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employ nearly 15% of the entire American labor pool. But competitive and economic fundraising challenges have set these organizations back and left them with tighter budgets to apply to hiring at a time when there simply aren’t enough workers to go around.

Today, some of the biggest challenges facing nonprofit organizations include:

  • Budget constraints
    Chief on the list of recruiter complaints surely falls under the financial restraints of most nonprofit organizations. In many fields, nonprofits compete against better funded corporate competitors, and it shows in their ability to reach talent with jobs that attract more candidates into the hiring pool. Job requirements may not be adequately advertised, and this can result in a smaller funnel of workers to choose from. As a result, many nonprofits promote from within. While this is a positive strategy for the career paths of current workers, it is failing to bring in the new blood necessary to sustain these organizations.
  • Noncompetitive salary and benefits
    Unfortunately, smaller budgets mean smaller salaries. This inability to compete against larger nonprofits or corporate competitors on salaries doesn’t always mean organizations won’t attract top candidates, but it rarely helps. Candidates can be attracted to the mission of the nonprofit, seeking a position where they can give back to the community. But when this desire isn’t at the forefront of the candidate’s selection criteria, the nonprofit is at risk of losing top-quality candidates to corporate competitors with bigger budgets and benefits. This could also have an impact on employee retention. Today’s hiring market has pushed recruiters to proactively engage with employed workers to entice them to “jump ship” if they are unhappy. Existing nonprofit employees may be at risk of being stolen away by a higher compensation package.
  • Lack of a formal recruitment strategy
    Smaller nonprofits may spread the hiring functions among existing team members. An Executive Director may wear multiple hats, from operations and fundraising to hiring. In these instances, we typically see these nonprofits lacking a cohesive long-term recruitment strategy to bring in top talent. In most competitive markets, with historically low unemployment, this is a necessity.

In the face of these unprecedented challenges, nonprofit organizations are likely to struggle to find, hire, and retain top talent. But there is one thing they can do now to improve their recruiting efforts. Nonprofit recruiting software can help these organizations achieve their mission.

How Can Nonprofit Recruitment Software Help Your Mission?

Nonprofit organizations now have access to the same recruiting tools that their for-profit competitors have. Next generation applicant tracking systems (ATS) notoriously low retention rates. This is particularly problematic with the candidate hiring pool is historically thin. With low unemployment, you need to retain as many employees as possible to achieve your service mission.

Nonprofit recruiting software can help you attract a better quality of candidates to the organization. The ATS positively impacts every stage of the hiring process, from writing and posting job requirements to communicating with applicants to hiring and onboarding.

Nonprofit recruitment software can automate many of the most time-consuming manual processes like emailing candidates, scheduling interviews, and note-taking. This can free up your time to focus in on other organizational needs.

Nonprofit recruiting software in the form of an ATS is like adding an additional team member devoted to the hiring process. The best tools are low-cost, cloud-based subscriptions that have customizable features but are extremely easy to use.

Simply put, nonprofit recruiting software can help these organizations achieve their mission, not retreat from it. Finding mission-driven employees faster is the ultimate goal of these products. Nonprofits failing to leverage these tools will continue to struggle to find workers in today’s competitive candidate markets.

TAM’s Mission — To Help Nonprofits Succeed

The Applicant Manager (TAM) has been a game changer for some of the largest nonprofit organizations in the nation as well as smaller regional nonprofits.

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