Before a recruitment campaign begins, a number of crucial areas must be discussed and addressed. Critically, you must decide what you are looking for. Certain organisations might want specific skills to support the achievement of strategic objectives, some might want to attract the best and brightest talent and minds, and others might want to sign up individuals with contacts and a high profile.
At a recent dinner I hosted for a group of beyond profit chief executives, the topic of the senior leadership teams was discussed and particularly how important it is for a chief executive and an organisation’s success that it attracts good people. This is of course even more important in a sector that builds and invests in society’s human capital.
2015 has brought significant changes to family rights including the introduction of Shared Parental Leave. Jane Klauber of Russell-Cooke LLP summarises the developments in this area.
As the saying goes, even the best laid plans of mice and men often go awry – but the importance of succession planning should never be underestimated.
12-months since speaking at our HR Breakfast we catch up with Steve Whitehead, Director of People and Equality at Citizens Advice. Last November Citizens Advice began a bold, hands-on approach to transform how they recruit, manage, develop and support their people, with particular emphasis on creating a culture that supports positive transformational change. A tall order for any organisation, but somewhat ambitious for one with over 6,500 staff, 3,300 offices and 22,000 volunteers. 12-months on we interviewed Steve Whitehead to see whether their unique approach is paying dividends and learn about the journey so far.
I was recently asked to give a talk at CASS as part of a one day discussion on “the morality of charity.” Inevitably much of the talk was around funding and the embedded and differing relationships between the funders and the funded. I thought I would try to capture that part of my talk into a short piece, partly to help me get a little clarity.
I’ve been recruiting fundraisers for nearly four years now for a range of organisations including Tate, London Business School, Science Museum, Macmillan and Oxbridge Colleges and it has often surprised me that more development professionals don’t look to transfer their experience into a different cause, because when it happens it often yields mutually beneficial results for both parties.
As fundraising plays an increasingly significant role within the sector, the profession is becoming ever more competitive. The demand for talented fundraisers is growing and as investments are made into new revenue streams, organisations recognise the need to diversify funding.
A high performing Board plays an important role in ensuring that an organisation is truly great and impactful in every activity, programme or service that it delivers. The Prospectus Board Skills Audit has been developed, to support this role, as a self-assessment exercise and tool that can be used by both Trustees and Executive Teams to help determine the strengths and potential areas of improvement for your Board.
Recruiting staff is invariably expensive whatever channel you use, be it recruitment advertising, social media and the internet, recruitment consultancy or pure ‘Search’. Attracting interest from quality candidates and engaging with them effectively requires a significant investment of time, money and resources.