By Mahala Warren, Bloom HR Head of Talent

The current labour market in Australia presents a complex set of challenges. With unemployment rates remaining low and demand for skilled workers high, employers across various industries, including not-for-profits and charities, are feeling the pressure of labour shortages.

With an ageing workforce, shifting economic conditions, and the ongoing recovery from the COVID-19 pandemic, Australia is experiencing sustained labour shortages. These challenges are particularly pronounced in the NFP sector, where budgets are often tighter and there is strong competition for talent.  

Roles in more remote locations, which are crucial to delivering services in regional and rural areas, can also be hard to fill. Candidates may be hesitant to relocate, leaving these positions vacant for longer periods and affecting the delivery of vital services to communities in need.  

The Employee Proposition

In the face of these challenges, the importance of the complete employee proposition cannot be overstated. For NFPs and charities, attracting and retaining top talent requires more than just a competitive salary. One of the sector’s greatest strengths is its ability to offer meaningful, purpose-driven work that aligns with many candidates’ personal values.

To attract the best people, NFPs must also offer a well-rounded employee experience, which can include:

• Flexible working arrangements: Offering remote or hybrid work models, flexible hours, or accommodating individual needs.
• Career development and growth opportunities: Employees should feel they have opportunities to develop new skills and advance within their role, even in smaller organisations.
• Strong leadership and organisational culture: Leadership and culture are crucial to employee satisfaction and retention.
• Health and wellbeing initiatives: Offering mental health support, wellness programs, and promoting work-life balance.
• Impact-driven work: Employees in the NFP sector are motivated by the tangible outcomes of their efforts, which can boost engagement and retention.

One key area often overlooked in the employee value proposition is the provision of upskilling opportunities, such as secondments, which can significantly enhance talent attraction and retention.

Upskilling and Secondments

Upskilling opportunities, such as secondments, offer employees the chance to develop new skills, broaden their experience, and gain exposure to different roles within or even outside their organisation. Employees can work in different departments, locations, or even organisation and can help address skill gaps and staffing shortages. Secondments not only benefit the employee, who gains new experiences and insights, but also the organisation, which can temporarily fill hard-to-staff roles while strengthening its internal talent pool.

In a sector where budgets for large-scale training programs may be limited, secondments offer a cost-effective way to develop employees’ skills while maintaining operational flexibility. Moreover, they help build a sense of loyalty and commitment among staff, as employees feel their personal and career growth is being supported.

By offering these opportunities, NFPs can help employees grow and thrive within their roles, reducing turnover and making it more attractive for people to join and stay within the sector. It also provides a way for NFPs to future-proof their workforce, ensuring that they are continuously developing talent internally to meet future challenges.

The Rewards of Working with Not-for-Profits and Charities

While the labour market may be challenging, there are immense opportunities. NFPs and charities are uniquely positioned to offer something many corporate roles cannot: the chance to make a real difference in the world.

Many people are increasingly seeking roles where they can contribute to the greater good. Whether it’s working with disadvantaged communities, supporting environmental initiatives, or advocating for social justice, the work of the NFP sector is deeply rewarding. By highlighting the opportunity for meaningful work—combined with growth opportunities like secondments—NFPs can attract candidates who are driven by more than just financial gain.

When employees feel connected to a cause they are passionate about and have the opportunity to continuously develop, they are more likely to remain committed to their role, even in challenging circumstances. This emotional connection and sense of purpose, along with clear paths for personal growth, can be powerful tools for overcoming the barriers of remote or hard-to-fill roles.

Navigating the Path Forward

As we navigate the challenges of the current labour market, we must focus on both short-term strategies and long-term solutions. Creating a strong employee value proposition is essential, and NFPs must be prepared to adapt to the evolving needs of today’s workforce.

By offering flexibility, meaningful work and upskilling opportunities such as secondments, NFPs can not only attract the best talent but also retain them in the long run. These strategies provide a win-win scenario—organisations gain access to skilled and motivated employees, while workers benefit from continuous development and meaningful career progression.

Mahala Warren is the Bloom Head of Talent and leads our talent division, who deliver all aspects of the recruitment process for our not-for-profit and charitable clients.