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Win Over Rock Star Talent On a Nonprofit Budget

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70% of professionals in the US and Canada are interested in working at a nonprofit. Click through to hop into the candidates mindset to learn how to attract, hire and retain these professionals.

Published in: Recruiting & HR
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Win Over Rock Star Talent On a Nonprofit Budget

  1. 1. Hire Rock Star Talent on a Nonprofit Budget
  2. 2. 2015 Talent Trends 2 Meet the Presenters
  3. 3. 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
  4. 4. 4 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 profiles Sector 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 1 2
  5. 5. 5 Nonprofit staff growth – 50% in 2015* Private sector growth – 36% in 2015* *Nonprofit HR | 2015 Nonprofit Employment Practices Survey Results
  6. 6. Nonprofit Talent Landscape - 2015
  7. 7. (Almost) Everyone wants to work for a nonprofit 3 out of 4 in the US / Canada are interested in working at a nonprofit
  8. 8. 8 Instead of focusing your efforts on just one nonprofit professional…
  9. 9. 9 There are many candidates that are interested in what you have to offer!
  10. 10. Talent Behavior
  11. 11. Movement into the nonprofit sector Source: LinkedIn site data for positions dated from March 2013 – March 2015 65,087 671,162 for profitnonprofitgovernment
  12. 12. Industries with professionals switching to nonprofits Source: LinkedIn site data for positions dated from March 2013 – March 2015
  13. 13. Source: LinkedIn site data for positions dated from March 2013 – March 2015 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
  14. 14. 14 Nonprofits are hiring in 2015 Source: http://www.nonprofithr.com/wp-content/uploads/2015/02/2015-Nonprofit-Employment-Practices-Survey-Results-1.pdf
  15. 15. 15 Find nonprofit talent outside of the nonprofit sector Source: LinkedIn site data for positions dated from March 2013 – March 2015 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. 16. 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
  17. 17. 17 Advanced search example
  18. 18. Candidate Journey
  19. 19. 2015 Talent Trends 19 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.
  20. 20. 20 Candidate journey Final decisionDiscovery Search Application Interview Lucy Peruit Marketing Manager How can you purposefully engage her?
  21. 21. 2015 Talent Trends 21 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.
  22. 22. Discovery & Search
  23. 23. 23 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 Questions/feelingsActions • 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 Lucy Peruit Marketing Manager How can you start the relationship on the right foot?
  24. 24. When in doubt, reach out 2015 Talent Trends 24 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
  25. 25. 2015 Talent Trends 25 Top 3 ways candidates want to be contacted Discovery Search Source: LinkedIn 2015 Talent Trends Report
  26. 26. 2015 Talent Trends 26 Regardless 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 Source: LinkedIn 2015 Talent Trends Report Discovery Search Make it personal, and cover what candidates care about
  27. 27. 2015 Talent Trends 27What 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 Source: LinkedIn 2015 Talent Trends Report Discovery Search Top channels where they look for jobs
  28. 28. The Interview Experience
  29. 29. 29 Candidate journey Application Interview Questions/feelingsActions • 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 Lucy Peruit Marketing Manager How can you make the interview great?
  30. 30. 30 The interview process influences perception Interview 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% Source: LinkedIn 2015 Talent Trends Report
  31. 31. Interview experience also impacts the final decision 2015 Talent Trends 31 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 Interview Final decision Make the interview great to win over your candidates Source: LinkedIn 2015 Talent Trends Report
  32. 32. 32 What can you do to make that interview top notch? The prospective manager A team member An executive Don’t know A recruiter Prospective Manager An Executive Don’t Know A Prospective Team Member 58% 19% 13% 3% 3% A Recruiter Introduce them to the right people Interview Which one person is most important in determining whether you have a positive interview experience? Source: LinkedIn 2015 Talent Trends Report
  33. 33. 2015 Talent Trends 33 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 Source: LinkedIn 2015 Talent Trends Report
  34. 34. 2015 Talent Trends 34 When talent want to hear from you: want to hear good news by phone 77% Interview Final 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 Source: LinkedIn 2015 Talent Trends Report
  35. 35. Exceed candidate expectations 2015 Talent Trends 35 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: Source: LinkedIn 2015 Talent Trends Report
  36. 36. 36 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!
  37. 37. The Final Decision
  38. 38. 38 Candidate journey Final decision Questions/feelingsActions • 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 Lucy Peruit Marketing Manager Back to that final conversation. What influences her?
  39. 39. 2015 Talent Trends 39 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 Source: LinkedIn 2015 Talent Trends Report
  40. 40. 2015 Talent Trends 40 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?
  41. 41. 2015 Talent Trends 41 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 Source: LinkedIn 2015 Talent Trends Report
  42. 42. 2015 Talent Trends 42 Key takeaways 1. 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.
  43. 43. 43
  44. 44. 44 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 – nonprofitsolutions@linkedin.com

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