Blog: Rethink Your Nonprofit’s Hiring Process in 2025: It All Starts with the Job Description

Rethink Your Nonprofit’s Hiring Process in 2025: It All Starts with the Job Description

The new year brings a fresh opportunity to assess your nonprofit’s efforts and identify areas where change could yield better results. One area worth a closer look is your hiring process. Whether you’re aiming to grow your team or replace a departing staff member, there’s one critical step that could transform your approach: evaluating your job descriptions and recruiting methods.

The Problem with Reusing Old Job Descriptions

When a role opens up, many organizations default to reusing the previous job description and reposting it in the same places. While this might seem convenient, it often leads to missed opportunities. The truth is, what worked in the past may no longer align with your organization’s current needs—or the expectations of today’s candidates.

Is this method easier? Yes.
Is it effective? Not usually.

Real-World Example: Diversifying a Team

I recently worked with a nonprofit client who was committed to diversifying their staff. They attempted to hire for a key position using the same job description and posting strategy as before but were disappointed when their applicant pool lacked both diversity and strong candidates.

As we discussed the role, it became clear that their job title, Development Director, was part of the issue. Fundraising was only a small part of the position, but the title carried preconceived notions about the responsibilities and the type of person who might apply. Additionally, their chosen job boards were unlikely to attract a diverse pool of applicants.

Here’s what we did instead:

1. Revised the job title to better reflect the role’s true focus.

2. Updated the job description to communicate the responsibilities and expectations more accurately.

3. Targeted new posting platforms tailored to reach a more diverse audience.

The result? The organization received applications from a broader, more diverse group of qualified candidates and ultimately made a hire that aligned with their goals.

Steps to Improve Your Hiring Process

To avoid falling into the trap of outdated hiring practices, take these proactive steps:

1. Reassess Your Job Descriptions: Ensure they reflect your organization’s current needs and clearly define the role’s responsibilities.

2. Consider the Title: Does the title accurately represent the job? If not, it may deter qualified candidates or attract those who aren’t a fit.

3. Update Posting Locations: Think critically about where your ideal candidates are searching for jobs. Are they using the same platforms you’ve always relied on, or do you need to explore new avenues?

4. Focus on Clarity and Inclusion: Use inclusive language and avoid jargon to ensure your job description resonates with a wide range of applicants.

5. Emphasize Your Mission: Nonprofits have a unique opportunity to connect with candidates through their mission. Highlight your organization’s purpose and the impact the role will have.

Why It’s Worth the Effort

Your nonprofit’s hiring process is about more than filling a position—it’s about finding the right person to help drive your mission forward. By taking the time to evaluate your job descriptions and posting strategies, you can:

• Attract candidates who are truly aligned with your values.

• Build a more diverse and capable team.

• Save time and resources by improving the quality of your applicant pool.

The start of a new year is the perfect time to embrace change and challenge the status quo. Where your organization was the last time you hired is likely very different from where you are now. Take the time to reflect, adapt, and set yourself up for success in 2025.

What’s Next?

What other parts of the hiring process do you think nonprofits should re-evaluate in 2025? Share your thoughts below or contact us to discuss how we can help you build a stronger, more effective team for your organization’s future.