nonprofit sector can do a better job of hiring people with disabilities](https://selfadvocatenet.com/a-missed-opportunity-how-the-nonprofit-sector-can-do-a-better-job-of-hiring-people-with-disabilities/) Many employers may say they don’t have staff with disabilities, but this just isn’t true. In fact, the [2017 Canadian Survey on Disability](https://www150.statcan.gc.ca/n1/pub/89-654-x/89-654-x2018002-eng.htm) conducted by **Statistics Canada**, determined that 22% of the Canadian population over the age of 15 has one or more disability. However, the majority of disabilities are invisible or hidden, with chronic pain, flexibility and mobility issues, and mental health being the most common. ### [How Nonprofits can stay competitive in the hiring market](https://gethppy.com/talent-management/how-nonprofits-can-stay-competitive-in-the-hiring-market) Business is booming in the nonprofit sector. Charitable donations rose after the most recent Presidential election, and 51% of nonprofits expected to increase their staffing last year. While that’s all good news, it’s not the full story. Finding the right people for these roles is often difficult for nonprofits. Click here to know more. ### [How employers can bolster Indigenous hiring](https://www.hcamag.com/ca/news/general/how-employers-can-bolster-indigenous-hiring/164915) Although the Canadian government is actively recruiting from the talent base, a report from the Conference Board of Canada (CBoC) suggests that half of the organizations in the Northern and remote regions of Canada are struggling to hire indigenous workers. Continue reading to see how employers can bolster indigenous hiring and why this is considered a win-win situation for employers and indigenous talent. ### [Well-Being Lessons for Improving Charities’ Online Recruitment](https://www.frontiersin.org/articles/10.3389/fpsyg.2019.02582/full) One of the biggest preoccupations and challenges for most organizations is attracting and retaining the best employees. Although online recruitment and corporate websites are often used as instruments for talent attraction, there is not much academic research expounding on this topic. To give a better understanding of the situation, a comparative study focuses on the attention and quantifies the web section devoted to careers, concretely information related to goods practices affecting the workers’ well-being. ### [Staffing of small nonprofit organizations: A model for retaining employees](https://www.sciencedirect.com/science/article/pii/S2444569X20300391) Small nonprofit organizations (SNPOs) are a large part of the growing nonprofit sector. These nonprofit organizations (NPOs) generally receive $100,000–$250,000 in annual revenue. These entities operate similarly to for-profit businesses, with a mission, values, and dependable employees. Click here to know more. ### [Critical Human Resources Management – Is It So Good?](https://blog.vantagecircle.com/critical-human-resources-management/) Critical human resources management is fundamental for any business because it helps you take care of the most important part of your company – employees. Read on to know more. ### [Data Shows How Nonprofits Can Recruit the Best Talent](https://business.linkedin.com/talent-solutions/blog/nonprofit-recruiting/2015/Data-Shows-How-Nonprofits-Can-Recruit-the-Best-Talent) Over 75% of professionals in North America say they are interested in working for a nonprofit, according to a recent LinkedIn survey. That means there is a massive group of talent waiting to hear about a job opportunity at the right nonprofit. Read on to know more. ### [7 Organizations for Disabled People to Find Employment](https://www.letsenvision.com/blog/7-organizations-for-disabled-people-to-find-employment) It would be living in denial or even plain unfair if one says that the struggles of job hunt is the same for everyone. Let’s face it, the difficulties of finding a job is not the same for people with disabilities. Click here to find out the organizations where people with disabilities can find employment. ### [To hire the best scientists, you first have to understand what they really want](https://www.researchgate.net/scientific-recruitment/blog/post/how-to-hire-scientists) Success in science requires building top-performing teams. In today’s political climate, headlines forecast a grim effect on scientific research. As such, we wanted to understand what researchers really need to help institutions navigate today’s geopolitical crossroads and continue building teams that can accelerate scientific progress. Read more to know what 10,000 scientists think about their academic job market needs and find out how recruiters can hire the best scientists. ### [Advancing Duty of Care and Healthy Workplaces ](https://www.globalhealthyworkplace.org/documents/NGO-Advancing-Duty-of-Care-Healthy-Workplaces.pdf) Duty of Care is the obligation to ensure the safety or wellbeing of others, ideally at the level of Thriving Standards. Read on to know more about what NGOs and INGOs need to meet their Duty of Care responsibilities. ### [13 Employee Engagement Trends for 2020](https://blog.vantagecircle.com/employee-engagement-trends/) Employee engagement is a very abstract concept. It is the “emotional connect” that an employee feels towards its organization. Here is a list of employee engagement trends that will help you build a happier, productive, and engaged workforce. ### [How To Recruit New Members for Your Association on Social Media](https://www.nptechforgood.com/2020/11/01/how-to-recruit-new-members-for-your-association-on-social-media/) There are dozens of ways to attract new members for your association, however, one of the most effective methods is using social media. It has been estimated that more than half of the world’s population has at least one social media account. Click here to know how you can leverage the popularity of social media networks to help you recruit new members to your organization. ### [How recruiters and hiring managers can work together](https://resources.workable.com/stories-and-insights/recruiters-hiring-managers) Recruiters and hiring managers share a common goal: finding great candidates as quickly as possible. In a perfect world, their collaboration is smooth and effective. But often, the recruiter-hiring manager relationship is a tense one. Read on to learn how recruiters and hiring managers can work together. ### [4 Ways Businesses Benefit From an Increase of Women in the Workforce](https://www.gqrgm.com/4-ways-businesses-benefit-from-an-increase-women-in-the-workforce/) Gender inequality in the workplace has been a topic of conversation for decades. Much has changed since then, with some occupations “switching genders” and the gender pay gap closing. Women in business know the effect they have on the workplace – and studies have shown the benefits companies can realize by increasing women in the workplace. Here are 4 ways businesses benefit from an increase of women in the workforce. ### [How to Speed Up a Remote Recruiting Process](https://recruitmentjuice.com/blog/how-to-speed-up-a-remote-recruiting-process/) The hiring pool has never been more diverse than it is today. In the modern digital landscape, you’re not restricted to working with candidates that happen to be on your doorstep. As long as you have the right cloud services available, you can hire employees from anywhere in the world. Click here to know how you can create a quick and efficient online recruiting process. ### [HR is overwhelmingly white and female, data indicates](https://www.hrdive.com/news/hr-is-overwhelmingly-white-and-female-data-indicates/548600/) Seventy-one percent of HR professionals are female, according to Namely’s HR Careers Report. The HR platform for mid-sized companies said its 2018 Workplace Diversity Report revealed women represented 67% of the HR workforce. The company said it used its database of over 1,000 companies and 200,000 employees to glean its demographic insights for the HR profession. ### [7 Tips for Getting Hired After Age 50](https://money.usnews.com/money/retirement/second-careers/articles/tips-for-getting-hired-after-age-50) It can be especially challenging to find a new job in your 50s and 60s. Did you know that the average duration of unemployment for job seekers ages 55 to 64 was 20.9 weeks in March 2020, compared with an average of 17.5 weeks of unemployment among all workers, according to an AARP Public Policy Institute analysis of Bureau of Labor Statistics data? Here are some strategies to find a new job after age 50. ### [Rewards and challenges: working for a small NGO](https://www.humanrightscareers.com/magazine/rewards-and-challenges-working-for-a-small-ngos/) If you work for a small human rights NGO, it can come with plenty of challenges and rewards. But your time at a small NGO can ultimately shape your career and your outlook on human rights work, so it’s important to understand what your experience there could look like. Read on to know more. ### [6 Easy Ways How To Reduce Stress at Work (And Be Happy) in 2020](https://snacknation.com/blog/how-to-reduce-stress-at-work/) There’s a silent killer in your workplace – Stress. Countless studies show that excess stress can cause real physical symptoms like headaches, upset stomach, increased blood pressure, chest pain, and trouble sleeping; not to mention anxiety and depression. Here are 6 easy ways to reduce stress at work in 2020. ### [Top 4 Nonprofit Recruitment Challenges and How to Overcome them](https://empxtrack.com/blog/top-4-nonprofit-recruitment-challenges-and-how-to-overcome-them/) Due to limited financial budgets and manpower, nonprofit organizations face a unique set of recruitment challenges. Read on to know these challenges and how to overcome them. ### [Why Your Mentorship Program Isn’t Working](https://hbr.org/2020/07/why-your-mentorship-program-isnt-working) Did you know that people who have strong mentors accrue host of professional benefits including more rapid advancement, higher salaries, greater organizational commitment, stronger professional identity, and higher satisfaction with both job and career? It is said that mentoring can transform lives and careers while bolstering retention and maximizing employee potential. Read on if you’re looking to create a mentoring program in your organization or improve upon one that already exists. ### [How to Build Relationships that Maximize Performance at Work](https://leadershipfreak.blog/2020/10/21/how-to-build-relationships-that-maximize-performance-at-work/) Having a healthy work relationship with your employees not only establishes a positive working environment but also helps in your organization’s growth. Positive work relationships matter because it creates a stronger ties with your team members, which, in turn, increases the productivity of your team. Here are some key tips to help you build relationships that maximizes performance at work. ### [6 Guidelines to Implement a Successful Flexible Workplace Culture](https://www.randstadrisesmart.com/blog/6-guidelines-implement-flexible-work-culture) Flexible work arrangements are more than a trend—they’re a cost-efficient way of keeping a business running. However, when flex work arrangements aren’t implemented well, organizations are faced with lower employee performance and lower overall business success. Here are 6 ideas to help your HR department plan and get started building a flexible workplace culture. ### [How Nonprofits Can Stay Competitive in the Hiring Market](https://gethppy.com/talent-management/how-nonprofits-can-stay-competitive-in-the-hiring-market) Business is booming in the nonprofit sector. Charitable donations rose after the most recent Presidential election, and 51% of nonprofits expected to increase their staffing last year. While that’s all good news, it’s not the full story. Finding the right people for these roles is often difficult for nonprofits. Read on to know how nonprofits can stay competitive in the hiring market. ### [Staffing of small nonprofit organizations: A model for retaining employees](https://www.elsevier.es/en-revista-journal-innovation-amp-knowledge-376-avance-resumen-staffing-small-nonprofit-organizations-a-S2444569X20300391) Small nonprofit organizations (SNPOs) are a large part of the growing nonprofit sector. One factor that sets SNPOs apart from for-profit organizations is the ability that for-profit entities have to provide higher, more competitive wages and better benefit packages for employees. Read here to find out why staffing of small nonprofit organizations is a model for retaining employees. ### [Using HR Metrics for Nonprofit Strategy and Planning](https://www.nonprofithr.com/nonprofit-hr-metrics-2/) HR metrics allow your organization to gather information from the past and present to forecast the future. These metrics can add strategic value to leadership decision-making and in turn, helping you improve organizational development, employee effectiveness and competitiveness as an employer. HR metrics may be intimidating for some nonprofit organizations. Here are some ways on how you can use HR metrics for nonprofit strategy and planning. ### [3 Unique HR And Payroll Needs For Nonprofit Organizations](https://www.paycor.com/resource-center/hr-and-payroll-needs-for-non-profits) Nonprofit organizations face many of the same challenges as for-profit businesses, but usually with more limited resources. Over the past decade, the number of nonprofits has increased by 30%. This means funding is more strained and uncertain than ever, and competition for talented nonprofit leaders is even stronger. Here are the unique HR and payroll needs for nonprofit. ### [4 Ways To Use Your Sourcing Superpowers For The Greater Good](https://www.sourcecon.com/4-ways-to-use-your-sourcing-superpowers-for-the-greater-good/) Sourcers have a unique set of skills that enables them to search for elusive yet talented candidates. They go above and beyond to find and verify background and contact information. However, what many sourcers don’t realize is that their skills have the potential to be be used outside talent acquisition. Here are some ways that you can consider in using your sourcing skills for the greater good. ### [Pandemic Will ‘Take Our Women 10 Years Back’ in the Workplace](https://www.nytimes.com/2020/09/26/world/covid-women-childcare-equality.html) Pandemic Will ‘Take Our Women 10 Years Back’ in the Workplace: Improvements in gender equality in the workplace may be another casualty of the coronavirus, as women find their place in the work force more at risk ### [Never let a good crisis go to waste’: How to keep HR relevant in challenging times](https://nfppeople.com.au/2020/09/never-let-a-good-crisis-go-to-waste-how-to-keep-hr-relevant-in-challenging-times/) Who would have known that 2020 would be such a challenging year for global nonprofit organizations? Challenging times bring out the best and the worst in people and organisations. So how can HR professionals stay relevant during challenging times? Read on to learn more. ### [HR Challenges? Your farm is not alone](https://www.farmprogress.com/human-resources/hr-challenges-your-farm-not-alone) HR Challenges? Your farm is not alone. Competing for talent and recruiting is number one concern among agribusinesses, according to new study. ### [5 Alternate Ways to Ask Your Employees “Are You Okay?” ](https://theundercoverrecruiter.com/ask-employees-ok/) The global pandemic has had a drastic impact on the mental health of individuals, with a shocking 1,000% increase of individuals calling mental help hotlines. There have been times when managers and supervisors are trying to comfort their staff but some people find the initiative quite overwhelming and uncomfortable. Here are othere ways you can show support to your employees. ### [5 nonprofit HR challenges and how to fix them](https://www.insperity.com/blog/nonprofit-hr-challenges/) Are nonprofit HR challenges any different than those for-profits face? If so, what are they? And how can nonprofit leaders address them? Here’s a close look at what makes nonprofit HR unique and five challenges you can learn to avoid. ### [HR outsourcing: Benefits and pitfalls for small nonprofits](https://www.missionbox.com/article/190/hr-outsourcing-benefits-and-pitfalls-for-small-nonprofits) Leaders of small nonprofits often handle “back office” tasks by themselves and are always happy with their performance — especially when it comes to HR. However, small nonprofits lack the funds to pay HR specialists or lack enough work to keep them busy full-time. One solution to these issues is outsourcing. But before you delegate HR responsibilities to an individual consultant or outside firm, keep the following points in mind. ### [How to combine Employee Commitment and Covid-19 ?](https://www.talentia-software.com/2020/how-to-combine-employee-commitment-and-covid-19/) Although the issue of employee commitment is not new, the Covid-19 crisis puts more than ever the HR decision-makers at the heart of the problem. From now on, companies must apprehend digital innovations to attract and retain their talents. Click here to know how you can combine employee commitment and Covid-19. ### [How To Be Resourceful With Limited Resources](https://www.sourcecon.com/how-to-be-resourceful-with-limited-resources/) Hearing “no” is a sourcer’s worst nightmare. Next is hearing that the company will be cutting the budget. How can we recruit or source if we cannot offer a competitive wage? Read on to know how to be resourceful with limited resources. ### [Why You Need to Hire a Head of Remote Work — and What That Job Entails](https://business.linkedin.com/talent-solutions/blog/work-flexibility/2020/why-you-need-to-hire-a-head-of-remote-work) Due to an unprecedented event, businesses all over the world are forced to work with either skeleton staff or remote-based staff to continue their operations and minimize health risks caused by COVID-19. Because of this, the smartest and most practical way to ensure smooth transitioning is to hire an executive who will lead this journey for the next couple of years. Read on to know why you need to hire a Head of Remote Work – and what that just entails. ### [Women Are Now the Majority of the U.S. Workforce — But Working Women Still Face Serious Challenges](https://time.com/5766787/women-workforce/) The majority of the U.S. workforce is made up of women and yet, they still face serious challenges. What’s driving the surge in female employment? ### [Extrinsic vs. Intrinsic Motivation: How to Inspire Your Remote Employees](https://www.tinypulse.com/blog/extrinsic-intrinsic-motivation-how-to-inspire-your-remote-employees) Extrinsic vs. Intrinsic Motivation: What is the Difference and How Can you Inspire your Remote Employees? Read on to know more. ### [Reverse Mentoring: What Millennials Can Teach Executives and Managers](https://kromatic.com/blog/reverse-mentoring-what-millennials-can-teach-executives-and-senior-managers/) Large companies may find it challenging to think of new ideas to test and implement, but it doesn’t mean corporations can’t leverage its size to drive rapid innovation. This is where reverse mentoring comes in. Read to find out what millennials can teach executives and managers. ### [The Single Biggest Step to Pay Equity? Stop Asking About Salary History](https://business.linkedin.com/talent-solutions/blog/pay-transparency/2020/stop-asking-salary-history-questions) What is the single biggest step to pay equity? Banning questions about salary history. According to James Bessen, an economist, the use of salary-history information perpetuates inequality. Bessen was the principal investigator of a Boston University study which shows that in states where salary history bans have been implemented, the pay for those who switched jobs increased 5-6% more than those who changed jobs in other states. ### [How to Avoid Employee Burnout and Increase Productivity: Eight Top Tips](https://www.smartrecruiters.com/blog/how-to-avoid-employee-burnout-and-increase-productivity-eight-top-tips/) Did you know that based on a study last year, 65% of SME owners said their business productivity—or lack thereof—keeps them up at night? A major cause of lost productivity is due to employee “burnout”, a term recently added to the World Health Organization’s international classification of diseases. Here are 8 top tips to avoid employee burnout and increase productivity. ### [15 Tips to Hire Talent Post the Coronavirus (COVID-19) Pandemic](https://www.hrtechnologist.com/interviews/recruitment-onboarding/hire-talent-post-coronavirus-pandemic/) Many potential candidates who have applied, been interviewed, or even been offered a position are now in limbo. Due to the governments’ mandate to practice social distancing, self-isolating, and working from homes, hiring talents at this point becomes challenging. Read on to find out how to avoid losing top talent in these crucial times. ### [One NEW and Simple Step to Increase Employee Engagement on LinkedIn](https://recruitingblogs.com/profiles/blogs/one-new-and-simple-step-to-increase-employee-engagement-on) Are you struggling to get your team to engage with the content posted to your LinkedIn company page? LinkedIn now has a tool to help! The new LinkedIn Employee Notifications feature allows you to easily let your recruiters know when you’ve posted an update on the page. Read on to learn more. ### [Are we about to see a mass exodus of female workers?](https://hrexecutive.com/are-we-about-to-see-a-mass-exodus-of-female-workers/) According to a survey by WerkLabs, a predictive analytics solution that helps companies build a better workplace for all their employees, the negative pandemic-driven employee impacts fall particularly heavily on women and working moms. Are companies and organizations ready to see a mass exodus of female workers? ### [Tips for Managing Job Descriptions and Expectations](https://recruitmentjuice.com/blog/tips-for-managing-job-descriptions-and-expectations/ "Permanent Link: Tips for Managing Job Descriptions and Expectations") One of the roles of a recruiter is to translate clients’ needs into a job description that potential candidates can relate to. Due to the large hiring pool, the selection process becomes more challenging. Not to mention, many applicants have just started in their career and may not have the experience needed to meet the client’s expectations. It’s up to the recruiters to collaborate closely with hiring managers, HR reps, and candidates to find candidates who are well suited to the job and will fit into the company culture. Here are some ideas on how recruiters can better manage job descriptions and expectations. ### [HR Considerations for Returning to Work After COVID-19](https://www.claconnect.com/resources/articles/2020/hr-considerations-for-returning-to-work-after-covid-19) HR Considerations for Returning Employees after COVID-19: What are the human resources policies and procedures that should be reviewed, revised, and communicated while developing a plan for a safe and successful return to the workplace post pandemic? Read on to know more. ### [Empathy alone is not enough:’ How HR can boost workplace equality](https://hrexecutive.com/empathy-alone-is-not-enough-how-hr-can-boost-workplace-equality/) ‘Empathy alone is not enough’: How HR can boost workplace equality: A recent report from Mercer explains why it’s time to “get real” about diversity and inclusion. ### [Strategies for building employee financial security during the COVID-19 pandemic](https://www.benefitspro.com/2020/04/22/strategies-for-building-employee-financial-security-during-the-covid-19-pandemic/?slreturn=20200522214220) Strategies for building employee financial security during the COVID-19 pandemic: Why is it that now is the right time to double down on what we know are the best practices in benefit design and employee engagement? ### [8 Job Skills To Succeed In A Post-Coronavirus World](https://www.forbes.com/sites/bernardmarr/2020/04/17/8-job-skills-to-succeed-in-a-post-coronavirus-world/#740ec8292096) Ever wonder what a post-pandemic-world might look like? How will the world transform after we get COVID-19 under control? Workplaces are likely to change and so are the skills required by the companies as offices starts to operate. Here are 8 job skills that you should have to be in high demand after the pandemic. ### [World Day Against Child Labour](https://www.un.org/en/observances/world-day-against-child-labour) World Day Against Child Labour 2020 focuses on the impact of crisis on child labour. A joint ILO-[UNICEF](https://www.unicef.org/) paper on the impact of COVID-19 on child labour, to be released on 12 June, looks at some of the main channels through which the pandemic is likely to affect progress towards the eradication of child labour. Read on to know more. ### [Coronavirus Career Advice: 27 Best Work From Home And Remote Jobs](https://www.forbes.com/sites/laurabegleybloom/2020/03/31/coronavirus-career-advice-remote-work-from-home-jobs/#387615b53974) Even before we were hit by COVID-19, remote work jobs were on the rise due to the increasing number of workers preferring flexible arrangements helping them achieve a work-life balance. As coronavirus spreads, companies are asking employees to work from home, and laid-off workers are looking for opportunities to work remotely. Here is a compilation of remote-based jobs that you can consider. ### [5 tips for HR: Employee communications during coronavirus outbreak](https://searchhrsoftware.techtarget.com/feature/5-tips-for-HR-Employee-communications-during-coronavirus-outbreak) The way we work changes rapidly, which is why CHROs and their teams play an important role in managing responses to COVID-19. Here are 5 tips on how you can take charge of your employee communication during coronavirus outbreak. ### [Life After the Coronavirus in HR](https://www.hrexchangenetwork.com/hr-talent-management/columns/life-after-the-coronavirus-in-hr) Our current situation may be full of uncertainties but one thing is for sure. No organization, whether private or public, will be immune to the global economic challenges that will ensue after the pandemic crisis passes. It’s time for HR to make a real business difference rather than professionally administering the release of talents. Learn how. ### [Hire me because I’m the best, not because I’m a woman](https://www.weforum.org/agenda/2020/01/diversity-hiring-equality-women-gender-gap/) Read on to find out what Laura Wilbanks, Chief Marketing Officer for Thomson Reuters has to say when she was hired not because of her gender but because she was the best candidate for the job. ### [How HR Can Support Businesses Amid Coronavirus Uncertainty](https://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/coronavirus-india-business-support.aspx) In times of uncertainty during the coronavirus pandemic, HR executives can step up to support their businesses in new ways. Read on to know more. ### [This is what’s wrong with Human Resources – and how to change it](https://www.weforum.org/agenda/2020/02/human-resources-disrupt-talent-recruitment-retention/) The rise of HR can be traced back to the dawn of the industrial age. What would HR look like, if we invented it today? ### [How Managers Are Handling Performance Reviews During COVID-19](https://www.shrm.org/resourcesandtools/hr-topics/people-managers/pages/performance-reviews-during-coronavirus-.aspx) Managers unaccustomed to supervising employees from afar face challenges in evaluating performance and providing good feedback. Read on to find out how they handle performance reviews during COVID19. ### [Recruiting Challenges for 2020](https://hrdailyadvisor.blr.com/2020/01/06/recruiting-challenges-for-2020/) Here are a few of recruiting’s probable challenges in 2020, along with their ramifications. ### [Nonprofit Staff Are Getting Performance Incentives](https://www.thenonprofittimes.com/hr/nonprofit-staff-are-getting-performance-incentives/) HR managers focusing on staff retention as pool of workers tightens. Read on to know more. ### [Nonprofit Staffing Challenges – What You Can Do](https://www.cfmco.org/nonprofit-staffing-challenges-opportunities/) The challenges of managing and leading the people in our nonprofits have intensified in the last few years. In a recent series of articles, the Nonprofit Quarterly highlights some of these issues and the need for solutions. Read on to know more. ### [Challenges That May Impact The Nonprofit Sector In 2020](https://www.forbes.com/sites/forbesnonprofitcouncil/2019/11/25/nine-challenges-that-may-impact-the-nonprofit-sector-in-2020/#7047b3346fb8) As society evolves and changes over time, new problems and crises also arise. Fortunately, these new issues can also give rise to innovation, new solutions and some truly necessary new nonprofit organizations. As leaders in their field, the members of Forbes Nonprofit Council always try to stay on top of the current and projected trends. Read on to know their predictions about the upcoming challenges that may emerge and are likely to have a large impact on the nonprofit sector in 2020. ### [4 Trends Changing the Way You Hire and Retain Talent in 2020](https://business.linkedin.com/talent-solutions/blog/trends-and-research/2020/global-talent-trends-2020) LinkedIn’s blockbuster new Global Talent Trends 2020 report, which sees these four ideas reshaping the way you’ll be attracting and retaining talent in the coming years: the emergence of employee experience, the spread of people analytics, the return of internal recruiting, and the ascent of the multigenerational workforce. Read on to know more. ### [The Impact Of The Coronavirus On HR And The New Normal Of Work](https://www.forbes.com/sites/jeannemeister/2020/03/31/the-impact-of-the-coronavirus-on-hr-and-the-new-normal-of-work/#7b71a5452b60) The Covid-19 coronavirus is becoming the accelerator for one of the greatest workplace transformations of our lifetime. But the larger question is: how will this massive transformation impact the workplace, you, your team, and your organization? Find out more. ### [The coronavirus crisis thrusts corporate HR chiefs into the spotlight](https://www.economist.com/business/2020/03/26/the-coronavirus-crisis-thrusts-corporate-hr-chiefs-into-the-spotlight) The covid-19 pandemic presents a different challenge and highlights the role of another corporate function, often unfairly dismissed as soft. In a pandemic, a chief people officer can make or break a company. Read on to know more. ### [Covid-19 Crisis – Stress Test for Companies’ Recruitment and Retention](https://www.entrepreneur.com/article/349126) Covid-19 crisis is already breaking countless businesses and causing record unemployment. Companies thinking long-term would do well to view the current situation as a stress test for their recruitment and employee retention strategies. ### [Best video conferencing software in 2020: paid and free solutions for business](https://www.techradar.com/best/best-video-conferencing-software) Companies are doing everything they can to practice social distancing while continuing their operations to help flatten the curve on coronavirus. However, the sudden shift of some companies from office-based to remote-based may impact productivity. Here are the best collaboration software that supports companies in making arrangements to accommodate remote working. ### [For Hard-To-Fill Positions, Try Finding Passive Candidates](https://www.forbes.com/sites/mikekappel/2018/10/04/for-hard-to-fill-positions-try-finding-passive-candidates/#986e5cc1a822) According to LinkedIn, 70% of the global workforce is made up of passive talent and the remaining 30% are active job seekers. ### [The 11 Best Productivity Apps for 2020](https://www.getcloudapp.com/blog/productivity-apps) A highly productive workplace is imperative to improving your relationships with your customers. This enables your company to effectively and efficiently complete tasks on time or even ahead of time. However, working remotely has more challenges than it is when you’re working in an office. Read more to know about the best productivity apps for remote workers this 2020. ### [Conference Call Etiquette For Those Who Work From Home](https://www.youtube.com/watch?v=F-9Xk-qY4uQ) The sudden rise of work-from-home employees due to the pandemic paved the way to videoconferencing services such as Zoom or Google Meet to become the go-to method for meetings and communication. The thing is, not everyone is acquainted with these software and it may cause potential etiquette issues in the future. Watch this video to know how you can immediately improve your phone etiquette fast. ### [The 10 Commandments of Remote Work Etiquette](https://www.yonder.io/post/the-10-commandments-of-remote-work-etiquette) We’re living in the digital age which sometimes makes us forget that there are actual people behind the screen. Every person, whether it’s your client, boss, colleague or staff member, we have to give them the same courtesy and respect as we would give to people we meet face-to-face, especially now that there’s a pandemic which forced people to stay home for health safety. Click here to know the 10 commandments of remote work etiquette. ### [The Ultimate Working From Home Guide](https://www.investopedia.com/personal-finance/work-from-home-guide/) An increasing number of people have been shifting from office-based to remote-based jobs. Thanks to technologies like Skype, Facetime, Slack, Zoom, Google Hangouts, authenticator apps, and cloud computing, it’s not impossible to collaborate with co-workers based in several parts of the world. Planning to join the bandwagon? Read on to know how you can start working from home. ### [CareerBuilder: 74% of employers admit hiring the wrong candidate](https://www.hrdive.com/news/careerbuilder-74-of-employers-admit-hiring-the-wrong-candidate/512577/) 74% of employers admit they’ve hired the wrong person for a position 78% of resumes are misleading and up to 46% contain actual lies Unfortunately, a bad hire can cost a company upwards of $50,000 ### [Human Resource Challenges in the Workplace Arising from the Coronavirus](https://www.lexology.com/library/detail.aspx?g=f975dc63-94ea-4191-88a3-6e8f227fd4cc) The COVID19 pandemic caught companies around the world by surprise. The massive news and information about the latest strain of coronavirus left both employers and employees anxious and confused. Here are some HR challenges in the workplace and some guidelines that HR managers can follow as they navigate this emerging public health situation. ### [The 4 Trends Changing How You Hire in 2018 and Beyond](https://business.linkedin.com/talent-solutions/blog/trends-and-research/2018/4-trends-shaping-the-future-of-hiring) 78% of HR professionals say that diversity is the top trend impacting how they hire. ### [The ‘stranded employee’ is a coronavirus problem the work world has never seen](https://www.cnbc.com/2020/03/03/stranded-employee-is-coronavirus-issue-work-world-has-never-seen.html) Two recent surveys conducted by CNBC indicate that more than one-third of companies have workers they describe as being “stranded” away from work for extended periods of time during the COVID19 global outbreak. HR concerns are raised due to coronavirus-related issues: Do they have to come back into the office right away? Do companies require them to stay at home? ### [The Ultimate List of Hiring Statistics](https://business.linkedin.com/content/dam/business/talent-solutions/global/en_us/c/pdfs/Ultimate-List-of-Hiring-Stats-v02.04.pdf) According to LinkedIn, 70% of the global workforce is made up of passive talent and the remaining 30% are active job seekers. ### [The video interview: top tips for employers](https://resources.workable.com/tutorial/video-interview) Organizations are evolving. As more companies become multicultural and multidisciplinary, the need for a more connected workforce is on the rise. Face-to-face interviews aren’t as common as it was since more hiring companies favor video interviews. Here are some top tips. ### [Why is recruitment in 2020 going to be difficult? And what can your organization do about it?](https://skillate.com/blog/recruitment-challenges-2020/) According to a study, 87% of HR professionals reported “few or no qualified applicants” for the positions they were trying to fill. ### [Coronavirus: HR’s role in business continuity plans](https://www.hcamag.com/ca/specialization/workplace-health-and-safety/coronavirus-hrs-role-in-business-continuity-plans/214863) According to survey, 76% of Asia-based companies said that the coronavirus outbreak had left a negative impact on their businesses. As COVID19 outbreak continues to spread worldwide, can HR leaders help businesses manage the crisis? Find out more. ### [The ‘stranded employee’ is a coronavirus problem the work world has never seen](https://www.cnbc.com/2020/03/03/stranded-employee-is-coronavirus-issue-work-world-has-never-seen.html) Two recent surveys conducted by CNBC indicate that more than one-third of companies have workers they describe as being “stranded” away from work for extended periods of time during the COVID19 global outbreak. HR concerns are raised due to coronavirus-related issues: Do they have to come back into the office right away? Do companies require them to stay at home? ### [The Smart Way to Save Jobs in the Time of Coronavirus](https://www.politico.com/news/agenda/2020/03/18/smart-way-save-jobs-coronavirus-135544) One-fifth of U.S. workers already report losing hours of work because of the COVID19 outbreak. Since worker layoffs are seen as inevitable part of an economic crisis, how can employers keep workers on the payroll, ease the pain of a downturn and speed economic recovery? Read on to find out more. ### [Managing Communicable Diseases in the Workplace](https://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/coronavirus-infectious-disease-plans.aspx) Companies are scrambling to respond as the coronavirus spreads around the world. An official from US CDC appealed to the employers to do everything they can to contain the virus. Here are some of the ways of how employers are reacting to protect their employees and their businesses. ### [Aboriginal Employee Retention Checklist](https://www.ictinc.ca/blog/aboriginal-employee-retention-checklist) How can HR departments not only successfully recruit indigenous people, but also retain them and keep them from leaving? Here is a suggested checklist that every HR professionals should put into practice. ### [HR leaders’ top priorities in 2020](https://www.gartner.com/smarterwithgartner/gartner-top-3-priorities-for-hr-leaders-in-2020/) Business growth remains the major objective in 2020, followed by operational excellence improvement, according to HR leaders who answered the Gartner 2020 Future of HR Survey. Amid uncertainty on a range of economic workforce, employee and