Win Over Rock Star Talent On a Nonprofit Budget

Hire Rock Star Talent on a Nonprofit Budget

2015 Talent Trends 2

Meet the Presenters

Today we hope you walk away with...

Fresh ideas for finding talent where you may not have been looking

Insights into the candidates you are trying to reach

Strategies to land your dream candidate when compensation can’t compete

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Driven by data

Talent Trends Report - a survey into what talent wants Over 20,000 professionals, 29 countries 2,000 nonprofit professionals 7,000 who are interested in working at a nonprofit

Job switching behavior based on LinkedIn member profilesSector switchers are defined as members who:

Initially held a position in one sector Left their position in that sector during the 2 years analyzed, and Began working in a different sector sometime thereafter

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Nonprofit staff growth – 50% in 2015*

Private sector growth – 36% in 2015*

*Nonprofit HR | 2015 Nonprofit Employment Practices Survey Results

Nonprofit Talent Landscape - 2015

(Almost) Everyone wants to work for a nonprofit

3 out of 4 in the US / Canada are interested in working at a nonprofit

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Instead of focusing your efforts on just one nonprofit professional…

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There are many candidates that are interested in what you have to offer!

Talent Behavior

Movement into the nonprofit sector

Source: LinkedIn site data for positions dated from March 2013 – March 2015

65,087 671,162 for profitnonprofitgovernment

Industries with professionals switching to nonprofits



Top industries contributing to the nonprofit sector

Retail

Marketing and advertising

Information technology and services

Government administration

Financial services

Hospital & health care

Education management

Public relations and communications

Mental health care

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Nonprofits are hiring in 2015

Source: http://www.nonprofithr.com/wp-content/uploads/2015/02/2015-Nonprofit-Employment-Practices-Survey-Results-1.pdf

http://www.nonprofithr.com/wp-content/uploads/2015/02/2015-Nonprofit-Employment-Practices-Survey-Results-1.pdf

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Find nonprofit talent outside of the nonprofit sector


Hiring for this? Look for people doing this:

Direct services • Research / graduate assistant• Primary / secondary teacher• Food service professional• Retail sales person

Education / community outreach • Community outreach coordinator• University professor / lecturer• Student / intern

Program management / support • Project manager• Consultant

Fundraising / development • Sales person• Nonprofit board member / advisor

Marketing / communications / public relations

• Marketing specialist• Public relations specialist• Journalist

16 Source: LinkedIn site data for positions dated from March 2013 – March 2015

Hiring for this? Look for people doing this:

Finance / administration / operations

• Administrative employee• Assistant• Human resources specialist

Technology • Software developer

Member / constituent services • Customer service specialist

Government relations / affairs / advocacy

• Lawyer / judge

Find nonprofit talent outside of the nonprofit sector

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Advanced search example

Candidate Journey


Lucy has been a marketing manager at an ad agency for the past 3 years. She is based in the

pacific northwest.

You see that her skillset and experience is perfect

for the marketing role you’re hiring for.

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Candidate journey

Final decisionDiscovery Search Application Interview

Lucy PeruitMarketing Manager

How can you purposefully engage her?


From candidates themselves:

Recruiting is like getting married with only meeting your future spouse a few times. I'd like to see multi-day hands-on working interviews to really see whether there's a good fit.

It's frustrating to not feel heard. I'd like recruiters to understand my unique skills and what I'm looking for in my new role before pitching me a job.

The process takes so long! Speeding up the application process would make me a lot happier.

“

”

Discovery & Search

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Candidate journey

• Is there meaning in my work?• What other companies are out

there? • Where would I be a good match?• Where are my friends working?

Discovery Search

Quest

ions

/ fe

elin

gs

Act

ions

• Open to receiving messages• Ponder future opportunities• Look on LinkedIn• Browse online• Talk with network

• Is this organization good to work for?• What other companies are out there?• Excited and inquisitive

• Respond to recruiters• Investigate companies• Identify job descriptions that are

interesting• Purposefully engage network


How can you start the relationship on the right foot?

When in doubt, reach out


How interested are you in talking to an in-house corporate recruiter or a headhunter for a search and staffing firm about a new job opportunity?

50% 32% 18%

Extremely and very interested Somewhat interested Not very or not at all interested

82%

Discovery Search

Source: LinkedIn 2015 Talent Trends Report


Top 3 ways candidates want to be contacted

Discovery Search


2015 Talent Trends 26Regardless of your level of interest, what are the most important pieces of information that a recruiter

should include in their initial message to you?

What should you talk about when you first reach out?

2 Why you’re reaching out to them specifically

1 The role’s responsibilities

3 Projected salary range

4 The company’s culture

5 The company’s mission


Discovery Search

Make it personal, and cover what candidates care about

2015 Talent Trends 27 What channels do you use to look for new job opportunities?

Make sure candidates can find your opportunities

1 Online job boards

2 Social professional networks

3 Word of mouth

4 Company websites

5 Professional groups

6 Search engines

7 Online advertising


Discovery Search

Top channels where they look for jobs

The Interview Experience

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Candidate journey

Application Interview

Quest

ions

/ fe

elin

gs

Act

ions

• Is the process easy or hard? • Is this organization really interested in

me?• Why haven’t I heard back??

