Managers and executives often have the task of hiring employees. It is often a difficult job because of all the processes and then the new hire doesn’t always stick around. So when that happens, it’s back to square one again. For nonprofit recruiting, the process is similar to any type of hiring. You have to find qualified candidates, interview them, compare their skills and abilities, and decide who is best suited for the job.

Nonprofit Recruiting During the Holidays

The worst time for recruiting new hires is during the busy season or holidays. The few employees you do have get sick and call out leaving others to handle the overflow. You’re under pressure to bring new staff on board to lessen the workload on everyone else. It can take weeks or months to find the right person, so you can see the pressure they are under. It may be more difficult to find new hires during the holidays because everyone has different priorities at this time.

There is significant job growth in the nonprofit sector, according to CareerBuilder and the 2016 Nonprofit Employment Practices Survey. According to the survey, 54% of nonprofit organizations didn’t have a defined recruitment procedure or the budget for hiring more staff. In order to see more talent acquired, they must be ready to increase their human resources dept.

No alt text provided for this image

What are the largest sectors in the nonprofit industry? Education, social services, environmental advocacy and health care. The largest number of employees is often in health care and legal services. Nonprofit health care has the biggest share of revenue and wages in the industry. Colleges and universities run a close second.

When it comes to recruiting new talent, look to your trade groups and industry contacts for qualified candidates. You can also use headhunters and employment placement agencies to help you find qualified people. The Internet is a great way to garner the most prospects and begin interviewing them. You can also set up a portal page with a video on your website for interested parties to apply for a position.

You can also promote from within to keep your hiring budget low. This will also improve relations for your company because it offers incentive for staff to stay with the company as long as possible.

Follow These Tips When Recruiting Top Talent

Actively search for qualified talent and keep a number of candidates in mind for future openings. After the position has been filled, let potential candidates know you will keep their information in case any other positions open up:

  • Improve your chances of success by hiring people with the background and skills you need. The closer the match is to what you’re looking for, the better the fit will be.
  • Promote first from your own in-house candidates to boost morale.
  • Reward loyalty and become known as a fair and consistent employer.
  • Pay wages consistent with the market and above what your competitors are offering.
  • Offer a competitive benefit package with health insurance, vision, dental, and life insurance.
  • Check references when hiring new recruits to avoid problems.

Create a Candidate Pool

Create a recruiting strategy for bringing in new people. Even if you don’t have any vacancies, some day you will and you’ll be prepared for it. Decide who your ideal candidate is, what skills they have, their personality, and work habits. Give them a name and a persona. That way when searching, you’re not just looking randomly. You have an idea of who you’re looking for and that makes it easier to find someone who matches those qualities.

No alt text provided for this image

How will you find them? Where will you search? You could try video screening or conference calls to weed out the ones that don’t make a good fit for your company. You can use a variety of tools to interview and screen potential candidates. You can do it all online from application to hired. Hiring the best person for the job is vital to the success of the organization and the team working together.

If the person you choose isn’t a great fit, they probably will not stay with the company long. Their productivity may be less than what is expected, or they may not interact well with members of the team. Overall, choosing the right person means the team works well together like a well-oiled machine.

Finally, recruiting great employees is important for their personal success and the success of your nonprofit. An experienced, qualified candidate is worth every bit of effort you have to put in to hire them. Do your research and stay on top of the best hiring practices and the right interview questions to ask. Don’t rely solely on your HR department to bring in new talent.

Currently, the job market is tight and the competition is fierce. Potential candidates have a lot of choice when it comes to job openings. If your job is nonprofit recruiting, follow these tips to secure the right person for the job.

Still unsure about using a recruiter? Feel free to contact me directly or book a free consultation at https://charitysearchgroup.com/recruitment/