Hello friends,
I'm going for an interview for a position with a Christian NGO. Do you have any interview questions or tips to share with me? Also, this would be my first time working with an NGO as my background has always been in manufacturing.
Thank you.
Toni
From Netherlands, Oude-tonge
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I'm going for an interview for a position with a Christian NGO. Do you have any interview questions or tips to share with me? Also, this would be my first time working with an NGO as my background has always been in manufacturing.
Thank you.
Toni
From Netherlands, Oude-tonge
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Dear Toni_sly,
Welcome to CiteHr.com!
Do NGOs get categorized on the basis of religion? Or, do NGOs have a religion? Before trying to join an NGO, you should try to find some answers.
Warm regards.
From India, Delhi
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1446Welcome to CiteHr.com!
Do NGOs get categorized on the basis of religion? Or, do NGOs have a religion? Before trying to join an NGO, you should try to find some answers.
Warm regards.
From India, Delhi
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Hello Raj,
These are the answers I'm trying to find from my friends at CiteHR! It is described as a 'Christian NGO' and I know it is faith-based. But that isn't the main question - my question is I haven't worked in an NGO before (Christian or otherwise) and I need some information about working as an HR within an NGO.
Thank you
From Netherlands, Oude-tonge
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These are the answers I'm trying to find from my friends at CiteHR! It is described as a 'Christian NGO' and I know it is faith-based. But that isn't the main question - my question is I haven't worked in an NGO before (Christian or otherwise) and I need some information about working as an HR within an NGO.
Thank you
From Netherlands, Oude-tonge
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Dear Toni,
Thanks for your response and the clarification. It's fine if it describes itself as a "Christian NGO." I think this is a matter of clarity (rather than faith) and to describe its working style and structure. The business of "manufacturing" and 'its people' is entirely different from an "NGO and its people"; so there will be a world of difference. However, you must take solace from the fact that you have to deal primarily with human beings, and human beings are alike universally.
Moreover, I am hopeful that our members may volunteer to help you out with more relevant tips.
Warm regards.
From India, Delhi
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Thanks for your response and the clarification. It's fine if it describes itself as a "Christian NGO." I think this is a matter of clarity (rather than faith) and to describe its working style and structure. The business of "manufacturing" and 'its people' is entirely different from an "NGO and its people"; so there will be a world of difference. However, you must take solace from the fact that you have to deal primarily with human beings, and human beings are alike universally.
Moreover, I am hopeful that our members may volunteer to help you out with more relevant tips.
Warm regards.
From India, Delhi
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Thank you for understanding Raj. I’m still waiting for HR friends who work with or have an idea about how NGO’s work to give me some insight and tips.
From Netherlands, Oude-tonge
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From Netherlands, Oude-tonge
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Dear Toni,
In general, the HR discipline (domain knowledge, hands-on experience, and skills) can be easily transferred from one industry to another (from manufacturing to NGOs) but with customization and alignment for the right attitude and a competent HR practitioner.
However, there are still challenges experienced by HR in NGOs that may or may not exist in the commercial world.
At the onset, we need to understand that organizations exist to achieve different purposes. A manufacturing outfit is an assembly of different elements: machines, tools, material, people, and information to produce a physical product to meet both the commercial needs of the customers and the organization (monetary gains).
Most "Faith or Religion"-driven NGOs are designed and structured as "Operational Ready NGOs" for development-related and relief-oriented projects. They may also advocate for a religious cause (this is a critical deciding factor for potential new joiners as like-minded individuals result in a better-fit situation that spells increased success).
Because of this fundamental difference, even a common HR discipline will be a "world of difference" (quoting Raj).
People
Raj is spot-on with his observation about "people" within "manufacturing & NGO". People in manufacturing are usually made up of lower-educated employees (not being biased here) and with strict policies, procedures, and fair enforcement, may be easier to manage. These people are mainly motivated by money.
There are basically two groups of people within NGOs – the professionals and the support staff. The professionals come from diverse backgrounds, cultures, regions, and countries; they are domain experts in their own areas (e.g. doctors); may be volunteers; highly committed to the aims and principles of the organization; self-serving and do not mind receiving lower pay. How then can HR create a "melting pot" to achieve a cohesive and intercultural organization in order to motivate these self-serving resources?
The support staff, which usually comes from within the local community, may, like the people in manufacturing, work to earn a living (it is a known fact that NGOs' pay is lower than the commercial private sector). What then are the HR strategies (for reward, training & development, career development, etc.) to recruit and retain the best talent with a limited budget in NGOs? (Last week, I facilitated a focus group discussion among a group of non-profit organizations (welfare homes, halfway homes, hospices, and community hospitals) in Singapore; the two biggest challenges faced are recruitment and high turnover, due to the lack of rewards, training & development, career development, etc.).
Funding
Most NGOs are non-profit organizations, and funding usually comes from fundraising efforts, grants from international institutions or national governments, and private donations. Total Governance & Compliance are therefore two key success pillars for NGOs. Policies, systems & procedures must be formulated, implemented, and enforced without a single lapse. Reporting in the form of documentation becomes a massive chore for the administrators.
