It can take up to 12 months to get a new fundraiser completely onboarded in your organization. And if you take into consideration the search process, you are looking at around 16 months before that person is fully engaged with your organization and donors.
With the average fundraiser tenure lasting around 16 months due to a variety of reasons including unrealistic expectations and salary misalignment, it is imperative to think about retention from the beginning of the recruitment process and never stop.
How do you structure a search and onboarding process with employee retention in mind? We approach every search engagement with reducing employee turnover in mind and have compiled our top 5 strategies for you to apply in your next search. Looking for more tailored support for a higher-level search, or a hands-on approach? Reach out for a consultation.
Align Internal Motivations
Before the job search begins you should assemble the key stakeholders for the position – this would be the hiring manager, HR, hiring manager’s boss, direct reports, and peer employees. Ensure that this group is aligned on the job description, key responsibilities, and evaluation criteria. Read our article on setting your job search up for success for more advice.
Additionally, you should anticipate questions you might receive from candidates and make sure your key stakeholders are aligned on responses. This should include:
- Goals and metrics for success
- The growth trajectory for this position
- Any flexibility with salary
- Flexibility with on-site, hybrid, or remote options
Communicate with the Candidate
Communicate. Communicate. Communicate. We have noticed that in many cases fundraisers leave positions due to a misalignment of what was expected versus what was delivered. The interview process can be an exceptional tool in avoiding this–use it. Allow for a few rounds of interviews with different people from the organization. This not only allows candidates to meet people on the team but also to ask questions.
Do Your Due Diligence
A thoughtful and crisp interview process can be a great tool–if leveraged correctly. Be sure to ask meaningful job-related questions, and also incorporate behavioral questions–questions that ask candidates to explain how they handle certain situations at work. These types of questions can paint a clearer picture of how they might react to challenges in the workplace.
Approach references with seriousness and professionalism. This is not the time to seek out gossip or conduct backdoor references (consider the potential drawbacks of backdoor references). Instead, focus on identifying any potential concerns.
Good Onboarding Processes
A successful onboarding process not only orients a new employee to their role, the organization, and their colleagues but also clearly outlines short-term and long-term goals for the position. Take the time to plan for an onboarding process to support your new employee through at least their first month. This should include:
- Knowledge transfer. Share all relevant documents and processes that will set your new employee up for success.
- Establish goals and timelines. Be clear about what is expected of them from the start, and work with them to establish reasonable timelines for their goals.
- Engage them with existing programs. Encourage them to participate in programming and events to get a better sense of your organization’s impact.
- Interdepartmental collaboration. Help your new employee create relationships outside of fundraising.
Regular Check-Ins
Retaining talent also comes down to supporting employees throughout their time at the organization. This means creating an environment where employees feel heard, valued, and empowered to succeed. Regular check-ins are a key part of this process. These conversations should go beyond surface-level updates, providing an opportunity to identify and address any challenges employees may be facing, whether related to their tasks, collaboration with colleagues, or overall workplace dynamics.
By fostering open communication and proactively addressing potential blockers, organizations demonstrate their commitment to their team’s well-being and professional growth. This approach not only helps resolve issues before they escalate but also strengthens trust, boosts morale, and contributes to a culture where employees want to stay and thrive.
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Building a strong fundraising team requires a thoughtful and intentional approach to both recruitment and retention. By aligning internal motivations, maintaining clear communication, conducting thorough due diligence, providing a robust onboarding process, and fostering ongoing support, your organization can set its fundraising staff up for long-term success.
Ready to find and retain top-tier fundraising talent? Contact us today to learn how our fundraising search services can help your organization build a dynamic and high-performing team.
