One recurring challenge we hear from grantees: issues with staffing and finding the right fit.

Many organizations are facing staff shortages, high turnover, or long-vacant positions. In the 2023 Nonprofit Workforce Survey by the National Council of Nonprofits, over 75% of nonprofits reported difficulty in recruiting and retaining staff, primarily due to salary constraints, workload, and lack of qualified candidates.¹

With a few strategic changes to your hiring process, you can improve your chances of finding not just a candidate, but the right candidate. This article outlines five key strategies grantees can adopt to strengthen hiring outcomes while staying true to their mission and values.

Craft a clear, accurate job description

When writing job descriptions, be sure to include:

• Clear responsibilities: Describe what the person will do on a day-to-day basis. Avoid vague phrases like “wear many hats” and instead use specifics, such as “coordinate recruitment events” or “manage partnership development.”
• Required vs. preferred qualifications: Separate the must-haves from the nice-to-haves. Research shows that women and BIPOC candidates are less likely to apply if they don’t meet 100% of the qualifications.²
• Team and organizational context: Include information about who the position reports to, how the team works (remote/hybrid/in-person), and the organizational mission.

Practice salary transparency

Being transparent about salary ranges:

• Reduces wage gaps: Transparent salary ranges help level the playing field, especially for women and BIPOC applicants who are often underpaid relative to their peers.³
• Builds trust:Transparency reflects your organizational values and increases your credibility.

Be sure to highlight the total compensaton being offered. If you can't offer a high salary, be upfront, but emphasize benefits such as flexible work schedule or professional development.

Advertise in the right places

Posting the job correctly can go a long way toward success. Keep these in mind:

• LinkedIn: High reach and professional targeting. Use paid postings to reach relevant industries or geographic areas.
• Idealist.org: A top choice for nonprofits and social impact jobs.
• Your own networks: Ask board members, partners, and community groups to share the post.

• Alumni associations: Many universities have dedicated job boards for their alumni.
• Local nonprofit hubs: State and city nonprofit associations often have job boards.

Hire for mission fit, not just a perfect resume

Sometimes a job candidate's potential doesn't translate well on a resume. Consider:

• Passion and purpose: Ask why they want to work in this role, at this organization, with this community.
• Growth mindset: Look for candidates who are adaptable, reflective, and open to feedback.
• Transferable skills: Don’t dismiss career-changers. Someone with customer service experience may thrive in community engagement or operations roles.

Streamline and respect the hiring process

When hiring, it's important to:

• Be transparent: Clearly state timelines (“Applications will be reviewed starting May 15”), interview rounds, and what is expected.
• Respond promptly: Even an automated “thank you for applying” message is better than silence.
• Give feedback: Especially to finalists who made it to interviews. A brief note on strengths and areas for growth can leave a positive impression.

Finding the right person isn’t just a hiring task; it’s a strategic investment in your mission. People bring your programs to life, connect with communities, manage partnerships, and embody your values.

Taking the time to create a thoughtful, fair, and transparent hiring process increases the likelihood of bringing in someone who will flourish and help your organization thrive in return. If you’re a grantee facing staffing challenges, remember that you’re not alone. As always, reach out to your TA liaison to brainstorm additional strategies.

Resources

• The Management Center—Hiring Toolkit
   https://www.managementcenter.org/resources/hiring/
• Society for Human Resource Management

Sources

1. National Council of Nonprofits. 2023 Nonprofit Workforce Survey Results. Found on the internet at https://www.councilofnonprofits.org/files/media/documents/2023/2023-nonprofit-workforce-survey-results.pdf

2. Tara Sophia Mohr. Why Women Don't Apply for Jobs Unless They're 100% Qualified. Aug. 25, 2014. Harvard Business Review. Found on the internet at https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified

3.  National Women's Law Center. Salary Range Transparency Reduces the Wage Gap. January 2020. Found on the internet at zhttps://nwlc.org/wp-content/uploads/2018/06/Salary-Range-and-Transparency-FS-2020-1.17.2020-v2.pdf

This project was supported by the Administration for Community Living (ACL), U.S. Department of Health and Human Services (HHS) as part of a financial assistance award totaling $10,000,000 with 100 percent funding by ACL/HHS.  The contents are those of the author(s) and do not necessarily represent the official views of, nor an endorsement, by ACL/HHS or the U.S. Government.