3 Ways for Non-Profit Organisations to Attract Talent
Charities and non-profits are under an increasing amount of pressure to attract top talent to their organisations. With cuts to government funding, charities now have to rely mainly on their employees and volunteers to help them generate income.
However, these cuts also mean that recruitment budgets are limited and the salaries on offer in the charity sector are significantly lower than within other sectors. This can make it hard for non-profit organisations to attract the talent they so desperately require to propel their cause.
As such, we’ve put together a list of our top tips to help charities beat the competition and attract candidates to work for their organisation.
1. Focus on your cause
It’s vital that everyone who works for your business is passionate about your cause. The issues that charities deal with are emotive and if a jobseeker truly cares about your mission, there’s a good chance that it will attract them to apply for a role within your organisation.
Make sure that you communicate your mission and make your organisation’s goals clear at all times. Most importantly, explain how candidates will have the chance to make a difference. With roles in other sectors, candidates won’t be given the chance to make a genuine difference to people’s lives like they will in the charity sector.
It’s worth reminding candidates of this right the way through the recruitment process to keep them passionate and enthusiastic about working for your organisation.
2. Consider technology
Although the internet and technology have transformed the way in which the recruitment industry operates in recent years, many non-profit organisations have yet to introduce technology to their recruitment process, due to budget constraints.
Many charities still rely on paper-based application forms or require candidates to download a document from their website that they can email separately through to the HR contact or hiring manager.
This more traditional application process can be inconvenient for candidates as it’s a more longwinded way of applying for a role and could lead to them abandoning the application process halfway through. With the rise of mobile technology, more candidates are applying for roles on the move and, therefore, a more streamlined application process is desirable.
However, not all technology has to be expensive and intimidating. For example, Webrecruit’s Fusion is a simple, easy-to-use applicant tracking system that allows candidates to apply for roles directly online. The application form is embedded within the online portal, meaning that candidates don’t have to send an email or fill out a paper-based application form, making for a much better candidate experience.
3. Write a great job advert
Your job advert is your ultimate candidate attraction tool and should be used to sell both the role on offer and your organisation. Think about what you can offer candidates and don’t just focus on remuneration – talk about other perks. Do you have a great work environment? Is your team friendly? Do you offer flexible hours?
It’s also worth talking to your existing employees to develop an understanding of their motivations behind wanting to work for you. If you notice any common themes, you should highlight these in your job advert. It’s important to tap into the mind of your ideal employee and aim your advert at them.
Most importantly, speak clearly about the role, communicate your mission and detail the exact requirements that you are looking for.