August 29, 2013
While volunteers, donors and board members can make big contributions to a nonprofit, it is the day-to-day staff that is the real reason why many organizations are able to support their mission. Having poor hiring processes can make it difficult for nonprofits to recruit the most skilled workers and grow their operations. One issue that can be a deciding factor in whether top talent decides to work is salary, and nonprofit decision-makers have to be ready to put in a solid offer.
According to recent research from CareerBuilder, more than half of job seekers will negotiate salaries when they receive an initial job offer, while workers older than 35 years old are most likely to present a counteroffer when discussing employment within an organization.
Nonprofits should have competitive compensation
Some employees will be willing to give nonprofits a slight break on salary because they support the cause of the organization. But, nonetheless, it's important for nonprofits to offer salaries that are in line with other organizations. One-third of employers are currently basing pay off the insights collected by looking at postings from other entities, while 48 percent will simply discuss salaries with potential employees during the first job interview.
"Forty-nine percent of hiring managers surveyed said job candidates have refused offers due to salary," said Rosemary Haefner, vice president of human resources at CareerBuilder. "It's critical that recruiters and hiring managers are armed with up-to-date compensation data. If you offer premium talent below market rates, it can be very difficult to fill vacant positions."
Create a streamlined hiring process
Salaries are just one aspect of recruitment that can be difficult for hiring managers at nonprofits. Before any hiring takes place, organizations should have a set process. Here are some tips from The Bridgespan Group on how nonprofits can create a plan for hiring employees:
NYCON members who use First Nonprofit’s programs enjoy enduring savings and improved efficiency. Our association knows that success, because from the beginning, we achieved the same great benefits. Great savings, seamless technology, and responsive service. NYCON highly recommends First Nonprofit’s remarkable unemployment solutions.
It has been our sincere pleasure to maintain a strong, vibrant business partnership with First Nonprofit. We greatly admire their strong industry knowledge, technical expertise, constant professionalism, knowledgeable and dedicated staff. They are always extremely responsive, personable and provide us with the necessary guidance and recommendations on a numerous variety of employment scenarios. We are impressed with the accuracy of their employment decisions, integrity of their employees and efficiency of their claim handling. We greatly respect and value the consistent, impressive cost savings from the utilization of their outstanding services.
Because INCS advocates for the operating conditions that allow charter public schools to provide high quality public education, partnering with First Nonprofit was an easy decision. First Nonprofit’s unemployment programs provide our member schools two operating elements crucial to their ability to provide high quality public education: savings and budget certainty. Capable, committed teachers are the key to student success. By participating in the unemployment insurance savings plan, charter public schools gain peace of mind and are able to invest more money in their teachers.
Throughout our membership in the Unemployment Savings Program, First Nonprofit understood our demands, community dynamics, and the importance of seamless services; that allowed us to serve our constituents better.