# Fundraiser recruitment – key insights & tips

- Link: https://fundraising.co.uk/2022/12/14/fundraiser-recruitment-key-insights-tips/
- Published: 2022-12-14T09:30:00+00:00
- Author: Melanie May

**The recruitment market has certainly seen some changes in recent years. The lockdown
years of 2020 and 2021 saw redundancies, furloughs, and people across all sectors
working remotely through necessity. Since the UK opened back up, many have reassessed
what they want from their jobs, looking for the flexibility in working practices
brought by the pandemic to continue. Now of course, the rising cost of living and
the challenges that brings are having an impact.**

But with ONS statistics showing vacancies overall at record levels early this year,
how has the past year been for the fundraising sector in particular? Certainly the
number of fundraising roles listed on job sites has increased. Hybrid roles have
risen, while onsite jobs are dropping as job seekers continue to look for flexible
working, whether it’s hybrid or remote, and employees increasingly have to offer
it.

#### 2022 job market

Karen Harlow, Senior Content Manager, and Lucy Hardy, Research Manager, at [CharityJob](https://www.charityjob.co.uk/)
note:

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> “We’ve seen the number of jobs on our site increase in 2022 overall ­­– by 36%
> compared with 2019 ­– including fundraising jobs. There has also been an increase
> in the proportion of hybrid fundraising jobs and a decrease of onsite jobs over
> time.”

It’s a similar story at [Harris Hill](https://www.harrishill.co.uk/). Hannah Laking,
Divisional Director and Dagmara de Paula, Principal Consultant of Harris Hill’s 
Fundraising team add:

> “Compared with 2020-21, we’ve been inundated with vacancies for most of the year,
> only starting to slow down a little in the last few weeks – but there’s still 
> a real shortage of candidates, so it’s been tougher than ever for charities to
> attract the people they need.”

Impacting this, they have seen a notable increase in internal promotions, particularly
in areas like trust fundraising that weren’t hit quite so hard by the pandemic. 
This too has had an impact:

> “Because more people have been able to get career progression where they are, 
> they’ve had less incentive to move, meaning there are even fewer candidates in
> the market.”

#### Rising salary expectations

Salary expectations have risen too, particularly since the cost of living started
to rocket. Charity workers are now among those striking for better pay, as seen 
this month with Shelter, ASIRT and Hestia.

Laking says:

> “Salary expectations have definitely increased – not so much at the senior end
> of the market but certainly from assistant to mid-manager level. People seem to
> have become much more confident in asking for higher pay, likely because high 
> inflation and the cost of living have made it essential for those at the lowest
> levels, and given most people a very strong case for requesting an increase.”

#### The call for transparency

Other changes are also impacting the market – the call for greater transparency 
on roles available has grown stronger. Charities are now routinely challenged if
an ad fails to include the salary or demands a degree, thanks in no small part to
the work put in by the [Show The Salary](https://showthesalary.wordpress.com/) campaign
group, which [launched in 2020](https://fundraising.co.uk/2020/09/04/campaign-group-launches-to-push-for-fairer-recruitment-practices/)
to push for fairer recruitment practices, and [#NonGraduatesWelcome](http://nongraduateswelcome.co.uk/manifesto).
The latter [launched in 2019](https://fundraising.co.uk/2019/09/25/non-graduates-welcome-campaign-launches-manifesto/)
to campaign against the seemingly automatic inclusion in many fundraising job ads
for degree-level qualifications. It asks organisations that include this as a requirement
to justify why it is necessary, or remove it.

Fundraisers also want to work in more equitable and diverse organisations – Change
Collective’s 2019 report for the CIoF [Who Isn’t In the Room](https://www.culturehive.co.uk/resources/who-isnt-in-the-room-equality-diversity-and-inclusion-in-fundraising/)
showed that only 9% of fundraisers belonged to a Black, Asian or Minority Ethnic
group. Just this week, [The Race Report revealed](https://fundraising.co.uk/2022/12/13/racial-diversity-in-environmental-charities-falls-below-national-average-for-employees/)
that, in environmental charities, only 7% of the workforce identify as Black, Asian
or Minority Ethnic.

This year also saw Working Class Fundraisers (@WorkingClassFrs) [launch](https://fundraising.co.uk/2022/10/03/working-class-fundraisers-group-launches-to-provide-support-drive-positive-change/)–
one of the aims of which is to drive positive change in the sector for, as the name
suggests, fundraisers from a working class background.

Harris Hill for one has worked with several charities in the past year who it says
are setting the pace by reconfiguring their recruitment process with far more inclusive
practices.

