Seeking High Performance Talent Who Make an Impact

August 5, 2024 – Jennifer, what do you see happening in your search for senior executives for non-profits right now?

At DRiWaterstone, we have the pleasure of helping some of the best non-profit and social impact organizations in North America find mission and purpose-driven candidates to fill leadership roles within their organization and on their boards. There is an ongoing need
for high-performance talent who can help take an organization’s mission, impact, and success to the next level. Many people don’t know that the non-profit sector as a whole employs 10 percent of the U.S. workforce. The 1.5 million non-profits come in all shapes and sizes, from serving their local communities to serving the world. This creates competition for the best talent. As a result, many candidates have different options to consider. In order for
a non-profit to get the most competitive candidates, they can’t rely on applicants responding to advertising. We frequently hear, “we have been trying to do it ourselves but none of the applicants are qualified.” I think this plays a large role in the non-profit sector seeking executive search help.

How about within non-profits?

Organizations are also using this time to review their talent strategy and plan for the future – looking at where they are today, where they want to be in the next three to five years, and doing an assessment of “do we have the right people in the right seats to achieve our plans?” Whether they’re looking to develop and fill net new roles, or to make changes to their current team or structure, that’s something that we’re able to support them with.

Are non-profits more attractive to work for today then say 10 years ago?

What I tell candidates who are considering making the move from a for-profit role is that working in the non-profit space feeds your soul in a way many other organizations just can’t. At the end of the day, it just feels different to work in the non-profit sector because what you do really does matter, and really does impact peoples’ lives – it’s not just about making money. We’re in a time where there’s a lot of competition for talent, no matter the sector, and as a result, organizations need to distinguish themselves as a place where top talent wants to be. For non-profits, their mission, purpose, culture, and impact are their competitive advantage. Those are things that speak to mission and purpose-driven candidates who are looking for a change. And from a candidate perspective, the non-profit space offers so much opportunity and so much growth potential. If you can write, if you’re organized, if you’re a relationship builder, and if you have a passion for mission, you can do just about anything in this sector. At DRiWaterstone, we’ve spent more than 20 years connecting mission and purpose-driven organizations with high-performance, mission and purpose- driven talent. These people are passionate about making a difference, and they have the skills and behaviors that can help organizations achieve their mission, impact, and reputation goals.

“While compensation is important, so is having an organization that people want to work for.”

What are some current challenges facing non-profits today?

The impact of the pandemic has been wide ranging and affected the industry significantly. But the big challenges facing the industry boil down to attracting and retaining high-performance, mission
and purpose-driven talent. Compensation models have been a long-standing challenge. Non-profits need to be more aware of the different compensation models (monetary and not) they could be considering – ones that allow for rewarding performance. Likewise, funders need to recognize that talent matters, and if an organization doesn’t have the top talent they need to effectively deliver on the mission, their investment won’t be as impactful as it could be. Things are starting to change in this regard, with many funders becoming more attuned to the talent landscape within organizations and understanding that they need to pay for high-performing talent who can do the important work and achieve results.

How important is compensation?

While compensation is important, so is having an organization that people want to work for. Do people see you as an important mission and purpose-driven organization with a good culture? Are you providing learning and growth opportunities? Building a strong employer brand (and backing it up with action) will help with retention as well as talent attraction. As will having a long-term talent acquisition and retention strategy. Non-profits are competing for great talent – having a plan not only for how you’ll attract the best mission and purpose-driven candidates, but also how you’ll ensure talent is engaged, retained, and supported in their career will make the difference moving forward.