Five creative recruitment strategies

We’re in a candidate-driven market. This means you need to work harder than ever to attract talent.

A bog standard job ad won’t get you noticed. You need to get creative to stand out.

Here are five strategies for inspiration.

1. Advertise on unconventional platforms

When we say ‘unconventional’, we’re not talking about Facebook, Twitter, and Instagram (although this may give you a leg up on the competition, as many charities neglect to advertise job opportunities on social media).

We’re talking about TikTok, Reddit, and Spotify. And, did you know you can advertise on dating apps like Tinder?

Advertising on these platforms will enable you to reach people you might miss if you focus all your attention on the big three. And, as they’re not widely used for job ads, you’ll stand out.

It goes without saying, you should research the platforms first to make sure they’re a good fit.

2. Open your doors

Looking to mass recruit? Ever thought about holding an open day?

If not, why not take a leaf out of universities’ books and invite prospective candidates to come in and see what you’re about?

This is a great way to show potential recruits who you are, what you do, and why you do it.

You could get employees to lead talks/Q&A sessions so candidates can ask questions that aren’t answered in the job description; give them a tour of your office; and introduce them to volunteers.

An open day is a unique opportunity to engage and enthuse top talent and enable them to experience your organisational culture (which is a top priority for jobseekers in the current market).

3. Use video

If you can’t host an open door, the next best thing is video.

While it’s possible to describe who you are, what you do, and how you help people with words on a page, video takes it to another level.

Not only is video a great way to stand out, it’s also a great way to showcase your personality, values, and what makes you unique.

Here’s a great example from Hospice UK.

4. Set up an employee referral programme

Are your staff happy, motivated, and passionate about what they do?

Then get them involved in the recruitment process. Provide them with the tools they need to promote your vision and values: information they can post on their social media channels and emails, and teach them how to talk about the charity when they’re out and about.

Happy employees make the best brand ambassadors, so why not incentivise them to help you find new recruits?

An incentive could be anything from a gift voucher to an extra day’s holiday. If in doubt, ask them.

5. Go back to school

Want to tap into a large pool of qualified people looking for work? Hit-up sixth-form colleges and universities.

Many of them have their own job boards and/or host career fairs.

Advertising roles to graduates is an effective way to nab talent fresh out of the education system.

Want some help filling a fundraising vacancy? That’s our bread and butter. Give us a call on 0203 750 3111 to get started. 

Is it Your First Time Interviewing? Avoid These 5 Mistakes!

Interviews can make even the most seasoned candidates quake in their boots, but they can be equally as daunting for interviewers, particularly first-timers.

If you want to avoid wasting time, money, and precious resources, it’s essential to get it right.

Here are five common interview mistakes to avoid.

1. Not having a clear picture of what you want

If you don’t see a target clearly, chances are you’ll miss it.

Do you have a clear picture in your mind of the skills, traits, and experience you’re looking for? Are the rest of the interview panel in agreement?

Get everyone involved in the hiring process. Agree on the key priorities and accomplishments needed from your new fundraiser.

2. Being too quick to judge

Unicorn candidates are hard to come by. You’re unlikely to find a candidate that ticks every box, so be realistic and open-minded when shortlisting CVs.

You may be concerned about an employment gap, but try not to form opinions about candidates before you meet them.

While your concerns may be justified; your assumptions could be way off the mark.

3. Not putting candidates at ease

You want candidates to talk openly and honestly, right? Then set them up to do so.

Smile, greet them warmly, and show an interest in them.

As obvious as they seem, these small gestures are key to setting the tone for a relaxed and open exchange.

And find a quiet room to hold interviews in.

The candidates will already be nervous. Ringing phones won’t help matters.

4. Evaluating candidates on the wrong factors

One of the most common mistakes rookie interviewers make is looking for new recruits with the same personalities/traits as existing employees.

However, a candidate with a complementary, rather than identical skill set may be of greater benefit to the team.

Although it’s important to bear cultural fit in mind, the most successful organisations have diverse teams made up of people with different personalities, and skillsets.

5. Failing to sell your organisation

An interview is a two-way street. It’s just as important for you to sell the charity to candidates as it is for them to sell themselves to you.

This is particularly important in the charity sector, where talented employees are in high demand.

Think through the key selling points of the role, the organisation, and your culture, and be sure to communicate them clearly.

Are you hiring? We can help you find the right person for the job. Call us on 0203 750 3111 for an informal chat. 

Five reasons to enter charity awards

Third Sector Awards. Charity Times Awards. Purpose Awards.

These are just three of many awards that celebrate the achievements and contributions of charities each year.

If you haven’t done the rounds and entered your charity, you’re missing out.

Why? Being nominated and, fingers crossed, winning an award can do wonders for your reputation.

Here are five reasons why.

Your expertise will be recognised

Winning or being shortlisted for an award reinforces you as an expert in your niche. While you know how fantastic you are, being nominated by an impartial panel of experts is independent praise for the work you do, which counts for a lot.

You’ll attract new talent

Every fundraiser wants to work for an innovative charity with good credentials.

A prestigious award is proof to the employment market that you run a forward-thinking, successful organisation.

It’ll motivate your employees

Awards are a great way of recognising your employees’ hard work and achievements. This can be a great morale booster, particularly if you take them to the awards ceremony with you.

