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Great site example - https://islandwood.org/about-us-an-environmental-science-nonprofit/islandwood-staff-demographics/

Good info to share, and we have found young people are looking for this data as they job hunt.

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Race and Gender Demographics at IslandWood

Learn more about the racial and gender makeup of our staff and board below. It is our goal that the racial composition of our staff and board members mirrors the racial composition of the communities that we serve. Demographics for Kitsap County and Seattle are included at the bottom of the page for reference.

Please note that the information below reflects government-mandated reporting categories.

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IslandWood Staff Demographics - IslandWood

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Learn more about the racial and gender makeup of our staff and board below. It is our goal that the racial composition of our staff and board members mirrors the racial composition of the communities that we serve. Demographics for Kitsap County and Seattle are included at the bottom of the page for reference.

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Notes from Staff Recruitment conversation (not very neat)

Seasonal Staff recruitment **

Change is in the air

Wolf Ridge is not struggling with educators, the struggle is attracting permanent staff

Ask networks: Who do you know that doesn’t know they want to apply yet?

Look to midcareer folks. Late 20 early 30 folks looking to switch careers

Are we paying enough

College career fairs – who else is there matters?

Job fairs

Wolf Ridge

Grad programs – independent study course Real life credits

Working professor connections

Presentation for pre-service teachers

Housing – asset to grad program, not for year round

Americorp?

Long game vs. short game

Job boards within college – many colleges on Handshake

DEI -

Purdue

Clubs –

Islandwood diversity page = inspiring

Adding goals to website

Educators on staff page

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What has worked for folks?

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Having enough educators to run programs! There are a lot of punches we can roll with and positions we can cover internally and get by without. Educators is not one.

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Push to work from home changing atmosphere of office and opportunities for good teamwork. We settled on 2 days per week allowed from home in response to strong employee pressure.  Everyone picks different days so very little in person connections are happening.

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Push to work from home changing atmosphere of office and opportunities for good teamwork. We settled on 2 days per week allowed from home in response to strong employee pressure.  Everyone picks different days so very little in person connections are happening.

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Crappy hiring practices that need to die, and some new ones we need to adopt

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[Image description: Two hands shaking. In the background is a white table with three office chairs. Image by Tumisu on Pixabay. While we put an end to some archaic hiring practices, we also need to…

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My on-boarding technique is one I am being asked to train other supervisors.

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My team has taken years of effort to go from a loosely coordinated group with an array of problems (when I inherited it) to, through training, standards communication and turnover, a very functional group of highly motivated individual contributors and team players. But lately this iteration have been so well trained and hire-able they are being picked off by 'head-hunters" and the turnover rate without replacement is getting dangerously close to not being able to function adequately. In short, retention is a problem because they are so GOOD.

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Job applications have slowed from a trickle to almost nothing.  These used to be sought after positions.  Has anyone had luck with methods like job fairs or jobs boards?

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During the pandemic we hired an over-qualified seasonal staff and it was SO fabulous! This person contributed greatly to improving our programming.

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We struggle with retention for these jobs. Do we distribute the "dirty" work of bathroom cleaning and other cook and custodial duties amongst our educator staff or hire a person specific to do this work? We posted and received some great feedback (thanks!) in the ANCA thread about how to advertise these positions as well.

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Discrepancy in pay/benefits for seasonal vs. permanent

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Discrepancy in pay/benefits for seasonal vs. permanent

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There are perks to both jobs and some employees prefer different lifestyles. Yet, are organizations offering benefits to seasonal employees or pay that bridges the divide between permanent and seasonal?

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We've had more challenges filling our seasonal naturalist positions (not as many applicants, less experienced applicants). I know the pandemic has caused talented, experienced naturalists to leave the field (at least that's what I am seeing in MN).