Essential Steps to Take to Meet Your Staffing Needs
Let's face it: A lack of time, budget and resources might be restricting your search for new employees. It is not uncommon for nonprofits to face such hiring problems. But don't fret! It might be strenuous to attract new talent or hold on to existing employees. Still, it is not impossible.
It all comes down to the various techniques of recruitment you incorporate to meet your staffing needs. With a few additions, you can ensure a stress-free hiring and onboarding experience for new employees. Following are some results-driven, best-in-class hiring tips.
1. Develop a strategic plan. Begin your search for passion-driven employees with a clear plan of action. Know what you are seeking and communicate those expectations. Streamlining the hiring process is critical since it showcases that your nonprofit is professional and organized. Plus, a set intent makes everything easier for you and the prospective candidates too. Decide the hiring staff, set the salary and benefits, budget, timelines and the like. Additionally, highlight the value and rewards of working for your organization. Take the time to lay down the steps to follow for recruitment to make the process linear.
2. Step outside your traditional talent pool. Only seeking people with prior nonprofit experience can drastically limit your search. Did you know you might be missing out on a large chunk of candidates with advanced skillsets by restricting your talent pool? It is time you broaden your network beyond the nonprofit world. People who have worked in different sectors can bring valuable expertise to better serve your mission. Some of the skills they bring to the table could include program management, marketing, public relations, accounting, operations and more. Your nonprofit can leverage these candidates and their varied experiences to fulfil its goals.
3. Proactively reach out to top talent. This is an excellent way to widen your net to attract new staff. You may begin by tapping your current network of donors, friends, clients and social media like LinkedIn listings and volunteer-match websites. Remember, the quality of your hires will be only as good as the diversity in your hiring pool. So, instead of waiting for candidates to come across your job listings, start approaching them. Once you find some profiles that seem relevant, get in touch with them using personalized messages, emails or phone calls. This will help foster relationships with prospective talents ahead of demand.
4. Be realistic about compensation packages. Most candidates understand that working in the nonprofit sector does not always guarantee a massive paycheck. Their will to work gets driven by factors like flexible working hours and an opportunity to serve a cause they believe in. With this in mind, set up additional packages to make the job posting attractive. Consider non-monetary benefits like professional development, work-life balance, work-from-home facilities, daycare, extra vacation time, education assistance, etc. These will ensure employee satisfaction in the long run. Ask your current employees about their motivation to work with the organization, and then use their perspective to formulate a compelling offer.
5. Be perceptive when posting. Another tip to optimize your recruitment techniques is to look beyond personal networks and leverage a broader list of resources and job boards. That will help increase diversity within your organization and beat the existing competition to retain the best talents. Yes, LinkedIn's talent acquisition tools might offer a discount. But being a popular site, it is the first choice of other nonprofits too. To avoid this clash, invest time and research some of the under-leveraged sites or resources for your job posting. There you can find people who share the passion for your cause and simplify the process of hiring new employees.
6. Maintain flexibility. As recruiters, you might already be aware of the frustrations that come with the job. From all your planning going haywire to facing some unpredictable circumstances, a lot of surprises follow. Getting a hold of reference contacts for your selected candidates, for instance, might forestall the entire process, or setting up interview schedules that suit everyone will prove difficult. During such unforeseen events, stay flexible in your hiring strategy to lessen the stress. Remind yourself that not everything can be in your control and move on to the next best step that fulfils your goals.
These pointers are aimed at assisting you in building effective recruitment methods that establish a resilient, loyal and driven team to advance your nonprofit organization.