Recruiting for Culture
Recruiting for Culture
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Culture can be a secret weapon in a nonprofit recruitment strategy!
Culture can be a secret weapon in a nonprofit recruitment strategy!
Recruitment is a vital aspect of nonprofit organizational operations. From recruiting employees to volunteers, there are several steps a nonprofit organization can take to connect with their candidate pools. The following is a more in depth look at how to use culture as a valuable tool in the recruitment process.
What is Culture
What is Culture
Culture is a great way to help your organization stand out to candidates. But what is it? How do you use it when recruiting?
Culture is a great way to help your organization stand out to candidates. But what is it? How do you use it when recruiting?
This micro-training focuses on the basics of culture including a basic definition and an introduction into culture elements. Watch to learn more!
This micro-training focuses on the basics of culture including a basic definition and an introduction into culture elements. Watch to learn more!
Culture combines a multitude of elements that come together to distinguish one organization from another. An organization can capitalize on some or all of these elements to attract employees and volunteers.
Culture combines a multitude of elements that come together to distinguish one organization from another. An organization can capitalize on some or all of these elements to attract employees and volunteers.
Why Culture is Important
Why Culture is Important
Culture is a key tool that can be used when recruiting volunteers or employees. Click into the Prezi to learn how to emphasize your nonprofits mission and vision as a part of your recruiting strategy!
Culture is a key tool that can be used when recruiting volunteers or employees. Click into the Prezi to learn how to emphasize your nonprofits mission and vision as a part of your recruiting strategy!
Recruiting for Culture
Recruiting for Culture
Recruiting for culture is an important aspect of finding motivated employees and volunteers for your nonprofit organization. But how can that be done?
Recruiting for culture is an important aspect of finding motivated employees and volunteers for your nonprofit organization. But how can that be done?
A two part framework gives nonprofit organizations a simplified process to identify organizational culture and how to incorporate culture into recruitment tools:
Step 1: Identify and assess elements of organizational culture.
Step 1: Identify and assess elements of organizational culture.
Which elements set your organization apart and make it what it is?
(Look back at cultural elements above!!)
Does your organization have...
Does your organization have...
...a unique mission or set of goals that potential employees/volunteers may identify with?
...a fun, upbeat, and interactive work environment?
...a unique history you feel is important to your organization and wish to share with potential employees/volunteers?
Step 2: Incorporate elements of organizational culture into recruitment tools.
Step 2: Incorporate elements of organizational culture into recruitment tools.
Recruitment is all about advertising! SHOW people what your organization is all about. Appeal to WHY they want to work for you.
Give 'cues' in your recruitment materials to hint at your organizational missions, visions, and goals beyond basic job and position information.
Read through the following job advertisements below, then take the small, corresponding quizzes. The focus of this exercise is to understanding how to identify and use culture as a recruitment tool. The following examples are only sections of complete job descriptions:
Read through the following job advertisements below, then take the small, corresponding quizzes. The focus of this exercise is to understanding how to identify and use culture as a recruitment tool. The following examples are only sections of complete job descriptions:
QUESTION 1
QUESTION 1
TransferWise (2020). Careers. Retrieved from TransferWise: https://www.transferwise.jobs/teams/analytics/
QUESTION 2
QUESTION 2
Additional Resources
Additional Resources
For more sources outlining how to successfully use culture as a recruitment tool, see the links below!
DDI report on recruiting for culture fit
SHRM toolkit on understanding & developing org. culture
Reminder to use culture in recruitment but don't blindly hire for 'fit'
Article specific to mission/mission statements in nonprofits
A very readable/user-friendly guide to writing mission statements in nonprofits
Sources
- Alter, S. (2015). Recruitment & Staffing. Journal of Property Management, 80(3), 42–47.
- “Avoid Common Hiring Mistakes to Ensure Recruitment Success.” Nonprofit Business Advisor, vol. 2015, no. 311, 2015, pp. 6–8., doi:10.1002/nba.30097.
- Birasnav, M., Goel, A., & Rastogi, R. (2012). Leadership behaviors, Organizational Culture, and Knowledge Management Practices: an Empirical Investigation. Amity Global Business Review, 7, 7–13.
- Elkin, L. (1993). The power of vision in creating a new business management culture. Armed Forces Comptroller, 38(4), 9.
- Kontoghiorghes, C. (2016). Linking high performance organizational culture and talent management: satisfaction/motivation and organizational commitment as mediators. International Journal of Human Resource Management, 27(16), 1833–1853. https://doi.org/10.1080/09585192.2015.1075572
- Lee, Y., & Brudney, J. L. (2012). Participation in formal and informal volunteering: Implications for volunteer recruitment. Nonprofit Management & Leadership, 23(2), 159–180. https://doi.org/10.1002/nml.21060
- Mitchell, M. A., & Yates, D. (2002, March). How to Use Your Organizational Culture as a Competitive Tool. Nonprofit World, pp. 33-34.
- Schweyer, L. K. (2018, April). Inside Out: A Fresh Perspective on Finding Volunteers. Nonprofit World, pp. 14-15.
- SHRM. (2020, February). Understanding and Developing Organizational Culture. Society for HumanResource Management.
- Sparks, D.M., & George, W. R. (1984, March). Marketing for Volunteer Service Organizations: A Case Study. Nonprofit World Report, pp. 24-34.
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