Non-profit organisations can often manage billions of dollars in assets, but property management is usually not their core function. Recruiting skilled property professionals in non-profit businesses can present a unique set of challenges, especially when compared to the private sector. Below, we have mentioned a selection of these challenges, outlining our potential recommendations for each.

Limited Compensation

Non-profits struggle to offer salaries that compete with the private sector, where property professionals are often drawn to more lucrative projects. However, non-profits can appeal to candidates by emphasising the purpose-driven work and non-monetary perks available like workplace flexibility and professional development.

Property Not the Core Focus

While non-profits often handle significant real estate assets, their key focus is on their mission - not property optimisation. This may deter property professionals who prioritise career growth in real estate. Non-profits can attract talent by highlighting the social impact of managing properties that serve communities.

Competing with Glamorous Projects

Non-profits often go up against private companies developing high-profile projects like luxury towers and hospitals, which may seem more appealing to top talent. By promoting the unique challenges associated with non-profit work such as managing historic buildings or affordable housing, non-profit organisations can stand out to those searching for more meaningful opportunities.

Small Property Teams

With small property teams present in many non-profit organisations, career development opportunities can seem limited, which may discourage some candidates. However, non-profits can frame this as an opportunity for greater responsibility, autonomy and the chance to make a real impact.

Each Hire is Crucial

Every new hire in a non-profit property team is critical, which can make the hiring process more rigorous. Emphasising cultural fit and mission alignment is key to attracting long-term, committed professionals.

Purpose Over Profit

Non-profits are driven by purpose rather than commercial outcomes, which may appeal to those seeking meaningful work over financial rewards. Focusing on community impact can help attract professionals motivated by legacy rather than profit.

Diverse Skill Requirements

Non-profits often require property professionals with a wide range of skills, making recruitment challenging. Offering ongoing training and development can attract candidates willing to grow in the role.

Conclusion

Engaging and hiring property professionals can be challenging for non-profits due to the limited compensation offered, small team sizes and level of external competition from for-profit organisations.

To address these challenges, non-profit organisations should emphasise the mission-driven work they do and the potential impact that candidates can have on the future of their projects should they join.

Non-profit organisations need to assess their Employee Value Propositions (EVPs) and appropriately communicate this information in hiring and promotional candidate material. The employer brand should be positioned to highlight the tangible benefits associated with joining the organisation.

By addressing these challenges thoughtfully, non-profits will be best placed to build stronger and more effective property teams.

Interested to discover how we are best placed to support your organisation in identifying a solid property candidate pipeline? Get in touch.