AAW’s first impact report as a B Corp

AAW was proud to achieve B Corp certification in 2024. Now, nearly a year later, we’re proud to share our very first Impact Report — a reflection on everything we’ve achieved in our first year as a certified B Corp and a look ahead at what’s next.At AAW, we’re all about people and relationships — and we never take that for granted. 

To everyone who has supported us on this journey: thank you. It hasn’t always been easy, but despite the challenges in our sector, we remain full of energy, optimism, and belief in what we can accomplish.

Here’s to another impactful year!

2025 Fundraising Benchmarks Survey

The 2025 Fundraising Benchmarks Survey is officially LIVE. AAW has collaborated with the Chartered Institute of Fundraising again for this survey, and we are hoping it will be even bigger and better this year 🎉

Last year the charities who took part accounted for an impressive £1.5 billion of fundraised income. We had some truly fantastic insights into fundraising performance across the sector. By joining in on this year's survey, you will help shape the collective understanding of how our sector is performing - and gain valuable insights on how your charity is performing relative to its peers.

What's in it for you?
✅ It is relatively quick and easy to complete
✅ It will provide valuable, actionable data
✅ It is FREE to participate!

Please set aside time before the 25th April to participate. Anyone who enters will get a free report on the findings, with anonymised data.

A huge thank you in advance to everyone who participates and shares our survey.

Who are the top fundraisers?

By Tobin Aldrich

19th March 2025

I’ve long been frustrated by the lack of really good information on which charities in the UK raise the most money. The Charities Aid Foundation used to produce a Top 100 Charities list but it has been many years since that has been updated.  So, at AAW, we have been developing our own data and now we are making it available to the sector.

We have carried out an in-depth analysis of the top 100 fundraising charities in the UK based on voluntary income for the financial year ending in 2023. And we have compared that to the same data from 2019.

The data is sourced from audited accounts and curated to exclude entities that, while appearing in the rankings, do not primarily engage in fundraising (for example, grant-making trusts, universities and religious organisations primarily serving faith communities). The report categorises charities by their primary cause area and evaluates income growth, legacy and donations income, and fundraising expenditure.

We’ve tried to deal with the major anomalies that bedevil such exercises, such as the different ways charities categorise income and expenditure. The results won’t be perfect, but this should be the most reliable list that’s available.

The results are very interesting. You’ll have to read the report for the full story but some snippets are:

• 81 of the charities in the top 100 in 2019 feature on the 2023 list. Seven charities in the top 10 in 2019 also remain in the 2023 top 10 list.

• The highest proportion of income in the top 100 came from charities dealing with international causes and that has risen since 2019. But this was heavily influenced by major humanitarian appeals, such as raising funds for Ukraine.

• Armed forces, disability and children’s charities all fell as a proportion of income compared to 2019.

• The charity which raised the most money in donations from the public in 2023 isn’t who you probably think it is.

We are making the report available for free to the first 100 people who ask for it. Please click here to order your copy.

The World Changes. Again.

Tobin Aldrich

10th March 2025

We are in the midst of dramatic and fast changing global events. Again.

Amongst a number of major convulsions that the new administration in the US has unleashed on us all in the last month, they have essentially trashed the whole global aid system. While no one has any idea of what the future will be, it seems unlikely that USAID in anything remotely resembling its previous incarnation is coming back. Lots of us might have had major issues with the way the US did international aid and development but suddenly stopping virtually all of it leaves a massive gap covering all kinds of programmes all over the world. The UK announcing its own massive aid cuts last week has just exacerbated the situation.

And non-profits are scrambling to respond and to develop strategies in response.  All of us involved in nonprofit consulting probably have in-boxes full of people looking for guidance and support.

Our wheelhouse is money and where to find it, so I’ll stick to that.  Our advice in this situation is basically the same as in any other of the crises we have been through (I remember something about a global pandemic?).  There are a few simple points to keep in mind:

Don’t hide away

What you cannot do is freeze and turn inwards. There’s lots of internal stuff you’ll need to do but it’s essential to communicate externally. Most of all with your supporters.

Focus on those who love you

Or your cause. You need to be talking to them honestly about the situation, what it means and what you can do. They will help if you let them but they won’t if you don’t. Don’t wait until you know everything, you are not going to. Speak to your supporters now.

Focus on what you can control.

There’s no point in bewailing the situation or hoping that someone will ride to your rescue. The first is a waste of energy and the second isn’t going to happen. So what are the levers you can pull, where can you reduce exposure and create breathing room?

Make the changes.

Let’s be honest, while the latest developments are shocking, they haven’t come out of nowhere. The world aid system has been in a slowly developing crisis for a long time. Aid and development models have been increasingly questioned and the role of the international NGO in particular ever more under scrutiny. We’ve all known change has been needed and this simply hasn’t happened fast enough. Our friend Keith Kibirango discusses what this means for the new world funding order in this great video here

This is true of funding too. Many INGOs have attempted to ride the two horses of public support and institutional money as the environment for both has changed fundamentally. Can organisations continue both to be essentially sub-contractors to government while mobilising individuals in donor countries? Arguably many are doing neither well.

Many of us have been arguing for a long time for a different approach to securing funding, much more integrated into organisational strategy, much more authentic to and co-created with supporters, that properly brings together all parts of the nonprofit around a shared narrative.

In the weeks to come there will be nonprofits desperately scrambling for different funding sources, looking for unicorns and asking people like us to find them.  But there are no tactical short cuts here.

The sooner we can have conversations about fundamental strategic changes and tackle the factors that have stopped this in the past, the more quickly we will move on to the new approaches that allow the sector to navigate these very uncertain times.

All that is certain in the future is change and we need to adapt to it now.

And of course, if you want to talk through options, you know where to find us.

Recruitment Agencies for Charity: Bridging Talent Gaps in Nonprofits

3rd March 2025

According to government data, trust in charities is like the British weather -- 60% of people are optimistic, while the rest are keeping their umbrellas handy. This is higher than trust in social media but lower than faith in a proper queue.

While the forecast for public confidence may be improving, charities face a different storm brewing behind the scenes. The real challenge now is finding the right staff. Hiring skilled people for key roles is hard, and it's putting extra pressure on already busy teams.

This is where recruitment agencies for charity organisations can help. They work with nonprofits to find talented, mission-driven people who fit the organisations' goals and values.

Keep reading to see how these agencies can help solve your staffing issues.

Understanding Nonprofit Needs

Recruitment agencies know nonprofits face challenges when hiring. Nonprofits often have small budgets, need specific skills, and want employees who care about their mission. One of the charity recruitment solutions offered by these agencies involves finding candidates who meet unique nonprofit needs.

Hiring can take a lot of time and effort, which nonprofits may not have. Recruitment agencies offer solutions for quickly finding skilled, mission-driven candidates. They, therefore, allow nonprofits to focus on important work while building a strong team.

Focus on Attracting Mission-Driven Talent

Recruitment agencies advise nonprofits on hiring people who want to make a difference. These candidates tend to match nonprofit values. In turn, nonprofits benefit from hiring employees who are passionate about the mission.

Many workers are still looking for new opportunities, even though fewer are quitting their jobs. A PWC survey shows that 28% of workers worldwide plan to switch occupations in the next 12 months, compared to 19% in 2022. Recruitment agencies study such trends to help nonprofits connect with mission-driven candidates.

The agency for charity hiring understands how the job market is changing and helps nonprofits stay competitive. They encourage hiring people who are skilled and excited to support a cause. It then becomes easier for nonprofits to attract and hire great talent.

Filling Specialised Roles

Due to new challenges like technology and data, nonprofits are changing their roles. Today, they need experts in areas like digital fundraising and programme management. They need people with the right skills and a passion for the mission to find the right talent.

These organisations often need employees with specific skills like grant writing, fundraising, or programme management. Recruitment agencies recommend finding people with these abilities. They make staffing for charities to fill up these roles much easier.

The candidates must fit the nonprofit's mission and team. They should be individuals who share the nonprofit's values and work well with others. In turn, new hires will feel connected and ready to contribute.

Finding candidates for specialised roles can be challenging for nonprofits. Recruitment agencies help brainstorm ways to simplify the process. They save nonprofits time and effort by helping identify the qualities of the right person for the job.

Expedited Hiring Process

Recruitment agencies use their knowledge and tools to shorten the time needed to find and review candidates. Through their help, nonprofits focus on their work instead of spending too much time hiring. Here's how they speed up the nonprofit talent acquisition:

• They value skill and ambition as top qualities for candidates

• They strategise how to conduct first-round interviews and narrow down the best options

• They introduce nonprofits to tools that optimise hiring

• They're ready to consult on every step of the process

A slow hiring process can cause big problems for nonprofits. It can delay important projects, increase staff stress, and hinder progress on the nonprofit's mission. Recruitment agencies solve this by helping nonprofits hire the right people faster.

Building Talent Pipelines for Future Needs

Recruitment agencies help nonprofits prepare for future hiring needs. They recommend creating talent pipelines - groups of skilled professionals who match the nonprofit's mission and values. These pipelines ensure nonprofits can quickly fill roles.

These agencies encourage nonprofits to find and stay connected with potential candidates before jobs are available. This means tracking people with the right skills and passion. This planning makes it easier to hire when roles need to be filled.

Agencies also keep up with changes in the UK job market and nonprofit trends. These dynamic changes help them update talent pipelines so nonprofits can always access the right candidates. With these pipelines, nonprofits can plan for growth or unexpected changes without worrying about hiring delays.

Smart Hiring and Strategic Candidate Vetting

Today's nonprofit hiring landscape demands sophisticated risk management beyond traditional background checks. Modern recruitment agencies employ data-driven strategies to assess and evaluate candidates' potential success and to make sure they are the right fit for a particular organisation and its culture. They conduct structured behavioural interviews using the STAR method (Situation, Task, Action, Result) to assess problem-solving abilities and past performance in similar roles. This comprehensive approach is crucial because a mis-hire impacts more than finances -- it affects donor relationships, programme effectiveness, and team dynamics.

