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By Sally Clifford, general manager, Matrix on Board
Recruiting and retaining top talent for not-for-profits is an evolving challenge. The demand for high-quality staff has never been higher, and it takes a unique approach to attract individuals who align with your mission, especially as offering a competitive salary isn’t always feasible.
When your not-for-profit operates in remote or very remote areas of Australia, the challenge may seem even greater – but with the right strategies, you can build a team as committed to your vision as you are.
The board has an essential role in recruiting the right leadership, and it’s critical that boards proactively engage in the recruitment process from the start. Boards often fail to pinpoint the specific type of leader the organisation requires at this particular moment. Often, they recycle old position descriptions without giving critical thought to present and future leadership demands and priorities. Or the departing executive might be left to recruit “in their own image”, which may not align with what the organisation actually needs.
Organising a short workshop can be an excellent way for the board to reflect on their organisation’s progress, consider current and emerging needs and long-term goals, and reach agreement on the qualities they’re looking for in a leader.
In this workshop, board members can discuss questions such as:
This process ensures the position description and other recruitment materials reflect what the board truly values in a leader, which helps to attract a candidate who will fit both the culture and the vision of the organisation.
"By focusing on the right mix of compensation, culture and clarity in the recruitment process, not-for-profits can build teams that are not only skilled but also deeply aligned with the organisation’s mission and values."
Remote areas often come with limited housing options, high living costs, and logistical hurdles such as restricted transport and internet access. In some regions, personal safety and food security can’t be taken for granted.
When cost-of-living pressures are high and the work is hard, nothing says “We value you” like a pile of cash. However, for NFPs struggling for sustainability – facing limited, highly competitive funding opportunities and not much scope for diversifying income – finding that cash is a challenge.
Not-for-profits in remote areas must be innovative to attract and keep skilled, committed staff who understand the importance of the work and are willing to embrace the unique lifestyle. There’s no silver bullet, but a strategic, thoughtful approach can still yield great results.
Successful not-for-profits in remote and regional areas use a variety of approaches:
With thoughtful preparation, even not-for-profits in remote locations can attract passionate, resilient leaders who are excited by the challenges and rewards of working in these unique settings. By focusing on the right mix of compensation, culture and clarity in the recruitment process, not-for-profits can build teams that are not only skilled but also deeply aligned with the organisation’s mission and values.
Ultimately, finding the ideal match is about more than just salary; and if the person is a mismatch for the board, no amount of money is going to ensure a harmonious, productive, purposeful CEO–board partnership.
By maintaining flexibility, working creatively, and engaging the board in shaping the leadership vision, remote not-for-profits can transform recruitment hurdles into avenues for growth and achievement.
Sally Clifford is general manager at Matrix. She has been a CEO and sat on NFP boards in Queensland, Western Australia and the Northern Territory. Alongside a string of sector-related qualifications from the Queensland University of Technology (QUT), Clifford is a recent graduate of ICDA’s Advanced Leadership for Community Chairs course.
Follow these links to access tools, help sheets, templates and policies: Recruitment, induction and succession | Performance management | Organisational culture | Diversity
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