Nonprofits must take hiring seriously. These 7 talent acquisition strategies can help.
Unless you’re just starting your nonprofit career, you’ve no doubt noticed a change in the space since you first began. Nonprofits are no longer in a world apart. It used to be that if you’re a new graduate and you didn’t know where else to go, you’d go to a nonprofit. It was as good a place as ever for figuring out your goals–but that’s not true anymore. Nonprofit organizations are becoming just as discerning as their for-profit counterparts, especially when it comes to hiring the right people for the job. Successful nonprofit organizations have learned that borrowing a few for-profit strategies is key to growth, and one of these strategies is making recruitment and talent acquisition a priority. From new grads to executives, nonprofits must make each hire count.
Not sure how to attract and retain the best talent for your nonprofit organization? We’ve put together some of the top ways you can make sure you’re getting the best of the best.
It starts with culture
You can’t get the best if your organization feels like the worst. “Culture” isn’t just a buzzword, and it’s not just a matter of giving employees half-day summer Fridays and the occasional pizza party. Almost half of all job seekers report that an organization’s culture is “very important” when deciding on a new role. It doesn’t take long during the office tour for savvy job seekers to tell if your nonprofit’s culture is lacking. Attract and keep the best talent by building the best culture.
Make sure your mission aligns with theirs
It doesn’t matter how good your candidate is on paper or even in person, if he or she isn’t completely aligned with your mission, neither of you are going to be successful. Smart, talented, and well-meaning people are essential to your nonprofit, but even more important are people who are as committed to your mission as much as you are. Be sure to be open about what your nonprofit stands for and who it serves, and be sure to answer any and all questions truthfully and openly. Your candidate should have every opportunity to find out more about your mission, and you both should be able to make decisions about the job with utmost confidence.
Talk yourself up
Bragging probably doesn’t come naturally to you or your nonprofit, but the best candidates aren’t going to know about you if they never hear about you. Make sure your social media presence is up to date and reflects the good work you’ve done. Any and all PR should be highlighted on your social pages and on your website. The more your nonprofit’s good name is “out there”, the more quality candidates you will attract.
Let a nonprofit search firm do the heavy lifting
We’ve said it before, but as a nonprofit leader, you’ve got a lot on your plate. Make your life a little easier for relatively little investment by hiring a nonprofit executive search firm to spearhead your search for your next leader. Nonprofit executive search firms are experts in talent acquisition and can find the best and brightest candidates that align with your mission. Teams like Vanderbloemen have broader connections and a bigger reach that enables them to present you with several ideal candidates.
Make onboarding intentional
Start as you mean to go on, as the saying goes. Set your recruits up for success by doing just that. Make sure your new hire has everything he or she needs from the very first day of work. Workspace, hardware, and efficient onboarding are just some of the things they’ll need to confidently start their–and your nonprofit’s–next chapter. It’s easy to get caught up in the demands of nonprofit life; you might be tempted to hope for the best and simply throw your new hire in at the deep end on day one, but taking the time to intentionally onboard them will pay off. They’ll feel more prepared and taken care of from the start, making them more likely to stay for a long and happy career with your nonprofit.
Offer competitive compensation
You get what you pay for. While nonprofit salaries commensurate with for-profit companies might seem unheard of, to get the best people, you need to spend a little more. If you’re not sure what makes sense for compensation, check out resources like Vanderbloemen’s compensation reports. You’ll find what a competitive salary looks like for your role while also taking into account the industry and geographic location you are in.
Ask for feedback, constantly
Help improve your nonprofit’s culture and your own leadership by asking for feedback from your staff. It can be difficult at first, but establishing a culture of candor and transparency will benefit everyone on staff and, as a result, your nonprofit. According to an article from Harvard Business Review, employees who are asked for feedback are “more likely to remain loyal, engaged, and productive. They’re also much more willing to surface valuable concerns and suggestions.”
Trust Vanderbloemen to help your nonprofit executive search
Running a nonprofit is hard, finding the best people for your team is harder, and hardest of all might be keeping your star employees. But the good news is there is help. Partner with Vanderbloemen for nonprofit talent acquisition to find your next great leader and bring your nonprofit to the next level.