By leveraging these advanced screening methodologies, agencies can help nonprofits identify candidates who not only have the right skills but can also adapt to evolving sector challenges while advancing your mission.

Supporting Diversity and Inclusion

Recruitment agencies help nonprofits build diverse and inclusive teams. They encourage finding candidates from many backgrounds to create teams that reflect their communities. This focus on inclusion makes nonprofits stronger and more effective.

Agencies advocate for fair bias-free nonprofit job placement processes. They want everyone to succeed. With this mindset, nonprofits can build supportive, welcoming teams.

Diversity and inclusion practices work best when leadership is committed, employees feel included, and teams collaborate. Recruitment agencies support these goals by advising on ways to hire diverse candidates with fresh ideas and perspectives. 

Connect With Recruitment Agencies for Charity Organisations Today

Recruitment agencies for charity organisations help nonprofits find skilled, mission-driven staff. They save time, reduce risks, and support the creation of diverse teams. With the right agency, your nonprofit can thrive and focus on its important work.

Need help finding the right talent for your nonprofit? At the AAW Group, we specialise in nonprofit recruitment and fundraising. Browse our website to see how we can support your organisation's success.

Certainty

Imogen Ward

10th February 2025

“There is one sin which I have come to fear above all else… certainty. Certainty is the great enemy of unity… the deadly enemy of tolerance.”

Anyone who has enjoyed Robert Harris’s Pope romp, Conclave, will probably remember the line about certainty.

It’s as much about how we navigate our own lives as it is about faith. And it got me thinking about how the role of certainty is key to planning in a strategic context.

Our role as Strategy Consultants is to balance focus and attention on deep diving into  the past, interrogating the present and forecasting the future.

By the very nature of what we do - guiding organisations to make the right strategic and operational choices often at a time of extreme pressure  - consists of a judgement on certainty.

But surely we’d be charlatans of the worst kind if we proposed that everything we advised was based on a concrete belief of…. well… certainty.

Well maybe - because there are some components of our work that we really do need to be fairly clear on. These are my top 3:

The Truth - This is the biggie really and something that we often struggle to land with our clients. This is not for any nefarious reasons, but usually because the position right now - or as is - is often really hard to grasp. My colleague Deniz Hassan speaks about the growing chasm of what any organisation needs to understand in terms of data and insights to motor planning and what is actually assumed to be right.

The Vision - What is it that you want to achieve and over what timeframe? Typically not-for-profits are good at articulating the vision, but struggle then to provide the indicators to prove that impact. Why? Well see above.

The Culture - Perhaps I should clarify here. It’s not the articulation of the culture that is important,  but the appreciation of its impact: is it enabling the organisation to succeed or is it creating a static environment. Or (and we see this far too much) is it tearing it apart. Signs we see: a rock star department that dominates. The Income Generation team plough their course with little regard or attention to the rest of the organisation? Has Compliance moved from something that gives a framework, to something that rules with fear?

But there is some stuff that is less straightforward to be certain on:

The Forecast - we all know that the future cannot be predicted. God knows what next week will bring at this stage let alone any longer than that. So why do Trustees  ask for a 5 year income forecast from the Fundraising Director? And then insist on reassurance that it will be inevitably delivered?

Don’t get me wrong, organisations need some way of planning for the future, working out what sensible investment looks like and what it might bring in. But too often we find Fundraising Directors who have inherited a lovely looking strategy that will double (it always doubles) income in five years based on what exactly? Unless you are really clear about the key risks and assumptions behind the forecast and there’s a robust process to validate these assumptions against real-world outcomes, the result is too often a paper strategy that no one believes in and will never succeed.

The Benchmarks - Trustees looking for certainty will ask for examples of organisations who have been in the same position and whose strategies can be copied. We do a lot of benchmarking for our clients and it’s a useful indicator of what other similar organisations are doing and how you perform against them or what you can learn from them. But charities are so different from each other and report so differently, that an indicator is all it can ever be.  There’s no magic formula for success.

We crave certainty in life - we seek out patterns and trends to prove this or that. As with life, in fundraising, some stuff works, some stuff doesn’t work but you are more likely to make the right choices if you approach it all with a good pinch of honesty.

Cardinal Benitez would be proud.

Overcoming Barriers in Charity Trustee Recruitment

1st February 2024

More than 184,000 charities are registered in England and Wales, supported by over 924,000 trustees, according to the Charity Commission.

Despite these high numbers, charity trustee recruitment remains a challenge for many organisations. Finding skilled, diverse, and committed trustees is essential for charities to thrive, yet barriers often prevent them from reaching their full potential.

The AAW Group specialises in non-profit recruitment and strategic fundraising consultancy, helping charities overcome these challenges with tailored strategies and deep sector expertise.

In this guide, we'll explore the common obstacles organisations face when recruiting trustees and provide practical solutions to help your charity build a strong and effective board of trustees. Ready? Let's get started.

Common Barriers in Charity Trustee Recruitment

As highlighted above, recruiting charity trustees is a challenge faced by organisations across the UK. A mix of misconceptions, structural barriers, and resource constraints can make it difficult to attract and retain the right candidates. Here are some of the most common barriers and their impact on recruitment efforts.

Lack of Awareness and Understanding

First of all, it's a reality that many people are unaware of what a trustee does or the opportunities available. Others may assume trusteeship is reserved for those with years of senior management experience or specialised knowledge.

This lack of awareness prevents talented individuals who could bring valuable skills and fresh perspectives from considering a trustee role.

A trustee is a volunteer who helps oversee a charity's operations, ensuring it stays true to its mission and complies with legal requirements. They provide strategic guidance, make key decisions, and support the organisation's long-term success.

Perception of Exclusivity

Trusteeship can appear inaccessible, particularly to individuals from underrepresented backgrounds. Some candidates may feel that they do not belong on a board due to factors such as:

• Cultural

• Educational

• Socioeconomic

Such a perception can be further reinforced by boards that lack visible diversity, discouraging others from applying.

Limited Resources for Recruitment

Another reality is that many charities lack the time, budget, or expertise needed to run effective trustee recruitment campaigns.

Without dedicated resources, organisations struggle to promote roles widely or target specific audiences. This often results in fewer applications, thus limiting the pool of qualified candidates.

Time and Commitment Concerns

Potential trustees may also hesitate to apply due to fears about the time commitment.

Misconceptions about the workload or a lack of flexibility in meeting schedules can discourage busy professionals or those balancing multiple responsibilities.

Skills Gaps

Additionally, charities frequently require trustees with specific expertise, such as financial, legal, or digital skills. Finding individuals with these competencies can be challenging, especially for smaller organisations with limited networks.

Geographical Limitations

Lastly, smaller charities, particularly those operating in rural or less populated areas, may struggle to find trustees locally. This can restrict boards to a narrow pool of candidates, reducing the diversity and breadth of experience they bring.

Solutions to Trustee Recruitment Barriers

Overcoming the challenges of charity trustee recruitment requires a proactive and strategic approach. Addressing the root causes of common barriers means charities can build stronger, more diverse boards that drive their mission forward.

Here are some practical solutions and how the AAW Group can help.

Raising Awareness

Charities can demystify the trustee role by clearly explaining what it involves and its benefits. Educational campaigns and outreach can highlight how trusteeship offers individuals the chance to:

• Develop new skills

• Give back to their communities

• Make a meaningful impact

Sharing success stories from existing trustees can also inspire others to step forward.

Emphasising Inclusivity

Creating a welcoming and inclusive culture is also key to attracting diverse candidates. You can start by reviewing recruitment materials to ensure they use accessible and inclusive language.

Another option is to consider partnerships with organisations specialising in connecting underrepresented groups with trustee opportunities. A more inclusive approach widens the pool of candidates and builds a board that better reflects the communities your charity serves.

Enhancing Outreach Efforts

Charities must move beyond traditional recruitment methods and leverage digital platforms, professional networks, and community groups. Platforms like LinkedIn or specialist websites can help target specific skills, while outreach to local organisations can draw in people with strong community ties.

At the AAW Group, we use tailored recruitment strategies to help charities reach the right candidates through broad and niche channels.

Simplifying Expectations

Concerns about time and workload often deter potential trustees. As a solution, charities can address this by clearly outlining expectations and offering flexible options, such as virtual meetings or staggered commitments.

Providing training and ongoing support also helps new trustees feel confident and prepared for their role.

Focusing on Skills-Based Recruitment

To fill specific gaps, charities should prioritise skills-based recruitment. For this, they can start by conducting a skills audit of your current board to identify areas where expertise is lacking.

Targeted recruitment campaigns can then focus on attracting professionals in those fields, such as finance, law, or digital transformation. At the AAW Group, we work closely with charities to analyse their needs and design bespoke strategies that deliver results.

Expanding Geographical Reach

For charities in rural or remote areas, geographical limitations can be overcome by embracing digital solutions. Virtual board meetings make it easier for trustees from other regions to participate, broadening the candidate pool.

Additionally, focusing on online recruitment platforms ensures you can connect with individuals across the UK.

How the AAW Group Can Help

With a proven track record (and more than eight years of experience) in non-profit recruitment, the AAW Group offers unmatched expertise in overcoming trustee recruitment challenges. We develop bespoke strategies to attract diverse and skilled candidates, helping to ensure your board is equipped to lead effectively.

Our approach includes outreach to underrepresented groups, a focus on inclusivity, and a deep understanding of the non-profit sector's unique needs, helping to overcome the common barriers faced in charity board recruitment.

Overcoming Recruitment Challenges With AAW Group

So, to sum up, effective charity trustee recruitment is essential for building boards that can drive your organisation's success. By addressing barriers such as lack of awareness, exclusivity, and skills gaps, charities can attract diverse and skilled trustees who bring fresh perspectives and expertise.

At AAW Group, we specialise in developing trustee recruitment strategies tailored to your needs, ensuring you reach the right candidates. Check out our recruitment page to learn how our expertise can transform your recruitment efforts and help your charity thrive.

