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Win Over Rock Star Talent On a Nonprofit Budget

  1. Hire Rock Star Talent on a Nonprofit Budget
  2. 2015 Talent Trends 2 Meet the Presenters
  3. Today we hope you walk away with...  Fresh ideas for finding talent where you may not have been looking  Insights into the candidates you are trying to reach  Strategies to land your dream candidate when compensation can’t compete
  4. 4 Driven by data Talent Trends Report - a survey into what talent wants  Over 20,000 professionals, 29 countries  2,000 nonprofit professionals  7,000 who are interested in working at a nonprofit Job switching behavior based on LinkedIn member profiles Sector switchers are defined as members who:  Initially held a position in one sector  Left their position in that sector during the 2 years analyzed, and  Began working in a different sector sometime thereafter 1 2
  5. 5 Nonprofit staff growth – 50% in 2015* Private sector growth – 36% in 2015* *Nonprofit HR | 2015 Nonprofit Employment Practices Survey Results
  6. Nonprofit Talent Landscape - 2015
  7. (Almost) Everyone wants to work for a nonprofit 3 out of 4 in the US / Canada are interested in working at a nonprofit
  8. 8 Instead of focusing your efforts on just one nonprofit professional…
  9. 9 There are many candidates that are interested in what you have to offer!
  10. Talent Behavior
  11. Movement into the nonprofit sector Source: LinkedIn site data for positions dated from March 2013 – March 2015 65,087 671,162 for profitnonprofitgovernment
  12. Industries with professionals switching to nonprofits Source: LinkedIn site data for positions dated from March 2013 – March 2015
  13. Source: LinkedIn site data for positions dated from March 2013 – March 2015 Top industries contributing to the nonprofit sector Retail Marketing and advertising Information technology and services Government administration Financial services Hospital & health care Education management Public relations and communications Mental health care
  14. 14 Nonprofits are hiring in 2015 Source:
  15. 15 Find nonprofit talent outside of the nonprofit sector Source: LinkedIn site data for positions dated from March 2013 – March 2015 Hiring for this? Look for people doing this: Direct services • Research / graduate assistant • Primary / secondary teacher • Food service professional • Retail sales person Education / community outreach • Community outreach coordinator • University professor / lecturer • Student / intern Program management / support • Project manager • Consultant Fundraising / development • Sales person • Nonprofit board member / advisor Marketing / communications / public relations • Marketing specialist • Public relations specialist • Journalist
  16. 16 Source: LinkedIn site data for positions dated from March 2013 – March 2015 Hiring for this? Look for people doing this: Finance / administration / operations • Administrative employee • Assistant • Human resources specialist Technology • Software developer Member / constituent services • Customer service specialist Government relations / affairs / advocacy • Lawyer / judge Find nonprofit talent outside of the nonprofit sector
  17. 17 Advanced search example
  18. Candidate Journey
  19. 2015 Talent Trends 19 Lucy has been a marketing manager at an ad agency for the past 3 years. She is based in the pacific northwest. You see that her skillset and experience is perfect for the marketing role you’re hiring for.
  20. 20 Candidate journey Final decisionDiscovery Search Application Interview Lucy Peruit Marketing Manager How can you purposefully engage her?
  21. 2015 Talent Trends 21 From candidates themselves: Recruiting is like getting married with only meeting your future spouse a few times. I'd like to see multi-day hands-on working interviews to really see whether there's a good fit. It's frustrating to not feel heard. I'd like recruiters to understand my unique skills and what I'm looking for in my new role before pitching me a job. The process takes so long! Speeding up the application process would make me a lot happier.
  22. Discovery & Search
  23. 23 Candidate journey • Is there meaning in my work? • What other companies are out there? • Where would I be a good match? • Where are my friends working? Discovery Search Questions/feelingsActions • Open to receiving messages • Ponder future opportunities • Look on LinkedIn • Browse online • Talk with network • Is this organization good to work for? • What other companies are out there? • Excited and inquisitive • Respond to recruiters • Investigate companies • Identify job descriptions that are interesting • Purposefully engage network Lucy Peruit Marketing Manager How can you start the relationship on the right foot?
