As your nonprofit builds its hiring strategy, it's important to stay aligned with today's workforce expectations. Employee priorities have shifted in recent years, and attracting top talent now requires more than traditional recruitment approaches. Understanding the trends shaping the modern workplace can help your organization stand out to mission-driven candidates. Here are five key hiring trends every nonprofit should keep in mind.

1. Talent shortages

There is an ongoing talent shortage in many areas, making the hiring landscape more competitive than ever before. Your organization will need to assess what new are looking for and strategize about how you can meet those criteria. A few steps you can take are:

• Increasing the effort and budget you allocate to recruiting on social media. Building a social media presence that makes your organization look like an attractive place for them to invest their time and abilities is also key.
• Instituting a job referral program if one is not already in place. These programs offer bonuses to your current employees or volunteers who refer others to apply to jobs in the organization.
• Taking the time needed to hire the right candidate. There are many talented individuals looking for new positions, but especially in a nonprofit setting, taking the time to find the right fit is more important that filling a seat. If necessary, consider hiring someone for an interim position or as a contract worker if the search for the right candidate is taking longer than expected.

2. Corporate image

Although you are a nonprofit, your organization still has a corporate image that candidates assess when considering working for you. Consider your corporate image, especially as it relates to corporate social responsibility (CSR). CSR is an important factor for many new hires in the current job market, and many any potential candidates will not work for organizations whose beliefs do not align with their own.

3. Internal talent

A recent Monster survey found that 87% of employers are struggling to fill positions because of a skills gap. While it may sound counterintuitive, there may be someone within your organization who can be upskilled or reskilled to take on a new role. The key to successfully accomplishing this is rethinking job performance. An outreach coordinator who routinely offers strong suggestions for better work processes, for example, may have analytical skills and an ability to strategically communicate with your organization’s board that may be underused in their current position. You may consider how those skills could be nurtured so this talented individual can grow into a more meaningful role.

4. Women in the workforce

Between layoffs across various industries, rising childcare costs, and general workplace dissatisfaction, women are leaving the workforce at staggering rates. However, many of these women still want to work—but need meaningful opportunities that align with their values. Organizations that are willing to invest in this demographic can see tremendous results. Particularly for working mothers, offering flexible work hours, remote work options, and the ability to prioritize family care needs are crucial to appealing to this talent pool.

5. Benefits

The last several years have caused a shift in people's priorities. When it comes to benefits, offering a free lunch at the office has lost much of its luster. Instead, employees want tangible benefits, such as medical and dental care, mental health support, and the ability to work from home.

Final thoughts

As your organization prepares to hire, consider what benefits you can offer and how you can effectively reach individuals who will be mission-driven and dedicated to your cause. The organizations that strategically approach this are more likely to find better talent and retain the right individuals as well.

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