Identifying Creative Themes for Your Fundraising Calendar: Engage Donors and Reach Your Goals

A report by CAF found that charitable giving rose by £2 billion in the UK in 2022. This shows that donations remain a vital source of income for many non-profit organisations. However, achieving your fundraising goals requires planning and engaging donors.

This is where a fundraising calendar comes in. It can help identify the best times to host a fundraising event, reach out to sponsors, and appeal to the target audience. Moreover, it can diversify your income streams and align your fundraising with your mission and vision.

With that in mind, here are some creative themes for this year's fundraising calendar.

Key Creative Themes to Consider

Getting creative with your non-profit's fundraising campaigns can pay off when it comes to engaging your supporters and meeting revenue goals. By tying your appeals and outreach to certain themes, you make it easy for donors to latch on and get involved.

Here are some of the most effective thematic ideas to build your annual fundraising calendar around.

Seasonal Events

The changing seasons offer plenty of options to connect your mission and programs to what's happening right now in your community. From Christmas to Mother's Day, there are plenty of opportunities throughout the year to create engaging campaigns that resonate with donors. 

For instance, a Christmas drive could focus on providing warm meals for families in need. Similarly, a Mother's Day campaign might highlight the important role that mothers play in shaping our lives.

Awareness Months

There are hundreds of issues and causes with dedicated months and days throughout the year. This offers prime opportunities to drive donor engagement. Do your research to find those that provide a natural fit to shine a light on your efforts.

For example, a healthcare non-profit might focus its efforts on Mental Health Month in May or World Cancer Day in February. This allows you to tap into existing momentum while educating supporters about your role in moving the cause forward. The key is to focus on building strong relationships with your supporters and working together towards your shared goals.

Milestone Celebrations

Birthdays, anniversaries, retirements - these are natural opportunities to connect with long-time supporters again. You can remind them how much their support has meant to your organisation and show how their gift can still make a difference. Share stories of how their past donations helped and explain how their future support can help too.

For example, let's say your non-profit focuses on education. If a long-time donor is turning 80, you could send them a letter saying something like:
"Thank you for all you've done for our organisation over the years. Your support has meant so much to us and has helped us make a real difference in the lives of young people. As you celebrate your 80th birthday, we wanted to take a moment to acknowledge all that you've accomplished and look forward to the future. We know that with your continued support, we can keep helping kids succeed."

This kind of message shows that you value the donor's past support and want to keep working together to achieve your goals. It also makes the donor feel appreciated and important, which can help keep them engaged with your organisation.

Pop Culture Trends

Finally, pop culture trends provide another rich source of inspiration for creative themes. TV shows, books, and movies can all be leveraged to generate interest and excitement around a charity's mission.

Get some buzz by linking your non-profit's mission and stories to the latest hot television show, book release, or celebrity craze. Come up with some shareable social content and an appealing spin. For example, a youth tutoring organisation could riff on a popular kids' movie opening to highlight the power of mentoring.

Stand Out and Connect: Tips for Cutting Through the Noise

Creative themes are crucial, but not enough to guarantee a successful outcome. There are additional factors to consider when developing your fundraising calendar. These include:

Know Your Audience

Take the time to intimately understand who your supporters are and what matters most to them. This allows you to tailor both messaging and channels to resonate based on demographics, values, and interests. Meet people where they're already active for efficiency, and adapt CTAs to incentivise specific groups.

Make It Personal

Even when running sweeping campaigns, find ways to spotlight individual stories and impact. This helps foster an emotional connection and helps donors relate to those they empower. Compelling visuals, videos, and narratives come in handy here.

Utilise Multimedia

Today's supporters increasingly consume content through various digital means rather than traditional print only. A strong social presence with vibrant photos, videos, and shareable posts builds intimacy even remotely. Continue nurturing relationships between in-person events.

Bring in Experts

But perhaps the most effective way to maximise your reach and engagement is to partner with a fundraising consultant. These professionals are better equipped to give you specialised guidance and insights on crafting fundraising events tailored to your target audience. Non-profits can benefit greatly from their advice and see increased results in their fundraising efforts.

Tying It Together - Components of Strong Fundraising Calendar

To make the most of their fundraising efforts, charities should aim for a balanced calendar. This means mixing things up with different themes, events, and appeals. This keeps donors interested and prevents them from getting bored or feeling overwhelmed.

Cross-promotion is another important tactic. This means promoting different events and appealing to different groups of people. It helps spread the word and gets more people talking about the charity's work.

A year-long cultivation strategy is also key. You need to consistently communicate and engage with supporters throughout the year. This helps build strong relationships between the charity and its constituents.

Finally, it's important to set clear goals and measure progress. Check-in regularly to see how things are going too. This helps everyone involved understand what success looks like and work towards common goals.

If you’d like any support or advice do reach out.  

Recognising 9 Signs Your Non-Profit Organisation Needs to Hire an Interim Manager

There are nearly 166,000 nonprofits in the UK. Running a non-profit organisation presents a lot of challenges. From managing finances to donor relations, non-profit leaders have to juggle diverse responsibilities. What's more, they need to ensure their mission is fulfilled.

Despite dedicated leadership, there are moments when you may need additional support. This is where hiring an interim manager emerges as a strategic move. Below are signs that your non-profit organisation needs an interim manager.

1. You Have a Huge Leadership Vacancy

A leadership vacuum in your non-profit organisation poses a huge problem. This void may be due to sudden resignations or extended leaves of absence. When this occurs, it can disrupt daily operations and hinder effectiveness.

If you have a leadership vacancy, you should consider hiring interim management. This manager can step in promptly to fill the leadership gap. They offer the stability needed to maintain smooth operations.

While it's a temporary solution, it allows your organisation to function seamlessly. As a result, your non-profit can make a positive impact while transitioning leadership.

2. You Have Mounting Financial Challenges

Since they rely on funding from donors, non-profits often operate on tight budgets. As a result, they are usually vulnerable to financial challenges.

When financial challenges start to mount, hire an interim financial manager. Ensure the manager has a robust financial background to conduct a thorough assessment. They will also initiate necessary measures to cut costs for your non-profit.

Additionally, an interim manager will develop a long-term financial strategy for your organisation. This will help address any financial challenges you're facing. With financial stability, you can protect your organisation's ability to fulfil its mission.

3. Your Strategic Planning Stagnates

Effective strategic planning is essential for long-term non-profit success. If your non-profit organisation leadership is struggling with strategies, get an interim manager.

Interim managers with experience in non-profit roles bring fresh insights. They can assess existing strategies and identify areas for improvement.

After evaluation, they will help create a comprehensive roadmap. With their experience, they'll ensure the strategies are effectively executed. Through strategic planning support, they contribute to the achievement of your organisational goals.

4. You Are Facing Board and Staff Misalignment

Successful non-profit organisations thrive when there is harmony among board members and staff. However, signs of discord, communication breakdown, and conflicting visions can hinder your growth.

If you notice these issues in your organisation, consider hiring an interim manager. Acting as a mediator, the interim manager can help solve these conflicts. This helps create a collaborative and unified work environment.

When they address breakdowns in communication, it can help enhance team dynamics. Interim managers work to align the vision and goals of board members and staff. Once all stakeholders are on the same page, they can work towards shared objectives.

5. You Are Experiencing a Mission Drift

Non-profits exist for a specific mission, and any deviation can be problematic. You may be experiencing a drift if activities no longer align with your original purpose.

This shift can confuse staff, donors, and volunteers. What's more, mission drift can dilute your impact and lead to a loss of organisational identity.

If you're facing mission drift, try hiring an interim manager. They can help realign your team's efforts with the core mission. With their intervention, they can restore clarity on the mission.

The interim manager's expertise ensures a renewed focus on the organisation's values.

6. You Are Facing Programmatic Inefficiencies

Non-profit organisations often run various programmes to achieve their goals. However, inefficiencies in programme implementation and declining impact can hinder success. What's more, the inability to measure outcomes can be detrimental.

Luckily, you can solve your programmatic inefficiencies by hiring an interim manager. These managers bring expertise in programme management to your organisation. They will evaluate existing programmes and implement measures to streamline your processes.

With streamlined processes, you can optimise resources and ensure a huge impact. The interim manager can introduce systems that improve performance measurement. These interventions will help contribute to the sustainability of your non-profit programmes.

7. You Are Experiencing a Strain in Donor Relations

Positive donor relationships are important for the sustainability of non-profit organisations. Strained donor relations may lead to disengagement. If your donors feel disconnected, it can erode trust. This can impact future funding, affecting the financial stability of your non-profit.

If you're facing strained donor relations, an interim manager may be beneficial. Interim managers skilled in donor relations can come in handy.

They can create strategic initiatives to enhance donor engagement. This can make your donors feel more connected to the organisation's mission. Once trust is rebuilt with donors, it can lead to positive relationships.

8. You Have Compliance Concerns

When running a non-profit, you need to adhere to regulations and compliance standards. Non-compliance may result in legal problems, affecting your organisation's reputation. It can also jeopardise funding sources as donors may question your integrity.

Hiring an interim manager can help you avoid non-compliance. Interim managers bring specialised knowledge to navigate non-profit regulations. They will help you navigate the complexities of regulations.

A qualified interim manager will help you improve your reporting and documentation processes. This will help ensure legal compliance so your organisation maintains its good reputation.

9. Your Team is Experiencing Burnout and Low Morale

Non-profit work is fulfilling. However, it can also be emotionally taxing. If your team is showing signs of reduced productivity, try hiring a temporary manager.

The interim manager assesses the organisational culture to identify areas leading to burnout. They offer the necessary support to address emotional exhaustion. This can help boost team morale and productivity.

Work With a Reputable Interim Manager

Running a non-profit organisation requires strategic decision-making and adaptability. Recognising the signs that show you need an interim manager is important. It can help guarantee your ongoing success.

Looking for the best interim manager for your non-profit? Look no further than the AAW People Unit. We have seasoned professionals with extensive experience in non-profit leadership.

Feel free to get in touch with us today to find the right interim management for your non-profit.