Effective Ways to Find C-Suite Interim Executives for UK Non-Profits

28th January 2025

Did you know that, according to Third Sector, unfilled roles in UK charities nearly doubled from 2.6% in 2011 to almost 5% in 2022?

This increase in vacancies underscores the challenges non-profits face in maintaining effective leadership. When a C-suite position becomes vacant, hiring an interim executive can provide the necessary stability and expertise during transitions.

Join us, as we take a closer look into how UK non-profits can refine their recruitment processes to secure the best interim executive for their teams.

Why Non-Profits Need Interim Executives

Leadership gaps can be disruptive for any organisation, but non-profits face unique challenges when executive roles remain unfilled. There are three main reasons non-profits turn to interim executives:

• Filling leadership gaps

• Specialist expertise

• Cost-effective solution

Filling Leadership Gaps

A non-profit's success depends on strong leadership. If a chief executive officer, chief financial officer, or other key leader departs unexpectedly, the organisation can struggle to maintain momentum. An interim executive steps in quickly to manage responsibilities and prevent operational slowdowns.

Specialist Expertise

Many interim executives bring years of experience working with non-profits. They understand the unique challenges of balancing mission-driven work with financial sustainability.

Whether it's restructuring finances, improving fundraising strategies, or strengthening governance, an experienced interim leader offers valuable skills that a permanent hire might take months to develop.

Cost-Effective Solution

Searching for a permanent executive can be expensive and time-consuming. A long hiring process can leave organisations in limbo, delaying progress. Interim executives provide a flexible option, allowing non-profits to continue operating smoothly while they search for a long-term leader.

Identifying the Right Interim Executive for Your Non-Profit

Hiring the wrong person can slow progress, so a thoughtful selection process is key. There are three main factors to consider when selecting an interim executive:

• Experience in the non-profit sector

• Proven leadership skills

• Crisis and change management

Experience in the Non-Profit Sector

An interim executive should understand the challenges that come with running a non-profit. Unlike corporate roles, non-profit leadership often involves working with limited budgets, securing funding, and managing volunteer teams. A candidate with prior success in similar organisations will be more equipped to handle these responsibilities.

Proven Leadership Skills

Interim executives are often brought in during times of transition. They must be able to assess an organisation's needs and make decisions quickly.

Strong leadership includes financial oversight, team management, and strategic planning. The ability to step into a role and lead with confidence is one of the most valuable traits an interim executive can have.

Crisis and Change Management

Many non-profits hire interim executives when they are facing financial struggles, leadership turnover, or structural changes. A successful candidate should have experience in stabilising operations and guiding organisations through uncertain times. Their ability to make clear, steady decisions will keep staff motivated and prevent disruption.

The Best Methods for UK Interim Executive Search

Finding a qualified interim executive requires a focused approach. Non-profits need leaders who can step in quickly and keep operations moving. There are three main ways to conduct a UK interim executive search:

• Specialist recruitment agencies

• Professional networks

• Online platforms and direct outreach

Specialist Recruitment Agencies

Working with a recruitment agency that focuses on C-suite executive recruitment in the UK can save time and effort. 

Specialist recruitment is key to finding the right leaders for non-profits. The AAW Group offers a key focus on C-suite executive recruitment in the UK, ensuring organisations connect with skilled professionals who understand the sector's challenges.

Our expertise spans global charities, national organisations, and regional non-profits, giving us deep insight into leadership needs.

As a Certified B Corp®, we provide strategic, mission-driven recruitment solutions, offering a level of analysis and industry knowledge that general agencies simply can't match.

Online Platforms and Direct Outreach

Websites like LinkedIn allow non-profits to identify potential candidates based on experience, industry knowledge, and availability. A direct approach can be effective, especially when reaching out to professionals who have worked in similar roles before. Posting job listings in targeted online communities may also attract experienced candidates who are actively looking for interim opportunities.

Avoiding Common Mistakes in C-Suite Executive Recruitment

Hiring the wrong interim executive can lead to unnecessary setbacks. There are a few common mistakes non-profits make when hiring an interim executive:

• Rushing the hiring process

• Ignoring cultural alignment

• Lacking clear objectives

• Not utilising a specialist agency

Rushing the Hiring Process

Time is often a factor when leadership roles become vacant. Organisations may feel pressure to fill the position quickly, but skipping key steps can lead to a poor hire. Taking time to properly assess candidates, conduct interviews, and check references will reduce the risk of bringing in someone who is not the right fit.

Ignoring Cultural Alignment

A candidate might have the right skills and experience but still struggle in a non-profit setting. Cultural alignment is just as important as professional qualifications.

An interim executive must understand and support the mission of the organisation. A leader who does not share the same values may struggle to connect with staff, donors, and board members.

Lack of Clear Objectives

Some organisations bring in an interim executive without defining what they need. A lack of clear goals can lead to confusion and wasted effort. Before hiring, non-profits should outline specific expectations, whether it's stabilising finances, managing a leadership transition, or implementing a new strategy.

Not Utilising a Specialist Agency

Some non-profits make the mistake of working with general recruitment firms rather than agencies that specialise in non-profit leadership. This can lead to a longer hiring process and candidates who lack the right sector-specific experience.

AAW Group has a proven track record in C-suite executive recruitment UK, working with charities of all sizes, from large international non-profits to regional organisations. We understand the unique challenges of non-profit leadership and connect organisations with interim executives who can step in quickly and make an immediate impact.

Non-profit Interim Executive in the UK

Hiring an interim executive can help UK non-profits maintain stability during periods of transition. 

At the AAW Group, we specialise in non-profit recruitment and strategic fundraising consultancy. Our experienced team brings expertise from various sectors, delivering unmatched insight and results for organisations of all sizes, from global non-profits to national charities.

Get in touch so we can help your hiring process.

From Cost to Catalyst: Why Non Profits Must Properly Invest in Data and Tech

Deniz Hassan

January 20th, 2025

Last week I had to descend into the lower basement to meet the Chief Technical Officer of a huge organisation. It was a bit grim. Two hours later, I met the comms team upstairs on a beautiful, bright and newly refurbished floor. It felt very 'IT Crowd' (couldn't find the box with the internet in it though).

In a bit of a different take to my usual fundraising point of view, this time I'm thinking about things from a finance angle.

In the non-profit sector, technology and data are often relegated to the shadows, not just in terms of location but viewed as necessary but costly overheads.

This perception needs to change. For senior finance leaders, particularly in organisations with complex, multi-channel, and multi-product portfolios, technology and data are not just tools; they are enablers of financial sustainability and mission-driven success. It’s time to bring them into the light.

From Expense to Investment

For too long, technology has been considered a cost centre rather than a strategic asset. But the benefits are so clear (when communicated in the right way) - with the right infrastructure and insights, technology empowers finance leaders to achieve clarity in fundraising operations, predict financial outcomes, and measure the true ROI of every facet of an income generation programme. Imagine having the ability to precisely calculate the cost-to-income ratio of a specific appeal across digital, direct mail, and events—and knowing where to double down for future success.

Data and technology provide this clarity, eliminating guesswork and enabling informed decisions. The right investments in data and technology means finance teams can actually do things such as compare historical performance against current strategies with confidence rather than the standard opaque conversations that seem to drive some of the most important decisions - imagine that!

Better Relationships Through Better Data

Over the years as a fundraiser, I've made sure I've spent the right amount of money buying coffees for my finance people. But the relationship between finance and fundraising teams can sometimes be a bit tetchy, especially in large organisations where teams work in silos.

Technology bridges this gap by making the right sort of data available. Data, at the correct level of granularity and transparency ensures finance teams have a comprehensive view of income generation programmes. This transparency allows for more collaborative planning and the ability to forecast more accurately.

When finance teams have access to 'proper' data, they can better understand donor behaviours, campaign lifecycles, and the financial impact of different fundraising initiatives. This shared understanding fosters trust and strengthens relationships across the organisation. The intangible ROI is off the chart.

Predictive Power for the Future

In addition to understanding past performance, technology enables organisations to look forward. Predictive analytics, powered by robust data sets, allow finance leaders to model different scenarios and determine where future investments will be most effective. For example, what happens if we invest more in digital fundraising versus face-to-face? Technology can provide the answer, helping to allocate resources with precision. Again, doesn't really sound like a 'cost', no?

The Cost of Inaction

Failing to invest in technology and data because it's expensive is a fool's errand. You're investing in ignorance and uncertainty while potentially pouring millions into a media plan. And all because one has a 'direct ROI'. But step back and consider the cost your organisation risks when making inefficient decisions in our income generation programmes ("Let's pour more money into DRTV"), wasting resources ("It'll take us 2 weeks to pull together a report that shows our returns"), and falling behind in an increasingly competitive landscape ("We'll learn the lessons and have another crack before I decide to get a new job").

Non-profits must view technology not as a cost but as a catalyst for growth. It’s the foundation upon which better decisions are made, better relationships are built, and better outcomes are achieved for both your organisation and the people you serve

Leading the Way

For senior finance leaders, embracing technology and data isn’t about keeping up with trends; it’s about leading their organisations into a sustainable future. By investing in the right systems and fostering a data-driven culture, they can ensure that every pound spent is a pound well invested.

It’s time to step out of the shadows. Data and technology are no longer optional extras—they are the backbone of modern, impactful, and financially sustainable non-profits.

Creating a Nonprofit Budget for Executive Hires: Key Insights

8th December 2024

According to Nottingham Trent University, 60% of nonprofit organisations in the UK report recruitment difficulties. 

One of the reasons is that some candidates can overlook nonprofits, viewing the corporate world as a more financially rewarding path. Sadly, this perception, for some, can make attracting executive talent to your nonprofit challenging. Developing a strategic nonprofit budget can be a powerful tool in addressing this issue. 

This will allow you to allocate adequate funds towards executive hiring. Read on to uncover key insights for crafting a nonprofit budget for executive hires. 

