Recruitment and Talent Acquisition for NGOs and Social Enterprises
Requisition to joining, the same way every time.
What this looks like in ngos and social enterprises
The parts of recruitment and talent acquisition that are specific to this sector, rather than general.
Recruiting Against Project Funding
Hiring for roles with a known end-date.
What this coversHide
Recruiting Against Project Funding
Hiring for roles with a known end-date.
What this coversHideSector recruitment carries a structural honesty requirement: the role is funded for a period and candidates deserve to know that before they accept, not after.
- Funding horizon stated honestly in the advertisement and at offer
- Requirement planned against grant timelines, not started at award
- Programme and field roles sourced through appropriate local channels
- Language, community and context requirements defined explicitly
- Safeguarding checks completed before deployment
- Mission fit assessed without being used to justify low pay
- Internal redeployment considered before external hiring
- Alumni and former staff re-engagement as a channel
Planning recruitment against the grant timeline rather than from the award date is what prevents the common pattern where a twelve-month project spends three months hiring.
The general method — what recruitment and talent acquisition covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the workforce and recruitment process page. What is above is the part that differs for ngos and social enterprises.
Other HR topics for ngos and social enterprises
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for ngos and social enterprises, or another industry.