Disruption resulting from economic conditions such as a recession, downsizing, leadership changes, a competitive job market, reduction or restructuring of programs, etc. is inevitable. This article highlights some of the important and creative ways not-for-profits (NFPs) can effectively adjust their staff recruiting and retention strategies during a disruptive landscape.
The importance of branding
Branding and brand awareness are essential to attracting top talent during disruption. NFPs should consider using their websites and social media to tell their stories. The prospect of working with an NFP that has a meaningful mission beyond a profit motive is often a significant factor in attracting high-performing staff. A brand reflects an organization’s reputation, core values, and reasons why staff enjoy working there. Job seekers want to be associated with organizations that are concerned about their employees. It is therefore critical that an NFP’s messaging take a more human and empathetic tone and clearly describe the actions it has taken during the disruption. Organizations that project empathy and care will likely be more successful with staff recruitment in a disruptive environment.
How to successfully recruit
Here are a few tips for organizations to assist in making the most of recruiting during a disruptive situation.
Consider using a search service.
Consider sharing salary ranges in job postings.
Train hiring managers on how to conduct in-person and virtual interviews.
Consider providing hiring managers with scripts to ensure consistent messaging and that all relevant questions are asked.
Demonstrate that you are organized by having hardware and software ready to go, making sure the space is tidy, and keeping candidates engaged.
Screen candidates for qualities and skill sets that will make them successful in multiple environments, such as resourcefulness, the ability to work independently, proactive collaboration, and strong verbal and written communication skills.
Focus on a candidate’s attitude and values, making sure they are aligned with the organization’s culture and core values.
Use tours (in-person, where possible, or virtual), videos, employee testimonials, and podcasts to help communicate the organization’s values and culture to candidates.
Consider where it may be appropriate to conduct group interviews.
Establish an efficient timeframe to avoid losing candidates because of a competitive hiring market.
Survey candidates about their interview experiences to learn how you can continue to improve your recruiting process.
Candidates likely will ask how your organization is managing the disruption and how the staff has been affected. Interviewers should err on the side of transparency. Consider providing candidates with a full accounting of how the organization reacted to the disruption, including funding challenges, the board’s involvement, and staff furloughs or laid offs. Consider sharing any mistakes made and lessons learned while trying to cope with the effects of the disruption.
Recruiting opportunities in a disruptive environment
Recruiting during times of disruption presents a unique opportunity to evaluate roles and responsibilities. Here are a few tips for NFPs to consider.
NFPs that are hiring should use various methods including social media to make their needs known.
Consider collaborating with other NFPs by sharing talent pools to help meet hiring needs.
Virtual job fairs are also a good source for talent.
Internship programs provide a valuable talent pipeline.
Determine if fully remote work is applicable to the position.
Do not overlook internal staff, as recruiting from within conveys a positive message and helps employee retention.
Consider creative talent solutions outside of traditional full-time employment such as part-time, contractors, outsourcing, or job sharing.
Remember that even in disruptive times, a competitive compensation package is still important to recruiting talent. Some organizations may try to use the disruption as an excuse for paying less. While this may seem like a good strategy to save costs in the near-term, it likely will have a negative impact on morale in the long-term and could result in costly turnover.
What to do if you are not recruiting
Even if an organization has furloughed staff or instituted a hiring freeze, this time can be used to assess your current staffing and plan for future needs. Consider the following:
Re-examine your organizational chart.
Develop competencies for all roles and levels.
Conduct skill assessments.
Re-evaluate your current workforce to ensure the right people are in the right jobs.
Rewrite job descriptions.
Assess compensation and benefits for transparency and equity.
Create a mentoring program.
Developing competency models provides clarity and transparency. Through this process you might discover that you can consolidate certain jobs or that you need additional bench strength or cross-training. As difficult as it may be during volatile times, it is important to determine future talent needs. Even during a hiring freeze, you can work on creating a pool of potential candidates for use when hiring resumes. Competency models can also improve your performance management process and identify areas for training and development by demonstrating what skills are needed to grow within the organization.
Critical elements for retaining staff during disruption
Culture
Culture includes the behaviors, trends, beliefs, and attitudes that guide employees in the organization. Maintain an organizational culture that people want to remain in because the cost of employee turnover is high both in dollars and in employee morale. Be authentic and transparent. Lead by example. Job seekers want to work in an inclusive organization, and staff stay when they feel heard and valued.
Communication
Organizations must use multiple modes of communication to be transparent about how the disruption is affecting the organization and the actions being taken to minimize any short- and long-term effects to the organization and employees. Leadership should also be prepared to listen and acknowledge what everyone may be experiencing and feeling.
Decisive communication increases employee confidence. It is also important that staff feel they are being heard. Make sure you are providing forums such as town halls where staff can communicate their concerns. Staff engagement and their trust in your leadership are critical for retention.
Leadership should be proactive in finding ways for their teams to connect and socially interact on a regular basis. Avoid using email as the primary mode of communication. Instead, consider multiple modes of communication including meetings, polls, chat rooms, and in-person or virtual social activities such as happy hours and cooking lessons. Use pulse surveys to monitor staff morale and ensure the strategies you are employing are effective.
Professional development
Be mindful that, even during disruption, lack of upward mobility is a major contributor to employee turnover. During disruption, continue to focus on career advancement and work with staff on their professional development for skill enhancement. Consider how you might expose staff to new roles and responsibilities. Employees value the ability to thrive and grow within an organization, so this will be a key factor in the success of your retention efforts.
Disruption often leads to funding volatility and business interruption. NFPs are understandably concerned about financial sustainability, liquidity, and their ability to meet budgets and plans. Try to avoid cutting professional development and training budgets. Rather, communicate your willingness to invest in your staff and emphasize the importance of both professional and personal growth. In a disruptive environment, it is often hard for staff to focus on anything but their daily responsibilities. Be sure to communicate the importance of carving out the time for development.
Compensation and benefits
Compensation and employee benefits remain critical to an organization’s ability to retain talent. A compensation philosophy streamlines decision-making and provides clarity and transparency for staff.
While it may sound counterintuitive when funding is being reduced and staff furloughs and layoffs are prevalent, you still need to ensure that staff are rewarded for their extra efforts, as many are taking on additional duties. Survey employees to determine which benefits they value. Then evaluate vendors regularly, obtain bids, and negotiate. Think broadly and creatively about in-office perks, wellness, and personal growth.
During a competitive hiring market, use all the tools at your disposal including market analysis and benchmarking to create a compensation strategy for sign-on, retention, merit, and spot bonuses. Communicate total rewards to employees and candidates. A compensation package includes more than just a paycheck. Communicate the value of leave, employer contributions for insurance, training, and development. Highlight flexibility and other intangible benefits offered. Be sure to provide the technology and supplies necessary for remote working. Consider enhancing family-focused benefits such as onsite or backup childcare services or childcare expense subsidies.
A committed, dedicated team is essential for an NFP to carry out its mission. Attracting and engaging the best talent is only possible when employees feel appreciated and valued for their contributions and hard work. Organizations must find ways to show thanks and reward staff that have exceeded expectations.
During disruptive times, NFPs must be agile, showcase their brands, and effectively recruit staff. Leaders must lead, listen, show empathy, and make staff feel comfortable in the workplace. Compensation, benefits, upward mobility, and professional and personal development continue to be critical for recruiting and retention. Organizations that invest in staff and are successful at putting employees first will be able to attract and retain world-class talent in a disruptive environment.
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