Reimbursement Policy Protecting Your Non-Profit Against Financial Threats Non-Profit Retirment Plan Look Internally To Fill Non-Profit Guide To Planned Giving Financial Statement Auditing Process Flexible Budget Rules Of Form W-9 Potential Obstacles Of Going Global Advertising Payments To Non-Profits Searching For New Staffers Operate Your Non-Profit 501(c)(6) Board Meeting Minutes Planned Gifts Diversity For-Profit Subsidiary IRS Compliance Merging Non-Profits Return a donation Internal Controls Term Limits Pay transparency Accountable Plan Fundraising Disaster Plan Audit Conflict-Of-Interest HR Function Volunteer Risk non-profit tax reporting Cryptocurrency Donations Culture

How To Recruit Job Candidates Amidst The Great Resignation

The Great Resignation hasn’t been so great for non-profit organizations. As many for-profit businesses — particularly in traditionally low-wage industries — have raised pay and hiring incentives, non-profits have lost staffers. According to a New York Times analysis of Current Population Survey data, non-profit employment in November 2021 was 4.8% below its prepandemic level, compared to 1.5% lower in the for-profit sector.

To replace lost employees or add people to staff growing operations, you’ll need to up your recruiting game.

Sell Your Organization
Employers have traditionally looked to job applicants to sell themselves, but the roles have flipped. These days, applicants may have multiple offers to choose from. So, non-profits must learn to market their organizations to potential hires.

It’s up to you to make candidates understand just how exceptional your team’s work, the specific position, and your workplace’s culture are. Fill them in on the first projects they’ll encounter, as well as your organization’s goals, so they can envision themselves on the job.

You may need to expand your usual search channels. It’s not enough to post on industry job boards. Leverage social media and employee referrals. Also look internally for employees ready for promotion or with high potential.

Find Quality Candidates
When screening and interviewing, look for evidence of passion, such as previous volunteer work in your organization’s area. Ask where else candidates are interviewing, or at least the types of organizations they’re approaching. Candidates who are attracted by your mission and programs may be willing to accept lower pay for a job they’ll love.

To determine how serious applicants are about a position, monitor their level of engagement. How quickly do they respond to your emails, calls, or messages? Have they done their homework on your organization’s successes and challenges? Do they have questions for you? You’re generally better off finding a committed cultural match and cultivating the necessary skills than vice versa.

Keep Current Staffers On Board
Of course, hiring is only part of the battle — you’ll also want to keep great staff on board. In fact, it’s generally less expensive to retain employees than to find new ones. Be sure to offer ways for staffers to enhance their personal and professional development. And if you can’t raise wages, try to offer perks, such as flexible schedules or work-from-home options.

Not sure if your non-profit can afford to hire or to incentivize current staffers? Contact us for help. We can review your organization’s financial position.

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