A few months back when Ceci Dadisman and Drew McManus first floated the idea of recognizing Creative Arts Administrators to the rest of us ArtHacker authors, my first thought was that the project shouldn’t just be about who is doing a great job, but rather who you would love to poach from another company.
I have mentioned this idea in something of an off-handed way in my posts from time to time. We frequently hear about people being lured or headhunted away in relation to for-profit companies. A recent discussion my board had about recruiting new members cited the fact that one woman was pursued and lured to a new job by another company in town as part of her qualifications and value to our board.
You rarely hear this sort of thing in the non-profit realm. I don’t know if people are concerned about being perceived as cutthroat. Perhaps more likely, they don’t feel they can offer pay, benefits or work environment competitive enough to entice people to leave their current job. Intangible factors like idealism about the work being done might also come into play.
All this being said, having a more competitive job market can be beneficial. First of all, it can raise employee morale if they are being courted or see colleagues being courted. It gives a sense that someone external to the organization is paying attention and recognizes their contribution. Not to mention contributing to the sense that a path to advancement exists within the industry.
This type of competition can also help justify the organization’s overhead ratio and funding requests if they can do more than cite the hypothetical need to offer good salaries to retain people. If you are losing talented people to poaching by other non-profits, that says something. (Granted, if you are losing people to poor salaries, that says something as well.)
I should note that I am not just daydreaming about how great it would be if non-profit arts organizations had to compete for the best talent. Drew McManus and I recently had a conversation where we both observed that search firms were increasingly being listed in job postings.
We were a little wary about whether this was a good thing since some of the firms don’t appear to have any experience conducting searches in the arts and culture field. This could be another indication of boards of directors looking to run the arts “more like business” and may result in organizations being lead by people with little practical background in the arts.
But it could also be an indication that arts organizations are seeing the need to have the recruitment and hiring process handled with greater care and alacrity than they possess.
So in time news that people are being actively headhunted away from an organization may come with greater regularity. Depending on what generalizations about Millennials you subscribe to, this may have the effect of attracting a greater number of very talent people to non-profit work as they pursue a desire to do meaningful work. But with that may come a lot more job switching than arts organizations are used to.
So granted, there is a fair degree of speculation in all this. Bottom line though. If you know someone in the arts you would really love to have working with you, but don’t feel like you could snatch them away —Nominate them on ArtsHacker.
And if you are working with an amazing person right now and having them snatched away would break your heart, nominate them on ArtsHacker and let them know their work is valued.
And if you are afraid calling attention to a person’s awesomeness is going to see them headhunted and it is better to keep the person hidden from sight, well you may already be creating an uncomfortable work environment that will cause them to leave anyhow.