Keeping You Up-To-Date With Information About Employer Solutions / HRMS
Building Sustainable Recruiting Practices in the Nonprofit Sector
By: Mark Jackson, Director of Marketing, Visibility Software
One of the most common buzzwords of the last decade or so is sustainability. It’s been applied to everything from construction methodologies to laundry detergents, so perhaps it’s not surprising to hear it used in the context of the sustainability of nonprofit organizations. What does it take to be a sustainable nonprofit organization? The answers may surprise you.
Think beyond cash flow
Naturally, what first comes to mind is cash flow. A sustainable nonprofit must continue bringing in the money required to fulfill its mission, year after year. But sustainability goes beyond that. The analysts at Nonprofit HR laid out what we think is a spot-on description of nonprofit sustainability: “Nonprofit sustainability occurs when a nonprofit attracts and effectively uses enough and the right kinds of money and people necessary to lead and achieve their long-term outcome goals.”
While recruiting strategies will vary from organization to organization, many include elements such as workforce planning, the definition of goals, employer branding, social media presence, sourcing and recruiting, a recruiting and applicant tracking technology platform, effective onboarding, and the use of data insights to measure and monitor the process.
Upcoming Live Webinar: Why Nonprofits Need HR Tech Now Date: March 25
60% of job seekers have indicated having a poor candidate experience. As a result of poor candidate experiences, employers are missing out on an important talent pool. They say a negative interview experience can change their mind about a role or company they once liked, while 87% say a positive interview experience can change their mind about a role or company they once doubted. It pays to make a good first impression and ensure a positive candidate experience.
Organizations can improve the experience of candidates in several ways, including simplifying the application process, keeping applicants informed of the status of their application, and providing interview feedback. Steps like these are easier when you use an Applicant Tracking System (ATS), yet only 33% of nonprofits reported that they use an ATS.
Promote your brand
Nonprofits have to be masters at self-promotion to meet their fundraising goals, and an organization’s brand carries a similar significance throughout the recruiting process. Does your organization have an employment brand or employment branding process? Most nonprofits do not, despite the important role brand plays in attracting top talent.
Think of your employment brand as the market perception of what it’s like to work for your organization. It’s the image that your prospective, current, and past employees have about the employment experience, and includes things like your culture, work environment, employee benefits, and advancement opportunities. Your organization’s brand affects the recruitment of new employees, retention, and engagement of current employees, and the overall perception of the organization in the market. Essentially your brand should create a sense of urgency and excitement motivating prospective employees to seek you out and current employees to remain engaged.
Building a sustainable nonprofit organization involves many factors, of which the right talent is perhaps the most critical. To achieve your mission, and successfully grow and maintain it, you must recruit and retain the right high-performing people.
To learn more register for our upcoming webinar on March 25th: Why Nonprofits Need HR Tech Now where we’ll discuss how HR Tech can have a big impact, making nonprofits leaner, sharper, and more effective.