Identify Leadership Needs and Costs Early

Most nonprofits have structures that differ significantly from corporate organisations. Your nonprofit should take this into account when developing executive hiring strategies. 

It should review its organisational structure to identify key executive roles essential for meeting its mission and goals. Determine the positions that directly impact your nonprofit's objectives and prioritise them. Develop comprehensive job descriptions and specifications for each critical role. 

Defining roles can prevent unnecessary spending on less impactful positions or mismatched candidates. You can ensure your nonprofit budget prioritises allocating funds for key executive positions. 

Establish a Flexible Budget Framework

Nonprofits often face funding fluctuations, so it's important to have room for adjustments. Develop a flexible nonprofit budget framework to adapt to changing costs and needs. Enhanced flexibility allows for unexpected recruitment costs or relocation expenses. 

It also accommodates for salary changes when necessary. Flexibility allows you to balance executive hiring with other essential areas, keeping finances sustainable. It reduces the risk of laying off key employees due to a lack of funds. 

Set Realistic Salary Benchmarks

Nonprofit salary planning involves aligning compensation with industry standards. Research nonprofit compensation and salary planning tools. These resources provide reliable benchmarks for executive roles within your sector. 

Offering competitive salaries can help you attract top talent. However, it's crucial to stay within your financial means. 

To avoid this, ensure your compensation structure balances market standards with your budget. Consider factors like:

• Role responsibilities

• Organisational size

• Funding levels

• Industry salary standards

• Location and cost of living

• Market competition for executive talent

A balanced approach will help you make informed decisions. This way, you can offer fair compensation while protecting your nonprofit's financial health. Aligning compensation with both mission goals and market realities ensures long-term sustainability.

Incorporate Benefits and Non-Monetary Incentives

Including benefits and non-monetary incentives in your nonprofit budget for executive hires can help you offer a more competitive package. The benefits and incentives include:

• Retirement benefits

• Recognition programs

• Leadership development opportunities

• Flexible working arrangements

• Clear path for professional growth

• Opportunities for work-life balance

Focusing on the monetary and non-monetary benefits can help attract qualified personnel while keeping recruitment costs in check. The goal is to have a well-rounded compensation package that gives you a competitive edge. 

Budget for Executive Recruiting Costs

Your nonprofit budget for executive hires should have provisions for:

• Advertising the position

• Screening processes

• Candidate assessment

Allocating enough money for these activities can reduce the need to cut corners. 

Outsourcing some aspects of the recruitment process can also help find the best talent. So, when budgeting for recruitment, consider allocating money for executive search services. These services can help your nonprofit avoid costly advertising and screening costs. 

This can curb the risk of advertising for a position and failing to attract ideal candidates. Using them can help your nonprofit quickly fill executive positions with the right people. 

Plan for Onboarding and Training Expenses

Nonprofits often assume that executive hires don't need training. They believe training is for lower-level management. However, not investing in onboarding and training can be a costly mistake. 

Experienced executives may not understand how nonprofits operate. Many have worked in profit-driven organisations and may carry that mentality into their new role.

Onboarding and training are essential even for experienced executives. They need to learn how nonprofits function, especially the unique challenges they face. 

A nonprofit's priorities are different from those of a corporation, where profit is the primary goal. Nonprofits focus on mission, impact, and sustainability. Executives unfamiliar with this can struggle to adapt.

Providing thorough onboarding and training is vital for a smooth transition. It helps new leaders understand your nonprofit's mission, values, and operational style. It also sets expectations for their responsibilities within the organisation.

Allocating part of your nonprofit leadership budget to onboarding and training can ensure a successful transition. This investment is crucial for executive hiring strategies and long-term organisational success.

Seek Professional Help Creating a Nonprofit Budget for Executive Hires

Relying on the above can help create a nonprofit budget for executive hires. However, the process can still be overwhelming and time-consuming. You might struggle to balance the available funds to cover all executive recruitment expenses. 

You can overcome these challenges by seeking professional help. Experienced consultants can provide valuable insights into practical, cost-effective executive hiring strategies and salary benchmarks. 

The AAW Group can offer this professional assistance. As a nonprofit recruitment and strategic fundraising consultancy, we specialise in helping nonprofits craft tailored executive recruitment budgets.

Check out our website to discover more about how we can assist your nonprofit in finding the right talent for your mission. 

The Localisation Agenda is Failing – Here’s Why

Keith Kibirango

3rd December

AAW have a great deal of experience of working with the world’s biggest INGOs on major, often very complex, resource mobilisation projects.

The shift of power – localisation -  has become a major part of the conversation and a fundamental vision for the future of international aid and development.

As we close the year and look to 2025, AAW are delighted to welcome our friend and colleague Keith Kibirango, CEO of New Global Markets Consulting to reflect on why progress is not greater and what needs to be done to accelerate change.

The localisation agenda is hailed as the future of global development - a shift of power, resources, and decision-making to the Global South. Yet, despite the rhetoric, it’s failing. And the reason is brutally simple: a lack of serious investment in capacity-building for leaders and organisations in the Global South.

We hear endless platitudes about equity and empowerment, but in practice, localisation is too often reduced to outsourcing implementation while maintaining power and influence in the Global North. Global South organisations are handed crumbs - short-term, project-based funding - barely enough to keep them afloat, let alone build the robust systems and infrastructure required for long-term sustainability. This isn’t localisation; it’s paternalism with a glossy rebrand.

The Hypocrisy of Localisation

Let’s be honest. If we’re serious about localisation, we must confront some uncomfortable truths.

The current system perpetuates a cycle of dependency. Organisations in the Global South are rarely treated as true equals in decision-making. Instead, they’re kept in a state of perpetual precarity, reliant on the next round of funding from the same Global North organisations that claim to be “empowering” them. This approach doesn’t just fail the localisation agenda - it undermines it.

Worse still, the capacity-building narrative is often weaponised against Global South leaders. The excuse? “They don’t have the skills or experience to manage large-scale programmes.” But whose fault is that? How can we expect leaders to thrive when they’ve been denied access to the transformative opportunities - education, mentorship, leadership training - that many of us in the Global North take for granted?

The Capacity Gap: A Manufactured Crisis

I am where I am today because I was given the opportunities that my fellow leaders in the Global South are routinely denied. I was granted access to a world-class education, mentored by industry leaders, and allowed the freedom to make mistakes and grow. It’s not that Global South leaders lack potential; they lack access to the same pipeline of opportunities that allowed me to succeed.

The Global North has systematically hoarded expertise and opportunities, leaving Global South organisations with limited resources, minimal support, and a fraction of autonomy. The result? A non-profit sector in the Global South that is perpetually dependent, unable to build the kind of home-grown leadership that can truly drive local solutions.

A Vision for Real Localisation

The localisation agenda needs a radical overhaul. If we’re serious about creating a thriving, independent sector in the Global South, we need to stop tinkering around the edges and start addressing the root causes of the problem. This means moving beyond project-based funding and investing in people.

We need a deliberate, long-term strategy to build a pipeline of home-grown leaders who can anchor themselves in their communities and drive sustainable change. This is more than technical skills; it’s about equipping leaders with the confidence, networks, and resources to set their agenda - not as passive aid recipients but as the architects of their futures.

What Needs to Change?

1.      Stop Paying Lip Service: If funders truly believe in localisation, they must put their money where their mouth is. Fund capacity-building initiatives that focus on leadership development, mentorship, and infrastructure.

2.      Break the Dependency Cycle: Move away from tokenistic funding that keeps organisations in survival mode. Offer unrestricted, long-term funding to allow them to build resilient institutions.

3.      Decentralise Power: Stop controlling decisions from the Global North. Global South leaders need real authority over how resources are allocated, and programmes are designed.

4.      Invest in Talent Pipelines: Build the same systems of mentorship and opportunity in the Global South that have produced generations of leaders in the Global North. This is a must!

A Home-Grown Agenda

The Localisation Agenda is fast becoming a dirty word. At NGM Consulting, we are committed to creating a “home-grown agenda” - not one that relies on being an implementation partner for Global North organisations, but one that builds thriving, independent institutions that respond to the needs of their communities.

This isn’t just a professional goal; it’s deeply personal. My career was built on the shoulders of mentors and opportunities that are inaccessible to too many in the Global South. My dream is to replicate those experiences for the next generation over and over again.

But let’s be clear: this won’t happen without a fight. The localisation agenda, as it stands, is failing because it was never designed to succeed. It’s a half-hearted attempt at power-sharing that avoids the hard work of dismantling the systems that maintain inequality.

If we’re serious about localisation, we need to stop pretending and start doing the hard work of building a non-profit sector in the Global South that doesn’t just survive but thrives. Anything less is a betrayal of the very communities we claim to serve.

Are we ready to stop the charade and commit to real change? Let’s have the conversation.

To found out more about New Global Markets Consulting please email Keith Kibirango at keith.kibirango@newglobalmarkets.consulting

Nonprofit Recruiters: The Key to Scaling Your Impact

14th October 2024

According to the Policy Bee, around 3% of jobs in the UK are in the nonprofit sector. With so many jobs to fill, it's critical for nonprofits to find the right talent.

Nonprofit recruiters specialise in helping organisations like yours connect with the best talent to further your mission.

Let's look into how these recruiters play a critical role in scaling nonprofit organisations, offering key hiring strategies, and overcoming common recruitment challenges. With the right recruitment support, your nonprofit can build a team that truly drives impact.

The Role of Nonprofit Recruiters

Nonprofit recruiters specialise in identifying candidates who are not only qualified but also passionate about the cause. In nonprofits, finding someone with the right technical skills is important, but hiring someone who believes in the mission is even more critical. The recruiters know how to assess candidates for both their ability and their dedication to a nonprofit's goals.

Recruiters in the nonprofit sector are well-versed in the unique needs of these organisations. Nonprofits often have limited budgets and specific challenges that differ from corporate environments. Nonprofit recruiters know how to identify candidates who can thrive in this setting and work with the limitations that nonprofits might face.