  24. When in doubt, reach out 2015 Talent Trends 24 How interested are you in talking to an in-house corporate recruiter or a headhunter for a search and staffing firm about a new job opportunity? 50% 32% 18% Extremely and very interested Somewhat interested Not very or not at all interested 82% Discovery Search Source: LinkedIn 2015 Talent Trends Report
  25. 2015 Talent Trends 25 Top 3 ways candidates want to be contacted Discovery Search Source: LinkedIn 2015 Talent Trends Report
  26. 2015 Talent Trends 26 Regardless of your level of interest, what are the most important pieces of information that a recruiter should include in their initial message to you? What should you talk about when you first reach out? 2 Why you’re reaching out to them specifically 1 The role’s responsibilities 3 Projected salary range 4 The company’s culture 5 The company’s mission Source: LinkedIn 2015 Talent Trends Report Discovery Search Make it personal, and cover what candidates care about
  27. 2015 Talent Trends 27What channels do you use to look for new job opportunities? Make sure candidates can find your opportunities 1 Online job boards 2 Social professional networks 3 Word of mouth 4 Company websites 5 Professional groups 6 Search engines 7 Online advertising Source: LinkedIn 2015 Talent Trends Report Discovery Search Top channels where they look for jobs
  28. The Interview Experience
  29. 29 Candidate journey Application Interview Questions/feelingsActions • Is the process easy or hard? • Is this organization really interested in me? • Why haven’t I heard back?? • Update resume / LinkedIn profile • Apply to job • Wait for response • Reach out to employees at organization • Apply to other jobs • Whoo hoo! • This is getting more serious… do I really like this organization enough to switch? • Set aside time, prep, and attend the interview • Research organization reviews • Talk to employees or others who have interviewed there Lucy Peruit Marketing Manager How can you make the interview great?
  30. 30 The interview process influences perception Interview say a negative interview experience can change their mind about a role or company they once liked 83% say a positive interview experience can change their mind about a role or company they doubted 87% Source: LinkedIn 2015 Talent Trends Report
  31. Interview experience also impacts the final decision 2015 Talent Trends 31 tip How important is the overall interview experience in your decision to join a company? 77% 20% 3% Extremely and very important Somewhat important Not important Interview Final decision Make the interview great to win over your candidates Source: LinkedIn 2015 Talent Trends Report
  32. 32 What can you do to make that interview top notch? The prospective manager A team member An executive Don’t know A recruiter Prospective Manager An Executive Don’t Know A Prospective Team Member 58% 19% 13% 3% 3% A Recruiter Introduce them to the right people Interview Which one person is most important in determining whether you have a positive interview experience? Source: LinkedIn 2015 Talent Trends Report
  33. 2015 Talent Trends 33 Outside of your interview with your prospective manager and/or team, which of the following are most important to you having a positive experience? Bring your best assets forward in the interview Interview 2 Having a conversation with leadership 1 Getting business questions answered 3 Experiencing company culture 4 Receiving interview follow up 5 Receiving clear logistics (time, location) in advance What matters to talent on interview day Source: LinkedIn 2015 Talent Trends Report
  34. 2015 Talent Trends 34 When talent want to hear from you: want to hear good news by phone 77% Interview Final decision Stay connected after the interview day After the interview, when do you want to hear from the recruiter about the role?  Whenever you have an update – 63%  Periodically, even without news – 49%  Only to extend an offer – 47%  Only to deny an offer – 44% 65% want to hear bad news by email Source: LinkedIn 2015 Talent Trends Report
  35. Exceed candidate expectations 2015 Talent Trends 35 A majority of talent wants to receive interview feedback, but less than half have received it before. more likely to consider your company for a future opportunity when you offer them constructive feedback 4x Interview Candidates are: Source: LinkedIn 2015 Talent Trends Report
  36. 36 Interview Interview process takeaways 1) The interview is critical to your organization’s talent reputation / recruiting success 2) Nail the basics, like logistics, locations and communications 3) Establish a consistent process with your hiring managers – ensure a positive experience throughout all interactions 4) Hiring manager and a teammate are interview must-haves 5) Show off your great nonprofit culture! 6) Gather feedback and share as much as you can with the candidate 7) Don’t go dark – keep in touch with the candidates through the final decision 8) Play your cards right, and keep them warm for another opportunity!