The Practicalities of AI

Deniz Hassan

11th December

Over the summer I embarked on a mini European speaking tour on how frontline fundraisers can use AI right now to make their jobs more effective. I'm lucky enough to look across the full fundraising ecosystem - from strategy to tech to tactics - and I've found uses across the lot. To put it into context, I’m a digital fundraising expert who uses AI frequently and having spent a lot of time thinking and testing, here are a bunch of things I've learned using it:

• It's a baby. A very clever baby but at the start of its useful life nonetheless. It gets stuff right but also gets a lot of other stuff wrong. So we can't just expect perfect outcomes.

• It tends to get stuff very wrong because we haven't fed it correctly. In much the same way as people, you get out what you put in. If we're poor with how we communicate with it, the margin for error is pretty big. We make basic assumptions with a lot of the stuff we do - and with AI, this can lead to the weird and the wonderful (/bloody awful).

• Both us and the AI need to learn together so we're not always starting from scratch. If, while you're working on something you make a mistake and clock that there's a better way to work, note it down for next time. Don't expect it to remember what you did and nail the same task in the same way each time. On a number of occasions, I worked with Chat GPT to undertake repetitive tasks and I found I could get the same outcome 9 out of 10 times and then the 10th would be massively different. So now I'm microscopically specific each time and repeat myself.

• I’ve used it extensively for heavy data analysis and found that I need to work in a lot of quality assurance. One of the tactics I've developed is asking it for granular steps so I can compare against my own workings. Only once I've done enough spot checks do I trust it to do an entire job. People asked 'what's the point if you still have to work hard?' to which I respond that, even if in the first instance it only saves me 5% of time, then I know that next time it will be more because I've learned how to drive it better. And of course, 5% is still 5%.

• It's an excellent troubleshooter. I use a number of enterprise level platforms to build anything from data visualisations, CRM configurations and automations. Often, it won't take the job off my hands but it will be able to look at my work and help me get round obstacles I might otherwise get stuck on.

• It's not a fundraiser but it can be taught fundraising (scarily better than many fundraisers I've met!). It doesn't get big strategic things like how you could create a diverse, balanced portfolio 'out of the box'. But I found that, given the right level of love, it will help with strategic planning and modelling.

These are just a few thoughts and I’d love to hear what you think. And of course, if anyone wants to discuss how we can help you leverage AI in your fundraising programmes, give me a shout. You can contact me at deniz@aawpartnership.com.

Seeing Things A New

Imogen Ward

4th December 2023

I’ve recently returned from Australia, where AAW have been working with the University of Sydney (USYD).

USYD have some big plans and ideas for overall income generation, and they’ve sought our support with planning for their new comprehensive campaign following on from their hugely successful first campaign called INSPIRED which raised a stunning AU$1billion.

We were out in Australia primarily to help with the engagement phase. Engaging not just USYD’s internal key stakeholders such as the Vice Chancellor, Provost, Deans, Faculty Leads and other leadership, but also to bring the donor into the conversation at this crucial stage.

Australian philanthropy is pretty well advanced, particularly in the Higher Education space where it is raising a lot more than all UK counterparts other than Oxbridge. And it's catching up with those two lovable rascals fast. Very fast.

Okay… so we are talking big figures here and very, very significant gifts. Gulp! It was an enormous privilege for us to have that unique access to thoughts and insights first-hand from such major philanthropists.

Even now – nearly 30 years after I started my career in Fundraising – I find that I am constantly learning stuff.  And that’s what keeps me fascinated and excited by philanthropy, particularly when you get insight from different countries and cultures.

So, what did I learn? Loads! But these five (maybe six) things keep swimming around my mind at the moment. Examples below or learnings aren’t related to just USYD or higher education institutions by the way. The below is what I have taken from the highly unique opportunity that I have had to speak with philanthropists within the setting of planning and wider internal engagement.     

1. It really is about big impact for donors at this level and for them it’s about finding the best partners to do this with. Track record, scale, financial leverage are important but ultimately its whether they feel they can truly work with you productively.   Charities and NFPs need to be confident that they can truly make this impact and have a clear idea about the road map. Clear, but not inflexible.  Most donors want the opportunity to co-create. Most do not want to control or micromanage, but they do want to feel like this is a partnership.

2. With that in mind, donors are acutely aware that NFPs can have a problem with joined up working or formal or informal partnerships with other comparative organisations working the same space. Mostly they find this odd. We really need to do something about this. Higher education institutions are far more advanced in this journey than say international aid and development for example.

3. Organisations need to be joined up internally which, surely, is a much, much easier thing to achieve then let’s say brokering external partnerships? Surely? But no. When problems happen down the line – and of course they will when you are trying to do stuff at scale – it’s often because internally things have become disjointed. And this is something that we see time and time again. Making sure that everyone is on the same page is not just a nice to have once implantation is in full force, it’s as crucial as securing the gift itself.

4. Sustainability. If the project has a long tail or significant ongoing costs for the foreseeable, how will this be sustained in 10, 20 or even 30 years’ time? This brings in of course the question of diversity of funding sources and financial stability… it’s something that some donors can be anxious about. ‘What happens when I stop funding it….” There needs to be a plan, even if it’s got a long lens.

5. The next generation. Particularly when dealing with family funds and offices, having an eye to the future is important. Don’t assume that the next generation will dig you or your cause and if I am honest, I think everyone needs to cool about this. Can you mitigate it? Probably not. But just be nice. Make sure that you engage as much as possible across all ages so that you can keep visibility and crucially relevance. And who knows? Maybe….

And a bonus number 6.

Sometimes, organisations are nervous about having donors involved in planning or opening up access to lots of different people and views. I get it. Us fundraisers want to steward relationships perfectly, but it can sometimes be this obsession with perfection, with stage managing things to a ridiculous degree that stunts the journey. Donors are just people, right?  They have often run huge businesses themselves. They had to deal with disputes and catastrophic issues. They know that life is complicated.

Of course, they want to be dealt with professionally and elegantly (and to point 2 – don’t be at war internally!)  but CRUCIALLY they want the relationship to be authentic. And sometimes Dear Fundraiser that can mean easing off on the control freakery and just letting them in more.  And taking that risk. The team at USYD taught me just that. 

It says a lot about my own levels of self-awareness that it took a trip to the other side of the world to really learn this.  But I get it now. I really do.

Crafting a Robust Charity Fundraising Strategy

Fundraising is an integral part of any non-profit organisation, and a successful, robust charity fundraising strategy requires meticulous planning. However, planning a fundraising strategy doesn't have to be overwhelming if you break it down into smaller, more manageable tasks and have a clear vision of what your strategy should include.

This article discusses several things (identifies several key points?) to consider, including using charity recruiters so that you can drive significant change and support your cause. Keep reading to get started.

Getting Started and Goal Setting

When starting the fundraising process, it's essential to look at where your not-for-profit is currently, what resources you have available, and what goals you want to achieve. This is also where you consider your organisation's story.

Identifying where your charity organisation currently stands includes reviewing your current strategy, your database and the performance of your existing fundraising activity, including fundraising events you've hosted. You must analyse how successful previous activity has been because this will help you identify areas that weren't successful, allowing you to make significant changes.

Now is the time to set goals for your charity organisation that can drive growth. These are also called SMART (Specific, Measurable, Achievable, Relevant, and Time-Based) goals. 

Performing a SWOT Analysis

A SWOT analysis is a framework for identifying and analysing an organisation's strengths, weaknesses, opportunities, and threats. It can benefit your fundraising strategy by helping you determine the factors that will help you raise money and those that could hinder your efforts. Let's take a look at each element in more detail to get a better understanding.

Strengths

Strengths are the positive aspects of your organisation that can help you to raise money. These could include your reputation, track record of success, or network of supporters.

Weaknesses

Weaknesses are the negative aspects of your organisation that could hinder your fundraising efforts. These could include a lack of funding, a small staff, or a lack of experience in fundraising.

Opportunities

Opportunities are the positive factors in your environment that could help you to raise money. These could include things like a new funding source, a change in public opinion, or a new event that you could hold to raise money.

Threats

Threats are the negative factors in your environment that could hinder your fundraising efforts. These could include a recession or a change in government policy.

Utilising Charity Recruiters

Before you begin anything, it's essential to make sure that you have the right resources internally to adopt this new strategy. If you're planning an expansion in activity, then you may well need to grow your team to match.

If you need help in recruiting then contact us at AAW Group today. We work with not-for-profits and charities of all sizes and are dedicated to achieving exceptional results.

Easy Donations

Regardless of which fundraiser campaign you choose, the next most important part of your charity fundraiser is how your supporters can make their donations, it's critical that you offer a variety of options from online payments (including regular giving), phone donations and cheques.

You also want to let your supporters know where their money is going. For instance, if you offer donation values in increments, let your donors know what their money is paying for. For example, an animal charity might have the following on their website's donation page:

• £10 feeds a puppy for a month

• £30 feeds an adult dog for a month

• £100 helps maintain our property

People are more likely to donate when they know what they're contributing towards. During a study at the University of Pennsylvania, when given the option of donating a set value or entering an amount of their choosing, almost 80% of participants chose the "set value" option.

Targeted Marketing

Now that you've fleshed out your charity organisation and fundraising strategy, it's time to focus on promoting it. With the proper promotion, your organisation will reach many people, resulting in more donations. Think about the following: 

• Create eye-catching and informative posts to grab attention

• Use solid and persuasive language to encourage donations

• Use relevant hashtags to help people find your fundraiser

• Run paid ads to reach a larger audience

• Collaborate with other organisations or influencers to promote your fundraiser

• Thank donors for their support

• Let donors know how their donation is making a difference

You want to promote your campaign from as many free social platforms as possible. Some platforms you can choose from are Facebook, X (formally Twitter), Instagram, GoFundMe, LinkedIn, and crowdfunding platforms.

Facebook

Facebook is an excellent platform for communicating with a large audience. Facebook ads are also a perfect way to reach a larger audience for a relatively small cost outlay.

X (formally Twitter)

X is an excellent platform for sharing real-time updates about your organisation. You can also use hashtags to help people find your campaign.

Instagram

Instagram is an excellent platform for sharing photos and videos. You can use Instagram stories to share updates and ask for donations.

