Attracting and retaining quality staff has again been highlighted as a major concern within the not-for-profit sector, according to a report by InSync Surveys.
The report, based on in-depth interviews and industry data, highlights budget constraints as the main driver for recruitment and retention problems.
“Differentiation is the key for not-for-profits to attract and retain quality staff. If not-for-profits don’t want to lose people to the higher paying corporate market, they need to consider creative measures such as non-financial benefits,” Insync Surveys chief executive James Garriock said.
“Promoting a range of benefits is fundamental; whether they be flexible work hours, succession planning, professional development or career opportunities,” added Mr Garriock.
The research suggests many not-for-profits attract candidates who have a strong personal belief in the mission of the organisation and as a consequence, this narrows the number of people to choose from during the selection process.
According to the report, it is often the case that when mission-aligned people join a not-for-profit, considerable effort and time is required to boost their skills.
“Limited funds not only mean lower salaries, but it impacts on the whole hiring process. A lack of job advertising budget can result in smaller candidate pools, putting pressure on HR professionals to hire staff who don’t always have the skills required for the job,” said Mr Garriock.
On the contrary, skilled staff who join not-for-profits require a variety of benefits to ensure long-term motivation and focus.
The report found that not-for-profit organisations are being pushed to the limit with fewer resources, reduced head count, uncovered instances of burnout and lower employee morale within