  37. The Final Decision
  38. 38 Candidate journey Final decision Questions/feelingsActions • Will I enjoy working here and find it meaningful? • Will I get along with my manager? • Will this give me the means to support my family? • Do I fit in with this culture? • Talk to employees, friends, family • Look for answers to questions from recruiters & hiring manager • Weigh out all the factors to see if the decision is overall best for me Lucy Peruit Marketing Manager Back to that final conversation. What influences her?
  39. 2015 Talent Trends 39 Which of the following are the three most important factors that would entice you to accept a new job opportunity? Better compensation Better work / life balance Better place to work (culture) Better fit for my skill set Opportunities for advancement Better location More challenging work Better professional development 13% 27% 19% 26% 25% 27% 32% 42% 13% 23% 23% 24% 25% 31% 34% 48% Interested in working at a nonprofit Full time nonprofit experience Final decision Top factors for potential nonprofit talent (US / Canada) when considering a job offer Source: LinkedIn 2015 Talent Trends Report
  40. 2015 Talent Trends 40 Besides compensation, what can you control? Final decision Better professional development – what educational / training programs do you offer for your employees? Better work / life balance – what is your culture like? Do you offer flexible work hours or arrangements? Opportunities for advancement – do you support internal mobility? More challenging work– what is more challenging than saving the world?? Better place to work (culture) – how do you celebrate the ordinary, foster relationships, make things fun?
  41. 2015 Talent Trends 41 How do you benchmark and determine what is a fair salary? Depends on perceived value of role Set percentage change from last role Talking with colleagues Government statistics Online research 60% 49% 40% 12% 30% How professionals benchmark salary Final decision Benchmark in a similar way so that you can level-set expectations Source: LinkedIn 2015 Talent Trends Report
  42. 2015 Talent Trends 42 Key takeaways 1. Your potential talent pools go well beyond the nonprofit industry. • Take advantage of your purpose-driven work - 3 out of 4 are open to a job with you, and many are actively switching! 2. When in doubt – reach out. • Personalization and detail about the role is key in the first communication. Use InMails, emails, or cell. 3. The interview process is VERY important. • Perfect details like the logistics, and training for your hiring managers. • Show off your culture, and the impact your employees make. • Provide feedback to the candidate throughout or after. 4. Keep in touch • Giving updates, reaching out, and making an effort goes a long way. 5. Adjust offer details you can control • Candidates care about a lot more than compensation – win over your rock star talent by understanding what else they want.
  43. 43
  44. 44 Other LinkedIn resources for nonprofits  Find employees - 50% off a full time job posting  Find board members / volunteers - 90% off a job posting for a volunteer or board member  General resources - Case studies, tip sheets  LinkedIn for Nonprofits – watch the webinar overview of all our nonprofit offerings  Advanced search – great free tool Email us –

Notes de l'éditeur

  1. A: Name, role @ LinkedIn, background. I’m looking forward to sharing this info with you all as I know how valuable great hires are at a nonprofit. Something not on my LI profile L: Name, role @ LinkedIn, background. I’m lauren vesty – nonprofit marketing, work with our data analytics teams & observe trends Here at LinkedIn profile, as a way to get to know each other better, we like to share facts that are not on our LinkedIn profiles. Something you wouldn’t know about me is that I am East Coast born and raised, but recently moved to the Bay Area.
  2. A – We prepared today’s presentation with this in mind; if the NP sector is growing, what can we learn from our research to help nonprofits keep up with this growth and hire Rockstar talent? From what we will share today, we hope you will walk away with strategies to help your nonprofit reach undiscovered talent pools, and a better understanding of factors outside of compensation that can influence a candidates decision to join your noprofit organization
  3. L – For the purposes of today’s call, I’m going to be your data nerd. Before we jump into the learnings, I want to share the background / context – how we got that data, and the overall landscape of what we see happening in the NP sector. can use this data to back up the strategies that you’ll want to implement This webinar combines two massive reports / studies: Is the nonprofit talent trends report, which you will get a link to after this call Huge survey of over 20K professionals to find out what they really want Combined that with sector- switching data that we’ve seen with profile updates on linkedin When people update their titles, profiles, companies – we can track that and correlate to larger movements and trends Analyzed over 100 MM profiles in a 2 year period to see where movement was happening between sectors You can download full report after this webinar
  4. L – why did we focus this webinar / analytics on nonprofit talent? 1) because nonprofits are changing the world for better and deserve the best people in the world and 2) the sector is growing! Nonprofit HR found that nonprofit growth is set to outpace private sector growth this year Additionally, significantly fewer nonprofits expect to eliminate positions (7%) or gradually reduce staff (4%).
