Direct Sourcing for Fundraisers - notes from the webinar.

1. Direct Sourcing for
Fundraisers
Thursday 14th May 2015

2. INTRODUCTION
 Head of Easy Web Recruitment’s Not-For-Profit
Division
 Since 2008 has supported NFP/Charity
organisations with online recruitment requirements.
 As an organisation we have trained over 5000 HR
professionals on various aspects of online
recruitment
Your Presenter: Claire Dalton
claire@easywebrecruitment.com
Tel: 01933 667 146

3.  Designed four initial workshops:
 Recruiting with Linkedin
 Recruiting with Job Boards
 Recruiting with Social Media
 Choosing an ATS
 Webinars on various subjects
 Variety of NFP specific training workshops, webinars and networking
events being launched in 2015
For more information see:
http://easywebrecruitment.eventbrite.com
INTRODUCTION

4. NFP Recruiters
Networking Group –
For HR Professionals and in-house
Recruiters from the
Not-For-Profit sector
Developing a networking group in London to take place once
a quarter throughout 2015. Great way to network with other
recruiters from your sector and hear about the latest news and
technology available for recruiters.
If you would be interested in joining please indicate
accordingly at the end of the session.
INTRODUCTION

5. Recruiting for Fundraisers
It was recently published on Philanthropy.com more than 50% of
CEO’s can’t find good Fundraisers.
*There are more
vacancies for Fundraisers
on leading sector job
boards than any other type
of vacancy. Makes this
role hugely competitive
and means you have to
stand apart from the rest.
Data taken from Charity Job Feb 2015

6. Planning your Recruitment Strategy
Without a clear strategy for recruiting your Fundraiser role will simply get lost
amongst all the others and lead to recruitment failure!
• Develop a clear competency framework
• Understand the market
• Decide where to advertise
• Write the perfect advert
• Deliver a great candidate experience

7. Develop a Competency Framework
A clear and concise competency framework enables you to focus precisely on
what type of candidate you are looking for and then write your advert
accordingly:
• Supports the recruitment process by underpinning the role description and
person specification
• Enables the candidates to see how their role links to the wider
organisational goals
• Demonstrates the visions and values of the organisation to the candidate
• Look to your existing team for inspiration on the common factors for
success

8. Competencies to consider
Communication
Customer
Service Skills
Negotiation
Results
Focussed
Networking
Teamwork

9. Understand Your Market
Now you know the type of candidate you want, you need to know how to find
them…and how to persuade them to apply!

10. Salary
Check how your salary compares to the rest of the market.
*Data: Total Jobs Feb 2015

11. Which Job Board?
Some application stats from our recent
Fundraising roles: Career Builder
5%
Charity Job
16%
CVLibrary
32%
Guardian
7%Job Centre
1%
JobSite
5%LinkedIn
1%
CVDB
1%
Monster
3%
Reed
12%
Third Sector
5%
TipTopJobs
1% TotalJobs
11%

12. Which Job Board?
Ignore the adverts
Sector specific job boards do
better than generalist boards
on Google

13. Which Job Board?
Always ask: “What is the average number of
applicants per job your job board delivers?”

14. Top tips for writing an advert and
getting to
the top of job boards

15. In order to write a great Fundraising advert you need to
strike a balance
Writing your advert
CONTENT OPTIMISATION

16.  Do not over complicate the advert with long lists of
responsibilities
 Explain what it’s like to work for your organisation and what
makes it appealing
 Do not list too many essential skills
 Always list all of your benefits
 Do you offer training
 Learning & development opportunities
 Career progression
 Flexibility
 Holiday
Writing Good Content

17. Always optimise your ‘Primary Search Term’, your headline could
be different from your internal job title:
Effective optimisation techniques

18. Include a keyword footer:
Effective optimisation techniques

19. • Always include a salary and OTE if possible
• Never use plurals in job titles. i.e: ‘Fundraisers’
• If your role is in a rural location always list it as the closest big
town or city.
• Never post your advert on a Friday
Effective optimisation techniques

20. Still can’t find people?
Time to Think Outside the Box!

21. Getting the right candidates… Fundraising is an
extremely competitive area of recruitment and one that is
notoriously difficult to recruit for. It may be time to change
what you’re doing.

22. Getting the right candidates…If you’re struggling to recruit
good Fundraisers you may end up employing the wrong people.
A bad hire is extremely costly

23. What makes a good Fundraiser… Examine the
competencies needed:
Communication
Customer
Service Skills
Negotiation
Results
Focussed
Networking
Teamwork
None of these suggest that they MUST have had previous experience of
being a Fundraiser.

24. Fish in a bigger pond…
You’ve been looking for a great candidate in a very small pool of people
It’s time to look elsewhere!

