Finding and keeping the right people is a huge challenge for nonprofits today. With limited budgets, increasing competition, and growing needs, the pressure is very real. Strong missions are not enough if you cannot build strong teams to drive them forward.

Here’s a few reasons hiring feels more difficult than ever for nonprofits and some practical ways to rise above the challenge.

1. Nonprofits Are Competing for the Same Talent as the Private Sector

Nonprofits often lose candidates to companies that can offer higher salaries, better benefits, or more career advancement opportunities. It can feel overwhelming to compete against larger organizations with bigger budgets. but there’s a lot you can do to still attract excellent talent.

Value Tip:

Highlight your nonprofit’s mission impact, growth opportunities, and workplace culture in every job description and interview. Many candidates are looking for purpose-driven work, so help them see the life-changing difference they can make when they join your team!

2. Job Roles Are Too Broad and Unclear

In many nonprofits, job descriptions feel like a “wish list” rather than a focused role. Candidates get overwhelmed or confused when they see postings that ask for a dozen different skills. Yes, the reality may be that staff often need to wear multiple hats, but try to make the key responsibilities as focused and unified as possible.

Value Tip:

Be realistic and specific. Focus on the three to five of the most critical outcomes you want the role to prioritize. Clear expectations lead to stronger candidates and better hires.

3. The Hiring Process Is Too Slow

Mission-driven organizations often delay decision-making. Yes, being cautious and thoughtful is important. But, top candidates are not always able or willing to wait. They are often receiving offers from other organizations that move more quickly.

Value Tip:

Be sure to identify your hiring process before your start. What are the steps and milestones you’ll want a candidate to complete? Communicate the process with candidates from the start so they stay engaged and know what to expect. Aim to move from application to offer in a reasonable timeframe without sacrificing thoroughness.

4. Compensation Conversations Feel Awkward or Disconnected

Nonprofits sometimes avoid conversations about pay, leading to mismatched expectations and lost candidates. Candidates today value honesty and clarity as much as they value a strong mission. It’s best to be open about the salary range and associated benefits early in the process.

Value Tip:

Be upfront. Share salary ranges early. If you cannot compete with compensation, identify other value-adding items – healthy staff culture, flexible working hours, investment in personal and professional growth, etc. Candidates may be willing to prioritize purpose over pay — but it’s always best to set expectations right from the start.

5. Nonprofits Underestimate the Power of Employer Branding

If potential candidates do not know what makes your organization unique, they will move toward options that tell a stronger story. In today’s competitive market, how you present your organization matters. When candidates visit your website they want to see something that is engaging, up to date and attractive. Social channels should show recent activity and give a sense of momentum. Excellence in these areas reflects excellence for your organization..

Value Tip:

Use your website, social media, and job listings to share real stories of impact, employee testimonials, and a clear sense of your organization’s heart. Show candidates not just what you do, but why it matters and how they can be a part of it.

Final Thoughts

The hiring challenges nonprofits face are real, but they are not insurmountable. With a few strategic shifts like clarifying roles, speeding up the process, telling a stronger story, and investing in candidate experience, nonprofits can find the right people who are called to their mission and ready to make a difference.

Building a great team is not just a staffing issue. It is a mission-critical investment in the future.