As a nonprofit hiring manager, you might not realize that your recruitment practices are aligned with those of your for-profit counterparts more than you think. While you inherently serve a social cause, you both hire like-minded team members who represent your organization’s values—which, in your case, is your mission. 

It also serves your candidates’ interests to employ values-based recruiting tactics. In fact, studies show that 98% of employees wouldn’t work somewhere that does not fit their values.

In this guide, we’ll cover several unique techniques your nonprofit can leverage to pinpoint the right candidates for your job openings. 

Configure your ATS

One key to your recruiting success is talent acquisition technology, especially with a combined applicant tracking system (ATS) and candidate relationship management (CRM) system. This diagram from Lever’s guide to candidate relationship management shows that your talent acquisition technology should help you:

• Automate messaging. As a nonprofit professional, you likely wear many hats to keep your organization running smoothly. An ATS can centralize hiring and automatically send messages to different candidates based on certain triggers, such as when you receive a job application. 
• Receive notifications. An ATS should be able to ping you when something requires your attention, whether that’s a message from an applicant or a discrepancy in candidate data.
• Move candidates through your recruitment funnel. Your system should be equipped to optimize all stages of your recruitment process, sending candidates to the next stage seamlessly.
• Make decisions quickly. With cohesive reporting features, you can make data-driven decisions quickly and confidently.
• Organize talent with tags. You should track more than just your active candidates, and your ATS should organize your other talent segments with tags.
• Identify ideal fits for open roles. An ideal ATS can pinpoint the best fit for your positions based on applicant resumes. 

To pick the right talent acquisition solution for your nonprofit, book free demos, and research user testimonials. Remember to prioritize non-negotiable features based on your nonprofit’s unique hiring goals and budget.

Keep a pool of passive applicants

Much like donor retention versus acquisition, it’s more efficient to reach out to candidates who have already shown interest in your nonprofit than to build relationships from scratch. In recruiting terms, this is your passive applicant pool.

It’s also important to know the types of audiences you need to target. Previous applicants have  applied to your organization and didn’t get the position, while active candidates have interacted with your recruitment marketing materials. You can appeal to these individuals by:

• Automatically sending new job postings. If one of your positions opens up, especially the role they applied for, configure your recruiting software and related tools to send them a notice in case they’re interested in applying again. 
• Offer new value in communications. Keeping in touch with passive candidates outside of job-related matters encourages them to stay engaged with your organization and cause. For instance, you could contact them about fundraising and volunteering opportunities or send webinar links.

Cultivate an authentic employer brand

75% of job seekers consider a potential employer’s brand before even applying for a job. Crafting an employer brand that genuinely reflects your nonprofit’s culture and values will attract like-minded candidates. Keep these essential aspects of employer branding in mind as you assess your own:

• Workplace culture: What is it like to work for your organization beyond the role itself?
• Value proposition: Why should employees work for your organization over others?
• Diversity and inclusion: What does your nonprofit do to embrace and highlight diverse perspectives?
• Career pathing: What could a long-term career path look like at your organization?
• Skill development: How does your nonprofit support employees’ growth?

Also, remember to use your nonprofit’s branding as a foundation for your employer brand. Always tie the answers to these questions to your mission, values, and vision for your community, as outlined in your strategic plan. 

Amplify real employee voices

Potential candidates are more likely to relate to fellow employees than to high-ranking leaders like your Executive Director or Board of Directors. You can amplify employee voices and opinions to attract candidates by:

• Offering Day in the Life chats. Instead of reserving candidate interfacing for only the hiring team and President, involve your employees in the conversation. A Day in the Life chat allows employees to have a casual conversation with candidates during the hiring process, giving them a space to ask questions and learn about your workplace culture from someone in a similar position. 
• Hosting town halls. While Day in the Life chats are usually one-on-one discussions, you can open the floor to multiple candidates and employees with a town hall format. Ask employees to prepare talking points that address frequently asked questions and answer live questions at the end of the meeting. 
• Showing appreciation publicly. Your nonprofit likely already uses employee appreciation tactics to boost morale, but they can also serve as a recruiting tool. By lauding employees and their accomplishments, you can inspire candidates to join the team and work on similar impactful projects. eCardWidget suggests using public-facing channels like social media to highlight employees naturally and genuinely. 

Regardless of how you highlight employees throughout the hiring process, ensure you have consent from all participants. Clearly communicate expectations for each employee participant, whether it’s through formal training or a written guide.

Ask values-based interview questions

Throughout your recruitment cycle, the interview process is your best opportunity to understand your applicants’ values, motivations, and personalities. Ask these questions to pinpoint whether they’re compatible with your nonprofit’s culture:

• What’s your experience working with nonprofits or charitable causes?
• What causes are close to your heart?
• Describe a time when you had to advocate for an issue close to you. How did you proceed?
• Can you describe a time when you embodied our mission or vision?
• What inspired you to apply to work at our nonprofit?

Add any questions specific to your nonprofit or cause that help assess candidates’ fit with your team. Be prepared with background questions and common answers to FAQs.

Selecting like-minded employees to join your team prevents mission drift and strengthens your workplace culture overall. By following these tips and prioritizing your values throughout the process, you’ll cultivate a loyal, qualified, and passionate team.