The biggest part of a candidates experience takes place before even making contact with them. Oftentimes, this process begins the moment they find a job post from your company. Ensuring that this process is smooth for job seekers sets the tone for how they approach...
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With 2020 (finally!) behind us, 2021 brings a sense of change and hope possibly greater than ever before. While last year was a difficult year for non-profit organizations and donations, we know the future looks bright for the industry and expect it to bounce back after the year of hardships.
According to a 2020 report from Johns Hopkins University, the nonprofit sector is still the third largest in the economy, with over 12 million jobs. With a rebound in fundraising and private sector spending in 2021, non-profits will continue to be a great industry for placements.
For recruiters, non-profit placements can be tricky considering a candidate would probably want to align more with the organization’s viewpoints and efforts. These types of organizations also don’t have quite the placement power that bigger companies do when seeking top talent, so they can be at a disadvantage.
That said, here are some best practices to follow when hiring non-profit talent:
1. Include the company values and mission in the job description
In order to communicate the role and its responsibilities, the main purpose of the opportunity has to be there. In non-profit specifically, this description may also contain the value in working with the company. The goal is to grab those candidates who share those same value sets.
Including the nonprofit organization’s mission statement and core values, as well as clear expectations for potential hires, can help ensure a smoother hiring process with a more productive workforce.
2. Utilize multiple recruiting channels
When it comes to nonprofit job orders, promoting the open positions across different channels can help expand the reach to find that position’s perfect candidate. Websites like Monster, LinkedIn, CareerBuilder along with nonprofit specific websites such as Idealist, Foundation List, and National Council of Nonprofits are great for spreading the word on a really good opportunity.
The more avenues that are experimented with, the better chance the position can gain some traction and get filled!
3. Recruit with referrals
For non-profit job orders, sometimes the best way to get traction on it is by word of mouth. Or in this case, referral via technology. Creating an effective way to start referrals between candidates can result in better placements and longer employment for jobs.
4. Proactive Recruiting
Oftentimes the best way to get a placement is simply to do some proactive recruiting. Gathering lists or pools of talent can oftentimes help when you find job orders that need filling. Taking the initiative to scout out talent ahead of time can save your clients time in the long run when waiting for positions to be filled.
Using a type of applicant tracking system can help you to store your candidate information can be really beneficial as well, making communication and scheduling times to talk much easier. Equally as helpful during times of proactive and reactive recruiting.
If an Applicant Tracking System offers it, you can also take advantage of their other features such as onboarding that make life easier for bringing on new hires!
5. Streamlined Recruiting
Many candidates won’t want to have their time wasted by a long recruitment process. Rather, having materials, meetings and clear and open communication in place ahead of time is a good way to pursue candidates and save time.
This can be tough for a nonprofit organization that usually wants to match the values and ideals of the candidate and visa versa – however with clear communication throughout, the process can be streamlined.
6. Get nonprofit recruiting Firm help
If nothing else, you can turn to recruiting firms that only specialize in nonprofit placements. These firms often already have pools built up filled with candidates that can be placed into job orders. This is a surefire way to make sure there is an efficient and timely onboarding process.
Recruiters, hiring managers, and anyone else in involved with recruiting – does this nightmare sound familiar?
Imagine an overflowing email inbox, a stack of resumes ten inches high sitting on your desk, calls to make and a long list of things to do. Where do you start? You spent last week manually posting ten different urgent job postings on the internet; now you have to sort, vet, screen, interview, and hire the applicants while you do everything else that you’re responsible for.
How are you realistically going to stay on top of all of this?
Here’s the harsh reality: not all applicant tracking systems (ATS) are created equal.
Applicant tracking system software is a valuable tool for businesses of any size, but selecting the right one for your specific recruiting needs isn’t as simple as you might hope. Each and every ATS out there has been built by different development teams and offers different features as a result. If you’re looking for a tool to help you in your candidate search, how are you supposed to know where to start?
TAM Co-Founder Edna Nakamoto Discusses Her Process to Find the Ideal Customer
Over the past 5 years, The Applicant Manager has grown into one of the world’s top applicant tracking systems available today. A large part of our success is due to Co-Founder Edna Nakamoto’s dedication and hard work. But, as any business owner can tell you, a client-based company is only as good as the clients themselves. So, how do we recruit the best recruiters?
We could say it starts with TAM’s features — after one demo, most prospects can see we’ve built an applicant tracking system that meets their needs. But it’s rarely that simple. It starts before that, with the initial conversation.
In this interview, Edna details her approach to sales, how she vets the best possible clients, and her thoughts on client relations.
Let’s say that, for your next date-night, you choose the new fancy steakhouse in town. Their chef is world-famous, and you’ve never seen such stellar reviews for a pricey steak dinner. They promise to cater to your every need for the evening, and the meal does not disappoint. That is, until your dessert arrives. Where the rest of your dinner thrilled, your bland, boring soufflé falls, literally and figuratively, flat.
Sure, you might go back for that killer steak, but the next time the waiter asks if you’d like a dessert menu, you politely pass, despite your insistent sweet-tooth. Why would you settle for a lackluster lava cake, when the best bakery in town is right down the street? The bakery staff are experts in their craft, and their passion and expertise are reflected in their unique creations and uncompromising service. You know that their meringues and macarons will never, ever disappoint. Dessert is important! Why would you compromise? read more…
Hurricane Harvey tore through Texas and Louisiana, moving slowly from August 25th through August 30th, before moving out of the area and dumping flood waters in other parts of the nation as well.
The devastation caused by one of the worst hurricanes in recorded U.S. history has left many asking what they can do to be of help in relief efforts. Many employees may be asking what contributions they’re able to make in partnership with their employer. The IRS has announced that it will permit employers to set up tax-favored leave-based donations programs. read more…
The Applicant Manager Streamlines Hiring Through Partnership With Verified First
In-house screening tools will improve efficiency of hiring process
Verified First, the premier background and drug screening company in North America, announced that their screening tools are available through integration with The Application Manager (TAM), a customizable, cloud-based applicant tracking system. As the premier pre-employment screening provider, Verified First brings a wide variety of background verification services to companies who utilize TAM’s system. The SaaS applications offered by Verified First and TAM are integrated via a patent-pending technology developed by Verified First. read more…
When job sites like Monster and CareerBuilder hit the scene, employers and job seekers alike were excited about how much easier posting and searching for new positions was going to be. And it was. Then, Indeed and LinkedIn came on the scene, and because their sites scrape data from the Monsters and CareerBuilders of the world, it made it even easier to search for jobs when, rather than checking several different job boards, one could find all of their postings in only a few places. read more…