Non-profit hiring carries a whole host of challenges that may not plague traditional employers looking to attract top talent. The first and most important potential hang-up is the limited recruiting budget allotted for non-profit hiring. This can be a challenge if you’re looking to draw in a quality applicant pool because you’ll be competing with larger companies that have a much bigger budget. Additionally, if you have a tight salary budget, that could severely limit your ability to recruit star applicants and make non-profit hiring even more of a challenge.

The key to optimizing your non-profit hiring strategy is to play to your strengths and highlight the specific advantages that make you more appealing than your competitors. It’s also important that you have a firm grasp on current best practices, so that you can ensure the biggest bang for your non-profit hiring buck.

Below are two simple steps to improving your non-profit hiring plan.

Compelling job ads are a key component of non-profit hiring.

So many employers underestimate the importance of writing a compelling job ad to snag the attention of top talent, and HR professionals working in the non-profit space are no exception. If you’re like most of our clients, then there’s a high likelihood that you don’t know the last time your job ad was refreshed because you probably haven’t read it in a while, or the job ad is simply a regurgitated reflection of your internal job description. If you find yourself in this situation, you’re doing your non-profit hiring strategy a huge disservice.

Applicants stumbling upon your job ad is likely their first exposure to you as a company unless your employer brand has a pretty extensive reach. What this means for you is that if you’ve done a simple copy and paste of your legal job description, you’re going to be making a horrible first impression on them. If you have a limited budget, this is something you can’t afford in your non-profit hiring process. Instead of trying to save yourself in the short-term by simply copying the same tired job description over and over, focus on the long-term by investing some time in composing an ad that really focuses on your organization’s strengths and entices applicants to apply for your job openings.

Non-profit success equals strategic keywords.

Lacing both your job ad and your online job description with targeted keywords is such a vital aspect of your non-profit hiring success, that it could easily be a post all on its own.

But, for the sake of simplicity, I’ll highlight the main point. You need to understand that when you’re designing content to appeal to applicants, you need to compose it in their language…not yours. Here’s an example: the non-profit space is constantly evolving, and so are the semantics. It used to be that everyone called this particular demographic “charity,” and there have been recent grumblings that it could change yet again.

The language society uses (or professionals use to refer to their company internally) is not an inherent issue, but it can be an issue for web bots that don’t understand abstract concepts like synonyms. To the web and a search browser, “not for profit” and “non-profit” are not the same. So, if you use a different term internally to describe your company and what it does than your applicant pool, it can cause your non-profit hiring attempts to fail because your ad and the keywords you’ve used to classify it on the web won’t be found.

Did you know that we have a team of non-profit hiring experts that can help you design a strategy that’s both easy and FREE for thirty days? Contact us to learn more.