By Katherine Anderson-Scott, Executive Director at Charisma Charity Recruitment, and lead for the arts, heritage and culture portfolio.
<h3>Funding volatility is suppressing headcount and destabilising roles</h3>
In good news, it looks like visitor numbers are finally stabilising post-pandemic and even growing as visitors crave experience and memory making. But after more than decade of ever reducing local authority budgets, museum and heritage services are left exposed. Some councils have withdrawn core funding altogether, grant givers, trusts and foundations are refocusing impact with the success ratios getting tougher, and fundraising is pressured by the cost-of-living crisis. These complex factors are forcing reduced hours, seasonal openings, and restructures. In 2024&ndash;25, more than 16 UK museums closed, many citing council cuts, rising operating costs or the loss of key public grants, an unmistakable signal of systemic strain for non‑profits carrying public heritage on discretionary budgets.
<h3>Workforce wellbeing and capacity are under pressure</h3>
The Museums Association&rsquo;s 2025/26 members&rsquo; survey found that more than half of responding organisations were planning service reductions, with respondents reporting recruitment freezes, redundancies, burnout, and over‑reliance on volunteers.&nbsp;
<h3>AI is here to stay but it isn&rsquo;t all innovative</h3>
Immersive experiences, interactive displays and avatars, and digital play strategies bring excitement and innovation to hook a new generation of heritage explorers, but in recruitment, candidates face barriers to applying for roles, with high calibre candidates lost to AI algorisms. Frustrations mount from high calibre candidates who have been rejected from leadership roles within minutes of applying and outside of business hours. Candidates are already jaded by these robotic processes and consider their time wasted in committing to an application if it isn&rsquo;t even going to be reviewed by a real-life decision maker.
<h3>The wider market isn&rsquo;t helping&hellip;</h3>
The UK&rsquo;s vacancy tide has ebbed from post‑pandemic highs, but the number of unemployed people per vacancy stood at 2.5 in Q3 2025, which is a competitive backdrop for heritage organisations trying to attract digital, project, and visitor‑economy skills without commercial‑sector pay levers. Transferable skill moves are becoming more prevalent, with finance, HR, governance, marketing and communications, and operations just some of specialisms being attracted to the corporate and commercial sectors and away from the not-for-profit sector.
<h3>What can you do about it?</h3>
Pay with purpose 
<ul>
<li>Where you can&rsquo;t meet salary parity, or budgets can&rsquo;t stretch, add softer benefits that relieve pressure.</li>
</ul>
Hire skills and for outcomes
<ul>
<li>Ensure job descriptions specify demonstrable competencies and portfolios and state what counts as &ldquo;equivalent experience.&rdquo; Too many heritage roles default to generic degree types that deter capable career‑changers.</li>
<li>Welcome adjacent‑sector talent (e.g. finance leaders from education, fundraisers from health).&nbsp;</li>
<li>Ensure salary transparency, flexible working options, and application routes that don&rsquo;t penalise non‑linear careers.</li>
<li>Build practical tasks into selection. Not everyone thrives in Q&amp;A sessions, so try scenario-based questions.</li>
</ul>
Check before you advertise
<ul type="disc">
<li>Sanity‑check the scope and demands of the role - make sure it is actually deliverable.</li>
<li>Assess if your team has capacity to manage an influx of applications, with the associated communications and candidate journey required to best demonstrate your brand values. And remember the recruitment experience is often someone&rsquo;s first tangible impression of your organisation, so it needs to represent what you stand for.</li>
</ul>
Speed and transparency win candidates
<ul>
<li>Publish timelines, panel information and any assessment upfront. Try to keep a 2‑3-week window from close of adverts to offer and provide feedback within 5 working days. In a competitive market, the most organised process often beats a slightly higher salary.</li>
</ul>
Invest in volunteers like colleagues
<ul>
<li>If your reliance on volunteers remains high, apply structured recruitment, training and recognition to reduce turnover and protect staff time, especially in front‑of‑house and learning and participation where paid capacity is lean.</li>
</ul>
Invest in retention from day one
<ul>
<li>Plan onboarding, mentoring and first‑90‑day outcomes, small investments here reduce costly re‑recruitment later.</li>
</ul>
Write people into your case for support
<ul>
<li>When seeking NLHF or foundation grants, cost the real price of delivery (e.g., safeguarding training, mental‑health support, travel time across dispersed sites) and commit to reporting on workforce outcomes.&nbsp;</li>
</ul>
<h3>Final thought and how a specialist partner unlocks heritage hiring</h3>
This is a moment to double down on people as a core asset. If you&rsquo;re planning to recruit your next role, do it once and do it right!
In a market where adverts alone no longer deliver quality, Charisma combines executive search with active candidate engagement utilising a national database of 9,000 mission‑aligned candidates and reaches passive candidates through targeted headhunting. In the last 12 months, over 65% of senior placements (Board level, CEO, senior leadership team) came via our Talent Team channels.
Charisma has a specialist heritage portfolio, including Arts Council NPOs and recipients of NHLF funding, with clients ranging from Imperial War Museums, British Motor Museum, Tank Museum, Salisbury Museum, Whitchurch Silk Mill, New Forest Heritage Trust, Hampshire Cultural Trust, Suffolk Preservation Society, and Society of Genealogists to name just a few. That experience matters when roles operate within listed assets, have collections of national significance or navigate complex funder and stakeholder environments.
Our heritage expertise means we screen and assess&nbsp;technical competence and values alignment, as well as delivering a structured campaign, candidate care that protects your brand, and 6‑month aftercare once your new role holder starts. Add in wrap around administrative support and inclusive processes that remove barriers, and you&rsquo;ve got a recruitment partner built for navigating the heritage sector with credibility and integrity, and working within tight budgets, skills shortages and complex stakeholder environments.