  5. L – so where is all this great talent going to come from?
  6. L –The great news is, almost 3 out of 4 people are interested in working at the nonprofit sector! What does this mean? That your talent pool is a lot broader than you might think it is. If you walked into a coffee shop and talked to 10 people there, generally 7 of them would be interested in working for your organization, or a nonprofit in general.
  7. L– Recruiting just from the nonprofit sector is like going fishing, but only focusing all your efforts on one fish that you think will have a higher likelihood to bite. In reality, there are a lot of fish out there that are interested in what you have to offer!
  8. L– Recruiting just from the nonprofit sector is like going fishing, but only focusing all your efforts on one fish that you think will have a higher likelihood to bite. In reality, there are a lot of fish out there that are interested in what you have to offer!
  9. A— I haven’t done a lot of fishing, but I’ve done a lot of hiring for nonprofits, and I know that when someone already works at a nonprofit, its much easier to recruit them as you know what kind of ‘bait’ they are interested in. Its good to know that people are out there, but opening up your search to the entire sea can be overwhelming! What information can you share with us to help our nonprofit audience reach outside traditional sources of hiring but also be targeted?
  10. L – I hear you Audra, there is definitely a difference in expressing interest vs actually doing something. However, there are actually hundreds of thousands professionals moving into the nonprofit sector. Beyond people just telling us this is what they want, we’ve seen real movement between sectors. Tracking member data throughout the past 2 years, there was quite a bit of transition between the nonprofit, government, and for-profit sectors. And a lot were moving into the nonprofit sector, which means that many organizations are hiring outside of just the nonprofit sector
  11. L - There is a wide range of industries that have professionals migrating to the nonprofit sector – government, medical, high tech, finance..
  12. L - And to show actual numbers, Professionals moving into the nonprofit sector are most likely to come from retail, marketing/advertising companies, IT, or govt administration. A lot of skillsets nonprofits need are honed in these sectors, so don’t count someone out if they’re coming from a different sector.
  13. L – the same group and survey found that these were the nonprofit functions growing the most this year - hope you can relate as you might be seeing hiring happen around these same areas The direct services can be expected, while the emphasis on marketing, communications, finance, operations, etc show more investments in infrastructure. From the Nonprofit HR Nonprofit Employment Practice 2015 Survey Results
  14. A – Ok, I saw the list that you sent me of common job titles for people switching to the nonprofit sector and there are actually a lot of people out there with skills and background that can easily translate into some common nonprofit roles I took the roles that they are moving from and tried to line them up with some of the roles they might be good at a nonprofit. So for example, if you’re looking for a fundraising/dev person, you don’t have to just look within the already competitive fundraising talent pool; you could look at for profit talent with sales/ or nonprofit board experience.
  15. A: Here are a few other examples; a person with customer service experience, might have the same skillset as a position in your organization that works with your members or constituents. If you’re searching LinkedIn to proactively find some of these candidates, these are all good titles to search off of, as they’ve historically had high migration rates to the NP sector!
  16. A- You can actually do this search within LinkedIn’s Advanced Search Tool; highlighted by the red circle here. Here I’ve searched for my previous example; by putting sales and board in the Title and selected the SF Bay Area, finding over 3,000 members that potentially have a background that could suite my open development position. Those on the line with more advanced solutions will have access to more sophisticated search tools and the ability to directly reach out to candidates outside of their network.
  17. A— So Lauren and I have shared what we know about potential talent pools for your nonprofit and how you might find them; but I’m sure your thinking to yourself –would a person working in the corporate sector even respond if I reached out to them about a nonprofit opportunity? Particularly if they know nonprofits often can’t compete with for profit compensation? You’re right to think that! Whether for profit or non profit candidate—there are many opportunities for you as a HR professional to impact a candidates decision to consider joining your organization during their candidate journey.
  18. A – Let’s use Lucy as an example to think about how we can engage and attract rock star talent to your nonprofit. Let’s say for example your nonprofit has an open marketing role. You decided to look outside employee referrals and posting to nonprofit sites; and used advanced search to find other marketing professionals in your area. Found Lucy, She looks like a great match. Lucy has been at her job for 3 years, isn’t actively looking for a new job but feels a sense of purpose is missing and might be open to new opps. What can you do to engage a candidate like Lucy so she ultimately accepts that final offer?
