5 Ways to Improve Your Nonprofit’s Hiring Process

The role of an HR professional requires wearing many hats and with that comes the challenge of juggling multiple projects, involving various moving parts of a nonprofit organization. One of the biggest and most challenging tasks that lives on the desk of human resource professionals is recruiting/hiring new employees. Most have come to learn that the hiring process has a tendency to be biased, which comes with moments of being unfair to certain applicants. While most of it comes from an unconscious bias, these acts still play an intricate role in making a decision when hiring a new employee.

While bringing awareness to our natural bias and attempting to correct these behaviors can be difficult, there are solutions that can be put into place to offer your human resource’s team a strategic plan to help prevent such biases from occurring.  

1) Reformat your job descriptions: A job description is one of the most crucial parts of the hiring process. It sets the tone for everything that follows and the parameters around the type of person you’re looking to hire—from their skills to their capabilities. The use of different words can have a greater impact than you realize on the candidates that come across your job listing. For example, certain adjectives like “competitive” and “determined” can be more appealing to men where as “collaborative” and “cooperative” tend to resonate more with women.

2) Try “blind hiring”: A technique that “blinds” you from seeing any demographic-related information for a particular candidate. This approach can help improve the chances of not weeding out a great candidate and to retain a more dynamic interview pool without your natural bias interfering with the hiring process.

3) Assessments using work examples: Offering a test to solve work-related problems can be a helpful indicator to both the potential hire and employer— revealing their level of job performance and the opportunity for the candidate to demonstrate his or her skill level. This can help eliminate the bias and unconscious judgement of appearance, gender, age and personality.

4) Create a consistent interview process: While an unstructured interview can allow for a more organic conversation, it tends to be unreliable when predicting job success. Whereas in a structured interview, the candidate is asked a set of defined questions, allowing employers to focus on the key factors that have an impact on performance—this approach offers a consistent interview process and minimizes potential bias.

5) Implement goals of diversity: Creating these goals will offer guidance and define the parameters in which to abide by—this helps keep diversity and equality top of mind when hiring future employees. 

Categories:
Blog Label:
Tags:
SC
12/07/18 12:42 AM

More Blog Entries

07/12/24
Question: We’ve been both super busy and understaffed recently. Is there anything we can do during this time to help...
06/21/24
Nonprofit organizations – characterized by their commitment to social, charitable or educational missions – often operate under tight financial constraints....
06/14/24
Nonprofit organizations play a vital role in society, addressing various social, environmental, and humanitarian issues. ...

Terms Of Use

Privacy Policy and Terms of Use

UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.

Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.

UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.

Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.

This Privacy Policy and the Terms of Use for our site is subject to change.

Privacy Policy

Privacy Policy and Terms of Use

UST maintains a secure site. This means that information we obtain from you in the process of enrolling is protected and cannot be viewed by others. Information about your agency is provided to our various service providers once you enroll in UST for the purpose of providing you with the best possible service. Your information will never be sold or rented to other entities that are not affiliated with UST. Agencies that are actively enrolled in UST are listed for review by other agencies, UST’s sponsors and potential participants, but no information specific to your agency can be reviewed by anyone not affiliated with UST and not otherwise engaged in providing services to you except as required by law or valid legal process.

Your use of this site and the provision of basic information constitute your consent for UST to use the information supplied.

UST may collect generic information about overall website traffic, and use other analytical information and tools to help us improve our website and provide the best possible information and service. As you browse UST’s website, cookies may also be placed on your computer so that we can better understand what information our visitors are most interested in, and to help direct you to other relevant information. These cookies do not collect personal information such as your name, email, postal address or phone number. To opt out of some of these cookies, click here. If you are a Twitter user, and prefer not to have Twitter ad content tailored to you, learn more here.

Further, our website may contain links to other sites. Anytime you connect to another website, their respective privacy policy will apply and UST is not responsible for the privacy practices of others.

This Privacy Policy and the Terms of Use for our site is subject to change.