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.

Top Benefits of Using a Nonprofit Staffing Agency

12th June 2024

Picture this: your organisation needs to launch a crucial project, but you're short on the right people to drive it forward. You're overwhelmed with CVs that don't match your needs, interviews that go nowhere, and precious time slipping away.

Unfortunately, struggling to find passionate and qualified staff for your nonprofit can feel like an endless battle. This is where a nonprofit staffing agency steps in. They transform your hiring process and boost your organisation's success.

These agencies specialize in nonprofit recruitment. They deliver tailored solutions to meet your unique hiring needs. Partnering with a nonprofit staffing agency ensures you find dedicated and skilled professionals who align with your mission.

Let's explore the top benefits of using a nonprofit staffing agency and see how it can positively impact your organisation.

Access to Specialised Talent

Finding candidates with the right experience and passion for your cause can be challenging. Nonprofit staffing agencies focus on sourcing talent specifically for nonprofits. They understand the unique requirements and values that drive these organisations.

This expertise allows them to connect you with candidates who not only have the skills but also share your mission. The result is a team that is dedicated, skilled, and motivated to help your nonprofit thrive.

Time and Cost Efficiency

Hiring takes time and resources. From posting job ads to screening CVs, the process can be lengthy and expensive. Nonprofit staffing agencies handle these tasks for you.

These specialists in staffing for nonprofits streamline the recruitment process, saving you time and reducing costs. This efficiency allows you to focus on what matters most: your mission and goals.

Customised Staffing Solutions

Every nonprofit has unique needs. A one-size-fits-all approach to hiring won't work. Nonprofit staffing agencies offer customised staffing solutions tailored to your organisation's specific requirements.

Whether you need temporary staff for a short-term project or permanent employees, these agencies can provide the right fit for your needs. This personalised approach ensures that you have the right people in place to achieve your mission.

Enhanced Recruitment Services

Nonprofit recruitment services go beyond filling positions. They help you build a strong team by providing valuable insights and advice. These services include candidate assessments and interview preparation.

This comprehensive approach ensures that you not only find the right candidates but also integrate them smoothly into your organisation. The result is a more effective and cohesive team.

Improved Job Placement

Nonprofit job placement is crucial for the success of your organisation. The right staff can drive your mission forward, while the wrong hire can hinder progress. Nonprofit staffing agencies excel in job placement, matching candidates with positions that suit their skills and aspirations.

This alignment leads to higher job satisfaction and better retention rates. Happy and engaged employees are more likely to stay and contribute positively to your cause.

Access to a Broader Talent Pool

Nonprofit staffing agencies have extensive networks. They can tap into a wider talent pool, giving you access to candidates you might not reach on your own. This broader reach increases your chances of finding the perfect fit for your organisation.

With more options, you can be more selective in your hiring process. This ensures you get the best possible candidates who are not only qualified but also passionate about your mission.

Flexibility in Staffing

Nonprofits often face fluctuating staffing needs. Whether it's due to seasonal demands or specific projects, having flexible staffing options is essential. Nonprofit staffing agencies provide temporary, contract, and permanent staffing solutions.

This flexibility ensures you have the right staff when you need them, without the long-term commitment if it's not required. It allows you to adapt quickly to changing circumstances and maintain operational efficiency.

Expertise in the Nonprofit Sector

Nonprofit staffing agencies specialise in the nonprofit sector. They understand the challenges and dynamics unique to these organizations. This expertise allows them to provide valuable guidance and support throughout the hiring process.

Their insights can help you navigate the complexities of nonprofit hiring and build a stronger team. They bring a deep understanding of what it takes to succeed in the nonprofit world.

Focus on Mission-Driven Candidates

Hiring staff who are passionate about your mission is crucial. Nonprofit staffing agencies prioritise candidates who align with your values and goals. This focus on mission-driven candidates ensures that your team is committed and motivated to advance your cause.

Employees who believe in your mission are more likely to be engaged and productive. They bring energy and dedication to their roles, which can significantly impact your organisation's success.

Reduced Turnover Rates

High turnover can be detrimental to any organisation. It disrupts operations and increases costs. Nonprofit staffing agencies help reduce turnover rates by finding the right fit for your organisation.

They match candidates who are likely to stay and grow with your nonprofit, leading to greater stability and continuity. A stable team can better support and advance your mission.

Enhanced Team Cohesion

Building a cohesive team is vital for any nonprofit's success. Nonprofit staffing agencies help you find candidates who not only possess the right skills but also fit well within your organisational culture. This alignment fosters a collaborative and supportive work environment.