  19. A: As we mentioned, there are so many opportunities to influence a candidate well before you get to that final decision. This isn’t news to you all on the line, but what will be interesting is the data and research Lauren has to share that can show just how important each stage of the candidate journey is and specifically what you can do to improve that experience to ultimately land your dream candidate. We will walk through these stages to share what we’ve learned from LinkedIn members in terms of what they are looking for at these important points during their candidate journey
  20. L – as a hiring manager or recruiter, how often do you think through / evaluate candidate’s experiences with you? We’ve pulled out a few quotes to keep the candidate’s experience front of mind for the journey. – call out that you could potentially have someone shadow
  21. A – So lets dive in and figure out how we can provide a positive experience early on in the candidate journey while they are still in their D& S stage
  22. A – First we have to understand where the candidate is coming from? What are the things that she is thinking about, and what frame of mind is she in when you first approach her? Lauren – I’m curious what were you thinking before you got your most recent job? I was open to opportunities, thinking through what might be more challenging roles that might be better for my skillset A – Lauren was definitely similar to Lucy. She’s starting to question other places she could work, and feeling excited at the possibilities. She is just starting to talk to friends and network, but really is open to hearing about new opportunities and investigate working for companies she may not have considered before. Now as a nonprofit recruiter what would be the best way for me to get Lucy’s attention? How do I even know if she is interested and how do I even reach out to her?
  23. L - Data from people who indicated that they were interested in working at a nonprofit – 82% are open to hearing from recruiters, and a large majority of that is VERY interested in hearing from you!
  24. L - How can you reach out? Simple – email, InMails, and phone calls are the top three preferred methods A- ok, this is still not so simple, what can I say in that initial message that’ll get their attention?
  25. L – that is a good point! While it might seem like a stretch, getting a job is a really personal matter, so make sure that you’re thinking about what candidates would want to know. These are the top 5 items a candidate wants to hear when you first reach out. Culture / mission – beyond your mission statement, really what it is like to work there - This is what the data shows us - Use your discretion on when you want to reveal salary range, it can work in a couple ways – on one hand, you can quickly weed out people who will always be out of reach, or you could get them interested when they might not be
  26. L - beyond direct outreach, I also want to show you what channels will be helpful to you LAUREN—I think this transition is awkward so maybe you just talk through it? A – this is super helpful Lauren, because using a variety of channels will help you reach the widest population of candidates interested in working for you. 53% of professionals rely on friends and colleagues to discover new opportunities. Do you know what people are saying about your organization as a place to work?
  27. A Ok, so now we’ve identified Lucy, we reached out to her and engaged her in a meaningful way –next we move on to the Interview Experience. Oftentimes we think of this as a time for the candidate to sell us on their fit for the organization, but it’s also a time where a candidate where learn a lot about us.
  28. A -- So again, lets go back and put ourselves in the candidates shoes – What do we think Lucy is think about right now? How is she preparing for the Interview? Lauren, lets go back to you – how did you feel after LinkedIn set up an interview with you? Lauren---says things on the slide A –Exactly, Lauren, just like Lucy is thinking a lot about the process and is starting to gather even more information should she have to make a decision at the final offer.
  29. A – No matter how well you pitch a job, nearly all professionals are still unsure about the job and company when they show up for the interview. Getting the interview right will win you top talent, while getting it wrong can hurt your recruiting efforts. You have a lot of opportunity here to provide an experience that showcases why your nonprofit is such an amazing place to work, and provide the candidate with information and experiences that could influence their perception of your organization. This isn’t just important in landing your dream candidate– people who go on the candidate journey with your nonprofit can be future brand ambassadors for you; you want everyone to walk away, whether with a job offer or not, having great things to say about your organization.
