The number of job openings have reached a 15-year-high, according to the Bureau of Labor Statistics. In fact, there are an estimated 15 million active job postings on LinkedIn alone. With so many postings online, it can be a challenge for yours to stand out—especially...
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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.
Hiring talent can be difficult and tedious. After all, it was easy, then everybody would be doing it . . . and they would be doing it correctly. But of course, that is not the case.
And hiring during the COVID-19 pandemic, during these recessionary economic conditions, is even more difficult. That’s because, depending upon the industry in which you operate, you may receive a flood of resumes and applications from interested job seekers whose enthusiasm for your jobs are amplified by the fact that they currently do not have one.
There is no doubt that we live in the Digital Age. It’s all around us, everywhere, and the COVID-19 pandemic has only put more of an emphasis on technology.
This is especially the case in the professional world and the employment marketplace. We’re all social distancing, of course, and some of us work from home on a daily basis. This means plenty of online meetings instead of being face-to-face.
Throughout the years, several popular interview questions have surfaced as the “most common”, many of which are regularly used by companies and businesses to assess whether or not a candidate is right for the job.
It’s easy to default to these popular questions we’ve always used because they’ve been around for years, and they’re what everyone expects and for which they prepare.
It’s one of the oldest dilemmas in business: everyone worth hiring is already working for somebody else.
Consequently, to get at top-notch talent (even during a recession), you’re going to have to do more than throw up a banal job posting on the job boards. This is where passive recruiting comes into play.
Great talent isn’t just sitting around actively searching for new jobs. They’re too busy contributing to the goals of their current employer. To reach them, you have to entice their interest through channels where you know they can be reached. Not only that, but you must also have an efficient way to keep track of a large pool of candidates at different steps in the recruitment process in a single applicant management system or pipeline.
It’s never a good time to have a slow recruitment process and/or a slow hiring process as an employer or organization.
It’s bad during a candidate-driven market, like the one we were experiencing up until recently. And it’s bad during a down market, like the one we’re currently experiencing.
Speed is essential in the recruitment and hiring process . . . always. That’s because speed is how you’re able to find, recruit, and hire the best job candidates in the marketplace. (And remember, just because we’re in the midst of a pandemic and quite possibly a recession does NOT mean that the best candidates have simply disappeared. They’re still out there, waiting for you to find them.)
In today’s environment, your organization’s careers page has to be mobile-friendly in order to attract the talent that you want to hire. Mobile technology and usage has been growing at a steady rate for the last several years (ever since the advent and release of the smartphone), and it has been affecting every area of people’s lives.
We’ve discussed the importance of the candidate experience before, in regards to what a company or organization provides during the hiring process. One of the keys to providing a great experience is quality communication with those candidates.
When you provide a great candidate experience, you enhance your employer brand. When you enhance your employer brand, you move one step closer to becoming an employer of choice. When you become an employer of choice, it becomes easier to successfully recruit and hire top talent in the marketplace.
During the past several years, employer branding has become increasingly important within the employment marketplace, especially for those organizations looking to hire to fill critical positions.
This was especially the case during the recent candidate-driven market. However, since job candidates are no longer driving the market, has employer branding become less important?
In a word, no.