A cohesive team works more effectively together, driving your mission forward. When everyone is on the same page, your nonprofit can achieve its goals more efficiently and create a greater impact.

Focus on Core Activities

Managing the hiring process can divert valuable time and resources from your core activities. By partnering with a nonprofit staffing agency, you can focus more on your mission and less on recruitment. They handle the intricacies of hiring, allowing you to dedicate more attention to your programs and services.

This shift in focus can lead to better outcomes for your nonprofit. When your team is free to concentrate on what they do best, your organisation can thrive and make a bigger difference.

Boost Your Nonprofit with a Nonprofit Staffing Agency

Partnering with a nonprofit staffing agency offers numerous benefits. From accessing specialised talent to reducing turnover rates, these agencies provide valuable support tailored to your unique needs.

Elevate your nonprofit to new heights by utilising the AAW Group today. Partner with experts who bring unmatched operational experience and strategic insight. With a talented team from diverse sectors, we deliver depth of analysis and proven results that few agencies can match.

Find the Right Nonprofit Recruiting Firm for Your Needs

11th June 2024

You're an HR Director, and finding the perfect candidates for your nonprofit organisation is a constant challenge. Attracting passionate, mission-driven individuals who share your values and vision can be tough. You know that the right people are out there, but how do you find them?

That's where specialised nonprofit recruiting firms come in. They understand the unique needs of organisations like yours and can help you navigate the hiring process with ease. This guide will show you exactly what to look for in a nonprofit recruiting partner, so you can build a team that's truly committed to your cause.

Why Nonprofits Need Specialised Recruiting Support

As an HR Director in the nonprofit world, you face some unique hurdles when it comes to recruitment. Unlike for-profit companies, your organisation is driven by a mission to create positive change, not just make money. This means you need employees who are passionate about your cause and willing to go the extra mile.

Money can be tight too, so offering competitive salaries and benefits isn't always easy. You have to get creative to attract top talent. And once you find those good candidates, you want to hang onto them for the long haul. High turnover rates can set a nonprofit back.

That's why partnering with a recruiting firm that truly understands the nonprofit sector is so important. They know what motivates mission-driven workers and how to identify people who will be a great cultural fit. With their insider knowledge, they can help you assemble a team that shares your organisation's values and commitment to serving your community or cause.

Key Characteristics to Look for in Nonprofit Recruiting Firms 

Choosing the right nonprofit talent acquisition firm is critical to finding passionate employees who embody your mission. But what traits should you prioritise? Here are the key characteristics to look for:

Proven Track Record of Successful Placements

When you're vetting potential nonprofit recruiting firms, one of the biggest things to look for is a proven track record of making great hires in your sector. You want to see real examples of organisations that helped staff up successfully.

Ask the firm for case studies or testimonials from past nonprofit clients. Were they able to find qualified candidates that ended up being a great long-term fit? Did the new hires they placed truly understand and buy into the organisation's mission?

A top-notch recruiting partner should be able to provide you with plenty of glowing reviews from other nonprofits. Maybe they helped a community health organisation build out their nursing team. Or they found the perfect development director for an environmental charity.

The bottom line is, that you need to make sure the firm has deep experience making stellar nonprofit hires before you trust them with your own recruiting needs. Their past successes should give you confidence they can deliver the right kind of passionate, mission-aligned talent your organisation needs to thrive.

Full Picture Recruitment Services

When you partner with nonprofit hiring experts, you'll want to make sure they offer full-service solutions that cover the entire hiring process from start to finish. A piecemeal approach just won't cut it.

The best firms will handle initial candidate sourcing and screening and have a huge talent pool to pull from, as well as strategies for actively recruiting qualified passive candidates.

You'll also want the firm to provide a customised experience tailored specifically to your nonprofit's needs. Maybe you need help writing compelling job descriptions that speak to your mission. Or you require assistance evaluating candidates' skills and cultural fit.

The recruiting partner should work as an extension of your HR team, handling all the nitty-gritty details so you can focus on your core responsibilities. From scheduling interviews to conducting reference checks, they'll be there every step of the way to ensure a smooth, successful hire.

Commitment to Diversity, Equity, and Inclusion

The best nonprofit recruiting firms have specific frameworks for building a diverse workforce and creating an inclusive environment for all employees. Ask them how they work to attract candidates from underrepresented groups.

Maybe they partner with organisations that support minorities, women, LGBTQ+ individuals, people with disabilities, or other marginalized communities. Or perhaps they use inclusive language in their job postings and marketing materials.

