How to Improve Employee Performance at Your Workplace

For any organization, attracting and retaining top talent is important for growth and long-term success. For non-profit organizations (NGOs), it is even more important. Since these organizations have limited budgets and often high turnover, the stakes are higher. Therefore, successful recruitment and retention strategies are necessary to bring – and keep – the right people in your NGO.

However, that challenge becomes tough because most non-profits often have fewer resources to spend on human resources (HR) functions than their for-profit counterparts. Fortunately, a few right HR strategies and partnering with a Professional Employer Organization (PEO) can help your non-profit not only recruit effectively but also retain top talent.

In this post, we will dive into the most effective recruitment and retention strategies for non-profits. Moreover, we will explore how PEOs can help enhance your HR practices to enable you to do more with fewer resources.

Quality Recruitment for Finding the Right People

When it comes to recruiting top talent for a non-profit, the process must be strategic and carefully thought out. Non-profits often have smaller teams, and that means every person on the team is a major participant in the organization’s success. This makes hiring the right people more critical.

Define the Role Clearly

Before you start the recruitment process, make sure you have a crystal-clear understanding of the role and what you're looking for. This will help you attract only the right candidates and set the stage for easier, more efficient onboarding once you hire. For instance, the job description should accurately reflect the following aspects of the offered role:

• Key responsibilities
• Required skills
• Qualifications
• Expected impact on the non-profit's mission

If you have a clear, well-defined job description, you will have a better chance of attracting candidates who are passionate about your cause and have the skills to make a meaningful contribution. This approach will lead to a higher quality of applicants (and a potentially higher retention rate).

Leverage Their Passion for the Cause

Non-profit organizations often have a unique advantage in the recruitment process – because they are mission-driven. For many candidates, the chance to contribute to a greater cause is a major motivator. So, to attract top talent, you must communicate your mission, vision, and values clearly throughout the recruitment process.

You can use storytelling to highlight the difference your organization is making, which can help draw in candidates who are not only qualified but also deeply invested in the cause. Moreover, you can show your organizational culture and mission during interviews, which will help them set expectations upfront. As a result, candidates will understand the type of environment they are entering.

Expand Your Candidate Pool

Non-profits can often struggle to compete with for-profit companies in terms of salaries and benefits. However, many non-profit professionals value the opportunity for growth. In addition to that, there’s the satisfaction of doing meaningful work and the potential for professional development over higher wages.

You can use that to attract a broader pool of candidates and expand your recruitment efforts to include diverse job boards, networks, and even volunteer or internship programs. Slowly, these lead to full-time opportunities. Why? Because attracting talent from multiple sources can significantly increase your chances of finding the right person for the job.

Retention Strategies to Keep Your Best People

Once you’ve recruited talented individuals, the next step is retaining them. Non-profits face high turnover rates, particularly in entry-level positions, which can be costly both financially and in terms of organizational disruption. Therefore, you have to create a positive and supportive work environment that makes it worthwhile for the resources to stay.

Offer Competitive Benefits Packages

While salaries in non-profits may not always be on par with for-profit organizations, you can still offer a robust benefits package to fill the gap. This can include healthcare, paid time off, retirement benefits, professional development opportunities, and flexible work arrangements.

Even perks such as wellness programs or employee assistance programs (EAPs) can go a long way in improving employee satisfaction. And when you offer benefits like healthcare and retirement plans, your non-profit can compete with for-profit employers and create a more stable – and engaged – workforce.

Provide Opportunities for Growth

Another critical factor in retention is to offer your employees opportunities to grow within the organization. For that, you can offer professional development, cross-training, or mentorship programs. These types of initiatives help employees see a clear path toward advancement.

When employees know that there is potential for career progression, they are more likely to stay with the organization long-term. In addition, offering recognition programs or rewarding employees for their contributions will help them develop a sense of accomplishment.

Besides, it can encourage loyalty because when employees feel valued, they are more likely to remain committed to the organization.

Create a Positive, Inclusive Workplace Culture

Non-profits often pride themselves on creating inclusive, supportive, and community-focused work environments. You can also use that to retain top talent because it is important to foster this type of culture.

You should encourage open communication and work within teams to exchange regular feedback. As a result, you can create a culture where employees can share ideas or voice concerns. A culture of inclusivity and mutual respect helps employees feel a strong sense of belonging and value, which can improve the retention rate.

Focus On Work-Life Balance

For many non-profit employees, working long hours due to resource constraints is routine. However, that often leads to burnout. So, try offering flexibility in working hours along with remote work opportunities.

You can try the four-day workweek to potentially increase the employee retention rates – because now your team members will have a better chance at achieving their desired work-life balance. According to Gallup, employees who have the ability to work remotely or at least flexibly are more likely to stay with their current employer.

How PEOs Can Support Non-Profits in Recruitment and Retention

Now, how can PEOs provide non-profits with the HR support they need to improve their recruitment and retention strategies? PEOs handle essential HR functions such as payroll, benefits administration, compliance, and employee relations. This allows non-profits to focus more on their mission and less on administrative burdens. Here’s more!

Access to Competitive Benefits

With a PEO, your non-profit can offer competitive benefits like health insurance and retirement plans. You should note that these types of perks are typically available to larger organizations. As a result, this gives you a competitive edge in attracting and retaining top talent. At the same time, you’ll be making sure that your non-profit stays appealing in today’s employee-driven market.

Streamlined Recruitment

Partnering with a PEO will significantly enhance and streamline your hiring process. They will be handling tasks like:

• Job postings
• Candidate screenings
• Background checks

They’ll help craft detailed job descriptions and build a strong interview process. That way, you can make sure that you’re meeting and evaluating the right people – and saving your valuable time and resources.

HR Compliance Assistance

Today, staying compliant with employment laws can be overwhelming. As a non-profit, the pressure increases, especially if you’re operating without an HR team. However, a PEO can guide you through complex regulations and help you become fully compliant with state and federal laws. This will not only minimize the risk of costly legal issues but also help you maintain a positive work environment.

Improve Your Recruitment and Retention with TBM!

We understand how recruiting and retaining top talent in the non-profit sector can be challenging. But with the right strategies and support, creating and fostering a team of reliable, motivated, and committed professionals is possible.

To do that, our focus should be on quality recruitment and offering competitive benefits best for your industry. You should also focus on fostering a positive culture and providing opportunities for growth. Then, as a non-profit, you can create a working environment where top talent wants to stay.

You can also partner with a PEO like TBM. Since 1993, TBM has been helping companies in New York state and has expanded its service to countries throughout the US.

Reach out to TBM today to learn more about how we can streamline your recruitment process!