Finding and keeping NFP talent in remote and rural areas

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’s role in strategic hires

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:

• What are the key challenges we anticipate over the next five years?
• How should our new leader communicate and work with us?
• What does that mean in terms of key capabilities and personal qualities for this role?

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.

Turning challenges into opportunities

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.

Creative recruitment strategies that can make a difference

Successful not-for-profits in remote and regional areas use a variety of approaches:

• Focusing on what’s unique: Customising job descriptions to attract the right candidates by highlighting personal and career growth opportunities is key. For instance, there might be the possibility for career-defining achievements, and a unique opportunity to experience the natural beauty and community life of a location that few people get to visit.
• Enhanced compensation packages: While budgets are often tight, not-for-profits are finding ways to enhance compensation beyond salary. Perks like additional leave, housing allowances, access to mentoring, and salary sacrifice options are valuable. For not-for-profits with limited funding, using reserves strategically to stay competitive can be worthwhile, especially if it means attracting someone who’s the perfect fit for the role.
• Support outside and inside the organisation: Remote locations bring unusual personal and professional challenges, and recognising this can set an organisation apart. A clear articulation of how the board will support a new appointee, with options such as formal professional development, local networking and an independent mentor who provides a safe space for confidential reflection, can be appealing.
• Collaborative housing solutions: Housing can be a big hurdle in remote locations, but some not-for-profits are partnering with local agencies to share accommodation. This not only makes housing more accessible but also fosters a sense of community among employees from different organisations.
• Employer branding: Building a strong story about your purpose and values can be a powerful way to draw the right candidates. Highlighting the impact of the work and the unique experiences that come with living remotely can help attract people who value making a difference.