LinkedIn

LinkedIn is perfect for reaching professionals interested in donating to your organisation. You can share updates on your LinkedIn profile and in groups related to your cause.

Crowdfunder and GoFundMe

These are crowdfunding platforms that allow you to raise money online. You can create a page on either platform and share it with friends, followers, and supporters.

How to Craft a Robust Charity Fundraising Strategy

Hopefully you can see that planning a fundraising strategy doesn't have to be overwhelming if you break it down into smaller, more manageable tasks. So long as you have the right team in place to support this strategy, a well-planned and executed fundraising strategy can be transformational for a not-for-profit organisation.

If you're missing some essential employees in your organisation, contacting AAW Group can help. Our charity recruiters team can help you recruit the right senior-level or trustee role to drive forward performance and reach your goals.

Setting Up a Charity

If you want to set up your own charitable organisation, then there are some steps you have to follow. This includes picking a name, registering it, and hiring employees like a Director of Fundraising or a CEO. 

Here are the steps on how to set up your charity in the UK. 

Choose Trustees

One of the first steps when organising a charity is to pick independent trustees. At the very least, you should have at least three trustees. Ideally, they will care about whatever cause your charity promotes and can help you to get your not-for-profit off the ground. Ideally these trustees will also be able to introduce you to helpful connections and possible donors. Your trustees may also include yourself or even a spouse.

Whoever starts up the charity doesn't need to live or work in the UK. They can reside anywhere in the world, but they must be at least 16 years old if the charity is registered as a limited company. 

A person cannot be a trustee or manager if they have unspent convictions, or has previously been removed from a similar position. They also cannot have been found in contempt of court in the past or a designated person under anti-terrorist legislation. 

Define Your Charitable Purpose

Next, you'll need to outline your charity's purpose. This purpose must exist for the public benefit and fall into some of the descriptions listed in the Charities Act 2011. 

Furthermore, your charitable purpose should outline your organisation's goal, its methodology, who will benefit and where the benefits will happen. 

For example, a soup kitchen's goal is to feed hungry people inside their building using donated foods that are prepared as meals. The people who benefit the most are those unable to feed themselves.

Pick a Charity Name

Another important area is your charity name. It's key to your branding strategy and can help you stand out from other charities.

Your official charity name should not match another charity or be similar to it. It must not include words you can't legally use, such as something offensive or that breaches intellectual property rules. Your name also can't be misleading. 

Before deciding on a name, make sure you check on the Charity Commission website to see if it’s already been taken. 

In addition to an official name, your charity can also have a working or alternative name. Most charities with longer names use abbreviations or acronyms. 

Select a Legal Structure

Charities in the UK must abide by a specific legal structure. The four main types include:

• Charitable company

• Charitable incorporated organisation (CIO)

• Charitable trust

• Unincorporated association

A charitable company is limited by guarantee instead of shares. It can enter into contracts and hold property but is responsible for its debts. 

CIOs are not companies and do not follow company regulations. These can employ staff and enter into commercial contracts. Trustees are protected from personal liability by the CIO's actions.

A charitable trust has an unincorporated structure where all trustees are personally responsible for what happens with the charity. This is best used by smaller groups that will not operate out of a commercial property. 

An unincorporated association is something even smaller and less organised, such as a community group that picks up rubbish in a park. These must register only if they have an annual income of over £5,000. 

Create a Governing Document

All charities must have a governing document for them to operate legally. This document should outline the organisation's purpose, how it is run, how to arrange meetings, and other similar information. 

The document is further influenced by your charity's legal structure. For example, a limited company's document is called the "Articles of Association". In contrast, a charitable trust creates a trust deed or will. 

Register Your Charity

The last step is to register your charity with the Charity Commission. This is required if your annual income exceeds £5,000 or you've set it up as a charitable incorporated organisation. 

Some of the information you'll need includes the name of your organisation, details of your trustees, proof of income, and bank account details. It takes 10 working days to assess your application. They should be able to approve your application within 30 working days. 

Put Together a Long-Term Plan

While this isn't a necessary step for creating a charity, it is essential if you want it to last long enough to make a difference.

Create short, medium, and long-term goals and detail how you plan to achieve them. This should include how you plan to generate income and allocate donations. 

Recruit reliable employees that you can trust and who believe in your mission. Some of the initial roles you need to fill will include a Director of Fundraising, Chief Financial Officer and a Chief Executive. 

While these roles seem very business-related, you'll need them if you hope to attract funding. 

Finally, seek external help whenever you need it. This could mean finding a lawyer or accountant who isn’t an employee, but can help advise.

Find Your Director of Fundraising and More

There are a lot of moving parts that go into creating your first charity. One of the most important is finding a Director of Fundraising who can generate an audience as well as a flow of donations. However, don't feel like you need to handle the search all by yourself.

AAW Group provides bespoke recruitment tailored just for your needs. We offer an executive search, shortlisting, and interim management for charities of all sizes, including brand new ones.  

Read more about our consultancy services online and contact us with any questions.

Helping Drive Growth in Asian Markets Case Study

WWF created the Asia Pacific Growth Strategy (APGS) in 2008 to support the growth of fundraising income in the Asia Pacific region.

A small team acts as the secretariat of the APGS, and supports the investment in growth opportunities, enables collaborative opportunities at a regional level, and provides capacity building opportunities for fundraisers across the WWF offices in 25 markets in Asia Pacific.

In 2020, APGS asked AAW to undertake a review of the growth potential in the region, particularly looking at key market potential, peer INGO performance analysis, and to provide in-depth assessment of some priority markets. The aim of this review was to evaluate where the INGO could raise more income through strategic investment.

Following a review of external market data, internal topline performance data and through the conducting a series of interviews with WWF Asia Pacific Marketing Directors and CEOs, AAW were able to make a series of recommendations and business cases to drive performance in the region and to present these to the CEOs at their strategic planning meeting. 

“When we decided to conduct a review of key Asian Pacific markets, I immediately thought of Tobin Aldrich at AAW. He is renowned both within the WWF network and more widely as being the go-to expert on creating plans to ensure significant strategic fundraising growth in an international context. It was great to work with Tobin again and the AAW Team. We were very pleased with the outcome of the study and report and would highly recommend Tobin and his global team to anyone seeking a similar review.”

Laura Weeks, Director, Asia Pacific Growth Strategy, WWF

To find out more about how we can support any plans you have for feasibility studies/market entry reviews, please contact imogen@aawpartnership.com.

Identifying the Right Skills to Recruit For in a Senior Leader

In the world of not-for-profit organisations, senior leaders are the driving force behind creating positive change and impacting countless lives. These individuals play a pivotal role in guiding their organisations toward a brighter future.

But what exactly makes an exceptional senior leader in this unique sector? To unravel this question, we'll explore the seven key executive leadership skills that distinguish the best from the rest.

Let's go through the top executive leadership skills you should be looking for when recruiting a new senior leader. 

1. Passion for the Cause

What sets apart this sector from others is that when recruiting for a senior leader, you’re likely to be looking for someone that is passionate about the mission of your organisation. This quality goes beyond a mere professional obligation. It represents an unwavering commitment and dedication to the organisation's mission and the cause it serves.

A leader with true passion for the cause is driven by a deep-seated belief in the organisation's goals and values, making them a steadfast advocate for change and social impact. A passionate leader has the power to ignite enthusiasm and dedication among the organisation's staff. Their infectious enthusiasm can create a ripple effect throughout the organisation.

That fosters a culture of commitment, collaboration, and genuine belief in the cause. This inspiration leads to higher engagement.

2. Vision and Strategic Thinking

A not-for-profit senior leader with a well-defined vision can provide the organisation with a clear sense of purpose and direction. Not-for-profit organisations often navigate complex and ever-evolving challenges, and a leader who is able to think strategically is able to line up its activities and initiatives with the overarching mission.. 

A senior leader who possesses strategic thinking skills excels in long-term planning, foreseeing potential obstacles and devising innovative solutions. They are generally not going to adopt short-term fixes. Rather, they craft well-thought-out strategies that can adapt to the changing landscape of the sector.

3. Collaboration and Relationship Building

Collaboration and relationship-building are indispensable executive leadership skills. The non-profit sector is often reliant on partnerships, donations, and the collective efforts of various stakeholders, making the ability to foster meaningful collaborations a crucial asset.

Collaboration can extend beyond the organisation itself. A leader skilled in these areas can establish partnerships with other entities, government agencies, and community organisations. These partnerships can result in shared resources, knowledge, and amplified efforts, ultimately increasing the organisation's reach and effectiveness in achieving its mission.

4. Risk Management

A senior leader with strong risk management skills is proactive in anticipating potential pitfalls. They can conduct thorough risk assessments to identify vulnerabilities within the organisation's operations, finances, and programs.

By understanding these weak spots, they can develop strategies to lessen the possible impact on the organisation's mission and sustainability.

Donor trust is another aspect where risk management plays a pivotal role. A leader adept in risk management can ensure that the organisation holds up to legal and ethical standards, which reduces the risk of reputational damage. This trust is essential to maintain donor support and credibility.

Effective risk management goes hand in hand with finance management. Not-for-profits rely on good resource allocation, and a leader skilled in risk management can make informed decisions about how to use limited resources efficiently. This includes assessing financial risks and making data-driven decisions that protect the organisation's financial health.

5. Empathy

In the not-for-profit sector, the focus is on serving and uplifting communities and individuals in need. A leader with high levels of empathy has the capacity to truly understand, connect with, and support the beneficiaries of the organisation's mission. That helps create a culture of compassion and understanding within the organisation.

One of the most compelling aspects of empathy is the ability to put oneself in the shoes of others, especially those facing challenges or hardships. A senior leader who excels in empathy can deeply comprehend the experiences, needs, and concerns of the communities and individuals they serve.

This understanding drives the leader to make decisions that prioritise the well-being and dignity of these groups, ensuring that the organisation's actions align with its mission.

Empathy is integral to program development and service delivery. A leader who understands the emotional and practical needs of beneficiaries can design programs and services that suit the real issues at hand. That leads to a bigger impact.