environmental issues, what should be the main priorities of CHROs and other HR leaders this year? Let’s check the results and see if it’s time to refocus your organization’s HR priorities. ### [Nonprofit Management Tips to Develop Your Career](https://www.classy.org/blog/nonprofit-management-leadership-tips/) 67% of nonprofits have no talent acquisition strategy and 56% say that they have no plans of changing their talent sourcing methodologies. With the rise of newer opportunities in the nonprofit sector, there’s definitely a need to tap into this market and NPOs need to act now! You should too. Want to start your career in nonprofit management or advance to a leadership role in the nonprofit sector? Here are 7 tips that you can follow. ### [HR Best Practices Can Lead to a Better Expat Experience](https://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/hr-best-practices-can-lead-to-better-expat-experience.aspx) According to findings participated by over 170 expats, their psychological well-being, language fluency, and training before relocation had a positive overall effect on adjusting in the first nine months of the international experience. What can you do to convince expats to apply for the position you’re offering? Read more to learn the best HR practices leading to a better expat experience. ### [Workplace Motivation for Nonprofit Teams](https://nonprofitrisk.org/resources/e-news/workplace-motivation/) Did you know that the fastest way to demotivation is ignoring a colleague’s contribution? According to research, ignoring someone’s work is more demotivating than discounting it. Knowing that nonprofit organizations are mostly driven by passion and social contribution, what are the steps that NPOs can take to keep a positive and engaged workplace? Read on to learn how NPOs can boost workplace motivation. ### [The Challenges of Nonprofit Recruitment ](https://www.tamrecruiting.com/blog/nonprofit-recruitment) Why nonprofit recruiting can be so challenging, and how hiring teams can improve their chances of success? ### [Nonprofit Organizations, and Human Resources Management](https://www.inc.com/encyclopedia/nonprofit-organizations-and-human-resources-management.html) Nonprofit organizations rely on their personnel to execute their strategies and advance their goals. Therefore, staffing decisions are among the most important decision that NPOs should make. To accomplish this, what are the 6 personnel issues that NPOs have to address? Click the link to find out. ### [Nonprofit Recruitment Challenges](https://empxtrack.com/blog/top-4-nonprofit-recruitment-challenges-and-how-to-overcome-them/) Why is it so challenging to recruit in the Not For Profit Sector? Discover some reasons. ### [Greatest health risks at work](https://www.tinypulse.com/blog/greatest-health-risks-at-work-and-how-to-avoid-them) Every job and industry has its own unique circumstances, there are some health risks that are pretty universal — here are seven to be aware of and some tips on how to avoid them to keep every employee happy, healthy, and fully engaged. ### [Green HR Practices](https://www.linkedin.com/pulse/green-hr-practices-get-competitive-advantages-nilufar-sharmin-jessy/) Have you considered converting to Green HR? What is it, by the way? According to LinkedIn, Green HR is the use of HRM policies that promotes sustainable use of resources in business organizations. Read on to know more. **Categories:** Social Media & Press --- ### [LEADERSHIP AND MANAGEMENT](https://carrhure.com/leadership-management/) **Published:** February 28, 2020 **Author:** Auree de Carbon **Excerpt:** Management consultant and international speaker, Terina Allen, said that the most important leadership test in the world is based on your ability to successfully lead yourself first. Do you have what it takes to pass it? Read to find out **Content:** ### [Coaching Leadership in Non-Profit Organizations: Integrating Psychological Principles for Effective Leadership Development](https://www.linkedin.com/pulse/coaching-leadership-non-profit-organizations-sngve/?trk=organization_guest_main-feed-card_feed-article-content) Leadership is a critical component of any organization, including non-profit organizations. Effective leadership can help non-profit organizations achieve their goals, fulfil their mission, and positively impact society. Coaching is a leadership approach that can be particularly effective in non-profit organizations, focusing on developing the skills and abilities of individuals and teams. ### [How to Train Your Nonprofit Team in 2024](https://globalowls.com/how-to-train-nonprofit-team/) Nonprofit training is a critical component of running a successful organization. With these five steps, you can create a culture of learning within your team. ### [20 Nonprofit Experts Share Trends To Watch In 2024](https://www.forbes.com/sites/forbesnonprofitcouncil/2023/12/19/20-nonprofit-experts-share-trends-to-watch-in-2024/?sh=7649ae55b438) With the end of the year fast approaching, many nonprofits are already deep into planning and executing initiatives for Q1. In addition to set goals giving teams an idea of what to work toward, examining the market for emerging trends can help ensure a nonprofit organization is moving in the right direction to best meet the needs and expectations of constituents. ### [Coaching skills for managers: Why is it important? Tips & examples to empower your managers](https://www.culturemonkey.io/employee-engagement/coaching-skills-for-managers/#:~:text=In%20this%20context%2C%20coaching%20focuses,and%20a%20collaborative%20work%20environment.) A study by the International Coach Federation found that 86% of companies using coaching saw a positive return on investment, highlighting the tangible benefits. ### [Three Steps to Follow When Strengthening Your Organization](https://www.councilofnonprofits.org/articles/three-steps-follow-when-strengthening-your-organization) Buffeted by a stream of external forces like the pandemic, worker shortages, and inflation the past three and a half years, nonprofit leaders have faced a constant need to consider changing aspects of their organizations to remain effective and sustainable – how they deliver programs, how they deal with increased costs, how they meet constituent needs, how they fundraise, and many others. ### [Why Empathy is the Key to Outstanding Leadership in Nonprofit Organizations](https://bethkanter.org/empathy-leadership/) Empathy is contagious and influences and shapes a work culture of caring. As leaders, we have a responsibility to model this behavior, demonstrating an authentic interest in our people as humans. ### [Leading With A Strategic Mindset Is Key For Nonprofit Executives](https://www.forbes.com/sites/forbesnonprofitcouncil/2023/08/23/leading-with-a-strategic-mindset-is-key-for-nonprofit-executives/?sh=5291607722da) In the evolving nonprofit organization landscape, leading with a strategic mindset is not an option; it is essential. Nonprofit executives who lead with this mindset align their organization with a core mission centered on stakeholder experience, growth, brand awareness, financial and operational management, governance, talent management, technology and innovation. ### [Embracing Generational Diversity: The Key to Effective Leadership](https://www.linkedin.com/pulse/embracing-generational-diversity-key-effective-kiran-zain-ashraf/?trk=article-ssr-frontend-pulse_more-articles_related-content-card) In today’s dynamic workforce, leaders have the unique opportunity to manage teams comprising individuals from diverse generations, each with distinct work styles and motivations. The traditional “”one size fits all”” approach to leadership no longer suffices in the modern workplace. Instead, embracing generational diversity and building personal connections with our teams are essential to positively impact them. ### [Nonprofit leadership essentials: Skills every leader needs](https://philanthropynewsdigest.org/features/career-insights/nonprofit-leadership-essentials-skills-every-leader-needs) Most leaders get into, and stay in, the nonprofit sector because they are mission-driven people at heart. They want to help others, create change, and have a positive impact. ### [10 Tips for Emerging Female Leaders](https://www.macslist.org/career-happiness/tips-emerging-female-leaders) Uncover 10 essential traits that can make you a successful female leader. From resilience to humility, these qualities will empower you on your journey to the top. Lead with grace, support fellow women, and take risks to thrive in your career. #Leadership #WomenInLeadership #ProfessionalGrowth #Empowerment #Success #LeadershipTraits #CareerAdvice ### [Keeping the Dream Team: Unleashing the Power of Employee Retention in Nonprofits](https://nla1.org/employee-retention-nonprofits/) Today, nonprofit organizations grapple w/ high employee turnover rates. Uncover the hidden costs of turnover & explore effective strategies for employee retention. #NonprofitLeadership #EmployeeRetention #StrategiesForSuccess ### [Bridging the Gender Gap: Amplifying Women’s Leadership in Fintech and STEM](https://blogs.adb.org/blog/bridging-gender-gap-amplifying-women-s-leadership-fintech-and-stem) Empowering girls & women in STEM is vital for increasing female participation in digital & fintech industries. Learn how breaking gender norms, providing education & mentorship, and promoting women in leadership can create a more diverse and inclusive future. #WomenInSTEM #Fintech #GenderEquality ### [Essential Coaching Skills for Strong Leadership](https://www.indeed.com/career-advice/career-development/coaching-skills) Explore effective coaching skills for workplace success. Key attributes include empathy, positivity, communication, and guidance. Improve your coaching abilities to enhance team performance and achieve organizational goals. #CoachingSkills #WorkplaceSuccess #LeadershipDevelopment ### [Talent Calibration Can Rise Above Politics. But How?](https://talentculture.com/how-talent-calibration-can-rise-above-politics/) Learn how to make unbiased data-based decisions to drive a fair & transparent talent calibration process. Know the “”STAR”” process & create fruitful conversations about your organization’s most valuable asset — talent. #TalentCalibration #DataDrivenDecisions #TransparentProcess ### 5 Strategies for Overcoming Barriers for Women in Leadership Unlocking the potential of #WomenInLeadership is crucial for organizations. Learn key strategies to address barriers, promote diversity, equity, and inclusion, and support early-stage employees in their career journey. Overcome challenges and empower women in leadership roles. #DEI #LeadershipTips ### [How To Develop Self-Sufficient Teams](https://www.forbes.com/sites/forbestechcouncil/2023/05/15/how-to-develop-self-sufficient-teams/?sh=1277abf7ea68) Unlock the power of self-sufficient teams. Empowerment brings reduced supervision, adaptability, innovation, and growth. Overcome challenges, adjust attitudes, foster experimentation. Click here to discover more. #Leadership #TeamEmpowerment #AutonomousTeams ### [Empowering Women as Entrepreneurs and Leaders](https://live.worldbank.org/events/spring-meetings-2023-empowering-women-entrepreneurs-leaders) Boosting women in leadership & entrepreneurship is crucial for societies & economies. Despite hurdles like legal barriers, childcare gaps, societal norms, finance constraints & workplace biases, partnerships & the private sector can drive change. Let’s explore innovative practices to drive gender parity together. #WomenEmpowerment #GenderEquality ### [Three Ways to Prepare Your Nonprofit Workforce for the Future of Work](https://nonprofithub.org/three-ways-to-prepare-your-nonprofit-workforce-for-the-future-of-work/) Are your staff equipped to achieve your mission? A McKinsey study reveals that 9 in 10 executives see skill gaps in their teams. This applies to nonprofits too. Without the right skills, your organization and staff will struggle. How can we prepare for the future of work? ### [25 WOMEN IN LEADERSHIP STATISTICS \[2023\]: FACTS ON THE GENDER GAP IN CORPORATE AND POLITICAL LEADERSHIP](https://www.zippia.com/advice/women-in-leadership-statistics/) Women have made significant strides in less than a century, now comprising over half of the US workforce. However, gender disparities persist in leadership positions across sectors, with men holding the majority. #WomenInLeadership #GenderEquality ### [How Responsive Strategic Planning can maximize your nonprofit’s impact](https://lodestar.asu.edu/blog/2023/06/how-responsive-strategic-planning-can-maximize-your-nonprofits-impact) In the nonprofit sector, adaptability and strategic problem-solving are essential for addressing challenges and seizing opportunities. Nonprofit leaders must empower their organizations with the necessary tools to navigate constant change, leverage new information, embrace technology, and effectively solve strategic questions. ### [9 Nonprofit Leadership Skills Every Founder & Director Must Master](https://getfullyfunded.com/nonprofit-leadership-skills/) Growing a nonprofit takes more than just passion: you also need creativity, persistence, and a handful of nonprofit leadership skills to guide your organization through the growth years and fulfill your mission. ### [Women Are Leading The Tech Nonprofit Sector. Meet Six Solving Problems They’ve Lived](https://www.forbes.com/sites/fastforward/2023/04/24/women-are-leading-the-tech-nonprofit-sector-meet-six-solving-problems-theyve-lived/?sh=bd4ef7f1b757) The share of women in tech leadership roles recently dropped to 28%. This gender gap presents a huge problem, and not only for workforce diversity. Good news: change is coming. Just look at the tech nonprofit sector. 60% of the tech nonprofits in this cohort are led by women. ### [How Nonprofit Leadership Development Sustains Organizations and Their Teams](https://www.bridgespan.org/insights/nonprofit-leadership/how-nonprofit-leadership-development-sustains-organizations-and-their-teams) With a few simple practices, nonprofits and NGOs can turn a talent development process into an employee retention tool, a leadership pipeline strategy, and a step toward a more inclusive workforce—all at the same time. ### [5 Ways To Improve the Representation of Women In Leadership Positions](https://imagine.jhu.edu/blog/2023/03/23/5-ways-to-improve-the-representation-of-women-in-leadership-positions/) For the first time in the 68 years of existence of the Fortune 500 list, more than 10% of Fortune 500 companies are being led by women. That being said, we’ve got a ways to go in bridging gender gaps in leadership positions. ### [Navigating Return-to-Office Policies in a Work-From-Home World](https://www.nonprofitpro.com/post/navigating-return-to-office-policies-in-a-work-from-home-world/) Few topics have been as polarizing in workplace culture as return-to-office policies. From organizations embracing WfH setup to those mandating a office-based setup, every solution has its pros & cons. But one thing is for sure, nonprofit leaders need to find a balanced solution. ### [Why Executive Coaching is Essential for Nonprofit Leaders](https://www.linkedin.com/pulse/why-executive-coaching-essential-nonprofit-leaders/) Great leaders. We look up to them, we trust them, we respect them. But how does one become great? Are great leaders simply born that way? Maintaining effective executive leadership in organizations is critical no matter the industry, however, that is especially true of the nonprofit sector. ### [7 Challenges Female Leaders Face in the Workplace – And How to Combat Them](https://www.strategypeopleculture.com/blog/challenges-female-leaders-face-in-the-workplace/) It’s estimated women account for almost half the global workforce. Yet, only about 27% of women are in management and leadership positions. Even fewer hold top-tier, C-suite level jobs. ### [16 Emerging Nonprofit Trends Leaders Should Be Watching In 2023](https://www.forbes.com/sites/forbesnonprofitcouncil/2023/04/07/16-emerging-nonprofit-trends-leaders-should-be-watching-in-2023/?sh=35874dde7c79) Whether an organization operates in the for-profit or nonprofit sector, new trends are a common occurrence. While business trends and practices constantly change and evolve, keeping up with the latest operational and technological developments is essential if leaders want to take their business to the next level. ### [Why Nonprofits Need Female Leaders And How To Retain Them](https://www.forbes.com/sites/forbesnonprofitcouncil/2021/04/27/why-nonprofits-need-female-leaders-and-how-to-retain-them/?sh=66802b92520d) Unlike some business sectors known for poor gender parity, the nonprofit space is a professional field with a tremendous number of talented women. Women make up the majority of nonprofit employees, yet climbing up the proverbial ladder is easier said than done. ### [10 reasons why the world needs more women in leadership roles](https://www.naturalhr.com/2021/03/23/10-reasons-why-the-world-needs-more-women-in-leadership-roles/) In recent decades, there have been calls for greater gender equality while enhancing the need to close the gender wage gap. Although tremendous strides have been made in this aspect, there is still a fundamental lack of women in leadership roles. ### [Key Steps Women Can Take to Be Strong Leaders](https://www.businessnewsdaily.com/5489-female-leadership-advice.html) In the past, many women have struggled to find acceptance in the workplace because of societal expectations and stereotypes. However, women have made enormous strides in several formerly male-dominated industries and are excelling in leadership roles. ### [The “Perfectionist” Trap: How Women Leaders See Their Value at Work—and How They Can Break Through in 2023](https://www.linkageinc.com/leadership-insights/the-perfectionist-trap-how-women-leaders-see-their-value-at-work-and-how-they-can-break-through-in-2023/) As organizations strive to meaningfully engage, support, develop and retain women leaders in 2023, it is important to understand exactly how women leaders perceive themselves as leaders—and identify the workplace behaviors that may be potentially inhibiting a woman’s ability to advance,” said Katharine Panessidi, AVP of the Advancing Women Leaders Practice at Linkage. Here’s what the latest data from Linkage tells us about women in the workplace in 2023. ### [26 Inspiring Nonprofit Leaders Who Will Impact the World in 2023](https://causeartist.com/nonprofit-leaders-2023/) Nonprofit leaders within the nonprofit sector play a huge role in the economy, providing essential services that boost economic activity and generate economic growth. These nonprofit leaders profiled below exhibit the essential attributes of an impactful nonprofit leader, and their organizations will undoubtedly impact the world in 2023. ### [13 Top Skills That Make Nonprofit Professionals Invaluable Team Assets](https://www.forbes.com/sites/forbesnonprofitcouncil/2021/11/23/13-top-skills-that-make-nonprofit-professionals-invaluable-team-assets/?sh=57ace85917ef) The needs of a business, be it a for-profit or a nonprofit, are rarely static. Whether an organization is making process changes or handling new challenges, nonprofit leaders need to ensure their teams are continually maintaining their current skills and learning new ones. ### [How to Develop Yourself as a Nonprofit Leader](https://www.bridgespan.org/insights/how-to-develop-yourself-nonprofit-leader) Many people who are working within the ranks of nonprofit organizations could become great senior nonprofit leaders. However, in part because of budget constraints, few organizations in the sector have formal professional development programs to prepare mid-level managers for senior roles. ### [How To Apply for a Leadership Role at a Nonprofit Organization](https://www.indeed.com/career-advice/career-development/leadership-in-a-non-profit-organization) If you’re interested in helping your community or advocating for social causes, you may want to pursue a leadership role at a nonprofit. The application process for these roles may vary, but there are several common ways you can approach these positions. ### [How to Develop Yourself as a Nonprofit Leader](https://www.bridgespan.org/insights/library/careers/how-to-develop-yourself-nonprofit-leader) Six senior nonprofit leaders who have spent their entire careers in the nonprofit sector offer advice to mid-level nonprofit managers looking to move into senior nonprofit leadership roles. ### [Women in the Workplace: Why Women Make Great Leaders & How to Retain Them](https://www.ccl.org/articles/leading-effectively-articles/7-reasons-want-women-workplace/) The Center for Creative Leadership research found that women in the workplace want these 3 things — here’s how your organization can deliver them, and improve performance. ### [HR trends 2023: Melding humanity and hybrid work to retain top talent](https://www.the-future-of-commerce.com/2022/10/24/hr-trends-2023/) In the past couple of years, HR leaders were tested like never before. With the abrupt shift to remote work, mass resignations, economic volatility, and geopolitical upheaval, they were challenged on all fronts. What are the HR trends to expect in 2023? ### [Hiring in 2023: How Talent Leaders Are Navigating a Changing Market](https://www.linkedin.com/business/talent/blog/talent-acquisition/hiring-2023-talent-leaders-navigate-changing-market) Just a year ago, hiring was soaring, and recruiters were in high demand. But now as the economy cools, LinkedIn’s Global Talent Trends, October 2022 report shows that hiring rates are slowing globally. Read on to understand how talent leaders from companies around the world navigate the uncertain hiring market going into 2023. ### [The 6 Most Common Leadership Styles and How to Use Them](https://www.linkedin.com/business/learning/blog/leadership-and-management/top-leadership-styles-in-management-which-is-right-for-you) More than ever, today’s employees long for purpose, a sense of belonging, and opportunities to grow. This means workers are ready to roll up their sleeves and make things happen. And yet, employee happiness is down while burnout remains high. The main culprit? A workplace culture that doesn’t support the passion and drive of today’s employees. ### [How 4 women of color are navigating C-suite leadership at work](https://www.cnbc.com/2022/12/01/how-these-4-women-of-color-are-navigating-leadership-at-work.html) While some thrive in the C-suite, many women of color experience bouts of self-doubt, burnout, and even impostor syndrome in their executive roles. CNBC Make It sat down with four diverse women in the C-suite. Click here to learn more about their individual experiences being leaders in the workplace. ### [What is the ‘Great Breakup’ and why are so many women leaders quitting?](https://www.weforum.org/agenda/2022/11/women-leaders-quitting-jobs-work-gender/) Unprecedented numbers of women leaders in the US are quitting their jobs, according to a new survey by McKinsey. Women surveyed say they face barriers making it harder for them to advance, including microaggressions and having their judgment questioned. ### [How Nonprofit Leaders Can Strengthen Their Mission](https://blog.workday.com/en-us/2022/workday-podcast-how-nonprofit-leaders-strengthen-their-mission.html) Running a nonprofit organization can be challenging. Robert Egger, a nonprofit founder, and award-winning author, and speaker joins the Workday Podcast to share how nonprofit leaders can get the most from their organizations. ### [How Can You Be Sure Someone Has What It Takes to Lead People? ](https://www.inc.com/marcel-schwantes/how-can-you-be-sure-someone-has-what-it-takes-to-lead-people-look-for-4-rare-habits.html) The lack of maturity in most leadership settings is becoming increasingly obvious. Most organizations are so results-driven and short-term focused, they don’t put enough emphasis on the actual emotional maturity of the people they hire and promote that will benefit them long-term. Click here to know more. ### [What Great Remote Managers Do Differently](https://hbr.org/2022/10/what-great-remote-managers-do-differently) No one anticipated the massive shift to home-based remote work that happened in 2020 with the onset of the pandemic. A new study surveyed managers and employees alike for what worked and what didn’t as they navigated managing and being managed remotely. The key finding was a subtle but important shift in how employees expected their managers to work. ### [Traits That Will Instantly Point to Someone With Bad Leadership Skills](https://www.inc.com/marcel-schwantes/5-traits-that-will-instantly-point-to-someone-with-bad-leadership-skills.html) Leadership is serious business and not having a handle on these could pose a serious risk. Here are the 5 traits that will instantly point to someone with bad leadership skills. ### [Internal and External Barriers to Women in Leadership](https://nycafp.org/News-Events/News-Blog/internal-and-external-barriers-to-women-in-leadership) 75% of female executives experience Imposter Syndrome. Women’s self-confidence impacts the sector & the systemic barriers & dysfunction in nonprofits can greatly impact women’s confidence. Read how you can create change in yourself & the sector to shift the leadership gap. ### [13 Ways Nonprofit Leaders Can Actively Support Their Staff’s Mental Health](https://www.forbes.com/sites/forbesnonprofitcouncil/2022/09/12/13-ways-nonprofit-leaders-can-actively-support-their-staffs-mental-health/?sh=3deb2d677ce4) Ensuring that staff members have the necessary tools & skills is just an aspect of being a leader. What’s also key is creating a safe environment where employees feel supported. Caring about your staff’s mental state can go a long way and here are some ways a nonprofit can help. ### [What Leadership Development Should Look Like in the Hybrid Era](https://hbr.org/2022/06/what-leadership-development-should-look-like-in-the-hybrid-era) Traditional leadership development tells us that 70% of learning happens through on-the-job experience, 20% through feedback, and 10% through formal training. Research conducted over the past three years points to an alternative — sensemaking, experimenting, and self-discovery. ### [NGOs must rapidly evolve to stay relevant, say NGO leaders – Oxford survey](https://www.ox.ac.uk/news/2022-07-14-ngos-must-rapidly-evolve-stay-relevant-say-ngo-leaders-oxford-survey-0) Aid and development organizations are at a turning point and urgently need to change, according to an unprecedented survey today of leaders of international NGOs (INGOs) by the University of Oxford. ### [How Women in Leadership Are Changing the Landscape of Work in 2022](https://www.lever.co/blog/how-women-in-leadership-are-changing-the-landscape-of-work-in-2022/) 53% of Americans believe men will continue to hold top executive positions, while 22% believe women are better off not having children if they hope to establish themselves in senior roles. Other studies show further disparaging gaps between men & women in leadership. ### [Top Recruitment Insights for Recruitment Leaders​ Who Want to Grow](https://www.barclayjones.com/blog/2022/05/how-recruitment-leaders-can-grow-despite-the-disruption-of-2022?source=google.com) Based on statistics, 1/3 of recruiters quit due to lack of training & it costs £$€14,000 to replace one recruiter! This podcast will discuss the constant disruption that recruitment leaders & their recruiters have had in recent years. ### [Why Leadership Development Should Be At The Core Of Your People Strategy In 2022](https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/05/02/why-leadership-development-should-be-at-the-core-of-your-people-strategy-in-2022/?sh=7b01cda97737) The labor market is no longer the way it used to be, and job seekers & employees have higher expectations, which makes it more challenging to maintain business continuity. Because of this, companies face the demand to create top-tier strategies & develop a better leadership body. ### [Supporting Nonprofit Leadership Transitions A Board Member’s Most Important Role]() Nonprofit boards serve organizations in many ways. However, their most important role may emerge during a leadership transition. We are at the beginning of a wave of transitions, mostly driven by a generational shift. How can board members successfully support these transitions? ### [How Nonprofit Leaders Can Successfully Navigate the Rough Waters of a Crisis](https://lodestar.asu.edu/blog/2022/02/how-nonprofit-leaders-can-successfully-navigate-rough-waters-crisis) The pandemic has shown us that a crisis can come in all different forms, and can impact everyone. The nonprofit sector has taken a significant hit during the pandemic and for this matter, a crisis management plan is essential for all leaders and their organization to have. ### [Leadership In Tech: How Can We Get More Women To The Top?](https://www.forbes.com/sites/forbestechcouncil/2022/03/04/leadership-in-tech-how-can-we-get-more-women-to-the-top/?sh=5fc665982808) A report reveals how diversity in exec teams results to financial outperformance. Yet women are still underrepresented, particularly in leadership. As more women earn STEM degrees, the industry is rife w/ inequities. How can we get more women at the top in tech across the board? ### [Nonprofit Leadership in 2022: From Challenge to Transformation](https://www.nonprofitpro.com/article/nonprofit-leadership-in-2022-from-challenge-to-transformation/) Learn how to get your mission right, overcome fundraising issues and lead your organization into the future. ### [Women in leadership: why having women in leadership roles matters more than ever](https://www.workplace.com/blog/women-in-leadership) Global companies are making some progress getting more women into senior leadership, but it’s slow. The countries leading the way across the globe are France, Iceland and Norway, with more than 40% female representation on company boards. ### [4 Challenges that Large Nonprofit Organizations Often Face and How to Overcome Them](https://www.volunteerhub.com/blog/challenges-large-nonprofit-organizations-face/) In order to be successful, large nonprofit organizations often have to overcome some extreme challenges to stay on the right track towards achieving their mission and goals. ### [Women Leadership in 2022: Shifting the Corporate Landscape](https://www.linkedin.com/pulse/women-leadership-2022-shifting-corporate-landscape-ash-khan-1e/?trk=public_profile_article_view) Women in corporate America endure burnouts considerably higher than men. Despite this, women leaders are stepping up to support employee well-being and diversity, equity, and inclusion efforts. ### [Scaling Your Nonprofit’s Impact Starts With Your People](https://www.forbes.com/sites/forbesbusinesscouncil/2021/04/07/scaling-your-nonprofits-impact-starts-with-your-people/?sh=7c8b833a1ab4) As the nonprofit sector becomes more focused on accountability and performance, grantors and other stakeholders are increasingly emphasizing capacity-building. This can take the form of improved financial management, strategic planning, efficient internal communication and a wide range of other internal capabilities. ### [5 Tips for Nonprofit Leaders to Avoid Claims of Wrongful Termination](https://www.nonprofitpro.com/post/5-tips-for-nonprofit-leaders-to-avoid-claims-of-wrongful-termination/) No nonprofit leader relishes the unfortunate task of ending an employee’s employment — be it for performance problems, misconduct or operational reasons. It is a difficult process, so much so that nonprofit leaders who excel in every other area may find themselves rushing through the process to avoid the difficulty. ### [Heading into 2022: HR leaders share the biggest challenges](https://www.peoplehum.com/blog/heading-into-2022-hr-leaders-share-the-biggest-challenges) 2020 was about the switch to the new normal. 2021 was about thriving in the new normal. Navigating 2022 would be a different journey. This articles provides the biggest HR challenges in 2022 that human resources leaders might be expecting. ### [Top 5 Priorities for HR Leaders in 2022](https://www.peoplehum.com/blog/top-5-priorities-for-hr-leaders-in-2022#) Gartner, a technological research & consulting firm, polled over 800 HR leaders from various industries and locations to determine their objectives for the coming year. Interested to know what HR Professionals should focus on in 2022? Read more to find out. ### [Women Leaders: A New Era in Farm Bureau Advocacy](https://www.fb.org/viewpoints/women-leaders-a-new-era-in-farm-bureau-advocacy) More than 1/3 of American farmers & ranchers today are women. Having once found their place as caretakers in the home, women leaders & agriculture advocates today are impacting the future of Farm Bureau. Let’s see how this new era of advocacy enhances the bureau in 2022 & beyond. ### [10 Leadership Essentials for 2022](https://www.entrepreneur.com/article/413192) 2022 demands a more human approach, & a new leadership strategy. Leaders who can remain optimistic, build agility & deliver business strategies will create workplaces for both people & organizations to flourish and succeed. Here’s how to get started reimagining your strategy. ### [7 Nonprofit Management Tips to Develop Your Career](https://www.classy.org/blog/nonprofit-management-leadership-tips/) There are few structured career paths in the nonprofit industry. In fact, 67 percent of nonprofits have no talent acquisition strategy and 56 percent say they have no plan to change how they source for talent. But as the sector grows there are more and more opportunities to contribute to social impact in your nine to five, so where do you start? ### [Your Nonprofit Grants Manager Is Leaving: What Comes Next?](https://nla1.org/your-nonprofit-grants-manager-is-leaving-what-comes-next/) Employees will come & go, but that should never slow down your work. To prevent undue disruption, understanding why & how to handle staff ahead of time will be essential, especially if it is a leadership role that directly generate revenue for your mission – your grants manager. ### [Missing Out: Understanding the Female Leadership Gap in Fundraising](https://www.culturehive.co.uk/resources/missing-out-understanding-the-female-leadership-gap-in-fundraising/) A research commissioned by the IoF & carried out by Dr. Beth Breeze, Director at the University of Kent, & Dr. Elizabeth J. Dale, Asst. Professor at Seattle University, explores the challenges women face in achieving equal representation at senior levels in fundraising. ### [How to Be a Great Supervisor: Insights Learned from 20 Years of Managing](https://blueavocado.org/leadership-and-management/how-to-be-a-great-supervisor-insights-learned-from-20-years-of-managing/) People are experiencing a level of stress never seen in the past. How can supervisors help their employees perform at their most productive level amid all the stressors in our lives? Here are three things you can do to manage employees for success in the workplace. ### [Stop gender stereotyping if you want more women to reach top jobs](https://www.ft.com/content/f467939d-d31a-467f-8ca5-cb1c7848852c) Managers should think beyond genders in their treatment of employees. True equality will be achieved when we no longer feel we have to quote percentages of men or women in certain roles & positions. Find out how managers can stop gender stereotyping to get more women in top jobs. ### [Leadership Skills for a Human Resources Career](https://www.nu.edu/resources/leadership-skills-for-a-human-resources-career/) Taking an HR career to the next level involves the conscious development of a range of skills. That’s why HR leaders stand out — they have certain personal qualities that might appear to come naturally, but which can be also developed w/ focus & training. ### [Amplifying the Voice of Women in Leadership in 2022](https://www.forbes.com/sites/shaheenajanjuhajivrajeurope/2022/01/01/amplifying-the-voice-of-women-in-leadership-in-2022/?sh=5bf8d6c274aa) As we head into 2022, we know one thing is for sure, there will be even more turbulence impacting how we live, work, travel & socialize. Access to data to help us understand how the pandemic specifically impacted women. Find out how we can amplify the voice of women this 2022. ### [Nonprofit Leadership in 2022: From Challenge to Transformation](https://www.nonprofitpro.com/article/nonprofit-leadership-in-2022-from-challenge-to-transformation/) We’ve experienced enough change in the last two years, and while we recognize this, let’s put aside for the moment the ubiquitous challenges themselves & focus on what we can control. Let’s hone in on what the evolving global environment means for nonprofits in the coming year. ### [Ten Leadership Lessons to Get a Jumpstart on 2022](https://www.forbes.com/sites/melaniefine/2022/01/03/ten-leadership-lessons-to-get-a-jumpstart-on-2022/?sh=4bafb1357f1a) If 2021 taught us anything, that is to navigate this new normal to be successful. While no one can predict the future, leaders insist that we focus on what we can control. Ten leaders were asked about the lessons learned from 2021, and here is what they said. ### [Six Ways Leaders Can Adapt to the Workplace of 2022](https://sloanreview.mit.edu/article/six-ways-leaders-can-adapt-to-the-workplace-of-2022/) Effective COVID-19 response was still the biggest challenge of 2021 for most organizations and managers. We’re also more attuned than ever to societal issues. With this in mind, what key change must managers make to adapt to the workplace of 2022?” ### [Managing international foreign hires](https://mobilityexchange.mercer.com/insights/article/managing-international-foreign-hires) Hiring ex-pats have long been part of how corporations do business. However, the pandemic has affected this trend, which resulted in an increase in international local hires & the policies/processes involved in managing international foreign hires. Read to find out more. ### [The Top Four Leadership Trends Organizations Need to Follow in 2022](https://www.forbes.com/sites/brentgleeson/2021/11/09/the-top-four-leadership-trends-organizations-need-to-follow-in-2022/?sh=74cc8051eb03) Based on a McKinsey report, almost 2/3 of US employees claim that COVID-19 has driven deep reflection on their life’s purpose. Findings like these have significant implications on any organization’s talent management strategy. Here are the top four trends you need to be aware of. ### [Women and Work Right Now- Building the female talent leadership pipeline for a post-Covid-19 world](https://www.linkedin.com/pulse/women-work-right-now-building-female-talent-pipeline-anderson/) Covid-19 merely amplified chronic issues, particularly around women and their opportunities for leadership. Now is the time to double down efforts to ensure that women will have the resources going forward. Follow