The FIT Factor – How to Find Investable Talent For Your Non-Profit

As a talent acquisition specialist focused on identifying, attracting, and hiring qualified candidates for various non-profit roles, I've recently seen a significant shift within these organizations in the approach to talent acquisition. More organizations are adapting their approach to leverage the mission of their organization to attract and retain talent. Why? Because job seekers are more diligent than they've ever been in vetting potential employers, too. Finding meaning and fulfillment is no less important for many candidates than salary, job culture, and benefits. Thus, it is incumbent upon employers to recognize how and why selling their organization's mission can be a powerful tool in finding investible talent (or what I like to call the FIT Factor).

It's no secret that attracting and hiring qualified people who are a good cultural match for your company is critical, and missing the mark can be extremely costly. The Small Business Administration estimates that the cost of a bad hire can be 1.4 times the cost of the employee's base salary. That's an expensive but avoidable position to be in.

Delivering the FIT Factor

Preparing a landscape for our non-profit clients that will attract good talent is the essential first step in delivering the FIT Factor. It's an approach that puts the organization's mission at the forefront and leverages that mission to draw interested candidates.

It's so effective because, more than any other time in our history, candidates are aligning their core values with the organization's mission to determine if the role would fit them well. However, companies can benefit from this approach when identifying talent that would be an excellent fit for your organization. It's a win for culture and cost-effectiveness.

What Are You Looking For?

It's not uncommon for candidates to accept a role that perhaps pays slightly less than their current job, but it provides a better work environment or cultural fit for the candidate. Non-profits are often among the best organizations to work within due in large part to their culture and work environment. These employers can showcase their mission, culture, and examples of how staff members have grown and advanced within the organization to attract highly-quality talent that will have staying power on the job.

The most straightforward approach for organizations that seek to leverage their mission in the value proposition while hiring includes four key steps:

1.??????? Put the Mission Upfront – Nearly all Gen Z and millennials want purpose-driven work, and they are not afraid to turn down work that doesn't align with their core values, according to a 2024 Deloitte Global survey . Leading with the organization's aim is a powerful way to make an immediate impression on candidates.

2.??????? Values-Based Interviewing – Besides assessing skills and experience, non-profit interviews should focus on values alignment and cultural add. Behavioral and situational questions can reveal a candidate's motivation, work style, and ability to thrive in a resource-constrained environment. Further, involving multiple stakeholders in the interview process (staff, volunteers, and board members) can provide diverse perspectives on fit.

3.??????? Selling the Opportunity – Non-profits often compete with higher-paying corporate roles, so it's crucial to sell the unique benefits of the opportunity and the organization.? Employers can make a significant impression on candidates by emphasizing attributes like mission impact, professional development, work-life balance, and the chance to wear multiple hats. You can also share stories and examples of how staff members have grown and advanced within the organization.

4.??????? Investing in Onboarding and Development? – Proper onboarding is especially critical in resource-stretched non-profits. Providing mentorship, training, and transparent performance expectations can help new hires acclimate to the unique challenges of the non-profit environment. Additionally, offering ongoing professional development opportunities (e.g., conferences, trainings, and stretch assignments) can boost retention and engagement.

Spotting the FIT Factor

In the all-important vetting process to finding the right talent to meet the FIT Factor, employers should focus on the candidate's technical abilities, knowledge, and experience relevant to the job role. They should also look for specific examples from the candidate's past experiences that demonstrate proficiencies in critical areas needed for the role.

Evaluating the candidate's track record of success and achievements is also essential. This can help gauge their potential impact on your organization. When evaluating their success rate, consider factors like performance reviews, project outcomes, or any awards received.?

Interviews are often an excellent opportunity to measure a candidate's enthusiasm and commitment to the organization. These factors can significantly impact performance and job satisfaction. During interviews, you can often spot signs of genuine interest in the organization's mission, values, and goals.?

Finally, non-profit organizations serve diverse communities and benefit tremendously from having staff that reflects diversity. Hiring practices should be designed to mitigate bias and attract candidates from underrepresented backgrounds. Organizations can leverage job descriptions, diverse interview panels, and partnerships with community organizations to ensure that they have considered diversity in their talent acquisition efforts.

Alignment with the Company Culture is Key

When considering candidates for roles within your non-profit, your organization must consider the impact of the right cultural fit. It's that fit that is critical to the long-term success and harmony of the team overall. Assessing whether the candidate's personality aligns with the organization's values, work environment, and team dynamics will help bolster the likelihood of finding the investable talent your organization needs to thrive.

The Bottom Line

Investing in the FIT Factor is imperative because it can lead to sustained growth, improved retention, and greater innovation and problem-solving as talented individuals bring new ideas and approaches to the organization.?

Perhaps most importantly, finding candidates who can contribute to building a positive work culture – those whose talent aligns with creating an uplifting, supportive work environment where candidates are encouraged to grow – is vital to a more engaged and motivated team and fostering a culture of continuous improvement.?

If you read this and see opportunities for your non-profit to revisit its approach to hiring, it's never too late. Implementing the FIT Factor approach could be just the tool you need to improve your talent acquisition process.