In most industries, having a skilled and dedicated workforce is important — but when it comes to recruiting for nonprofit organizations, it’s simply a necessity. Nonprofit work involves complex, challenging projects in a range of specialized industries, and nonprofit leaders need all the help they can get to make and retain great hires...
Workforce-wise, it's estimated that 70% of international nonprofit workers are paid, and roughly 29% are volunteers. Volunteers are vital to most nonprofit operations, but they are inconsistent by nature and often hard to come by. Many people only volunteer when required to do so through their school or work, while others have to find time to fit volunteer hours into their otherwise busy schedule.
This is just one of many reasons it’s so important for nonprofits to cultivate a strong, consistent workforce. And the stronger this workforce, the better outcomes and more money you’ll produce in the long run. Turnover is unavoidably costly — as is letting a position sit open for too long.
Unfortunately, some statistics show that upwards of 45% of surveyed nonprofit workers reported that it was likely they would quit their jobs by 2025. There are high levels of turnover in this sector, often due to issues involving staffing and human resources. When job positions sit open for too long, other team members are obligated to pick up the slack. If the workload of the existing employees becomes too much, they will burn out and oftentimes quit themselves. This means even more open positions, with more work falling on the rest of the team’s shoulders. And the cycle continues.
So — what's to be done? The best place to start is by filling any and all open positions as quickly as possible, but you also want to find candidates that are skilled, experienced, and reliable. This requires you go searching for the best of the best.
Using a recruitment firm is one of the best ways to ensure your hiring process is efficient and effective.
And we know what you’re thinking: Third-party recruitment firms are out of your price range and won’t fit into your workflow. But it's simply not the case. Keep reading to learn more...
The Benefits of Nontraditional Recruiters
If you've had experience with traditional recruiters, you know they can be expensive and controlling. There are many firms out there that will take the hiring process away from the organization entirely, and for a small fortune, deliver a candidate who perhaps meets all of the qualifications — but still ends up not being the right fit.
Nontraditional recruitment firms, on the other hand, work a little differently. Firms like IsoTalent offer a wide array of services at a much more affordable price and flexible workflow. With recruiters like us, you can be as involved in the hiring process as you’d like, and curate your recruitment needs to fit your budget. Plus, our recruiters don’t have commission fees, our experts are always available, and we offer full-visibility when it comes to your bill.
Not sold yet? Then here are a few other services IsoTalent offers at unbeatable rates:
1. More Efficient and Effective Recruitment – IsoTalent can help you fill open positions twice as fast as you would without using a recruitment firm. Additionally, letting us find you the right candidate can lead to up to 4x greater employee retention.
DID YOU KNOW?
A study from Harvard University looking at the cost of employee vacancy found that the average value of employees is three times higher than their average salary. In other words, leaving a position open could be costing you hundreds of thousands of dollars annually, and in the nonprofit world, that money could and should be going towards something far more important.
2. Workflow Integration – IsoTalent offers many different methods to help with workflow integration, including our applicant accelerator platform, IsoConnect. Having an efficient workflow can cut down on cost, and staying organized throughout the hiring process can be the difference between attracting the best candidates and losing them.
3. Access to Global Talent Pools and International Hiring Tools – Not all recruitment firms offer global recruitment services, but IsoTalent does. We have access to talent pools all over the world, and we can help you and your top candidate transition from applicant to employee using our EOR (Employer of Record) solution.
To learn more about how global recruiting can be good for your nonprofit, set up a discovery call with one of our experts.
Other Hiring Tips for Nonprofits
Regardless of whether or not you’re going to use a recruitment firm to help fill your open positions, there are some other things nonprofits can do to make their workforce stronger and cut down on turnover. For instance…
- Promote from within when possible – Promoting from within is a great option because your candidates will already have experience working for your exact nonprofit. In addition to this, promoting your current employees is also a good way to demonstrate how much you appreciate all their hard work, and may lead to higher rates of retention.
- That said, because the nonprofit sector has some of the highest levels of turnover, promoting from within may not always work out. If your current employees are not planning on working at your organization (or at any nonprofit for that matter), much longer, they are likely not going to accept a promotion — especially one that comes with even more responsibilities. This is why you should address any staffing shortages and other workplace issues that may lead to burnout before offering promotions.
DID YOU KNOW?
One study found that employee referrals were seen by 82% of employers as having the best return on investment. The study also found that 45% of employees referred by colleagues stayed on the job for more than four years, therefore cutting down on turnover costs.
If your nonprofit is seen by your employees as a good place to work, and if they aren’t having to pick up slack from open positions, they may start recruiting for you, which could really strengthen your workforce.
- Be Flexible and Know Your Workforce — According to Forbes, 75% of the nonprofit workforce is made up of women, and according to Fortune Magazine, nine out of ten women prefer working primarily remotely. If you want to attract talented candidates, you need to offer them the kind of work environment they actually want, which nowadays means you need to offer work-from-home options and flexible schedules.
- Make Sure Everyone Knows What Your Nonprofit Does — One of the best selling points a nonprofit has when it comes to attracting candidates is the unique and charitable work that the organization actually does. A survey from 2020 found that 82% of employees felt it was important that their company had a purpose, and said ideally their workplace would somehow contribute to society and/or create meaningful work. Unlike many traditional for-profit businesses, your organization can promote truly meaningful problems to solve in your recruitment marketing.
As you develop your nonprofit's mission, purpose, and meaningful work, you should be advertising that aspect of the job every chance you get.
When asked about how IsoTalent helped fill some of the specialty roles for the Boys and Girls Club of Greater Salt Lake, CEO Amanda Hughes had this to say: “They provided top-notch consultation and filled our first role within a matter of weeks. It’s been such a relief to trust their expertise; they’ve allowed us to free up time and bandwidth to focus on our most important work.”
And is that not the end goal for all this — for nonprofits to free up their time, energy, and funds so that they can focus on the important, life-changing work their organization was set up to do?
Let IsoTalent help you fill your open positions, cut down on costs, and address turnover so that you and your amazing team can focus on what really matters — your global mission.