How Recruiters for Non-Profit Jobs Attract Millennial and Gen-Z Talent

The hiring process has changed dramatically in recent years as the generational composition of the workforce has shifted. Baby boomers and Gen-Y are retired or heading that way, and Millennials now account for almost two-thirds of the working population. Gen-Z are also becoming more and more influential in the recruiting world, and business (including nonprofit organizations) must adapt their thinking when it comes to hiring staff if they want to attract the best young talent. Recruiters for non-profit jobs need to build strategies with this in mind.

In the nonprofit sector, this rethinking is even more important, as continuing your organization’s mission successfully relies heavily on the people who drive and represent your brand and its goals. Here is some insight into recruitment strategies for nonprofit organizations that want to attract and retain top talent from the Gen-Z and Millennial generations.


Why are Younger Generations Important for the Nonprofit Sector?

Before creating a plan of action for the talent acquisition process, it is important for nonprofit recruiters to understand why these generations matter- and the impact they can potentially have on the nonprofit’s mission.

First, let’s look at each generation individually.


The Millennial generation was once viewed as a problematic age group for the world of work, but are now the driving force of most industries and account for the majority of current employees worldwide. Millennials were the first to demand a better work-life balance and look for rewarding jobs that gave them purpose as well as income. A far cry from the high salary-at-all-costs mentality of previous generations, this age group prioritized engagement and fulfillment at work.

As such, recruitment efforts had to evolve, and nonprofit leaders looking for qualified talent to join their organizations had- and still have- to focus on what opportunities they can provide that will give millennials what they are looking for in a job.

Most millennials are now in the 30-40-year age bracket, with far fewer having families than before. Pressure is off to have children young, and in its place, they choose careers that give their lives purpose. In this situation, nonprofit organizations are often an excellent direction to take.


Gen-Z is digitally driven, equality-focused, and more woke than ever before. They strive for flexibility, social engagement, and stimulating employment- favoring forward-thinking industries over traditional institutions.

To attract Gen-Z talent, you need to effectively recruit using digital channels, appealing opportunities, and using your organization’s point of difference to stand out. The conversation needs to be about how a job opportunity can be mutually beneficial and focused on the talent rather than the job description- firing questions without inquiring about the person does not play well with this up-and-coming generation.

The newly of age workers of the world belong to the Gen-Z bracket, with the older members heading into their mid-to-late twenties, so they are in the perfect position to form the future of your organization. How you engage these young people could change everything moving forward, and they should not be dismissed as inexperienced or underqualified.


How Can Nonprofit Organizations Attract Millennial and Gen-Z Talent?

Attract Millennial and Gen-Z Talent

How do recruitment professionals and staffing agencies attract the best young talent from these two majorly important generations, and how can their techniques apply to a nonprofit organization? Here are a few practical tips to follow to secure high-quality Millennial and Gen-Z nonprofit professionals to shape the future of your company.

  • Be creative with your outreach. Younger people spend a lot more time (on average) online than previous generations. Use it to attract nonprofit talent to your organization. Social media is a global tool for finding people and spreading your mission- and one of the best places to connect with these generations of workers.
  • Offer flexible opportunities that support a healthy work-life balance. Like it or not, Millennials and Gen-Z do not believe that work is the be-all and end-all, and the jobs that appeal most to them are the ones that offer reasonable flexibility, manageable hours, and the possibility of remote working. As a nonprofit, this is something you can take advantage of since many job roles can be filled remotely or through hybrid working.
  • Make learning and advancement part of the package. Younger people love challenges and look for careers that can go somewhere. Advertise the possibilities for on-the-job education, professional development, promotions, and alternative paths for employees within your organization. This can include exciting volunteer opportunities and temporary services overseas or in different parts of the country.
  • Take social responsibility, and be open about it. Gen-Z especially looks for employment in companies and organizations that are inclusive, respectful, and responsible. A nonprofit organization already has the benefit of doing something good in the world, but it needs to begin from within your ranks.
  • Be innovative and technology-driven. It is worth the investment to keep your organization current and relevant. Outdated systems are often enough to put younger people off, as they don’t view you as forward-thinking, so they don’t see a future.


Other Top Tips from Nonprofit Organization Recruiters for Securing Suitable and Qualified Candidates

Nonprofit Organization Recruiters
  • You can provide a different type of fulfillment than for-profit organizations can- use that in your recruitment strategies!
  • Work closely with educational institutions to scout for quality talent that could work well within your organization. Whether it is for a paid or unpaid role, there could be someone about to graduate looking to take time off to volunteer and gain life experience.
  • Bring in specialist nonprofit recruiters to help you with talent acquisition.
  • Be honest with your job descriptions, but make them exciting. There is a lot about a nonprofit organization that is unique and rewarding- make sure that is clear when you advertise a role.
  • Never underestimate what someone can bring to the table just because of their age. Gen-Z candidates may have less experience and possibly fewer qualifications, but they often have fresh new ideas that can make a huge difference in a nonprofit organization’s mission.



Recruitment for non-profit organizations aiming to attract Millennial and Gen-Z talent must be in line with their values and priorities.

Nonprofits provide exciting opportunities for rewarding and fulfilling careers or volunteer experience. Many of the best potential candidates are young and at the very beginning of their working life, while others have previously worked in roles that earned them valuable skills that could benefit your organization.

Whether you are hiring for full-time positions or volunteers for special projects, your recruitment strategies must be bold, digitally driven, and engaging. Finding the right candidate can take time, but using this recruitment for non-profit tips, you will attract Millennial and Gen-Z talent that could be the perfect fit.

For a free consultation on your non-profit recruitment strategy, contact us at or 212-971-0033.

Leave a Reply