Others
During fundraising events, the whole organization (including HR) will be involved, on top of the daily HR operations; NGOs usually have a very lean structure, therefore multitasking cannot be avoided; Recruitment is no longer about competency, skills, knowledge, experience, etc... Recruitment in NGOs is very much driven by this element called "PASSION FROM THE HEART"...
Regards,
Autumn Jane
From Singapore, Singapore
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In general, the HR discipline (domain knowledge, hands-on experience, and skills) can be easily transferred from one industry to another (from manufacturing to NGOs) but with customization and alignment for the right attitude and a competent HR practitioner.
However, there are still challenges experienced by HR in NGOs that may or may not exist in the commercial world.
At the onset, we need to understand that organizations exist to achieve different purposes. A manufacturing outfit is an assembly of different elements: machines, tools, material, people, and information to produce a physical product to meet both the commercial needs of the customers and the organization (monetary gains).
Most "Faith or Religion"-driven NGOs are designed and structured as "Operational Ready NGOs" for development-related and relief-oriented projects. They may also advocate for a religious cause (this is a critical deciding factor for potential new joiners as like-minded individuals result in a better-fit situation that spells increased success).
Because of this fundamental difference, even a common HR discipline will be a "world of difference" (quoting Raj).
People
Raj is spot-on with his observation about "people" within "manufacturing & NGO". People in manufacturing are usually made up of lower-educated employees (not being biased here) and with strict policies, procedures, and fair enforcement, may be easier to manage. These people are mainly motivated by money.
There are basically two groups of people within NGOs – the professionals and the support staff. The professionals come from diverse backgrounds, cultures, regions, and countries; they are domain experts in their own areas (e.g. doctors); may be volunteers; highly committed to the aims and principles of the organization; self-serving and do not mind receiving lower pay. How then can HR create a "melting pot" to achieve a cohesive and intercultural organization in order to motivate these self-serving resources?
The support staff, which usually comes from within the local community, may, like the people in manufacturing, work to earn a living (it is a known fact that NGOs' pay is lower than the commercial private sector). What then are the HR strategies (for reward, training & development, career development, etc.) to recruit and retain the best talent with a limited budget in NGOs? (Last week, I facilitated a focus group discussion among a group of non-profit organizations (welfare homes, halfway homes, hospices, and community hospitals) in Singapore; the two biggest challenges faced are recruitment and high turnover, due to the lack of rewards, training & development, career development, etc.).
Funding
Most NGOs are non-profit organizations, and funding usually comes from fundraising efforts, grants from international institutions or national governments, and private donations. Total Governance & Compliance are therefore two key success pillars for NGOs. Policies, systems & procedures must be formulated, implemented, and enforced without a single lapse. Reporting in the form of documentation becomes a massive chore for the administrators.
Others
During fundraising events, the whole organization (including HR) will be involved, on top of the daily HR operations; NGOs usually have a very lean structure, therefore multitasking cannot be avoided; Recruitment is no longer about competency, skills, knowledge, experience, etc... Recruitment in NGOs is very much driven by this element called "PASSION FROM THE HEART"...
Regards,
Autumn Jane
From Singapore, Singapore
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I have a query... Can the interview questions in a Christian NGO, Hindu NGO, Muslim NGO, and Sikh NGO be the same or different? Even though this is my first time posting such a query, my background has always been in HUMAN RESOURCES!
Regards
From India, Mumbai
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Regards
From India, Mumbai
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While I do not have practical advice on interview questions, I do see that there are two parts to the interview - job-related (i.e., all things relating to HR) and personal information (which may include individual preferences, beliefs, hobbies, values, etc.) before a decision is made.
Regards,
Autumn Jane
From Singapore, Singapore
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Regards,
Autumn Jane
From Singapore, Singapore
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Dear Autumn Jane I thank you for your inputs. "HRM in NGOs" is an area where we do not find much literature or information by way of books, studies etc. and your inputs are invaluable. Warm regards.
From India, Delhi
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From India, Delhi
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Thank you so much, Jane. You have been a great blessing by providing me with this in-depth insight. I'll keep all this at the back of my mind when I attend the interview, and I'll let you know how it goes. Raj and all others who have assisted with your kind thoughts and ideas - a big thank you.
Toni
From Netherlands, Oude-tonge
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Toni
From Netherlands, Oude-tonge
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Dear friends,
God has nothing to do with religion. It's we, human beings, who started the religion, not God. So never worry about religion or God. Just consider the human beings for whom you are going to work. Try to find out the type of NGO and their project type, target people, and their purpose. It will help you to be placed, rather than thinking of whether it is a Christian NGO or Hindu NGO. You should prove yourself by exhibiting your talents and experience, not by religion.
From India, Madras
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God has nothing to do with religion. It's we, human beings, who started the religion, not God. So never worry about religion or God. Just consider the human beings for whom you are going to work. Try to find out the type of NGO and their project type, target people, and their purpose. It will help you to be placed, rather than thinking of whether it is a Christian NGO or Hindu NGO. You should prove yourself by exhibiting your talents and experience, not by religion.
From India, Madras
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