these steps in creating a female talent leadership pipeline. ### [Best Practices for Nonprofits When Selecting a Search Firm](https://impactopportunity.org/blog/a-nonprofit-organization-s-guide-to-engaging-an-executive-search-firm/) Organizations need to invest both time and resources necessary to attract and assimilate nonprofit leaders. This guide focuses on providing guidance to HR leaders, boards, and executive directors seeking to utilize professional help during a senior management search. ### [Ethical Leadership for Nonprofits](https://www.councilofnonprofits.org/tools-resources/ethical-leadership-nonprofits) It is one thing to exist for the benefit of the public; it is another to earn the public’s trust, which requires ethical leadership and responsible – and responsive – practices. ### [Women’s Use of the Nonprofit Sector as an Alternative Power Source](https://www.learningtogive.org/resources/womens-use-nonprofit-sector-alternative-power-source) Women have long fought to obtain power equivalent to their male counterparts. Women have not been entitled to equal rights, opportunities, or treatment. As a result, they have had to find other ways of exerting influence over societal structure & conventional beliefs. ### [Word to the Wise: Three Phases of Executive Succession](https://nonprofitrisk.org/resources/articles/word-to-the-wise-three-phases-of-executive-succession/) Don Tebbe, an experienced advisor to nonprofits specializing in executive succession, shared his thoughts and insights on the biggest risks related to succession planning. He reminds us that there are actually 3 phases nonprofits should be mindful of. Click here to find out more. ### [What the Pandemic Taught Us About Our Nonprofit Leadership Needs](https://nonprofit.linkedin.com/blog/2021/12/what-the-pandemic-taught-us-about-our-nonprofit-leadership-needs) Nonprofit leadership requires a new & diverse skillset to guide organizations in a post-pandemic world. The path forward involves innovation, & investing in leaders who bring qualities to the table that inspire collective growth. Here are some qualities you should look for. ### [How To Obtain Leadership Roles in Nonprofit Organizations](https://www.indeed.com/career-advice/career-development/leadership-in-a-non-profit-organization) If you are interested in advocating for social causes, you may want to pursue a leadership role at a nonprofit. The way you gain these roles may vary, but you can follow several simple actions to pursue this career. You can read this article to find out more. ### [How To Survive And Thrive In A Male-Dominated Workplace](https://www.forbes.com/sites/ellevate/2021/03/15/how-to-survive-and-thrive-in-a-male-dominated-workplace/?sh=31a37d8d7d1b) In the past 40 years, we have seen a steady increase of women entering male-dominated fields. However, according to a study, women in male-dominated careers face challenges, and many of them not yet experiencing the benefits. So how can women thrive in these industries? ### [How Nonprofit Leaders Can Reimagine Success](https://www.forbes.com/sites/forbesnonprofitcouncil/2021/10/13/how-nonprofit-leaders-can-reimagine-success/?sh=3483a77e72e0) The pandemic has altered our world. Nonprofit leaders are struggling to cope within a shifting global landscape, reassessing how to work with communities and this calls for broadening the definition of success. How can we reimagine success? Find out here. ### [Mentors Are Critical for Women Leadership Development. Why Do Women Not Have Them?](https://www.numly.io/uncategorized/mentors-are-critical-for-women-leadership-development-why-do-women-not-have-them/) Considering the number of talented women, you would expect many of them in senior positions. But data shows a chasm between the number of women starting their careers & those advancing to leadership roles. This is where mentorship is expected to come in. ### [Self Care Tips for Nonprofit Leaders](https://blessingsbrokers.com/news_post/self-care-tips-for-nonprofit-leaders/) Self-care brings countless benefits and longevity. Unfortunately, for so many influential leaders, self-care gets pushed to the back of the list. Here are some tips for non-profit leaders to slow down and take care of themselves. ### [4 Challenges that Large Nonprofit Organizations Often Face and How to Overcome Them](https://www.volunteerhub.com/blog/challenges-large-nonprofit-organizations-face/) In order to be successful, large nonprofit organizations often have to overcome some extreme challenges to stay on the right track. This article will discuss these issues and provide tips to overcome them in more detail. ### [12 Reasons Why Team Building Works](https://www.teambonding.com/6-reasons-for-team-building/) Fun activities help people see each other in a different light allow them to connect in a different setting. A close-knit team will ensure productivity and a good work environment. Here are 12 reasons to start team-building. ### [How to Effectively Manage a Remote Nonprofit Team](https://www.classy.org/blog/how-to-manage-remote-nonprofit-team/) 77% of leaders have never managed a remote team before, and 40% of them have low confidence in their remote team management ability. As remote work continues, nonprofit leaders need to re-evaluate and reset some managerial habits & routines. ### [Ways To Exhibit Fairness in the Workplace](https://www.indeed.com/career-advice/career-development/fairness-in-the-workplace) As a manager or employer, try to set policies and principles that provide both things to your employees. Here are some tactics you can implement to create fairness in your workplace. ### [Women in the Workplace: Why Women Make Great Leaders & How to Retain Them](https://www.ccl.org/articles/leading-effectively-articles/7-reasons-want-women-workplace/) Organizations that don’t realize the importance of women in the workplace are missing out. Besides doubling your talent pool, more women may also improve your company’s performance. ### [Board Evaluations: The Complete Q&A Guide for Nonprofits](https://boardable.com/blog/board-evaluations/) Students and employees go through evaluations throughout the year. Why are nonprofit boards any different? This may be a shock to some, but with this guide, you can successfully prepare for and conduct successful board evaluations. ### [How (and Why) To Make Organizational Alignment Happen](https://www.nonprofitpro.com/post/how-and-why-to-make-organizational-alignment-happen/) In simple terms, organizational alignment is when every member is aware of and agrees on the group’s direction. Typically, that direction is set forth in a strategic plan supported by an implementation and/or operational plan. Here are the steps to help your organization align. ### [What Does The Future Hold For Women In The Workplace?](https://www.forbes.com/sites/forbesnonprofitcouncil/2021/10/12/what-does-the-future-hold-for-women-in-the-workplace/?sh=4cd83f173936) The pandemic has ravaged industries, causing unemployment numbers to reach record highs. While everyone has experienced the challenges, women & people of color have been hit harder. Here are a few steps leaders can take to support women in the workplace. ### [Women in the Workplace 2021](https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace) A year and a half into the pandemic, women are even more burned out than they were —and increasingly more so than men. Despite this, women leaders are stepping up to support employee well-being and diversity, equity, and inclusion efforts, but that work is not getting recognized. ### [Can Apprenticeships Solve the Skills Gap?](https://www.thehrdirector.com/features/apprenticeships/pcw-apprenticeships-an-alternative-first-choice/) As the world moves toward COVID-19 recovery, it’s more important than ever for business leaders to equip their, and employees with the skills they need to help them create a competitive edge. Apprenticeships may be the key when it comes to doing this. Read on to find out why. ### [5 Critical Nonprofit Branding Strategies](https://nonprofit.linkedin.com/blog/2021/09/5-critical-nonprofit-branding-strategies) When people think of branding, they may associate it with big corporations. But branding is just as important to nonprofits as it is to for-profit businesses. To help you out, here are five essential branding strategies that your nonprofit can adopt to set itself up for success. ### [Powerful and Effective Presentation Skills: More in Demand Now Than Ever](https://www.harvardbusiness.org/powerful-and-effective-presentation-skills-more-in-demand-now-than-ever/) With many employees working from home or in hybrid mode, there’s a need to find new ways to make effective presentations. Whether you’re delivering your presentation face to face or virtually, solid presentation skills matter. Click here to find out more. ### [How to Tap Into the Hidden Skills of Your Workforce](https://corporatecoachgroup.com/blog/how-to-tap-into-the-hidden-skills-of-your-workforce) Employees have skills suitable for the job they’re hired for, but many have hidden capabilities that are not being used. Read more to know how you can draw from them not only for the organization’s benefit, but also the employees’. ### [6 Steps to Create a Management Development Program That Works](https://www.betterup.com/blog/management-development-program) People need nurture and development to be effective and productive leaders. A management development program is a powerful tool, which develops leaders in organizations. Let’s learn why and how you can jumpstart your program. ### [A Quick Guide to Managing Your Remote Team in the New Normal](https://www.entrepreneur.com/article/380924) Managing remote teams has different challenges than managing an in-person team. As advanced as communication technology has become, it still can’t replace in-person communication perfectly. Remote-team-management mastery can be achieved though — here’s how. ### [What Makes a Good Manager (The Ultimate Guide of Dos and Don’ts)](https://www.proofhub.com/articles/what-makes-a-good-manager) Good managers have to keep the balance between employees’ needs and requirements, business goals, and their well-being and aspirations. If you have just earned this role, prepare yourself for the challenging times ahead. ### [The Science Of Persuasion: How To Overcome Strong Opinions](https://www.forbes.com/sites/kwamechristian/2021/08/29/the-science-of-persuasion-how-to-overcome-strong-opinions/?sh=21fdec8b398e) The relevance to negotiation is obvious. While we might believe it’s a matter of negotiating prices, or terms and conditions, behind it all is the need to come to a shared opinion. Understanding why and how strongly those opinions are can be the key to a successful negotiation. ### [How CEOs Should Manage Their Time in the Hybrid Workplace](https://hbr.org/2021/08/how-ceos-should-manage-their-time-in-the-hybrid-workplace) After months of leading remotely, CEOs must learn to combine the best virtual leadership practices with the best face-to-face management. CEOs must limit the negative consequences of video meetings, rethink assumptions about the reasons to travel, and protect their personal time. ### [Claiming Women’s Space in Leadership](https://www.unwomen.org/en/news/stories/2021/3/compilation-claiming-womens-space-in-leadership) The future is better with women at every table. Trailblazing women have been claiming their space and demanding women’s inclusion and equality throughout history. Here’s how we can promote women’s leadership in all its forms, and encourage them to claim their space in leadership. ### [What It Takes to Manage Leadership Change in the Nonprofit Sector](https://philanthropynewsdigest.org/columns/the-sustainable-nonprofit/what-it-takes-to-manage-leadership-change-in-the-nonprofit-sector) Every organization experiences leadership change. But these days, the nonprofit sector is experiencing a big demographic shift. Which is why it’s essential for all nonprofits to start planning for the kind of thoughtful leadership transitions —including those resulting from both expected and sudden departures — any organization needs to survive and thrive. Read on to know more. ### [The World Not Only Needs Women Leaders – It Needs Feminist Leaders](https://en.unesco.org/news/world-not-only-needs-women-leaders-it-needs-feminist-leaders) What we need are leaders for gender equality – and we need them everywhere in our societal structures. Leaders of all ages, all gender identities and from all backgrounds. These leaders are not just agents of change, but designers of change. They lead through their example and engagement. They expose injustices and unequal opportunities. They know that gender inequalities stem from discrimination and exclusion and that it is only by lifting these barriers that real change can happen. This is feminist leadership. Read on to know more. ### [How To Be An Incredible Remote Leader: 10 Ways To Build Trust, Support & Get Shared Results](https://www.inspiringleadershipnow.com/how-to-remote-leader/) Leading people can be highly challenging – whether you’re working in the same building or you’re spread across the globe. You still need to focus on the elements that have always made leaders effective. Read on to know more. ### [It’s Time to Separate Managers From Entrepreneurs](https://www.entrepreneur.com/article/343398) Among the things every entrepreneur must juggle is management of production, internal routines and processes, customer relations and personnel. Yet there is sound entrepreneurship theory that separates the two; entrepreneur and manager are not the same. Read on to know more. ### [Leadership skills: 12 cognitive biases to be mindful of when decision-making](https://hospitalityinsights.ehl.edu/leadership-skills) Decision-making under pressure is a core leadership skill needed in life, especially in the hospitality industry. The human brain is very powerful but also comes with its limitations. Indeed, it can’t handle the tremendous amount of data coming in every second… Naturally, in order to simplify information processing, we take short-cuts which are called heuristic or cognitive biases. Read on to know more. ### [Thank You, No: Three Diplomatic Ways To Set Boundaries With Clients](https://www.forbes.com/sites/tanyatarr/2021/06/27/thank-you-no-three-diplomatic-ways-to-set-boundaries-with-clients/?sh=3e7cc08762c0) Setting boundaries is a popular topic these days, and with good reason. So many feel overtaxed or caught in a cycle of burnout, so the desire to throw down a quick “no” to protect boundaries of time and attention makes sense. But how do you say “no” successfully in a business setting if your business is saying yes to client services? Read on to know more. ### [Promoting psychological safety starts with developing leaders](https://www.mckinsey.com/business-functions/organization/our-insights/the-organization-blog/promoting-psychological-safety-starts-with-developing-leaders#) Organizations that instill psychological safety are more likely to innovate quickly, unlock the benefits of diversity, and adapt well to change—all of which have grown in importance during the COVID-19 crisis. Read on to know more. ### [Becoming a Change Agent & Being a Change Manager: What does it mean?](https://management30.com/blog/change-manager-explained/) In a world of constant change and technological innovation, where volatility and response time become a survival factor in organizations, companies are beginning to look for new ways to respond to these changes, including new practices and models. Read on to know more. ### [Nonprofit Leadership: Is There a Gender Gap?](https://www.missionbox.com/article/127/nonprofit-leadership-is-there-a-gender-gap) Gender diversity issues loom large in the nonprofit sector. Issues of gender diversity and workplace equality have become mainstream. Read on to know more. ### [What Your Organization Really Needs from You: Influence and Impact](https://www.leadershipnow.com/leadingblog/2021/06/what_your_organization_really.html) Leaders in today’s multinational, matrixed, diverse business world have impact through their ability to influence others. In many organizations, authority-based leadership is waning. Success is all about getting others to care about what you care about. The most effective leaders get their teams, their colleagues, and their suppliers to emphasize their priorities. Read on to know more. ### [How Successful Women Leaders Ask for Help](https://ewfinternational.com/how-successful-women-leaders-ask-for-help/) Research has shown that women tend to ask more questions about assigned tasks and project than their male counterparts. But, as women progress in their careers, they often begin asking fewer questions. Not because they ask for less advice, but because they reframe their questions to exhibit knowledge and insight on the topic to show they are a strong employee and leader. Read on to know more. ### [Nine Communication Habits Of Great Leaders (And Why They Make Them So Great)](https://www.forbes.com/sites/theyec/2021/01/19/nine-communication-habits-of-great-leaders-and-why-they-make-them-so-great/?sh=67dbfee86ec9) Communication is one of the most essential skills that a business leader needs to master to be successful. Great leaders may develop their communication skills early on in their careers, but they also have created and maintained habits that help them communicate more effectively. Read on to know more. ### [Hybrid work model: 4 ways leaders can build trust](https://enterprisersproject.com/article/2021/5/hybrid-work-4-ways-build-trust) A hybrid work model combining remote and office work is becoming the go-to strategy as organizations move toward a post-pandemic world. Consider four tips to make hybrid work succeed. Read on to know more. ### [How to Cultivate Leadership Presence in a Remote Working World](https://www.greatleadershipbydan.com/2021/01/how-to-cultivate-leadership-presence-in.html) In our rapidly changing world, new pressures are emerging. To navigate more demanding customer expectations, an acute distrust of business and so much remote working, leaders need to find new ways of operating. Cultivating leadership presence is foundational for this to happen. Read on to know more. ### [Claiming women’s space in leadership](https://www.unwomen.org/en/news/stories/2021/3/compilation-claiming-womens-space-in-leadership) Across all sectors, communities and societies, women have key contributions to make to leadership. From politics and corporations to sports and STEM, diverse leadership benefits everyone. Leaders need to represent the people they serve to best understand their wants and needs. Read on to know more. ### [15 Ways to Create a Happier Work Environment](https://www.ehstoday.com/safety-leadership/article/21915745/15-ways-to-create-a-happier-work-environment) Recognition, praise, appreciation, gratitude and flexibility: These are just a few ways to make your work force happier and more productive. Read on to know more. ### [4 Types of Entrepreneurship: Tips for Women to Succeed in Business](https://onlinebusiness.northeastern.edu/blog/types-of-entrepreneurship/) The past few years have seen an increase in entrepreneurial opportunities available to women who are looking to lead and succeed in their own businesses. According to American Express’s “2019 State of Women-Owned Businesses” report, the number of women-owned businesses grew 21% between 2014 and 2019, compared to 9% growth in businesses overall. Another encouraging sign: businesses owned by women of color grew by 43% in the same time period. Read on to know more. ### [13 Habits of Highly Successful and Effective CEOs](https://mackayceoforums.com/tipsheets/13-habits-highly-successful-effective-ceos/) Time is our most precious resource. Every CEO will need to commit to effective time mastery behaviors in order to “win the war for talent” and accelerate business results. Read on to know the habits of highly successful and effective CEOs. ### [The Journey Of Resilient Leadership: Building Organizational Resilience](https://www.forbes.com/sites/deloitte/2021/03/29/the-journey-of-resilient-leadership-building-organizational-resilience/?sh=7b9be054458f) In 2020, resilient leadership was tested in the extreme, and the challenges continue into 2021. This COVID-19 crisis is taking its toll on organizations and individuals. In October, Deloitte and Fortune surveyed more than 125 CEOs in the global Fortune CEO community who revealed that their four greatest challenges during 2020 were maintaining employee well-being, sustaining innovation, addressing declining revenues, and engaging customers. ### [Talent troubleshooting: 5 practical tips for managers](https://www.socialtalent.com/blog/recruitment/talent-troubleshooting-with-bev-kaye) Every manager has talent troubleshooting issues. They come in all shapes and sizes. Here is Dr. Bev Kaye to help you deal with some of the most pressing problems. Bev is recognized as one of the most knowledgeable professionals in career development, employee engagement, and retention. She’s also a resident expert on the SocialTalent learning platform. Click here to know more about the Q&A advice session. ### [How To Convey Gratitude Across International Teams](https://recruitment.com/employer-branding/gratitude-international-teams) Conveying Gratitude Across International Teams: Given that four out of five employees are motivated to work harder after their manager shows gratitude for their contribution, expressing appreciation in the right way is important. Here are tips for ensuring your gratitude is always well received by the team. ### [5 Proven Ways to Attract & Retain Women Leaders](https://www.ccl.org/articles/leading-effectively-articles/5-proven-ways-develop-female-talent/) To attract, develop, retain, and promote talented women, organizations should take a broad view. Here are 5 proven things to consider. ### [5 keys to successful matrix management](https://www.iese.edu/standout/matrix-management-keys/) The rise of globalization has compelled companies to keep a geographically broad organization in close communication and with a shared goal. It´s also led organizations to share employees and resources across diverse functions and strategies. To meet these new complexities, more and more businesses and executives are turning to matrix management, a reporting structure for strategies requiring multiple, simultaneous capabilities. Read on to know more. ### [The Effective Not-for-Profit Board: A value-driving force](https://www2.deloitte.com/content/dam/Deloitte/ca/Documents/public-sector/ca-en-public-sector-effective-npo-board.pdf) This third edition of The Effective Not-for-Profit Board discusses NPO governance within the current regulatory and stakeholder environment. Read on to better understand the responsibilities of NPO board members and encourage them to lead their organizations towards more effective governance practices. ### [5 Critical Challenges for HR Leaders in 2021](https://blog.workday.com/en-us/2020/5-critical-challenges-hr-leaders-2021.html) 5 Critical Challenges for HR Leaders in 2021: Greg Pryor, executive director at Workday, said that we are experiencing a once-in-a-generation, if not a once-in-a-lifetime, shift in the way HR leaders think about human capital management. In this Q&A, you will learn about the biggest talent management challenges facing HR leaders today. ### [Nonprofit Leadership: Is There a Gender Gap?](https://www.missionbox.com/article/127/nonprofit-leadership-is-there-a-gender-gap) Issues of gender diversity and workplace equality have become mainstream in the Western world. For decades it seemed the women’s movement was strictly focused on upward mobility, on a woman’s right and determination to do everything a man can do. Now that women have broken so many barriers to that end, the more complex issues of parental leave, childcare, work-life balance, gender discrimination, and equal pay are getting the serious attention they deserve. ### [Leadership styles and employees’ work outcomes in nonprofit organizations: the role of work engagement](https://www.emerald.com/insight/content/doi/10.1108/JMD-12-2019-0499/full/html) This study aims to investigate the effects of transformational and transactional leaders’ behaviors on employees’ affective commitment and organizational citizenship behavior in the context of nonprofit organizations (NPOs). Click here to know more. ### [10 Incredible Nonprofits and the Women Behind Them](https://www.entrepreneur.com/article/252925) Today, female leaders today are perceived to be more effective at taking initiative, demonstrating integrity and honesty, and working for results than are their male counterparts, according to a survey from leadership consultancy Zenger Folkman. ### [Why Leaders Need to Talk about Growth With Their Teams](https://management30.com/blog/why-leaders-need-to-talk-about-growth-with-their-teams/) More people who apply for work are asking about growth opportunities over other benefits in recent years. This is because employees tend to become less engaged and have less confidence when they feel like they’re not making any progress. In such cases, employees start seeking for new opportunities. Read on to know why leaders need to talk about growth with their teams. ### [The role of leadership in risk management](https://www.wired-gov.net/wg/news.nsf/articles/The+role+of+leadership+in+risk+management+11112020102000?open) To ensure the success of risk management in the organization, the senior leadership should invest in, and be accountable for the organization’s risk management programs. This should not be limited to correcting risk situations. Senior leaders should also proactively manage risks by preventing it. Read on to learn more about the role of leadership in risk management. ### [Changing companies’ minds about women](https://www.mckinsey.com/business-functions/organization/our-insights/changing-companies-minds-about-women#) Despite the significant corporate commitment to the advancement of women’s careers, progress appears to have stalled. The percentage of women on boards and senior-executive teams remains stuck at around 15 percent in many countries, and just 3 percent of Fortune 500 CEOs are women. ### [On Board with More Women in Leadership](https://blogs.imf.org/2020/03/03/on-board-with-more-women-in-leadership/) IMF staff research from a wide array of perspectives clearly shows the economic benefits of promoting gender equality policies. And the bottom line is this—more women in the workforce and in more senior positions is good news for women, good news for businesses, and good news for their countries’ economies. ### [Five common decision-making mistakes and how to avoid them](https://suzimcalpine.com/five-common-decision-making-mistakes-and-how-to-avoid-them/) Leaders tend to use different approaches when making decisions. However, conflicts arises when leaders fall prey to overusing one approach or automatically applying a decision-making style without much thought as to what’s needed for that situation. Here are some common decision-making mistakes that leaders should know and how they can avoid them. ### [Funders Have Not Embraced General Operating Support, Study Finds](http://www.capdev.com/development-campaign-consulting-news-detail.php?ArticleId=826059628) Despite the widespread belief that multiyear general operating support is important to nonprofits’ ability to fulfill their missions, many foundations do not provide such support to their grantees, a report from the Center for Effective Philanthropy finds. ### [Top 7 Tips for Managing Multigenerational Teams](https://management30.com/blog/top-7-tips-for-managing-multigenerational-teams/) In today’s workplace, you’ll find employees who are born well after the 70s and fresh graduates who are as young as twenty. This means your teams may comprise varying generations. Professionals in each of these generations have their unique work styles, expectations, motivations, approaches, and experiences. As a manager, you must come up with creative ways to leverage these substantial differences to build high-performing, diverse teams, and manage them effectively. Click here to learn more. ### [Five Qualities Genuine Leaders Have in Common](https://www.leadershipnow.com/leadingblog/2020/10/five_qualities_genuine_leaders.html) Five Qualities Genuine Leaders Have in Common: A recent MIT study surveyed top professionals from more than 120 countries about the skills needed for effective leadership in the decade ahead. It found that even more than in the past, leaders need to articulate a clear vision and strategy and provide a sense of shared purpose. Click here to learn more. ### [Volunteer Management Process: 4 Effective Strategies](https://www.volunteerhub.com/blog/effective-volunteer-management-process/) An effective volunteer management process can save your nonprofit time, increase engagement, and improve retention rates. However, only about 55% of nonprofits know the impact that volunteerism has on their organization. Click here to learn about the strategies that you have to put in place in deploying a volunteer management process. ### [6 Financial Skills Every Leader Should Have](https://cmoe.com/blog/financial-skills-leaders-should-have/) Whether you’re a manager or an entrepreneur, financial skills are crucial to your success. These skills help you understand how your organization succeeds or where it falls short, enables smoother communication across departments, and ultimately drives major business decisions. Here are some financial skills, both professional and personal, that you should have in order to be an effective leader. ### [4 Nonprofit Moms Share Tips for Balancing Motherhood and Their Mission](https://nlctb.org/tips/balancing-motherhood-nonprofit-moms/) A handful of nonprofit women CEOs and Executive Directors (who are also moms) were asked these questions: How do you balance being a busy nonprofit leader and mom? What tips would you share with other moms out there who are juggling it all? Click here to know their answers. ### [Playbook for a New Leader’s First 90 Days on the Job](https://www.greatleadershipbydan.com/2020/09/playbook-for-new-leaders-first-90-days.html) Leaders’ tenure set the foundation of their future success in the first 3 months. Kristin Harper, author of “The Heart of a Leader: 52 Emotional Intelligence Insights to Advance your Career” provided 5 time-tested approaches for new leaders to get off to a fast start. ### [5 Ways to Develop Leaders At Your Company](https://blog.namely.com/5-ways-to-develop-leaders-at-your-company) 2020 embarks the rise of empowering leadership where leaders drifted away from autocratic type of leadership. With that being said, how can you help our employees develop into strong leaders in the future? Here are 5 ways to do it. ### [4 Mistakes You Don’t Want to Make as a Fundraiser in 2020](https://nonprofithub.org/featured/4-mistakes-you-dont-want-to-make-as-a-fundraiser-in-2020/) Navigating the so-called new normal can be a challenge even for well-developed international nonprofit organizations. Since fundraising thrives on long-lasting relationships, retaining your donors becomes more important than ever. Here are 4 mistakes that nonprofits should avoid this year at all costs. ### [What is Change Management Training?](https://corporatecoachgroup.com/blog/what-is-change-management-training) Change is inevitable. Organizations must accept the fact that managing change is essential to ensure that proposed changes are accepted by the team to be effective. Read more to learn the skills needed to manage change. ### [A practical exercise to build a collective vision for your team](https://suzimcalpine.com/a-practical-exercise-to-build-a-collective-vision-for-your-team/) Building high-performing and cohesive teams are one of the most important responsibilities of a great leader. However, this exercise requires intentional practice and persistence. Don’t know where to start? Here are simple, practical exercises that you can follow to jumpstart your road to creating your dream team. ### [How to Host a Successful Virtual Fundraiser for Your Nonprofit](https://www.wildapricot.com/blogs/newsblog/2020/04/14/virtual-fundraiser) Nonprofit professionals are no strangers to crisis management, especially when it comes to fundraising. Moving fundraising online allows nonprofit organizations to keep bringing in the much-needed revenue to sustain programs and services. Here is a detailed guide to online fundraising and how to make a smooth transition to virtual events. ### [Want to lead change at work? Here’s how to grow your influence](https://www.smartbrief.com/original/2020/06/want-lead-change-work-heres-how-grow-your-influence) For an organization to get work done through and with others across the board, a leader needs to develop and apply influence. In this article, Art Petty, an executive and emerging leader coach, shares his ideas and approaches that leaders can use to engage and succeed in an organization without compromising values. ### [What’s the Secret to Strong Leadership?](https://www.greatleadershipbydan.com/2020/06/whats-secret-to-strong-leadership.html) There is a saying that everyone can be a manager but not a leader. To be an effective leader, it takes skills and instincts. So, what separates great leaders from the rest? It’s time to master these fundamentals. Here are the 3Cs that you can adapt to for strong leadership. ### [Sustainability to Survivability: 5 Nonprofit Finance Must-Do’s in the Time of COVID](https://nonprofitquarterly.org/sustainability-to-survivability-nonprofit-finance-must-dos-in-the-time-of-covid/) Sustainability to Survivability: As nonprofit professionals struggle to devise new operating plans designed to serve as many as possible while protecting and caring for employees, the thought of sustainability seems almost quaint. Here are five steps that nonprofit organizations should do to sustain financial stability. ### [Embedding Resilience: Addressing the Business Challenges Presented by the Coronavirus. ](https://home.kpmg/xx/en/home/insights/2020/03/the-business-implications-of-coronavirus.html) What are the implications of COVID-19 and how you will best position your business to be resilient in the future? Read on to know more. ### [Women leaders shine during COVID-19 pandemic](https://scopeblog.stanford.edu/2020/05/12/women-leaders-shine-during-covid-19-pandemic/) Women only make up 7% of the world’s government leadership roles, but many women leaders are gaining praises for their skillful navigation of the coronavirus pandemic. ### [Covid-19 impact survey results](https://bpca.org.uk/News-and-Blog/covid-19-pest-management-impact-survey-results/252452) BPCA surveyed pest professionals on the impact Covid-19 is having on the sector. Over 900 people answered the survey. Here are the initial findings. ### [Meet 10 young people leading the COVID-19 response in their communities](https://www.un.org/africarenewal/web-features/coronavirus/meet-10-young-people-leading-covid-19-response-their-communities) By now, most people know that the coronavirus disease has infected nearly every continent. But there’s a lesser-known story that also deserves attention: young people leading the COVID-19 response in their communities. Click here to read their inspiring stories. ### [Without Empathy, Nothing Works.’ Chef José Andrés Wants to Feed the World Through the Pandemic](https://time.com/collection/apart-not-alone/5809169/jose-andres-coronavirus-food/) Want to be inspired today? Read the story of José Andrés, founder of a not-for-profit non-governmental organization called World Central Kitchen, and how he wants to feed the world through the pandemic. ### [We Can Work It Out: Managing Workplace Disputes](https://nonprofitrisk.org/resources/articles/we-can-work-it-out-managing-workplace-disputes/) Did you know that unaddressed workplace conflicts waste, on average, eight hours of time spent on gossip and other unproductive, mission-draining activities? The calculation came from Joseph Grenny, co-author of Crucial Conversations: Tools for Talking When Stakes Are High Leadership and Management. Read on to learn more. ### [Are female leaders more successful at managing the coronavirus crisis?](https://www.theguardian.com/world/2020/apr/25/why-do-female-leaders-seem-to-be-more-successful-at-managing-the-coronavirus-crisis) From Germany to New Zealand and Denmark to Taiwan, women have managed the coronavirus crisis with aplomb. Read on to know more. ### [An International Perspective: Top Leadership Challenges For 2020](https://www.forbes.com/sites/sallypercy/2020/01/02/an-international-perspective-top-leadership-challenges-for-2020/#6ad6651dd0c9) While leaders and managers in every region face many similar challenges, they also face certain challenges that are very specific to the geography in which they’re based. Four academics from around the world share their views on the most important leadership priorities for their markets in 2020. Read on to know more. ### [What Do Countries With The Best Coronavirus Responses Have In Common? Women Leaders](https://www.forbes.com/sites/avivahwittenbergcox/2020/04/13/what-do-countries-with-the-best-coronavirus-reponses-have-in-common-women-leaders/#6d761cfd3dec) Looking for examples of true leadership in a crisis? From Iceland to Taiwan and from Germany to New Zealand, women are stepping up to show the world how to manage a messy patch for our human family. ### [How to Set Up Your Workplace for Remote and Hybrid Employees](https://robinpowered.com/blog/workplace-remote-hybrid-employees/) For every task, assignment or project, it’s important to support your employees’ work setting. This will help you determine the kind of equipment and apps needed to ensure productivity. If you’re a manager who’s new in the remote workplace, here are the types of remote workers you should know and how you can support them. ### [Lessening The Risk Of Coronavirus At Nonprofits](https://www.thenonprofittimes.com/npt_articles/lessening-the-risk-of-coronavirus-at-nonprofits/) COVID-19 has caused many nonprofit managers to shift their focus to emergency planning for an infectious disease. Your organization might already have plans in place to help mitigate the risk of a public health crisis. The Nonprofit Risk Management Center (NRMC) compiled some tips to help you hone your crisis management skills to offset an infectious disease crisis. ### [Confronting COVID-19: Why Firms Need to Tap Nonprofit Partnerships](https://knowledge.wharton.upenn.edu/article/confronting-covid-19-firms-need-tap-nonprofit-partnerships/) Companies shouldn’t retrench and wait for the coronavirus pandemic to end. They should act now to save their business. But they shouldn’t be alone. Dealing with this COVID-19 will also require partnering with nonprofit organizations to make sure all our communities around the world are getting the support they need. This is why firms should consider tapping nonprofit partnerships. ### [COVID-19 impact on nonprofits: ‘It’s horrific on multiple levels’](https://www.bizjournals.com/louisville/news/2020/03/19/covid-19-impact-on-nonprofits-it-s-horrific-on.html) Ann Coffey, CEO of Center for Nonprofit Excellence believes that COVID-19 is “horrific on multiple levels” which forces NFPs to work with limited resources. With revenues disappearing, how can nonprofit organizations cope to mitigate the losses and continue its operations? ### [Tips for you to address the conflict and get your team focused on the work at hand](https://www.wisfarmer.com/story/opinion/columnists/2019/06/26/managing-employee-conflict-farm-successfully/1416575001/) Have a hard time mediating the employees in your farm? Is it affecting your operations already? Here are top tips for you to address the conflict and refocus your team on the work at hand. ### [Most Important Leadership Test In The World](https://www.forbes.com/sites/terinaallen/2019/10/29/this-is-the-most-important-leadership-test-in-the-world/#67f7e7da2f67) Management consultant and international speaker, Terina Allen, said that the most important leadership test in the world is based on your ability to successfully lead yourself first. Do you have what it takes to pass it? Read to find out **Categories:** Social Media & Press --- ### [SOCIAL DEVELOPMENT](https://carrhure.com/social-development/) **Published:** February 28, 2020 **Author:** Auree de Carbon **Excerpt:** Human Resource Management in Nonprofit Organizations: HRM's main task is securing the availability of HR quantitatively and ensuring that the workforce is of desired quality level appropriate to costs. Since NPOs depend on human performance to fulfill their quality expectations and to reach an acceptable level of costs, how can HRM, which was initially conceptualized for business, be transferred to NPOs? **Content:** ### [The Importance of Employee Development: A Strategy Guide](https://www.mentorcliq.com/blog/what-is-employee-development-guide) Employee development isn’t just about improving people’s skills. It’s a quality-of-life improvement that holistically impacts the totality of each employee’s experience. How you go about offering that development will have significant and definitive impacts on your organization, from recruiting to retention. ### [Nonprofit Staff Training: How to Enhance Your Impact](https://www.501c3.org/nonprofit-staff-training/) There’s a lot that goes into running a successful nonprofit, from developing a clear mission statement to assembling a well-rounded board of directors. Fortunately, you don’t have to do it all alone. With a dedicated team of staff around you, you’ll be able to grow, bring your mission to life, and surmount any hurdles that come your way. ### [Personal Development in Your Workplace: 4 Steps to Success](https://profiletree.com/personal-development-in-your-workplace/) Why should you focus on personal development in your workplace? Simply, it is essential for making the most of the opportunity your workplace gives you now and in the future. We’ll explain, in four simple steps, how to take charge of the future of your workplace. ### [Role of Social Emotional Learning for Employee Training](https://www.continu.com/blog/emotional-learning) It’s clear that employees value training, but what kind? Oftentimes, skills and compliance training are all that employees receive on the job. However, this leaves out critical training, specifically social-emotional learning which really is the missing piece of the puzzle. ### [9 Tips For Building Trust In The Workplace](https://www.achievers.com/blog/building-trust-workplace/) If you’d like your organization to succeed, you must foster mutual trust between all team members. But this is easier said than done. Only 1 out of 5 HR and engagement leaders believe their employees deeply trust company leaders, and 50 percent of employees said they don’t think HR is trustworthy. ### [10 Effective Social Skills and How to Improve Yours](https://www.awardaroo.io/blog/effective-social-skills) 42% of us are in a job where social skills are ranked as the number one competency. Find out more about effective social skills and how to develop yours. ### [20 Coaches Share Ways They Use Their Expertise To Give Back](https://www.forbes.com/sites/forbescoachescouncil/2023/08/16/20-coaches-share-ways-they-use-their-expertise-to-give-back/?sh=1f51ceb846cf) Coaches guide their clients in personal and professional development, but behind that work lies a desire to make the world a better place. Many coaches are committed to giving back to their communities by engaging in pro bono projects or supporting causes close to their hearts. ### [SUPPORTING SINGLE PARENT EMPLOYEES: STRATEGIES FOR SUCCESS](https://tootris.com/edu/blog/employers/supporting-single-parent-employees-in-the-workplace/) Understanding the Unique Challenges they Face. Over 24 million children live with single parents in the US, making it crucial for businesses to address their caregiving demands. Learn how companies can promote inclusivity, flexibility, and work-life balance to combat burnout and create a supportive environment for all employees. #SingleParents #WorkplaceSupport #Inclusivity #WorkLifeBalance #EmployeeWellbeing ### [HR and Social Development: What’s the Connection?](https://www.iienstitu.com/en/blog/hr-and-social-development-what-s-the-connection) How can HR boost social development at work? By aligning their goals and actions, they can create a culture that attracts, engages, and inspires employees. Learn how HR can foster inclusion, innovation, and motivation through social development. #HR #SocialDevelopment #WorkplaceCulture ### [How Nonprofits Can Foster a Mentoring Culture Among Their Workforce](https://www.linkedin.com/pulse/how-nonprofits-can-foster-mentoring-culture-among-/) When people think of a mentoring culture at work, they probably envision a formal mentoring program — but not all mentoring happens through formal channels. What comes to mind when you think of a workplace with a thriving mentoring culture? ### [Gen Z In The Workplace: How Should Companies Adapt?](https://imagine.jhu.edu/blog/2023/04/18/gen-z-in-the-workplace-how-should-companies-adapt/) Generational shifts reshape the workforce. Baby Boomers sought security, Gen X valued balance and progress, while Millennials and Gen Z prioritize ethics and work-life balance. As Boomers retire, Gen Z will make up 30% of the workforce by 2030, bringing new ideas and tech influence. Brace for evolving work environments! #GenerationalShifts #FutureOfWork ### [15 expert tips for first-time mentors](https://www.togetherplatform.com/blog/how-to-mentor-someone) Being a mentor for the first time can be daunting. Here are 15 tips to help you build a successful mentoring relationship. ### [Why Coaching for your Nonprofit is a Good Investment](https://mission-minded.com/why-coaching-for-your-nonprofit-is-a-good-investment/) Showing your employees that you truly care about their success is a must. Access to professional coaching benefits the employee, the entire team, & the organizational mission. People who feel empowered to achieve their goals are happier & helps them have a greater impact at work. ### [Ageism in the Workplace Statistics: Latest data from 2023](https://blog.gitnux.com/ageism-in-the-workplace-statistics/) Ageism in the workplace is a serious issue that affects many people. Unfortunately, it is often overlooked or ignored. This blog post will explore the statistics surrounding ageism in the workplace and discuss how it affects people of all ages. ### [8 effective strategies for supporting employees after a disaster](https://www.insperity.com/blog/supporting-employees-after-a-disaster/) Natural disasters, pandemics & other disruptive events create a host of problems for company leaders. Although it’s tempting to immediately get back to business as usual, it’s best to avoid rushing stressed, traumatized employees back to work. ### [What are some of the best practices for creating a coaching culture in your organization?](https://www.linkedin.com/advice/0/what-some-best-practices-creating-coaching-culture-your) Coaching is a powerful way to develop your team, improve performance, & foster a culture of learning & growth. However, this is not an easy feat. Click here to learn some of the best practices for creating a coaching culture, & how to apply them to your own leadership style. ### [Coaching in the Workplace: It’s Different from Traditional Managing](https://www.shrm.org/resourcesandtools/hr-topics/people-managers/pages/how-a-manager-becomes-a-coach-.aspx) Coaching is becoming increasingly common in the global workforce, with good coaching from managers leading to more-motivated and better-performing employees. ### [how Coaching Changes Workplace Interactions](https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-development/pages/how-coaching-changes-workplace-interactions.aspx) Businesses know the value of hiring external coaches for aspiring leaders, struggling staff members and developing professionals. And they are willing to pay for it: Coaching is a $2.85 billion industry, according to a recent survey by the International Coaching Federation (ICF) and PwC. ### [Why Coaching for your Nonprofit is a Good Investment](https://mission-minded.com/why-coaching-for-your-nonprofit-is-a-good-investment/) In today’s competitive marketplace for great talent, showing your employees that you truly care about their success is a must. Yet working at a nonprofit often means the financial compensation is less than other jobs, so finding other ways to ensure your employees feel valued is essential. ### [Top Social Skills for Workplace Success](https://www.thebalancemoney.com/top-social-skills-for-workplace-success-4142848) Social skills are essential for workplace success. Also called “interpersonal skills,” social skills are what we all use to interact and communicate with other people. These skills include both verbal skills (the way you speak to other people) and nonverbal skills (your body language, gestures, and eye contact). ### [The importance of workplace social skills (with tips)](https://uk.indeed.com/career-advice/career-development/social-skills#:~:text=Why%20are%20social%20skills%20important,grow%20relationships%20with%20these%20people.) Developing social skills is an important step in furthering your career. Social skills help deepen relationships with clients and coworkers and create an overall positive working environment. ### [The Benefits of Coaching for Individuals, Teams and Organisations](https://www.linkedin.com/pulse/benefits-coaching-individuals-teams-organisations-trayton-vance/) A Gallup poll in 2019 showed that employee engagement in US organisations is at an all-time high since 2000. Employee engagement is a measure of how involved, enthusiastic and committed employees are about the organisation they work for and is a very good indicator of high performance. ### [The Importance of Social Engagement at Workplace](https://efectio.com/en/the-importance-of-social-engagement-at-workplace/#:~:text=Open%20communication%20leads%20to%20creating,will%20foster%20an%20open%20atmosphere.) Companies strive to create specific values and goals in order to shape an environment that empowers employee collaboration and effectiveness. Corporate social responsibility and long-term employee engagement form a strong foundation for workplace culture and high-performing teams. ### [An Amazing Guide to Recruiting Generation Z in 2023](https://teamflect.com/blog/employee-engagement/recruiting-generation-z) In today’s rapidly evolving job market, the ability to effectively recruit and retain top talent is more important than ever before, making understanding Gen Z a critical aspect of any successful recruitment strategy. So, in this guide, we’ll investigate the job expectations, recruitment strategies, how to build a work culture that attracts younger generations, and challenges of recruiting Generation Z. ### [What Every Employer Should Know About Hiring and Engaging People With Disabilities](https://www.greatplacetowork.com/resources/blog/hiring-employees-with-disabilities) It’s time to update your thinking on hiring and engaging people with disabilities. Being intentional about how you engage employees with disabilities is not only ethical, it’s also a talent acquisition strategy that can benefit your company long-term. ### [How to be a more dyslexia-friendly employer](https://www.icaew.com/insights/viewpoints-on-the-news/2022/oct-2022/how-to-be-a-more-dyslexiafriendly-employer) In recent years employers have become increasingly aware of and vocal about neurodiversity to be more inclusive and accommodate differences. This has led to learning conditions such as dyslexia becoming more valued in the workplace. Yet, there is still work to do to make employment more dyslexia-friendly. ### [61st Session of the Commission for Social Development – CSocD61](https://www.un.org/development/desa/dspd/united-nations-commission-for-social-development-csocd-social-policy-and-development-division/csocd61.html) The 61st Session of the United Nations Commission for Social Development (CSocD61) will take place from 6 to 15 February 2023 in conference room 4 at the United Nations Headquarters in New York with a theme of Creating full and productive employment and decent work for all as a way of overcoming inequalities to accelerate the recovery from the COVID-19 pandemic and the full implementation of the 2030 Agenda for Sustainable Development. Read on to know more. ### [3 Steps Nonprofits Can Take to Build a Veteran-Friendly Hiring Process](https://nonprofit.linkedin.com/blog/2022/11/3-steps-nonprofits-can-take-to-hire-more-veterans) In 2021, Veterans represented about 7% of the civilian population in the U.S. This is a large, diverse talent pool w/ people that have a deep sense of duty & commitment to serving a cause greater than themselves – if you know how to hire & help them in their new roles. ### [Gen Z can handle stress – in fact they’re brave enough to say it’s unacceptable](https://www.theguardian.com/commentisfree/2022/oct/12/gen-z-stress-resilience) Gen Z is not that it’s made up of snowflakes who can’t take the pressure – it’s that it’s made up of young people who are experiencing the same stresses as many of their older co-workers, but who are more prepared to be open about this. Want to find out why? Click here to learn more. ### [Conversations on Social Work Careers: The Social Work Job Market in 2022 is HOT!](https://www.socialworker.com/feature-articles/career-jobs/social-work-job-market-2022-hot/) 2022 is a job seeker’s market! Social workers are in high demand this year. Click here to watch three national experts in social work career advancement. Listen in as they discuss the current job market, step-by-step tips for searching for jobs, cover letters, salary negotiation in the current market, and licensure. ### [Mental health at work](https://www.who.int/news-room/fact-sheets/detail/mental-health-at-work) 15% of working-age adults were estimated to have a mental disorder in 2019. Globally, an estimated 12 billion working days are lost every year to depression and anxiety. There are effective actions to prevent mental health risks at work. Click here to find out more. ### [How to Find Work-life Balance as a Social Worker](https://onlinedegrees.unr.edu/blog/how-to-find-work-life-balance-as-a-social-worker/) Social workers are always on the go, dealing with emotionally demanding situations. While social work professionals may receive praise & appreciation for their hard work, dedicating too much time to work w/o balancing their personal lives can lead to burnout & is not sustainable. ### [Overcoming Burnout and Finding Work-life Balance in 2022](https://www.dimagi.com/blog/work-life-balance-in-2022/) Did you know that 77% of US working professionals experience a clinical case of burnout? This is due to stress brought by the weight of workload and the lack of time for themselves. Click here to learn how you can overcome burnout and find work-life balance in 2022. ### [5 Ways to Support Your Team’s Work-life Balance in 2022](https://www.saplinghr.com/blog/5-ways-to-support-your-teams-work-life-balance-in-2022) Work-life balance suffered as we all did our best to adapt to changing circumstances. It’s time to refocus on this area, which is so important that 25% of the team members say that the main reason they’d consider leaving their jobs is for better work-life balance. Read more here. ### [5 Ways to Support and Hire More Indigenous Workers](https://www.linkedin.com/business/talent/blog/talent-acquisition/ways-to-support-and-hire-more-indigenous-workers) In the US alone, natives make up about 1% of the workforce and have a higher unemployment rate than White/Black Americans. These facts make it crucial to rethink recruitment strategies. But how? Here are five tips to recruit and hire more Indigenous workers. ### [Age Discrimination in the Workplace: Facts, Examples and How to Prevent It](https://recruitee.com/articles/age-discrimination) Aside from conversations around race, gender, & sexuality, diversity in the workplace is an indicator of success. It is clear that the workplace needs to shift into a more accepting, prejudice-free environment. One area that gets less air time, however, is age discrimination. ### [How To Take Care of Your Asian Employees](https://hiring.monster.com/resources/workforce-management/diversity-in-the-workplace/how-to-support-your-asian-employees/) There’s no doubt that workplaces are becoming more inclusive, and employers are doubling down on their commitment to DE&I Initiatives to be welcoming to all candidates. ### [Supporting working parents: Making the “impossible” possible](https://www.betterup.com/blog/working-parents) The most unsurprising exodus probably comes from working parents. Asked to juggle virtual learning while working from home and providing care, many are simply buckling under the pressure of having to do it alone. ### [How to Become a Social Worker – 8 Steps to Consider](https://socialworklicensemap.com/become-a-social-worker/) Becoming a social worker is a big decision that requires making a commitment to completing specific educational and training requirements. For most states, a social work license will require you to earn a Master of Social Work (MSW). ### [Ways to Improve Work Performance](https://www.valamis.com/hub/ways-to-improve-work-performance) In this article, you will learn how to immediately improve work performance and reach a higher quality of output, how to become a lot more productive, and how to take your work efforts to a whole new level. ### [30 Ways to Improve Your Social Skills in the Workplace](https://www.careeraddict.com/improve-social-skills) Does socializing in the workplace seems daunting to you? Do you want to overcome social anxieties? Don’t fret. Here are some tips and tricks to improve your social skills, and how they can benefit you in various settings. ### [What do employees want most from their work life in 2022?](https://www.weforum.org/agenda/2022/02/what-do-employees-want-most-from-their-work-life-in-2022/) The study by Manpower Group, “The Great Realization,” found that workplace happiness is coming to the fore, with employees expecting more from employers than good pay and traditional benefits. Let’s find out what employees want most from their work life in 2022. ### [Why Choose the Social Work Profession?](https://www.socialworkers.org/Careers/NASW-Career-Center/Explore-Social-Work/Why-Choose-the-Social-Work-Profession) The main mission of the social work profession is to enhance human well-being & help meet basic & complex needs of all people. If you’re looking for a career with meaning, action, diversity, satisfaction, and a variety of options, consider social work. ### [The Dangers of Mental Health Challenges for Nonprofit Senior Staff](https://www.nonprofitpro.com/article/the-dangers-of-mental-health-challenges-for-nonprofit-senior-staff/) Nonprofit boards, made up of volunteer who can lack skills in managing nonprofit senior staff, can pose a serious threat to the mental health & potential for burnout of these employees. Read more to learn how dangerous unaddressed mental issues are for nonprofit senior staff. ### [85 Best Places to Look for Social Impact Jobs in 2022](https://blog.movingworlds.org/find-social-impact-jobs-2022/) If you have found yourself re-evaluating your priorities, you’re not alone. Employees are leaving companies not aligned with their values for others that offer a greater sense of purpose. Here are the 85 best places to find social impact jobs in 2022. ### [World Employment and Social Outlook: Trends 2022](https://www.ilo.org/global/research/global-reports/weso/trends2022/WCMS_834081/lang--en/index.htm) This report provides a comprehensive assessment of how the labor market recovery has unfolded. It analyses global patterns, regional differences, & outcomes across economic sectors & groups of workers. It also presents projections for the expected labor market recovery. ### [60th Commission for Social Development (CSocD60), 7-16 February 2022](https://www.un.org/development/desa/dspd/2021/12/csocd60/) The 60th session of the CSocD60 will take place largely online from 7-16 Feb 2022 at the UN HQ in NY. The priority theme is on “Inclusive & resilient recovery from COVID-19 for sustainable livelihoods, well-being & dignity for all”. For info, please visit [https://bit.ly/un-csocd60](https://www.un.org/development/desa/dspd/united-nations-commission-for-social-development-csocd-social-policy-and-development-division/csocd60.html). ### [Social Enterprises vs. Non-Profits: Understanding The World of Non-Profits](https://www.finelinesolutions.com/academy/blogs/16-donor-series/66-social-enterprises-vs-nonprofits-understanding-the-%20world-of-nonprofits.html) ‘Social enterprise’ and ‘non-profit’ are two terms you may be hearing more and more in your day-to-day life. But what exactly are they? How do they differ? Here are their definitions. ### [How to Build Your Nonprofit Development Team](https://nonprofit.linkedin.com/blog/2021/09/how-to-build-your-nonprofit-development-team) A nonprofit’s development team carries a lot of weight on its shoulders. Gathering the funds an organization needs to deliver its mission is not easy, so building a high-class team is essential. If you’re thinking about creating your development department, here are a few tips. ### [The “Must” Qualities of Your Next Development Professional Hire](https://www.classy.org/blog/the-must-qualities-of-your-next-development-professional-hire/) Whether you’re looking to hire a development director or a development team member, it’s important to recruit a topnotch fundraising professional who can help create, coordinate, and implement opportunities for donors to support your organization. Click here to find out how. ### [Why Social Capital Might Be the Most Valuable Asset You Aren’t Using?](https://www.betterup.com/blog/social-capital) High social capital is important for any organization that wants to achieve its goals. Read here to know how social capital helps teams function and how you can spot signs of low social capital between your employees. ### [5 challenges you’ll encounter as a social worker and how to overcome them](https://www.tradewindsocialcare.com/blogs/tradewind_socialcare_news/5-challenges-youll-encounter-as-a-social-worker-and-how-to-overcome-them/) The highly sensitive cases that a social worker encounters present some unique challenges. Along with this, there seems to be more pressure on the job than ever before. With the right training, support, and key skills, you can overcome these and learn how rewarding a career in social work can be. ### [Why companies must prioritize wellness in the workplace](https://www.weforum.org/agenda/2021/10/the-importance-of-worker-well-being-in-the-future-of-work/) COVID-19 has changed the way businesses operate. There is an urgent need for organizations to explore creative solutions to support the workforce effectively. This includes developing and adopting a framework that is grounded in compassion and holistic wellness. ### [Advancing Racial Equity in the Workplace](https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-effectiveness/pages/advancing-racial-equity-in-the-workplace.aspx) Racial bias in the workplace is costly due to increased absenteeism, productivity lost & turnover. Even employees who don’t directly experience bias are negatively impacted. Ho will organizations restructure their workplaces to truly advance racial equity and inclusion? ### [Ways To Develop Your Social Skills (and Why It’s Important)](https://www.indeed.com/career-advice/career-development/developing-social-skills) Social skills are beneficial not just to your personal life but also to your professional life. In the workplace, these skills can be an essential aspect of staff interaction, planning and collaboration. In this article, you will learn how to apply social skills in the workplace. ### [18 women in the workplace statistics you need to know (in 2021)](https://www.fingerprintforsuccess.com/blog/women-in-the-workplace-statistics) The pandemic has affected pretty much everything to do with work. Everything is uprooted, and women have been affected in several ways. While many things feel like they’re ‘on hold’, it’s an opportunity to understand what the world of work currently holds for women, and how we can shape it for the better as we aim towards the post-COVID world. ### [How Can We Best Engage Older Workers in Reskilling Efforts?](https://www.weforum.org/agenda/2021/05/how-can-we-engage-older-workers-in-reskilling-efforts-jobs-reset-summit-ageing-workforce-longevity-upskilling/) The workforce landscape is changing. Across the OECD, the ratio of older people and the working-age is projected to reach 2 in 5 by 2050. To harness this work span and support its transformation, we must create opportunities for age-friendly policies. Read on to know more. ### [The menopause: its biggest challenges at work and how to support employees](https://reba.global/content/the-menopause-its-biggest-challenges-at-work-and-how-to-support-employees) The menopause needs to become an all-inclusive subject of conversation in the workplace. Open channels of communication between men and women of all ages, races and religions, who understand and feel comfortable talking about it, are central to a positive outcome for businesses and their people. Read on to know more. ### [Make It Safe for Employees to Disclose Their Disabilities](https://hbr.org/2021/06/make-it-safe-for-employees-to-disclose-their-disabilities) It’s a debilitating circle. Business leaders need to learn more about what they can do to create a more inclusive climate for employees with disabilities in order to take effective action. Read on to know more. ### [The Power of Multigenerational Teams in the Social Sector](https://ssir.org/articles/entry/the_power_of_multigenerational_teams_in_the_social_sector#) Many experienced professionals want to continue working in the years and even decades that follow the traditional retirement age. They want to stay engaged and productive and, in many cases, need to keep earning income. Many also want to apply their skills to new roles that have greater personal meaning and social impact. Read on to know more. ### [5 Reasons Social Connections Can Enhance Your Employee Wellness Program](https://www.forbes.com/sites/alankohll/2018/01/31/5-ways-social-connections-can-enhance-your-employee-wellness-program/?sh=bbdbf6a527c4) Work relationships are incredibly important to employee well-being. It’s about more than just “getting along” with a co-worker. As humans, we crave contact and connection with other people. Unfortunately, for many employees, work can be a very lonely place. Read on to know more. ### [International Day of Cooperatives (A/RES/47/90)](https://www.un.org/en/observances/cooperatives-day) This July 3rd, the International Day of Cooperatives (#CoopsDay) will be celebrated as “Rebuild better together”. Cooperatives around the world will showcase how they are meeting the COVID-19 pandemic crisis with solidarity and resilience and offering communities a people-centred and environmentally just recovery. Read on to know more. ### [Racism in the Workplace: 5 Guidelines for Productive Conversations](https://www.fond.co/blog/discussing-racism-in-the-workplace/) In the ongoing Black Lives Matter movement, corporate leaders have an important role to play. Activists are urging workplace professionals to take meaningful steps to establish anti-racist work environments, moving the world closer to real justice and equity. Conversations around racism in the workplace — which can be difficult and sometimes deeply uncomfortable — are a necessary step in driving progress and bringing those goals to fruition. Read on to know more. ### [4 Ways Employers Can Better Support Their Working Parents](https://theundercoverrecruiter.com/employers-working-parents/) For many of us, the pandemic brought with it a number of changes (and challenges) in the way we work. Notably, working parents probably suffered the most under the weight of additional pressures. Read on to know more. ### [How HR Dept Can Help Single Parents in the Workforce](https://www.hrinasia.com/general/how-hr-dept-can-help-single-parents-in-the-workforce/) Data from the Census Bureau showed that in 2018, there are more than 35 million single-parent households, with the percentage of single moms outweigh the number of single fathers. For example, there were at least 10,000 single moms compared to approximately 2,000 single father in the United States only. Read on to know more. ### [Autism in the Workplace: How to Accommodate Adults with Autism](https://udservices.org/blog/employees-with-autism/) People with autism make valuable employees due to their attention to detail, ability to concentrate, and creative thinking skills. They’re excellent in completing tasks and typically stay with a job once they’re hired by a company or an organization. However, some employers are hesitant to hire (or even interview) candidates with autism. Let’s explore why adults with autism find it difficult to land jobs and how employers can support them. ### [\[#WorkTrends\] How to Harness the Workplace Power of Introverted People](https://talentculture.com/introverted-people-workplace/ "Permanent Link: [#WorkTrends] How to Harness the Workplace Power of Introverted People") Many of us might not know that Warren Buffet, Bill Gates, and also Elon Musk consider themselves introverts. Like many other introverted people, they have capitalized on their ability to listen well, stay objective, and find the answers in chaos. Given their unprecedented success, why wouldn’t we want to harness the power and potential of introverts in our workforce? Read on to know more. ### [The Importance of Addressing Social Issues in the Workplace](https://www.hrexchangenetwork.com/employee-engagement/articles/the-importance-of-addressing-social-issues-in-the-workplace) Culture is something we talk about a lot, but in moments like these, how an organization handles it can actually be a big factor in employee satisfaction and define what the organization’s culture is. Click here to know more. ### [The New Role of Social Workers in Strengthening Employee Engagement](https://www.randstadrisesmart.com/blog/new-role-social-workers-strengthening-employee-engagement) Organizations looking to improve company cultures have turned to HR leaders to drive initiatives that promote wellness and social consciousness. Read on to know more. ### [A New LGBTQ Workforce Has Arrived—Inclusive Cultures Must Follow](https://www.bcg.com/publications/2020/inclusive-cultures-must-follow-new-lgbtq-workforce) Today’s LGBTQ workforce has undergone a fundamental, generational shift, both in how it defines itself and what it expects of workplace inclusion. Read on to know more. ### [Building A Better Future: How Gender Research Supports Rural Women During Times Of Crisis](https://ccafs.cgiar.org/news/building-better-future-how-gender-research-supports-rural-women-during-times-crisis#.X7TYYWgzbIU) The ongoing pandemic has wreaked havoc on institutions, systems, communities, and individuals. As an effect, we are now seeing structural inequalities, including gender disparities. This dichotomy, one where women are essential for combatting system shocks while simultaneously underrepresented in decision-making spaces, illustrates why gender research, especially research that aims to understand women’s roles as active agents of change, is essential. ### [5 Must-Have Humanitarian Apps](https://www.aid-expo.com/news/blog/9-blog/173-red-rose-making-aid-add-up-in-nigeria) In today’s digital age, it’s no wonder that there’s a transition of humanitarian workers relying on pencil and paper, to more accurate and speedier digital means of carrying out their work. Here are 5 must-have apps that humanitarian aid workers should have on their mobile phones. ### [Covid-19 | Worsening inequality in the developing world: why we should say no to a ‘new normal’](https://issblog.nl/2020/10/28/covid-19-worsening-inequality-in-the-developing-world-why-we-should-say-no-to-a-new-normal/) COVID-19 pandemic is now popularly referred to as the ‘pandemic of inequality’. it has exposed existing inequalities and has given rise to new inequalities. According to United Nations Secretary-General Antonio Guterres, COVID-19 has highlighted growing inequalities. It has exposed the myth that everyone is in same boat, when the truth is, we all are floating in same sea; some are in superyachts, while others are clinging to drifting debris. ### [Older Women and Men as Providers and Recipients of Unpaid Care Work in the Asia-Pacific Region](https://www.unescap.org/sites/default/files/Older%20Women%20and%20Men%20as%20Recipients%20of%20Care%20and%20Caregivers.pdf) Based on one of the conclusions from a social development policy paper by UNESCAP, older men and women are net producers of care, which means they produce more unpaid care work that they consume. The paper further provides a policy agenda to recognize and value unpaid care work and provides policy examples from the Asia-Pacific region and other countries in the world. Click on this link to know more. ### [Transforming power to put women at the heart of peacebuilding](https://www.oxfam.org/en/research/transforming-power-put-women-heart-peacebuilding) Women’s Role in Peacebuilding: What needs to happen to ‘transform power’ to women and communities most affected by crises and conflict so that they shape the decisions that affect their lives? What would a feminist peace and security agenda look like? The essays illustrate how transformative change rarely comes from within the system; rather, it often comes from outside. ### [International Translation Day](https://www.un.org/en/events/translationday/) International Translation Day is meant as an opportunity to pay tribute to the work of language professionals, which plays an important role in bringing nations together, facilitating dialogue, understanding and cooperation, contributing to development and strengthening world peace and security. Thus, on 24 May 2017, the General Assembly adopted [resolution 71/288](http://undocs.org/en/A/RES/71/288) on the role of language professionals in connecting nations and fostering peace, understanding and development, and declared 30 September as International Translation Day. ### [A New Way for Nonprofits to Connect With Donors and Raise Money](https://www.networkforgood.com/nonprofitblog/a-new-way-for-nonprofits-to-connect-with-donors-and-raise-money/) Every nonprofit professional knows that an engaged donor is a happy and generous donor. Mercedes Kirkland Doyle, the founder of The Good News Community Kitchen, found a new way for nonprofits to connect and raise money – through personal video messages! Click here to know how personal video messages make a difference in honor engagement. ### [Measuring poverty and inequality: how to get it right](https://www.globaldev.blog/blog/measuring-poverty-and-inequality-how-get-it-right) Measuring Poverty and Inequality: Trends in poverty and inequality are used to track progress in development within and across countries. Find out how these trends help in understanding how inclusive the potential national growth strategies are and how it implicates well-being beyond health and mortality. ### [Making sense of why spouses disagree in household surveys](https://www.ifpri.org/blog/making-sense-why-spouses-disagree-household-surveys) With women’s empowerment an increasingly active area for study, the stockpile of gender-disaggregated survey data has dramatically expanded. Based on these data, a growing body of literature has found that men and women often disagree when asked the same questions. But what do these disagreements actually tell us about gender and household behavior? Click here to find out. ### [Economic fallout from COVID-19 tightens its grip on children](https://blogs.unicef.org/blog/economic-fallout-from-covid-19-tightens-its-grip-on-children/) It’s predicted that the recession that follows COVID-19 will be the worst global crisis since the Second World War. According to new projections from UNICEF and Save the Children, up to 106 million more children could live in poor households by the end of the year as a result. Read on to learn how economic fallout from COVID-19 tightens its grip on children. ### [7 Self-Care Tips for Nonprofit Professionals](https://bloomerang.co/blog/7-self-care-tips-for-nonprofit-professionals/) 7 Self-Care Tips for Nonprofit Professionals: Even before the pandemic, nonprofit professionals take self-care as a low priority. Now that we are likely to work remotely for some time, how can we take good care of our physical and mental health to survive? Click here to find out. ### [For migrants and refugees, a sad start can have a happy ending – and it should](https://blogs.worldbank.org/latinamerica/migrants-and-refugees-sad-start-can-have-happy-ending-and-it-should) Latin America has experienced the most significant human mobility crisis in the region’s history since 2015. For example, over 5 million Venezuelans have left their homes over the last five years, the majority of whom have settled elsewhere in the region. Sadly, Latin Americans suffer discrimination and have experience prejudice at work due to their nationality. How can governments provide an optimal experience for migrants and refugees? How important is it to recognize the challenges that migrants and refugees face when in transit as well as after they arrive in their destination country? Click here to find out more. ### [How to be relevant now (and what not to