Nonprofits champion some of the most important causes in the world—but when it comes to hiring, many unintentionally create a gauntlet that drives great candidates away.Long, unclear application processes. Weeks or even months without updates. Job postings that read like a wish list for a superhero. Sound familiar?

The problem? The hiring market is more competitive than ever, and talented professionals have options. If your nonprofit is struggling to attract the right leaders, it’s time to step back and ask: Is our process designed to find great people—or just make hiring feel harder than it should be?

The Application Black Hole

Imagine this: A candidate spends 45 minutes uploading their resume—only to be forced to manually re-enter every job, skill, and responsibility into clunky application fields. Then they submit their application… and hear nothing.

Weeks pass. Crickets.

This is the reality of too many hiring processes, and it’s a major reason great candidates walk away. Research shows that 63% of job seekers would reject a job offer due to a bad candidate experience, and 50% would not purchase goods or services from a company after a negative application experience.

The Fix:

• Streamline the application. If your system forces people to do the same thing twice, simplify it. Make it easy for candidates to apply without unnecessary steps. Better yet: when was the last time you completed an application in your own system? Try it out…if you get frustrated they will as well.
• Communicate clearly. Set expectations upfront about the hiring timeline. Even an automated “We received your application” email is better than silence.
• Need help? Terra Firma Consulting works with nonprofits to refine hiring processes that attract (not frustrate) top candidates.

The Unicorn Job Description

Nonprofits are notorious for job postings that ask for everything: a fundraising powerhouse, an operational genius, a strategic mastermind, and—while we’re at it—someone who can also fix the office printer.

The problem? The more unrealistic the requirements, the fewer strong candidates will apply. As Harvard Business Review notes, job descriptions that demand all of the “perfect” qualifications may actually hinder your search.

The Fix:

• Prioritize what matters.  What are the three most critical skills this role actually needs? Focus there.
• Stay open to transferable skills. Great leaders may come from different sectors. Don’t limit your search with hyper-specific requirements. As Forbes suggests, leaning into strengths helps identify the right person for the role.
• Not sure how to narrow it down? We help nonprofits define what’s truly essential in leadership hiring, ensuring you get the right person—not just the longest resume.

The Salary Mystery

Candidates get through the entire application, interviews, and multiple rounds of discussions—only to find out the pay isn’t even close to what they expected.

Many organizations still avoid posting salaries, fearing it will limit negotiations. But research shows transparency actually increases applicant interest—and helps you attract the right candidates.

The Fix:

• Be upfront about pay ranges. This saves time on both sides and increases trust. According to SHRM, pay transparency is a key factor in attracting candidates, as it sets expectations and demonstrates honesty.
• Highlight More Than Salary. Candidates care about benefits, flexibility, and growth opportunities. Offering flexibility and support can create a competitive edge in attracting talent.
• Want market data? We provide real-time compensation insights so you can be competitive without overextending your budget.

Overburdened HR Teams

If your HR team is juggling hiring on top of benefits, compliance, company culture, and employee relations, it’s no surprise searches can stretch on for months. An overburdened internal team can mean top candidates take other offers before you even get to the final interview.

The Fix:

• Acknowledge bandwidth realities. Even the best HR teams can’t do it all.
• Leverage strategic support. Consider external expertise to enhance your search capacity, ensuring it is proactive and effective. A 2022 SHRM study highlights that nonprofits can benefit from partnering with consultants and experts in specialized searches. Terra Firma can help!

Hiring doesn’t have to feel like an endless maze. By making small but meaningful changes—and partnering with experts where it counts—your nonprofit can attract and retain the leaders it needs to thrive.

Want to talk about refining your hiring strategy? Terra Firma Consulting is here to help. Let’s connect.

Citations:

[1] SHRM – How to Improve Your Candidate Experience](https://www.shrm.org) https://www.shrm.org/topics-tools/tools/express-requests/improving-the-candidate-experience

[2] Harvard Business Review – How to Write a Job Description That Attracts the Right Candidates](https://hbr.org)

[3] Forbes – 15 Ways Nonprofits Can Address the Current Labor Shortage and Entice New Talent](https://www.forbes.com/sites/forbesnonprofitcouncil/2021/08/12/15-ways-nonprofits-can-address-the-current

[4] Inc. https://www.inc.com/bill-carmody/how-11-fortune-500-global-companies-retain-their-top-talent.html

[5] SHRM- https://www.shrm.org/about/press-room/shrm-nonprofit-hr-make-commitment-to-social-sector