How to break into the Social Impact and Sustainability Sector

We were thrilled when Social Impact Newbie asked to speak with one of team members, Associate Director – Recruitment, Matt Till. As an experienced not-for-profit recruitment consultant, working in our Core Office Recruitment Team, Matt shares his advice for entry-level candidates looking to join the not-for-profit sector:

• What the current landscape is currently like in not-for-profit recruitment,
• Misconceptions about transitioning into the not-for-profit sector,
• How candidates can assess cultural fit, considering the diverse range of organisations’ missions and values and the diversity of experiences candidates can bring,
• The key qualities and attributes that not-for-profits are typically looking for in an entry-level candidate,
• How to overcome common mistakes when writing resumes and cover letters,
• How entry-level candidates can gain practical experiences,
• Recommended strategies for entry-level candidates applying to not-for-profit roles.

Over to the interview…

So Matt, tell us about your journey as a recruitment specialist for Prospectus and what inspired you to specialise in not-for-profit recruitment in the UK.

I began my journey at Prospectus as a trainee, gradually advancing through entry-level positions and undergoing training along the way. Interestingly, my initial connection with Prospectus stemmed from my partner’s exploration of opportunities in the not-for-profit sector. They suggested I reach out to Prospectus, and to my surprise, there was a fitting position available for me.

What attracted me to Prospectus, particularly within the not-for-profit sector, is its deep-rooted commitment to causes. Yet the opportunity to gain a holistic perspective truly stood out for me. Working here allowed me to observe how various issues and themes are interconnected, providing me with a broader understanding of the sector. With each role, I had the privilege to learn about different organisations’ work and witness their impact first-hand, which was immensely enriching.

Over time, my journey at Prospectus has been characterised by steady growth and progression. Starting as a trainee, I’ve advanced through roles such as Recruitment Consultant, Senior Recruitment Consultant, Team Leader, and now, as an Associate Director. In my current capacity, I lead a team of recruitment consultants focusing on senior recruitment, specifically targeting head of and director-level positions.

What I find most rewarding about my current role is the opportunity to engage in meaningful conversations with clients. Leading the team has enabled me to delve deeper into strategic initiatives and foster closer relationships with our clients. This aspect of my role allows me to add significant value and contributes to my overall fulfilment within the organisation.

Can you talk about the landscape of not-for-profit recruitment in the UK at this point and what trends and changes have you witnessed throughout your career?

It’s been quite an interesting period. You know, moving through Brexit, into the pandemic, and now facing the challenges of the cost of living. The charitable sector has responded to these events by adapting its support for people and civil society. Some trends have emerged as a result. Across the working landscape, hybrid working has become more prevalent, offering greater flexibility for employees. This shift has opened up new opportunities for individuals to develop their skills and join organisations they may not have considered before.

One notable trend is the increased focus on data and insights. Organisations are realising the value of data in understanding the needs of beneficiaries and guiding strategic decisions. The way data is collected, stored, and utilised has become crucial in shaping service delivery and organisational direction.

Additionally, driven by the challenges of the pandemic and the cost of living crisis, there has been a significant rise in demand for services. As a result, organisations are seeking ways to efficiently deliver their services while meeting the growing needs of their beneficiaries.

Furthermore, there has been a diversification of funding income streams. Traditionally, fundraising relied on individual donations, corporate partnerships, and major donors. However, platforms like Twitch and social media have emerged as new avenues for fundraising, with individuals using gaming channels and online platforms to raise funds for charitable causes.

Overall, these trends reflect the evolving landscape of not-for-profit recruitment in the UK. While some changes are influenced by broader societal events, others are unique to the sector itself.

What might be some of the common misconceptions that people may have when they want to transition into the not-for-profit sector, and how do you usually end up addressing those misconceptions when working with candidates?

Many people hold a misconception that those in the not-for-profit sector aren’t as capable as their corporate counterparts. However, having worked in both sectors, I can confidently say that the not-for-profit world is filled with some of the most dedicated and passionate individuals I’ve ever met. Contrary to popular belief, it’s not all about fluffy ideals and slow-paced work. While it’s true that not-for-profit roles often come with lower pay compared to the corporate sector, organisations in this sector often prioritise culture and belonging. They understand the importance of work-life balance, offering benefits like flexible hours and time off in lieu of overtime.