say)](https://www.nonprofitmarketingguide.com/blog/2020/03/24/how-to-be-relevant-now-and-what-not-to-say/) Nonprofit communicators are so anxious now about sending their organization’s message across, from what to say, to how often, and where to say it. How can they effectively communicate their message? How can nonprofits tweak their messages to increase the organization’s relevance? Click here to find out more. ### [How Covid-19 is changing the world’s children](https://www.bbc.com/future/article/20200603-how-covid-19-is-changing-the-worlds-children) According to UNESCO, nearly 1.6 billion pupils in 190 countries have been affected and that’s 90% of the world’s school-age children. Our children are currently facing a crisis from their academic success to their social skills and mental health. When today’s children and adolescents grow up, will they see themselves as a “lost generation”, whose lives will forever fall in the shadow of a global pandemic? ### [Good News and Inspiring Stories From the Pandemic to Lift Your Spirits](https://www.redbookmag.com/life/charity/a32050963/covid-inspiring-stories/) The internet has become a scary place these days. Social media is no longer a friendly escape to catch up with your friends and loved ones since it’s often filled with alarming posts regarding the pandemic. Here are some stories that will inspire you and lift your spirits. ### [COVID impact: GenZ versus Millennials](https://www.forbes.com/sites/forbesinsights/2020/04/16/covid-impact-genz-versus-millennials/#4bedd57a5b5d) Things have changed overnight when countries declared a national emergency due to COVID-19. Prosper Insights & Analytics conducted a survey in April to over 8,200 consumers about how GenZs and Millennials are being impacted by the pandemic. See what their insights are by clicking here. ### [How Fundraisers Can Manage Their Emotions During Covid-19](https://www.forbes.com/sites/davidhessekiel/2020/05/05/how-fundraisers-can-manage-their-emotions-during-covid-19/#422c5d4bdbc5) Fundraisers can get easily overwhelmed by the enormity of Covid-19. Organizations have to rethink their campaigns and programs while dealing with the limitations caused by the pandemic. Furthermore, donors are starting to lose income and struggle with the loss of family or friends who succumbed to the virus. Find out how fundraisers can manage their emotions during COVID-19. ### [Remote Meetings 101: Everything You Need to Know](https://www.owllabs.com/blog/remote-meetings) Did you know that remote workers attend more meetings each week than on-site workers? According to a 2019 State of Remote Work report, 14% of remote workers are dedicating time to more than 10 meetings per week. Although it takes up some of their time in a workday, meetings are important because it’s a great way to build relationships and facilitate team bonding. Curious to know how to make the most of the client’s time and ensure they have the best meeting experience? Here’s everything you need to know. ### [How to collaborate effectively with remote colleagues](https://medium.com/swlh/how-to-collaborate-effectively-with-remote-colleagues-a5ef2b356fd1) Establishing trust is the core of remote collaboration. Based on a 2017 study, a staggering amount of remote workers feel ignored and out of place. To avoid any of this from happening, here are some of the best practices that you can adopt. ### [How to Help Others During the Coronavirus Outbreak](https://www.townandcountrymag.com/leisure/arts-and-culture/a31480409/coronavirus-how-to-help/) For the past few weeks, governments around the world are adopting drastic preventive measures, including social-distancing, to lessen the rapid transmission of COVID-19. While it is easy to stay at home during this unprecedented situation, there are some ways we can do to help others during this challenging time. ### [Find out why employing people with disabilities makes good business sense for private companies](https://www.ilo.org/infostories/en-GB/Stories/Employment/The-win-win-of-disability-inclusion#the-win-win-of-disability-inclusion) According to ILO, there are over 1 billion people with disabilities globally who are more active in the society than ever. Yet, employment rates are low and barriers still exist at work. Why should we employ people with disabilities and how can we help promote inclusion? Let’s find out. ### [How Companies, Governments, and Nonprofits Can Create Social Change Together](https://hbr.org/2018/05/how-companies-governments-and-nonprofits-can-create-social-change-together) More than 80% of millennials said that making a difference in society is more important than professional gain. Customers are now preferring products and services with social causes. Corporations are starting to pay attention to their social responsibility practices. But the question remains. How can companies, governments, and nonprofits create social change together? Can leaders accomplish their business goals while supporting society’s goals? Read to learn more. ### [Human Resource Management in Nonprofit Organizations](https://www.researchgate.net/publication/280100368_Human_Resource_Management_in_Nonprofit_Organizations) HRM’s main task is securing the availability of HR quantitatively and ensuring that the workforce is of desired quality level appropriate to costs. Since NPOs depend on human performance to fulfill their quality expectations and to reach an acceptable level of costs, how can HRM, which was initially conceptualized for business, be transferred to NPOs? **Categories:** Social Media & Press --- ### [ENVIRONMENT POLLUTION](https://carrhure.com/environment-pollution/) **Published:** February 28, 2020 **Author:** Auree de Carbon **Excerpt:** Based on a series of studies, breathing polluted air impedes work productivity which is not only limited to the field but also in offices. Although this makes perfect sense, it only recently has the damage been documented. With this in mind, how can managers protect their employees from health risks arising from air pollution? **Content:** ### [As workers prioritize the environment, companies must ‘get on board’ or deal with ‘climate-quitting,’ experts say](https://www.cnbc.com/2024/01/05/prioritize-the-environment-or-deal-with-climate-quitting-experts-say.html) According to a 2023 survey, 51% of US workers say they would consider quitting their jobs if the company’s environmental actions don’t align with theirs, and 35% said they already have. The number of quitters rose to 44% within Gen Z and Millennial workers, who also said that they would take a pay cut to work for a company that shared their values. ### [HR’s Role in Environmental Sustainability Initiatives](https://www.corporatewellnessmagazine.com/article/hrs-role-in-environmental-sustainability-initiatives) In today’s rapidly evolving corporate landscape, environmental sustainability has become a top priority for organizations across industries. As businesses recognize the importance of responsible and sustainable practices, the role of Human Resources (HR) professionals has expanded to include spearheading environmental initiatives within the workplace. ### [ENVIRONMENT AND CLIMATE ACTION](https://asiafoundation.org/what-we-do/environmental-resilience/) Asia faces growing vulnerability to natural disasters, flooding, drought and other transboundary environmental problems, with severe consequences for rural and urban communities, food security, economic growth, and political stability. ### [Environmental Careers: 11 Most In-Demand “Green” Jobs in 2023](https://www.nrep.org/blog/in-demand-green-jobs) Global warming. Lingering toxic chemicals. The loss of irreplaceable habitats. Environmental news can often seem grim and dour, offering little hope for the future. But don’t think that the end is near! Environmental professionals are stepping up to the challenge, and green jobs have begun to do something that once seemed impossible: save the planet and provide workers with a handsome living. ### [8 Actionable Ways to Improve Workplace Environment](https://blog.vantagecircle.com/ways-to-improve-workplace-environment/) Our immediate surrounding and workplace environment has a significant impact on the state of our minds. The “Vibe” of the work environment depends on many factors. ### [6 Great Reasons to Consider a Career in Environmental Management](https://www.topuniversities.com/student-info/careers-advice/6-great-reasons-consider-career-environmental-management) Environmental management is a rewarding career that combines science, leadership, and global impact. If you want to learn how to protect the planet and its resources, check out this article. It lists six reasons to pursue this career and how The University of Queensland can help. #EnvironmentalManagement #Science ### [Environmental Health Careers: What They Are and How to Start](https://www.coursera.org/articles/environmental-health) Discover what it takes to become an environmental health professional, what they do, and the salary expectations to see if it’s right for you. ### [How One Environmental Nonprofit Leverages LinkedIn Learning for Talent Attraction and Development](https://nonprofit.linkedin.com/blog/2023/06/how-environment-nonprofit-attracts-talent-linkedin-learning) Explore how 1% for the Planet leverages LinkedIn Learning to nurture talent and attract skilled professionals. Discover their approach to fostering a dedicated workforce and enabling career advancement. Insights and recommendations from Tatum Robinson, Communications Manager, on leveraging learning for organizational success. #LinkedInLearning #TalentDevelopment #ProfessionalGrowth ### [The concept of impact on social and environmental issues and its implication for companies](https://www.apiday.com/blog-posts/the-concept-of-impact-on-social-and-environmental-issues-and-its-implication-for-companies) Measuring the impact of a company on the society and natural ecosystems is a complex yet important task. ### [Five Cleantech Trends for 2023](https://careers.snclavalin.com/blogs/2023-5/4-reasons-2023-is-the-year-to-pursue-an-environmental-career) Global energy transition is underway, yet the odds of meeting climate goals in the 2015 Paris Agreement are fading. If current rate of carbon emissions continues, there’s a 50% chance the world will breach the 1.5°C warming threshold by the end of this decade. Learn more here. ### [7 ways for HR to boost environmental sustainability](https://www.breathehr.com/en-gb/blog/topic/business-process/how-hr-can-help-businesses-boost-environmental-sustainability) We’re seeing red flags that encourages people to think more sustainably, & it shouldn’t be limited to our personal lives. SMEs have a huge role to play. Read to learn ways how an HR team can encourage & implement organisational sustainability, & make eco-friendly changes. ### [Careers in Environmental Protection](http://www.pollutionissues.com/Br-Co/Careers-in-Environmental-Protection.html) Careers in environmental protection involve jobs that help reduce the negative environmental impacts of today’s actions, restore damaged ecosystems to health, or build sustainable ways of life for the future. Fifty years ago, most of today’s environmental careers did not exist. ### [5 reasons why recruitment agencies should go green](https://recruiters.theguardian.com/advice/why-all-recruiters-should-go-green) If you’re looking to hire new talent, it pays to work on your sustainability credentials, especially if you want to attract and retain a younger workforce. New applicants to your company will increasingly scrutinize your environmental record before deciding whether to take a role. ### [Environmental Nonprofit Jobs – What Are They and How to Get One](https://www.ziprecruiter.com/career/Environmental-Nonprofit/What-Is-How-to-Become) The qualifications to get an environmental nonprofit job differ by the type of work you do. If you work in donor relations, public outreach, marketing, or a more administrative role, you should have a bachelor’s degree in marketing, advertising, or event planning. Public policy workers should have a bachelor’s degree in the social sciences or natural sciences, such as ecology, biology, or anything related to climate or the environment. ### [Environmental Careers That Help the Planet](https://www.monster.com/career-advice/article/environmental-career-options-0417) You don’t necessarily have to be the outdoorsy-type to work for the good of the environment—there are jobs that allow you to protect Mother Earth without wading knee-deep in a river or trekking through a jungle. ### [Considering an Environmental Career? Check Out These 9 In-Demand Green Jobs](https://www.bestcolleges.com/biological-sciences/environmental-careers-guide/) These days, more and more young people are considering careers that will have a positive environmental impact. This comes at a time when various environmental jobs are projected to experience above-average growth over the next 10 years. ### [A Guide to Environmental Issues in the Workplace](https://www.business.com/articles/guide-to-environmental-issues-in-the-workplace/) Environmental issues in the workplace are a growing concern for companies, especially around employee health and safety. Here are five common environmental issues to address in your business. ### [Why ESG (Environmental, social, and governance) is important now and why does it matter to HR?](https://www.edligo.net/talent-analytics/esg-is-going-to-shape-hr-in-2023/) Environmental, social, and governance (ESG) issues are becoming more important as consumers, investors and regulators become more aware of the social and environmental impacts of business. Companies are under pressure to demonstrate their commitment to sustainable HR and social responsibility. A key role is played by HR. Will professionals be prepared to provide quantifiable evidence when the CEO comes knocking on HR’s door asking about ESG-related employee issues? ### [How HR can help businesses boost environmental sustainability](https://www.breathehr.com/en-gb/blog/topic/business-process/how-hr-can-help-businesses-boost-environmental-sustainability) In this article, we’ll examine how HR has a vital role in encouraging organisational sustainability, as well as how you can easily make eco-friendly changes within your workplace. ### [A Guide to Environmental Issues in the Workplace](https://www.business.com/articles/guide-to-environmental-issues-in-the-workplace/) Employees spend almost a quarter of their lives at work, which means workplace environments are a very important part of most people’s lives. Working in a safe, healthy environment is important for your physical safety, mental well-being and work productivity. ### [The hidden air pollution inside your workplace](https://www.bbc.com/worklife/article/20181016-the-hidden-air-pollution-inside-your-workplace) We all notice air quality in our outdoor environment but less so indoors. Cath Noakes, a professor at the University of Leeds’ School of Civil Engineering who has researched indoor air quality, says the issue has long been overlooked because “it’s a lot less obvious”. ### [How does air quality affect the workplace?](https://airqualitynews.com/2022/08/05/feature-how-does-air-quality-affect-the-workplace/) Director at Evotech Air Quality, John Lumb explores how air quality might affect the workplace, from lower productivity to higher absenteeism. Read on to know more. ### [Air pollution and the world of work: policies, initiatives, and the current situation – a scoping and evidence review for Southeast and East Asia](https://www.sei.org/publications/air-pollution-work-asia/) Air pollution is a growing global threat to human health and, by extension, occupational health, the environment, and economies. Click here to read the scoping report that aims to assess the current state of knowledge of the interlinkages between air pollution and the world of work in East and Southeast Asia. ### [The impact of air pollution on the world of work for women and youth in East and South East Asia](https://www.sei.org/projects-and-tools/projects/air-pollution-world-of-work/) Air pollution is a growing problem in Asian countries, and while the impacts on human health are becoming increasingly known, the associated impacts on the world of work, including worker productivity, and work quality and quantity, remain understudied. ### [5 CAREERS FOR ENVIRONMENTAL ENGINEERING GRADS](https://engineeringonline.ucr.edu/blog/5-careers-for-environmental-engineering-grads/) The impact of humans on the environment is becoming increasingly apparent, and one of the key players in addressing these challenges is the environmental engineer. As awareness of the human impact on the environment grows, there is increased demand for professionals who can help design and execute alternative methods in building, waste processing, water transport, and other facets of engineering that will minimize unintended side effects. The following are five specific careers that you can excel in after earning an M.S. in environmental engineering. ### [3 Steps Every Nonprofit Can Take to Protect the Environment](https://nonprofit.linkedin.com/blog/2022/04/3-steps-every-nonprofit-can-take-to-protect-the-environment) Every organization has a role to play in tackling climate change and protecting the environment, including nonprofits. But what does it mean to act sustainably? And how can nonprofits engage in environmental protection without getting distracted from their mission? ### [Careers That are Environmentally Friendly](https://www.affordablecollegesonline.org/college-resource-center/green-degrees/) To address the climate change crisis, societies worldwide must work to decarbonize the global economy. Shifting to a greener economy can also generate many new jobs. This blog covers important information about the best sustainability degrees and potential careers for graduates. ### [The Unexpected Influence on Talent from Air Pollution](https://cbk.bschool.cuhk.edu.hk/the-unexpected-influence-on-talent-from-air-pollution/) Research shows air pollution in China is moving educated & skilled company executives away from highly polluted areas, hampering the performance of firms located there. Air pollution poses a serious threat to human health & takes a heavy toll on the economy. Find out more here. ### [Air pollution and worker productivity](https://wol.iza.org/articles/air-pollution-and-worker-productivity/long) Environmental regulations are typically considered to be a drag on the economy. However, improved environmental quality may actually enhance productivity by creating a healthier workforce. Click here to find out more. ### [How Recycling Creates New Jobs – 4 New Job Opportunities](https://cleanriver.com/bloghow-recycling-creates-new-job-opportunities/) Not only does recycling reduce landfill waste & greenhouse gases, but it also creates a chance for additional job industries & overall strengthens our economy. According to “More Jobs, Less Pollution” if 75% of the nation recycled, there would be 2.3 mil more jobs available. ### [So You Want to Be a Marine Conservationist? Consider These Realities Before Diving In](https://www.conservation-careers.com/conservation-jobs-careers-advice/interivews/so-you-want-to-be-a-marine-conservationist-consider-these-realities-before-diving-in/) Conservation Careers names marine conservation to be the most ‘in demand’ job type, making it a difficult field to get into. Here are some thoughts on what marine conservationists do, why they do it, and how you could too (if you harbor ambitions to do so). ### [Five great environmental jobs and how to get them](https://www.ethicaljobs.com.au/blog/five-great-environmental-jobs-and-how-to-get-them) There are plenty of ways we can all contribute to a more sustainable world in our daily lives – such as ditching your car and walking or cycling to work, installing solar panels or eating less meat and dairy foods. ### [AIR POLLUTION AND TALENT RETENTION: A SOFIA CASE STUDY](https://www.cleanairfund.org/blog-post/sofia-economic-impacts/) A new report from Deloitte, commissioned by the Clean Air Fund, reveals air pollution impacts the productivity, absenteeism and employee retention of highly-skilled workers in Sofia, Bulgaria. ### [How Poor Air Quality Affects Employee Performance](https://www.us.jll.com/en/trends-and-insights/workplace/hard-to-focus-poor-air-quality-could-be-why) The 12-month study of 302 office workers in 6 countries measuring ventilation & indoor air quality in the buildings & participants’ performance found that the office workers in buildings with the poorest indoor air quality tended to perform worse on the test. Learn more here. ### [5 Ways to Fix Office Air and Get Workers Back](https://time.com/charter/6149163/fix-office-air/) Windsor Federal Savings, a bank in Connecticut, adopted ventilation & air cleaning measures, which reduced the concentration of COVID aerosol particles by 80-90%. This is one of the most important ways for leaders to protect their employees. Click here to find out how. ### [How to Become an Environmental Protection Specialist](https://www.mendeley.com/careers/news/careers-jobs-field/how-get-career-environmental-protection) If you are passionate about helping the planet or want to find a career where you are making a difference to the world, then environmental protection might be the perfect sector for you. ### [The Environmental Impacts of Remote Work: Stats and Benefits](https://www.flexjobs.com/blog/post/telecommuting-sustainability-how-telecommuting-is-a-green-job) Aside from the pandemic, job seekers looking for remote work cite reasons for seeking virtual jobs, from finding work-life balance to saving time & money. But is this set-up a way to reduce negative impacts on the environment? Here’s what the “green” statistics say about it. ### [The impact of air pollution on the world of work for women and youth in East and Southeast Asia](https://www.sei.org/projects-and-tools/projects/air-pollution-world-of-work/) Air pollution is a growing problem in Asian countries, and while the impacts on human health are becoming increasingly known, the associated impacts on the world of work, including worker productivity, and work quality and quantity, remain understudied. ### [Employees Want Better Air Quality, Survey Suggests](https://www.envirotech-online.com/news/air-monitoring/6/international-environmental-technology/employees-want-better-air-quality-survey-suggests/56770) Employees Want Better Air Quality, Survey Suggests: A recent survey of people who work in offices across the U.K. is categorical: without tackling air quality, employers may find it harder to find and to keep workers. ### [6 Great Reasons To Consider A Career In Environmental Management](https://www.topuniversities.com/student-info/careers-advice/6-great-reasons-consider-career-environmental-management) Have you always dreamed of a global career where you can make a real difference in the world? Do you like the idea of inspiring others & leading your own team? Have you got a passion for both science and the environment? Then a career in environmental management could be for you. ### [20 Jobs You Can Pursue With an Environmental Science Degree](https://www.indeed.com/career-advice/finding-a-job/environmental-science-degree-jobs) The environmental science field is growing fast than ever due to issues such as climate change and pollution. People who pursue an environmental science degree have several job options. Let’s explore them in this article including the skills you should list on your resume. ### [5 Unexpected Environmental Interview Questions and How to Answer Them](https://www.theenvironmentalcareercoach.com/blog) It’s no secret that there’s been an upheaval in the hiring process for environmental positions for the past 18 months. With that, the questions that recruiters are asking have changed too. Here are some questions you might get at your next interview. ### [22 Environmental Sustainability Jobs That Truly Matter](https://www.trade-schools.net/articles/environmental-sustaintainability-jobs) Our collective future depends on environmental sustainability jobs becoming commonplace. Thankfully, they continue to multiply as more people around the world begin to recognize the vital importance of reducing humanity’s negative impacts on the climate and global ecosystems. ### [8 Environmental Health and Safety Careers You Should Consider](https://safetymanagement.eku.edu/blog/environmental-health-safety-careers/) The work of Environmental Health & Safety experts is vital to protecting the planet, the public, & the employees. The growing public interest in environmental issues is expected to increase demand for multi-level EHS experts. Here are some EHS careers that you should consider. ### [How Your Business Can Encourage Employees to Go Green](https://eponline.com/articles/2021/01/20/how-your-business-can-encourage-employees-to-go-green.aspx) As a business owner, you have the power to positively impact the planet. It takes various resources to run a successful company, and the greener you make your process, the better the environment will fare. Read on to know more. ### World Environment Day World Environment Day (A/RES/2994 (XXVII)) and International Day for the Fight against Illegal, Unreported and Unregulated Fishing (A/RES/72/72) – June 5, 2021 ### [5 Tips For Finding The Right Environmental Policy Career For You](https://www.topuniversities.com/student-info/careers-advice/5-tips-finding-right-environmental-policy-career-you) If, like millions of others around the world, you have a real passion for the environment and sustainability, there’s never been a better time to consider a career in the industry. Read on to know more. ### [How environmental factors can affect productivity in the workplace](https://workinmind.org/2019/08/07/how-environmental-factors-can-affect-productivity-in-the-workplace/) The office environment itself can have a huge impact on performance and productivity among employees. With that being said, we’ve put together a list of 5 everyday sources of decreased productivity in the workplace. Read on to know more. ### [Green jobs: good for you, for the environment and for the economy](https://www.iberdrola.com/environment/what-are-green-jobs) The transition to a decarbonised economy is not only essential to halting climate change, but is also a driver of economic growth with the potential to create millions of green jobs. We are talking about jobs aimed directly at protecting the environment or which seek to minimise impact on the health of the planet. ### [Remote Work Positively Impacts The Environment- Here’s How](https://www.letsdeel.com/blog/remote-work-positive-impact-environment) Remote work is slowly but surely reaching people all over the world. And Co and Remote Year run a study which showed that 55% of respondents were fully distributed and 43% are partially remote. Predictions by Blueface say that in the next five years remote companies might supersede the co-located ones. That is good news because, on top of the regular benefits of remote work, we might have a shot at saving the planet. Read on to know more. ### [HRM’s Role in Corporate Social and Environmental Sustainability](https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/Documents/Corporate-Social-Environmental-Sustainability.pdf) As sustainability becomes a key focus for more organizations, employers must develop a new way of doing business. In addition to focusing on financial profits, sustainable companies must also consider social and environmental impacts when making business decisions. The HR function has a critical role to play. Read on to know more. ### [Five Tips to Improve Workplace Indoor Air Quality](https://www.corporatewellnessmagazine.com/article/five-tips-to-improve-workplace-indoor-air-quality) Indoor air is a lot worse than outdoor air. Many health symptoms experienced by workers are caused by indoor air pollution, which is precisely why it’s essential to keep the air inside your commercial building clean and safe. Here are five tips to improve workplace indoor air quality. ### [Are your workers making mistakes? Could be air pollution messing with their brains?](https://www.edf.org/blog/2019/06/25/are-your-workers-making-mistakes-could-be-air-pollution-messing-their-brains) Great companies focus on employees first and spend millions of dollars every year to fine-tune productivity. Now, accumulating evidence shows that air pollution is making your workforce not just sicker — but also less productive and more error-prone. ### [How to Land Your Dream Environmental Job](https://www.idealist.org/en/careers/how-to-land-dream-environmental-job) Job seekers like engineers, community organizers, and policy wonks are likely to find a job in the environmental sector. It’s not surprising since this sector is one of the fastest-growing areas of employment, with many jobs at nonprofits, government agencies, NGOs, and even progressive corporations or consulting firms. If you are passionate about sustainability, climate change, clean air, and water, or any other environmental issue, click here to find tips about how to narrow down your job search. ### [Carbon Pricing 106: Effects on Employment](https://www.rff.org/publications/explainers/carbon-pricing-106-effects-employment/) Carbon Pricing 106 – Effects on Employment: This article draws from the literature on the employment impacts of environmental policy to answer an important policy question, “How do (or will) carbon pricing policies affect employment?” ### [Air pollution and travel: How to stay safe and reduce your impact](https://www.iamat.org/blog/air-pollution-and-travel-how-to-stay-safe-and-reduce-your-impact/) Air pollution and travel – How to stay safe and reduce your impact?: In this blog, important information about air pollution are highlighted, including the recent changes made, and tips on how you can reduce your exposure and impact. Click here to find out more. ### [Study: Health threat from workplace air pollution ‘underplayed’ in UK](https://www.businessgreen.com/news/4022297/study-health-threat-workplace-air-pollution-underplayed-uk) Health Threat from Workplace Air Pollution ‘Underplayed’ in UK: Dangerous levels of indoor air pollution are threatening the health of hundreds of thousands of manufacturing workers across the UK, while also damaging production line efficiency and businesses’ profit margins. Read the study to know more about the importance of urgently tightening regulations to address air pollution in the workplace. ### [How the power of youth can help fight air pollution across Africa](https://www.weforum.org/agenda/2020/09/africa-air-pollution-youth/) High levels of air pollution globally pose a threat to both the environment and to human health. Air pollution kills more people in Africa than unsafe drinking water or malnutrition and tackling this problem will require a concerted effort from both public and private sectors. Read here to learn how the power of youth can help fight air pollution across Africa. ### [Generation Green ambitions at risk of going to ‘waste’](https://www.theiet.org/media/press-releases/press-releases-2020/18-september-2020-generation-green-ambitions-at-risk-of-going-to-waste/) Generation Green ambitions at risk of going to ‘waste’: Over two-thirds of children (68%) aged 5 – 13, hope to follow a career that helps the environment, but a lack of understanding about these jobs could stop them from getting there. Here’s how you can harness kids’ passion for environmental action as well as the top green jobs that kids should consider. ### [International Day for the Total Elimination of Nuclear Weapons](https://www.unfoldzero.org/sep-26-international-day-for-the-total-elimination-of-nuclear-weapons/) In 2013, the UN General Assembly (UNGA) declared September 26 to be the [International Day for the Total Elimination of Nuclear Weapons](https://www.un.org/en/events/nuclearweaponelimination/) (Nuclear Abolition Day). The aims of the day are to enhance public awareness about the threat posed to humanity by nuclear weapons and the necessity for their total elimination. ### [Plastic isn’t just all around us. It’s also inside of us](https://environmentaldefence.ca/2020/08/06/plastic-inside-us/) A video of a turtle with a plastic straw stuck in its nose went viral instantly. There was also news about a dead whale with over 80lbs of plastic bag in its stomach. Did you know that plastic may also be inside your own body? An author, Rick Smith, will show you that we might be consuming plastic. ### [7 reasons why meat is bad for the environment](https://www.greenpeace.org.uk/news/why-meat-is-bad-for-the-environment/) From climate change to forest fires to human rights abuses, the global industrial meat industry leaves a trail of destruction all over the world. Millions of people’s lives depend on a dramatic reduction in the consumption of meat and dairy. And it’s not just red meat that’s the problem. Find out the reasons why meat is bad for the environment. ### [First International Day of Clean Air for blue skies calls for global cooperation on air pollution is September 7](https://yelmcommunity.org/2020/09/first-international-day-of-clean-air-is-september-7/#:~:text=What%3A%207%20September%202020%20marks,cooperation%20to%20reduce%20air%20pollution.) 