Recruiters help streamline the process by quickly finding the right fit. They make sure the nonprofit can focus on its mission while they handle recruitment.

The Importance of Talent Acquisition in Nonprofits

Talent acquisition is the backbone of any successful nonprofit. Nonprofit talent acquisition is about more than just filling open positions. It's about securing individuals who are deeply committed to the organisation's mission.

In the nonprofit world, passion may outweigh experience. While skills and qualifications are still important, nonprofits need people who believe in what they are doing.

Hiring someone who is driven by the cause can make all the difference. Passionate employees are more likely to stay long-term and contribute to meaningful growth.

Nonprofit recruiters know this and work hard to find candidates who align with both the values and the goals of the organisation. A strong team with a shared mission allows nonprofits to scale more effectively, reaching more people and making a greater impact.

Nonprofit Hiring Strategies: Best Practices

It's not just about finding someone with the right skills, but also about bringing in people who are deeply committed to the cause.

There are three key strategies that nonprofits can use to improve their hiring process:

• Build a strong employer brand.

• Craft compelling job descriptions.

• Leverage nonprofit networks for recruitment.

Building a Strong Employer Brand

A strong employer brand is essential for attracting the right talent. Nonprofit recruiters often work with organisations to define their identity and communicate their mission effectively.

It means creating a reputation that draws in people who want to make a difference. A clear and authentic message about the organisation's values, goals, and impact will resonate with candidates who are passionate about the cause. When people connect with a nonprofit's mission, they are more likely to apply and stay for the long term.

Crafting Compelling Job Descriptions

The job description is the first impression that potential candidates will have of the organisation. It's important to write clear, engaging descriptions that outline the role and how it contributes to the nonprofit's mission.

Recruiters know that by focusing on the purpose of the job and its impact, they can attract candidates who feel inspired by the work. A well-written job description can make a big difference in drawing the right applicants.

Leveraging Nonprofit Networks

Nonprofit recruiters often rely on their connections within the nonprofit community. By tapping into these networks, they can find candidates who might not be actively searching but are a perfect fit for the organisation.

The networks include job boards and professional groups. Leveraging these resources helps speed up the hiring process and brings in candidates who are already aligned with the nonprofit's values.

How Nonprofit Recruiters Help Scale Organisations

Scaling a nonprofit requires more than just expanding programs and services. It's about growing the team with individuals who align with the mission and can support that growth.

Nonprofit recruiters play an important role in this process. They have the experience and resources to find candidates who bring the skills needed to take an organisation to the next level. There are some big ways that nonprofit recruiters help with scaling:

• They find mission-driven talent 

• They help build leadership teams

• They streamline the hiring process

Finding Mission-Driven Talent

Recruiters in the nonprofit sector are skilled at finding candidates who are passionate about the cause. Scaling an organisation means hiring people who not only have the right skills but also share a commitment to the mission.

Recruiters identify individuals who are motivated by the organisation's work, which ensures that the nonprofit grows with people who are genuinely invested in its success.

Building Strong Leadership Teams

As nonprofits scale, strong leadership becomes essential. Nonprofit recruiters focus on finding leaders who can guide the organisation through this growth.

They look for candidates with the ability to manage increased responsibilities and adapt to changing needs. With the right leadership in place, nonprofits are better equipped to handle the challenges that come with growth.

Streamlining the Hiring Process

Growth often comes with an increased demand for new staff. Recruiters help organisations manage this by streamlining the hiring process.

They have the networks and experience to find candidates quickly, ensuring that nonprofits can keep up with their expanding needs. It allows organisations to focus on their mission while recruiters handle the logistics of finding the right people.

Top Nonprofit Recruiters

Nonprofit recruiters play an essential role in helping organisations find mission-driven talent, overcome hiring challenges, and scale effectively.

Established in 2016, AAW Group provides global fundraising and strategy services for UK and international nonprofits. We bring hands-on experience in running charities, helping organisations build strategies, develop structures, and secure leadership talent. Our diverse team supports nonprofits of all sizes, offering unmatched insight, expertise, and proven results across the sector.

Get in touch today to find out how we can help with your hiring!

Top Strategies to Overcome Charity Recruitment Challenges

10th October 2024

Working for a charity can be fulfilling for individuals who are passionate about the nonprofit's mission. However, this type of work isn't right for everyone, which makes it challenging to fill open positions. According to North One, filling a new position takes around 42 days and sometimes takes longer in the charity sector. 

Charity recruiting teams need to work harder to attract and find strong candidates for their organisations. Charity recruitment professionals encounter different challenges that other companies typically don't. Thankfully, there are ways to navigate these hurdles and find high-quality talent. 

This blog will discuss how to overcome common charity recruiting challenges. We'll also cover some of our charity hiring tips so you can learn about attracting talent in nonprofits. 

Develop a Welcoming Culture 

Companies of all shapes and sizes can benefit from creating an inclusive culture. This is even more important when working in the charity sector. 

Developing a healthy work culture is about more than making quotas and meeting benchmarks. It's about nurturing an environment that celebrates differences and inspires creativity. 

One of our recruitment solutions is to eliminate bias in your charity recruiting process. You'll attract candidates from diverse backgrounds when you remove unnecessary and unfair barriers. Some of the ways you can achieve this when hiring include:

●        Using language in advertisements that encourages everyone to apply

●        Incorporating gender-neutral language 

●        Showcasing that you're an equal-opportunity employer

●        Highlighting how your organisation promotes inclusion and diversity 

Managing Your Charity Recruitment Costs

It's important to keep a tight rein on your recruiting budget when you're working with limited funding. 

A few tips for ensuring your hiring budget stays manageable include:

●        Hiring the right candidate the first time

●        Leveraging recruitment technology 

Hiring the right individuals for your charity doesn't just improve your retention rate. It also reduces your need to retrain and recruit long-term. 

Another tip to keep in mind is to set a recruiting budget for each of your open positions. This includes determining how much the salary range should be at the beginning of the recruiting process. Nonprofits aren't able to offer more money if they find an amazing candidate - they have to stay within budget. 

Be Organised in Your Recruiting Process

It can get overwhelming if you're dealing with multiple applications from various locations. The last thing you want to do is miss out on a candidate because you overlooked their application. 

Working with a charity recruiting firm is a great way to ensure the process goes smoothly. The firm will evaluate each candidate on your behalf, presenting you with the best ones possible. This saves you time and money. 

Create a "Must-Have" List for Your New Hire

As we mentioned earlier, your goal should be to hire the right candidate the first time. You can save your charity time and money by developing a list of "must-have" qualities and skills you want this individual to possess. 

A few tips to keep in mind when compiling this list include:

●        Determining the necessary capabilities or experiences

●        Agreeing with your hiring team that they're non-negotiable 

These must-haves don't have to be items that are over the top or difficult for most people to achieve. They can include basic things like:

●        Specific degrees

●        Desired salary ranges 

●        Previous work experience 

No matter what you put on your list, they need to be thoughtfully chosen. You'll better serve your organisation by focusing on meeting with individuals who meet these certain qualifications. 

You can also create a second list that's focused on "nice-to-have" items. You can use these factors to sort candidates into a secondary pile. Doing so allows you to look at potential hires you may not have otherwise because they didn't meet your initial criteria. 

Highlight the Advantages of Working for Your Charity

Showcasing that you can offer potential new hires a high salary isn't always something charities can offer. However, you can boost your job postings by highlighting the intangible and tangible benefits you provide. Think about the things you can offer your employees that don't cost your charity a lot of money. 

Some of the elements that may appeal to potential candidates include:

●        Remote work options

●        Flexible schedules

●        Extended annual leave    

●        Pension contribution    

●        Development and professional growth opportunities

●        Giving back to the community 

●        Positive work culture 

For those seeking to work at a nonprofit, these advantages may appeal more to them than a higher salary would. They might be looking to work for an organisation that aligns with their values instead of one that can offer them a large wage. 

Write Detailed and Focused Job Descriptions

Your job listings should include everything potential candidates need to know about working for your charity. By letting them know what their duties and responsibilities would be if they got the position, you're giving more insight that'll attract more suitable candidates. 

We recommend including as many details as you can in your job advertisements. Do things like:

●        Outline the salary that is on offer.

●        Feature the job title and location

●        Note if remote work or flexible schedules are available 

●        Write a brief job description

●        Share info about the charity's culture 

●        Provide details about your organisation's mission 

Your charity's brand and what you stand for are something you can use to your advantage when hiring candidates. Your workplace culture should be apparent to all candidates, from your job advertisements to your social media channels. 

Partner With an Experienced Recruiting Firm for Your Next New Hire 

While there are additional hurdles you may encounter in the charity recruitment process, they are challenges that you can easily overcome. Hiring for charities can be a fulfilling process as you get to meet individuals from varying backgrounds who share your mission. Working with a professional recruitment agency will ensure the process goes smoothly and efficiently. 

The AAW Group is a consultancy firm that helps nonprofits find exceptional talent. Whether you're looking for nonprofit recruitment ideas or recruitment solutions, our staff is here to assist. Reach out to our office to schedule a consultation. 

Inclusive Recruitment: Best Practices for Charities

8th October 2024

According to People Management, about 80% of UK businesses have difficulty with recruitment. Non-profit organisations often have more trouble due to certain requirements.

Inclusive recruitment can be a good approach if you want to build a strong and diverse team. Diverse workforces often produce better results due to being more innovative and productive, so this can be very beneficial for your charity.

In addition to this, a lot of people out there have certain characteristics that can make it more difficult for them to find jobs that they're a good fit for. You can give people an opportunity to pursue a fulfilling career where they can also help others.

In this guide, we'll explore some vital, diverse talent recruitment strategies that will help you build the team you're after. Let's get started.

Define Your Diversity and Inclusion Goals

Before you get started, you should determine your goals. Specify what your organisation wants to achieve in terms of diversity and inclusion.

Think about what a diverse workforce looks like to your charity. There may be certain underrepresented groups that you want to pay particular attention to. Clear goals will give you something to aim for and will help guide all of your decisions moving forward.

