Beaumont People’s Post

👉How to minimise candidate dropouts in recruitment   We're seeing an increase in charities contacting us following failed rounds of recruitment and the main reason is due to candidates dropping out of their processes. With there being a huge variety of reasons candidates leave a recruitment process it can be a hard issue to resolve.   Here’s our top 5 tips to minimise candidate dropouts   1. Plan the right timescales and advertise these from the beginning 2. If setting tasks or presentations make sure they are relevant to the job and take a reasonable amount of time 3. Keep candidate engagement high with real-time updates and feedback 4. Make sure that the advertised job description matches what you’re looking for at interview 5. Ask for candidate feedback at each stage   And remember…..the candidate is interviewing you and your job as much as you’re interviewing them!   👉Please get in touch if you’d like to hear more of our top tips or help with recruitment/job searching in the not for profit sectors. #charity #fundraising #marketingrecruitment The Talent Set

Very interesting report with some results I personally found surprising

I've spoken with dozens of Charity Leaders over the past month, here's what they're saying about recruitment: Almost across the board, they struggle with 3 main issues. 1) Time 2) Cost 3) Attraction I've only managed to speak to one organisation that had the resources, time and employer brand to attract good candidates. For most charities, recruitment falls solely on the shoulders of their CEO or Operations Managers. Most don't have the time to invest in a proactive search, and end up settling for applicants who might not be the best fit, but were the best of the applications. Most can't carry the cost of using traditional recruitment agencies to fill their vacancies either, which has historically been the only viable solution to the time issue. And even if they solve the time constraint and have the capital to use agencies, they still struggle to attract good candidates. Mainly because they can't always compete on salary with private sector organisations. But, the recruitment advertising they use doesn't do a good enough job of telling applicants about their mission, culture, work environment, and other USPs. We've been consulting with a handful of charities on an approach that solves all 3 issues above. 1) Removes the time constraint through an embedded approach 2) Up to 70% cheaper than traditional recruitment agencies 3) Helps build their employer brand through video advertising campaigns The Third Sector is crying out for good people, and most have no idea how much charities have to offer as employers. If this sounds like you, it doesn't have to be this way! Drop me a message.

The recruitment market for small charities is tough 😕 If your small charity is in a position to take on new staff, here are some tips from Jennifer D'Souza on how to make your recruitment process a success with limited capacity and resources: Create a two-way process: 😊 Give the best first impression of your organisation to prospective candidates with a clear and engaging advert. 🪟 Make the recruitment process as transparent and inclusive as possible, including a closing date and interview dates in the advert to manage expectations. 💬 Interview within 4 working days of the closing date, if possible and don’t keep candidates waiting during a lengthy process with several stages. Consider flexible working: ⏱️ Look at whether the role can offer any flexibility, such as the option for hybrid working, compressed or flexible hours, or a part time option, and be clear about this from the start of your recruitment, as this will widen the pool of those able to apply to include candidates from underrepresented groups. 💡 Make the process as accessible as possible and consider sharing the interview questions in advance so that you are able to really hear about the unique talents and skills of each candidate and what they can bring to the role. Feedback matters: 🤝 Provide feedback to candidates who attend an interview as they have taken time to apply and attend interview(s). Feedback is golden for people in their job search and they will appreciate the time taken to give individual feedback. They will also tell other people in their network about you and grow your reputation as a great employer in the sector. #LoveYourSmallCharity #SmallCharityWeek2024 #RecruitmentTips #CharityJobs

⏲ In addition to the below key points, one highly effective strategy is leveraging temporary support. 📍 Temporary staff can be brought in quickly to address immediate needs, offering flexibility as you refine the role and its requirements. 📍 Starting someone as a temp allows both parties to test the waters. 📍 Temporary consultants could bring specialised skills and experience, providing valuable insights and support without a long-term commitment. 📍 Hiring temps can be more cost-effective, especially when managing budget constraints typical of small charities. 📍 Mitigate the risks associated with permanent hires by first assessing performance and fit in a temporary capacity. If you'd like some advice around this, please do reach out (tatiana@charitypeople.co.uk) Thank you #Recruitment #Nonprofit #Charity #TemporaryStaff #SmallCharities #TalentManagement #CharityPeople

If you are hiring, we hope these tips for inclusive recruitment will help in a tough recruitment market 💚 Charity People #CharityJobs #CharityRecruitment #InclusiveRecruitment #SmallCharityWeek2024

The listening interviews I conduct for clients are used for so much more than to check in on service levels. Here’s a flavour of some other reasons clients are asking me to speak to their stakeholders: 1️⃣To inform a brand refresh for a national charity, so the creative team I’m working alongside have insight from stakeholders across the organisation 2️⃣As the basis of case studies to promote an accountancy client’s recent corporate finance transactions 3️⃣Internal interviews to find out the team’s view of the expectation vs reality of working in my clients’ business to inform a recruitment campaign 4️⃣To help my client develop a key account management programme which helps them grow through revenue from current clients These examples along with some other recent conversations I can’t talk about yet 🤫 have demonstrated the power and applicability of insight when making business decisions and taking forward strategic projects. What initiatives do you have coming up which would benefit from an insight-led approach? I’d love to find out more about them 😊

It was fantastic to attend the Scottish Institute of Fundraising Community Fundraising’s Special Interest Group event based around all things recruitment. I make no apologies for sharing the ‘top tips’ garnered from the event: - Negotiate - not just with salary, but on benefits package too. - Benchmarking is important in all aspects of recruitment - as a hiring manager it is essential to know your salary/benefits are competitive and as a candidate to know your negotiating position. - Disappointing to hear that 67% of entry-level charity jobs (UK wide) are paid at under the living wage. These are huge barriers for people wanting to enter the third sector. - When recruiting, make sure you are selling the cause, as well as the role. - As a fundraiser contact the hiring manager prior to the interview to chat through the role. As the hiring manager, make sure you are available for these conversations - one suggestion was to have an 'open hour' where prospective candidates can ring and find out more. - A key thing candidates want to probe is about the culture of the organisation - people are nervous about making a move in case the culture does not fit and want to find out as much as possible about the charity prior to interview. #recruitment #toptipsthursday

Understanding #Philanthropy #Personality Types (1); #Fundraiser #Recruitment (2); #Strategy #Planning & the #Impact #Map (3): https://ow.ly/igFE50QTK7S https://ow.ly/SXYp50QTK7U https://ow.ly/u3ke50QTK7T

35 Days till Christmas is here, where has this year gone. I've been doing a lot of work with our clients and our charity appeal and loving it (I'm not as fat and jolly as Santa but I've gave it a good bash) PS not fat shaming the big man in-case anyone is offended 🎅🏼 But please, drop me a message if you want to hear more about this appeal, its for a wonderful claus (see what I did there) Feels like yesterday I started with Escape and what a journey its been. I wanted to put up something that's catchy and shows who we are as a company as all I see is posts with cheesy statements about how the industry works and the pros/cons of recruitment. As a client engagement lead what I'm interested in is doing the basics because you know why? The basics work!! We build relationships with our clients, they tell us what their needs are and then we provide those needs...It doesn't have to be complicated. We as a company live by our values and one in particular that we always highlight is that "We are determined to succeed" Everyone is determined to do well right? So, as we get closer to the big day then moving into the new year I'd love to speak to anyone who isn't getting the service they want so we can start to build that relationship and get you what you need. Or, if you just want to reach out for a chat about our company and our amazing charity appeal then drop me a message or click the link below that takes you to my website page. https://lnkd.in/efheMSZ4