During the interview process, the recruiting firm should evaluate candidates' awareness of EDI issues and their ability to respect different backgrounds and perspectives. After all, you need a team that reflects the diversity of the communities you serve.

Ethical and Transparent Practices

When you're trusting an outside firm to handle your nonprofit's recruiting, you need to know they operate with the highest ethical standards. Look for a partner that is fully transparent about their processes and fees.

The firm should follow all relevant laws and industry regulations around hiring practices. They need to respect candidates' privacy and handle sensitive information properly. Any attempts at misleading you or skirting the rules would be a huge red flag.

Ethical recruiting firms will give you a clear breakdown of their pricing structure upfront, with no hidden costs.  They should lay out a detailed timeline so you know what to expect each step of the way.

Open and honest communication is key. The firm's representatives should be readily available to address any questions or concerns you might have. You shouldn't feel kept in the dark about what's happening with your hiring process.

Achieve Your Mission with the Right Recruiting Partner

Finding the perfect nonprofit recruiting firm is crucial for building a strong, mission-driven team. By following the guidance in this article, you'll be well on your way to identifying a partner who checks all the boxes.

AAW Group embodies the key characteristics outlined above. With over 20 years of experience, we specialise in helping nonprofits across the UK and beyond find exceptional talent aligned with their causes.

If you're ready to take the next step towards attracting your dream team, reach out to us today. Our nonprofit recruiting experts will work closely with you to develop a customised staffing solution tailored to your organisation's goals.

How To: Write an Attention-Grabbing Nonprofit Executive Director Job Description

4th June 2024

As an HR Director for a nonprofit organisation, writing a compelling executive director job description is crucial. The right executive director can shape your organisation's future success. They will ensure it achieves its goals and serves its mission effectively. 

An effective job description attracts top candidates and sets the tone for the role. A proper job posting will also bring in talent passionate about your cause. Here's how to write a standout nonprofit executive director job description.

Understand the Role

Before you start writing, it's essential to understand the role of a nonprofit executive director. Many nonprofit leaders and their boards lack clarity on the executive director's responsibilities. 

Compounding this challenge is the fact that the executive director's role can vary in each organisation. So it's important to collaborate with your organisational leaders to create a clear description of the executive director's responsibilities, goals, and expectations.

This position involves significant responsibilities, everything from overseeing daily operations to setting strategic direction. Candidates should have a mix of project management experience, excellent communication skills, and a passion for the nonprofit sector.

Write a Compelling Summary

Below the job title, draft a summary of the role. This should include a snapshot of the key responsibilities. You can also add the impact the role has on the organisation.

Write an overview that captures the nonprofit's mission and impact. Describe how the executive director role furthers this mission daily. 

Prospective candidates should easily grasp the organisation's "why" and the difference they can make. For example: 

"The Nonprofit Executive Director of Youth Mentoring Program empowers at-risk youth through positive mentorship. You will oversee strategic planning, fundraising, and operations. Your strategic vision ensures we reach more children in need of guidance."

Detail the Responsibilities

An effective job description should clearly outline the nonprofit executive director's responsibilities. Candidates need a full understanding of day-to-day expectations.

Break down duties into specific, easy-to-follow sections, and use bullet points for readability. Be sure to include both daily tasks and broader strategic duties. For example:

Strategic Leadership

·       Collaborate with the board to establish the organisation's strategic goals and plans

·       Ensure adherence to the nonprofit's mission while exploring new programme opportunities

Operations Management

·       Oversee daily operations across all organisational functions

·       Manage budgeting, reporting, HR, facilities, technology, and other administrative areas

Fundraising and Marketing

·       Lead fundraising campaigns and initiatives to secure funding from diverse sources

·       Develop robust marketing and PR strategies to raise awareness

Highlight Must-Have Skills and Qualifications

Specify the minimum skills and qualifications needed for the role. 

The right nonprofit executive director combines leadership skills, industry knowledge, and a passion for the cause. Include both essential and preferred qualifications. 

For example:

·       Significant experience of nonprofit management/leadership experience

·       Proven track record in strategic planning, budgeting, fundraising

·       Strong project management experience with the ability to lead cross-functional teams

·       Excellent communication skills to engage stakeholders and represent the organisation

·       Deep understanding of the nonprofit sector's challenges and best practices

Promote the Benefits and Perks

An enticing job description markets why top talent should choose your nonprofit. Highlight benefits and perks that elevate the opportunity. This could include health insurance, professional development opportunities, and more.

It's also crucial to include the actual salary range for transparency. This helps set clear expectations and can attract candidates who are the right fit for your budget. 

