NGOs making mistakes during the hiring process yet.

1.They never clearly define “Exact Expectations” in their JD. Sometimes they do not share JD/ about the role. Just posting small adverts in a graphic way. Brief org program, location, salary range, key expectations, eligibility, and employee benefit should be mentioned in JD instead of 3–4-page JD. Why need to express about role in 3-4 pages? Why mention is “Should able to work under pressure”. Look like terrible & smell toxic at workplace.?

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2. Mostly ngo directors/employers say “It’s ngo and we are looking multitasking candidate”. So here I would like to understand from them, How many things need to learn a candidate before joining ngo or the social sector? Or If employees are working in ngo, he/she should forget work-life balance, mental health not should be matter, should be forget personal life? A social sector employee should be all sacrifice just for org?

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3. While interviewing in for reviewing the application, ngo employer start making own assumptions through conventional thought about the candidate. Why do not interest to ask clearly candidate? They are directly passing judgment without proper listening& understanding.

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4. While interviewing, Why ask personal questions? What’s your age? How many members in your family in details? Why you still single? What’s your future plan? What is the connection between role and personal life? One time, a recruiter was happy because I am still single.?

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5. After the interview, Ngo never gives feedback to the candidate. They go silent mode. When a candidate sends an application, completes their pre-work/assignment, handles different level interviews, and waits for the response. So Why employers hesitated to give feedback? They have time for long rejection/regret mail with fake promises but they can’t write feedback. I am shocked still.?

6. While interviewing, the employee's communication tone looks like He is perfect, and the candidate is a fool or stupid. Treating with experience candidates like a "How dare his apply here? Trying to moral down of candidate.?

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7. While interviewing, Employer never says about working time, overtime, employee welfare and compensation. After joining, late night call, and says “this task is very urgent”. The whole day nothing, and suddenly at 6 pm, assign a new task. It’s called harassment. Mostly employees or job seekers don’t try to say anyone just because every day dying with harassment and lose inner peace too.?

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8. Few recruiters still not using the new tools. Says - “Come for a face-to-face interview at our office”. Nowadays Zoom, google meet, skype and other tools are available for virtual interviews, fortunately. Through these tools, employers and job seekers both can save time, expenses and unnecessary travel. NGO never reimburses the TA bills of candidates.?

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Few micromanagement/ toxic cultures NGO’s leaders treating with their employees or job seekers like a buy bonded labor for personal use.?

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Ngo employers should be remembered, They still are not perfect leaders. If you think just only for yourself and after fulfilling their purpose, you kick to their employee. From your org. It’s not the right way of work and professionalism. And?

Should also respect job seeker /employee dignity, time, and efforts.?

Employee retention reflects how the organization manages its work culture. And Every 2-3-6 month org plays the hiring & firing game, when will get targets & quality productivity? Think about this.

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It’s time to change in the social sector.?