This could depend on the group your charity is dedicated to helping. You may also want to consider the different perspectives and ideas that you might get from different individuals.

Use Inclusive Language

The communications you make in terms of recruitment are crucial. They'll have a huge impact on your ability to find the kind of talent you're looking for. Take this into account and use language that's geared towards your goals.

If you're not paying attention, you could easily let subtle cues and gendered language slip into job descriptions. This could put off certain individuals and interfere with your overall recruitment process.

For example, specific words could be seen as masculine or feminine. Historically, women have had a harder time achieving high-level positions, so you don't want to use any language that might make women feel like they don't fit a specific position. Different individuals can easily feel excluded by job listings, so you don't want your charity to be adding to this.

It may seem like a small thing, but the language you use can have a huge impact on how welcome people feel. It's important to take the time to craft job communications that will meet your needs and help you find suitable employees.

Consider Accessibility

Something that businesses often fail to consider when looking into inclusion is accessibility. If the application process isn't tailored to be accessible to everyone, there may be some candidates who aren't even able to apply.

There might be some individuals with disabilities who can't use your job site effectively. You want to make sure your careers site is optimised to avoid this issue.

For example, you should make sure your site is readable by text-to-speech readers. This includes adding alt text to any images. You should also think about the use of colour on your site.

On top of this, you should make sure your site works properly on different types of devices. It should also have intuitive and accessible forms. All of this will help you reach the widest talent pool possible and should ensure no potential candidates are excluded.

Seek Diverse Talent Pools

One of the keys to diversity in nonprofits comes down to what you deliberately look for. Creating job listings is one thing, but will these be seen by diverse audiences?

You might need to look beyond your comfort zone for this. The more types of channels you present your openings on, the more diverse of a talent pool you'll reach and could include LinkedIn and social media.

Many organisations don't do this. It's more common for them to simply use the channels that they feel fit them best. By reaching out on more channels, you can give more people opportunities to find your charity and determine if you have a suitable role for them.

Build Inclusion Into Your Employer Branding

Employer branding is a crucial part of recruiting and it can have a huge impact on your ability to draw in suitable talent. Whenever someone is considering working with your charity, they'll consider a range of factors, and your organisation's reputation is one of them.

Make it clear that your charity supports diversity and works to maintain an equitable workplace. One way to do this is to highlight testimonials from current employees that show they're happy with how your organisation operates. You could also include videos to give people a clearer view of what working with your charity is like.

Establish Diversity Metrics

Creating strategies for diversity is one thing, but you also want to put checks in place to make sure things are working as you intend them to. You can track diversity metrics to ensure this.

Regularly analyse your applicant pool and workforce to make sure you're up to date with the current situation. This will help you stay on track, and you can make adjustments at any point if you need to. It can be easy to fall into certain patterns, and this will help you ensure you're always giving opportunities to people who otherwise might not get them.

Promoting Inclusive Recruitment

Inclusive recruitment can help you give those who have a harder time finding work a better chance of starting their dream career. It's often best to get professional assistance to make your recruitment processes as efficient as possible.

The AAW Group specialises in non-profit recruitment and can help you build the diverse team that you're after. We've been in operation for eight years, working with clients of different sizes from all over the globe. Take a look at our recruitment page to learn more about how we can help you achieve your diversity and inclusivity goals.

What We Can Learn About Philanthropy From The Higher Education Sector

By Tobin Aldrich

9th September

One of the reasons that I enjoy being a consultant is the variety of organisations and sectors we work with. We learn from every client and every project we work with.

In the last couple of years we have increasingly been working in the higher education sector, including a series of major Advancement projects in Australia with the University of Sydney. It’s been a fascinating experience and we have learned loads from it.

As part of building our expertise in the specifics of university philanthropy we’ve got more involved with the extremely impressive industry body that is CASE, the higher education organisation that promotes Advancement (philanthropy and alumni relations) across the sector.

Last week I was at the CASE Europe annual conference in Manchester. It was a great event that showcased how well higher education does some aspects of philanthropy.

One of the joys of working with HE for someone like me is this is a sector that really, really loves data. US universities have been developing very sophisticated philanthropy programmes for well over 150 years at this point and CASE itself dates back to 1960. That’s a massive amount of experience in the art and science of (mostly) major giving. And they have been collecting data for a long time.

The result is that HE fundraisers have access to data on relative fundraising and alumni engagement performance that their counterparts in the charity sector can only dream of. While the most data (and the most giving) is in the US, there is now considerable data available for giving to higher education in the UK.

This allows us to get a clear picture of a sector that, while it has some common characteristics, is quite distinctive from the wider charity sector.

Giving to HE in the UK has grown strongly in the last 20 years rising from £0.4bn in 2004 to £1.4bn last year.  This compares to the £1bn that the international development sector raised from voluntary sources, for example.  

Unlike other sectors (outside arts and heritage), giving to higher education is all about major giving, six, seven, eight and increasingly nine figure gifts. Over 85% of the funds raised by UK universities are typically from major gifts, from individuals and foundations mainly. HE is well ahead of the wider charity sector in philanthropy and it is an interesting question why this is the case.

An explanation that is often offered is that this is because of alumni connection. About half of the biggest gifts come from alumni so this is definitely part of it. My view, however, is that the scale of ambition that universities can offer is also a key factor. This is a sector that can genuinely come up with big ideas and visions, with a truly long-term view - this is something that many fundraising charities really struggle with.

This doesn’t mean that HE fundraising is universally better than practices in the charity sector. Smaller scale giving, often called “community giving” is rather under-developed by UK fundraising standards, with investment limited and relatively unsophisticated programmes. This is a bit surprising as alumni engagement is otherwise taken very seriously by universities.  Legacy giving is also lower in the HE sector than you might expect.

Universities, like the charity sector, often have a gap in their fundraising strategies around mid-tier donors and we increasingly hear concerns about this “missing middle”.

Higher education and the charity sector are all looking to achieve step-changes in their use of digital channels and technologies, and are facing similar challenges in making this a reality - the issues of limited technology, lack of expertise and significant cultural barriers are familiar to both.  Charity best practice can definitely add value to many universities in terms of digital fundraising.  There is huge interest in the potential of AI but a common lack of integrated strategies to understand and exploit it.

While we will continue to work across a wide range of sectors and look for cross-fertilisation across them, we will be building our HE engagement and expertise over the next year and look forward to sharing some of those findings.

7 Key Strategies for Successful Charity Volunteer Recruitment

28th August 2024

According to UK.gov, as of March 2024, there are 170,056 charities registered with the Charity Commission for England and Wales. With so many organisations vying for support and volunteers, effective charity recruitment is more critical than ever.

To stand out and attract the right talent, it's essential to implement smart nonprofit hiring tips and charity staffing solutions. Understanding the proper charity hiring best practices can help you streamline your efforts and connect with dedicated individuals.

Effective volunteer recruitment can provide the support and energy needed to ensure your organisation can thrive. Explore these 7 key strategies to elevate your charity recruitment efforts below.

1. Leverage Social Media

In the UK alone, there are 56.20 million social media users, representing 82.8% of the population. Social media is crucial for effective volunteer recruitment because it connects with a wide audience. This makes social media an integral part of charity recruitment to attract dedicated volunteers.

Create visually appealing posts and videos that highlight your charity's impact. Engage with followers by responding to comments and messages promptly. Utilise targeted marketing to reach specific demographics interested in nonprofit roles.

Utilising social media draws more attention to your cause. In the process, it builds a supportive online community. Regular updates and interactions help maintain interest and foster connections with potential recruits.

2. Network With Local Organisations

Networking with local organisations enhances charity staffing solutions. These connections can introduce your charity to people interested in nonprofit roles. For example, you can expand your reach by partnering with:

• Businesses

• Schools

• Sports clubs

• Faith-based groups

• Civic organisations

• Community groups

Attend local events and meetings to build relationships with key community figures. Collaborate on projects or host joint events to showcase your cause.

Partnering with local organisations can create opportunities to engage potential recruits and expand your reach. Local organisations can also help promote your charity through their networks.

Building strong corporate partnerships supports recruitment for nonprofits and helps you tap into a wider talent pool. Interact with the community to strengthen your charity's presence and attract dedicated supporters.

3. Create a Compelling Mission Statement

A compelling mission statement plays a vital role in charity recruitment to attract dedicated volunteers and supporters. A strong mission statement clearly communicates your charity's purpose and goals.

Research from McLean & Company highlights that people who identify with their organisation's statements are 3.71 times more likely to be engaged. This means a well-crafted mission statement can significantly boost volunteer involvement. 

Use simple language and focus on the positive difference your organisation makes. It should be inspiring and easy to understand. Make sure your statement reflects your charity's core values and impact.

Display your mission statement prominently on your website and marketing materials. This helps potential recruits connect with your cause and motivates them to get involved.

4. Offer Clear Roles and Responsibilities

If you're looking to streamline your charity recruitment, it's important to have clear roles and responsibilities. Define each role's tasks and expectations to help potential volunteers understand their contributions.

Clearly outlined responsibilities make it easier for recruits to see how they can fit into the organisation. It also ensures that everyone knows their role. Doing so allows for a more efficient and cohesive team.

Provide detailed descriptions of what each role involves and how it supports your charity's mission. During the recruitment process, discuss these roles openly. 

This clarity supports effective volunteer recruitment and helps retain motivated staff. Setting clear expectations allows you to build a stronger, and well-functioning team.

5. Host Recruitment Events

Host recruitment events to boost charity recruitment and attract new volunteers. These events offer a chance for potential recruits to learn about your charity's mission and opportunities. 

Promote the events through social media and local networks to increase attendance. Connect with attendees and answer their questions about nonprofit roles. Share testimonials and personal stories from current volunteers during the event.

These recruitment events bolster your charity hiring best practices by creating direct connections with potential recruits. Follow up with attendees after the event to keep them interested and informed about further opportunities.