Job benefits you can add include professional development opportunities, bike to work schemes, and any flexibility around working hours and locations (hybrid, home-based, expectations for coming into the office, etc).

Explain Why Work for a Nonprofit

Candidates need to understand the unique benefits of working for a nonprofit. Highlight aspects such as making a social impact, working with a dedicated team, and contributing to a meaningful cause. 

For example:

"Working for our nonprofit means making a real difference in the lives of disadvantaged youth. You'll join a passionate team committed to transforming young people's lives. We offer a collaborative and supportive environment where your work truly matters."

Emphasise Your Culture and Values

Today's candidates seek organisations whose cultures and values resonate with their own. By describing your positive workplace, impact-driven mission, and commitment to growth, you attract candidates who share those values. 

Showcase what makes your nonprofit's environment special. For example:

"Our team is passionate about youth development. We celebrate an inclusive culture of trust, accountability, and continuous learning. A solutions-focused mindset helps us overcome any challenge."

Include a Call to Action

End with a strong call to action. Encourage qualified candidates to apply and provide clear instructions on how to do so. 

For example:

"If you are passionate about our youth, and have the skills and experience to lead our organisation, we invite you to apply. Please submit your CV and cover letter to test@youth.co by 20th April 2025.

Review and Edit

Once you've written your job description, review it for clarity and completeness. Make sure it accurately reflects the role and the organisation. Consider having a colleague review it as well to catch any errors or omissions.

Post on Relevant Platforms

Finally, post your job description on platforms frequented by nonprofit professionals. This could include nonprofit job boards, your organisation's website, and social media channels.

Final Tips

In addition to the core elements above, keep these final tips in mind:

·       Use clear section headings and bullet points for easy skimming

·       Incorporate the "voice" of your organisation through authentic language

·       Mention growth potential and career paths for overachievers

·       Link to your website careers page and channels like LinkedIn

·       For diversity, use inclusive language that encourage as diverse a candidate pool as possible. 

The Best Nonprofit Executive Director Job Description

Writing an effective nonprofit executive director job description is key to attracting the right candidates. Following the above tips will help you attract leaders who will drive your organisation forward.

Do you need more guidance or assistance with recruiting executives for your non-profit? Contact us today to learn more about our executive search services. 

Understanding the Role of UK Nonprofit Board Members.

4th June 2024

Nonprofit organisations are an essential part of British society. Many of them offer life-changing services to the most vulnerable in our communities. As of May 2024, official figures show there are over 184,000 charities in the UK, with more than 924,000 trustees. 

You may have talents and time that you would like to spend working for a worthy cause, possibly in an oversight role. Yet, you may be wondering, do nonprofit board members get paid? If not, is it possible to make this work with my other commitments?

In this article, we'll examine in depth the type of compensation that may be available to nonprofit board members. We'll also explore members' responsibilities, helping you decide whether this could be a good way to give something back.

Do Nonprofit Board Members Get Paid?

The simple answer is usually no. 

Nonprofit board members, often known as trustees in the UK, are typically unpaid volunteers. However, there are some exceptions, including:

·       Where approval has been given by the courts

·       When the charity's governing document permits it

·       When the Charity Commission allows it

Expenses for Nonprofit Board Members

Nonprofit laws recognise that trustees deserve to be reimbursed for certain expenses encountered as they carry out their duties. These include:

·       Travel expenses in connection with board meetings

·       Overnight accommodation

·       Childcare/other care costs while attending board meetings

·       Telephone, postage, and internet expenses connected to the charity's work

Nonprofits must have a written agreement that sets out what expenses are allowed and how to claim them. 

When Trustees Provide Goods or Services

Another exception may occur if a nonprofit board member provides work or services for the charity that go beyond their duties as a board member. 

Some examples may include:

·       Work such as painting, plumbing, or electrical services

·       Providing specialist services, such as IT consultancy

·       Administrative work

·       Occasionally providing premises or facilities for the charity's use

Check the Guidelines First

However, before paying a nonprofit board member, it is essential to check the guidance of:

·       The Charity Commission for England and Wales

·       The Scottish Charity Regulator, or

·       The Charity Commission for Northern Ireland

These guidelines set out the types of compensation that can be paid and how to show the payment is in the charity's best interests. These regulations also show that payments to trustees would be the exception rather than the rule. Making payments to half, or more than half, of the board is forbidden.

Of course, this does not mean that nonprofit salaries do not exist. If you want to pursue a career in the charity sector, many remunerated roles allow you to make a difference while earning a living. However, if you decide to become a board member, you should do so with the expectation of not being paid for the services you render.

