How to Develop a Nonprofit Recruitment and Talent Management Strategy

The United States is currently undergoing a huge shortage of workers. This has had an impact on all industries, including the non-profit sectorwhich shows a significant increase in the number of vacancies.

But it’s not just about hiring anyone to fill vacancies. These vacancies are forcing nonprofits to approach recruiting nonprofit talent more holistically and develop specific recruiting strategies that their nonprofit may not have needed before.

3 focus areas to help you find and hire the right candidate for your nonprofit

Are you ready to build your strong nonprofit talent management plan so you can hire and retain the best prospects? Follow these three steps.

1. Create a comprehensive list of talent sources

You can’t hire talent if you don’t know where that talent is. Your organization needs a comprehensive and curated list of talent sources (e.g. online job boards) that meets job seekers where they are and makes it easier to find a qualified candidate when you need it.

Your list or spreadsheet of candidate sources should include all relevant details, such as associated listing or advertising costs. The process of gathering information about where you can find new recruits should involve contacting other staff or board members who may have connections or additional recruiting sources that you do not have. are not aware.

Sources of talent for your nonprofit organization may include:

  • Ask staff and board members to forward/share job postings with the networks they have built during their nonprofit careers. You can also consider offering a financial incentive for each job filled in this way (also known as a referral bonus).

  • Social media channels, including paid advertisements, such as LinkedIn or Facebook.

  • Websites like Glassdoor or Indeed, as well as job boards that cater to the nonprofit sector like FoundationList and Encore.

2. Create a comprehensive onboarding process

Onboarding is an underutilized component of talent management and nonprofit recruitment. When integrating is well doneit’s not just about filling out paperwork and providing access to internal tools and systems.

Full onboarding creates a clear sense of purpose for a nonprofit, helps ensure employees understand their roles, and serves as an introduction to an organization’s culture.

In a nonprofit organization, onboarding should also give employees a sense of purpose related to the organization’s goals and mission. If your onboarding isn’t complete, it can lead to a weak relationship between an employee and your organization, making turnover more likely.

Good onboarding requires honesty and should intersect with all aspects of your nonprofit organization. This means that nonprofit organizations must:

  • Solicit input from board members and other staff when designing the integration. Ask for feedback on past onboarding steps failed and work to address these shortcomings.

  • Survey employees post-onboarding (once they’re settled into their role) about what they needed to know but didn’t learn or what tools would have been helpful in the beginning. It can look like anonymous surveys or even exit interviews with departing employees.

  • Create a clear overview of the job duties and how those duties serve the overall mission of your organization.

3. Create a tight communication loop between management and employees

Even the best-funded nonprofits still struggle to offer salaries commensurate with the for-profit sector. This means you need to consider more than benefits and salaries when discussing nonprofit recruitment.

One of the ways to flesh out a strong strategy is to ensure that management and employees are closely connected and in regular communication within your organization.

Studies showed that increased connection between management and employees can lead to higher employee satisfaction and lower turnover. This, in turn, can help you retain the candidates you’ve worked so hard to recruit.

So what does this look like in practice?

  • Management should regularly and actively seek ways to connect with employees. This can include regular meetings, quick catch-ups, and keeping their door open.

  • Employees should be encouraged to communicate with management. Candid and candid conversations should be celebrated and rewarded in everyday communication.

  • Management should lead by example and have candid conversations with employees when needed. This may mean telling employees unpleasant truths or offering constructive criticism.

  • Social communication should be encouraged with activities after workincluding family picnics or happy hours.

Nonprofit talent management is more important than ever

Since nonprofit recruiting is harder than ever, your nonprofit talent management strategy needs to be robust and more aggressive than ever. These focus areas can help you make that a reality and ensure you have the right people to carry out your critical mission.

Do you face other HR challenges in your organization beyond recruitment? Discover tools and solutions that can help nonprofit HR.

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