February 13, 2024
The path to attracting and retaining top talent is paved with more than just good intentions. It requires a strategic blend of practical approaches, innovative thinking, and genuine engagement. If you're finding this journey challenging, rest assured, it's a common hurdle. That said, it’s one that can be overcome with the often-overlooked essentials of attraction and the subtle art of retention.
Stand out with these three best practices and helpful, practical tips that will naturally attract the talented professionals you need:
Employer branding can often be overshadowed by the day-to-day demands of nonprofit work. However, a robust employer brand is crucial for your mission's success. It's more than a strong reputation; it's about actively crafting and communicating your identity as an employer.
Practical Tips: Leverage your social media presence. Regularly post about team achievements, mission-centric events, and daily operations. Use engaging visuals and videos to highlight your organization's culture and interviews with diverse team members expressing their dedication to their work. This strategy builds more than a brand; it cultivates a community aligned with your mission.
A lengthy hiring process, though well-intentioned, is a massive deterrent to quality, in-demand candidates. Do your diligence but closely examine your internal processes for efficiency and effectiveness.
Practical Tips: Please, please digitize your hiring process: even the most basic applicant tracking systems will lead to smoother operations. Define your process before you post: Who is screening candidates? What are the interview questions? Who makes the final decision? Is there a separate process for internal candidates? Share the plan with your team for alignment so no one is caught off guard. Then, clearly outline each step of the hiring process, set up timelines, maintain regular progress check-ins, and share the process with candidates, and then stick to the plan. This approach shows respect for candidates' time and keeps your process on track.
Every interaction during the hiring process shapes a candidate's view of your organization. Negative or disengaging experiences can turn away potential talent and, in our small sector, can even sour someone for a lifetime on your organization. But alternatively, an excellent experience will be a fond memory for a candidate even if they don’t get the role. Every touchpoint, from the first contact to the final decision, is crucial.
Practical Tips: Acknowledge every applicant – even if it’s an automated email, and ensure prompt updates and responses, even if there’s no news. Personalize your recruitment process. and address candidates by name. While they’re waiting, share organization updates and glimpses into your culture though newsletters or “behind the scenes glimpses.” And regardless of the outcome, never ghost a candidate. If you’ve only ever contacted a candidate via email, you can send a polite declination note, but anyone who has had an interview deserves a call to hear the news. This should be the norm, but the reality is that this is next-level personal attention, and word will spread. You’ll be distinguished as an employer and have laid a remarkable foundation for long-term engagement.
Once you've got great talent through the door, the next big challenge is keeping them. This is where many nonprofits stumble, not because they don't care, but because they miss the subtle yet crucial elements of employee retention. Stay tuned for part two: The Nonprofit Leader's Guide to Perfecting the Art of Hiring: The Art of Retaining Talent through Employee Engagement for practical, easy-to-apply strategies that will help you create an environment where your team doesn't just survive but thrives.
