What Makes a Great Nonprofit Job Posting? 10 Things Candidates Look For
What Makes a Great Nonprofit Job Posting?
10 Things Candidates Look For
Posting a nonprofit job is easy.
Getting the right candidates to apply is much harder.
A job posting is often the first meaningful interaction a potential employee has with your organization. Before someone reads your website, follows you on social media, or speaks with your hiring team, they may be making a decision based entirely on a few paragraphs of text.
That means your job posting is doing more than advertising an open position.
It is part of your organization's employer brand.
Here are 10 things nonprofit candidates want to see before deciding whether to apply.
1. A Clear Job Title
Start with a title candidates actually search for.
"Community Engagement Superstar" might sound creative, but it may not perform as well as "Community Engagement Manager."
Use standard, recognizable job titles whenever possible.
Clear titles make it easier for candidates to understand the position and find it when searching job boards.
2. A Strong Explanation of the Mission
Nonprofit professionals often care deeply about the mission of the organization they join.
Don't make candidates search through your entire website to figure out why your organization exists.
Explain it near the beginning of the posting.
Tell candidates:
What your organization does
Who you serve
What problem you're addressing
Why the work matters
The goal is not to write a five-paragraph history of the organization.
Give candidates enough information to understand the purpose behind the position.
3. Explain Why the Position Matters
A list of responsibilities tells someone what they will do.
It doesn't necessarily tell them why they should care.
Instead of simply saying:
"Manage the organization's annual fundraising campaign."
Consider explaining the larger purpose:
"The Development Manager will lead our annual fundraising campaign, helping secure the resources needed to expand services to families throughout the community."
The second version connects the job to impact.
4. Be Honest About the Responsibilities
Candidates want to know what the job is actually going to involve.
Avoid vague descriptions.
Instead of:
"Assist with communications."
Say:
"Write and edit monthly donor communications, manage social media content, and coordinate with program staff to develop stories about community impact."
Specificity helps candidates decide whether the position is a good fit.
It also reduces the number of applicants who discover later that the role wasn't what they expected.
5. Separate Required Qualifications From Preferred Qualifications
One of the easiest ways to shrink your candidate pool is to create an unrealistic list of requirements.
Ask yourself:
Does someone truly need this qualification to perform the job?
If the answer is no, consider moving it into a preferred qualification.
For example:
Required:
Three years of project management experience
Strong written communication skills
Experience managing multiple deadlines
Preferred:
Previous nonprofit experience
Experience with a specific CRM
Knowledge of the organization's cause area
This approach can encourage qualified professionals from other industries to apply.
6. Include Salary Information
Compensation is one of the most important pieces of information candidates want.
When possible, include a salary range in the job posting.
For example:
Salary: $65,000–$75,000 depending on experience
Salary transparency can help candidates determine whether a position is worth pursuing and can also demonstrate an organization's commitment to fair compensation.
The National Council of Nonprofits has highlighted salary transparency as a practice that can support recruitment and pay equity, while noting that compensation requirements can vary by state and locality.
Before publishing a salary range, employers should make sure it complies with applicable state and local requirements.
7. Tell Candidates About Benefits
Salary isn't the entire compensation package.
Include information about benefits whenever possible.
Examples include:
Health insurance
Dental and vision coverage
Retirement contributions
Paid vacation
Paid holidays
Parental leave
Flexible schedules
Remote or hybrid work
Professional development
Wellness benefits
Benefits can make a significant difference when candidates are comparing multiple opportunities.
8. Be Specific About Location and Flexibility
"Flexible work environment" doesn't tell a candidate very much.
Instead, be specific.
For example:
Hybrid: Employees work in our Boston office two days per week and remotely three days per week.
Or:
Remote within the United States.
Or:
On-site position in Chicago, Monday through Friday.
Clear information saves candidates time and prevents misunderstandings later in the hiring process.
9. Explain the Hiring Process
Candidates often wonder what happens after they click "Apply."
If possible, tell them.
For example:
Our hiring process includes an application review, a 30-minute phone interview, a panel interview, and a final conversation with the Executive Director.
You can also provide an estimated timeline.
Even a simple statement such as:
"We expect to begin interviews during the week of October 5"
can make the process feel more organized and transparent.
10. Show What It's Like to Work There
The best job postings don't just describe the job.
They describe the workplace.
Candidates want to know what it feels like to work for your organization.
Consider including information about:
Organizational culture
Team structure
Leadership
Professional development
Collaboration
Work-life balance
How employees contribute to decisions
Opportunities for advancement
This is especially important for nonprofit organizations competing with employers that may offer higher salaries.
Your mission and workplace culture can be powerful recruiting advantages—but candidates need to see them clearly.
The Best Job Posting Is Honest and Specific
A great nonprofit job posting doesn't need to be flashy.
It needs to answer the questions candidates are already asking:
What will I do?
Why does this work matter?
Who will I work with?
What are the expectations?
How much does it pay?
What benefits are included?
Where will I work?
What is the hiring process?
Why should I want to work here?
When a job posting answers those questions clearly, candidates can make better decisions—and employers are more likely to attract applicants who genuinely fit the position.
Ready to Reach More Nonprofit Candidates?
Once your job description is ready, the next step is getting it in front of the right audience.
WorkForNonprofits.org connects nonprofit employers with professionals who are specifically interested in mission-driven careers.
Post your nonprofit job and connect with candidates looking for meaningful work.