  30. L – talk about the data MOVING THIS TO SLIDE 35; Makes more sense after we’ve shared tips? A – So for those of you that stated earlier you’ve lost candidates at the final offer think about pulling together your recruitment team, hiring managers, and other HR partners to brainstorm how you can create a positive and memorable experience for every candidate you interview
  31. L – 58 % of respondents said that the most important interview was with their prospective manager – not surprising as we recently did another study as to why people switch jobs – and one of the top reasons was their manager! They want to make sure that they’ll vibe well with and work well with the new person
  32. L – When asked about factors outside of your interview with a prospective manager or team, these factors were most important to having a positive experience From a for-profit company to a nonprofit, I might want to know what the leadership is like, where the funding is from, what it is like to operate in that environment Be prepared to be totally transparent, give development example A – So for those of you that stated earlier you’ve lost candidates at the final offer think about pulling together your recruitment team, hiring managers, and other HR partners to brainstorm how you can create a positive and memorable experience for every candidate you interview. personally, when I was switching jobs, I was pretty unsure about it – I was brought into a lounge vs. a conference room, and had a coffee with my prospective manager, I was able to soak in the culture - That could mean bringing them into a busy part of the office, or bring them by to see any celebrations or activities that might be going on – supplement in-person experience with your online presence
  33. A – The experience doesn’t end at the interview either; make sure you put thought into how you stay connected afterwards. As you can see on the left, candidates want to hear from you and perceive the candidate journey and your nonprofit more favorably when you keep them updated. If you have good news, make the extra effort and call them on the phone, if you have bad news it might be ok to comm by email Remember, this is important as potential candidates can become positive or negative brand ambassadors for your organization even if they don’t end up working for your org
  34. A – And going a step further on that point, a majority of candidates want to hear feedback; but less than half actually do. Offering interview feedback to talent is a simple way to leave a positive impression and show you care about their success, whether or not they become your next hire. While this may seem like an extra step that is too time consuming it is also another opportunity to provide a candidate a positive experience. The people you do not hire have just as much influence on your company’s reputation and talent brand as those who do join your team.
  35. L - Team driven image – you can see how important the interview process is – create training and consistency across all your hiring managers
  36. A – Alright, so Lucy has made it through the interview, you see that she is a true talent rock star, a great fit for the organization, but you’re still not sure your nonprofits compensation package and the great interview experience she had will be enough. What other information can you bring to the table to help with that final decision?
  37. A - Again we go back to what Lucy is considering at this stage. An offer has been extended, and you’ve sold her on a lot of aspects of your organization at this point. What is she weighing out as she goes through the final decision making process? She’s probably trying to picture herself working at the organization; and if she doesn’t have enough accurate information or experiences to paint that picture, she might only base her decision on comp.
  38. L: As a lot of you may have guessed—comp is high on the list But there are other areas that weigh heavily that can help us think about how we frame that final decision. Break into a list with examples or actionable items When a candidate who works at a nonprofit, or is interested in one, is considering a job offer, there are a few factors that matter a lot and others that hardly matter at all. Increase your candidate acceptance rate by knowing the difference.
  39. L: Ask people to chat in some examples; will read out at the end
  40. A – I know we don’t always have control over comp, but its also important to try and recognize how your candidates are determining their salary benchmarks. Most professionals rely on their own judgment to determine a fair salary, so be open and honest about why you’re offering a certain compensation package. The majority set their expectations based on the perceived value of the role so make sure you’re clear and accurately portraying the job’s responsibilities and workload. Provide an opportunity for open and honest communication about how they came to their compensation expectations; oftentimes this can help the candidate feel valued even if at the end of the day your hands are tied on the salary range.
  41. A + L A: Hopefully at this point, you’ve learned more about how to hire rock star talent for your nonprofit in ways that you hadn’t thought about before. You’ve gotten an inside-look at what talent wants to know, so use that knowledge to your power to provide the best experience for those candidates that your nonprofit can’t live without. A – 1) we know that so many people are interested in working at your nonprofit, so take advantage of your meaningful mission and look beyond the nonprofit sector L – 2) A- 3) the interview process is critical, make sure you’re thinking of all the opportunities to positively influence a candidate’s perception of your organization – remember, over 80% say that an interview can make or break their view of an organization L – 4) 94% say being contacted by a prospective manager can make them accept a job faster, 89% say being contacted by a recruiter A – 5) your candidates care a lot more about comp, make sure they have all the information they need for that final decision
  42. L - Just so everyone’s aware, Don’t forget Talent Connect is coming up in October. This is the world’s largest talent acquisition conference, and this year will feature speakers and sessions exclusively for our nonprofit audience. **David made point to state that this is an opportunity to step outside of nonprofit bubble and talk to HR professionals from all different sectors
  43. L - LinkedIn has some great resources exclusively for nonprofits. Take advantage!