It’ll reassure donors and funders

Being shortlisted for, or winning an award is a great way form of third-party validation. It’s a signal to potential donors and funders that their money is safe in your hands.

You’ll get a ton of free publicity

An award entry is a surefire way to secure free publicity. The organisers will want to maximise PR for the event, so as a nominee, your name will, at the very least, appear on their website, social media channels, and press releases.

Ready to apply? We’ll give you the lowdown on the best awards to enter in our next ‘charity awards’ post.

In the meantime, if you’re looking for a fundraiser to put your entry together, we can help. Call us on 020 3750 3111 to get started.

Six reasons to use a recruiter to find your next job

Job hunting is a tedious process, isn’t it? You spend hours scrolling through websites to find roles that pique your interest, often to no avail. And then, when you do find a job you’re excited about, you spend ages perfecting your application and applying but never hear anything back.

It’s stressful and disheartening, but you stick at it, as it’s the only way, isn’t it?

Nope! Recruitment agencies can help, in more ways than you may think.

Here are seven reasons to use a recruiter to help you find your next job.

1. They can make your job hunt more manageable

Job hunting is time-intensive. From finding new opportunities and carrying out research to chasing up responses, there’s a lot to stay on top of.

Align yourself with a good recruitment agency and they’ll do it all for you.

They’ll send you suitable opportunities, liaise directly with employers, organise interviews, and provide you with feedback at each stage of the process.

2. They have access to opportunities you won't find elsewhere

Charity recruiters are professional networkers. They make it their business to know who’s hiring, who’s planning to hire, when, and why.

They also have access to roles that aren’t posted online.

Whether it’s due to a lack of time or resources, some charities opt not to post their jobs online. Instead, they outsource their recruitment to agencies.

What does this mean for you? If you go down the recruiter route, you’ll have access to a plethora of unique roles you won’t find scouring the job boards.

3. You’ll be given invaluable advice

Good recruitment agencies don’t just fire off CVs. They go the extra mile for candidates.

From tweaking your CV and filling out application forms to interview coaching, they’ll provide you with whatever help you need to bag the role.

The icing on the cake? If you receive an offer and you’re not happy with the salary, they’ll negotiate on your behalf.

4. They’ll advocate for your talent

A key benefit of using a recruiter is they’re in direct communication with hiring managers.

This means they’re in a unique position to advocate for you.

They can highlight your talents, vouch for your soft skills (which are notoriously difficult to gauge from a CV), and convince them you’re the right fit for the organisational culture.

You can’t do this if you go it alone.

5. You’re guaranteed feedback

One major downfall of applying directly to charities is you might not hear back from them.

When you go through a recruitment agency, feedback is part and parcel of the service.

As the middle-man in the process, they’ll provide you with invaluable insight into what worked, what didn’t work, and what you can do to improve your chances of success with the next application.

6. Their services are free

Candidates aren’t changed for using agencies. They get paid by the client once a candidate has been hired.

So, you’ve got nothing to lose.

Final Word

Whether you’re starting your career, re-entering the workforce, or looking for a new challenge, it pays to partner up with an agency.

As fundraising specialists, we’re well-placed to help. Call us on 0203 750 3111 to get started.

Five tips for optimising your experience with a recruitment agency

Finding top-tier fundraisers can be difficult when you don’t have the time, tools, or the right connections in your industry.

However, recruitment agencies exist to plug that gap.

We discuss the benefits of outsourcing your recruitment in our recent blog post: 5 Reasons to Use a Recruitment Agency to Find Fundraising Talent.

But what can you do to ensure you find the right recruitment partner and have the best possible experience?

Here are some top tips.

1. Read online reviews

Some charities are wary of hiring agencies due to negative stories.

However, we live in the age of online reviews, so you don’t have to rely on one person’s opinion to find out how an agency’s reputation stacks up.

Good places to look? Trustpilot, Google reviews, or Glassdoor.

Just bear in mind, reviews can be biased, so read as many as you can before making a decision.

2. Find an agency with a culture match

A good recruitment agency should be an extension of your HR team. They’ll make the effort to learn as much as they can about your organisation – your values and mission, culture, and the traits your new hire needs to succeed.

You need to do the same. When meeting agencies, get a feel for their culture, values and approach to ensure you’re in sync.

3. Make sure the agency specialises in what you’re looking for

It goes without saying, if you’re looking for a fundraising role, don’t hire a recruitment firm that specialises in finance.

And avoid going too broad. Some agencies cover a range of industries, but this limits their expertise in certain fields.

If you want a top-notch fundraiser, you’re better off working with a specialist fundraising agency. Did someone say Bamboo?

4. Weigh up agency fees against the cost of doing it yourself

Agencies typically charge a fee, which is calculated as a percentage of the annual salary. With this in mind, you need to determine if the agency costs outweigh the costs of recruitment internally (we’re not just talking about monetary costs - there’s a significant cost in time and expertise too).

Terms and conditions vary, so get clear on the fee structure before signing on the dotted line.

5. Be realistic about the job market

Speak to agencies about the state of the employment market to determine the type of candidates you can expect to find within your budget. If necessary, run through the different ways you can adjust your expectations and/or the job conditions to match your budget.

For example, flexible working arrangements may overcome the issue of a lower salary.

Need some help finding fundraising talent? Call us to ger started on 0203 750 3111.