Increasing your recruitment success


With more jobs than there are those actively seeking to change roles, it’s a competitive market, so here are some top tips to help you attract the right candidates.

Raise the profile of your organisation – particularly if you are a small local charity. People want to know about you and what you stand for. It’s an important part of the sifting process for candidates, particularly in the charity sector. Consider a mini social media campaign targeted at job seekers. Consider interviews with volunteers and beneficiaries to explain why you are special. Invite team members to talk about what it’s like to work for your organisation and get ‘Buy-in’ from those looking to apply.

Benchmark your salary and remuneration package – This is still an important factor for candidates when assessing roles. Look at similar roles with similar responsibilities and make sure you are within the region of other jobs. If you can’t afford the salary, consider reducing the level of responsibility. You will not get a senior manager for support worker wages.

Temporary or permanent? – Remember that someone is unlikely to leave a permanent job for a temporary one unless it’s to develop new skills. How critical is it that you recruit an experienced candidate who will hit the ground running? If it is, explore opportunities to lengthen the contract or make it permanent.

Part-time or full time – Whilst certain roles such as admin or finance can sometimes be suited to a part-time contract, many are not. Establish whether or not this really is a part-time role and recognise that not offering full time or substantive hours could impact the quality of the applicants.

Be reasonable with the job description and person specification – Don’t ask for skills or qualifications just because you can. Yes, aim high but not unnecessarily so. Look at the duties you are asking them to do. Are they relevant to the role? If not, take them out. Duties should not take more than two sides of A4 AT THE MOST! Don’t use it to mop up anything that doesn’t fit into anyone else’s role.

Acknowledge receipt of their application – Putting a clause in which says, “If you don’t hear from us, assume you have not been selected” is massively disrespectful and says a lot about how you treat people. If someone has taken the time to apply, they deserve an acknowledgement. Saying “we are only a small organisation” doesn’t cut it.

Cast your net wide – Use social media to promote your vacancy. The wider the net the bigger the pool of candidates. You do not need to spend thousands of pounds advertising, but you do need to connect with the right people.

Need help advertising your role? Contact the team at Charity Job Finder

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