From donations and conferences to workshops and fundraising sessions, nonprofits around the world have come to accept that going virtual is the new normal. In effect, the volunteers and employees that nonprofits hire will have to be recruited virtually as well.

Photo by Cytonn Photography on Unsplash

The hiring principles of yesteryear will not work in a remote working revolution. This calls for new principles and approaches to hiring. Nonprofit human resource managers need to create new ways of hiring, from the job posting to the orientation.

As a team that has been working remotely for many years and employing people from Africa, Asia, and America, we would be glad to take you through some strategies every hiring manager in a nonprofit should have.

The job posting: your first step to the ideal candidate

Your job posting as a nonprofit is your first step to getting the right remote employee or volunteer. How you word your post, what you include and don’t include, and how you describe the entire position very much determines who applies and who doesn’t. Here are the tips and tricks of a great job post for nonprofits looking to hire remote talent.

A clear job title

 The most painful part of reading a job post for applicants is a job title that doesn’t immediately give them a clue of what the job is about. Ambiguity is not an option when it comes to creating your job titles. You should make your job title clear, simple, and easy for any applicant to understand.

Make it accountable and highlight the why

Apart from the experience needed to perform the job, nonprofits should also highlight the main accountabilities of the job. Additionally, the job post should be clear about every task to be performed and if there are miscellaneous tasks that would be done. They should include the job benefits and most importantly, highlighting why candidates should apply – with the benefits, the workplace culture, and more.

Don’t make it an essay

Some job postings are boring to read – large blocks of texts, many pages of content, and too many unfamiliar words. If you want to win the new generation of remote workers as a nonprofit, you need to be simple and straight to the point in your job posts. Use bullet points to highlight the benefits, the roles, and the general working environment. Make sure you keep things as simple as possible.

Don’t be vague

Some job posts end with a potential candidate not knowing exactly what they’re getting out of the job. As a nonprofit looking to hire remote talent, you need to be clear about the salary, the allowances, extra job benefits, whether there is a pay for overtime or not, the work environment, the flexible nature of the job, and more.

The new way of screening and interviewing candidates – zoom and recorded videos

At this point, you might have received so many applications for the roles you advertised. This is the end, but just the beginning. The screening stage is one of the most important part of hiring, and since it will be done entirely online, the rules of the game have changed dramatically.  Here’s how to make the remote screening and interview process work for your nonprofit.

Do a comprehensive candidate review?

Apart from the candidates resume, nonprofits should also try and review candidates social media profiles or their personal websites – that’s if they share these profiles during the application process. This helps nonprofits get a comprehensive view of a candidate.

Leverage the power of pre-recorded videos

One way to get to know more about candidates is through pre-recorded videos. Nonprofits should allow candidates record themselves – talking about their work, personal lives, and more. These short videos are great for nonprofits to shortlist the best candidates. Nonprofits could also add audio-only sessions where candidates pre-record themselves as a way of giving chance to introverts who may be good on the job but couldn’t express themselves completely through video.

Doing the actual interviews

The actual interview, which is of course a virtual one, provides nonprofits a platform to learn more about the candidate’s ideals and expectations. It is also an avenue for the nonprofit to talk more about its causes, mission, and what it will need from the candidate.

It is a session where each party gets to know each other well. Nonprofits should make it memorable by making sure they prepare beforehand like outlining the questions that will be asked the candidate and more. The actual interview should also be more conversational, allowing candidates to poor out their hearts.

Onboarding new hires – Working with your new employees

Once you’re done with the interview and made a choice as to who to hire, the next step is to welcome these new hires into the organization. With this, we went to CharityVillage to get some tips on onboarding new employees in the nonprofit sector:

Tips for organizations:

  • Be prepared and have a schedule in place for at least the first week – don’t wing it!
  • Have a schedule or documents for your new hire to lean on as they try to familiarize themselves with their new workplace.
  • Build time (a few hours, most likely) into the schedule for your new hire to review documents, technology platforms, your website, etc. Give them space to absorb all the new information – it’s an overwhelming time with a lot for your new hire to take in.
  • Try scheduling a virtual lunch or some social time to help your new hire start to build relationships throughout the team. Connect a few days in advance of the new hire’s start to date to give them a rundown of what they can expect on their first day/first week. It helps to calm nerves and makes the first day of virtual work much easier.