#### Growing expectations

Overall then, fundraisers expect more from their roles, and, with more vacancies
available, they are prepared to move on if these expectations are not met. [Recent research](https://fundraising.co.uk/2022/10/27/research-reveals-what-makes-fundraisers-tick/)
from Revolutionise International, What Makes Fundraisers Tick?, revealed that the
main reason people choose careers in professional fundraising is belief in the mission
and the organisation and that if they feel disconnected from this – whether by colleagues,
or because of structures and budgets, they will seek employment elsewhere.

Elizabeth Palfreman at [Polly Symondson Recruitment](https://pollysymondsonrecruitment.co.uk/)
says:

> “While salary is a prime consideration, particularly in the current economic crisis,
> it is not the only consideration: Does the charity’s aims resonate with me? Can
> I be passionate about the cause, can I see the impact? How am I going to develop
> in this role?  What are the opportunities for me to expand my knowledge, step 
> outside my comfort zone?  Will my voice be heard in this charity?”

#### Recruitment tips

For recruiters and charities alike, this means working harder to fill roles, and
a growing push to use fairer recruitment methods.

At Harris Hill, de Paula comments:

> “We’re having to be much more proactive in the way that we find people – you can
> no longer rely on advertising to bring in applications, so things like LinkedIn
> have become far more important. Most of the placements we make now come from us
> reaching out to candidates rather than the other way around.”

Over at Polly Symondson Recruitment, Polly Symondson observes:

> “The market is busy – everyone wants a fundraiser and they want them now! Jobs
> are taking longer to fill – they might go through one or two cycles before being
> placed. Candidates are cautious about moving – they want to know a lot more information
> upfront before considering a move.”

#### Priorities for job seekers

So, if you’re looking to fill some roles, the top 5 for job seekers in the sector
are:

 * Flexibility – the top priority
 * Pay – a close second
 * Clear and well-communicated EDI policies
 * Job satisfaction
 * Good holiday and pension arrangements

On flexibility, Harris Hill’s Laking notes:

> “It’s now very much an expectation rather than an optional extra. Where organisations
> won’t meet their expectations or agree an acceptable compromise, we’re seeing 
> many walk away altogether, confident they’ll find somewhere else that will.
>  
> “For their part, most organisations still offer flexibility, but this year we’ve
> seen a shift towards a slightly more rigid approach, with many requiring two days
> per week in the office as a non-negotiable minimum. We’ve also seen a notable 
> increase in people seeking flexibility over when they work as well as where, with
> many keen to condense their role into four days a week rather than five.”

#### Improving the application process

But in addition to all this, it’s not just what the job offers, but the application
process itself that matters. And quite often, it’s offputting. Research by CharityJob
found that jobs that recruit using application forms get a third of the applications
of jobs that recruit using CVs and cover letters.

A survey of their candidates in October 2022 found that the main things they want
recruiters to do to improve their application experience are:

 * Provide more clarity upfront on roles posted (e.g. job requirements, job level,
   salary, flexible working, remote or hybrid working arrangements, and location).
 * Make application processes shorter – use CVs instead of application forms.
 * Give candidates feedback and, at least, let them know if they’re unsuccessful.
 * Reduce the number of job requirements and make sure the salary is appropriate
   for them.
 * Be open to older candidates and applicants from other sectors or roles.
 * Let candidates know if the closing date for a role may change.

And of course, job seekers also want charities’ ads to show the salary and stop 
asking for unnecessary qualifications. Recruitment agencies and job boards are on
board with [a number in recent months](https://fundraising.co.uk/2022/11/04/fewer-sector-job-ads-now-require-degrees-research-suggests/)
announcing that they will no longer accept job ads that make such demands, and #
NonGraduatesWelcome research also showing that degree requirements are becoming 
less prevalent.

**Putting your best foot forward**

With job seekers able to some extent pick and choose, charities now really have 
to sell their jobs, and themselves.

Palfreman says:

> “Candidates will look at websites and Google search so ensure that your digital
> footprint is representative of who you are. A common issue are charities who say
> they welcome candidates from a diverse background and the website gives the opposite
> impression. How does your CEO and senior team come across on social media?  Certainly
> there are candidates who have said they are keen to work for certain charity leaders
> because of their positive reputation, and the reverse is true.”

And it’s also about showing that fundraising is valued by a charity – if this doesn’t
come across, that organisation is going to look a lot less appealing – and simply
showing that an organisation is a great place to work. Offering an informal chat
can really help here, offering a great opportunity to sell the job and the cause.

As Symondson says:

> “Ultimately job seekers want meaningful, genuine interactions – treat your candidates
> how you treat your donors.”