• Update resume / LinkedIn profile • Apply to job• Wait for response• Reach out to employees at organization• Apply to other jobs

• Whoo hoo! • This is getting more serious… do

I really like this organization enough to switch?

• Set aside time, prep, and attend the interview

• Research organization reviews • Talk to employees or others

who have interviewed there


How can you make the interview great?

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The interview process influences perceptionInterview

say a negative interview

experience can change their

mind about a role or

company they once liked

83%say a positive interview

experience can change their

mind about a role or company

they doubted

87%


Interview experience also impacts the final decision


tip

How important is the overall interview experience in your decision to join a company?

77% 20% 3%

Extremely and very important Somewhat important

Not important

InterviewFinal

decision

Make the interview great to win over your candidates


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What can you do to make that interview top notch?

The prospective manager

A team member

An executive

Don’t know

A recruiter

Introduce them to the right people

Interview

Which one person is most important in determining whether you have a positive interview experience?



Outside of your interview with your prospective manager and/or team, which of the following are most important to you having a positive experience?

Bring your best assets forward in the interview

Interview

2 Having a conversation with leadership

1 Getting business questions answered

3 Experiencing company culture

4 Receiving interview follow up

5 Receiving clear logistics (time, location) in advance

What matters to talent on interview day



When talent want to hear from you: want to hear good news by phone

77%

InterviewFinal

decision

Stay connected after the interview day

After the interview, when do you want to hear from the recruiter about the role?

Whenever you have an update – 63% Periodically, even without news –

49% Only to extend an offer – 47% Only to deny an offer – 44% 65%

want to hear bad news by email


Exceed candidate expectations


A majority of talent wants to receive interview feedback, but less than half have received it before.

more likely to consider your company for a future opportunity when you offer them constructive feedback

4x

Interview

Candidates are:


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Interview

Interview process takeaways

1) The interview is critical to your organization’s talent reputation / recruiting success

2) Nail the basics, like logistics, locations and communications

3) Establish a consistent process with your hiring managers – ensure a positive experience throughout all interactions

4) Hiring manager and a teammate are interview must-haves

5) Show off your great nonprofit culture!

6) Gather feedback and share as much as you can with the candidate

7) Don’t go dark – keep in touch with the candidates through the final decision

8) Play your cards right, and keep them warm for another opportunity!

The Final Decision

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Candidate journey

Final decision

Quest

ions

/ fe

elin

gs

Act

ions

• Will I enjoy working here and find it meaningful? • Will I get along with my manager?• Will this give me the means to support my family? • Do I fit in with this culture?

• Talk to employees, friends, family • Look for answers to questions from recruiters & hiring manager• Weigh out all the factors to see if the decision is overall best for me


Back to that final conversation. What influences her?


Which of the following are the three most important factors that would entice you to accept a new job opportunity?

Better compensation

Better work / life balance

Better place to work (culture)

Better fit for my skill set

Opportunities for advancement

Better location

More challenging work

Better professional development

13%

27%

19%

26%

25%

27%

32%

42%

13%

23%

23%

24%

25%

31%

34%

48%

Interested in working at a nonprofit

Full time nonprofit experience

Final decision

Top factors for potential nonprofit talent (US / Canada) when considering a job offer



Besides compensation, what can you control?

Final decision

Better professional development – what educational / training programs do you offer for your employees?

Better work / life balance – what is your culture like? Do you offer flexible work hours or arrangements?

Opportunities for advancement – do you support internal mobility?

More challenging work– what is more challenging than saving the world??Better place to work (culture) – how do you celebrate the ordinary, foster relationships, make things fun?


How do you benchmark and determine what is a fair salary?

Depends on perceived value of role

Set percentage change from last role

Talking with colleagues

Government statistics

Online research

60%

49%

40%

12%

30%

How professionals benchmark salary

Final decision

Benchmark in a similar way so that you can level-set expectations



Key takeaways1. Your potential talent pools go well beyond the nonprofit industry.

• Take advantage of your purpose-driven work - 3 out of 4 are open to a job with you, and many are actively switching!

2. When in doubt – reach out. • Personalization and detail about the role is key in the first communication.

Use InMails, emails, or cell. 3. The interview process is VERY important.

• Perfect details like the logistics, and training for your hiring managers.• Show off your culture, and the impact your employees make.• Provide feedback to the candidate throughout or after.

4. Keep in touch• Giving updates, reaching out, and making an effort goes a long way.

5. Adjust offer details you can control• Candidates care about a lot more than compensation – win over your rock

star talent by understanding what else they want.

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Other LinkedIn resources for nonprofits

Find employees - 50% off a full time job posting

Find board members / volunteers - 90% off a job posting for a volunteer or board member

General resources- Case studies, tip sheets

LinkedIn for Nonprofits – watch the webinar overview of all our nonprofit offerings

Advanced search – great free tool

nonprofit.linkedin.com

Email us – [email protected]

https://nonprofit.linkedin.com/?src=ss-sl&veh=nonprofitjune2webinar-annotation&utm_source=slideshare&utm_medium=social&utm_campaign=annotation

Recruiting & HR

Win Over Rock Star Talent On a Nonprofit Budget