How to attract the best to your organisation

Informed directly by responses from staff themselves, this year’s survey results shed light on the real reasons why staff choose to take up their roles in Australia’s not for profit sector – and for HR managers and leaders, this can also be a powerful tool in knowing how to get them to stay.

The role of purpose in recruitment
Recruitment for work in the not for profit sector frequently centres on purpose – on the way that those who work for charities are contributing to a mission that will make the world a better place or further social and community goals. It is assumed that those who work in the sector will share or identify with that purpose.

In fact, this year’s Salary Survey indicates that highlighting an organisation’s cause is high on the list of preferences for HR managers when recruiting for new roles. Giving staff meaning and a reason to come to work each day – to serve an altruistic goal – is highly favoured by 67 per cent of respondents surveyed, and can be an attractive force for potential new recruits.

What other factors are at play?
But it isn’t the only reason why people choose to accept a new role, or stay in their current one.

As our survey highlights, individual workers are also influenced by total compensation, with 38 per cent of respondents saying they leave roles at not for profits to find more competitive remuneration elsewhere. They also choose to leave due to general burnout (21 per cent), and lack of career development (13 per cent) among other reasons.

So what does this mean for hiring managers? It means talent attraction strategies need to be diversified, in order to meet the needs of prospective employees and keep strong talent once they’re on board.

The 2024 Salary Survey provides some ideas on how this can be done – read more here