Nonprofit Board Member Responsibilities

Charity trustees are typically passionate about the charity's work. They come from all professional backgrounds and walks of life, and this diversity can enrich the board.

Nonprofit board member responsibilities can be wide-ranging and come with a level of personal accountability.

Fulfilling the Charity's Purpose

Primarily, trustees are responsible for ensuring that the charity is following through on its stated purpose and is not doing anything else. Nonprofit board members must create a plan to this end and produce a rationale for how the charity's activities will further this purpose and benefit the public.

Comply With the Law

Charities have a governing document and UK law to comply with. While nonprofit board members are not expected to be legal experts, they must seek relevant guidance and take steps to ensure they are compliant. They must also comply with the law around hiring practices while getting the right people in place.

Manage the Charity's Resources Carefully

Financial transparency is key when acting as a nonprofit board member. Every financial decision must be measured, and not take risks with the charity's funds or its reputation. Particular care must be taken when investing or borrowing on behalf of the nonprofit.

Act in the Best Interests of the Charity

Acting as a trustee is a selfless act that involves personal sacrifice for the public good. The board's decisions must be in the charity's best interests in the short and long term.

Nonprofit board members must avoid situations where their duty to the charity conflicts with their personal interests. This includes not receiving personal benefits from the charity unless clearly authorised. This would also extend to anyone financially connected to you.

The Importance of Financial Transparency for Nonprofit Organisations

The public rightly has high expectations of charities. Research conducted by the government in 2022 highlighted four key expectations:

·       A high percentage of the money the charity raises supports charitable activities

·       The charity is following through on its promises

·       Their decision-making reflects the spirit of charity

·       They uphold the general reputation of charity in how they discharge their responsibilities

This research also found that public confidence in charities was 6.2 on a scale of 1-10. Trust levels have dropped from a high of 76% in 2012 to just over 50% in 2022. These statistics highlight how important it is for charities to maintain public confidence through financial transparency.

What You Can Gain From Being a Board Member

Although nonprofit board members do not get paid, there is still much to gain from being a board member. This could include:

·       Opportunity to develop leadership experience

·       Expand professional network

·       Give back to the community in a meaningful way

·       Share professional skills you have that can benefit others

Therefore, do not be quick to dismiss the opportunity of joining a nonprofit board if it comes along. The skills and experience you gain could open opportunities in the nonprofit sector for salaried roles in the future.

Recruit the Right People for Your Charity

While the answer to "do nonprofit board members get paid?" is usually no, there are many other salaried roles to fill. Charities need to attract the right executives for director and CEO roles to keep their causes moving forward.

AAW Group is here to help you recruit top talent that can spur your charity on to new heights. Tap into our huge network of experienced and talented directors and CEOs who could make a difference for your charity.

Learn more about our recruitment services and call us on +44 (0) 7586 812 075 to discover what we can do for you.

How Does Our Fundraising Compare?

Tobin Aldrich

21st May 2024

For as long as I’ve worked in the sector, the issue of how to benchmark the fundraising performance of charities against each other has really bugged me. We have collectively never managed to come up with a way of comparing fundraising activities that manages to be both robust and easy for charities to participate in. As a result we don’t even have a single comprehensive list of the top fundraising charities, let alone good benchmarks for fundraising efficiency across the different areas.

There have been many valiant attempts to address this issue. Remember Fund Ratios anyone? And there are good quality studies that do exist - Open Creates run a very good annual benchmark, mostly focused on individual giving. But it costs a reasonable amount of money to take part in and charities have to provide their data for it, so participation is limited to only a relatively small number of the largest charities.

Is it possible to create an annual benchmark for fundraising that would be accessible to all charities, relatively easy to take part in, free to enter and still able to produce decent usable data? I don’t know, so we at AAW in collaboration with CIOF decided to give it a try.

We are launching the CIOF 2024 Fundraising Benchmarking study this week. This will be based on a self-survey questionnaire sent to Directors/Heads of Fundraising. The aim is to have something fairly simple that answers what we believe are the most common questions about fundraising performance, for example how does our ratio of income to expenditure across each fundraising area compare to other charities or how does our cost to acquire new donors by channel differ from others?

This won’t be an in-depth process and this isn’t intended to compete with or replace existing studies such as the Open Benchmarks (which we still encourage charities to take part in if they can). But we really want to get the biggest possible sample size and the most representative of all parts of the sector, so we can have something that is as robust as we can make it.

The survey is intended to take about 30 minutes to complete (although information will need to be collected beforehand).

We are planning to share the results at the CIOF National Convention at the beginning of July so we will need to have all the entries in by the 20th June 2024.  We would love to hear people’s feedback after taking part in the survey - this is very much a first attempt and something we would hope to refine over time.