6. Resilience

Leaders often confront complex social challenges. They may have to navigate obstacles that can be emotionally taxing and overwhelming.

A resilient leader possesses the mental and emotional fortitude to persevere in the face of adversity and inspire the same resilience in their team. One of the defining qualities of a resilient leader is the ability to stay committed to the organisation's mission in the midst of setbacks and challenges.

Whether it's facing funding cuts, unforeseen crises, or slow progress, a leader with resilience remains steadfast in their dedication to the cause. They're continuously rallying the organisation and its stakeholders to keep moving forward.

7. Integrity

You should be looking for integrity when you're choosing a senior leader. A not-for-profit leader's unwavering commitment to ethical behaviour, transparency, and honesty is essential for maintaining the organisation's reputation and credibility.

One of the most compelling aspects of integrity is its role in building trust among stakeholders. Donors, beneficiaries, partners, and the community rely on the organisation to do what is right and ethical.

A leader with integrity consistently upholds high ethical standards. This helps to ensure that the organisation's actions align with its mission and values. It fosters a culture of trust that is critical for fundraising, collaboration, and long-term support.

Look for These Executive Leadership Skills Today

Clearly, there are a lot of executive leadership skills you should be considering when looking to recruit a new senior leader. Finding someone that ticks all the boxes, and has the relevant experience, can be a real challenge. If you’re in need of some support with your recruitment,  AAW Group can help.

We have years of experience recruiting non-profit executives, senior leaders and interims in the UK. Get in touch with us today to find out more. 

Finding the Right Non-Profit Talent With Charity Recruiters.

Are you tasked with finding employees for your non-profit organisation? The charity recruitment crisis in the UK is taking its toll, but you don't have to go at it alone.

Charity recruiters can help you find candidates who are passionate about your cause and possess the necessary skills to help your organisation grow. However, if you've never worked with charity recruiters, understanding what they can do for your organisation is key to getting the most out of their expertise and services.

Follow along as we dive into five reasons you should consider partnering with charity recruiters for your next hire. From their extensive non-profit network to their experience in identifying the right cultural fit, charity recruiters may just be the key to unlocking your organisation's full potential.

What Are Charity Recruiters?

Charity recruiters are professionals specialising in finding the right not-for-profit talent for your organisation. They help streamline the recruitment process and identify top candidates. They know how to find charity employees with relevant experience, skills, and values that align with your non-profit's mission.

In AAW’s case, we focus on interim placements and executive search - helping senior charity professionals seeking that special new role.

At the end of the day, charity recruiters are committed to ensuring non-profits find the right people to help them achieve their mission. Their goal (ours is, at least) is to help you build a stronger workforce.

Benefits of Working with Charity Recruiters

There are plenty of reasons why working with recruiters can be immensely beneficial for most organisations. But for non-profits in particular, the advantages are significant.

From cost savings to reaching unique candidates outside your regular network, here are the five biggest reasons why you should be working with charity recruiters.

Save Time and Resources

Recruiting talent is no small feat, especially in non-profits where resources are often scarce. By working with a recruiter, you can avoid the tedious process of sifting through hundreds of resumes and conducting numerous interviews to find the right candidate.

Professional recruiters have the expertise and tools to find the best fit for your organisation quickly and efficiently, reducing the time it takes to hire someone.

Additionally, by outsourcing recruitment, your in-house team can focus on other important work, ensuring your non-profit remains on track to achieving its objectives.

Specialised Expertise

One of the major benefits of working with charity recruiters is their specialised non-profit expertise. These recruiters understand the unique requirements and challenges of recruiting for not-for-profit organisations and have a deep knowledge of the sector. They can provide valuable insight into:

• Current trends

• Market conditions

• Candidate expectations

Access Larger Pool of Candidates

Working with charity recruiters have a vast network of contacts in the industry, making it easier to identify suitable candidates for your non-profit organisation. They are constantly speaking with industry experts and other organisations. They have their fingers on the pulse of what's happening with non-profit talent.

Most of the time, they have access to a larger pool of top-tier talent who may not be actively seeking employment, too. This allows you to tap into charity employees who might be perfect for the position but wouldn't have otherwise thought to look or apply for it.

Ultimately, charity recruiters' expertise and recruitment tools allow them to find talent from all corners of the country (or even the globe), not just within your local area. This means you can find the right people for the job, regardless of their location.

Better Culture and Value Alignment

One of the biggest challenges of not-for-profit staffing is finding candidates who align with the organisation's values and culture. This is where charity recruiters can be a game-changer.

They have specialist knowledge of the non-profit sector and the nuances of different roles. This allows them to source and attract candidates who not only have the necessary skills but also share the same values as your organisation.

Is this that important? Absolutely.

A strong alignment of culture and values between your non-profit and your employees will lead to a more positive and engaged workforce. This results in higher job satisfaction and ultimately leads to better outcomes for your non-profit.

Ensure Compliance

Ensuring compliance is a crucial aspect of running any not-for-profit or charity organisation. Unfortunately, staying on top of compliance requirements can be challenging with ever-changing laws and regulations. However, when you work with charity recruiters, they can help ensure your recruitment process complies with all relevant laws and regulations.

Not only that, but most charity recruiters can help you develop and implement recruitment policies and procedures that comply with current legislation, ensuring you don't fall foul of the rules.

The bottom line? By working with charity recruiters, you can rest assured that your recruitment campaign is compliant and meets all legal requirements. This way, you can avoid legal issues and focus on your core mission of making a difference.

What to Expect

When working with charity recruiters, you can expect a service tailored to your organisation's specific needs.

At least, that's how it works at AAW Group. From the outset, you'll be assigned a dedicated team to work with you to understand your requirements and create a bespoke recruitment strategy.

With years of experience in the non-profit sector, you can trust us to know where to find the right talent for your organisation. Expect a human-centric approach to the recruitment process, underpinned by advanced screening technology and a deep understanding of the sector.

Above all, expect to work with a team passionate about helping your organisation achieve its mission. Find out more and get in touch with us here. 

Recruiting a Charity Leader

Globally, not-for-profit organisations are facing unprecedented challenges. This is particularly the case when it comes to recruitment - many charities are reporting that they are struggling to recruit and retain great team members, which is also having an affect on their ability to raise revenue, develop strategy, and lead teams.

Whether you need a new Director of Fundraising, a new senior manager or an interim solution quickly, we can help with a service that suits your needs. As a specialist consultancy and executive search agency working only with the charity sector, we’ve known for a while that the market for job-hunters has transformed, and we can help you to navigate this to find the perfect leader for your organisation. 

What Is a Not-For-Profit Manager?

Senior management at not-for-profit organisations encompasses dozens of possible job titles, including: 

• CEO, COO, or CFO

• Executive Director

• Advocacy Director

• Director of Philanthropy

• Development Director

• Project Coordinator

• Vice President of Communications

• Communications Manager

• Fundraising Director 

• Director of External Relations 

• Director of Income Generation 

• Head of Individual Giving 

• Director of Fundraising and Comms 

• Director of HR 

• Chief Financial Officer 

• Director of Finance 

This is only a small sample of the types of not-for-profit management roles out there!

Since we were set up in 2016 our AAW People Unit has been the go-to for CEOs and Boards wanting great Directors and senior professionals seeking that special, new role. Over recent years we’ve also become the agency of choice for interims, and we now have an additional service option to help you recruit Senior Managers and Heads of functions.

Demand and Projected Growth

The voluntary sector has a workforce which is almost a million strong and has grown by more than a quarter (27%) in the past decade. This growth has brought increasing demand for skilled recruits over this time period, particularly in administrative and leadership roles. 

Not only has the growth of the sector led to an increasing number of voluntary organisations seeking workers, but increasing turnover in staff members has also led to organisations recruiting more roles. The pandemic in particular brought real change to the sector and we saw a significant number of experienced professionals leaving the sector, particularly among charities that were temporarily closed or not operational. 

In recent years this trend has further been exacerbated by charities struggling to raise salaries in line with inflation, and this, coupled with the UK’s cost of living crisis, has led to employees seeking better paid work in the private sector. 

How Can a Senior Manager Help Your Not-for-Profit?

Now that you understand more about not-for-profit management roles, you may be wondering how one of these leadership professionals can help your organisation thrive.

The exact responsibilities of a senior leader at a charity will depend on their unique position. However, some of the top management responsibilities these professionals have are:

• Seeking financing

• Overseeing projects

• Managing staff

• Coordinating volunteers

• Supervising branch charities

• Shaping the organisation's overall strategy

Hiring a not-for-profit manager can streamline your organisation’s operations. But how do you find one of these professionals when the market for charity workers is so competitive? That's where AAW Group can help.

What Kind of Experience Are You Looking for?

Many senior leaders in the not-for-profit sector will work their way up through organisations that they are passionate about, but some may cut their teeth on jobs outside the sector before making a move into the sector later in their career. 

Most not-for-profit manager applicants will have at least five years of relevant experience, and alongside this, it’s likely that they will also have at least one to three years of management experience working for private or non-for-profit companies.

How Can AAW Help You?

AAW Group is the UK's premier charity recruitment and fundraising consultancy. Unlike other recruiting firms, we don't work with entry-level applicants. Instead, we specialise in staffing for senior-level roles.

Here are the three recruiting services we offer charities like yours.

Executive Search

Are you looking for a not-for-profit CEO or professional for a director-level or trustee role? If so, AAW has you covered with our executive search service. We can help you locate and interview the top talent the UK has to offer.

Applicant Shortlisting

Some not-for-profits want to handle the majority of the hiring process themselves. But if you need assistance coming up with a list of prospective candidates, AAW's shortlisting service is for you.

Interim Management

AAW is here for you if you need to hire a leader for your organisation fast. In only 48 hours, we can come up with a list of candidates. Then, we will help you with contracting to get the talent you need faster than ever before.

Are you looking to fill not-for-profit management jobs in the UK? AAW Group is ready to assist. Learn more about our charity recruitment services and find the right fit for your organisation's needs.

Setting and Achieving Your Fundraising Goals.

