1. Tudor Group | All content copyright 2015 1
Recruiting a Workforce for the
Non-profit Organization
Introduction:
Attracting top talent is critical in any organization in order to succeed in its
mission. Non-profits encounter a unique set of challenges when recruiting a
workforce with limited budgets competing for the best talent in highly competitive
markets. Can a non-profit succeed in finding the best talent with these
constraints? Can a non-profit retain leadership that propels its mission forward
with these limitations? The answer is a resounding yes!
Special Olympics, the global advocate for people with intellectual disabilities, held
the world’s largest sports and humanitarian event in Los Angeles, California. The
games united the world through sports in a celebration of the abilities and
accomplishments of people with intellectual disabilities and championed a new
vision of universal acceptance. The games hosted 7,000 Special Olympics
athletes from 165 nations, 30,000 volunteers, 3,000 coaches, and 500,000
spectators.
Project Scope:
The project, at peak, had a total of 525-mixed workforce (FTE, STE, Contract,
Secunded, Interns, & Volunteers).
0
50
100
150
200
250
300
350
Paid Staff Contractors Secunded Volunteers
& Interns
Workforce!

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The following are job categories that were recruited for:
§ Sports and Large Event Management
§ Operational Large Event Management (Transportation, Security,
Medical)
§ Development & Philanthropy
§ Sales and Sponsorship Development
§ Media, Communications and Broadcast
§ Technology and Networking
§ Guest Services and Entertainment Event Management
§ Finance and Accounting
§ Human Resources and Volunteer Services
Estimating 25 candidates per open position we needed to source 10,250
candidates and have hiring managers conduct 1,269 interviews. One of the
immediate concerns to answer was, “Do we have the resources to support the
sourcing and recruiting?”
The following resource limitations were considered in forming the recruitment
strategy:
§ Limited recruiting workforce with one Director of Recruiting for 20 months
and one recruiter for 9 months.
§ Limited budget for recruiting (>$5k).
§ Limited exposure and timetable for brand marketing of jobs.
§ Job market tightening and candidates not accepting short-term positions.
§ Short-term positions duration fall in big vacation months (June, July,
August).
Clearly, a comprehensive recruitment strategy and a streamlined recruitment
process were needed to meet these challenges. How would we execute a
recruitment strategy that would meet the workforce demands?

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Solution:
Leverage Technology
An intuitive applicant tracking system (ATS) was needed to create a seamless
process and an excellent candidate experience. It was imperative that all
candidates flow through the ATS. Zoho Recruit provided many features at a low
cost to meet these needs.
Leveraging video technology helped to aid in the interview process, both
domestically and internationally. Instead of paying heavy travel expenses to bring
candidates in for in-person interviews, video technology like Skype and Google
Hangout provided face-to-face interaction between Hiring Managers and
candidates.
Online survey tools, such as SurveyMonkey, served as an important tool for
reference checking and feedback on candidate experience.
The usage of these tools allowed the recruiter to focus on executing the
recruitment strategy and keep costs low, considering Skype, Google Hangout,
and SurveyMonkey can be used for free.
Sourcing
Sourcing can be the Achilles heel of a recruiter. A recruiter is only as good as the
candidates sourced. However, sourcing takes a considerable amount of time to
do! How do you source quality candidates with limited resources? On this project,
we sourced using a mixed methodology through Career Portals, niche job search

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engines, pay-per-click campaigns, Twitter, Google Hangouts, job fairs, and
employee referral program (5-8% candidates sourced through ERP).
LinkedIn proved to be a powerful sourcing resource. Developing an organization
page, passive candidate searching, leveraging inventory of banner impressions,
job posting directly on LinkedIn, and networking in groups provided up to 35% of
the candidates sourced. LinkedIn and Volunteermatch have a channel
partnership, which helped recruit for a number of volunteer positions within our
organization.
Process Optimization
After consider staffing budgets, technology, and source effectiveness, a
streamlined process was mission critical to fulfilling the hiring timetable. How did
we streamline the process?
While every organization will have its unique requirements necessary to include
stakeholders, mapping out the overall process in a clear and defined way helps
everyone in the organization to be on the same page, reduce redundancies, and
eliminate unnecessary steps in the process.
For example, we found that one useful agreement, requiring recruitment to
prescreen candidates with predetermined prescreening questions (provided by
the Hiring Managers) increased the overall quality of the candidates interviewed.
We were able to keep a 3:1 interview-to-hire ratio, providing the Hiring Managers
with the top qualified candidates.
LA2015
Career
Portal
13%
Embed
12%
Employee
Referral
5-­‐8%
Indeed
4%
LinkedIn
35%
Other
16%

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Conclusion:
Developing a strong recruitment strategy that leverages today’s technology can
help the non-profit organization overcome the obstacles of finding the right
candidate. In the end recruitment sourced 8,000 candidates and hired 525
employees with a 4% attrition rate. Along with strong collaboration among
departments and an “all hands on deck” attitude to assist with recruiting,
interviewing, and hiring of candidates, a non-profit organization can find the best
workforce, retain the workforce through leadership and development, and move
its mission forward.
Contact:
Do you need help in recruiting top talent for your non-profit organization? Let’s
discuss your needs today!
JEREMY TUDOR, CIR, GMS
Cell: 919.259.4129 | Email: jtudornc@gmail.com
LinkedIn: http://www.linkedin.com/in/jeremytudor
Jeremy worked as Director of Recruiting for the Special Olympics World Games
2015. He has 15 combined years working with non-profits and global
corporations in Talent Acquisition and Project Management. When he’s not
thinking about the next project he’s hanging out with his best friend and beautiful
wife Christie, their three amazing kids, Luke, Julianne, and Bellamy along with a
Boston Terrier name Mr. Rupert Giles, a few cats names Xander and Willow, two
birds, and a Bearded Dragon named Spike. When Jeremy travels the joke is
what new pet will be greeting him when he arrives home!