You may already have received an email from us or from CIOF that has been sent out to all their  organisational members letting you know the survey is ready, but if you haven’t you can find the link here. Everybody is welcome to take part, there are no fees to pay and everybody who takes part will get a report of the results (and of course, we will anonymise individual charities in the report).

I do hope your charity can take part. In the meantime, please contact me with any questions or feedback.

To Mark, With All Our Love

Imogen Ward

29th April 2024

Mark has been a close friend, colleague and mentor to me for over 20 years. From our time when we first met as part of the DEC to when 7 years ago, he left his beloved Red Cross to join Tobin Aldrich and myself in the newly formed consultancy practice Astarita Aldrich Ward.  

Tobin always laughed that only Mark and I could actually ignore the rule of the alphabet and put his name first. Technically of course Aldrich should come before Astarita. Mark and I just thought Astarita Aldrich Ward sounded better. And it did. We were right. We often were. 

The search side of our business had been Mark’s idea all along. Fundraising leaders finding other fundraising leaders had been something that came naturally to Mark. For many, many years every charity recruitment agency in the UK bent his ear for recommendations on roles and his instinct for talent meant that he was generally pretty astute to landing the right people for the right role. So he kind of knew this would fly. 

I am not saying that the actual translating of this idea to a proper company was easy. It wasn’t. We had to learn loads and we were lucky to get some of the best search people in the business to help us. But the core of it - the authenticity of what we knew was right - was our North Star. And it worked. AAW’s Search and Interim service will continue to be one of Mark’s many, many brilliant contributions to our sector. 

Professionally, Mark was inspired and energised by three things. Firstly, the Red Cross movement and all that entailed. Whether that’s a humanitarian response thousands of miles away or a crisis closer to home. 

When I worked with him as part of the DEC someone said to me (when Mark was being particularly truculent) “when Mark bleeds it ain’t red. It’s Red Cross”. And it was true. Mark was always fixated on doing what was best for humanity and delivering aid as his axle, and he was always convinced that the role of the Red Cross in an emergency was key. So of course they deserved all the money!  He loved the Red Cross Movement  - he lived and breathed its values and history, and was entranced by all its many incarnations. Even when he left, he was still part of it. The blood running through him was Red Cross. 

The loss of Mark's late wife, Gill, hit him hard and when some years later he found love and laughter again with Angie everyone was so happy for him. When Gill was coming to the end of her life she was treated by the St Joseph’s Hospice in Hackney. It triggered for Mark a deep connection to the cause, serving on the board of St Joseph’s and then later St Clare’s in Harlow. He did so much for the movement and I know it’s stronger thanks to his love and determination. 

Finally Fundraising. Or rather Fundraisers. When Mark moved from being a Trade Unionist to the Charity Sector he really did bring something very different. Mark was a working class young man who had left school at 15 with very few qualifications. Smart, cocky and determined to have his voice heard in a sector which, like the rest of British society, really wanted the Marks of the world to conform and be quiet. But Mark couldn't be quiet. And as he got more confident he got louder. And it was Fundraisers that became his cause. Fundraisers who he loved and roared for and would always, always champion. Fundraisers were Mark’s life’s work. 

Mark raised loads and loads of money for the causes he worked for in his career - billions of dollars in fact. He won countless awards, was the Chair of many, many committees and institutions and even received an OBE in recognition of his work. But I think the thing he was proudest of was the teams of Fundraisers he led and inspired to not only deliver the greatest for the charity they were working for, but to achieve greatness for themselves. 

It’s impossible to quantify how many lives Mark touched in this way. How many individuals he inspired, encouraged and propelled  - many are now CEOs of some of the biggest charities in the world. All of the people he touched will be remembering him now. Mark was one of those unique people who changed your life from simply being in his presence. 

Mark - all of us at AAW loved you very much and will miss you deeply.  We are having to deal with the unimaginable and navigating the next few days and weeks will be hard. But we were all blessed to be close to you personally and have you as part of our small company trying in your words “to do good stuff for good people fighting the good fight”.

And do you know what? Even if your surname had started with a Z -  your name would have always been first. 

How Has Fundraising Changed Since 2016?

Tobin Aldrich

4th April 2024

Anybody who has ever tried to benchmark the fundraising performance of charities against each other will tell you it is a thankless and frustrating task. Charities are absolutely excellent at reporting their income and expenditure in confusing and inconsistent ways and the task of comparing apples to apples is, well, an interesting one.

