Artificial Intelligence (AI) is no longer just a buzzword—it’s becoming a practical, everyday tool for nonprofit leaders. From recruiting and onboarding to internal communication and policy updates, generative AI (GenAI) can dramatically lighten the HR load. But here’s the secret: you only get great answers if you ask great questions.

That’s where prompting comes in. Prompting is how you communicate with AI tools like ChatGPT, and the way you phrase your request makes all the difference in the quality of the response.

Let’s explore how nonprofit leaders can write more effective prompts to solve common HR problems using GenAI—saving time, enhancing clarity, and improving the employee experience.

As immigration policy enforcement continues to evolve, nonprofits and churches need to stay ahead of the curve to safeguard their mission and their people. Work authorization compliance is no longer a minor administrative task—it’s a critical responsibility. The potential for increased I-9 audits demands proactive preparation to avoid significant penalties and disruptions.

Increasingly benefits and other reward strategies are as important, if not more important, than base salary for workers. Nonprofit and church leaders know that engaging and retaining committed staff is crucial to advancing your mission which means it is likely time to shift the focus in developing compensation and benefit plans that empower employees to stay on mission. While passion for the cause often fuels employees, creating a comprehensive total rewards strategy is the vital next step toward supporting and empowering your team to thrive in their work. A well-thought-out rewards system acknowledges the contributions of staff and aligns with your organizational goals, offering a holistic value proposition that goes beyond salary alone.

In a rapidly evolving job market, nonprofit organizations and churches face unique challenges in attracting and retaining dedicated employees. The time is now for nonprofit and ministry leaders to rethink their benefits strategy. By engaging with employees, offering tailored, meaningful benefits, and aligning offerings with the organization’s mission, leaders can create a workplace culture that drives engagement, retention, and long-term success.

Just as in the classic computer game Minesweeper, where a steady, thoughtful approach clears the board without triggering mines, navigating the hiring process for churches and nonprofits requires care and consistency. By focusing on the role and avoiding personal or discriminatory questions, you’ll not only stay on the right side of the law but also create an inclusive and welcoming process that reflects the values of your organization.

The U.S. Department of Labor's new overtime rules raise the salary threshold for exempt employees, impacting churches and religious nonprofits. Effective July 1, 2024, and January 1, 2025, these changes require salary audits, budget adjustments, and compliance efforts. Learn how to navigate these changes and ensure fair compensation while staying on mission.

The U.S. Department of Labor's (DOL) new independent contractor rule could lead to an increase in misclassification lawsuits and creates risk for employers who utilize independent contractors. For churches and religious nonprofits, which often rely on part-time, contract, or gig workers for various roles, understanding and complying with this rule is crucial to avoid potential legal issues.