At the heart of any successful charity lies a solid foundation of clearly defined fundraising goals. These targets generally exist as a framework enabling the organisation to grow income, and have a greater impact. These aren't just numbers on a chart; they are the key targets that allow these organisations to serve, help, and change the world.

Let's dive into the world of not-for-profit fundraising and uncover the secrets to achieving those vital fundraising goals that can set your mission in motion.

Setting Clear Fundraising Goals

Having a clear fundraising goal isn't just about reaching a financial target. It's about giving your team motivation, direction, and a sense of purpose. A well-defined goal can serve as the North Star, guiding your organisation towards its mission.

Start by assessing past performances. Dive deep into your previous fundraising campaigns. Reflect on what strategies worked and where there were gaps. Understanding your history is the first step towards crafting a brighter future.

Next, pinpoint exactly what your needs are. How much funding will your projects require? Have you accounted for salaries, operational costs, and unexpected expenses?

And remember, specificity is key. Instead of setting a vague goal like "We need more funds," aim for something concrete, such as "We aim to raise £50,000 for a specific programme or function by December." This clarity can really help your team rally behind a cause. 

Knowing Your Donors: More than Just Names

Donors are not just sources of funds; they are individuals or entities with beliefs, passions, and reasons for giving. When you begin to see donors as partners in your mission rather than just benefactors, it changes the game. Engaging with them becomes a two-way street.

To truly connect with your donors, it's crucial to delve into their motivations.

Why did they choose to support your cause? Is it a personal connection or a general passion for the cause? By grasping these motivations, you can communicate in ways that resonate and inspire continued support.

Moreover, it's essential to foster these relationships. Regular updates, stories of impact, and simple 'thank you' notes can make donors feel valued and connected. And when donors feel like they're genuinely part of the journey, they're more likely to stick around for the long haul.

Narrate a Story

At its core, every not-for-profit is driven by a mission. Be it saving endangered animals, educating children, or supporting local arts. Begin your campaign by sharing the 'why' behind your cause. This doesn't mean drowning donors in statistics (though a few compelling ones can help), instead, tell the tale of a single individual or community your not-for-profit has impacted. Personal stories resonate deeply and can motivate donors to be part of the narrative.

Emphasise Impact

Donors want to know that their contributions make a difference. Be transparent about where funds will go and how they will be used. For instance, instead of saying "your donation helps us," you might say "your £50 will provide school supplies for a child for an entire year."

Lastly, always have a clear call-to-action. Whether it's donating, sharing your campaign, or attending an event, guide your audience on the next steps they can take to support the cause.

Top Fundraising Strategies for Success

In the diverse landscape of not-for-profit fundraising, there isn't a one-size-fits-all solution. Just like a toolkit has a variety of tools for different tasks, your fundraising approach should be multifaceted.

Here are some proven strategies that can propel you closer to your fundraising goals:

Events That Engage

From local community garage sales to glamorous galas, events offer a platform not just to raise funds but also to deepen relationships with your supporters.

They provide an opportunity for donors to engage with your mission firsthand, be it through:

• Interactive sessions

• Testimonials

• Showcasing on-ground work

Harness the Power of Online Crowdfunding

In today's digital age, the internet has democratised fundraising. Platforms like GoFundMe, Kickstarter, and many others offer smaller organisations a stage to reach a global audience. By crafting a compelling campaign narrative and promoting it effectively, you can attract donations from all corners of the world.

Forge Partnerships

Collaborating with businesses or other organisations can amplify your fundraising reach. These partnerships can range from a local café donating a percentage of their profits for a month, to a corporation matching the donations their employees make to your cause.

Promote Regular Giving Programs

Consistent support through a regular giving programme can be a game-changer for organisations. Not only does this provide a steady stream of predictable funds, but it also helps donors feel continuously engaged with the cause they're supporting.

Feedback and Gratitude

Recognise and appreciate every contribution, no matter how small. Additionally, share success stories and updates, showcasing the tangible impact of their donations.

Unlocking the Future: Achieving Your Fundraising Goals

While setting fundraising goals might feel ambitious, with the right strategies, unwavering dedication, and a deep understanding of your donors, these goals are well within reach.

If you’re ready to achieve a step change in performance then partnering with AAW Group can provide you with a full cycle of strategic support, from insight to implementation. 

Covering fundraising, communications and digital strategy, as well as philanthropy feasibility and new market entry studies, we have brought our strategic approach to consulting projects with non-profits of all sizes, across multiple sectors, in over 50 countries. Together, we can turn your goals into remarkable realities. Reach out now and let's craft a brighter future!

New and Shiny Fundraising

2nd October by Tobin Aldrich

For as long as I've been in fundraising, charities have been looking for the next big thing that will transform their income generation fortunes. If anything, this seems to have got more and more attention over the years. Today, no self-respecting fundraising strategy is missing a major section on innovation and the majority of the bigger and many medium sized charities have innovation teams or departments all industriously searching for new products, services or approaches that will transform their performance.

One of the dangers of having done anything for a long time is that you get increasingly jaded and think you have seen everything before. Astonishingly, fundraising has changed quite a bit since I wrote my first appeal letter and there have been significant changes in approaches and technologies that have driven this change. Where would we be without face-to-face fundraising or digital acquisition for example?

But (and this is a big but), there have been a long list of things that have been tried and really haven't worked. Of course just because a particular cause unsuccessfully tried some approach in a specific channel many years ago doesn't mean that it will never work for anyone else but we do need at least to know what happened before and learn from it. What is an issue of execution or channel maturity perhaps and what is a more fundamental problem in the psychology of the approach.

The heavy investment by charities in innovation approaches in recent years does not seem to have actually produced all that much in terms of really new approaches that are making a significant different in the market. The approaches that have done are not really new at all. Face-to-face and digital have been around for over two decades now.  It’s hard to think of many really new approaches in the last two decades that have had been really significant in income terms.  There’s certainly technologies that have attracted lots of attention such as blockchain/crypto, NFTs, not to mention AI but little evidence any of this is revolutionising fundraising just now.

Of the initiatives that have come out of the big charity innovation teams that have gone into the market these seem to be mostly either pretty tactical, deployments of existing approaches in different channels or with creative spins, or seem to be things that are actually more in the field of social enterprise (stuff you can sell) than fundraising. There are enormous opportunities here of course but there’s a strong argument that charities are the wrong vehicle to deliver for profit activities. Unless there’s a particular reason why a charity has a competitive edge selling products (for example a charity shop which gets its stock donated), why wouldn’t a social entrepreneur use the flexibility of the market to raise capital for an idea and then if it works, donate the money they make? I can’t think of any big charity trustee board I have experienced that would be the right governance structure for a risky, entrepreneurial social business.

This isn’t an argument that charities should neglect innovation but it needs to be put in to context. The fundamentals of fundraising haven’t changed during my career and these had existed a long time before that.  The core of having a really strong and compelling case for support that is relevant for your audiences and being able to demonstrate the impact you are making remains unaltered. There’s no shortcut that allows you to avoid having that and no shiny new product will compensate for its absence. If you want to improve your fundraising, always, always sort out your core offer first.

The bar for a really new fundraising approach that no one has tried anywhere is a really high one. It is much more likely that successful innovation for your charity can be achieved by taking an approach that has worked somewhere else that is new for your audience.

Our top tips for innovating successfully in your fundraising programme are:

• Get the basics right first. Make sure you have really landed your case for support and core donor offer.

• Develop an innovation framework. The bulk of your investment should usually be in optimisation of your core programme. Only once you have maximised this should you be looking at introducing activities that are entirely new.

• Look at what others are doing. In particular look at outside your immediate sector at related areas. There’s much that mainstream charities can learn from Higher Education for instance and vice versa. Look for successful ideas that are readily transferable.

• Test cost-effectively. Take an MVP approach that allows you to take an idea to market as quickly and cheaply as you can.

• But test rigorously.  Ensure that tests are developed that are meaningful, results are measured consistently and learnings are captured.

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.

Finding a Charity CEO from Charity Recruiters

The cost of a bad hire is estimated to be at least 30% of the employee's salary.

Even as recruiters sift through countless stacks of CVs looking for the perfect hire, recruiting quality candidates is never easy. And charity recruitment isn't just about filling a vacancy; it's about finding a person who shares your organisation’s mission and values. 

It's not the sort of decision you can afford to get wrong.

Read on to learn what makes great leadership in charity, and how to find quality charity CEOs - straight from the mouth of charity recruiters.

The Charity CEO: Not Just Another Executive

Leadership in charity is a complex affair.

While it's common in for-profit companies for CEOs to take home hundreds of times the salary of regular employees, the thinking isn't the same with a charity. How charities spend their money is looked at with a far more critical eye than private companies - whether it's the public, the donors, or the politicians doing the scrutinising.

Yet there lies the problem: Attracting top talent demands top pay.

The charity CEO is no figurehead; they're the driving force behind its mission. The CEO sets the tone for the entire organisation, influencing everything from its culture to its strategy.

They must make crucial decisions that can make or break a charity.

In short: It's a role that blends passion with pragmatism and purpose. The CEO of a charity is a strategist, a relationship builder and a visionary, all in one.

As a strategist, the CEO shapes the charity's strategic direction. They charter a course through the changing landscapes of their sectors. They're the ones who steer the charity toward its desired goals.

As a relationship builder, the CEO cultivates fruitful relationships and networks with stakeholders, governing bodies, and politicians.

As a visionary, the CEO inspires and motivates the team, fostering a culture of passion and dedication, and ensuring that everyone is committed to the cause.

Defining the Perfect CEO Profile

What sets the perfect CEO of a charity apart from any "other" leadership role?

There's no simple answer to that question. Every charity has a different mission and culture, and the ideal CEO will vary from charity to charity.

But there are a handful of traits that are universally desirable: passion, strategic thinking, and communication. These three traits should be underpinned by a strong track record of leadership.

Why passion?

Passion will motivate them to make a real impact. This is what will drive them to face challenges head-on.

The CEO must be a strategic thinker because they need to be able to see the bigger picture. Charities often advocate for the underprivileged and for minorities without a voice. They may also find themselves in opposition to the status quo, governing bodies, or public opinion. So, the CEO must stay adaptable, able to pivot - and find new ways to achieve the charity's goals.