So obviously we spend quite a lot of time and energy on benchmarking. It’s pure masochism really.

Amongst all the pain and suffering we do occasionally manage to collect interesting data so I’d thought I’d share some of this.

Since 2017 we have been tracking the overall fundraising performance of the top 100 UK charities by voluntary income. This is using public data only (although we have worked with a majority of these organisations in some capacity, we obviously can’t share their information) which means using the audited accounts each charity files with the Charity Commission.

Given that every charity uses the same accounting framework (SORP), you’d have thought this means that this would be a simple task. You would be wrong, there is wide room for interpretation in these principles and boy do charities take advantage of it. How and why is a whole different subject but for now let’s just say we have to do quite a bit of work on these figures to make them reasonably comparable. 

That all being said, in 2015/16  (year ending before April 2016) the organisations below were, according to our figures, the top charities in the UK by fundraised income (that is to say donations and legacies from individuals, charitable trusts and companies).

*These are our definitions based on what section of the fundraising “market” we think the charity occupies, not how the charity would represent themselves (sorry Guide Dogs).

Of the top 20 charities, five were in the health sector, including the two big cancer charities CRUK and Macmillan which were first and second in the top 20. There were six internationally focused charities (if we classify Red Cross and Comic Relief as international), four animal charities, two conservation/heritage and a smattering of others.

Going forward to the year ending before April 2023, there has been quite a lot of change. CRUK retains the top spot but there’s plenty of movement below this. This was the year of the Ukraine appeal, so we have internationally focused charities - BRC, Islamic Relief and UNICEF – performing strongly and moving up the chart, but all of these had been growing even before this. Sightsavers, which is not an emergency charity, has entered the top 20, up 11 places since 2015/16.

Not all international charities have grown, Oxfam has fallen from 4th to 8th place while Save the Children has gone down from 7th to 14th place.

Health charities remain strongly represented, but there are winners and losers. Macmillan is down to 4th from 2nd place.  Marie Curie is down three spots. BHF is up one place and Alzheimers has entered the top 20, up nine spots from 2016.

Animal charities are still strongly represented but there has been a bit of movement between them. Conservation charities are showing growth, WWF are up four places for example.

What does all this tell us?

Well let’s start with the macro picture. The voluntary income of the top 20 charities in 2015/16 was £2.56bn and this had grown to £3bn by 2022/23. That’s a 19% increase in seven years.  That sounds good except that, according to the Bank of England, the Consumer Price Index has increased by 30% in that period. The situation is worse if we exclude legacies. Donation income of the top 20 increased by just 12% in seven years.

There’s some movement between causes. In a year when there was a once-in-a-generation emergency appeal for Ukraine, we saw some strong results for some international charities but this overlays a pattern of steady decline by some long established international development charities. Children’s charities are steadily losing market share - the highest ranked children’s charity is now outside the top 10 charities. Conservation is growing, animals and health are broadly stable.

Oh and the fifth biggest charity by voluntary income in the UK is Islamic Relief. Now that’s a societal shift right there.

This is very much just the edited highlights of our data, which cover the top 100 charities. If anyone wants more of the underlying detail, just drop me a line.

The Art of Asking for What You Want.

Mark Astarita

26th March 2024

Last week I received an email out of the blue that made me smile. I have permission to share it with you and I wanted to do so, to as it’s a great reminder to all fundraisers especially, as well as candidates looking for new roles, to be brave – and that if you don’t ask, you don’t get. And if you ask beautifully, you are unlikely to be ignored and will stand out from the crowd.

The email started with a reminder of our shared past and this person’s expertise as a highly successful fundraiser…

I hope you are well, and don’t mind me reaching out in this manner. I’m taking a wild stab in the dark here, in the hope that you might remember me. A few years ago, we spent an afternoon together whilst you observed my work as a door-to-door fundraiser, representing the British Red Cross. At the time, I was one of the highest performing fundraisers in the country, on the verge of setting up my own direct marketing company. My business proved a roaring success, sustaining an unparalleled retention rate, generating millions in revenue for numerous charitable organisations… most favourably the British Red Cross of course!

That afternoon we spent pacing the streets of East London left a huge impression on me. It was just over 10 years ago now, but I distinctly recall bonding over our love of motorbikes and the phenomenal work the Red Cross do. I left our encounter feeling deeply inspired by your story and have since been committed to working in sectors that make a positive and powerful difference. 

…before going to on to ask directly for what she wants now:

My reason for reaching out now, (and I must stress that I sincerely hope it is not too cheeky to do so), is that I am looking for a new career opportunity and the chance to use my skills to make an incredible difference in the charity sector again. Recently, I've become a member of a fundraising board, on a volunteer basis, further securing my desire to apply myself fully in this field again; which explains why you are reading this email right now.