In recent years, there has been a significant focus on diversity, equity, inclusion, and belonging within not-for-profit organisations. This includes efforts to reflect better the communities they serve and promote diversity of thought. However, there are challenges, especially when it comes to hiring international talent due to visa restrictions. While setting up sponsorship for international candidates can be time-consuming, it’s not as expensive as many assume.

Moreover, not-for-profits are increasingly recognising the value of lived experience within their organisations. People from diverse backgrounds, including those with first-hand experience of the issues they work on, bring invaluable perspectives to the table. This is particularly important across various thematic areas such as refugee migration, poverty, homelessness, health, and disability.

Overall, the not-for-profit sector is evolving in exciting ways, embracing diversity, and striving for greater representation at all levels. By fostering a culture of inclusion and leveraging the unique experiences of their staff, not-for-profits are better equipped to address the complex challenges they face.

Speaking of this diversity and the values candidates from different backgrounds bring together, how do candidates assess the cultural fit between themselves and organisations you’re recruiting for, especially when you’re considering the diverse range of missions and values of organisations and the diversity of experiences candidates bring with them?

When it comes to supporting organisations, one of our key strategies is encouraging face-to-face interactions. Meeting with them in-person allows us to grasp the essence of their office culture, which is crucial in determining the type of candidates who would thrive there. For instance, a large national charity with hundreds of employees might appeal to those seeking a bustling environment, whereas a youth club with constant interaction with service users might not suit everyone.

Understanding what candidates truly desire in their roles is paramount. We aim to align individuals with organisations that match their preferences. Some are drawn to international development work for its global impact, while others prefer roles where they can directly witness the impact, such as in hospice or youth centre settings. It’s not about candidates conforming to an organisation’s culture; rather, it’s about finding the right fit for them.

Whether it’s a large charity or a grassroots organisation, the key is identifying the environment where they can thrive and contribute meaningfully. So, if someone’s passion lies in working with children and young people, we explore options ranging from prominent national charities to smaller, community-based initiatives. Understanding their ideal work environment is the cornerstone of our approach.

Moving on to what candidates can bring to their roles, what are some of the key qualities and attributes that not-for-profit organisations are typically looking for in an entry-level candidate?

Navigating the entry-level hurdle can be daunting, especially fresh out of academia. It’s not just about academic achievements, but also practical experiences that set candidates apart.

So, what can candidates bring beyond their academic qualifications? Volunteering, active participation in societies, part-time jobs, or even trusteeships offers valuable real-world experiences that enrich their CVs. These experiences add substance to applications, giving candidates talking points to align with the role profile. It’s essential to demonstrate a genuine understanding and engagement with the organisation’s work. Many applicants dive straight into showcasing their skills and experiences without reflecting on why they’re drawn to the organisation or the role.

Taking the time to articulate what appeals to them about the organisation and how they see themselves contributing to its mission can make a significant difference. In a sea of applications, those who show a deep understanding of the organisation’s objectives and how their role fits into the bigger picture stand out.

So, while it’s crucial to highlight skills and experiences, it is equally important to convey passion and alignment with the organisation’s mission. By doing so, candidates can position themselves as valuable assets who are not only capable, but also deeply committed to furthering the organisation’s goals.

What are some of the most common mistakes you see when you’re going through resumes and cover letters for entry-level candidates?

Crafting an effective CV can be a game-changer in the job hunt, especially in the not-for-profit sector. Unlike the corporate world’s one-page CV culture, not-for-profits often welcome more comprehensive CVs. Here’s how to make yours stand out:

1. Name, Contact, and Personal Profile: Start with the basics. Include your name, contact details, and a short personal profile. This paragraph, just four or five lines long, should succinctly outline who you are and what you’re looking for. Be clear about your career aspirations and how they align with the not-for-profit sector.

2. Key Skills: Highlight four to six key skills relevant to the role you’re applying for. Tailor these to match the job description’s requirements. Whether it’s project management or copywriting, these skills should grab the recruiter’s attention and entice them to read further.

3. Career History or Education: Depending on your experience, lead with either your career history or education. If your background includes relevant work experience, prioritise that. Otherwise, focus on your educational achievements, especially if they directly relate to the role.

Remember, your CV should ideally span two pages. Don’t fret about condensing everything into one page. It’s better to provide detailed, relevant information than to leave out crucial details.