7 September 2020 marks the **first International Day of Clean Air for blue skies**. The day was created following a December 2019 United Nations General Assembly resolution ([A/RES/74/212](http://link.mediaoutreach.meltwater.com/ls/click?upn=-2FsnoSdlVMaQlUc-2FUxQad0VLnEU8RusmawykQfggRwj0HO2mxJ6ylo4pvkCD-2FSCyZbGkM_BHBYAIZgNg-2FQdFmLHn0y0m0fh1wK6yXRh8RYEfQe7DKDTjP-2F5XjEXt5EDBzd5IaZFLncyAusxcDG5EkzKb4IW26bQynqsZDLJ5jnKOwSenkksQY3d7J55HsDrR-2B5yGDoKyluTeAen6EY-2FF5gXKLqbvJSrLorhEE00e-2BpyZN3BESXhpJhMBfVHZIPIE6YCiQrIScioMe9p7dfKWI5geSQZ81K3tK2dtrhjEayo7eFzlYrYy9ly6t1fC-2FJPkIXSatOebtUcpA55B-2FFA17a-2B9nG-2FK77vzjT-2FErVsG1MQxLw6EHe6uHH2V2hBIWwg6yY6s-2BNSIa0-2FcJFGIVEKlemL-2B8ILkT-2FxsItRr3xJeZk3YTyqtAf-2BY9PXHNLrY6X133X2s3lq24J4wy4xiIjbC3VLz9GrQ-3D-3D)) recognizing the need for increased awareness and international cooperation to reduce air pollution. The United Nations Environment Programme (UNEP) is responsible for facilitating observance of this Day. ### [Antarctica’s Ice Shelves May Be at Growing Risk of Collapse](https://www.scientificamerican.com/article/antarcticas-ice-shelves-may-be-at-growing-risk-of-collapse/) Antarctica’s Ice Shelves May Collapse If We Don’t Act Now: There is a growing concern over the increasing temperature of the Southern Hemisphere. Ice sheet melts faster than ever and it might result in the stabilization of glaciers behind them. If this happens, they can unleash an unstoppable deluge of ice into the ocean, contributing to global sea-level rise. Click here to read more. ### [Producing less pollution in your day-to-day life](https://www.endesa.com/en/discover-energy/blogs/producing-less-pollution-in-your-day-to-day-life) Human beings tend to leave a footprint on the world. However, not all footprints are beneficial. Humans’ carbon footprint leaves undesirable stains on the planet and we need to change our ways before it’s too late. Here are some ideas on how to produce less pollution in your day-to-day life. ### [Why COVID-19 will end up harming the environment](https://www.nationalgeographic.com/science/2020/06/why-covid-19-will-end-up-harming-the-environment/) Although global lockdowns resulted in cleaner air, experts fear that the world risks a more polluted future that could worsen faster than ever. This article explains how COVID-19 will end up harming the environment and what governments around the world should prioritize to avoid catastrophic environmental disasters. ### [Implications of COVID-19 for the Environment and Sustainability](https://www.marketwatch.com/press-release/implications-of-covid-19-for-the-environment-and-sustainability-2020-05-14?mod=mw_more_headlines&tesla=y) The Institute for Global Environmental Strategies (IGES) released its position paper on the spread of the new coronavirus (COVID-19) and associated global environmental challenges, based on the results of its analysis to date. The paper recognizes that the COVID-19 pandemic is closely related to – and extends beyond – environment and sustainability, and cannot be left unaddressed. See the overview here. ### [Pandemic threatens the transition to clean energy](https://workplaceinsight.net/pandemic-threatens-the-transition-to-clean-energy/ "Pandemic threatens the transition to clean energy") Based on the World Economic Forums’ report, there are risks in cancelling recent progress in clean energy transition due to unprecedented falls in demand, price volatility, and pressure to immediately mitigate socioeconomic costs. Here is what WEF thinks about how policies, roadmaps, and governance frameworks for energy transition are affected by the pandemic. Click here to read more. ### [World Environment Day 2020: Time for Nature](https://www.worldenvironmentday.global/) World Environment Day 2020 will be celebrated this Friday, June 5th, 2020. UN Environment Programme (UNEP) announced that Colombia will be hosting World Environment Day 2020 in partnership with Germany. The main focus of World Environment Day 2020 will be its role in providing the essential infrastructure that supports life on Earth and human development. ### [Air pollution falls by unprecedented levels in major global cities during coronavirus lockdowns](https://edition.cnn.com/2020/04/22/world/air-pollution-reduction-cities-coronavirus-intl-hnk/index.html) Lockdowns restricting travel and industry imposed to halt the spread of coronavirus have resulted in unprecedented reductions in deadly air pollution around the world, new analysis shows. ### [How coronavirus is unexpectedly benefiting the environment](https://happymag.tv/how-coronavirus-is-unexpectedly-benefiting-the-environment/) With the rising number of mortalities and confirmed cases, governments around the world mandated people to stay home until the virus is contained. But there seems to be a silver lining to this. Read on to know how coronavirus is unexpectedly benefiting the environment. ### [It’s not just a health problem. Coronavirus shows environmental effects](https://www.zmescience.com/science/cornoavirus-mask-waste-asia-013141/) Apart from existing marine litter, environmental groups are deeply concerned by the high number of face masks thrown onto the shoreline, beaches or even into the sea. Gary Stokes, the founder of the environmental group Oceans Asia, said that for the last 6-8 weeks, they are already seeing the effects of garbage generation due to the high demand for surgical masks on the environment. ### [Why green offices boost productivity](https://www.intheblack.com/articles/2018/05/01/green-offices-boost-productivity) Green offices not only provide fresh air but can also enhance workspace productivity and help organizations save thousands of dollars by significantly reducing illness and absenteeism. Intrigued to know what other CEOs did to adapt green offices in their organization? Click here to find out. ### [Air pollution is bad for productivity, even in office jobs](https://qz.com/work/1218193/air-pollution-is-bad-for-productivity-even-in-office-jobs/) Based on a series of studies, breathing polluted air impedes work productivity which is not only limited to the field but also in offices. Although this makes perfect sense, it only recently has the damage been documented. With this in mind, how can managers protect their employees from health risks arising from air pollution? **Categories:** Social Media & Press --- ### [HEALTH](https://carrhure.com/health/) **Published:** February 24, 2020 **Author:** Auree de Carbon **Content:** ### [5 Things to Improve the Mental Health of your Employees](https://www.plumhq.com/blog/mental-well-being-hybrid-workplace) Covid-19 brought about a paradigm shift in the way we discharge our work duties. In no time, the workplace has shifted from the office to our homes. It has now emerged as the new normal. While some companies are offering permanent work-from-home options to their employees, others are opting for a hybrid workplace. ### [Employee Well-Being: Your Ultimate Guide to Workplace Happiness](https://adamfard.com/blog/employee-well-being) Employee well-being is more than a trendy catchphrase; it’s the cornerstone of a thriving workplace. It encompasses physical, mental, emotional, and economic aspects. In essence, it’s the delicate interplay of these critical elements that fosters a vibrant work environment. ### [Workplace Health and Wellbeing: Why It Matters More Than You Think](https://lovinglifeco.com/employee-wellbeing/workplace-health-and-wellbeing-why-it-matters-more-than-you-think/) Workplace health and wellbeing isn’t just a trend, but a necessity for every organisation. In today’s ever changing world, the lines between our professional and personal lives often blur. ### [6 Management Tips for Supporting Employee Wellbeing at Work](https://extension.harvard.edu/blog/6-management-tips-for-supporting-employee-wellbeing-at-work/) The past several years have been hard on employees. From a global pandemic that disrupted — and fundamentally changed — how and where people work, to mass layoffs, longer hours, and wages that haven’t kept pace with rising inflation, workers across industries are feeling overwhelmed, stressed, and burned out. ### [6 ways to combat burnout in your climate career](https://www.greenbiz.com/article/6-ways-combat-burnout-your-climate-career) Burnout when you work in sustainability can feel more intense, more urgent and harder to overcome. Over 40 percent of workers globally report feeling burned out, and it only appears to be growing. Corporate pressure for more, faster, better is partially to blame, but so may be an internalized narrative that our value as humans lies in our output and external validation. ### [EMPLOYEE HEALTH & SAFETY AT THE CORE OF YOUR BUSINESS](https://www.linkedin.com/pulse/employee-health-safety-core-your-business-alok-srivastava/) Organizations are beginning to understand the need for employee health and safety at their workplaces, and its impact to their business. This article examines the recent trends, benefits, technologies, and regulations that are shaping organizational behaviors to not only improve their employee wellbeing, but also revenue and profits as a consequential effect. ### [EMPLOYEE HEALTH & SAFETY AT THE CORE OF YOUR BUSINESS](https://www.linkedin.com/pulse/employee-health-safety-core-your-business-alok-srivastava/) Organizations are beginning to understand the need for employee health and safety at their workplaces, and its impact to their business. This article examines the recent trends, benefits, technologies, and regulations that are shaping organizational behaviors to not only improve their employee wellbeing, but also revenue and profits as a consequential effect. ### [Prioritizing Mental Health and Wellbeing: Imperative in Today’s Office and Everyday Life](https://www.linkedin.com/pulse/prioritizing-mental-health-wellbeing-imperative-todays-khan/) In an era where the pace of life seems to quicken each day, the significance of mental health and well-being cannot be overstated. It transcends the boundaries of our personal lives and extends into the workplace, with profound implications for our overall quality of life. Today, more than ever, it’s crucial to understand and prioritize mental health and well-being, not just as an organizational concern but as a societal imperative. ### [HOW TO DESIGN WELLNESS PROGRAMS THAT ARE SUCCESSFUL IN 2023](https://www.wellsteps.com/blog/2020/01/02/design-wellness-programs-successful/) Designing a company wellness program can be done in-house or with an outside vendor. Either way, there are several steps you need to take to have a successful program. Click here to find out more. #WellnessProgram #EmployeeWellbeing #HRtips ### [Health Insurance Benefits for Employees – Why It’s Important](https://www.pacificprime.com/blog/employee-medical-insurance-why.html) Employee medical insurance is a common but valuable benefit that can improve productivity, morale, and talent attraction. Learn why health coverage is important for employees and employers, and how to choose the best plan for your company. #EmployeeBenefits #HealthInsurance ### [Health Care Hiring Trends For 2023 And Beyond](https://www.drugtopics.com/view/health-care-hiring-trends-for-2023-and-beyond) The health care labor market is undergoing a fundamental shift, which will bring a new set of opportunities for hospitals and health systems in 2023 and beyond. ### [How to Hire: 6 tips to succeed in healthcare recruiting](https://resources.workable.com/tutorial/healthcare-recruiting-tips) Healthcare recruiters face hurdles like talent shortage, high turnover, and lengthy hiring processes. The demand for skilled specialists intensifies competition. Stay ahead in medical recruitment with these valuable tips. #HealthcareRecruiting #TalentShortage ### [7 Public Health Careers (+ How to Get Started)](https://www.coursera.org/articles/public-health-careers) Public health is a discipline concerned with the health of the population, especially as it pertains to government regulation and support. This career path involves making decisions around hygiene, epidemiology, and disease prevention. ### [12 Key Healthcare HR Challenges to Fix in 2023](https://www.oracle.com/ca-en/human-capital-management/healthcare-hr-challenges/) Healthcare providers face daunting HR challenges. Even before the pandemic, they have struggled w/ staff shortages, declining employee retention rates, employee burnout, & rising labor costs. If not fixed, these challenges can put patients’ health and even lives at risk. ### [7 Great Ways to Create a Healthy Work Environment](https://www.achievers.com/blog/healthy-work-environment/) What makes a company a great place to work? Is it the perks? The location? Maybe the compensation? Ultimately, the key to creating and sustaining a high-performing organization is establishing a healthy work environment. ### [Health and Well-Being Trends to Watch in 2023](https://www.ehstoday.com/health/article/21256875/health-and-wellbeing-trends-to-watch-in-2023) Employers in 2023 will face above-average increases in healthcare costs, driven in part by pent-up demand for medical services. ### [WHO trains health workers to provide quality care for gender-based violence survivors in Ukraine](https://www.who.int/europe/news/item/04-10-2022-who-trains-health-workers-to-provide-quality-care-for-gender-based-violence-survivors-in-ukraine) WHO is strengthening Ukraine’s response to sexual and gender-based violence (GBV) by building the capacity of healthcare workers and healthcare facilities to provide survivor-centered care. Click here to know more. ### [PRIORITIES AND CHALLENGES FOR NONPROFITS IN THE SECOND QUARTER OF 2022](https://www.imaginecanada.ca/en/360/priorities-and-challenges-nonprofits-second-quarter-2022) The second quarter of 2022 began much the same way as the first, with a new wave of COVID-19. However, no governments have signaled an intention to re-introduce the kind of public health measures that were taken during past waves, which suggests we have entered a new era of pandemic management. Learn what the priorities and challenges are for nonprofits in the second quarter of the year. ### [The state of the CHRO: How to capitalize on the post-COVID HR momentum](https://hrexecutive.com/the-state-of-the-chro-how-to-capitalize-on-the-post-covid-hr-momentum/) Most CHROs are currently facing the unique predicament of having to manage their own unprecedented stressors while also piloting initiatives to help colleagues through these turbulent times. How can CHROs bypass these difficulties and ensure their newfound influence remains sustainable? Here are three essentials for HR leaders to keep in mind as businesses continue to navigate their way through our present age of uncertainty. ### [Benefits Managers Can Help Health Coaching Find Its Niche](https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/benefits-managers-can-help-health-coaching-find-its-niche.aspx) Health coaches can support people who are living with chronic conditions such as diabetes or heart disease, health experts say, by helping them to follow prescribed drug regimens, eat well and get appropriate exercise. Their real value, however, may be in acting as intermediaries with employees’ health care providers. Read on to know more. ### [How to Best Support Employee Health and Well-being in 2021 and Beyond](https://talentculture.com/how-employers-support-employee-well-being-2021/) Over one year into the pandemic, nearly everything about the workforce has changed — from when and where we work to how employees interact with each other and clients. How employers have adapted their benefits design and their employee well-being and support strategies have also been affected. It has become increasingly clear that this crisis has accelerated significant shifts in many dimensions of our life and work. Read on to know more. ### [Mental health stigma in the workplace](https://www.comcare.gov.au/safe-healthy-work/mentally-healthy-workplaces/mental-health-stigma) Employers and managers play an important role in helping to reduce mental health stigma, which is a key challenge facing many workplaces. Mental health stigma is the negative view or attitude towards people struggling with their mental health, including those living with a mental health condition, such as anxiety or depression. Read on to know more. ### [Designing a Wellness Program for Multigenerational Workplaces](https://www.wellright.com/blog/designing-a-wellness-program-for-multigenerational-workplaces) Every employee has their own work style, every generation has its own general set of workforce needs, motivations, challenges, and goals, making implementing an employee wellness program a challenge. As employers account for multigenerational diversity in their wellness program, they must consider these five factors. Read on to know more. ### [Why Healthcare HR Managers Can’t Afford to Put Off their Digital Transformation Initiatives](https://hrhealthcare.wbresearch.com/blog/research-brief-healthcare-hr-managers-digital-transformation-initiatives-strategy) The impact of technology on HR holds serious implications for the healthcare organization at large. The reason for this is the fact that competition for talent, especially within the healthcare sector, is challenging many organizations to heighten their efforts to attract and retain high-performing employees. What exactly is pushing forward the importance of digital transformation initiatives within the current moment in time? Read on to know more. ### [The Evolution of HR in the Healthcare Industry](https://www.villanovau.com/resources/hr/hr-in-healthcare-industry/) It is important that hospitals hire and retain employees who fully understand the critical role of patient-centric care. Click here to know the three major ways to accomplish this. ### [Do employee wellness programs actually work?](https://www.health.harvard.edu/blog/do-employee-wellness-programs-actually-work-2019081317503) Researchers reported that about 10% of companies had wellness programs that addressed topics such as exercise, nutrition, and stress. Comparing employees with and without wellness programs in their organization, there are significantly higher rates of self-reported exercise and weight management efforts. However, the question remains. Do employee wellness programs actually work? Read here to find out more. ### [COVID-19 Fears May Be Causing People To Ignore Medical Emergencies](https://www.npr.org/2020/05/06/851173949/covid-19-fears-may-be-causing-people-to-ignore-medical-emergencies) There seems to be an alarming trend this COVID-19 crisis. Hospital visits for serious medical emergencies are way down. Is fear of the coronavirus causing ER avoidance? Listen to this podcast (with transcription) as health reporters, Will Stone and Elly Yu talked about the growing sense that patients are scared to come into the hospital for help due to the pandemic. ### [Take ‘all appropriate public health measures’ to protect detainees from coronavirus, UN urges](https://news.un.org/en/story/2020/05/1063862) “We emphasize the need to minimize the occurrence of the disease in these settings and to guarantee that adequate preventive measures are in place to ensure a gender-responsive approach and preventing large outbreaks of COVID-19″ – Chiefs of UN agencies highlighted the heightened vulnerability of detainees and other people in confinement to COVID-19. ### [ILO to release latest analysis of impact of COVID-19 ](https://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_742971/lang--en/index.htm) The International Labour Organization (ILO) will release the latest projections of the impact that the COVID-19 outbreak is having on workers and businesses worldwide. Read on to know more. ### [Almost 25 million jobs could be lost worldwide as a result of COVID-19, says ILO](https://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_738742/lang--en/index.htm) An initial assessment of the impact of COVID-19 on the global world of work says the effects will be far-reaching, pushing millions of people into unemployment, underemployment and working poverty, and proposes measures for a decisive, co-ordinated and immediate response. Read on to know more. ### [Best practices emerging for protecting healthcare workers from coronavirus](https://www.healthcarefinancenews.com/node/139880) Healthcare workers on the front lines are at risk of exposure due to the nature of their jobs. As healthcare workers come to terms with the nature of the COVID-19 and its spread, best practices are starting to emerge. Here are a number of best practices, which aim to contain the coronavirus’ spread. ### [Big Challenges Facing HR Professionals in the Healthcare Industry](https://www.bamboohr.com/blog/challenges-facing-hr-professionals-healthcare-industry/) Have you heard that one of the most pressing human resource issues in healthcare involves recruiting? Based on the Bureau of Labor Statistics’ projection, there’s a need for an additional 203,700 new RNs each year through 2026 to fill newly created positions and to replace retiring nurses. Furthermore, by 2022, it’s estimated that there will be a total of 1.2 million vacancies for nursing positions. Here are the four biggest challenges faced by HR professionals, and what they can do about them. ### [The coronavirus outbreak—now officially called COVID19, according to the World Health Organization](http://newsparliament.com/2020/02/15/coronavirus-wreaks-havoc-on-chinese-food-manufacturers-sending-inflation-soaring/) At this moment, what is one thing that’s soaring in China? Inflation. See how Coronavirus, officially called COVID19, wreaks havoc on Chinese food producers, sending inflation soaring. **Categories:** Social Media & Press --- ### [Ecological Restoration – What it is, why it is important and how it affects job creation](https://carrhure.com/ecological-restoration-what-it-is-why-it-is-important-and-how-it-affects-job-creation/) **Published:** March 30, 2022 **Author:** Auree de Carbon **Content:** [![](https://carrhure.comwp-content/uploads/2022/03/tree-gf10eb7524_1920-1024x683.jpg)](https://carrhure.comwp-content/uploads/2022/03/tree-gf10eb7524_1920.jpg) Photo from [Pixabay.com](https://pixabay.com/illustrations/tree-butterfly-globe-energy-5725540/) Ecological system (or ecosystem) is a community of biotic and abiotic factors interacting with each other. For instance, the living organisms (e.g. plants, animals, etc.) share the benefits of a particular space and environment (e.g. air, food, water, and soil). They are the foundation of ‘Biosphere’ and maintain the natural balance of the earth. Each organism in an ecosystem has its role and purpose. Disturbing ecological balance can be catastrophic for all living things depending on it. Qualities of a sustainable ecosystem include biodiversity, stability, and good health. When an ecosystem is sustainable, it has the capacity to reproduce and support itself. On the other hand, ecosystem degradation is a global environmental problem that decreases the capacity of species to survive. This process can be natural or man-made and is usually caused by pollution, climate change, land clearing, resource exploitation, and population decline. The continuous deterioration of ecosystems will result in increased flooding, the rise of sea levels, disruption of the food chain, water shortage, food shortage, loss of biodiversity, etc. Why does it matter? Why do we need to be alarmed? [60% of the Earth’s ecosystem has been degraded in the past 60 years](https://www.theworldcounts.com/stories/impact-of-ecosystem-destruction). This year alone, humans have extracted approximately 23 billion tons of resources from the Earth. This continuous practice makes it hard for our natural ecosystem to cope and adjust and soon, despite our best efforts, it will be too late for them to recover. [By 2050, it is expected that 95% of Earth’s land will be degraded.](https://www.theworldcounts.com/stories/impact-of-ecosystem-destruction) Unsustainable agricultural practices have already eroded 24 billion tons of soil resulting in losses of ecosystem functions (e.g., nutrient cycling and climate regulation). These functions help keep life on Earth sustainable. This crisis calls for urgent action. In September 2020, a UN summit participated by political leaders representing 93 countries have committed to the [Pledge for Nature: United to Reverse Biodiversity Loss by 2030 for Sustainable Development](https://www.leaderspledgefornature.org/#:~:text=United%20to%20Reverse%20Biodiversity%20Loss,reversing%20biodiversity%20loss%20by%202030.). The pledge aims to put wildlife and the climate at the core of economic recovery plans, post-pandemic and promises to address the climate crisis, deforestation, pollution, and ecosystem degradation. Furthermore, the [United Nations Decade on Ecosystem Restoration](https://www.decadeonrestoration.org/about-un-decade) began in 2021, which will end in 2030, the deadline for the implementation of the Sustainable Development Goals (SDGs) and the timeline scientists have identified as the last chance to prevent the catastrophic effects of climate change. This is the United Nations General Assembly’s response to a proposal for action by over 70 countries from all regions. Under the leadership of the United Nations Environment Programme (UNEP) and the Food and Agriculture Organization of the United Nations (FAO), the goal is to prevent, halt and reverse the degradation of ecosystems on every continent and in every ocean in order to end poverty, combat climate change and prevent mass extinction. You may still ask, “what is ecological restoration and why is it important?” [UNEP defined ecological restoration as “a process of reversing the degradation of ecosystems](https://www.iucn.org/sites/dev/files/content/documents/what_is_ecosystem_restoration.pdf), such as landscapes, lakes, and oceans to regain their ecological functionality; in other words, to improve the productivity and capacity of ecosystems to meet the needs of society. This can be done by allowing the natural regeneration of overexploited ecosystems or by planting trees and other plants.” Its main objective is to contribute to the conservation and sustainable use of biodiversity, including the creation of social, economic, and environmental benefits, leading to healthy and connected ecosystems, which contribute to the enhancement of food and water security, mitigation and adaptation of climate change, and improvement of people’s livelihood. Speaking of livelihood, did you know that the ecological restoration industry is worth $25 billion and generates 220,000 jobs? These figures came from a study entitled [“Estimating the Size and Impact of the Ecological Restoration Economy”](https://journals.plos.org/plosone/article?id=10.1371/journal.pone.0128339) in 2015. There has been a public debate regarding the economic impacts of environmental regulations requiring environmental restoration. Critics of the regulation see it as a “job killer”, but it turns out that the “restoration industry” provides more jobs than mining, logging, or steel production (ranking a little behind the oil and gas sectors). Amanda Wrona Meadows, the Human Resources Manager CPO (former Marine Scientist and Knowledge and Learning Lead) at The Nature Conservancy, mentioned that restoration of natural infrastructure is a win-win solution, creating jobs and long-term benefits even after the job is done.” Dr. Todd BenDor, Director of the Odum Institute and a Distinguished Professor of Sustainable Community Design in the Department of City and Regional Planning and the UNC Institute for the Environment, said “There are downsides to environmental regulations, but there may be upsides as well. And one of the upsides may be a larger and stronger ecological restoration industry which has a major economic spillover effect.” Dr. BenDor also noticed significant momentum for ecological restoration in certain US states such as Oregon, Louisiana, and North Carolina. For example, the latter proposed [tax incentives to encourage watershed restoration](https://files.nc.gov/ncdeq/Water%20Quality/Surface%20Water%20Protection/PDU/NC%20WPP/WPP%20Proposed%20Document%20June%202015.pdf). A panel of researchers, including Dr. BenDor, refer to such activity as a “restoration economy” or “any combination of activities intended to result in ecological uplift, improve ecosystem health, and result in a functioning ecosystem that provides a suite of ecosystem services.” As mentioned earlier, the restoration economy is a multi-billionaire industry in the making. A [report](https://www.wri.org/research/business-planting-trees-growing-investment-opportunity) from the World Resources Institute (WRI) and the Nature Conservancy (TNC) stated that startups in this industry are seeing exceptional growth (ten times yearly), as the global restoration efforts accelerate. Notable startups worldwide (e.g., BioCarbon Engineering, Land Life Company, Brinkman and Associates, Ecosia, F3 Life, TerViva, among others) are using technology and new economic models to improve their profit margins. Needless to say, the restoration economy indeed provides jobs and boosts economies! So, if you’re interested in repairing the ecological integrity of degraded forests, wetlands, rangelands, mine-impacted sites, and other critical habitats, you should consider career opportunities in ecological restoration. To give you a head start, you can check out the sample job titles from Trent University. Entry-level job positions include: - Landscape Restoration Technician - Shoreline Naturalization or Restoration Technician - Watershed Planning Technician - Wetland Habitat Technician, Habitat Restoration Technician Positions requiring more experience include: - Project Manager, Field, and Stream Rescue Team - Watershed Restorationist - Stewardship Assistant - Remediation Specialist - Ecologist - Biodiversity Conservation Biologist The university also enumerated some of the skills you need to develop to thrive in this industry: - Conducting field studies - Analyzing data, performing statistical analyses, interpreting and presenting results - Retrieving, classifying, manipulating, and displaying data - Understanding and completing population, economic and statistical analysis - Utilizing spreadsheet, statistical, computer and database software - Report writing and record-keeping - Lab skills – chemical and physical laboratory settings - Awareness of safety procedures, handling of chemicals, and basic experimental methodology - Effectively dealing with companies, government, and communities to study and solve environmental problems - Identifying species - Using collected data to analyze and understand situations - Using sampling devices and chemical analysis instruments - Oral presentation skills - Project design and management - Policy and institutional analysis - Using GIS, creating maps/graphs/charts Another thing you should remember is that ecological restoration jobs provide an opportunity to connect the research community and the business sector to improve ecosystem health. A career in this industry offers a special opportunity to bring various stakeholders together in achieving a common goal. It may seem challenging at first, but that’s what makes this job exciting, stimulating, fulfilling, and worthwhile. **Categories:** Blog --- ### [The Need for Recruitment in Climate Change](https://carrhure.com/the-need-for-recruitment-in-climate-change/) **Published:** March 1, 2022 **Author:** Nadia Bulangis **Content:** [![](https://carrhure.comwp-content/uploads/2022/03/The-Need-for-Recruitment-in-Climate-1024x576.png)](https://carrhure.comwp-content/uploads/2022/03/The-Need-for-Recruitment-in-Climate.png) Believe it or not, climate change is real, and it has been around for quite a long time. Unfortunately, we have not paid too much attention to it due to some people’s skepticism or denial despite evidence-based data from numerous scientists worldwide. As of 2021, scientists are observing changes in the Earth’s climate in every region and across the whole climate system based on an Intergovernmental Panel on Climate Change (IPCC) Report. Many of the climate-related changes observed are unknown in thousands, if not hundreds of thousands of years. Some are already taking place (e.g., continued sea-level rise) and potentially irreversible. Climate change issues are so pressing that 196 parties adopted a legally binding international treaty on climate change at COP 21 in Paris on December 12, 2015, and entered into force on November 4, 2016. Nations involved in this agreement aim to limit global warming to well below 2, preferably to 1.5 degrees Celsius, compared to pre-industrial levels. Although The Working Group I report (i.e., one out of six assessment reports of the IPCC, which will be completed in 2022) already provides updated estimates of the chances of crossing the global warming level of 1.5°C in the next decades, limiting warming close to 1.5°C or even 2°C will be unattainable unless there are immediate, rapid, and large-scale reductions in greenhouse gas emissions. Why is this so important? Why should we prioritize climate change, especially now that we are facing another unprecedented event (i.e., COVID-19)? We must remember that apart from environmental and health issues associated with climate change, long-term shifts in temperatures and weather patterns affect employment. The International Labor Organization (ILO) explained that one of the negative impacts of climate change is job losses, which occur both in rural and urban labor markets. These are due to greater incidence of heavy precipitation and/or extreme heat resulting in damage to agricultural crops and greater incidence of extreme weather events resulting in worker displacement and damage to business assets, transport and industrial infrastructure, and settlements. On the other hand, ILO also believes that adaptation measures can lead to employment gains and the prevention of job losses. We can reap its positive effects through adaptation infrastructure and reforestation investment since it increases demand for construction to reduce climate-related risks. ILO also pointed out there will be a just transition if there are accompanying and enabling policies to maximize the positive employment effect of the transition to a climate-resilient economy. Moreover, social protection and skills development policies increase adaptive capacities and protect individuals and communities affected by natural hazards from income and food insecurity. In my view (and correct me if I am wrong), the equation goes like this: Climate change effects = job losses = implementation of adaptation measures = creation of new jobs Now, what seems to be missing here? New climate-related jobs mean opportunities to fill new positions. In the US alone, making investments in natural resources protection and restoration can create [over 700,000 jobs](https://americanprogress.org/issues/green/reports/2020/06/23/486653/powering-americas-economic-recovery-protecting-restoring-nature/) and [grow the country’s natural carbon sink](https://americanprogress.org/issues/green/reports/2020/08/11/489154/plan-100-percent-clean-future-must-include-saving-nature/). Meanwhile, investing in climate-smart agriculture can play [a lead role](https://americanprogress.org/issues/green/reports/2020/01/08/479168/building-100-percent-clean-future-can-drive-additional-8-billion-year-rural-communities/) in driving billions of dollars into rural communities. The US Department of the Interior recently released a campaign called, “[America the Beautiful](https://www.doi.gov/sites/doi.gov/files/report-conserving-and-restoring-america-the-beautiful-2021.pdf)” with a goal to conserve 30 percent of U.S. lands, waters, and oceans by 2030. This campaign also calls for job creation by investing in restoration and resilience. This is where recruitment comes in. The opportunity to vie for climate change experts is on. In a world where the effects of climate change are becoming more prevalent and people are starting to realize the importance of taking immediate actions and smart choices, how will you compete with other reputable international organizations in convincing highly qualified talents in joining your cause? How will you increase organizational interest to fill the gap in employment? Before we dig deeper, did you know that business leaders agree that environmental-sustainability efforts have a positive impact on employee morale and well-being (84%), as well as employee recruitment and retention (77%)? These figures came from [*Deloitte 2022 CxO Sustainability Report: The disconnect between ambition and impact*](https://www2.deloitte.com/global/en/pages/operations/articles/deloitte-cxo-sustainability-report.html?id=gx:2pm:3ad:4cxosurvey2022:GC1000053:6oper:20220118:wwf), a survey of over 2,000 C-level executives across 21 countries. However, the employees may not be impressed by this. Based on [the 2021 Millennial and Generation Z Survey](https://www2.deloitte.com/global/en/pages/about-deloitte/articles/millennialsurvey.html), while climate change and protecting the environment is a top concern among Gen Zs and millennials, **less than half of the surveyed participants think business is having a positive impact on society**. About 60% fear that businesses’ commitment to the environment will be less of a priority as leaders focus on challenges related to COVID 19. The question now is, what can organizations do to turn the employees’ ambition into action, and turn this action into impact? How can they develop their climate commitments that will improve recruitment and retention? According to WWF, it all starts with educating senior leaders and the board on how they can assess the impact of a changing climate on the business and the business’ impact on the climate. Only by then, we can earn the buy-in and influence of the senior leaders, which will prompt actions that will make a noticeable difference and effect meaningful transformation. Organizations can also ignite the Millennials’ and Gen Zs’ interests by empowering them to act as climate changemakers. By [engaging and educating employees](https://www2.deloitte.com/global/en/pages/about-deloitte/press-releases/deloitte-launches-climate-learning-program-to-empower-all-three-hundred-and-thirty-thousand-people-to-take-action.html) on climate change impacts, organizations can guide their people in making positive climate choices, wherever they may be, while magnifying these actions through their networks. Furthermore, organizations will earn the trust of their stakeholders if there are leaders that build on credible climate commitments and integrate sustainability into every part of the organization. We are in a time when it is imperative to combat climate change by taking bold actions resulting in measurable impacts to expedite the pace of intervention. It’s not yet too late. Tenaciously addressing challenges brought by climate change not only improves the world we live in but also increases an organization’s advantage in securing competent talents. If you are able to show employees your genuine interest in reducing and mitigating risks of climate change and by continuously improving and strengthening your climate change commitments, it will be easier for you to attract like-minded, talented individuals and fill the employment gap. **Categories:** Blog --- ## Pages ### [Home](https://carrhure.com/) **Published:** January 29, 2026 **Author:** Baruneza Gatbonton **Content:** ## Leadership in Action. Legacy in Motion. [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ## LEADERS IN ACTION. LEGACY IN MOTION [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) TALENTS HIRED 0 + GLOBAL PARTNERS 0 + YEARS OF SERVICE 0 ![](https://carrhure.com/wp-content/uploads/2026/01/Square-2.jpg) ## ABOUT US ## CARRHURE: The Executive Search Partner When the Stakes Are High. When organizations face pressure, change, or crisis, CARRHURE is the partner they call. We step in when urgency meets complexity delivering calm, clarity, and results. From leadership gaps to high-stakes transitions, we provide strategic headhunting with purpose, speed, and precision. Because when the right leader can’t wait, neither can you. ###### OUR EXPERTISE ###### We provide services That Drives Impact ###### At CARRHURE Executive Search, we connect purpose-driven organizations with leaders who can navigate complexity and create meaningful change. Through executive search and advisory, we deliver tailored leadership solutions grounded in insight, integrity, and impact. [ ](https://carrhure.com/career-mapping/) ## Career Mapping [ ](https://carrhure.com/board-advisory/) ## BOARD ADVISORY [ ](https://carrhure.com/executive-assessments/) ## EXECUTIVE ASSESSMENTS [ ](https://carrhure.com/executive-search/) ## EXECUTIVE SEARCH [ ](https://carrhure.com/pre-employment-background/) ## PRE EMPLOYMENT BACKGROUND Responsible Leadership. Measured. Verified. Responsible Leadership. Measured. Verified. At **Carrhure Executive Search**, governance is not only what we advise on. it is how we operate. Our latest EcoVadis Sustainability Assessment (Feb 2026) confirms our commitment to responsible and ethical business practices. **Overall Score: 65/100, 70th Percentile – Bronze Medal (Top 35%)** As a trusted executive search and advisory partner to mission-driven and nonprofit organizations, we believe leadership must be grounded in accountability, transparency, and measurable standards. Before guiding Boards and executives on governance and impact, we hold ourselves to the same expectations. Governance with Integrity We embed ESG principles into our own operations before advising others to do the same. Measurable Sustainability Commitment Our practices are externally assessed and benchmarked against international standards. Responsible Talent Advisory We support organizations that create long-term social and environmental impact. Continuous Improvement Culture EcoVadis is not a badge, it is a framework that drives ongoing progress. Responsible leadership begins with self-accountability. And we remain committed to improving, for our partners, our people, and the communities they serve. ![](https://carrhure.com/wp-content/uploads/2026/03/ECOVADIS-WEBSITE-5415315.png) ![](https://carrhure.com/wp-content/uploads/2026/01/Ellipse-8.png) ![](https://carrhure.com/wp-content/uploads/2026/01/Group-5.png) ## Building Long Term Partnerships With Total of 26 Clients since 2015 ![1](https://carrhure.com/wp-content/uploads/2026/01/1.png) ![2](https://carrhure.com/wp-content/uploads/2026/01/2-1.png) ![3](https://carrhure.com/wp-content/uploads/2026/01/3.png) ![4](https://carrhure.com/wp-content/uploads/2026/01/4.png) ![5](https://carrhure.com/wp-content/uploads/2026/01/5.png) ![6](https://carrhure.com/wp-content/uploads/2026/01/6-1.png) ![7](https://carrhure.com/wp-content/uploads/2026/01/7.png) ![8](https://carrhure.com/wp-content/uploads/2026/01/8.png) ![9](https://carrhure.com/wp-content/uploads/2026/01/9.png) ![10](https://carrhure.com/wp-content/uploads/2026/01/10.png) ![11](https://carrhure.com/wp-content/uploads/2026/01/11.png) ![12](https://carrhure.com/wp-content/uploads/2026/01/12.png) ![13](https://carrhure.com/wp-content/uploads/2026/01/13.png) ![14](https://carrhure.com/wp-content/uploads/2026/01/14.png) ![15](https://carrhure.com/wp-content/uploads/2026/01/15.png) ![16](https://carrhure.com/wp-content/uploads/2026/01/16.png) ![17](https://carrhure.com/wp-content/uploads/2026/01/17.png) ![18](https://carrhure.com/wp-content/uploads/2026/01/18.png) ![19](https://carrhure.com/wp-content/uploads/2026/01/19.png) ![20](https://carrhure.com/wp-content/uploads/2026/01/20.png) ![21](https://carrhure.com/wp-content/uploads/2026/01/21.png) ![22](https://carrhure.com/wp-content/uploads/2026/01/22.png) ![23](https://carrhure.com/wp-content/uploads/2026/01/23.png) ![24](https://carrhure.com/wp-content/uploads/2026/01/24.png) ![25](https://carrhure.com/wp-content/uploads/2026/01/25.png) ![ECOWAS](https://carrhure.com/wp-content/uploads/2026/01/ECOWAS.png) ###### testimonials ![](https://carrhure.com/wp-content/uploads/2026/01/12.png) Review TextWe have partnered with CARRHURE for multiple executive vacancies over the past 3 years. They make a concerted effort in understanding the organization and source candidatures accordingly. They are extremely responsive, professional, and committed. They are definitely one of the best in the business. **SENIOR MANAGER HUMAN RESOURCES & ACTING HR DIRECTOR** ![](https://carrhure.com/wp-content/uploads/2026/01/17.png) I have been very impressed by the professionalism and the reactivity of the team in charge of helping us to recruit our CEO. I have in particular appreciated the integrity shown in developing the process and during the implementation of the criteria put in place. **ADMINISTRATOR** ![](https://carrhure.com/wp-content/uploads/2026/01/2-1.png) We had 2 staffing processes with CARRHURE and the results were very positive. They presented very qualified candidates for these 2 staffing processes. They are very professional. The price was also reasonable. I can recommend CARRHURE without **HEAD OF HUMAN RESOURCES** - [Home](https://carrhure.com/#home) - [About Us](https://carrhure.com/about-us/) - [Expertise](https://carrhure.com/expertise/) - [Career Mapping](https://carrhure.com/career-mapping/) - [Board Advisory](https://carrhure.com/board-advisory/) - [Executive Assessments](https://carrhure.com/executive-assessments/) - [Executive Search](https://carrhure.com/executive-search/) - [Pre Employment Background](https://carrhure.com/pre-employment-background/) - [Opportunities](https://carrhure.com/opportunities/) - [Trends](https://carrhure.com/trends/) - [Client Access](https://carrhure.com/client-access/) - [Home](https://carrhure.com/#home) - [About Us](https://carrhure.com/about-us/) - [Expertise](https://carrhure.com/expertise/) - [Career Mapping](https://carrhure.com/career-mapping/) - [Board Advisory](https://carrhure.com/board-advisory/) - [Executive Assessments](https://carrhure.com/executive-assessments/) - [Executive Search](https://carrhure.com/executive-search/) - [Pre Employment Background](https://carrhure.com/pre-employment-background/) - [Opportunities](https://carrhure.com/opportunities/) - [Trends](https://carrhure.com/trends/) - [Client Access](https://carrhure.com/client-access/) ###### Carrhure News and Highlights [ ](https://carrhure.com/news-and-highlights/company-membership/) Company Membership We joined France’s top consulting firms at this high-level gathering to explore the responsible use of AI in consulting. With Aurée de Carbon at the table, the conversation was forward-thinking, ethical, and rooted in real-world impact [ ](https://carrhure.com/news-and-highlights/carrhure-chronicles/) Carrhure Chronicles We sit down with inspiring voices reshaping how we lead: from inclusive recycling to AI ethics to women’s entrepreneurship. Their stories remind us why leadership, at its best, changes lives. [ ](https://carrhure.com/news-and-highlights/carrhure-represents/) Carrhure Represents Carrhure Director-General, Auree De Cabron, is now an official member of the World Agriculture Forum (WAF). Her membership strengthens Carrhure’s commitment to driving impactful collaboration in global agriculture and food systems. ## Executive Search for Purpose-Driven Institutions. ## Advising boards and leaders on appointments where mission, responsibility and long-term impact matter most. [ LEARN MORE ](https://carrhure.com/about-us/) --- ### [Global Privacy Policy](https://carrhure.com/globalprivacypolicy/) **Published:** January 29, 2026 **Author:** Baruneza Gatbonton **Content:** ## GLOBAL PRIVACY POLICY ## Last Updated: JANUARY 2026 ## GLOBAL PRIVACY POLICY ## Last Updated: JANUARY 2026 **27–29 rue de Bassano, 75008 Paris RCS : 750 516 114, APE Code : 7022Z**​ CARRHURE attaches the utmost importance to protecting the personal data of its customers and prospects and to complying with the regulations in force.