The Way of Work - Insights From 2023 So Far…

As the go-to specialist recruitment agency working solely with the charity sector for executive and senior manager recruitment, as well as interim placements, the AAW Group’s People team has a finger on the pulse of what’s happening in the industry at any given time.

Ali Kurn, Managing Consultant of our Executive Search Agency, reflects on some recent research that AAW led that opens our eyes to some of the key motivators for candidates seeking a new role in 2023. 

As a specialist consultancy and executive search agency working with the charity sector, we’ve known for a while that the market for job-hunters has transformed. A rise in flexible working, changing practices around recruitment, and new technologies have altered the way we work, and the process of landing that dream job. 

We wanted to find out more, and to further help those navigating the process of finding a new role, so with the help of our friends at SOFII we extended an invitation offering career coaching calls to the first 50 people to contact us. We were blown away by the immediate response - we heard from 67 of you seeking a coaching call with one of our experts.

This incredible response has afforded us at AAW a unique opportunity to delve into the world of charity recruitment from the perspective of those looking for their next role. We asked respondents to fill in a questionnaire to find out more about their main motivators for finding a new job, and just what’s important to them. Getting the chance to talk to so many candidates has revealed some fascinating insights about just how much has changed in the job hunters’ landscape, so read on for our findings. 

96% of those we spoke to work in Fundraising, the remaining few were either in senior leadership roles, or studying. 85% had been in their current role for more than 12 months. Most were a Manager level or above and 58% of those surveyed were applying for a Head of Function or Director level role for their next career move. 

A Hybrid Approach to Work 

We asked respondents about their preference for hybrid/office/home-based work and found that hybrid working was most likely to be a main or strong motivator when looking for a new role. There were, of course, those for whom home-based work was the main motivator (16%) and those for whom having access to an office or hub was their main motivator (10%), but most people wanted the flexibility of both.

The Power of Flexibility

Flexibility was a key criteria for those we spoke to, with 40% of people saying it was their main motivator when looking for a new role, and a further 40% telling us that it was a strong motivator. Most people we spoke to weren’t looking for a job share, but were more interested in flexible working and/or compressed hours. 

It’s Not Just About the Money… But Remuneration matters more in 2023 than previous years

Whilst salary is not the main motivator for the majority of respondents, it did have a strong impact on decision-making for candidates. 

When we match this piece of research with our anecdotal experience with candidates, clearly remuneration has become more important in the last 12 months as the cost of living crisis impacts on us all. 

But it’s not THE most important. 

The cause, the potential for career progression, opportunities for hybrid working, and flexible hours were all more likely to be ranked as a main motivator than the salary of a potential role. 

The potential for career progression was clearly important, with 82% of those we spoke to telling us that this was either a main motivator or strong motivator when looking for their next role. Food for thought for organisations when recruiting…

Main Motivators for Candidates: 

Values Over Brands 

Those we spoke to were highly motivated by the cause of the organisation, with 90% telling us that the cause was either the main motivator or a strong motivator for their move. However, when we asked which causes most appealed, almost every single potential cause was listed! Health and disease, culture and education, environment, and children and young people came out top, but it was clear from our responses that potential candidates would consider a range of causes so long as it aligned with their values. 

At the other end of the scale, brand recognition of the not-for-profit was not a strong motivator for potential employees - those we spoke to were more interested in the ways of working and the values and cause of the organisation than its public profile.  

We also asked respondents whether it was important to them that the organisation had a strong commitment to Equality, Diversity and Inclusion in place, and 68% of those we spoke to said that it was a strong or main motivator. 

So, Where Do We Go From Here?

At AAW, we embarked on a journey to better understand the motivations and aspirations of job seekers within the charity sector. What we discovered shows an evolving landscape where job hunters are driven by more than just a paycheck, but that paycheck is still important. 

Those we spoke to value flexibility and opportunities for growth - they’re more likely to be motivated by the ways of working in an organisation than by its external profile. 

The cause is as important as ever and those working in the sector are still highly motivated by mission.  As we move forward, these findings offer valuable food for thought for our clients seeking to engage, attract, and retain top talent in an ever-evolving job market.

All of us at AAW are always happy to have a chat about your talent search and selection needs. 

Please find out more and get in touch here.