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If you’re hiring for a development position at your organization, you may be struggling to write a job posting that attracts applicants. To get some expert guidance, I reached out to Laura Weinman of Kistner Eddy Executive Services (KEES). Laura has more than 20 years of experience with development staff recruitment and staff management. She loves supporting the nonprofit sector by helping to build transformative teams so they can do what they do best, change the world for the better!
Think of the posting as a marketing tool to appeal to prospective candidates. You can link to a more detailed job description that contains the nitty-gritty details, but your posting itself should convey the essential information without getting too wordy.
Sell the organization. Share the responsibilities of the position using some high-level bullet points. Avoid the temptation to get too detailed here; again, you can link to the job description for those who want to read more.
Some organizations may be resistant to doing so, but it’s becoming more common as organizations strive to be more transparent and equitable. In fact, The Association of Fundraising Professionals (AFP) now requires salary ranges for all positions posted to its career center. Your state or local nonprofit resource center can be a great place to look at salary compensation studies in your geography and sector, and to make sure you’re complying with state regulations throughout your hiring process.
Make sure you clearly state the materials you require, the preferred format, and where applications should be be sent.
Laura recommends not setting an application deadline, as that encourages procrastinators. Instead, leave the posting open until the position is filled.
Hiring a new employee for your development team marks a great opportunity for your organization to bolster its fundraising efforts. Your job posting can get your search off to a strong start.
Thanks to Laura for sharing her expertise!
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