A great fundraiser is (almost literally!) worth their weight in gold. That’s also why they’re notoriously difficult to recruit.
From face-to-face fundraisers to corporate partnership managers and every job in between, many NFPs rely heavily on the donations and grants brought in by their fundraisers.
So what can your organisation do to get on the front foot when it comes to hiring great staff in this field where demand far outstrips supply of experienced staff?
When recruiting for your NFP, developing a great job ad is critical to attracting the best candidates for almost any role. But have you ever considered how the presence of a salary range – or lack thereof – could be affecting your applicants? According to one estimate, just 19 percent of Australian employers disclose salary in their job advertisements – and yet jobs that do disclose a salary range are more likely to be clicked on. Here’s what you need to consider.
Up until 1975, employers could take almost anything into consideration when recruiting staff. But the Commonwealth Racial Discrimination Act – passed by the Whitlam Government – started a legislative trend towards protecting a variety of people from employment discrimination. And that means there are now some things you just can’t discuss when you’re making a decision about who to hire.
What are the best interview questions to ask to get the clearest insights into your candidates?
Last month, we asked our NFP People community to share exactly that – and here are the results.
More than one quarter of Australian not-for-profit organisations aren’t tracking even basic data about their recruitment processes, according to the latest Not-For-Profit People survey. But for the other three-quarters, which metrics are the most – and least – tracked, and which are considered the most valuable?
Most people would not consciously decide to hire candidates based on whether they remind them of themselves. But one unconscious bias – affinity bias – may lead people to favour candidates who are like themselves, research shows.
If senior managers and NFP boards are made up of mostly men who unconsciously engage in such bias, it stands to reason that more men than women will continue to be hired and promoted – particularly men who share the same background with current managers. This only serves to perpetuate the cycle of men outnumbering women in leadership positions.
So what can be done?
You’ve gone through a thorough recruitment process, interviewed some exciting applicants and you’re ready to make an offer to the standout candidate.
But when you call to give them the good news, they turn you down. Now what?
Fundraising is critical to the survival of almost all not-for-profit organisations. And with more than 50,000 NFPs registered in Australia, the demand for fundraisers far outweighs the supply.
But because almost every organisation is looking for them, attracting fundraising staff is notoriously difficult. So what do you need to know to recruit talented fundraisers to your organisation?
If your NFP doesn’t already use remote workers, chances are good that you will in future.
That’s because – and this will be news to no-one – the landscape of Australia’s workforce is changing. Influenced by high-speed broadband and the ubiquity of virtual tools, organisations are increasingly using remote workers to maximise flexibility for both staff and the organisation as a whole.
In fact, many roles across to the not-for-profit sector can be performed remotely, from managers to graphic designers to counsellors – and beyond.
So how does your recruitment process need to change to take remote workers into account?
Finding the right person for your organisation can be tough at the best of times.
But when the position’s field of expertise sits outside your own remit – like a tech role – finding the right match can feel insurmountable.
So what do you do when you need to hire a tech person – but no one in your organisation has the right expertise to guide the recruitment process?
As the general manager at abrs, the social enterprise venture of Barnardos Australia (Australia’s only charity-owned recruitment agency) and head of all internal recruitment at Barnardos, Nardia Munt is skilled in the art of hiring people across a broad spectrum of specialisations.