25. What makes a good Fundraiser… Identify alternative
profiles from a different pool of people.
 There are currently 13,195 LinkedIn profiles in the UK listed as
Fundraisers
 There are 415,727 LinkedIn profiles in the UK listed as Sales
The best way to identify a good fundraiser is not necessarily the
person who has the most experience of fundraising, but the one
who has the most transferrable skills and has been successful
within their own sector.
Now you need to attract
them to apply!

26. In a recent survey it was found that two thirds of people choose
jobs because they fit well with other aspects of their lives.
Understanding people’s motivations
*Data: The Workforce Retention Survey
Fundraising is an excellent
opportunity to capitalise on this!
Think about your audience – who
are they and what do they want?
• Disillusioned sales people?
• A rewarding & meaningful career
• Engaging with a cause
• More flexible working patterns

27. You can utilise Social Media to communicate, cultivate and engage with a
following of relevant people and help them to think of your company in a
positive manner.
Social Recruitment

28. Try the direct approach:
Passive V’s Active candidates
 The best candidates are often those that are
already happy in successful in their jobs
 You need to approach these candidates directly
and tempt them using other motivational factors
 LinkedIn is an excellent source of potential talent

29. Using.
.

30. Now enables you to search for volunteer
experience and causes people care about

31. Sourcing Via LinkedIn
Message candidates directly and tailor your approach to appeal to their interests
New Opportunity - Sales / Fundraising
Dear James,
I hope you don't mind the approach. We are recruiting for a new member of our Fundraising team,
to be based in Central London.
We are looking to recruit someone with excellent sales and interpersonal skills to help maximise
income generation through a range of Fundraising activities. We noticed you have a specific interest
in Anthony Nolan as an organisation as well as possessing the right skill set for this role. So we have
identified your profile as a great match.
We would like to enquire whether you are open a conversation regarding this opportunity?
If you are interested please contact: claire@easywebrecruitment.com.
Regards,
Claire Dalton

32. Delivering a great candidate experience

33. Biggest frustrations for jobseekers
*Source - http://www.theguardian.com/advertising/jobs-research-assessing-candidate-experience

34. Candidate Drop-Off
Typically more than 50% of all applicants that initially apply
for a Fundraising job fail to complete a full application!

35. Complicated Application Process?

36. Complicated Application Process?
• Does every candidate have to fill in an
application form?
• How much time do they need to invest?
• Option for killer questions?
• Would you accept CV’s?
• Considered an ATS?

37. Keep it simple…

38. Do you have a mobile strategy?
Globally, 62% of jobseekers are using mobile devices for their job search.
Is your careers page
mobile friendly?
Can your role
descriptions be viewed on
a mobile device?
Can candidates make
applications online?

39. Need some more help?
• We have some links to useful resources
• Put together a special offer just for
webinar attendees.

40. Useful Links
 IoF – ‘Managing Fundraisers’ - http://bit.ly/1EguQai
 MindTools – ‘Developing a competency Framework’ -
http://bit.ly/1CzQnKX
 101 Fundraising – 3 things to think about when recruiting
fundraisers - http://bit.ly/1EgvmF6
 MORE partnership, ‘Recruiting and retaining the best fundraisers’ -
http://bit.ly/1zZaylQ
 LinkedIn for Non-Profits - https://nonprofit.linkedin.com/

41. EasyWeb NFP
Fundraising Campaign offer
THE PRICE:
Half Price Trial campaign £299
(Maximum 2 per customer)
Normally £599 each

42. Includes…
Full Advert Optimisation
Advertising on:
• CV Library
• Reed
• Monster
• Total Jobs
• Career Builder
PLUS
• CV Database Search and merge
• LinkedIn search & merge
• Part branded advertising
• Jobs Today
• CharityJob
• Guardian
• ThirdSector
• Institute of Fundraising

43. It Really Works!
EasyWeb NFP receives 135% more applicants than the average
advertiser (according to Jobsite & Third Sector - Feb 2015)
135% MORE APPLICANTS

44. We come highly
recommended!
I have to say that the calibre of candidates was
very good and the best I have seen during my
four and a half years in Macmillan so the
change in recruiting activity is definitely
showing positive results. ”
Hiring Manager
Macmillan Cancer Support

46. What’s Next?
We have a range of NFP specific
webinars coming up, including:
 LinkedIn For advanced users
 Recruiting with social media for NFP recruiters
 Choosing an ATS on a budget
 A beginners guide to using LinkedIn
 Maximising results from Job Board Advertising

47. Do you have a
meeting/training room?

48. Workshops
If you prefer your training face to face then
we are happy to come to your office:
 You and your colleagues can help decide the content
 We invite other local NFP in-house recruiters to fill any spare seats
 You provide a room, tea, coffee and ideally biscuits we look after everything
else

49. Let me know if you want to know
more…
01933 667146
claire@easywebrecruitment.com