The fact of the matter is, for any company the process of hiring requires careful consideration, strategy, and a whole lot of work. However, when it comes to nonprofits — organizations that face funding issues, saturated job markets, and a lack of qualified talent — the process of hiring becomes a whole new ball game. One that involves putting yourself out there in the most efficient way.
As a nonprofit organization, after you have put in the work to find a candidate, the last thing you want is for them to turn down a job offer. So, to help you in the hiring process, we will run down the 4 reasons candidates turn down jobs. These deal-breakers are things to consider when interviewing and talking about your nonprofit.
Difficulty Of Work
From a position being described as too hard or not hard enough, we have found that the difficulty of work is a major deal-breaker. Something that may seem impossible to overcome, the truth is, it’s not.
Your best bet here is to thoroughly describe job requirements and expected skill levels. Be upfront, layout everything clearly, and then make sure to ask questions and concerns of the candidate.
All around the world, job seekers are becoming more and more aware of company culture. That said, most candidates want to find a place of employment that aligns with their own values, beliefs, and attitudes toward work.
If they struggle to see your organization as a good place to work, one that fits their need for a work/life balance, they will not want to work for you. To help candidates see your place of work in a good light, talk about your culture in detail. Share information regarding time off, bonuses, office camaraderie, perks, etc.
Compensation and Benefits
Probably the biggest deciding factor of any candidate is salary and the supplemental perks. If what is being offered falls short of what is expected, the prospective employee will say no to the job.
Now, while many nonprofits have a hard time with funding, working around this can include things like amazing health care, offers of gym memberships, commissions, and more. Showing the candidate they are valued can go a long way.
Potential candidates want to know that your organization can communicate properly. First, they’ll consider how long it takes for you to communicate your interest. If it takes weeks after an interview to hear back, chances are, a top talent candidate will have moved on. Second, not talking about negative aspects of the job will ultimately hold you back. The reality is, these days, everyone can google a company and see reviews. From Indeed to Glassdoor, make sure your organization is communicating properly and presenting well.
Stop Missing Out On Hiring Opportunities
Job deal-breakers can change drastically from organization to organization. However, with the above-mentioned pointers, you can work your way around them and hopefully come out on top with excellent new hire rates. Also, don’t forget, working with nonprofit recruitment experts like Charity Search Group can be a positive asset.