​ This privacy policy informs you of our commitments and the measures we have put in place to guarantee the integrity, security, confidentiality and protection of your personal data, processed as part of our business, in compliance with the rules set out in the [European Data Protection Regulation (RGPD)](https://eur-lex.europa.eu/legal-content/EN/TXT/PDF/?uri=CELEX:32016R0679&from=EN), the French Data Protection Act (LIL) and the French Law for Confidence in the Digital Economy (LCEN).​ The entity that collects and processes your personal data is CARRHURE, SARL with a share capital of €43,000, headquartered at 12-14, 12 Rond-point des Champs Elysées-Marcel Dassault, 75008 PARIS.​ You can contact us at the following address: ​ ​ **The personal data we process**​ CARRHURE collects and processes the following categories of data in connection with the processing operations we carry out:​ - Personal identification data (surname, first name, address, telephone number(s), etc.)​ - Professional identification data (surname, first name, job title, e-mail address)​ - Professional data (profession, SIRET number, income, etc.)​ - Payment information (bank details, IBAN, card accounts)​ - Transaction data (dates, invoices, contracts, history of services used)​ - Connection data (IP address, connection logs, duration, history)​ - Browsing data (unique identifier, browsing statistics, behavioral data).​ - Identity data (passport, NIR, etc.)​ - Sensitive data (criminal record data)​ **27–29 rue de Bassano, 75008 Paris RCS : 750 516 114, APE Code : 7022Z**​ CARRHURE attaches the utmost importance to protecting the personal data of its customers and prospects and to complying with the regulations in force.​ This privacy policy informs you of our commitments and the measures we have put in place to guarantee the integrity, security, confidentiality and protection of your personal data, processed as part of our business, in compliance with the rules set out in the European Data Protection Regulation (RGPD), the French Data Protection Act (LIL) and the French Law for Confidence in the Digital Economy (LCEN).​ The entity that collects and processes your personal data is CARRHURE, SARL with a share capital of €43,000, headquartered at 12-14, 12 Rond-point des Champs Elysées-Marcel Dassault, 75008 PARIS.​ You can contact us at the following address: ​ ​ **The personal data we process**​ CARRHURE collects and processes the following categories of data in connection with the processing operations we carry out:​ - Personal identification data (surname, first name, address, telephone number(s), etc.)​ - Professional identification data (surname, first name, job title, e-mail address)​ - Professional data (profession, SIRET number, income, etc.)​ - Payment information (bank details, IBAN, card accounts)​ - Transaction data (dates, invoices, contracts, history of services used)​ - Connection data (IP address, connection logs, duration, history)​ - Browsing data (unique identifier, browsing statistics, behavioral data).​ - Identity data (passport, NIR, etc.)​ - Sensitive data (criminal record data)​ **Legal basis, purposes and retention periods of data processing operations**​ In accordance with the RGPD, personal data collected by the CARRHURE company will be used for the fulfillment of the purposes for which they were collected and for a retention period detailed in the table below: PurposeLegal basisShelf life Provision of recruitment services and background checksContract performance5 years from end of contract Referencing candidates in a database (CV-thèque)Consent 2 years after last contact Skills and background checkConsentFor the duration of the contractual relationship Customer relationship managementContract performance5 years from end of contract Communication with candidatesLegitimate interest2 years after last contact Managing information requestsLegitimate interestProcessing time Accounting and billingContract performance10 years from end of contract Managing entitlement requestsLegal obligation5 years from end of request Commercial prospectingLegitimate interestDuration of prospecting or until withdrawal of consent Recruitment Legitimate interest2 years after last contact NewsletterConsentUntil unsubscribed Once the specified retention periods have been reached, your data will be deleted from all CARRHURE servers.​ For more information on the cookies used by CARRHURE, please refer to our cookies policy **Mandatory or optional nature of data collection and consequences of failure to provide data**​ When we collect your personal data, we inform you whether certain information is mandatory or optional.​ Compulsory data are necessary for the operation of our services and the proper execution of the contract and will be indicated to you. If a compulsory data field is not provided, CARRHURE will not be able to provide its services.​ Optional data are those that you may choose to provide to improve your user experience (e.g. communication preferences). Failure to provide this data will not affect the performance of the contract or the provision of the service, but may limit the personalization of our offer.​ ​ **Recipients of personal data**​ The personal data we process is only used for pre-determined purposes, which are necessary for the provision of our services, linked to our activity.​ We have access to your personal data:​ - Company employees according to defined internal authorization policies.​ - Our subcontractors, i.e. all digital or other service providers who process your data for specific purposes: invoicing tools, remote payment software, etc.​ - Authorized subcontractors.​ - Public bodies and supervisory and regulatory bodies, at their request or to meet our legal obligations, as well as judicial authorities, court officers in legal proceedings, ministerial officers and debt collection agencies.​ Your data will also be shared with auditing bodies (such as the statutory auditor).​ ​ **International transfers**​ Some of your data may be transferred to companies outside the European Union or a country in line with the European Union.​ In this case :​ Where data is transferred to a country whose level of data protection has not been recognized as adequate in the RGPD, such transfers are based on appropriate safeguards indicated in Article 46 of the RGPD, tailored to each service provider, in particular through the conclusion of standard contractual clauses approved by the European Commission.​ ​ **Your data rights**​ Under data protection regulations, you have rights including:​ ​ **Right of access**​ You have the right to request information about the nature of the processing carried out, the origin or type of data collected, as well as copies of all the information we hold about you.​ ​ **Right to rectification**​ You have the right to request rectification of any information that you consider to be inaccurate. You also have the right to ask us to complete any information that you consider incomplete.​ **Right to erasure, right to oblivion**​ You have the right to ask us to delete your personal data in certain specific situations.​ In cases where your data is processed on the basis of your consent or CARRHURE’s legitimate interest, you have the right to obtain the early deletion of your data. To exercise this right, simply inform us of your wish to withdraw your consent or exercise your right to object to the processing of your data.​ If you do not exercise this right, your data will be automatically deleted on expiry of the aforementioned retention period.​ ​ **Right to limitation**​ This right offers you the possibility of suspending the processing of your data after you have submitted a request for rectification, for example. If you have concerns about the lawfulness of any of our processing operations, this right enables you to ask our staff to stop processing your data, without deleting it. Furthermore, if you wish to take legal action to assert, exercise or defend your rights, this right also allows you to “freeze” your personal data.​ ​ **Right to object**​ You have the right to object to the processing of your personal data in certain circumstances.​ The right to object allows you to refuse to be, or no longer to be, included in a data processing operation.​ Users may object to any processing of their personal data and request its deletion, unless the company can demonstrate a legitimate and compelling reason for such processing or that such processing is necessary for the establishment, exercise or defense of legal claims.​ With respect to direct marketing solicitations that the user receives from CARRHURE, it is possible for the user to go back on the consent that he has given in order to no longer receive solicitations.​ ​ This right can be exercised at any time and will be reminded to you in the messages you receive from CARRHURE.​ **Right to data portability**​ This right gives you the possibility of requesting access to your personal data, provided that this data is processed on the basis of your consent or as part of a contractual relationship. This data will be provided to you in a technically usable format, whether by you or by an entity other than CARRHURE.​ ​ **How to exercise your rights**​ To exercise your rights, please go to the following page: https://monexpertrgpd.com/exercice-des-droits/?client=CARRHURE​ If you have any questions about the protection of personal data, please contact our Data Protection Officer (DPO):​ ​ - Name: Mon Expert RGPD​ - E-mail: ​ ​ **Complaints to the CNIL**​ If, after contacting us, you feel that your rights with regard to your data have not been respected, you may lodge a complaint with the CNIL.​ ​ ​ **Effective date**​ We reserve the right to modify all or part of the present charter at any time.​ ​ This version of the CARRHURE privacy policy became effective on January 2026.​ ​ ## FINDING THE RIGHT LEADERS FOR THE RIGHT ORGANIZATION ## Finding the right leader is more than just a search it’s a strategy. At CARRHURE, we specialize in executive search for non-profits, helping organizations secure high impact leaders who can drive their mission forward. --- ### [About Us](https://carrhure.com/about-us/) **Published:** February 3, 2026 **Author:** Baruneza Gatbonton **Content:** ## Executive Search for Those Who Inherit and Elevate Mission. [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ## Executive Search for Those Who Inherit and Elevate Mission. [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ![](https://carrhure.com/wp-content/uploads/2026/02/about-us-2.jpg) ![](https://carrhure.com/wp-content/uploads/2026/02/about-us-4.jpg) ## who we are ## Leadership in Action. Legacy in Motion. Leadership That Drives Purpose. At CARRHURE EXECUTIVE SEARCH, we believe that finding the right leader isn’t just a process; it’s a strategic investment in your mission’s future. We specialize in executive search for purpose-driven organizations, helping non-profits secure visionary leaders who create meaningful, measurable impact. Founded in 2012 and based in Paris, France, CARRHURE EXECUTIVE SEARCH operates globally, partnering with organizations working in biodiversity, agriculture, climate resilience, and international development. With deep sector knowledge and a human-centered approach, we understand what it takes to lead in complex, high-stakes environments. [ Our Expertise ](https://carrhure.com/expertise/) ## This is our stand. This is our manifesto. Leadership for Equality Promoting gender balance in governance, decision-making, and organizational culture. Equal Opportunity in Recruitment & Advancement Ensuring transparent, bias-free processes for fair access to development and leadership roles. Inclusive Workplace Culture Fostering a safe, respectful environment where discrimination and harassment are not tolerated. Pay Equity & Transparency Ensuring equal pay and conducting regular audits to address gaps. Learning, Awareness & Capacity Building Providing continuous learning to challenge bias and strengthen equality-driven practices. Partnerships for Empowerment Using our global network to advance gender representation and support inclusive practices among partners. Accountability & Transparency Setting measurable goals aligned with the UN Global Compact and WEPs, and reporting progress consistently. ## our Gender Equality Manifesto CARRHURE reasserts its uncompromising stand on equality, dignity, and justice. We have long witnessed how persistent inequities restrict opportunity and violate the basic tenets of fairness. Gender equality is a fundamental right and an organizational imperative. It fuels ethical leadership, drives innovation, and strengthens sustainable development. Aligned with the UN Global Compact and the Women’s Empowerment Principles (WEPs), CARRHURE recognizes that empowering women is a strategic necessity. ![](https://carrhure.com/wp-content/uploads/2026/02/WEBSITE-ASSETS-9.jpg) ![](https://carrhure.com/wp-content/uploads/2026/02/Motivation.jpg) ##### Our Motivation CARRHURE EXECUTIVE SEARCH, we are driven by the belief that the right leaders can transform not only organizations, but the world. We exist to connect purpose-driven institutions with compassionate, ethical, and visionary talent. ![](https://carrhure.com/wp-content/uploads/2026/02/Mission.jpg) ##### Our Mission Our mission is to support non-profit and international organizations in finding and placing high-impact leaders who can advance their mission, drive sustainable change, and lead with integrity in complex global contexts. ![](https://carrhure.com/wp-content/uploads/2026/02/Vision.jpg) ##### our Vision We envision a world where inclusive, ethical leadership shapes a more just, equitable, and sustainable future for all. ![](https://carrhure.com/wp-content/uploads/2026/02/Values.jpg) ##### Values We are guided by empathy, integrity, diversity, excellence, and a deep commitment to social impact. We lead every search with a human-centered approach, prioritizing transparency, respect, and long-term alignment ![](https://carrhure.com/wp-content/uploads/2026/01/Ellipse-8.png) ![](https://carrhure.com/wp-content/uploads/2026/01/Group-5.png) ## Building Long Term Partnerships With Total of 26 Clients since 2015 ![1](https://carrhure.com/wp-content/uploads/2026/01/1.png) ![2](https://carrhure.com/wp-content/uploads/2026/01/2-1.png) ![3](https://carrhure.com/wp-content/uploads/2026/01/3.png) ![4](https://carrhure.com/wp-content/uploads/2026/01/4.png) ![5](https://carrhure.com/wp-content/uploads/2026/01/5.png) ![6](https://carrhure.com/wp-content/uploads/2026/01/6-1.png) ![7](https://carrhure.com/wp-content/uploads/2026/01/7.png) ![8](https://carrhure.com/wp-content/uploads/2026/01/8.png) ![9](https://carrhure.com/wp-content/uploads/2026/01/9.png) ![10](https://carrhure.com/wp-content/uploads/2026/01/10.png) ![11](https://carrhure.com/wp-content/uploads/2026/01/11.png) ![12](https://carrhure.com/wp-content/uploads/2026/01/12.png) ![13](https://carrhure.com/wp-content/uploads/2026/01/13.png) ![14](https://carrhure.com/wp-content/uploads/2026/01/14.png) ![15](https://carrhure.com/wp-content/uploads/2026/01/15.png) ![16](https://carrhure.com/wp-content/uploads/2026/01/16.png) ![17](https://carrhure.com/wp-content/uploads/2026/01/17.png) ![18](https://carrhure.com/wp-content/uploads/2026/01/18.png) ![19](https://carrhure.com/wp-content/uploads/2026/01/19.png) ![20](https://carrhure.com/wp-content/uploads/2026/01/20.png) ![21](https://carrhure.com/wp-content/uploads/2026/01/21.png) ![22](https://carrhure.com/wp-content/uploads/2026/01/22.png) ![23](https://carrhure.com/wp-content/uploads/2026/01/23.png) ![24](https://carrhure.com/wp-content/uploads/2026/01/24.png) ![25](https://carrhure.com/wp-content/uploads/2026/01/25.png) ![ECOWAS](https://carrhure.com/wp-content/uploads/2026/01/ECOWAS.png) ###### management ## Leadership in Action. Legacy in Motion. ![](https://carrhure.com/wp-content/uploads/2026/02/Team-1.jpg) Director General ##### AUREE DE CARBON [ Linkedin-in ](https://www.linkedin.com/company/carrhure/?originalSubdomain=ph) [ Icon-email1 ](mailto:adecarbon@carrhure.com) ![](https://carrhure.com/wp-content/uploads/2026/02/jewel1.jpg) Executive Recruiter ##### JEWEL RUIZ [ Linkedin-in ](https://www.linkedin.com/company/carrhure/?originalSubdomain=ph) [ Icon-email1 ](mailto:j.ruiz@carrhure.com) ![](https://carrhure.com/wp-content/uploads/2026/02/joseph-2.jpg) Talent Acquisition Screening Lead ##### JOSEPH MARWA [ Linkedin-in ](https://www.linkedin.com/company/carrhure/?originalSubdomain=ph) [ Icon-email1 ](mailto:j.marwa@carrhure.com) ![](https://carrhure.com/wp-content/uploads/2026/02/Malvina-2.jpg) Executive Recruiter ##### MALVINA MURACCIOLI [ Linkedin-in ](https://www.linkedin.com/company/carrhure/?originalSubdomain=ph) [ Icon-email1 ](mailto:m.muraccioli@carrhure.com) ![](https://carrhure.com/wp-content/uploads/2026/02/Team-7.jpg) Executive Recruiter ##### IBITAYO, Abiodun [ Linkedin-in ](https://www.linkedin.com/company/carrhure/?originalSubdomain=ph) Icon-email1 ![](https://carrhure.com/wp-content/uploads/2026/02/deepak-1.jpg) Talent Acquisition Specialist ##### DEEPAK KUMAR [ Linkedin-in ](https://www.linkedin.com/company/carrhure/?originalSubdomain=ph) [ Icon-email1 ](mailto:d.kumar@carrhure.com) ![](https://carrhure.com/wp-content/uploads/2026/02/Team-8.jpg) Research Director ##### LILIAN BUCKX [ Linkedin-in ](https://www.linkedin.com/company/carrhure/?originalSubdomain=ph) Icon-email1 ![](https://carrhure.com/wp-content/uploads/2026/02/Team-5.jpg) Talent Acquisition Specialist, Francophone ##### SANTATRA RANDRIANASOLO [ Linkedin-in ](https://www.linkedin.com/company/carrhure/?originalSubdomain=ph) Icon-email1 ![](https://carrhure.com/wp-content/uploads/2026/03/CARLA-PHOTO-EDIT-2.jpg) US Executive Search Partner ##### CARLA Rosa Borges [ Linkedin-in ](https://www.linkedin.com/company/carrhure/?originalSubdomain=ph) [ Icon-email1 ](mailto:c.rosaborges@carrhure.com) ![](https://carrhure.com/wp-content/uploads/2026/02/about-us-9.jpg) ## our two pillars CARRHURE is focused on one paramount objective: to find the right leaders for you CARRHURE EXECUTIVE SEARCH is an executive search firm built on two pillars: discernment and commitment. We advise leaders and organisations on critical appointments where judgement, trust, and long-term impact matter most. Combining rigorous analysis with personal accountability, we conduct each assignment with selectivity, discretion, and a deep sense of responsibility. We work closely with our clients and candidates, not as intermediaries, but as trusted partners committed to lasting outcomes. ###### testimonials ![](https://carrhure.com/wp-content/uploads/2026/01/12.png) Review TextWe have partnered with CARRHURE for multiple executive vacancies over the past 3 years. They make a concerted effort in understanding the organization and source candidatures accordingly. They are extremely responsive, professional, and committed. They are definitely one of the best in the business. **SENIOR MANAGER HUMAN RESOURCES & ACTING HR DIRECTOR** ![](https://carrhure.com/wp-content/uploads/2026/01/17.png) I have been very impressed by the professionalism and the reactivity of the team in charge of helping us to recruit our CEO. I have in particular appreciated the integrity shown in developing the process and during the implementation of the criteria put in place. **ADMINISTRATOR** ![](https://carrhure.com/wp-content/uploads/2026/01/2-1.png) We had 2 staffing processes with CARRHURE and the results were very positive. They presented very qualified candidates for these 2 staffing processes. They are very professional. The price was also reasonable. I can recommend CARRHURE without **HEAD OF HUMAN RESOURCES** - [Home](https://carrhure.com/#home) - [About Us](https://carrhure.com/about-us/) - [Expertise](https://carrhure.com/expertise/) - [Career Mapping](https://carrhure.com/career-mapping/) - [Board Advisory](https://carrhure.com/board-advisory/) - [Executive Assessments](https://carrhure.com/executive-assessments/) - [Executive Search](https://carrhure.com/executive-search/) - [Pre Employment Background](https://carrhure.com/pre-employment-background/) - [Opportunities](https://carrhure.com/opportunities/) - [Trends](https://carrhure.com/trends/) - [Client Access](https://carrhure.com/client-access/) - [Home](https://carrhure.com/#home) - [About Us](https://carrhure.com/about-us/) - [Expertise](https://carrhure.com/expertise/) - [Career Mapping](https://carrhure.com/career-mapping/) - [Board Advisory](https://carrhure.com/board-advisory/) - [Executive Assessments](https://carrhure.com/executive-assessments/) - [Executive Search](https://carrhure.com/executive-search/) - [Pre Employment Background](https://carrhure.com/pre-employment-background/) - [Opportunities](https://carrhure.com/opportunities/) - [Trends](https://carrhure.com/trends/) - [Client Access](https://carrhure.com/client-access/) ## From Leadership to Stewardship. [ LEARN MORE ](https://carrhure.com/about-us/) --- ### [Candidate Access](https://carrhure.com/candidate-access/) **Published:** February 27, 2026 **Author:** Baruneza Gatbonton **Content:** ![](https://carrhure.com/wp-content/uploads/2026/01/logo-fav.png) ## Create Your Candidate Access Account ## Confidential access to your executive search progress, candidate materials, and secure collaboration with our consultants. [ SIGN IN ](https://clients.carrhure.com/login) [ New to Carrhure? **Create a candidate account** ](#) ## Access is invitation-only. If you have not received credentials, please contact Carrhure. Need help? Email us at **adecarbon@carrhure.com** OR LinkedIn --- ### [Trends](https://carrhure.com/trends/) **Published:** February 6, 2026 **Author:** Baruneza Gatbonton **Content:** ## Ideas with Impact. Insights That Matter. [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ## Ideas with Impact. Insights That Matter. [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) [![Nonprofit board members assessing executive leadership judgment during a strategic hiring discussion in a modern boardroom](https://carrhure.com/wp-content/uploads/2026/06/BLOGS-IMAGES-a1.jpg) ](https://carrhure.com/how-nonprofit-boards-can-protect-mission-through-better-hiring/)### [ How Nonprofit Boards Can Protect Mission Through Better Hiring ](https://carrhure.com/how-nonprofit-boards-can-protect-mission-through-better-hiring/) June 30, 2026 [ Read More ](https://carrhure.com/how-nonprofit-boards-can-protect-mission-through-better-hiring/) [![Women leaders participating in a strategic executive leadership meeting discussing governance, board alignment, and organizational growth](https://carrhure.com/wp-content/uploads/2026/06/BLOGS-IMAGES-d.jpg) ](https://carrhure.com/7-hidden-governance-risks-ngos-must-fix-now/)### [ 7 Hidden Governance Risks NGO’s Must Fix Now ](https://carrhure.com/7-hidden-governance-risks-ngos-must-fix-now/) June 12, 2026 [ Read More ](https://carrhure.com/7-hidden-governance-risks-ngos-must-fix-now/) [![Executive leadership team walking confidently through a modern corporate office representing strategic leadership and organizational alignment in 2026](https://carrhure.com/wp-content/uploads/2026/05/BLOGS-IMAGES-1-1.jpg) ](https://carrhure.com/the-powerful-leadership-hiring-strategy-organizations-need-in-2026/)### [ The Powerful Leadership Hiring Strategy Organizations Need in 2026 ](https://carrhure.com/the-powerful-leadership-hiring-strategy-organizations-need-in-2026/) May 18, 2026 [ Read More ](https://carrhure.com/the-powerful-leadership-hiring-strategy-organizations-need-in-2026/) ## From Leadership to Stewardship. [ LEARN MORE ](https://carrhure.com/about-us/) --- ### [Opportunities](https://carrhure.com/opportunities/) **Published:** February 2, 2026 **Author:** Baruneza Gatbonton **Content:** ## Not Just Jobs : Roles That Unlock Potential. [ Our Expertise ](https://carrhure.com/expertise/) [ Learn More ](https://carrhure.com/about-us/) ## Not Just Jobs : Roles That Unlock Potential. [ Our Expertise ](https://carrhure.com/expertise/) [ Learn More ](https://carrhure.com/about-us/) ![](https://carrhure.com/wp-content/uploads/2026/01/Ellipse-8.png) ![](https://carrhure.com/wp-content/uploads/2026/01/Group-5.png) ## Building Long Term Partnerships With Total of 26 Clients since 2015 ![1](https://carrhure.com/wp-content/uploads/2026/01/1.png) ![2](https://carrhure.com/wp-content/uploads/2026/01/2-1.png) ![3](https://carrhure.com/wp-content/uploads/2026/01/3.png) ![4](https://carrhure.com/wp-content/uploads/2026/01/4.png) ![5](https://carrhure.com/wp-content/uploads/2026/01/5.png) ![6](https://carrhure.com/wp-content/uploads/2026/01/6-1.png) ![7](https://carrhure.com/wp-content/uploads/2026/01/7.png) ![8](https://carrhure.com/wp-content/uploads/2026/01/8.png) ![9](https://carrhure.com/wp-content/uploads/2026/01/9.png) ![10](https://carrhure.com/wp-content/uploads/2026/01/10.png) ![11](https://carrhure.com/wp-content/uploads/2026/01/11.png) ![12](https://carrhure.com/wp-content/uploads/2026/01/12.png) ![13](https://carrhure.com/wp-content/uploads/2026/01/13.png) ![14](https://carrhure.com/wp-content/uploads/2026/01/14.png) ![15](https://carrhure.com/wp-content/uploads/2026/01/15.png) ![16](https://carrhure.com/wp-content/uploads/2026/01/16.png) ![17](https://carrhure.com/wp-content/uploads/2026/01/17.png) ![18](https://carrhure.com/wp-content/uploads/2026/01/18.png) ![19](https://carrhure.com/wp-content/uploads/2026/01/19.png) ![20](https://carrhure.com/wp-content/uploads/2026/01/20.png) ![21](https://carrhure.com/wp-content/uploads/2026/01/21.png) ![22](https://carrhure.com/wp-content/uploads/2026/01/22.png) ![23](https://carrhure.com/wp-content/uploads/2026/01/23.png) ![24](https://carrhure.com/wp-content/uploads/2026/01/24.png) ![25](https://carrhure.com/wp-content/uploads/2026/01/25.png) ![ECOWAS](https://carrhure.com/wp-content/uploads/2026/01/ECOWAS.png) ## From Leadership to Stewardship. [ LEARN MORE ](https://carrhure.com/about-us/) --- ### [Expertise](https://carrhure.com/expertise/) **Published:** February 5, 2026 **Author:** Baruneza Gatbonton **Content:** ## Leadership in Action. Legacy in Motion. [ Our Expertise ](#expertise) [ Opportunities ](https://carrhure.com/opportunities/) ## LEADERS IN ACTION. LEGACY IN MOTION [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ![](https://carrhure.com/wp-content/uploads/2026/01/Ellipse-8.png) ![](https://carrhure.com/wp-content/uploads/2026/01/Group-5.png) ## Building Long Term Partnerships With Total of 26 Clients since 2015 ![1](https://carrhure.com/wp-content/uploads/2026/01/1.png) ![2](https://carrhure.com/wp-content/uploads/2026/01/2-1.png) ![3](https://carrhure.com/wp-content/uploads/2026/01/3.png) ![4](https://carrhure.com/wp-content/uploads/2026/01/4.png) ![5](https://carrhure.com/wp-content/uploads/2026/01/5.png) ![6](https://carrhure.com/wp-content/uploads/2026/01/6-1.png) ![7](https://carrhure.com/wp-content/uploads/2026/01/7.png) ![8](https://carrhure.com/wp-content/uploads/2026/01/8.png) ![9](https://carrhure.com/wp-content/uploads/2026/01/9.png) ![10](https://carrhure.com/wp-content/uploads/2026/01/10.png) ![11](https://carrhure.com/wp-content/uploads/2026/01/11.png) ![12](https://carrhure.com/wp-content/uploads/2026/01/12.png) ![13](https://carrhure.com/wp-content/uploads/2026/01/13.png) ![14](https://carrhure.com/wp-content/uploads/2026/01/14.png) ![15](https://carrhure.com/wp-content/uploads/2026/01/15.png) ![16](https://carrhure.com/wp-content/uploads/2026/01/16.png) ![17](https://carrhure.com/wp-content/uploads/2026/01/17.png) ![18](https://carrhure.com/wp-content/uploads/2026/01/18.png) ![19](https://carrhure.com/wp-content/uploads/2026/01/19.png) ![20](https://carrhure.com/wp-content/uploads/2026/01/20.png) ![21](https://carrhure.com/wp-content/uploads/2026/01/21.png) ![22](https://carrhure.com/wp-content/uploads/2026/01/22.png) ![23](https://carrhure.com/wp-content/uploads/2026/01/23.png) ![24](https://carrhure.com/wp-content/uploads/2026/01/24.png) ![25](https://carrhure.com/wp-content/uploads/2026/01/25.png) ![ECOWAS](https://carrhure.com/wp-content/uploads/2026/01/ECOWAS.png) ###### OUR EXPERTISE ###### We provide services That Drives Impact ###### At CARRHURE Executive Search, we connect purpose-driven organizations with leaders who can navigate complexity and create meaningful change. Through executive search and advisory, we deliver tailored leadership solutions grounded in insight, integrity, and impact. [ ](https://carrhure.com/career-mapping/) ## Career Mapping [ ](https://carrhure.com/board-advisory/) ## BOARD ADVISORY [ ](https://carrhure.com/executive-assessments/) ## EXECUTIVE ASSESMENTS [ ](https://carrhure.com/executive-search/) ## EXECUTIVE SEARCH [ ](https://carrhure.com/pre-employment-background/) ## PRE EMPLOYMENT BACKGROUND ## From Leadership to Stewardship. [ LEARN MORE ](https://carrhure.com/about-us/) --- ### [Pre Employment Background](https://carrhure.com/pre-employment-background/) **Published:** February 4, 2026 **Author:** Baruneza Gatbonton **Content:** ## Thorough screening. Confident hiring. [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ## Insightful Search. Impactful Leaders [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ![](https://carrhure.com/wp-content/uploads/2026/02/Preemployment.jpg) ## pre-employment screening ## Leadership in Action. Legacy in Motion. CARRHURE ‘ EXECUTIVE SEARCH’s Pre-Employment Background Screening service provides clients with a reliable and confidential assessment of a candidate’s integrity, qualifications, and overall suitability for a role. The process begins immediately upon receiving the client’s request and candidate introduction, with a structured approach that includes gathering official documents, verifying academic credentials, checking employment history, and reaching out to professional references. CARRHURE also partners with a trusted third-party provider to conduct criminal, financial, fraud, and anti-money laundering checks. In addition, the candidate’s online presence is reviewed to identify any potential reputational risks or inconsistencies. The screening process is tailored to each candidate and progresses efficiently, depending on their responsiveness and that of external contacts such as institutions and former employers. The result is a comprehensive and objective report that equips clients with the critical information to make hiring decisions. Here’s what we look into: 1. Submission of Authorization ## We prioritize ethical practices, candidates are fully informed and must provide written consent before we contact their professional references. We handle this step with care, preserving trust on all sides. 2. Completion of Checklist ## Candidates complete a comprehensive screening form that helps us paint a full picture of their background, career trajectory, and values, giving your organization the clarity it needs to make a meaningful hire. 3. Verification of Information ## Our verification process leaves no room for uncertainty. We validate everything from qualifications to job roles and timelines, ensuring your next hire meets both your standards and your stakeholders’ expectations. Results are typically delivered within 2–4 weeks. ## From Leadership to Stewardship. [ LEARN MORE ](https://carrhure.com/about-us/) --- ### [Executive Search](https://carrhure.com/executive-search/) **Published:** February 4, 2026 **Author:** Baruneza Gatbonton **Content:** ## Insightful Search. Impactful Leaders [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ## Insightful Search. Impactful Leaders [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ![](https://carrhure.com/wp-content/uploads/2026/02/ER-01.jpg) ## executive search ## Leadership in Action. Legacy in Motion. CARRHURE’s Executive Search service is a high-impact, mission-aligned recruitment solution designed to identify and secure exceptional leadership for organizations driving global development. Focused on senior-level placements within purpose-driven institutions, our approach is rooted in strategic partnership, ethical transparency, and cultural intelligence. We combine global search capabilities with deep sectoral insight to craft tailor-made strategies that deliver value beyond resumes. Each assignment spans an agile 4 to 8-week cycle and culminates in a curated shortlist of top-tier candidates who not only meet the brief but share your mission. With CARRHURE, executive search becomes a collaborative journey one where values, leadership potential, and organizational fit converge to shape meaningful, long-term impact. 1. Research and Outreach ## We take time to understand your organization, your culture, and the role’s impact. With that insight, we map out a tailored search strategy and reach out to mission-aligned leaders. 2. Qualify Best Candidates ## Every candidate is carefully assessed, not just by skill, but by how they’ll contribute to your goals. We keep you informed and engaged as we refine the shortlist. 