6. Showcase Your Charity's Impact

Showcasing your charity's impact is a surefire way to attract and recruit volunteers. Share stories and examples of how your work makes a difference in your community. Highlight key achievements and milestones to demonstrate your progress. 

Use clear and compelling visuals like photos and videos. Using inspiring content makes your cause more relatable and motivates others to contribute to your mission.

You can also post testimonials from those you've helped or from dedicated volunteers. Create easy-to-understand infographics that show the results of your efforts.

Be sure to regularly update your website and social media with new success stories. Demonstrating tangible outcomes helps potential recruits see the value of their support in your organisation. 

7. Implement a Referral Program

A referral program is key to boosting charity recruitment. Through this program, you can encourage current volunteers and supporters to refer friends and family. Offer rewards or recognition for successful referrals to motivate participation.

Provide simple forms or online submission options to make it easy for others to sign up and refer. Share the details of your program through newsletters and social media. Track and acknowledge each referral to show appreciation for any new volunteers brought in.

Tapping into your existing network helps reach new potential recruits. A well-structured referral program can effectively expand your volunteer base and enhance engagement. This approach helps to grow your charity's team while fostering a greater sense of community and involvement.

The right charity recruitment strategies can attract dedicated volunteers and build a strong team. In turn, it can also significantly enhance your organisation's impact and effectiveness. Effective recruitment ensures that you have the right people in place to advance your nonprofit's mission and achieve your goals. 

Looking for Permanent Charity Recruitment Staffing Solutions?

AAW Group can help you with your charity permanent recruitment needs. We offer charity staffing solutions for international and UK-based nonprofits. Whether you're looking for interim candidates or require specialised executive search, we've got you covered.

Contact us today for more information on how we can help you with your unique needs. 

Effective Strategies for Temporary Fundraising Recruitment

20th August 2024

With recruitment timelines stretching as long as 50 days based on reporting by HR Magazine, finding the right candidate for interim roles can feel like searching for a needle in a haystack. Now, imagine cutting down that duration without compromising on the quality of your hire. This isn't just a possibility; it's what a lot of non-profits are mastering with cutting-edge strategies in temporary fundraising recruitment.

Whether you need someone to bridge a gap or spearhead a new campaign, the right approach can transform your recruitment journey. This article unveils proven strategies to accelerate your search to help you snag top-notch fundraising professionals who are ready to dive in and make an immediate impact.

Defining Your Ideal Candidate Profile

When seeking an interim fundraising professional, defining the ideal candidate profile is crucial. The right candidate should not only have the necessary skills and experience but should also fit well with your organisation's culture and immediate needs.

This requires a clear understanding of what the role entails and what specific qualities are essential for success.

Experience is a critical factor in selecting the right candidate. For interim roles, it's important to look for individuals with a proven track record in similar positions.

A candidate who has successfully navigated similar challenges in the past is more likely to deliver results quickly and effectively in a new environment.

Cultural fit is another important consideration. Although interim professionals are only with your organisation for a limited time, their ability to integrate into the existing team is vital.

Look for candidates who can adapt to your organisation's culture and work well with your current staff. This ensures that the interim professional can contribute positively without causing disruption.

To attract top interim talent, a well-crafted job description is essential. Fundraising consultants often look for specific criteria when considering interim roles, so it's important to be clear about what your organisation needs.

Include details about:

• The scope of the role

• The specific skills required

• The expected outcomes

This will help potential candidates quickly assess whether they are a good fit for the position.

Leveraging Recruitment Networks and Resources

Finding the right interim fundraising professional can be challenging, especially if your organisation lacks extensive recruitment resources. Leveraging specialised recruitment networks and professional resources is a key strategy for identifying and securing top talent quickly.

Specialised recruitment agencies that focus on non-profit roles can be invaluable partners in your search. These agencies have access to a broad network of professionals with the specific skills and experience needed for short-term fundraising roles.

By tapping into these networks, you can significantly reduce the time and effort required to find the right candidate. Fundraising staffing agencies understand the unique demands of the non-profit sector and can provide candidates who are well-suited to meet those needs.

Digital tools also play a crucial role in streamlining the recruitment process. Recruitment software can help:

• Manage candidate information

• Track applications

• Facilitate communication with potential hires

Online platforms can be used to search for candidates with specific qualifications and experience. These tools enable organisations to cast a wider net and increase the chances of finding the perfect interim professional.

Additionally, tapping into professional networks and associations within the non-profit sector can yield high-quality candidates. Many fundraising consultants and interim professionals maintain active memberships in industry organisations.

Conducting an Efficient Recruitment Process

Once potential candidates have been identified, conducting an efficient recruitment process is essential. Time is often of the essence when hiring for temporary fundraising roles, so the process must be swift yet thorough.

Speed and precision are key to success. Begin with a rapid initial screening to quickly eliminate candidates who do not meet the essential criteria. This allows you to focus on those who are the best fit for the role.

Following the initial screening, conduct focused interviews that target the specific skills and experience needed for the position. These interviews should be concise but comprehensive and allow you to assess the candidate's ability to deliver results quickly.

When evaluating candidates, consider their previous successes in similar roles. Look for evidence of their ability to:

• Achieve fundraising goals

• Manage donor relationships

• Lead successful campaigns

This will give you confidence that the candidate can meet your organisation's immediate needs.

Onboarding and Integration of Interim Temporary Professionals

Once you've selected the right candidate, ensuring a smooth onboarding process is critical to their success. Interim professionals often have little time to acclimate, so it's important to provide them with the resources and information they need to get started right away.

Providing access to key contacts within the organisation and relevant documentation will help the interim professional integrate quickly and start contributing to the team.

Integration into the existing team is equally important. Interim professionals need to build rapport with staff members and understand the dynamics of the team they are joining.

Facilitating introductions and encouraging open communication can help the interim professional become an effective member of the team, even during their short tenure. This ensures that the organisation continues to operate smoothly and efficiently, even with the temporary addition of a new team member.

Your Fast-Track to Fundraising Excellence

We've explored effective techniques to streamline the recruitment process for interim temporary positions, from defining precise candidate profiles to leveraging robust recruitment networks. By implementing these strategies, your organisation can not only reduce hiring timelines but also enhance the quality of your temporary fundraising staff.

At the AAW Group, we differentiate ourselves through a deep-rooted understanding of the non-profit sector combined with a rich pool of experienced interim professionals. Our unique approach involves a bespoke recruitment strategy, tailored specifically to the nuanced needs of charities and non-profits.

Reach out to us today to discover how we can tailor our solutions to your needs and let's propel your mission forward together.

Fundraising Benchmarking: The Findings

By Tobin Aldrich

30th July 2024

I am very excited to announce the results of our 2024 Fundraising Benchmarks report, in collaboration with the Chartered Institute of Fundraising.

I have been looking for years for a robust external benchmark to use to compare how well a charity’s fundraising  is performing against peers. We do this as part of our fundraising reviews (of which we’ve done more than a hundred at this point) and each time I’m frustrated by the lack of decent external data to use.   I covered the issues in my previous blog.

Our hypothesis was that it was possible to create a meaningful benchmark based on a survey if we could be really, really specific in the questions.

In the end 56 organisations ranging from the very small to the biggest charities in the UK completed the survey. We got representation from most sectors and the charities who took part accounted for no less than £1.5bn of fundraised income, around 6% of the total voluntary income of the UK charity sector.

The survey was definitely not perfect. We only got a few respondents from small charities with under £1m of voluntary income and those that did take part fed back that the survey was too complicated for them with many of the questions not relevant. We need to give respondents more guidance in how to fill out the survey and be realistic about the amount of pre-work they need to do. This really wasn’t a 30 minute exercise.

But we got lots of really good data and much of it was pretty robust. We have enough charities who operated in all of the areas at sufficient scale to give us decent samples for things like income and expenditure levels (and hence ROIs) and team sizes and income raised per fundraiser.

Many of the findings were confirmation (but with hard data, so still useful) of things we already knew - the importance of legacy income and regular giving, how events income is concentrated in particular sectors such as health, how little charities spend on promoting legacies considering the importance of this income source. But there were also things that we suspected but didn’t know for sure, that there a real economies of scale in fundraising, that all else being equal the amount raised per member of fundraising staff is higher the bigger the charity is (in voluntary income terms).  I think this is less a case of larger charities being more efficient per se (trust me many of them really aren’t) as of there being a high cost of entry for many fundraising areas such as individual giving. You need specialist staff, for example, whether your income is £1m or £10m. It was also interesting to see that for all the emphasis on digital in fundraising, the vast majority of new charity supporters are still being produced from non-digital channels, particularly face-to-face.

The report is being sent to all participants who also get an individual analysis of their numbers against the survey means. For everyone else, you can download it by providing your email address below.

We are planning to make this an annual exercise and are aiming to keep it free to enter. We’ve been approached by charities looking to replicate this for particular sectors and we might develop some sub-sets if there is enough demand (probably not for free though). If you are interested in exploring this, drop me a line.

We are also exploring a simpler version for smaller charities and may be looking for volunteers to test this on. We’ll announce that when we have something ready.

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Director of Fundraising: Key Responsibilities and Best Practices

24th July 2024

A Director of Fundraising plays a crucial role in any nonprofit. This person doesn't just raise money; they create strategies that help the organisation grow and thrive.

By mastering their key responsibilities, they can significantly boost a nonprofit's success.

The Core Responsibilities of a Director of Fundraising

A Director of Fundraising holds many vital responsibilities. Their work is crucial for the financial health and growth of a nonprofit. Let's break down some of their key duties.

Developing and Implementing Fundraising Strategies

A Director of Fundraising must create and execute effective fundraising plans. This involves setting clear goals and identifying the best methods to reach them. They use various tactics like events, campaigns, and online fundraising to attract donations.

Regularly reviewing and adjusting these strategies ensures they stay effective and relevant. This ongoing process helps keep the organisation's fundraising efforts on track.

