One Nonprofit Improved Their Hiring Practices

One Nonprofit Improved Their Hiring Practices 150 150 Balance Point Team

HCM nonprofitMaggie is the Assistant Director of Human Resources for an East Coast-based nonprofit. Her organization, which supports environmental causes, received a substantial grant which allowed them to expand their team. Positions varied from Program Director to Horticulturalist.

Previously, the organization relied on manual processes when it came to all stages of the hiring process: recruiting, screening, interviewing, making offers, and finally onboarding. After a few bad hires, Maggie determined it was time to explore other solutions.

The process began with an assessment of her organization’s needs, budget, and resources. She compiled a list of features she knew were necessary and began the tedious process of vetting providers.

Her in-depth evaluations narrowed her search to two reputable companies. In the end, she chose the provider with a robust, integrated solution that offered a single point of contact customer service model.

Let’s examine the weaknesses her organization faced when it came to hiring and how the new HCM solution addresses it.

Challenge: Job descriptions were non-existent.

Solution: Maggie was pleased to learn that she could store job description templates within the system. When she needs to fill an open position, she simply refers to a similar one from her job posting history and edits accordingly.

Challenge: The process of posting jobs was cumbersome.

Solution: With an applicant tracking system in place, Maggie and her team can post to hundreds of job boards and social media channels with a single click. New boards are added all the time, including niche boards that specialize in the nonprofit sector, enabling Maggie to reach the right candidates.

Challenge: Sifting through resumes was a tedious process. Many candidates did not possess the needed qualifications.

Solution: Since her new HCM solution uses a rating system each candidate moves through the funnel faster. Each applicant is scored based on their responses to qualifying and disqualifying questions. Undesirable resumes are dismissed early in the process, including geographically undesirable ones, thanks to the ability to set distance parameters.

Challenge: The offer letters process was disjointed.

Solution: With the new solution, the whole process is automated and streamlined. Workflows are in place to get approvals on offer letters prior to sending them to the candidate. Once the letter is approved and the job accepted, her newest hires simply acknowledge it with an electronic signature. This document is then stored in one place within the employee’s file.

Challenge: Attracting millennials was a challenge. The application process was antiquated.   

resumesSolution: Maggie’s organization was missing out on candidates who stopped mid-way through the old application process because they found it to be outdated and confusing.

From her dashboard view in the new system, Maggie can monitor the conversion effectiveness, job board performance, and where each candidate is in the process.

Armed with this information, she can intelligently tweak her approach. Additionally, Maggie found that candidates are so impressed by the simplicity of the new system, it reflects favorably on the company.

Challenge: Onboarding was time-consuming and paper-intensive.

With the new software Maggie can send a link to her new employees with all new hire documents as soon as they accept the job offer. This benefits the new hires, as well as Maggie, since they can tackle their new responsibilities on their first day without being bogged down by paperwork. The reduction in paper benefits the environment as well—which is right in line with the mission of Maggie’s organization.

Maggie’s experience is not unique. Discover how your organization can benefit from Balance Point’s HCM solution. Schedule a consultation with one of our experts.

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