Bryan Orander, President, Charitable Advisors |
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Refining your Job Ad in a Tight,
Evolving Labor Market
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We have never seen anything like the past 16 months and don’t know what the months ahead will bring. As I write this in late August, the “back to the office” activities, live events, and retreats that were planned for September and October are now being reconsidered for virtual formats.
So ...what do you do if you need to attract new staff to your organization?
As the publishers of the Not-for-profit News e-mail newsletter, we interact with dozens of nonprofit employers every week as they place job ads with us. Here are some ideas to increase your chances of attracting the right new team members. Many also reinforce your efforts to attract a more diverse workforce.
Emphasize your organization’s purpose – Prospective employees can do what they do in many different organizations, but you have a special impact to offer that isn’t available elsewhere. Talk about innovations, awards, and affiliations. People like to be associated with leaders and winners.
Share your values and priorities – Beyond your mission, potential employees want to know more about what is most important to you. This is a chance to talk about your core values and your investment in staff and leadership development.
Make the job attractive/consider listing compensation – A two-page list of tasks and responsibilities does not convey the energy and opportunity in your position. Talk about the “big buckets” of responsibility and activity and how the role supports the important work of the organization. Our recent nonprofit staff survey told us that flexibility and “work from home” options are driving many employment decisions right now. Share how much flexibility this role has. If your organization has established pay ranges for the role, include compensation in your job ad to better target the people you are looking for. Include specific benefits like insurance, retirement, PTO, and wellness programs.
Narrow qualifications to the essentials – Avoid an extended “wish list” of education, skills, and experiences that may not all be required and can be intimidating to some applicants. Consider whether you really need the master’s degree or four-year degree or if the right experience could be substituted? Consider whether you really need a prospective employee to have “7 years of leadership” or “supervisory experience.” We see lots of job descriptions that haven’t been reviewed and updated for years.
Make the work environment attractive – You have a chance to share your culture and what your organization “feels like” with candidates. Briefly talk about the terrific team they would be joining, support for working in office and/or from home, staff communications/connection, support for staff safety and health. Don’t forget any special benefits you may be able to offer because of your work or a partner organization, such as onsite childcare, elder care, etc.
Follow up promptly with applicants – After they apply, respond quickly to qualified applicants, engaging them within a few days. If hiring for a front-line role, recognize that you are competing against employers who hire instantly; you only have hours to reach out and engage.
We recommend our job board as the foundation for your recruiting efforts. It provides an opportunity to increase your visibility among qualified candidates in the Central Indiana nonprofit community. You also can easily share the posted job link through social media, your website, and other promotional channels, and funnel all applicants into one place for review. Learn more about posting a job https://charitableadvisors.com/post-a-job-2/
Bryan Orander, President
317-752-7153
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Succession planning isn’t just for retirement anymore
Small-group workshop with Bryan Orander, President of Charitable Advisors
Wednesday, November 3 from 11:30 a.m. to 12:30 p.m. on Zoom
Whether you are a nonprofit ED/CEO beginning to think about your retirement timeline, or a board or staff leader who wants to be sure your organization has laid the appropriate groundwork for a successful transition, join Bryan for a lunchtime conversation about succession planning and leadership transition.
This is a condensed version of our longer training. It is offered in a small group setting with time for Q&As about how to prepare your organization for an impending or future leadership transition.
Some key discussion topics:
- How do you prepare an organization for a successful leadership transition?
- How much notice should a retiring ED/CEO provide to his or her board?
- How long does a typical search process take?
- How hard is it to find good candidates in this tight labor market?
- What is the board’s role in a leadership transition?
- What is the departing ED/CEOs role in a leadership transition?
- What support does the staff team need through a leadership transition?
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The Importance of Culture
on October 14 from 8:30-9:30 a.m. on Zoom
With the challenging labor shortage, now more than ever, culture can either strengthen or undermine an organization’s objectives. A positive workplace culture attracts talent, drives engagement and employee wellbeing, and affects performance. This presentation will discuss:
- What the current landscape is that is driving the need for strong organizational cultures;
- How focusing on wellbeing, upskilling, and engagement can impact an organization’s culture;
- Tips on how to improve your organization’s culture.
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We want to recognize board leaders
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For most board members, board leadership roles come with a commitment and investment of time and resources to support a cause they care about. However, for the individual who steps up to serve as board president or chair, the role comes with the assumption of overall responsibility for the nonprofit and guiding the organization’s path forward.
As we continue to share news of board leaders who have taken the helm, we encourage you to recognize and thank these individuals for tackling the role, because as a community member you recognize the value of his or her investment to help keep the sector strong.
If you want to announce your organization’s new board leader, please send name, position and a head shot HERE.
We are open to other ways we can support and recognize board leaders. Send us your thoughts or tell us a story about a board leader who has made a difference in your organization. Share your ideas with Bryan Orander, president.
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Tristan Glover
Senior Vice President & Market Leader, Zeller
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Stephanie Bibbs
Chief of Criminal Charging Division, Marion County Prosecutor's Office
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Looking for a new ED/CEO leadership role?
Charitable Advisors has supported 31 nonprofit leadership searches since early 2019.
With more transitions on the horizon, we are building a leadership talent database of experienced nonprofit leaders to make the process more efficient and effective for both candidates and employers.
If you are thinking about or planning to change roles in the next year or sooner, please consider submitting your resume and answering a few questions, in confidence.
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SELECTED CHARITABLE ADVISORS NONPROFIT RESOURCES |
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Who else needs to know this information?
Tell your staff, board of directors and colleagues about Frontline Perspectives by forwarding this email.
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Charitable Advisors | 317-752-7153 | CharitableAdvisors.com |
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