How to spot UNSTABLE nonprofits (w/o spending two years working there): 11 red flags to avoid!

Spotting red flags before taking a job is possible.  

Unfortunately, most nonprofits are not-so-great places to work. They may look okay from the outside but once you're in them.... it can be a whole different story. With a staggering 86% of nonprofits struggling to retain employees in 2023, and turnover rates shooting up by 10% since 2020, it's pretty clear that not every nonprofit role is your next dream job. On top of that, you really don’t want to jump out of the frying pan and into the fire. 

Here is my list of 11 red flags to watch out for to avoid spending the next 12-18 months in nonprofit hell. 

🚩 Using outdated or skewed salary benchmarks (like Charity Village) and not increasing salaries to match inflation or market rate. This could lead to underpaid, potentially demotivated staff, and difficulty attracting and retaining talent. Leadership giving staff annual 2% raises knowing that the salary would have to be 40-60% higher to be competitive is not acceptable. 

• "How often does the organization review and adjust staff salaries?"  

• "Are employee benefits and compensations regularly adjusted to reflect cost of living changes?" 

🚩 Job descriptions that should actually be 2-5 roles. Overly broad job descriptions signal unrealistic expectations and potential work overload, which can lead to job dissatisfaction and burnout. 

🚩 Including DEI statements in job postings but not the salary. Lack of salary transparency, especially when claiming to support diversity and inclusion, suggests the organization might not be truly committed to equity. 

• "Why did you not share the salary range for this position?"  

• "How does the organization demonstrate its commitment to equity beyond public statements?" 

🚩 Insisting on in-office work despite the feasibility of remote options. Unwillingness to adapt to flexible work arrangements can indicate resistance to change or a lack of understanding of modern work practices. 

• "What is the organization's policy on remote or flexible working arrangements?"  

• "Has the organization conducted any surveys or assessments on staff preferences regarding work arrangements?" 

🚩 Negative reviews on employment websites. A pattern of negative reviews from current or former employees on platforms like Glassdoor or Indeed is a strong indicator of issues within the organization. Don’t let the org tell you “those reviews are from disgruntled employees” - why do you have so many disgruntled employees?? 

 🚩 Expecting free labor from candidates during the interview process. Requesting unpaid work reflects a lack of respect for candidates' time and effort, possibly indicating broader issues of exploitation within the organization. 

• "How will the work I provide during the interview process be used by the organization?" 

• "Will the tasks completed during the interview process be compensated?" 

• "Can you provide examples of how previous candidate submissions have influenced your hiring decisions?" 

 🚩 Lack of professional development opportunities. If the organization is vague about or doesn't mention opportunities for professional growth during the interview, it might suggest a lack of investment in employees. 

• "How does the organization support ongoing learning and skill development for its staff?" 

• "Are there specific budgets or programs in place for employees to attend workshops, conferences, or further their education?" 

🚩 Unclear or nonexistent onboarding process. An organization that lacks a structured onboarding process, as evidenced by vague or non-answers to questions about the first weeks on the job, will not support new hires well. 

• "What kind of support and resources are provided to new hires during their first few weeks?" 

• "How does the organization ensure a smooth transition for new employees into their roles and the team?" 

🚩 High Staff Turnover. Frequent mentions of staff changes/vacancies during interviews or on the organization’s website/socials indicate high turnover.  

• "What is the current staff retention rate, and how does it compare to previous years?" 

• "Can you share some of the common reasons for staff departures recently?" 

• "What measures is the organization taking to address and improve staff turnover?" 

• “What is the history of this role?” 

🚩 Pressuring candidates to rush into job decisions. Rushing candidates can be a sign of desperation, controlling behaviour, or high turnover, suggesting deeper organizational or managerial issues.  

🚩 General feeling of discomfort. If something feels off, like the interviewer taking months to schedule an interview, speaking poorly of current or past staff, or having sudden shifts in tone, watch out! Delays in responses, conflicting information, or a general lack of clear communication can indicate disorganization or a lack of respect for candidates. 

• "How does the organization ensure clear communication and alignment among its staff?" 

• "What recent improvements were made to improve operations?" 

With most organizations having a hard time keeping their teams together and more people heading for the door than ever before, it's super important to do your homework before saying "yes" to a job. Research, network, and observe carefully; keep your eyes wide open for these red flags, and don't be shy to ask those tough questions. Don’t ignore the red flags either! After all, you deserve to be in a place that values you as much as you value the mission. Here's to you finding that perfect fit where you can thrive, make a difference, and maintain your sanity!