Social Sector Recruiters Guide: How to effectively attract candidates to social sector organisations?

How to hire candidates effectively card image
Recruiters SectionLeave a Comment on Social Sector Recruiters Guide: How to effectively attract candidates to social sector organisations?

Social Sector Recruiters Guide: How to effectively attract candidates to social sector organisations?

By Surabhi Nijhawan

In recent years, the social sector has emerged as a popular career choice with an influx of professionals entering this workspace. Increased awareness about social impact, rising opportunities in social enterprises and conversations on social innovation have contributed to the trend. Similarly, degrees and courses focusing on development space have added to the growing prominence of the sector. 

With the plethora of choices available to jobseekers, employers in the social sector now need to differentiate themselves to attract the right talent. 

Arthan’s talent acquisition has some tips for social organisations trying to hire talent. Read below! 

Prompt, professional & articulate communication  

While on a job search, candidates apply for multiple positions and interact with several recruiters at once. During their application process, candidates evaluate their prospective employers to learn more about the work culture of the organisation, potential colleagues and overall work. Thus candidates give preferential weight to hiring managers who are:

  1. Prompt and timely with their communication 
  2. Professional, articulate and clear in their communication 

Adding responsibility and accountability to the role  

When employees feel that the job they are applying for will enable them to take ownership and feel accountability at the organisation, they feel inspired to take it up. At the end of the day, candidates do look beyond the salary and perks of a job that is satisfying and offers employees greater responsibility, can make for a good offer. 

Getting to know the candidate, and what inspires them   

Building a personal connection with the interviewee helps build a comfort level. Getting to know about their interests, aspirations, and goals will help understand their personality and attitude, as well as make them feel connected to the organisation’s culture and values. 

A crisp, and clear job description 

Gone are the days when long job descriptions would make the cut. 

These days, candidates want to read just enough to know about the requirements and key responsibilities. Thus, a simple and comprehensive job description can attract a lot more applications.  It is a good idea to write the job description in pointers or prepare it in a form of PDF or infographics. 

The job description should highlight the USP of the organisation 

As a hiring manager, selling the job profile to a prospective candidate is the most significant task of the job. One way to do this is to underline the USP of the organisation. What is it that makes your organisation stand out – is it the clients you work with? The founders and the board? Or the impact created on the ground? This helps the hiring manager establish the organisation as an industry leader, thus making it interesting for the candidate. 

Have senior management be closely involved in the hiring process.  

Involving the founders and senior management in the hiring process helps in developing a culture of accessibility and collaboration. 

Share feedback

Giving tough feedback isn’t easy. But it helps the candidate in bringing

their best game forward. Providing them with tips before their next interview, or providing constructive feedback can help them fix their mistakes, and motivate them to perform better. At the same time, the candidates will be aware that the hiring managers are helpful, adding  brownie points for the organisation. 

Leave a Reply

Your email address will not be published. Required fields are marked *

Back To Top