Recruitment Excellence
Beloved Community seeks to build sustainable change by supporting regions and collaborating around racial and economic equity for education, nonprofit and for-profit organizations. At the initial engagement in 2021 Beloved Community, a team of five vision-forward leaders sought to partner with a recruiting firm to facilitate their future organizational growth.
As a recruitment partner, there were three strategic steps we took to support their mission.
Client Identity: We make it a priority to thoroughly understand our clients, their mission, vision, and the qualities that would make an employee successful within their organization. When working with mission-driven or nonprofit organizations it is critical to understand the culture the client seeks to maintain as they grow and the key competencies needed. It required us to identify the soft skills and intangible qualities necessary to find the best alignment personally and professionally to the roles.
Establish an Equitable Recruitment Process: We establish a recruitment process in collaboration with the leadership team that involves multiple interview components, a diverse panel of interviewers, and interview guides. We organized collaboration calls with all interviewers to address potential biases that might surface during interviews. To level the playing field for candidates with different learning styles and abilities, we provided them with the interview questions in advance. These measures ensured fairness for both candidates and Beloved Community, helping to identify the best fit for the organization.
Multi-prong Recruitment Strategy: To create a diverse candidate pool, we ensured that our recruitment strategy included a mixture of initiatives from job boards to direct sources to referrals and more. We actively sought out aligned outlets to find great candidates in a more active versus passive approach.
Results: As a result of our engagement, Beloved Community was able to see:
A 400% staff increase with mission-aligned employees within 3 years.
A retention rate of 98% of hired staff stayed within the first year of hiring and 90% remained for two years
Over 80% of staff identify as women of color, 10% identify as non-binary,
90% of staff hired were people of color