What's Trending #BeyondProfit?
By Sophie Lark - Account Handler, Recruitment Advertising & Design
As a total recruitment solutions provider to the beyond profit sector. Prospectus is very much at the sharp end of what’s really happening with recruitment for charities, and non-profit organisations. As such, we’re more often than not the first to see emerging trends in the recruitment marketplace.
This article is intended as an informed snapshot of what’s trending in Recruitment and draws together the opinions and observations of some of the most experienced professionals operating in the beyond profit space – our own Recruitment Consultants.
The market for senior and executive roles is currently very buoyant, with the majority of our candidates feeling more optimistic in terms of prospects and putting themselves forward for roles. Recent trends:
- Increased crossover from commercial sector to charities who can match their aspirations and values.
- 55% of all senior level appointments we have made in the last 6-months have been female, however less than 5% of all candidates interviewed have a disclosed disability.
- Clients requesting candidates with specific commercial expertise are often surprised that we are able to source exceptional talent from within the sector, despite us still searching across all sectors of the economy
At Prospectus our board recruitment has increased significantly to ensure greater diversity. Recent trends:
- Some Funders are looking at governance strategies and exerting pressure on Boards to improve diversity; similarly, more and more of our clients are looking at their own client base to improve representation.
- Boards increasingly understand that to attract the best trustees they should ensure good communication at all times, clearly representing what their charity stands for.
Quality fundraisers are always in short supply, however, by continuing to work the marketplace even harder, we are still able to make outstanding placements.
- Many roles, particularly those working with major donors, could utilise candidates with skills from other sectors of the economy. However, although these types of candidates are readily available, many clients are unwilling to risk employing those without demonstrable recent experience.
- For virtually all fundraising roles our attraction strategies extend beyond advertising and social media, for nearly every role there is an element of search.
- We often find the main reason fundraisers leave their positions is because they were not supported in their development. It is crucial employers make the necessary investments in furthering their employees’ careers.
Our growing presence and continued success in this marketplace has given us a unique insight into some of the trends affecting the middle-senior level roles in International Development. Recent trends:
- The most frequently requested locations over the last 6-months have been Nairobi, Delhi, Singapore and Bangkok and the largest growth in opportunities has been at senior levels.
- Where as many charities and NGOs are insistent upon sector experience for most roles, International Development is very often the exception; instead, our clients are seeking diversity and are more open to seeing cross-sector candidates providing they have the pre-requisite business and commercial skills. The only exception to this is Board experience, which is always looked upon favourably.
- We have seen the division between the Charity and Commercial Sectors begin to diminish, both in terms of salaries and career expectations. This maybe due to closer partnerships and better alignment of skills on both sides.
As a part of our marketplace that is particularly affected by changes in government funding, we have seen a number of changes. Recent trends:
- As management continue to reduce costs, it can sometimes lead to higher turnover which can be more costly. Many of our candidates, as with fundraisers, are looking for more personal development.
- Although we recognise ex-service users as having the potential to become excellent employees, unfortunately not all employers see their potential: those that do are often rewarded with exceptional talent.
With the advantage of having our own in-house Recruitment Advertising and Response handling agency, we feel well placed to provide candidate attraction advice to all clients throughout the sector. Recent trends:
- Without a doubt social media is becoming a bigger part of all recruitment strategies.
- Hand in hand with clients using social media for their candidate attraction, they are also reverting to traditional, less crowded avenues such as print.
- Cash-strapped clients are thinking hard about online attraction, tighter budgets and lower cost solutions. However, due to the potential for excessive response levels from unsuitable candidates, this approach can prove more costly in the long run.
We hope you have enjoyed reading about some of the recruitment issues we have seen trending over recent months. If there are any we have identified that you are experiencing for yourselves and would like some support or advice about, please contact Simon Butler on 020 7400 6375. firstname.lastname@example.org