Managing Donor Relationships and Ensuring Donor Retention

Building and maintaining strong relationships with donors is a top priority. They should ensure donors feel valued and connected to the cause.

Retention is just as important as attracting new donors. Keeping existing donors happy and engaged can lead to sustained support over time. This involves regular updates and involving them in the organisation's successes.

Overseeing the Fundraising Team, Including Interim Temporary Staff

Leading a fundraising team is a key part of the job. The Director of Fundraising should ensure everyone works together smoothly. They provide guidance, support, and training to help the team reach its full potential.

Collaboration with other senior staff, such as the CEO, is also crucial. This teamwork ensures that fundraising strategies align with the organisation's overall goals and vision.

By focusing on these core responsibilities, a Director of Fundraising can significantly enhance a nonprofit's ability to achieve its mission.

Best Practices for Effective Fundraising Leadership

To excel as a Director of Fundraising, adopting effective leadership practices is essential. These practices not only improve fundraising efforts but also strengthen the overall health of the organisation.

Leadership Fundraising Techniques

Strong leaders inspire and motivate their team. Set clear goals, give regular feedback, and encourage collaboration. These methods help achieve fundraising targets while keeping morale high.

Recognising and rewarding achievements can also boost team motivation. Celebrating milestones and successes keeps the team engaged and driven.

By fostering a supportive and goal-oriented environment, leaders can drive their team to reach new heights in fundraising performance.

Ensuring Transparency and Ethical Practices

Transparency and ethics are critical. Conduct all fundraising activities ethically and openly. This builds trust with donors and the community, which is key for long-term success.

Utilising Data and Technology

Using data and technology can optimise fundraising. Analyse donor data to spot trends and adjust strategies. Tech tools can streamline processes, making efforts more efficient and effective.

Engaging with Stakeholders and Community Partners

Engage with stakeholders and community partners to build strong relationships. This opens new opportunities for support and collaboration, enhancing the organisation's reach and reputation.

Navigating Interim and Fixed-term Contracts

Interim and fixed-term contracts play a significant role in fundraising. These positions help maintain operations during transitions and provide flexibility.

Importance of Interim Temporary Positions

Interim temporary staff can fill gaps quickly, ensuring that fundraising activities continue smoothly. They bring fresh perspectives and can adapt to the organisation's needs without long-term commitment.

These roles are crucial during certain periods, ensuring that the fundraising momentum is not lost.

Strategies for Integrating Temporary Staff

To effectively integrate temporary staff, provide a clear onboarding process. Include detailed introductions to the team and the current projects. Regular check-ins can help them adjust and contribute effectively.

It's important to create a welcoming environment where temporary staff feel part of the team. This includes setting clear expectations and providing necessary resources.

Benefits and Challenges

Temporary contracts offer flexibility and can bring new skills. They allow organisations to scale up quickly for large campaigns or special projects. However, challenges include the need for continuous training and potential disruptions in team dynamics.

Careful planning and communication can mitigate these issues. It's also essential to manage the expectations of both temporary staff and the permanent team to avoid conflicts.

Managing Transitions

Effective transition management is crucial. Keep a well-documented process for handovers, and ensure that temporary staff have access to all necessary information and resources. This helps maintain continuity and minimises disruptions.

Regular updates and feedback sessions can ensure smooth transitions. Having a transition plan in place before the need arises can save time and reduce stress for everyone involved.

By focusing on these aspects, organisations can effectively utilise interim and fixed-term contracts to enhance their fundraising efforts and maintain stability during periods of change.

Mastering the Director of Fundraising Role

The Director of Fundraising plays a crucial role in a nonprofit's success. Mastering responsibilities like developing strategies, managing donor relationships, and leading teams is vital. Applying best practices ensures effective leadership and sustained growth.

By focusing on these key areas, your organisation can achieve its fundraising goals and make a greater impact. AAW Partnership's unique "full cycle" consultancy model and comprehensive digital transformation services offer the support you need to thrive.

Click here to learn how our expertise can elevate your fundraising efforts and help you succeed in your mission.

Innovative Leadership Fundraising Tactics for Nonprofits

15th July 2024

In 2023, UK charities reported £13.9 billion in charity donations. While this may seem like an impressive number, it's still a drop in the bucket. This is especially true when compared to the multitude of charities that require the proper funding to meet the needs of their communities and stay afloat each year.

Successful fundraising hinges on well-crafted campaign strategies that resonate with donors. Embracing these strategies helps nonprofits secure the funds they need to make a lasting impact.

Innovative leadership fundraising tactics are essential for nonprofits to thrive. Learn more about how these techniques can transform donor engagement below. 

Digital Engagement

According to the Charity Digital Skills Report from 2023, 78% of charities cited digital as an organisational priority. Digital engagement in leadership fundraising is crucial. It involves using multiple digital platforms to connect with donors like:

• Social media

• Webinars

• Email campaigns

• Crowdfunding

• Virtual events

• Mobile fundraising apps

• Online giving portals

Nonprofit leadership can share impactful stories and updates to inspire support. These fundraising techniques help create a sense of community and involvement among donors. Online tools allow nonprofits to reach a wider audience and showcase their mission effectively.

Donor engagement is enhanced through interactive content and direct communication. It fosters relationships and encourages ongoing support. Digital strategies play a crucial role in successful fundraising campaigns by making it easier for donors to connect and contribute.

Peer-to-Peer Fundraising

Peer-to-peer fundraising involves empowering existing supporters to raise funds on behalf of a nonprofit. This can often include major donors or advocates. Nonprofit leadership encourages these supporters to host their own fundraising campaigns. 

This fundraising technique leverages personal networks and relationships to reach new donors who may not be directly connected to the nonprofit. Supporters create personalised fundraising pages and share them through social media, email, or community events.

Utilising peer-to-peer Fundraising enhances community engagement and expands the nonprofit's reach effectively. It encourages a sense of ownership among supporters. This significantly boosts fundraising efforts through collective action.

Matching Gift Campaigns

A matching gift campaign is a cornerstone of Leadership Fundraising. This involves partnerships with corporations or businesses that match donations from their employees or customers.

Nonprofit leadership actively promotes these campaigns. They emphasise that contributions will be doubled. As a result, it amplifies the overall impact.

This fundraising technique increases the effectiveness of individual donations while incentivising larger gifts. Donors are then motivated by the opportunity to double their impact. It creates a sense of urgency and encourages timely donations.

Matching gift campaigns strengthen corporate partnerships. They can significantly enhance fundraising outcomes for nonprofits.

Impact Investing

Impact investing involves allocating funds to projects or enterprises. These projects generate measurable social or environmental benefits alongside financial returns. This approach combines traditional investment strategies with philanthropic goals. 

Nonprofit leadership identifies opportunities aligned with their mission by addressing pressing social issues. They attract investors seeking both financial profit and social impact. It encourages innovation in sectors such as:

• Renewable energy

• Affordable housing

• Healthcare

• Sustainable agriculture

• Education

• Technology

Investors evaluate projects based on their potential for measurable impact and financial viability. This promotes transparency and accountability.

Nonprofits benefit from diverse funding and partnerships. In doing so, it enhances their ability to create lasting social impact. It ensures sustainability and creates positive change.

Personalised Donor Journeys

Personalised donor journeys are a key aspect of leadership fundraising. It involves tailoring interactions with each donor based on their preferences and history.

Leaders use data to create customised engagement plans. These plans include personalised communications, event invitations, and specific donation appeals.

By understanding donor interests and past contributions, nonprofits enhance engagement and foster stronger relationships. This approach ensures donors feel valued and connected to the organisation's mission.

A personalised donor journey also encourages ongoing support and loyalty.  Through these programs, donors receive relevant updates. These efforts resonate with their interests and motivations.

Social Media Influencer Partnerships

Social media continues to evolve the way we share information and connect with one another. At the start of 2024, there were 56.20 million social media users in the UK. This equates to 82.8% of the total population. 

Social media influencer partnerships involve collaborating with popular social media personalities to promote a nonprofit's cause. Influencers share content with their large, engaged audiences. This increases visibility and attracts new donors.

Nonprofits can boost awareness by leveraging the influencer's credibility and reach. This donor engagement drives engagement and enhances fundraising efforts. It can lead to more successful fundraising campaigns.

Community Fundraising Challenges

Community fundraising challenges are impactful leadership fundraising tactics. They involve organising events or campaigns that engage the local community in fundraising efforts.

These challenges often inspire collective action and participation. It creates a sense of unity and shared purpose.

One example is the ALS Ice Bucket Challenge. Participants volunteered to video themselves having ice-cold water poured over their heads. This challenge ended up raising over $220 million for ALS research.

Through community involvement, nonprofit leadership can tap into new donor networks and raise cause awareness. These challenges also encourage friendly competition. They boost engagement and motivation to contribute.

Subscription-Based Donor Programs

Subscription-based donor programmes involve donors committing to regular contributions over time. Donors sign up to give a fixed amount monthly or annually. This provides nonprofits with predictable income.

These programmes enhance donor engagement and retention by providing ongoing opportunities for involvement. Nonprofits often offer benefits such as:

• Exclusive updates

• Personalised thank-you notes

• Behind-the-scenes access

• Special recognition

• Access to V.I.P. events

Nonprofit leadership nurtures relationships through personalised communications. They show appreciation for donors' consistent support.

Online platforms streamline sign-up and management processes. This makes it convenient for donors to participate and for nonprofits to maintain these vital funding streams.

Learn More About Leadership Fundraising with the AAW Group Today

Leadership fundraising is pivotal to successful fundraising. The right fundraising techniques can boost donor engagement and amplify impact.

For charities, this means the difference in securing vital resources and expanding outreach. It also enables them to achieve a more meaningful impact in their communities.

The AAW Group specialises in global fundraising and strategy practice. We work with UK and international non-profits to help them hone their campaign strategies. Our expert consultancy can give you the guidance and insights your charity needs to stand out and succeed.  

Contact us today to elevate your fundraising efforts and maximise your charitable impact.