From Networking to $13M Raised: What Nonprofit Hiring Really Takes

If you follow sports, music, or any team-based activity, you understand that strategic recruitment drives long-term success. Nonprofits are no exception. Filling specialized roles takes a blend of planning, timing, creativity, and strong brand promotion. 

In a recent role as divisional executive director of development, I led a team of about 20. One particular grant-writing position proved difficult to fill. I had four hires in seven years, each leaving for personal reasons. Traditional hiring methods weren’t working.

As luck would have it, a fellow member of my Kiwanis service club recommended someone in need of a role. I interviewed her — and made my best hire yet. This grant writer ultimately raised more than $13 million before her retirement. It took a lot of turnover to finally find the right fit — and it happened through a personal referral, not the usual means.

Nonprofit Workforce Outlook

Nonprofits employ over 12.8 million Americans, making up roughly 10% of the U.S. private workforce, according to the Bureau of Labor Statistics. Yet, the sector continues to struggle to compete with the private sector, especially when it comes to salaries.

To stay competitive, nonprofits must offer more than wages. Consider flexible schedules, purpose-driven work, internal growth paths and a strong culture of philanthropy. The near-term forecast is for this sector to expand and provide additional job opportunities.

Effective Nonprofit Recruitment Strategies 

Modern job seekers want more than a paycheck. They want flexibility, meaningful work, growth opportunities, strong benefits and supportive cultures, so be sure to revisit your benefits package. Beyond compensation, consider:

• Remote, hybrid or flexible work.
• Paid time off and wellness perks.
• Child care support or stipends.
• Tuition reimbursement.
• Retirement plans and bonuses.
• Professional development.
• Appreciation days and casual dress codes.
• Small gestures, like snacks or Friday half-days.

Then study successful nonprofits. How do they hire, train, and retain people? What does their internal culture look like? Ask nonprofit consultants, human resource specialists and thought leaders for advice. Make improving your current team’s experience part of your recruitment strategy.

Based on input from nonprofit leaders featured in Forbes, here are some effective recruitment strategies:

• Share what the organization is working toward.
• Utilize your network.
• Offer opportunities for people to participate.
• Create an organization where people want to work.
• Consider candidates with potential.
• Engage with talent mapping and succession planning.

Leverage Your Internal Team in the Hiring Process

Use social media, professional networks and brand storytelling to attract attention. And don’t overlook your internal stars — ask them to help identify and attract others who would thrive in your workplace.

I’ve seen firsthand how involving your team in recruitment can be game-changing. As part of my volunteer work chairing a local Association of Fundraising Professionals committee, I spoke at a regional conference. After my talk, a woman approached me with her supervisor’s business card. Her hospital foundation had struggled to fill a long-vacant position — and she thought I’d be a good fit. I wasn’t actively job-hunting but I applied, interviewed, and went on to hold two roles at that hospital foundation over the next 16 years. 

Having employees, consultants, board members or volunteers recruit — like a scout on a sports team — can identify promising candidates. Prepare them with context about your mission, culture, strategy and needs so they can make informed introductions.

Replacing key staff—especially high-performing fundraisers—is costly. That’s why strategic recruitment is not optional.  As a nonprofit leader, take the time to develop a strong recruitment program. Your success depends on every person contributing to your mission. Start now, and start with your network.

The preceding content was provided by a contributor unaffiliated with NonProfit PRO. The views expressed within may not directly reflect the thoughts or opinions of the staff of NonProfit PRO.