Hiring for Organizational Success - Part I
Develop an Effective Hiring Plan for Your Nonprofit

Jennetta Hyatt

Part I of this two-part series on effective non-profit hiring practices looks at the steps you should take before you actively recruit for a position.

Give the Time and Effort Needed

Non-profit organizations exist to make a positive social impact, whether within a single community or worldwide. As it strives to make the world a better place, however, the average nonprofit is constantly challenged by resource limitations. While asking staff to take on multiple roles, work long hours in less than desirable office space, and use shared and/or outdated office equipment, many nonprofits can only afford to provide modest salaries with limited cost of living adjustments and staff development.

So, given this situation, what motivates non-profit sector employees to show up for work?

For most non-profit employees, the driving force behind their career choice is a passion for the work they do. They have made the conscious choice to forego perks their corporate colleagues take for granted, because they believe so strongly in their organization’s mission. They bring creativity to their work, leveraging the greatest social impact with limited resources. And when these resources need to be stretched further and extra effort is needed, it is this passion, commitment and creativity that keeps a non-profit worker going.

So hiring the right people to work for your non-profit organization is critical.

You want employees who understand – and even thrive on – the challenges they will face in providing top-notch services and programs and in creating social change. Job vacancies must be filled through a process that helps you select the right people to work at your organization. This selection process should involve not only an assessment of the right combination of hard and soft skills, but also an assessment of other attributes or competencies that ensure a good fit with your nonprofit. A good hiring process can lead to the success of an organization.

Maintain a Positive Organizational Image

The relationship between an organization and an employee begins with the hiring process. Before embarking on that process, remember the old adage “first impressions count.”

Like a two-way street, your nonprofit and a potential applicant assess each other to determine whether there is an employment match between them. Therefore, it is important that your organization make a good first impression, so you can attract the right applicants for your job – beginning with the first impressions you make in advertising the position and communicating with potential applicants. A positive organizational image needs to be carried through every stage of the hiring process: communicating with applicants, interviewing candidates, making and negotiating the offer‚ and finally orienting new employees. In fact, maintaining a positive demeanor should be a requirement throughout the entire employment relationship.

Plan Your Hiring Process Systematically

Without a doubt, a well-developed, well-managed hiring process can be very time-consuming. However, the results can be well worth it. By contrast, a poorly executed hiring process can cost just as much, strain internal relationships and damage your organization’s reputation.

Begin your hiring process by developing a well thought out hiring plan, using it as a road map to establish clear direction for you and others at your organization who will be involved in the hiring process.

Note: In this article, the term applicant refers to individuals that have submitted a resume and/or job application for employment, to be considered for an employment opportunity, whether or not there is an actual job opening. The term candidate refers to an individual that has become a candidate of interest after interviewing for a position.

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