#1 Job requirements:
Now → Non-profits tend to place a greater emphasis on candidates with experience in the non-profit sector, while tech organizations may place a higher value on technical skills and experience with specific technologies.
Later → Non-profits deserve skills and experience. Similar to how Bell Labs innovated, experience in different sectors can bring new efficiencies and ways of looking at problems.
#2 Hiring timeline:
Now → Non-profits may have a slower hiring timeline due to limited resources, while tech organizations may move more quickly due to the fast-paced nature of the industry.
Later → Non-profits can implement efficiencies for sourcing and screening talent, to minimize resource lift in early stages (such as), and making the process more efficient - implementing scaleable screening modules and assessment tools. Prioritizing focus on roles to when they are needed, and when hiring teams can dedicate time to support the search.
#3 Interview process:
Now → Non-profits may place a greater emphasis on cultural fit and a candidate's passion for the mission, while tech organizations may focus more on technical skills and problem-solving ability
Later → More and more talent are looking for meaning in their work. Just like in a for-profit company, we look for talent that appreciates the product and what the company stands for. That shouldn't be compromised in a non-profit hire, but an emphasis should be on the skills needed to excel at the work at hand.
#4 Recruiting channels:
Now → Non-profits often rely more on referrals, networking, and job fairs, while tech organizations may use more targeted recruiting efforts, such as online job boards and social media.
Later → Relying on referrals can be great, but can magnify problems that might exist in the org rather than creating an environment to move past them. Referrals can limit diversity and ideas. Again, referrals can be great, but shouldn't be a primary source of hire. (Sourcing tools, LI Recruiter creative reach out, creative sourcing based on unique skills and interests, older populations that bring skills but willing to work at a different pace)
#5 Salary and benefits:
Now → Non-profits may have limited budgets for salaries and benefits, while tech organizations may offer more competitive compensation packages
Later → With a tumultuous job market and changing generational values, more than ever employees value things beyond just comp. Non-profits can compete for the best with benefits that often best in class, fulfilling and meaningful work, and creative and flexible work arrangements.