#Nonprofits #SalaryTransparency #CommunityImpact
Hey everyone! 👋 Let’s talk about the misconceptions surrounding salaries in nonprofit organizations. It seems like some people have forgotten the true meaning of a not-for-profit organization and the purpose behind it.
As a recruiter for a large nonprofit, I always make sure to be transparent about the salary ranges we offer. However, I often encounter candidates who are surprised or even upset when they hear the numbers.
Here are some thoughts on how we can address this issue:
– Educate candidates about the mission and funding of nonprofit organizations 🌟
– Highlight the non-monetary benefits and fulfilling work that come with serving a community 💼
– Encourage a shift in mindset towards prioritizing impact over personal financial gain 💡
What do you think we can do to better communicate the value of working in the nonprofit sector? Share your thoughts below! #NonprofitJobs #ImpactOverIncome
Yeah, that’s not entirely accurate. I’ve worked for both for and non-profit. And I’ve made A LOT of money at non-profits. Non-profit doesn’t *always* mean low pay. It just means they don’t report a profit to the IRS.
You need to be focusing on other benefits if they provide like a pension, 403B with match, bonus potential and lastly salary, which again doesn’t mean lower than private industry.
If you’re a non-profit governmental agency or charity organization, I would say your assessment is closer to the truth. But just saying it’a a non-profit doesn’t mean, or should mean that comp is in the basement.
I work for a nonprofit, and have worked for several. I think all nonprofits have the motto “we do more for less”
Depends on the caliber of candidate you are asking for. Also the candidate has to be inherently motivated by the mission if the comp isn’t there. Also just because you go to a NFP there is no guarantee of work life balance/ reduction in hours so I don’t see why you are mad at these people.
Are you being transparent with the salary before hopping on the call?
Candidates from tech and tech adjacent markets have wildly inflated compensation expectations. And many folks who were laid off are expecting to return to their previous comp.
Try bolding the salary and putting it first in the job spec.
Non-profit doesn’t mean low salary by definition. It’s just an IRS classification.
Depends on what kind of nonprofit you are recruiting for. Not all non profit pay less.
Compensation must be fair for the responsibility for the boots on the ground or the directives will suffer.
I think you should make sure your non-profit is paying living wage for the area and provides for the basics people need (like health insurance). Otherwise, it will be very hard to attract talent. People know non-profits pay less, but it can’t be so much less that people can’t live. So if people laugh at the pay there might be some misalignment or **r**eality checking that your o**r**g needs to examine just in case it’s off.
It’s maybe just you that doesn’t know that a non-profit status company can also pay market and above market rates. But there are poor jon-profits that can’t afford market rates. You might try front loading the pay information early or raising your comp.
Being transparent with the salary range ON the job description that you post will help a lot. Will save a lot of time for both you and candidates that are outside the given range.
And if I wanted to donate the bulk of my salary to your non-profit, I would already be doing that.
I used to have a boss that would say non profits don’t pay a lot but you pretty much have to show up to work naked and punch your boss in the face to get fired. So job security is there.
Non-profits have earned a bad name for bloated administrative costs, diverting money etc. where a lot of money doesn’t end up for the purported non-profit activity, so it is easy to believe potential employees might be cynical. Further, your asking people to subsidize the non-profit with their labor. Why must we assume that if someone works at a non-profit they should be working at the lower range of pay?
Further, why shouldn’t the non-profit start with its own employees. Why does the benefit need to go to a faraway place when the non-profit can do good by its own employees.
Nonprofits will always tell people that they don’t pay a lot and then pay their executive staff hundreds of thousands of dollars a year