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:
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We were introduced to First Nonprofit through another housing authority. In our analysis and comparison to what we were paying the State, our first year savings was $5,800 plus. We have been with them since the end of 2008 and I am glad we have been. I consider them an arm of our HR department.
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