The CEO must be a strong communicator to articulate the charity's mission and vision and help them rally support. They must also be good listeners, able to understand the needs and perspectives of different stakeholders - which will often be at odds. 

Finally, the CEO must have a track record of leadership. They must have proven their ability to lead a team, manage resources, and deliver results.

Finding the Right CEO

The first rule of hiring top talent is that it doesn't happen overnight. A great CEO will have a significant impact - and so will a bad one (in all the wrong ways).

How do you proceed? Here's a breakdown:

• Start with a clear understanding of your needs

• Explore every avenue

• Network as much as possible

• Work with recruiters

• Look beyond the resume

• Take as much time as you need

Above and beyond the core traits we outlined above, you will need to define the key competencies of your ideal CEO - will they need to speak multiple languages? Will they require first-hand experience of another culture?

To cast the widest net, you should network, network, network. This includes reaching out to potential candidates who aren't actively job-seeking.

And as we'll discuss below, this is where charity recruiters come in.

Finally, never forget that it will take time to attract the perfect candidate for the role - but it's worth the investment.

How Charity Recruiters Navigate the Candidate Search

Finding a CEO who fits the profile to the letter isn't easy, but this is where recruiters can be helpful. 

As recruitment experts, charity recruiters know the sector well. They know what's demanded of charity leaders and they know how to find the right people.

Crucially, their wide-ranging networks give them access to candidates who aren't actively job hunting - because the best candidates are already working for the competition.

That's where the work truly starts: Finding ways to bring top talent over to your side. The job description and requirements are a mere roadmap that guides the process.

The final test is the interview - because in a charity, culture is everything.

The interview is about more than past experiences - instead, it's an opportunity to delve deep and discover where the candidate's values lie.

The Path To Excellent Leadership

Charity recruiters play an invaluable role in the process of filling executive roles in the not-for-profit sector. They bring expertise and objectivity - and a wide network of potential candidates.

And with the right CEO at the helm, your not-for-profit will make a meaningful impact.

The AAW Group is a global fundraising and recruitment practice that specialises in not-for-profits. Book a consultation here.

Understanding What a Director of Engagement Does?

According to the Gallup State of the Global Workplace 2021, an incredible 85% of employees worldwide are not engaged or are actively disengaged in their job. If the vast majority of a charity's workforce feels detached, how effective can the organisation truly be? And if the charity’s workforce is disengaged how does this reflect on external stakeholders levels of attachment? 

The role of a Director of Engagement becomes pivotal in such scenarios.

The real question then is, what exactly does a Director of Engagement do, and how can they transform an organisation's dynamics? Dive in to discover the answer.

Understanding the Role of a Director of Engagement

A Director of Engagement plays a crucial part in any charity or non-profit. Their primary task is to boost the involvement and commitment of everyone connected to the organisation. This includes employees, volunteers, donors, and even the broader community.

Firstly, they ensure that employees feel a strong connection to the mission. They design strategies to boost morale, inspire teams, and make sure everyone feels valued.

When employees believe in what they're doing, they work harder. They become ambassadors for the cause, spreading its message even outside the workplace.

Secondly, this role will often oversee outreach. They foster relationships with donors, partners, and supporters. It's not just about thanking them for their support. It's about keeping them informed and involved. A Director of Engagement ensures that these vital stakeholders feel they're part of the journey.

Lastly, they also act as a bridge between the organisation and its community. They listen to feedback, engage in meaningful dialogues, and adapt strategies based on what they learn.

How a Director of Engagement Differs from Other Engagement Roles

Now, it might be tempting to think that a Director of Engagement is similar to other roles like a Director of Community or a Community Engagement Manager. But there are key differences.

A Director of Community primarily focuses on building and nurturing a specific community around the charity or non-profit. This might include local residents, online followers, or even specific groups like youth or the elderly. Their work revolves around creating spaces for these groups to interact, share ideas, and support the charity's mission.

A Community Engagement Manager or Community Engagement Director, on the other hand, focuses more on the strategies to involve the community in the charity's activities. They might organise events, run workshops, or even develop online campaigns. Their main goal is to ensure the community feels part of the cause, and their work often overlaps with fundraising and awareness campaigns.

However, a Director of Engagement takes a broader view. While they may well oversee community engagement, they're also in charge of internal engagement. They ensure that all parts of the organisation, from employees to volunteers, are working in harmony.

A Director of Engagement also manages relationships with external stakeholders like donors and partners. It's a role that weaves together many threads to ensure the entire tapestry of an organisation is vibrant and cohesive.

While each of these roles is vital in its own right, it's the Director of Engagement that ensures all the pieces fit together. They make sure that everyone, from the office worker to the casual donor, feels connected and committed to the mission. It's a challenging role, but one that's essential for the success of any charity or non-profit.

The Connection Between Fundraising and Engagement

Fundraising is vital for charities. It's the lifeblood that keeps missions alive and makes change possible. But to think of fundraising as just asking for money is missing the point.

At its core, fundraising is about engagement.

When people donate, they're not just giving money. They're showing they believe in a cause. They're saying they trust an organisation to make a difference.

That trust doesn't come easy. It comes from genuine engagement.

A Director of Engagement understands this link. They know that to increase fundraising engagement, they must first increase overall engagement.

When donors feel connected, when they see the real-world impact of their support, they give more. They also become more likely to be long-term supporters. It's not just about one-time gifts but building lasting relationships.

Engagement goes beyond donations. It's also about how a charity communicates with its donors. Are donors just numbers, or are they partners?

When donors feel valued and informed, they're more likely to increase their donation engagement.

Why Charities and Non-Profits Need a Director of Engagement Now More Than Ever

Times change. The way people interact with causes and organisations isn't the same as it was a decade ago. Today, people want more than just to give.

They want to be part of something. They want to see where their support goes and how it helps. They want transparency, trust, and a sense of purpose.

This shift isn't just a trend. It's a deep change in how society views philanthropy and support. And it's why the role of a Director of Engagement is more critical now than ever.

Engagement isn't just a feel-good term. It's a tangible, measurable factor in an organisation's success.

A Director of Engagement ensures that all stakeholders, from staff to donors, feel that connection. They make sure everyone knows they're part of a larger mission.

When staff are engaged, they work with passion. When donors are engaged, they become advocates. When the community is engaged, it rallies behind a cause.

Engagement amplifies impact. It turns isolated efforts into a unified force for good.

But why now? Because the world is more connected than ever. Information is everywhere.

People can see the good, the bad, and everything in between. They can compare charities, see ratings, and hear testimonials. In such an environment, it's easy for a charity to get lost in the noise.

A Director of Engagement ensures that doesn't happen. They foster a culture of genuine connection. They create a space where people don't just support a cause - they live it.

In today's complex landscape, that level of dedication and unity is not just desirable. It's essential.

Unlocking True Potential: The Power of Engagement

In a world where engagement is more than just a buzzword, having the right leaders in place is essential. As we've explored, a Director of Engagement plays a pivotal role in not only uplifting employee morale but also bridging gaps between an organisation and its community. At the AAW Group, we understand the nuanced responsibilities of this role and are adept at identifying talent that can drive meaningful change.

For charities and non-profits that truly want to make a difference, investing in the right leadership is a game-changer. Contact us if you're keen to unearth the potential within your organisation.

Benchmarking Smenchmarking

29th August by Deniz Hassan

Lately I've been awash with data from organisations big and small - all of whom want to know how they're doing. Inevitably the conversation of benchmarking comes up, especially around the time when we see the results of one of the larger digital studies released. 

As a sector we've got loads to compare ourselves to - from the IFL's Indigo study which focuses on 'Global Individual Giving', to the M+R Digital Benchmarks and the grandiosely entitled Wood for Tree 'State of the Sector' (not to be confused with the very similarly named Blackbaud 'Status of UK Fundraising') ...and we mustn't forget the countless internal benchmarks which organisations pay lots of money to conduct. 

But it's a conversation (and often a budget line) that I really try to steer people gently away from relying upon - whether it's digital benchmarking or fundraising benchmarking in general - and I'll explain why. 

How useful are they?

They're a bit useful but not massively so. In none of the benchmark studies we've got is there any sort of context attached. It's just numbers with subjective meaning…and in my slightly humble opinion, subjective meaning means no meaning. If you see what I mean.

Let me give you an example of one of the more simple things people like to benchmark against - email click through rate. Many a conversation about email strategy starts with "what's a good click through rate?" and "the benchmarks shows that xx% is good".

This is not a great start to the conversation as it immediately assumes that all organisations are the same. For instance in one large study, within the international aid section, you have the British Red Cross participating alongside Women for Women International UK. Is there really a useful comparison to be made between your data and a merged dataset of including such diverse organisations?

And perhaps my organisation is really focussed on creating a large pool of low value donors (with a high conversion rate) vs another which is concentrated on higher value? If I don't know the separate strategies of all the participants then something like 'average cash gift' is not helpful to compare against.

The wrong metrics

Studies often use quite baffling metrics that we would never use when creating our own strategies. For example, how many strategies have a KPI for "Investment in digital advertising divided by total online revenue" (ignoring the subjectivity of 'total online revenue')?

My favourite red herring is the 'cost per donation'. It's meaningless and only exists because (as I'll go into later) many participants can't actually measure their activity well enough to understand the differences between the investment and returns across acquisition and retention. Again, is there anything meaningful in comparing my cost per donation as, say, a small membership organisation in a moment of growth vs a mature organisation with a much higher base of existing donors? CPD is not the same as CPA.

Similarly the return on ad spend (ROAS) is to be taken with large fistfuls of salt. Having seen multiple submissions, I can tell you that the word 'return' can mean a plethora of things. Is it the immediate return at point of acquisition? Is it a long term modelled return? How have participants attributed spend and income across the channels? What assumptions does it take vs the amount of real data in there? So many variables across so many organisations means it's not going to be reliable to compare against.

