In this day and age, small not-for-profit organizations face a particular set of challenges when it comes to hiring the best and the brightest candidates. The so-called war for talent is not a new concept, but with charities competing with for-profit organisations and national economic challenges, it seems that small not-for-profit organisations have quite the battle to recruit. Moreover, besides hiring top talent, these organisations also have a difficult time in retaining a talented workforce. So, to tackle this, here are some strategic steps your organisation should take to better recruit the bright minds of today and keep them for the long term.
According to a recent Deloitte study, millennials are looking for jobs that allow them not only to grow professionally, but personally as well. They want to make a difference and work for purpose-driven organisations, and a not-for-profit organization is a perfect environment for them.
Attract top talent by refining your mission statement and design your job descriptions and on boarding processes clearly to communicate your purpose and values. Make sure that you mention the various opportunities, tangible and intangible employees’ rewards as well as personal and professional development opportunities for mentorship and so on.
We teach volunteers to give their best to turn from volunteers into employees, but this is a two-way road. Before searching the world for top talent, look into your pool of volunteers and make assessments on whether some of them would make the perfect candidates once put in the right positions. You already have the advantage of them sharing your purpose and mission.
You should further deepen the relationship with them by looking at their transferable skills, personal motivations, successfully implemented projects and so on.
If you gathered a pool of potential candidates, it is time to interview them. As you know, big corporations also hire for passion, motivation and talent more than for academic studies or past working experiences. And as a not-for-profit, you should look for personal motivators, interests, emotional intelligence, life experiences and skills/knowledge that match the purpose of your organisation.
Before hiring a “good on paper” candidate, use the interview to learn who people are, what they do and why they do what they do. Moreover, find out what else they know to do to help your organization grow according to their personal passions and skills.
The subject of employees salaries cannot be overlooked or swept under the rug. On the contrary, true talent is rewarded across all generations and industries. Of course, a small not-for-profit organisation may not match that of an international brand or an IT corporation, but being competitive on the market doesn’t mean huge salaries.
If you want to go up against the private sector for talent, you need to consider augmented benefits: organisational traditions, a retirement safety net, training and education, career development opportunities. Human capital is the best capital not-for-profit organisations have and investing in human capital means investing in the future growth of your people.
You should think outside the box of money and correlate what you know about your candidates from the interviews to match their personal purposes, interests, and motivations with the benefits you can offer.
All job positions require talent and passion, but some positions are mission-critical. Identify your key positions that allow you to have the greatest impact and start filling them first with talented people. Small not-for-profits may have few team members, but that also means that everybody does a little bit of everything.
By identifying your most important positions and hiring people for them helps getting your organisation going, allowing you to focus on your top tier identification and recruitment process to also fill the other positions with the very best candidates.
How do your recruit top talent for your not-for-profit? Do you have a well-established recruitment strategy? What challenges do you face when searching and retaining A-list candidates? Feel free to share your thoughts with us in the comments section below!
Addison Jenning works as an HR manager and believes that one of the most important things for a fulfilling work environment is the relationships between coworkers. She takes great care of selecting candidates that understand the company culture and that share the same values. Addison is confident that any company can attract top talent as long as the recruitment process is done the right way.