When it comes to attracting and retaining top tier staff and leadership, the non-profit sector is up against numerous obstacles. Finding the right board members and attracting talent is vital to an organization’s success. However, it is impossible to attract, recruit, and retain top talent without a strategic plan.
There is an unique set of strategic solutions to nonprofit challenges for every organization, from recruiting major donors, to forming higher impact, strategic alliances, and so on. The following strategic solutions play a large role in the nonprofit war for talent:
Over 75% of professionals in North America say they are interested in working for a nonprofit, according to a recent LinkedIn survey. That means there is a massive group of talent waiting to hear about a job opportunity at the right nonprofit. So how do your organization become the “right nonprofit”? According to the 2017 Nonprofit Employment Practices Survey results, 67% of nonprofits don’t have an acquisition strategy. An effective acquisition strategy is crucial for organizations where top talent is mission-critical or obtained at a rapid pace. People enjoy working in an environment where they can see the impact of their contributions, and feel like they are making a difference. This selling point should be at the forefront of every pitch to potential candidates. Unfortunately, this approach is most often neglected, while non-profits that sell an atmosphere of inclusion and social change see greater levels of employee retention and recruit top tier talent.
In order to a achieve the greater vision and the revenues that are required for success, nonprofits must have an effective process for board decision-making, and composition. By developing a purposeful approach to governance, the board will be best positioned to identify and recruit candidates who will be the most valuable. This process takes commitment and will. An experienced consultant can guide you through the board development process, and help you create a board plan to accomplish your purposes. Ultimately, the board must develop a process for executing strategic solutions.
According to the Packard Foundation Goldmine Research Project, nonprofit leadership and commitment are required to bring about organizational change. For nonprofits working with capacity-building consultants, the top three most common challenges reported were:
- Implementing changes stemming from the capacity-building
- Staff time to focus on organizational development
- Lack of leadership for organizational development
In today’s environment, market forces and challenging demands require innovative and sustainable solutions. Organizations must focus on both sides of the balance sheet, the customer’s experience, and their internal processes in order to maximize the underlying value of the organization.
Trying to hire top tier talent on limited budget restraints can prove challenging. However, there’s a lot more besides compensation that can entice candidates. Does your organization offer better professional development, work life balance, or opportunities for advancement? How about more challenging work, or a dynamic organization culture? These qualities top the list of what candidates want in a new job.
Investing in your employees takes time, but will prove to be the best time spent. This allows you to maintain a culture of value and inclusion, all why getting an optimal level of production from your staff. Investing in your employees is an important retention strategy that will help sustain highly functioning non-profit organizations. When you specialize your leadership practices, you create value for your employees and promote a culture of continuous learning and growth.
Peachtree Providence Partners has extensive capabilities and experience helping nonprofits generate cost savings while maximizing liquidity and increasing revenue. Learn more at www.ptppartners.com.