Moving on to the supporting statement or cover letter, here’s how to make it shine:

1. Personalisation: Avoid generic statements that could apply to any organisation. Tailor your supporting statement to showcase your understanding of the organisation’s mission and why you’re passionate about it. Recruiters can easily spot stock statements, so make yours stand out with genuine enthusiasm.

2. Demonstrate Impact: Use the STAR method (Situation, Task, Action, Result) to structure your responses to specific questions. But don’t stop at the action stage—highlight the impact of your actions. Recruiters want to know the tangible difference you made in your previous roles. So, focus on outcomes and achievements to leave a lasting impression.

How long would you recommend a covering statement should be? Should it cover every possible working experience that a candidate has? Or should it be just very relevant and concise? What are recruiters looking for at this point?

When it comes to crafting a supporting statement, tailoring its length to your career stage is key. For entry-level roles, aim for a concise one to one-and-a-half pages. As you progress to more senior positions, you can expand to two pages, but avoid going beyond that.

Start strong by dedicating the first third of your statement to why you’re interested in the role and the organisation. Keep this section brief yet impactful, like answering why you concisely want the job. This sets the tone and quickly demonstrates your enthusiasm. Then, dive into your skills and experiences relevant to the role. Share anecdotes from your studies, work, or projects that align with the job requirements. Avoid bullet points and instead, craft your statement in engaging prose. Focus on quality over quantity, ensuring readability and relevance throughout.

For technical roles, pay close attention to what the employer is asking for. Some may prefer a clear, concise list of experiences, while others may prefer detailed prose. Be prepared for the rise of platforms like Beapplied. This is where applicants respond to set questions instead of submitting traditional CVs and statements. This system helps reduce bias and barriers, benefiting candidates with diverse backgrounds.

Tailor your application approach to match the employer’s preferences and requirements. By doing so, you increase your chances of making a positive impression and securing that coveted interview.

What are some ways of gaining practical experiences, and what platforms would do you recommend for fresh graduates trying to enter the not-for-profit sector?

I think it’s essential to focus on function first. Identify the specific function you want to develop skills in, such as monitoring and evaluation, and seek opportunities to contribute those skills to organisations aligned with your studies. Explore smaller grassroots organizations that may need support with areas like social media or impact work. Avoid solely focusing on big charities, as smaller organisations may offer more valuable experience and opportunities. It’s crucial to understand the function you want to specialise in, whether it’s data, communications, campaigning, advocacy, or policy. Developing skills in your chosen function will open doors to roles in your desired sector.

In today’s complex job market, what strategies do you recommend for entry-level candidates applying to not-for-profit roles?

It’s essential to be focused and not burn yourself out. Quality over quantity is key when applying for jobs. Utilise LinkedIn to build your professional network and follow organisations of interest to stay updated on job opportunities. Connect with professionals in your desired field and seek advice on job applications and career paths. It’s also helpful to look at the career trajectories of individuals in senior positions to gain insights into potential career paths. Keep organised, apply selectively, and engage with sector-specific news outlets to stay informed.

Considering the financial stability of not-for-profit organisations, should entry-level candidates assess an organisation’s financial sustainability before accepting a job?

While it’s possible to assess an organisation’s financial status through resources like the Charity Commission, I believe focusing on the opportunity skills development, organisational culture and growth potential are more important for entry-level candidates.

The not-for-profit sector is resilient, and while funding may fluctuate, the experience gained in entry-level roles can be invaluable for career development. It’s crucial to evaluate what you can gain from the role rather than solely focusing on the organisation’s financials.

Lastly, do you have any final advice for entry-level candidates looking to break into the not-for-profit sector?

Remember not to burn yourself out and take breaks when needed. Seek feedback after interviews to learn and improve. Understand your interview style and be concise and effective in your communication. Persistence is key; every rejection is an opportunity to learn and grow. Maintain your mental well-being and take regular breaks. Eventually, with persistence and self-reflection, you will find the right opportunity.

To find out more about Social Impact Newbie and how to join their online community, take a look at their website here.

At Prospectus, we specialise in recruitment for the charity and not-for-profit sector. Our mission is to connect talented people with purpose-driven and not-for-profit organisations. If you’re searching for a job within the not-for-profit sector, do visit our jobs board which has an array of purposeful roles. From Fundraising, Finance and Operations, to Marketing, HR and Education, we offer jobs from entry-level through to Chief Executive.

Connecting talented people with purpose-driven and not-for-profit organisations