So you wanna be a… Not-for-Profit recruiter

Looking for a TA career change but not too sure how to get there? Our ‘So you wanna be a…‘ series takes a look at some of the more niche TA roles and digs deep into the who, how, and why behind them. We chat with some of your favourite TA leaders in that space to find out how they got started, what their role really looks like, and what tips and tricks they have for other TA superstars looking to get a foot in the door.

In this issue, we sat down with Eva Husted, Talent Acquisition Manager @ Autism Queensland, to find out what really goes on in the life of a Not-for-Profit Recruiter.

How does being a Not-for-Profit recruiter differ from being a recruiter in other sectors?

This is an easy one to answer – the passion in my team. I am surrounded by people motivated by deep-rooted passion for the cause, it’s why they joined an NFP and it’s so different from working in other sectors that are lead and determined by the number of monthly hires or dollars.

What led you to the role you’re in today?

Like a lot of people, I fell into recruitment completely by accident and found I loved it! There is something about the people and culture side of HR that is so positive and so diverse in the skills you need from marketing to negotiating to leadership development for your hiring managers and more. Once a role came up at a NFP for a cause I was super passionate about and could relate to, I didn’t think twice, I jumped in without hesitation.

You’ve had a range of experiences working in talent teams in different sectors. What are the key skills that you learnt in other sectors that you’ve brought across to working in NFP?

In NFP you have a lot less to work with so there are some key skills that will help to be more strategic in your approach which you will need to rely on so much more than if you were in other sectors. 

1. Relationships matter! It shouldn’t make a difference if it’s a candidate, a hiring manager, an agency, an admin, or a CEO. They are all equally important so nurture those relationship – you never know when something will circle back down the road!
   
2. Flexibility is key. As TA professionals we can sometimes get so stuck on our own preferred processes and way of working that we forget that it may not necessarily be the best way to work in that sector or organisation.
   
3. Work smarter not harder – and question everything. Why is that part of your recruitment process? Are you keeping it because that is how it has always done it or because it’s actually useful? If that is lending strength to the hiring decision – do you need it to stay at the beginning of the process or can you flip it to be at the end to make it more efficient?

What are some of the biggest blockers/challenges you come across in your everyday work?

1. Resources; in NFP and especially on the tail end of Covid mixed with the current state of our economy resources for many are stretched thin. More and more I have seen events and resources coming out in how to manage burnout focusing on mental health and less about developing the skills to strategically adjust your processes to accommodate for limited resources.
   
2. Allied health worker crisis; The entire allied health market is stretched thin, it has been for years, and it is only getting worse, several organisations have had to sadly close their doors because of it. As a whole across the market we don’t have enough graduates coming through and when we do, we don’t have enough experience to be able to take them all onboard without compromising the dedication to the development they deserve! (although currently working for a peak body I can only imagine how other NFP’s are struggling with this one!)

What do you love most about your job?

This is too hard to answer, there are so many things! The biggest impact for me is knowing that I have contributed to ensuring that the people who come to us are going to have the best support possible because we have found the best possible candidates.

And of course, like all TA professionals – I love that Friday afternoon feeling after a hustling week telling the candidates they got the job! *chefs kiss* 👨‍🍳🤌

Are there any particular qualities that you think are required for anyone working in a NFP Talent Team?

Imagination & Creativity – The things you have to work with like salary will not be as competitive with private organisations, so you need to work with what you got, that means being able to take all the passion and the hard work that you see everyday and creating something visible for the world to see.

Adaptability & Resourcefulness – when your hiring manager throws a curveball last minute you need to be able to adjust course and re-prioritise to get it done, without any extra resources. A lot of the time you will need to think on your feet to achieve the result in a different way.

Curiosity – TA is all about strategic placement of your organisation through recruitment and you will need this more than ever – don’t just focus on what is the goal in front of you, be curious about everything surrounding it too!

Hardworking & Persistence – TA in NFP is not for those wanting something steady or easy, the goals will be similar to a normal business but you will have less resources and sometimes tighter deadlines so be willing to roll your sleeves up and dive right in.

Do you have any words of wisdom for people looking to join/work in a NFP Talent Team?

Before you jump in, ask yourself why you are jumping in. You will be surrounded by passion for the cause which is so motivating but realistically the hours are long, the pay is less than a private business, everything is more visible to the world and meeting that deadline doesn’t just mean the company can make money, the impact is to everyday people looking to that NFP for support, it is making a difference for those people.

All TA is centred on people and relationships but if you are motivated by commission, jump into agency. If you are motivated by a challenge, jump into internal TA. If you are motivated by the cause, I encourage you to jump into NFP; you could find yourself exactly where you need to be.

Eva’s Cheat Sheet for Aspiring Not-for-Profit Recruiters

What are some of the actionable things you can do if you want to be a Not-for-Profit Recruiter? Here are some suggestions from Eva of who to follow, what to use, and where to seek out your info.

Industry experts and influencers to follow

A lot of the experts/influencers I follow also have a lot of content/newsletters/events on LinkedIn. Lauren Sharp & Craig Watson (TaPod – We Talk Talent), Steve Gard (Circle Back Initiative), and Sophie Thomas (Lotus People).

Absolute must-use productivity and tech tools to make your life so much easier

This is really hard in NFP, there just isn’t the funds to be able to have a flash ATS in place. If you’re in NFP, do some MS Excel short courses – trust me, you will only be using MS systems like Excel, Planner, Tasks, Outlook etc at max 50%,

Newsletter and event recommendations to keep the brain ticking over and your network fresh?

You would be amazed at what comes up when you google Brisbane Recruitment Events in either LinkedIn or Google – I have found several events and webinars that have been so useful and informational (you just need to have the courage to rock up solo without knowing anyone!)

Never take for granted the online learning or webinars that either your ATS or advertising platform may put up – you never know what new thing you might learn!

Is there a specific niche area of recruitment you’d like to know more about. Email us and let us know.