Money Isn't Everything: How Non-Profits Can Win the Talent Game

Over the years, I’ve advised a number of non-profit leaders on how to win the talent game. Many leaders start out thinking, “We can’t afford to hire top talent.” My reply is, “You can’t afford not to.” By the end of our engagement, most have changed their mindset to, “The people we serve deserve the best, and so do we.” Here is how non-profits can play the talent game and come out winning.

Adjust your mindset: If you really think you don’t deserve the best because you aren’t able to pay what the for-profits can pay, then you are starting out with a self-fulfilling prophecy. Here’s what I mean by this. You immediately toss aside resumes from people who appear to be out of your price range, even though you have no idea what they are seeking in terms of compensation. I see this happen all the time. The non-profit leader then hires someone who will do, rather than someone who will do more. As a result, mediocrity takes hold and the overall expectations sinks down to the lowest common denominator—the average hire that was just made.

Hire on purpose: Purpose is the new currency. Today’s workers, especially Millennials, are looking to create a life where their work matters. Many will gladly exchange a fancy office or more compensation for a job that allows them to make a difference. However, not everyone is able to connect the dots on their own. That’s where you come in. Non-profit leaders must be sure that the purpose of the organization is front and center at all times. They must also help those in their jobs see exactly how their work ties into the purpose.

Be magnetic: What if you didn’t have to recruit people to come work for you? What if instead, people reached out to you because they wanted to work for you. Imagine how sweet life would be? My client, Catherine D’Amato, CEO of The Greater Boston Food Bank knows first hand the impact magnetism can have, when it comes to attracting talent. She recently hired someone who sought her out. The candidate came to her and said, “I want to work here. There is so much I can do for you.” Within a few weeks, she was hired. There are many other people in line wanting to work for D’Amato, as she is one of the most magnetic leaders I know.

You may be magnetic as well. One of the secrets of magnetism is making sure you aren’t a best-kept secret. Here are some of the ways you can do this. Speak, where you can. Make time for informational interviews. Network.

Compete on your own terms: Most likely you’ll never be able to compete solely on salary. However, you can out maneuver the for-profit competition by taking a different stance. Provide workers with flexible schedules. Create the kind of workplace that you wish you had when you first started your career. Give those who demonstrate they have the aptitude, an opportunity to work in areas where they may have no experience. Help them grow their careers.

Let people go: It might seem counter-intuitive that I’m suggesting you let people go in order to win the game of talent, but this is exactly what you must do. People will reach their expiration date (and I’m not talking about age) and will not necessarily know that the time has come for them to move on. They may have gone as far as they can in your organization or they may no longer be a good fit as the organization morphs. Or perhaps you believe they can do much more for the good of our world than their current job will allow.

Work together to help them transition out of the organization. By doing so, you’ll make room for fresh air to flow into your non-profit. And for those whom you felt needed the opportunity to grow elsewhere, let them know you’d welcome them back, after they’ve had an opportunity to experience life more fully elsewhere.

Find the money: I said that money isn't everything. However it still matters. Money isn’t a resource. It’s a matter of priority. Take a look at your pay scale and be sure you are providing a livable wage to those in your employ. When doing so, keep in mind that if your own people aren’t taken care of, then how can they take care of others?

If you still believe you can’t afford to pay people more, then take a play out of one of my client’s playbooks. She too didn’t think she could afford to raise pay levels in her organization. That was until I showed her how much she was spending, as a result of employee turnover. She quickly realized that she could no longer dismiss the fact that so many of her well trained and talented employees were leaving because they could no longer afford to stay. She found the money and is now freed up to spend her time on other matters—like the clients her non-profit serves.

I've got lots more ideas on this topic, so if you'd like to discuss how you can exponentially increase your hiring results, reach out to me at [email protected].

? Matuson Consulting, 2018. All Rights Reserved.

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