Data quality

One of the biggest issues facing our sector is data quality and measurement - this affects organisations big and small. I've had the privilege of working with a number of top 20 charities this year and they all have measurement issues. For example, one internal benchmarking study had a number of different definitions for how income was measured. That really should be a simple one so you get my point.

Similarly phrases such as 'Not all participants were able to provide data for every metric' does not fill me with confidence or joy. It might be roughly translated as 'we asked a bunch of organisations some questions and we might have got some answers which may or may not be useful or accurate. But here's some graphs'.

The best benchmarking study - WHICH I LOVED (yes, I can be upbeat you see) - that I've seen, collected data consistently across all markets and all channels with no variance and stored it in one data warehouse running a consistent data model. ROAS is the same for every market and channel. As is CPA. As is the attribution. Super.

In many studies, participants are invited to submit their own data which is a huge problem. Take the example of attribution - one organisation may use last click attribution to fill out the form and another might use campaign level income allocation as determined by their custom CRM rules. It's the old apples and pears adage. Take paid search - this will always show a better return on last click attribution than Meta.

Using tools such as Google Analytics can also pose problems. In GA4, for example, you can set your own custom attribution settings. And that's before you even consider that GA will always favour (by Google's own admission) Google channels. So income from one organisation might be attributed to email for one organisation and paid channels for another.

The other big assumption these studies make is that people are skilled in extracting, transforming and cleaning their data. It's a big old job and different people will put different levels of rigour into it…it's just another variable. Self submission without any consistent rules or auditing isn’t a reliable way of collecting data. And even if there were consistent rules, it would be impossible for most participants to follow them.

So what's the future?

I do think benchmarking can work though. But I think the sector needs to mature significantly around data. Data literacy is still much lower than it should be considering the amounts of money some organisations are investing in paid media channels. We're still getting our heads around what attribution really means and we still see huge differences in things like our fundraising systems vs management accounts. This is what we need to work on.

But for the time being I think a lot of it is simply navel gazing. My CTR's biggest than your CTR and all that…

Recognising the Benefits of Strategic Consultancy for Philanthropic Organisations

As we continue to explore the top trends in charity recruitment, we hope you enjoy these pieces of wisdom from our search team! Do get in touch if you’d like to find out more.

Every year around 5,000 new philanthropic organisations are created in the UK, unfortunately, around the same number close as well. This keeps the number of not-for-profit organisations static.

However, there are organisations that have seen impressive growth in recent years - what do these organisations generally have in common? It’s a successfully executed strategy. Creating and executing a strategy can be challenging without expert guidance, which is where strategic consultancy services come into play. 

There are countless benefits of strategic consultancy for non-profits, including support as you navigate complex challenges, maximise your resources, and optimise your impact. 

Keep reading and explore the key advantages of these services and how they can help your philanthropic organisation. 

Unbiased Perspective

No matter how professional, knowledgeable, and qualified you are, it's very hard to be unbiased when you work within an organisation. It can be very challenging to approach an issue or create a strategic plan without a personal agenda in mind. You may not even realise that your judgement is clouded.

By consulting with experts outside of your organisation, you bring in unbiased opinions. External consultants will have different perspectives and points of view on your organisation.

They will not be affected by internal politics and will be able to give you completely unbiased and constructive advice. They will only be looking at the performance metrics and effectiveness of each department and the overall organisational strategy. 

Expertise and Insight 

Another great benefit of strategic consultancy services is the knowledge and expertise that they bring. A team of experts will have experience working with diverse organisations. The information that they share with you will allow you to improve your plans and business strategies by utilising their learnings from other organisations. 

Consultants should also have insight about current and evolving trends and be able to suggest innovative approaches that will help increase your impact. You'll be able to broaden your perspective and be able to make informed decisions about your organisation moving forward.

Goal Alignment

Whilst you and the other leaders in the organisation may know what you want to accomplish, creating a plan that aligns with your goals can be very challenging.

Strategic consultants will help you make a plan that allows you to reach your objectives and brings your vision to life in the quickest and most effective way.

Through goal alignment, you'll be able to identify gaps in your plan and mitigate potential issues. You'll learn how to prioritise tasks and streamline your efforts, so that you can increase the effectiveness of your organisation. 

Performance Measurement and Evaluation

Non-profit organisations must frequently review their effectiveness to ensure they're spending donors money in the most efficient way possible and making the most impact. The good news is consultancy services will help you with performance measurement too. 

Consultants will generally work with key performance indicators (KPIs) that will track your organisation's progress and outcomes. They will also be able to identify relevant metrics that will also prove to be useful when it comes to gathering information. 

Their objective analysis and data interpretation will help you identify areas that you and your team can improve on. This will also enable you to make data-driven decisions which will improve your efforts and methods. 

Resource Optimisation 

Is your organisation struggling with limited resources? Well, you aren't the only one. Many non-profit organisations have the same issue. 

Knowing how to allocate the resources you have will increase the impact you can make. However, you may not know the best ways to optimise them. 

This is where a team of consultants can be helpful. They will analyse your financials and operations. Doing this will show them potential inefficiencies without your organisation. 

This information can then be used to streamline processes, enhance effectiveness, reduce costs, and increase scalability and sustainability. 

Partnerships and Collaboration

The charity sector may not seem big, but it's a large and extensive network. There are many connections to be made, which you can't do alone. 

Even your organisation as a whole may not have the partnerships and alliances that a team of consultants will have. 

The partnerships and collaborations that come from working with strategic consultants could prove to be valuable in the future through shared expertise, connections or even new resources. 

Time Saver

Whether you're the CEO, HR Director, or Fundraising Director, you have a lot on your plate. You have a lot of responsibility and you can't do everything alone. 

A great benefit of investing in strategic consultancy is saving time. Strategic planning is a huge task that can detract from the day to day running that's required, so outsourcing it will save you a great deal of time.  

The team will be able to take over tasks that you don't have the resources to complete yourself. They will know exactly what to look for and how to make an effective plan and get it implemented quickly. 

AAW's Strategic Consultancy 

So now you understand the benefits of working with strategic consultants, why not consider working with the AAW Group? Our consultancy services offer insight and strategic consulting support that will help you achieve a step change in performance. 

Covering fundraising, communications and digital strategy, as well as philanthropy feasibility and new market entry studies, we have brought our strategic approach to consulting projects with non-profits of all sizes, across multiple sectors, in over 50 countries.

Learn more about our services here and get in touch with us to find out more. 

Discovering the Importance of Diversity in Leadership Roles

As we continue to explore the top trends in charity recruitment, we hope you enjoy these pieces of wisdom from our search team! Do get in touch if you’d like to find out more.

Did you know that England has more than 19 different nationalities represented in the population? With such a diverse population, understanding the benefits of diversity in your leadership roles is critical. How can you ensure your non-profit leaders are championing diversity and that you are doing all you can to build a diverse team? 

Read on to learn about the benefits of diversity in leadership for your non-profit organisation. 

Benefits of Diversity in Leadership

Equality, Diversity and Inclusion (EDI) is used to describe three values that many organisations today strive to embody to help meet the needs of people from all walks of life. These three factors are paramount in ensuring that diversity is a part of your operation.

But what does diversity consist of? Many people believe that diversity lies in the nationality and ethnicity of a team. While this is one factor, there are many other things to consider.

When considering the diversity of your leadership team, think about:

• Culture

• Gender

• Education levels

• Disability status

• Socioeconomic background

• Cognition

• Sexual orientation

• Age

These qualities will give a full look at the diversity of your team. Diversity starts at the top, so remember to consider the profile of your board as well as your senior leadership team to ensure that everyone feels welcome at your organisation. 

Here are the three primary benefits of diversity in your leadership team and board. 

1. Better Employee Relationships

One of the greatest benefits of diversity amongst your leadership team is an improvement in your employee relationships. Employees are more likely to feel valued and represented if their demographic is part of the leadership team and this can lead to better employee retention. 

Employees will also feel that concerns related to their demographic are more likely to be addressed. In most cases, this is more than appearance. A diverse leader is more likely to address issues without needing pressure from employees to do so.

For example, a leader with mobility disabilities will notice issues in the workplace that affect mobility. They can relate to employees that deal with similar problems. As a result, these issues are often fixed much quicker than in a workplace with a leader that doesn't fully understand them.

2. Greater Skillsets

Another stellar benefit of diversity in leadership is a wider range of skill sets. Some skills are cultural or are emphasised more in one demographic than another.

One strong example is diversity in age groups. Your non-profit may benefit from a young leader because they can sometimes have stronger knowledge of technology and social media. However, older leaders may well bring a depth of experience that can really benefit the organisation, so a range of age groups is preferable. 

Think of the different skill sets that some demographics will have. Bring these diverse leaders in to improve your team. 

3. Improved Organisational Profile 

A third reason for having diversity among your non-profit leadership team is that a more diverse team will appeal to the public more than one that lacks representation. In the charity sector, factors like the diversity of your board and senior leadership teams can influence how likely donors are to engage with your organisation. 

Ways to Focus On Diversity

Now that we understand diversity more, how can you focus on the metric? Diversity doesn't happen by accident, and you'll need a concentrated strategy to ensure diversity.

Here are some of the many ways to encourage a more diverse workplace.

Hiring Process

Diversity starts in the hiring process. One of the best ways to encourage diversity is to seek it out while hiring.

That isn't to say that you should discard excellent leaders for not filling a diversity quota. However, you should pick your leaders carefully so that you aren't filling the board or your leadership team with leaders that are all of the same demographic.

Search for a range of ages, sexualities, genders, nationalities, and more. By doing so, you'll find countless fantastic candidates that fulfil your team's needs and help your non-profit to grow. 

Encourage Employee Feedback

Encouraging feedback from your employees is a good way to ensure diversity. By doing so, you can see where you're succeeding as well as where your diversity protocols are failing.

Having employees speak to you about their experiences will allow you to see what sections of diversity you're overlooking. They may warn you about a lack of representation, a board being tilted toward a certain demographic or more.

Diversity for All

When we think of diversity, we sometimes make the mistake of focusing on one demographic. Hiring a single LGBTQ+ leader or a manager of a different nationality is not the end of your efforts.