3. Negotiate Offer ## We support you in selecting your final candidate and manage the process through to offer acceptance, ensuring clarity, alignment, and long-term fit. ## From Leadership to Stewardship. [ LEARN MORE ](https://carrhure.com/about-us/) --- ### [Executive Assessments](https://carrhure.com/executive-assessments/) **Published:** February 4, 2026 **Author:** Baruneza Gatbonton **Content:** ## Beyond Profiles. Into Potential. [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ## LEADERS IN ACTION. LEGACY IN MOTION [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ![](https://carrhure.com/wp-content/uploads/2026/02/EA-01.jpg) ## EXECUTIVE ASSESSMENTS ## Leadership in Action. Legacy in Motion. As part of its Executive Assessment services, CARRHURE leverages a suite of internationally recognized tools to evaluate leadership potential, emotional intelligence, and interpersonal dynamics. We utilize the **Hogan Assessments** to explore in-depth personality traits, derailers, and leadership styles that are predictive of workplace performance. **The GENOS, Emotional Intelligence (EI)** Model provides insights into how leaders understand and manage emotions essential for effective leadership in mission-driven environments. Complementing these, the **AeC DISC Model** provides a practical lens on behavioral tendencies and communication preferences, enabling more effective team integration and stakeholder engagement. Together, these tools support a holistic, evidence-based approach to leadership evaluation and development. Strategic Profile Review ## Before any psychometric assessment, we begin with a purposeful and in-depth review of each candidate’s CV. Our focus goes beyond titles and timelines we look for leadership signals, sector alignment, and evidence of impact rooted in purpose. We identify career patterns, decision points, and markers of growth that reveal potential, values, and readiness whether for coaching, longlist consideration, or final shortlisting. Psychometric Insights with Impact ## Our assessments go deeper than personality. We evaluate values, emotional intelligence, and leadership style to gauge how candidates will perform in your unique environment. The result is a clear view of how a leader thinks, decides, and leads under pressure. Integrated Leadership Profile ## We combine qualitative and quantitative insights into one cohesive profile that supports confident hiring decisions. Each profile is crafted to give you a full picture, so you’re never hiring in the dark. ## From Leadership to Stewardship. [ LEARN MORE ](https://carrhure.com/about-us/) --- ### [Contact Us](https://carrhure.com/contact-us/) **Published:** February 6, 2026 **Author:** Baruneza Gatbonton **Content:** ## Leadership in Action. Legacy in Motion. [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ## LEADERS IN ACTION. LEGACY IN MOTION [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ## Sustainability & ESG CARRHURE is a remote-first executive search firm operating internationally. Our ESG approach is grounded in responsibility, proportionality and long-term stewardship. digital collaboration and continuously review opportunities to reduce emissions. ![](https://carrhure.com/wp-content/uploads/2026/02/asian-business-leaders-meeting-esg-strategize-on-s-2026-01-08-22-52-09-utc.jpg) Environmental Responsibility Our environmental impact is limited and primarily linked to remote energy use, digital infrastructure and occasional professional travel. We do not operate permanent offices or energy-intensive assets. We prioritise digital collaboration and continuously review opportunities to reduce emissions. Social Responsibility We conduct our work with discretion, respect and integrity, ensuring fair treatment of candidates and trusted advisory relationships with clients. Data protection and confidentiality are fundamental to our operations. Governance ESG oversight sits at the Director and Board level. Our governance framework ensures accountability, ethical conduct and transparency, aligned with the expectations of institutional clients and regulatory environments. Our Commitment We aim to progressively improve our ESG practices, in a manner proportionate to our activities, while supporting our clients’ own sustainability and reporting obligations. ###### GET IN TOUCH WITH US [ Need a Job? ](https://carrhure.com/#expertise) [ Need To Recruit? ](https://carrhure.com/#expertise) Main Office 27-29, rue de Bassano, 75008 Paris, France. Email Address contact@carrhure.com Phone Number Cell: +336 7592 3285 Tel: +331 4788 1406 Subscribe to our newsletter - [ ](https://www.facebook.com/carrhure) - [ ](https://ph.linkedin.com/company/carrhure) - [ ](https://x.com/CARRHURE) - [ ](https://www.youtube.com/@carrhureconsulting4272) ## Send us a message Upload a file (Max 5MB) Send Message ###### testimonials ![](https://carrhure.com/wp-content/uploads/2026/01/12.png) Review TextWe have partnered with CARRHURE for multiple executive vacancies over the past 3 years. They make a concerted effort in understanding the organization and source candidatures accordingly. They are extremely responsive, professional, and committed. They are definitely one of the best in the business. **SENIOR MANAGER HUMAN RESOURCES & ACTING HR DIRECTOR** ![](https://carrhure.com/wp-content/uploads/2026/01/17.png) I have been very impressed by the professionalism and the reactivity of the team in charge of helping us to recruit our CEO. I have in particular appreciated the integrity shown in developing the process and during the implementation of the criteria put in place. **ADMINISTRATOR** ![](https://carrhure.com/wp-content/uploads/2026/01/2-1.png) We had 2 staffing processes with CARRHURE and the results were very positive. They presented very qualified candidates for these 2 staffing processes. They are very professional. The price was also reasonable. I can recommend CARRHURE without **HEAD OF HUMAN RESOURCES** - [Home](https://carrhure.com/#home) - [About Us](https://carrhure.com/about-us/) - [Expertise](https://carrhure.com/expertise/) - [Career Mapping](https://carrhure.com/career-mapping/) - [Board Advisory](https://carrhure.com/board-advisory/) - [Executive Assessments](https://carrhure.com/executive-assessments/) - [Executive Search](https://carrhure.com/executive-search/) - [Pre Employment Background](https://carrhure.com/pre-employment-background/) - [Opportunities](https://carrhure.com/opportunities/) - [Trends](https://carrhure.com/trends/) - [Client Access](https://carrhure.com/client-access/) - [Home](https://carrhure.com/#home) - [About Us](https://carrhure.com/about-us/) - [Expertise](https://carrhure.com/expertise/) - [Career Mapping](https://carrhure.com/career-mapping/) - [Board Advisory](https://carrhure.com/board-advisory/) - [Executive Assessments](https://carrhure.com/executive-assessments/) - [Executive Search](https://carrhure.com/executive-search/) - [Pre Employment Background](https://carrhure.com/pre-employment-background/) - [Opportunities](https://carrhure.com/opportunities/) - [Trends](https://carrhure.com/trends/) - [Client Access](https://carrhure.com/client-access/) --- ### [Career Mapping](https://carrhure.com/career-mapping/) **Published:** February 4, 2026 **Author:** Baruneza Gatbonton **Content:** ## Clarity. Confidence. Career Forward. [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ## Clarity. Confidence. Career Forward. [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ## Career Mapping at CARRHURE EXECUTIVE SEARCH ## Building Purposeful Careers, One Milestone at a Time **At CARRHURE EXECUTIVE SEARCH**, we believe that careers in development, sustainability, and international cooperation are more than jobs they are missions in motion. Our Career Mapping Services are designed to support both organizations and professionals in navigating transitions, developing potential, and aligning talent with long-term strategic goals. ![](https://carrhure.com/wp-content/uploads/2026/02/20.jpg) ![](https://carrhure.com/wp-content/uploads/2026/02/1-1.png) ### Strategy Consultation and Goal Setting Future-ready talent strategies begin with clarity. We help mission-driven organizations map internal career paths, assess leadership potential, and define transparent promotion frameworks. Whether you’re undergoing transformation, restructuring, or preparing a succession plan, CARRHURE EXECUTIVE SEARCH supports: - Internal mobility & talent retention strategies - Competency frameworks & leadership pipelines - Role clarity, job architecture, and growth models - Diversity and inclusion in career development ### For Professionals Career mapping isn’t about titles. It’s about alignment, growth, and impact. Whether you’re stepping into leadership, shifting sectors, or returning to purpose-led work, our experts offer: - Personalized career diagnostics - Leadership potential assessments (Hogan, Genos, AeC DISC). - Strategic coaching to define your next chapter - Global opportunities aligned with your mission and values ![](https://carrhure.com/wp-content/uploads/2026/02/3-1.png) ![](https://carrhure.com/wp-content/uploads/2026/02/2-1.png) ### Our Approach CARRHURE blends executive search expertise, organizational psychology, and human-centered coaching to deliver career strategies that are actionable, empowering, and impact-driven. We translate insight into clear next steps, so clients gain focus, confidence, and momentum at every stage of their transition. Our approach is both strategic and deeply personal, designed to align ambition with values while strengthening long-term leadership impact. ### Our Goal To foster meaningful career journeys that serve both the individual and the institutions shaping our world. Project Done 0 + ## From Leadership to Stewardship. [ LEARN MORE ](https://carrhure.com/about-us/) --- ### [Board Advisory](https://carrhure.com/board-advisory/) **Published:** February 4, 2026 **Author:** Baruneza Gatbonton **Content:** ## Strategic Counsel for Impact-Driven Boards. [ Our Expertise ](https://carrhure.com/expertise/) [ Opportunities ](https://carrhure.com/opportunities/) ## Strategic Counsel for Impact-Driven Boards. [ Our Expertise ](https://carrhure.com/expertise/) [ Learn More ](https://carrhure.com/about-us/) ![](https://carrhure.com/wp-content/uploads/2026/02/BA.jpg) ![](https://carrhure.com/wp-content/uploads/2026/02/BA-2.jpg) ## What We Do **CARRHURE EXECUTIVE SEARCH’s** Board Advisory practice supports international organizations, NGOs, and purpose-led entities in strengthening their governance architecture. We help align boards with their mission, ensure diversity of thought, and bring clarity to roles, responsibilities, and strategic engagement. [ Our Expertise ](https://carrhure.com/expertise/) ![](https://carrhure.com/wp-content/uploads/2026/01/Ellipse-8.png) ![](https://carrhure.com/wp-content/uploads/2026/01/Group-5.png) ## Building Long Term Partnerships With Total of 26 Clients since 2015 ![1](https://carrhure.com/wp-content/uploads/2026/01/1.png) ![2](https://carrhure.com/wp-content/uploads/2026/01/2-1.png) ![3](https://carrhure.com/wp-content/uploads/2026/01/3.png) ![4](https://carrhure.com/wp-content/uploads/2026/01/4.png) ![5](https://carrhure.com/wp-content/uploads/2026/01/5.png) ![6](https://carrhure.com/wp-content/uploads/2026/01/6-1.png) ![7](https://carrhure.com/wp-content/uploads/2026/01/7.png) ![8](https://carrhure.com/wp-content/uploads/2026/01/8.png) ![9](https://carrhure.com/wp-content/uploads/2026/01/9.png) ![10](https://carrhure.com/wp-content/uploads/2026/01/10.png) ![11](https://carrhure.com/wp-content/uploads/2026/01/11.png) ![12](https://carrhure.com/wp-content/uploads/2026/01/12.png) ![13](https://carrhure.com/wp-content/uploads/2026/01/13.png) ![14](https://carrhure.com/wp-content/uploads/2026/01/14.png) ![15](https://carrhure.com/wp-content/uploads/2026/01/15.png) ![16](https://carrhure.com/wp-content/uploads/2026/01/16.png) ![17](https://carrhure.com/wp-content/uploads/2026/01/17.png) ![18](https://carrhure.com/wp-content/uploads/2026/01/18.png) ![19](https://carrhure.com/wp-content/uploads/2026/01/19.png) ![20](https://carrhure.com/wp-content/uploads/2026/01/20.png) ![21](https://carrhure.com/wp-content/uploads/2026/01/21.png) ![22](https://carrhure.com/wp-content/uploads/2026/01/22.png) ![23](https://carrhure.com/wp-content/uploads/2026/01/23.png) ![24](https://carrhure.com/wp-content/uploads/2026/01/24.png) ![25](https://carrhure.com/wp-content/uploads/2026/01/25.png) ![ECOWAS](https://carrhure.com/wp-content/uploads/2026/01/ECOWAS.png) ## Our services include - Board composition reviews and skills gap analysis. - Diversity, Equity & Inclusion (DEI) strategies at the board level. - Board recruitment & succession planning. - Onboarding and development programs for new board members. - Governance frameworks aligned with evolving international standards. - 360° board evaluations and performance diagnostics. ![](https://carrhure.com/wp-content/uploads/2026/02/BA20.jpg) ![](https://carrhure.com/wp-content/uploads/2026/02/BA21.jpg) ## Why It Matters Boards are not just oversight bodies, they are stewards of institutional legacy. We help organizations shift from passive governance to active strategic stewardship, ensuring that decision-making, risk management, and organizational culture are anchored in values and vision. ## Our Approach **CARRHURE EXECUTIVE SEARCH** brings deep experience at the intersection of recruitment, governance, and transformation. We understand the challenges of multilateral, not-for-profit, and international cooperation organizations and tailor board solutions accordingly. We believe that inclusive, purpose-driven boards are engines of trust, legitimacy, and long-term impact. ## Partner with Us Whether you’re forming a new board, evolving your governance model, or preparing for a leadership transition, **CARRHURE EXECUTIVE SEARCH** is your trusted ally in building resilient and visionary governance structures ![](https://carrhure.com/wp-content/uploads/2026/02/AB2.jpg) ![](https://carrhure.com/wp-content/uploads/2026/02/BAA.jpg) ## From Leadership to Stewardship. [ LEARN MORE ](https://carrhure.com/about-us/) --- ### [Client Access](https://carrhure.com/client-access/) **Published:** February 15, 2026 **Author:** Baruneza Gatbonton **Content:** ![](https://carrhure.com/wp-content/uploads/2026/01/logo-fav.png) ## Leadership in Action. Legacy in Motion. ## Confidential access to executive search progress, candidate materials, and collaboration. [ SIGN IN ](https://clients.carrhure.com/login) [ Forgot your password? ](#) ## Access is invitation-only. If you have not received credentials, please contact Carrhure. Need help? Email us at **adecarbon@carrhure.com** --- ### [Feedzy Demo Page](https://carrhure.com/feedzy-demo-page/) **Published:** February 10, 2026 **Author:** Baruneza Gatbonton **Content:** - [![](https://carrhure.com/wp-content/plugins/elementor/assets/images/placeholder.png "Elia Transmission Belgium secures a €1 billion green credit facility from the European Investment Bank for the Princess Elisabeth Island project.")](https://www.eib.org/en/press/news/news-elia-transmission-belgium-obtient-une-facilite-de-credit-verte-de-eur1-milliard-de-la-banque-europeenne-d-investissement-pour-son-projet-de-l-ile-princesse-elisabeth "Elia Transmission Belgium secures a €1 billion green credit facility from the European Investment Bank for the Princess Elisabeth Island project.") [Elia Transmission Belgium secures a €1 billion green credit facility from the European Investment Bank for the Princess Elisabeth Island project.](https://www.eib.org/en/press/news/news-elia-transmission-belgium-obtient-une-facilite-de-credit-verte-de-eur1-milliard-de-la-banque-europeenne-d-investissement-pour-son-projet-de-l-ile-princesse-elisabeth)The European Investment Bank (EIB) has granted Elia Transmission Belgium a credit facility of €1 billion on favourable terms for the Princess Elisabeth Energy Island. These favourable financing conditions help limit the project’s financing costs. The strategic energy project will unlock new Belgian offshore wind capacity and enable a future electricity interconnector with the United Kingdom. As well as bolstering Belgium's energy security, the energy island will strengthen the integration of the European electricity market, by serving as a focal point for existing and new offshore wind energy. --- ### [Terms and Conditions](https://carrhure.com/terms-and-conditions-2/) **Published:** January 29, 2026 **Author:** Baruneza Gatbonton **Content:** ## TERMS AND CONDITIONS ## Last Updated: January 2026 ## TERMS AND CONDITIONS ## Last Updated: JANUARY 2026 CARRHURE, a limited liability company with share capital of €43,000, registered with the Paris Trade and Companies Register under number 750 516 114, with its registered office located at: 27–29 rue de Bassano, 75008 Paris​ ​ FOR ANY QUESTIONS REGARDING THIS INVOICE, PLEASE CONTACT​ ​ ​ These Terms and Conditions will be provided to the Client alongside the detailed proposal, service contract, or invoice. The Client shall be deemed to have accepted these Terms and Conditions upon:​ (a) signing the service agreement; or​ (b) commencement of the services; or​ (c) making the first payment;​ whichever occurs first.​ ​ **1.0 INTERPRETATION**​ 1.1 In these conditions:​ ‘Client’ means the person who accepts these Terms and Conditions for the provision of services by CARRHURE.​ ‘Services’ means the recruitment of personnel and for any consultation services.​ ‘Candidate’ means a person registered on the CARRHURE database or known or introduced by CARRHURE.​ ‘Conditions’ means the Standard Terms and Conditions set out in this document and (unless the context otherwise requires) includes any Special Terms and Conditions agreed in writing between the Client and CARRHURE.​ ‘Contract’ means the Contract for the provision of services by CARRHURE for the client.​ 1.2 The headings in the Conditions are for convenience only and shall not affect their interpretation.​ ​ **2.0 BASIS OF THE SALE**​ 2.1 These Terms and Conditions of Business are between CARRHURE Consulting and the Client and are accepted by the Client following commencement of any search or the introduction of an applicant, or presentation of their details, or an interview with, or the engagement of (which term includes employment under a contract of service or the services of, whether by the Client or any associated company of the Client).​ 2.2 No variation to these Conditions shall be binding unless agreed in writing between the authorized representatives of the Client and CARRHURE Consulting.​ 2.3 Any typographical, clerical or other error or omission in any literature, quotation, price, list, acceptance of offer, invoice or other document or information issued by CARRHURE Consulting shall be subject to correction without any liability on the part of CARRHURE Consulting.​ ​ **3.0 FEES PAYABLES**​ 3.1 The acceptance of our proposal for recruitment of personnel or consultation services, or otherwise the instruction by the Client to CARRHURE Consulting to proceed with an assignment, will be taken as acceptance of our terms and conditions.​ 3.2 Where assignments are supported by a client instructed advertisement, the full cost will be charged to the client and must be paid prior to the appearance in the selected media.​ 3.3 Psychometric Testing: Full psychometric testing can be arranged through independent consultants. Fees and payment requirements will be agreed on an ad hoc basis.​ 3.4 Incidental Expenses: Usual travel and out of pocket expenses incurred and any extraordinary expenses will be discussed with clients prior to the expenditure. Payment of candidate expenses (if requested) will be agreed prior to expenditure (wherever practicable).​ ​ **4.0 PAYMENT TERMS**​ 4.1 Payment upon receipt: Deadline of at least one week, including the time of receipt of the invoice.​ ​​ Our payment schedule as agreed is in five installments, with the first installment of 21.19047% due and payable upon signature of the engagement letter; 21.19047% due and payable upon submission of Calibration Report; 21.19047% due and payable upon submission of Progress Report No. 1; 21.19047% due and payable upon submission of Progress Report no. 2; and the 15.23809% balance due and payable when a long list is submitted, and shortlist has been selected including delivery of reference checks.​ ​ 4.2 Late Payment: Late payment will void any guarantees. Legal action will be taken to recover any outstanding monies. In the event of late payment, penalties may be applied in accordance with applicable regulations, unless the Client demonstrates they are not responsible for the delay. In case of non-payment, the service provider may suspend performance of services following an unheeded formal notice.​ ​ Services are provided at the rates in effect on the date of order, as specified in the signed quote or contract between the parties. Prices are stated inclusive of all taxes (VAT included) and cover ancillary fees, unless otherwise specified​ ​ **5.0 INDEMNITY FOR RECOVERY COST**​ Indemnity for Recovery Cost: A lump sum indemnity of 40 € is due to the creditor for collection costs, on the occasion of any delay in payment. It is applicable only to activities subject to the Commercial Code (not to commercial leases and insurance for example). However, the compensation does not apply if the debtor is in the process of safeguarding, reorganization or compulsory liquidation. This lump sum is added to the late penalties, but is not included in the basis for calculating the penalties.​ ​ **6.0 WARRANTIES AND GUARANTEES**​ 6.1 Providing a candidate has been placed (appointed) as a result of work carried out by CARRHURE Consulting and other terms of business have been met by the Client; then if the candidate is dismissed for any reason other than redundancy within a 3-month period of the candidate accepting the appointment we shall undertake to seek a replacement with no further fee. Should an alternative candidate be employed during the guarantee period through any other means then the CARRHURE Consulting guarantee will be void. N.B. Notification must be made in writing within seven days of the dismissal.​ 6.2 Liability​ CARRHURE accepts no liability for any:​ ​ Loss, damage or delay arising from any failure to provide candidates​ ​ Loss of or damage to property or for any loss or injury to persons arising directly or indirectly from any act or omission by any candidate even if such act or omission is negligent, reveals dishonesty, misconduct, shows lack of skills or in any other way.​ ​ The client hereby acknowledges that it will not rely upon any statement or representation about an applicant made by or on behalf of CARRHURE Consulting whether orally or in writing and the client will take all reasonable steps to be satisfied (without reliance on CARRHURE Consulting) as to the suitability of an applicant before making any appointment.​ ​ CARRHURE makes every effort to ensure the quality of its services. However, its liability shall be limited to direct and proven damages resulting from the service provision, excluding any indirect damages.​ ​ The Client benefits from all statutory warranties applicable to professional services, including those regarding compliance and proper performance of the services, in accordance with the provisions of general contract law (Articles 1641 et seq. of the French Civil Code). In the event of proven deficiencies in service delivery, Carrhure undertakes to implement appropriate corrective measures, within the limits of its legal and contractual obligations.​ ​ **7.0 CONFIDENTIALITY**​ CARRHURE processes personal data in compliance with the General Data Protection Regulation (GDPR). For more information about the processing operations and to exercise your rights (access, rectification, erasure, etc.), please refer to our Privacy Policy available on our website.​ ​ **8.0 GENERAL**​ 8.1 No waiver by CARRHURE Consulting of any breach of contract by the client shall be considered as a waiver of any subsequent breach of the same or any other provision.​ ​ 8.2 If any provision of these conditions is held by any competent authority to be invalid or unenforceable in whole or in part of the validity of the provisions of these conditions and the remainder of the provisions shall not be affected.​ ​ 8.3 These terms and conditions and any other contacts shall be governed by French law and CARRHURE Consulting and the client agree to submit to the exclusive jurisdiction of the French court, based in Paris.​ ​ 9.0 PROPRIETARY RIGHTS​ All content, information, and documents provided by CARRHURE Consulting are the exclusive property of CARRHURE or its partners. Any unauthorized use is strictly prohibited.​ ​ 10.0 MODIFICATION OF TERMS​ CARRHURE reserves the right to modify these Terms and Conditions at any time. The modifications will be effective upon publication. ​ ​ **Date of last update: January 2026**​ ​ ## FINDING THE RIGHT LEADERS FOR THE RIGHT ORGANIZATION ## Finding the right leader is more than just a search it’s a strategy. At CARRHURE, we specialize in executive search for non-profits, helping organizations secure high impact leaders who can drive their mission forward. --- ### [Cookie Policy](https://carrhure.com/cookie-policy/) **Published:** January 30, 2026 **Author:** Baruneza Gatbonton **Content:** ## COOKIE POLICY ## COOKIE POLICY ### About this cookie policy This Cookie Policy explains what cookies are and how we use them, the types of cookies we use i.e, the information we collect using cookies and how that information is used, and how to control the cookie preferences. For further information on how we use, store, and keep your personal data secure, see our Privacy Policy. You can at any time change or withdraw your consent from the Cookie Declaration on our website Learn more about who we are, how you can contact us, and how we process personal data in our Privacy Policy. Your consent applies to the following domains: carrhure.com \[user\_consent\_state\] ### What are cookies ? Cookies are small text files that are used to store small pieces of information. They are stored on your device when the website is loaded on your browser. These cookies help us make the website function properly, make it more secure, provide better user experience, and understand how the website performs and to analyze what works and where it needs improvement. ### How do we use cookies ? As most of the online services, our website uses first-party and third-party cookies for several purposes. First-party cookies are mostly necessary for the website to function the right way, and they do not collect any of your personally identifiable data. The third-party cookies used on our website are mainly for understanding how the website performs, how you interact with our website, keeping our services secure, providing advertisements that are relevant to you, and all in all providing you with a better and improved user experience and help speed up your future interactions with our website. ### What types of cookies do we use ? Essential: Some cookies are essential for you to be able to experience the full functionality of our site. They allow us to maintain user sessions and prevent any security threats. They do not collect or store any personal information. For example, these cookies allow you to log-in to your account and add products to your basket, and checkout securely. Statistics: These cookies store information like the number of visitors to the website, the number of unique visitors, which pages of the website have been visited, the source of the visit, etc. These data help us understand and analyze how well the website performs and where it needs improvement. Marketing: Our website displays advertisements. These cookies are used to personalize the advertisements that we show to you so that they are meaningful to you. These cookies also help us keep track of the efficiency of these ad campaigns. The information stored in these cookies may also be used by the third-party ad providers to show you ads on other websites on the browser as well. Functional: These are the cookies that help certain non-essential functionalities on our website. These functionalities include embedding content like videos or sharing content of the website on social media platforms. Preferences: These cookies help us store your settings and browsing preferences like language preferences so that you have a better and efficient experience on future visits to the website. CookieDescription cookieyes-consentStores the user’s cookie consent state for the current domain \_gaRegisters a unique ID to generate statistical data on how visitors use the website \_gidUsed by Google Analytics to distinguish users \_gatUsed by Google Analytics to throttle request rate ### How can I control the cookie preferences ? Should you decide to change your preferences later through your browsing session, you can click on the “Manage consent” tab on your screen. This will display the consent notice again enabling you to change your preferences or withdraw your consent entirely. In addition to this, different browsers provide different methods to block and delete cookies used by websites. You can change the settings of your browser to block/delete the cookies. To find out more about how to manage and delete cookies, visit wikipedia.org, www.allaboutcookies.org. ## FINDING THE RIGHT LEADERS FOR THE RIGHT ORGANIZATION ## Finding the right leader is more than just a search it’s a strategy. At CARRHURE, we specialize in executive search for non-profits, helping organizations secure high impact leaders who can drive their mission forward. --- ### [General Terms of Use](https://carrhure.com/general-terms-of-use/) **Published:** January 30, 2026 **Author:** Baruneza Gatbonton **Content:** ## GENERAL TERMS OF USE ## Last Updated: January 2026 ## GENERAL TERMS OF USE ## Last Updated: JANUARY 2026 **Introduction**​ These General Terms of Use (hereinafter referred to as the “ToU“) govern the use of the website: https://carrhure.com/.​ ​ By using our website or services, you accept these ToU.​ Users are advised to review these ToU regularly, as they may be modified at any time without prior notice.​ The User agrees, upon each visit to the site, to comply with these ToU, the applicable version of which is the one published on the Site at the time of their visit.​ Consequently, the User fully and unreservedly accepts all of these General Terms of Use before accessing any Information and/or making any free use of the Site.​ ​ **Definitions**​ - Site: A web interface accessible via a browser, allowing the consultation of information or access to services.​ - User: Any person accessing or interacting with the website, application, or platform.​ - Client: A person or entity that has subscribed to a service offered on the website, application, or platform, subject to payment.​ - ​ **Information About the Site**​ The Site is published and operated by Carrhure, a limited liability company (SARL) registered under number 750 516 114 in the Paris Trade and Companies Register (R.C.S.), with its registered office located at : 27–29 rue de Bassano, 75008 Paris.​ For any inquiries, you may contact us by email at contact@carrhure.com or by mail at the above address.​ The Publication Director is Ms. Aurée De Carbon, Director General.​ The Site is hosted by: GoDaddy 100 S. Mill Ave, Suite 1600 Tempe, AZ 85281, USA ​ **Purpose and description of services**​ Carrhure supports NGOs in recruitment (sourcing, headhunting). The company employs structured methodologies and sector-specific expertise in its interventions and verifications.​ ​ **Access and use**​ Access to the site is open to any user with an internet connection and an up-to-date browser. Users must use the site in compliance with these ToU and applicable laws.​ ​ The following actions are strictly prohibited:​ - Engaging in illegal or fraudulent activities.​ - Violating the rights or security of third parties.​ - Interfering with the operation of the site or application.​ - Unauthorized access to the application’s systems​ ​ **Intellectual property**​ All content, information, and documents provided as part of our services, including logos, texts, images, videos, etc., are the exclusive property of our company and its partners and are protected by intellectual property laws. You agree not to use, copy, reproduce, distribute, or modify these contents for purposes other than personal use without our prior written authorization.​ ​ **Liability**​ - Company’s Liability: Our company is responsible for providing a functional and secure site but cannot be held liable for service interruptions or malfunctions due to external factors or issues attributable to the Client or User.​ - Liability in Case of Inaccessibility: Our company makes every effort to ensure the accuracy and timeliness of the information provided on the site. In the event of site inaccessibility due to technical issues, it cannot be held responsible.​ - Liability for External Links: Our company shall not be held liable for the content, services, or products offered by third parties via external links on the Client’s website, as these links are the sole responsibility of the Client and the relevant third parties​ - User and/or Client Liability: Users are responsible for the compliant use of the Site. Under no circumstances shall we be liable for indirect, special, consequential, or punitive damages​ ​ **Personal Data**​ We process your personal data in accordance with our Privacy Policy, available on our website:​ https://carrhure.com/privacy/, as well as all provisions concerning the use of cookies or similar technologies.​ ​ We are committed to taking all necessary measures to protect your data and ensure its confidentiality​ **Modification of ToU**​ Our company reserves the right to modify these General Terms of Use at any time, particularly to adapt to legal, technical, or functional changes in our services. Modifications will take effect upon their publication on our site.​ ​ **Governing Law and Jurisdiction**​ Any dispute relating to the interpretation or enforcement of these ToU shall be governed by French law.​ - For disputes involving individuals: Failing amicable resolution, the dispute shall be brought before the competent court under French law.​ - For disputes between professionals: Failing amicable resolution, the dispute shall be brought before the Paris Commercial Court for disputes between professionals.​ ​ **Date of publication: January 2026**​ ## FINDING THE RIGHT LEADERS FOR THE RIGHT ORGANIZATION ## Finding the right leader is more than just a search it’s a strategy. At CARRHURE, we specialize in executive search for non-profits, helping organizations secure high impact leaders who can drive their mission forward. --- ### [Terms of Use](https://carrhure.com/terms-of-use/) **Published:** January 30, 2026 **Author:** Baruneza Gatbonton **Content:** ## TERMS OF USE Company name: Société CARRHURE​ Legal form: Limited liability company (SARL).​ Share capital: €43,000​ Registration number: 750 516 114 R.C.S. Paris​ Head office: 27–29 rue de Bassano, 75008 Paris​ Intracommunity VAT number: FR68750516114​ ​ Contact details :​ E-mail address: contact@carrhure.com​ Phone number: +33 1 47 88 14 06​ ​ The site is hosted by GODADDY, 100 S. Mill Ave Suite 1600​ Tempe, AZ 85281 USA, phone +33 9 70 01 93 53.​ Responsible for publication: Aurée De Carbon, Director General​ ​ **Mediation of consumer disputes**​ In the event of an unresolved dispute with customer service, you can contact the following consumer mediator:​ ​ **AMICABLE SETTLEMENT OF DISPUTES – CONSUMER MEDIATION**​ In accordance with the provisions of articles L 611-1 and R 612-1 et seq. of the French Consumer Code concerning the amicable settlement of disputes: When the consumer has sent a written complaint to the professional and has not obtained satisfaction or a response within two months, he may submit his complaint free of charge to the consumer mediator. The matter must be referred to the mediator within one year of the initial complaint.​ ​ The MCP MEDIATION mediator can be contacted directly online at www.mcpmediation.org or by post MÉDIATION DE LA CONSOMMATION & PATRIMOINE – 12 Square Desnouettes – 75015 PARIS​ ​ **Liability**​ All information accessible via this site is provided “as is” and CARRHURE reserves the right to modify it at any time, in particular by updating its site.​ CARRHURE cannot be held responsible for any direct or indirect damage resulting from information contained on this site.​ The user acknowledges having read this legal notice and undertakes to comply with it. The user undertakes not to transmit to this site any information that may give rise to civil or criminal liability, and undertakes not to divulge via this site any information that is illegal, contrary to public order or defamatory.​ CARRHURE makes every effort to provide users with available and verified information and/or tools, but cannot be held responsible in the event of errors or unavailability of the site and/or viruses on the site. Any creation of hypertext links to the https://carrhure.com/ site is subject to the prior written consent of CARRHURE.​ ​ **Privacy policy**​ For more information on the collection, processing and protection of your personal data, please consult our Privacy Policy.​ **Intellectual property**​ All content available on this site, including, but not limited to, text, images, domain names, graphics, logos, videos, sounds, trademarks, and databases, is the exclusive property of Société CARRHURE and its partners and is protected by copyright, trademark and other applicable intellectual property laws.​ ​ Any reproduction, representation, modification, publication, transmission or adaptation, in whole or in part, of these elements, without the prior written authorization of Société CARRHURE, is strictly forbidden, except as provided by law.​ ​ CARRHURE reserves the right to modify the content of this legal notice at any time and without prior notice.​ ​ Version in force on January 2026.​ ## FINDING THE RIGHT LEADERS FOR THE RIGHT ORGANIZATION ## Finding the right leader is more than just a search it’s a strategy. At CARRHURE, we specialize in executive search for non-profits, helping organizations secure high impact leaders who can drive their mission forward. --- ### [Legal Notice](https://carrhure.com/legal-notice/) **Published:** January 30, 2026 **Author:** Baruneza Gatbonton **Content:** ## LEGAL NOTICE The website “https://carrhure.com” (the “Website”) is published by CARRHURE SARL, a European company governed by French law, with its headquartered at 27–29 rue de Bassano, 75008 Paris registered with the Registry of Trade and Companies of Paris under number 750 516 114, phone: +33 1 47 88 14 06 Website Editor: CARRHURE Marketing: .​ HOST: GODADDY​ Tempe, 2155 E. GoDaddy Way, United States​ ​ Consulting this Website by any Internet user (hereinafter the “User”) automatically implies his/her approval and acceptance to the following terms of use.​ ​ **PURPOSE OF THE WEBSITE**​ The purpose of this Website is to provide non-contractual information on CARRHURE SARL and on the organization, activities, and values of CARRHURE SARL. CARRHURE SARL will exercise its best efforts to ensure that information communicated via this Website is true and accurate and is kept up to date and will reserve the right to change the content thereof at any time, without notice. However, CARRHURE cannot guarantee that the information or news displayed on the Website is true, accurate, fully updated, or exhaustive.​ **27–29 rue de Bassano, 75008 Paris RCS : 750 516 114, APE Code : 7022Z**​ CARRHURE attaches the utmost importance to protecting the personal data of its customers and prospects and to complying with the regulations in force.​ This privacy policy informs you of our commitments and the measures we have put in place to guarantee the integrity, security, confidentiality and protection of your personal data, processed as part of our business, in compliance with the rules set out in the European Data Protection Regulation (RGPD), the French Data Protection Act (LIL) and the French Law for Confidence in the Digital Economy (LCEN).​ The entity that collects and processes your personal data is CARRHURE, SARL with a share capital of €43,000, headquartered at, 27–29 rue de Bassano, 75008 Paris.​ You can contact us at the following address: ​ ​ **The personal data we process**​ CARRHURE collects and processes the following categories of data in connection with the processing operations we carry out:​ - Personal identification data (surname, first name, address, telephone number(s), etc.)​ - Professional identification data (surname, first name, job title, e-mail address)​ - Professional data (profession, SIRET number, income, etc.)​ - Payment information (bank details, IBAN, card accounts)​ - Transaction data (dates, invoices, contracts, history of services used)​ - Connection data (IP address, connection logs, duration, history)​ - Browsing data (unique identifier, browsing statistics, behavioral data).​ - Identity data (passport, NIR, etc.)​ - Sensitive data (criminal record data)​ ## FINDING THE RIGHT LEADERS FOR THE RIGHT ORGANIZATION ## Finding the right leader is more than just a search it’s a strategy. 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