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Define a Recruitment Process for Your NGO

The next section of the management policy needs to cover the Recruitment Process for your organization. If your policy has a defined the steps followed by the organization to recruit staff and consultants for projects, it indicates that you are working on clear principles of transparency and good governance.

Before beginning to outline the steps in the recruitment process, make sure that you have adopted the “Equal Opportunity” statement. This is very important for your organization since as an NGO you are working for the welfare of the communities, your policy should reflect your vision and objectives clearly. Most international well-established NGOs have this “Equal Opportunity” statement and some donor agencies also verify this with their grantee organizations to know whether they have it or not before considering them for funding.

Basically, the “Equal Opportunity” statement is very simple:

“The Organization believes in equal employment opportunity to each individual, regardless of race, color, gender, religion, age, sexual orientation, national or ethnic origin, disability, marital status, veteran status, or any other occupationally irrelevant condition. This policy applies to recruitment and advertising; hiring and job assignment; promotion, demotion and transfer; layoff or termination; rates of pay and benefits; selection for training; and the provision of any other human resources service.”

You can then explain how the recruitment process takes place in your organization.

Staff Recruitment in NGOs

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