Every industry is faced with a labor shortage.
Whether a result of the great resignation triggered by Covid, the tight labor market is affecting every sector in America.
Nonprofits have been deeply affected by the labor shortage. The nonprofit sector tends to lag the profit sector in pay and benefits it provides its workers.
What do you do as the Executive Director to find the talent to run your organization?
You cannot ask your staff to continue to do the work of two or three people with no end in sight.
Today’s episode will explore some creative ways to find the talent you need to run your agency. You can find the full transcript and listen to the podcast at https://relishyourrole.com/19
If you find it helpful, please subscribe either by downloading the free guide on the Relish Your Role website or through your favorite podcast app.
Impact of the Labor Shortage on Nonprofits
According to the Enterprise World, staff shortages is the biggest problem facing nonprofits in 2023.
If you have been trying to hire in the last six months, you know how hard it is to find qualified people and the strain it places on daily operations to be short staffed.
I am going to assume that you have done your research. You know what the market rates and are offering salaries in line with the market.
You cannot ignore the importance of pay rates by thinking that your ideal recruit is solely mission-driven.
The labor market is too tight to ignore the basics of offering a competitive salary.
Offering Creating Benefits
Your budget can stretch only so far, but as I discussed in Episode 7, there are things you can provide which do not replace salary but can help make your agency an attractive place to work.
Become familiar what benefits would be attractive based on the demographics and expressed interest of your current staff.
Would flexible hours be attractive? How have you integrated remote work options?
Are there perks you can provide with respect to the use of an agency cell phone? Or offering a discount for health and wellness services?
Don’t limit your thinking, if you feel stuck, get ideas from your staff and do the math. What does providing creative benefits cost in contrast to the costs of staff vacancies?
Think through what non-monetary benefits you can provide to make your workplace attractive.
Clarify Your Ideal Candidate
Ideally, you want folks who are mission-aligned.
Depending on the specific position, there may be necessary training or experience to perform the tasks.
You may be losing out on potential candidates if you are too rigid in describing the necessary type and years of experience.
How recently have you re-assessed the job qualifications?
Re-assess the most important attributes for the position. Be more expansive identifying the training, experience and education level you require.
Is a four-year degree really necessary? Can experience substitute for the formal education requirements?
Does the person require all the levels of training, or can you train them as part of their professional development once they are hired?
Does their experience have to be with the same issue or population? Are there translatable skills or experience? The more flexible you can be, the wider a net you cast.
If you want curious, motivated people, they may not have taken a straight path to get there. You may be screening out ideal employee with overly rigid qualifications.
Create Pipelines
How you are you getting the word out about your staff openings?
How have you engaged your current staff in helping recruit new co-workers?
Your staff can be a rich source of potential applicants. Through their social, personal and professional networks they may know people to reach out to about job openings.
Make sure your staff knows what positions are open. Engage them in identifying and vetting job candidates. You will reap huge benefits from their involvement and investment in identifying potential co-workers.
Streamline Your Application Process
How cumbersome is your application process? If it is taking you more than six weeks from the moment you advertise to holding interviews, you run the risk of your ideal employee finding a different job.
If you use formal application form, make sure it is not overly cumbersome to complete.
You are being vetted by the potential application as a good place to work which values their staff. You convey those values when you:
1.Ackowleedge receipt of their application.
2.Provide a clear timeframe for the recruitment process.
3.Hold interviews as planned.
4. Are transparent about where candidates stand in the process.
Work though all the details of the recruitment out your process before you advertise the position. Make sure there is no lag time. If you are asking people outside your agency to serve on your interview panel, set the date for those interviews prior to advertising.
Ask for references at the conclusion of the interview even if they have assignments to complete as part of the vetting process.
Plan out all the steps so you can move the person through the process in a streamlined way.
If you can approach the task of filling your vacancies with creativity and organization- youwill position your agency favorably to get the staff people you need.
You can do it and I am here to help.
Reach out if you would like to know more about Relish Your Role’s signature system to help you manage up down and across your agency so you can lead with confidence.