It would mean such a lot to me if I were able to steal a little bit of your time to pick your brains on what might be my best way to move forward. Perhaps you may know of an organisation that needs an ambitious, tenacious, self-starter like me? Or alternatively, I'd value any words of wisdom that could help me identify possible gaps I may need to fill, in order to get to where I want to be. 

And then closing with a very personal thank you:

I appreciate how busy you must be however, so if nothing else, please consider this a long overdue thank you for the invite I received to the BRC garden party at Buckingham Palace. I believe you were responsible for that invite and let me just say, the whole day was wonderful...the cucumber sandwiches were sublime!

It was an email that made me recall getting a similarly lovely letter along with a CV in my first few weeks as Director of Fundraising at the British Red Cross, asking for opportunities. It was from the one and only Tanya Steele – within a few days she was volunteering at the charity and today she is the CEO of WWF. She asked, I noticed, and the rest is history.

It’s a direct approach that has proved successful in my career before. Some years before I met Tanya, our wonderful Patron where I was working as Director of Fundraising and Communications at the National Deaf Children’s Society signed six very speculative letters to potential major donors for a capital build. Five out of the six responded and donated – the largest had never had a previous connection with the charity and won naming rights because of the size of the gift.

The key lesson here is that approaches were very personal, appealing and direct – above all you need to ask specifically for what you want; heck what have you got to lose by not trying and then trying again?

Oh and yes the email sender is having coffee with me next week.  I look forward to hearing all her news 10 years on.

What Can We Learn From Universities About Philanthropy?

Tobin Aldrich

12th March

As I’ve said before, one of the great pleasures of consultancy is the variety of the projects we get to do.

In the last year we have been working more with Higher Education organisations than in previous years.  It’s a fascinating world and there are definitely learnings for the wider charity sector.

HE philanthropy is very different from charity fundraising. In some ways they can be seen as mirror images of each other.

What HE really excels at is major giving. We have been working with a University in Australia that raises 97% of its over $100m annual philanthropic income from gifts of over $100,000 and nearly 75% from gifts of over $1m. HE institutions are the places where really big giving is happening - the largest gift to an Australian University so far has been $250m.  By contrast, the biggest UK fundraising charities typically raise around 5% of their income from major gifts. And that proportion hasn’t really changed for many years.

Why do universities do so well with larger gifts? They have an advantage with their alumni communities, people who have a lifelong relationship with the institution and to at least some degree, a stake in its success. But only around half of the biggest gifts to universities come from alumni. So what else is going on?

One of the things that has really struck us about working with universities is the sense of possibility and optimism in these places. We’ve always said that to raise a very significant amount of money you need an idea that is big enough. Universities are full of people who can generate very big ideas. That isn’t to say that turning these ideas into deliverable programmes isn’t often very challenging, but this is an environment which enables big picture thinking while the institutions are large enough to be able to pull them off.    

The universities which routinely secure these very big gifts have learned how to build philanthropy into the fabric of the institution. US universities have been doing this for over a century but we are increasingly seeing this in the rest of the anglosphere as well as in other parts of the world such as Asia. Institutional leadership are committed to and prioritise philanthropy, and academics engage more and more with philanthropists.  Major projects are co-created with potential funders and other partners. Donor stewardship is proactive and professionally managed.

This isn’t to say that everything in the HE garden is rosy. The sector has as many challenges as the wider charity world and there is much variation in philanthropic performance across institutions.

Compared to the charity sector, HE is generally much less good at delivering effective programmes to engage large numbers of smaller donors. Philanthropy programmes built around a one-to-one approach can really struggle even to take smaller gifts. Trying to give a small gift to a major university can be a ridiculously difficult process.

Although in theory universities understand how to deliver one-to-many engagement through alumni programmes, these often struggle to convert into effective fundraising, at least outside the US.  There is much the HE sector can take from the best of supporter engagement practice in the more progressive charities.

What universities and charities do have in common is a struggle to effectively deliver engagement progress for supporters who fall between the major giving and mass donor programmes, what is often called “the missing middle”. People who have the capacity to give mid-tier gifts have very significant potential value but too often fall between organisational siloes and do not receive the attention they deserve.

As we hopefully do more work in the HE sector, we will continue to share learnings across sectors. There is much potential for collaboration here in order to engage donors more effectively around ways giving can achieve transformative outcomes.

Universities don’t have the secret to great fundraising any more than the charity sector does but each side has much to learn from each other.