The so-called “great resignation” has hit all businesses hard, but for the nonprofit sector, it has been an especially trying time. Nonprofit organizations, which typically pay slightly less than their for-profit counterparts, often struggle to attract the best and brightest candidates to their organizations. Add on to this the decrease in funding sources and potentially shrinking budgets, and you have a staffing emergency that can change into a crisis.
With for-profit companies offering everything from higher wages to hiring bonuses, nonprofits may need to tap into their creativity to build attractive packages for potential employees. But how? Here are three tips to help your nonprofit hire successfully during times of candidate shortage.
- Study the Market and Build a Compensation Model
First, thoroughly understand the job market as it stands now, and in relation to the openings at your nonprofit. Consider both the local market and a broader market. With telecommuting becoming the norm, you can broaden your hiring options to fill a challenging vacancy by making the position fully remote.
Include a compensation model in this study, evaluating the appropriate compensation for the position, and comparing that to the current market average for similar candidates, at least biannually.
- Compete for Candidates Based on Your Organization’s Strengths
Let’s face it—your nonprofit may be unlikely to have perks like an onsite gym or childcare, but maybe it has other perks. Does it offer benefits unique to its mission that would attract just the right candidate?
A nonprofit animal charity may allow pets in the office, which may be a huge benefit for some. Other organizations may have a very relaxed policy towards bringing children to work, which would appeal to some candidates.
Lastly, there’s one thing your organization is guaranteed to have that a for-profit doesn’t: passion for its charitable mission. Oh sure, big companies like Amazon are passionate about fast shipping and having tons of products available, but they aren’t saving the rain forest, championing healthcare, or helping the elderly with transportation … all valuable missions that candidates can get behind.
Leverage your organization’s strengths to attract candidates.
- Evaluate Your Current Benefit Packages
One of the motivating factors behind the “great resignation” is the need for work-life balance. Many employees had the chance to re-evaluate their career and family situations during the pandemic. They realized that “all work and no play,” missing their children’s school events and dance recitals, skipping vacations, and never taking a sick day has taken its toll on their physical, mental, emotional, and spiritual health.
A cursory review of media articles that cite workers’ stories and reasons for leaving their careers offers both a glimpse into the problem as well as hints at a solution. If people are leaving their jobs because they realize they’re spending more time at work than at home, why not let people work from home? If people believe their work-life balance is important, what can your organization do to encourage a healthier attitude towards work and play?
It’s time to evaluate your organization’s current benefit packages. A survey of for-profit benefit packages, or delving into the available research, can help you position your nonprofit’s benefits favorably to comparable for-profit companies.
Consider the following benefits as part of an attractive package:
- Additional holidays, such as Juneteenth or the days after Thanksgiving, Christmas, and New Years
- Additional personal time off
- Flexible hours
- Telecommuting benefits
- Additional time off for parents with newborns
Allow More Time During the Hiring Process
It’s a job seeker’s market right now. Candidates are likely flooded with opportunities from recruiters as well as job boards. It may be difficult to find a great fit for your organization, so allow additional time in the hiring process. It’s never a good idea to rush into hiring someone, and that is still unwise, even with a tight labor market. So, take your time, attract based on your greatest strengths, and find your next great employee!
Welter Consulting
Welter Consulting bridges people and technology together for effective solutions for nonprofit organizations. We offer software and services that can help you with your accounting needs. Please contact Welter Consulting at 206-605-3113 for more information.
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