Do your best to encourage diversity for all walks of life, cultures, sexualities, and more. In doing so, you help your team flourish and make your non-profit a place where everyone is welcome.

Promoting Diversity in Leadership Roles

Ensuring that your leadership roles and board positions are filled with a diverse range of individuals will help your organisation to succeed by bringing a range of skill-sets, experience and backgrounds. There's also evidence from the corporate world that the most diverse companies are more likely to be more profitable than less diverse peers. 

So, do you need to think about your recruiting and broaden the diversity of your organisation? If so, why not get in touch with our recruitment team to see how we can help you.  

Understanding Why Cultural Fit Is So Important When Recruiting Top Level Talent

As we continue to explore the top trends in charity recruitment, we hope you enjoy these pieces of wisdom from our search team! Do get in touch if you’d like to find out more.

35% of workers surveyed said that they would pass on the perfect job if they felt the company culture wasn't a good fit.

However, when thinking about recruitment within the not-for-profit sector, cultural fit is often overlooked. It's a crucial yet complex component of talent recruitment that weaves itself into the very fabric of an organisation. It affects every facet, from productivity and innovation to retention and overall morale.

Does your recruitment strategy adequately account for cultural fit? Hold on to that question as we explore why cultural fit is so pivotal in recruitment and how you can leverage it to your advantage.

Understanding Cultural Fit

When it comes to finding the right candidate for an executive role, one thing stands out: cultural fit. But what is it exactly?

Think about a puzzle - every piece is unique, but they all fit together to make one picture. Cultural fit is the same. It means a person's values, behaviour, and attitudes are in line with the way the organisation works.

It's not about everyone being the same. Rather, cultural fit is when each worker adds to the shared values and vision of the company. Just like a puzzle, every piece is different, yet together, they form a complete image.

Cultural Fit and Organisational Culture

Cultural fit and the culture within a not-for-profit go hand in hand. The culture is the heartbeat of the company. It affects how people work, their interactions, and how the organisation presents to the world. 

The Harvard Business Review reported that when staff feel they fit the company's culture, they are happier and go above and beyond. This fact shows the importance of cultural fit when recruiting. 

The Importance of Cultural Fit in Recruitment

Understanding what cultural fit is and how it links to an organisation's culture helps us to understand its role in recruitment.

First, when you hire people who align with your company's culture, your team will work better together. This is because shared values and understanding can lead to less conflict and more cooperation.

As a result, teams perform better. This makes cultural fit a top concern for senior leaders and staff involved in recruitment.

Second, cultural fit can help keep staff in the organisation. A recent study found that poor cultural fit can lead to half the staff leaving in the first 18 months.

However, staff who feel comfortable with the company's culture tend to stay longer. This reduces staff turnover and the costs linked to it.

Lastly, cultural fit can boost employee engagement. Engaged employees are more productive and dedicated and this creates a positive ripple effect across the company.

By recognising the power of cultural fit, not-for-profit organisations can strengthen their recruitment strategy. This leads to better team cohesion and results. 

The Challenges of Assessing Cultural Fit

While it's clear that cultural fit plays a crucial role in the recruitment strategy, accurately assessing it during the recruitment process isn't always easy. It goes beyond reviewing a candidate's qualifications and experience. You need to delve into their attitudes, values, and behavioural patterns.

The first hurdle lies in defining your organisation's culture. It's about more than just words on a page. It's about how those values and principles translate into everyday actions and behaviours.

Getting a clear and authentic grasp of your own culture is the first step toward evaluating how well a candidate aligns with it.

Another challenge is the risk of unconscious bias. There's a fine line between selecting candidates who match your organisational culture and those who merely reflect familiar backgrounds or interests. Such biases can compromise workforce diversity.

It's crucial, therefore, to provide thorough bias training for your recruitment team. You should also put in place objective measures for assessing cultural fit.

How AAW Group Incorporates Cultural Fit into Recruitment

Addressing these challenges requires a special blend of expertise and insight. That's where the AAW Group comes into play. With our wealth of experience in executive role recruitment for non-profits, we have honed our ability to evaluate cultural fit.

We recognise that cultural fit is not a one-size-fits-all concept. It's a unique blend of elements that varies from one organisation to another. We therefore take the time to understand each organisation's unique culture and ensure we can identify candidates who will thrive within it.

Our recruiting services extend beyond mere skill matching. We delve deeper, assessing each candidate's values, beliefs, and behaviours. This holistic approach allows us to provide you with candidates who match not only the skill requirements of the role but also the cultural needs of your organisation.

In this way, we ensure that the talent we bring to you isn't just top-level, but also the right fit for your unique culture.

The Future of Cultural Fit in Recruitment

As we move forward, cultural fit promises to become even more significant in the recruitment process. In an era where change is constant and the job market highly competitive, retaining top talent is more important than ever. Organisations that place a high priority on cultural fit in their recruitment strategies will be best placed to attract, engage, and retain the high-calibre senior leaders they need to succeed.

As workplaces become more diverse and inclusive, the concept of cultural fit is evolving. It's less about assimilation and more about creating a culture that embraces diversity and inclusion. One where everyone feels valued and included.

Assessing cultural fit in recruitment will therefore involve ensuring candidates are not only comfortable with the existing culture but also able to contribute to and enhance that culture. In this evolving landscape, the AAW Group remains committed to helping organisations navigate the complex process of recruitment and ensure cultural fit remains at the heart of our approach.

Secure Success with the Right Cultural Fit

In a world where talent is abundant, ensuring the right cultural fit can set your organisation apart. It's not merely about finding the right skills but aligning shared values, goals and practices to forge a productive and harmonious environment.

With expertise in recruiting services for not-for-profits, the AAW Group offers you the invaluable advantage of securing not just top talent but talent that truly fits. We invite you to reach out to us today and take the next crucial step in your recruitment strategy.

How to Recruit Senior Managers to Your Organisation

As we continue to explore the top trends in charity recruitment, we hope you enjoy these pieces of wisdom from our search team! Do get in touch if you’d like to find out more.

As of March 2022, more than 170,000 charities were operating in England and Wales.

As you’ll know, a lot goes into running a not-for-profit organisation. Ultimately, an organisation will only achieve its goals if its employees have the skills, experience, and drive needed and this is particularly the case for senior managers. 

Finding the right talent can be difficult, especially when it comes to management positions. In this guide, we'll go over some key tips that can help you recruit the best senior managers for your organisation. Keep reading for more.

Know the Role Inside Out

When recruiting for any job, you need to know the role and responsibilities involved. This is even more important for senior positions.

Senior positions typically involve a more thorough recruitment process. You'll be looking at things more closely, so the more detail you know about the job, the easier it will be for you to specify ideal candidates.

You need to do this before you even create a job posting and start looking for candidates. You want to advertise the position effectively, and creating a precise and accurate job description will ensure that only people who are confident the role is right for them will apply.

If you fail to do this, you might get a lot of applicants who aren't suitable. This will only waste time. Some good candidates might also pass over the job if it's not clear what it involves.

Aim for Passive Candidates

In most cases, recruitment protocols involve looking for people who are actively searching for work. When looking at higher positions in organisations, however, there tend to be fewer people seeking new employment. This is because senior employees are often happy in the position they're already in, and because there are fewer of them!

Your recruiting strategies should vary depending on the level you're hiring for. If you're after someone for a senior manager role, you may well have more luck using passive recruiting.

One way you can do this is to look at similar roles within other organisations. A good strategy is to find experienced employees who could potentially be promoted to the role you have available.

When you find a potential candidate, you can approach them to find out if they'd be interested in a career move. Bear in mind that, while this is perfectly legal, some organisations look down on poaching employees, so you need to be discrete when doing this.

If someone is considering your offer, they'll want to think it over privately. Keep any communications private, ideally through their personal email rather than their current work email.

You should also look at the track record of candidates. If they have a proven history of success, they're likely to be a good choice. This can be especially beneficial if your organisation is currently facing challenges, as they may be able to provide a fresh perspective that can prove helpful.

Pay Attention to Culture

Culture is a huge part of any organisation and it needs to be monitored and worked on to ensure long-term success. When it comes to recruitment, it's also critical to consider your organisation's culture when looking at potential new hires. 

With more junior team members you typically want to hire people that align with your current culture. At more senior levels, however, you want to hire people that will guide and improve your company culture. The ideal candidate will fit the current culture well, but will also be able to introduce new values and show others what they mean.

Your charity consultants will also look to senior management for guidance in a range of ways. Having someone whose cultural values work well with your organisation will help guide the rest of your team.

Conversely, if you hire someone to a senior position and it turns out their values conflict with those of your organisation, it's likely to cause issues. They might stand in the way of you moving things in the direction you want to, and more junior employees could be influenced by them.

Think Long Term

Recruitment isn't always an easy process, especially for senior roles. It can take a long time, so you need to be patient. If you try to rush things, you might end up hiring someone who isn't suitable for the job.

Consider the long-term results of hiring someone. You might want a manager to start working quickly, but if they're not a good fit, things could fall apart after a while.

It's better to take the time to find someone that fits the role perfectly. This will give you the best chance of good long-term results, making it easier to ultimately meet your goals.

Consider Internal Promotion

This isn't something you should rely on, but it's always an option. You could already have suitable candidates at your company who are fit for a promotion. Not only can this make the recruitment process easier, but it's a great way to recognise team members who are performing well, and retain staff. 

You'll already be familiar with these employees, so you know if their personalities and values align with your organisation. You'll also know what their current role involves, and if that will translate well to the new position.

While this can be the perfect solution in some cases, you should still always also look externally. This way, you can evaluate the current marketplace and get a broader look at potential candidates, making it easier to find the best fit.

Finding the Right Senior Managers for Your Organisation

It may not be an easy task, but taking the time to find senior managers who fit in well with your organisation can be incredibly beneficial. Make sure you know exactly what you're looking for, and don't rush things. Consider all of the options available so you have the best chance of finding the ideal candidate.

AAW Group works with UK charities and not-for-profits to help them achieve their goals and get the results they're after. If your organisation needs assistance with consultancy or recruitment, our team can help. Take a look at our recruitment page to see how we can help you find the perfect senior managers for your organisation.