Funding cuts, AI frustrations, and a shrinking talent pool. Is your heritage recruitment strategy built for 2026 realities?

The heritage hiring squeeze - why recruitment is hard in 2026 and what leaders can do about it 

<div>
<div>
<h3>Introduction</h3>
</div>
</div>
&nbsp;
<div>
April is Stress Awareness Month. And for the UK charity sector, it arrives with a question worth sitting with - who is looking after the people who look after everyone else?
</div>
&nbsp;
&nbsp;
<div>
The professionals we speak to every day are passionate, committed and often stretched. Burnout, stress and disengagement are not rare exceptions in this sector. They are patterns. And increasingly, they are shaping where talented people choose to work and, crucially, where they choose to leave.
</div>
&nbsp;
<div>
<div>
At Charisma Charity Recruitment, we talk to hundreds of charity professionals each year. Culture and wellbeing come up again and again. This piece is for the employers who want to get it right, and the candidates who deserve to know what right looks like. 
<h3>The scale of the challenge</h3>
Research consistently shows that charity workers experience above-average levels of work-related stress. The causes run deep; resource constraints, high emotional labour, personal investment in outcomes and an organisational culture that can inadvertently reward self-sacrifice over sustainability.
The professionals who come to us have often stayed too long in the wrong environment. They did not leave because the mission lost its meaning. They left because the organisation made sustainable working impossible.
For employers, this is not just a wellbeing issue. It is a recruitment and retention issue. Your reputation as a workplace travels fast in a close-knit sector. Candidates speak to peers, read between the lines of job adverts and make judgements before they ever meet you. A culture problem will cost you the people you most want to attract. 
<h3>What good employers are doing differently</h3>
The charities we work with that consistently attract and retain strong talent are not necessarily the largest or best-resourced. What sets them apart is intentionality. They have made a deliberate choice to build environments where people can do their best work sustainably.
Here is what that looks like in practice.
<h4>They are honest in recruitment</h4>
Rather than presenting a role as everything to everyone, they are upfront about the realities: the workload, the challenges and the support that is genuinely available. Candidates respond to that honesty. It builds trust before someone has even accepted an offer, and it dramatically reduces early attrition.
<h4>They build flexible working into roles by default</h4>
Flexibility is no longer a perk worth advertising. It is a baseline expectation. Organisations that have genuinely embedded hybrid and flexible working, not just as a written policy but as a lived, daily practice, attract a significantly wider and stronger candidate pool.
<h4>They invest in line management quality</h4>
Poor management is the single biggest driver of stress and turnover in the sector. The best organisations do not just invest in their frontline staff. They invest in equipping their managers to have honest, supportive, human conversations. No wellbeing strategy will compensate for a poor line manager.
<h4>They talk openly about mental health</h4>
Whether through trained mental health first aiders, regular team check-ins or simply a leadership culture that normalises the conversation, the charities making real progress are the ones where it is genuinely safe to say 'I am struggling.' That kind of psychological safety does not happen by accident. It is built, modelled and protected from the top.
<h4>They listen to their people, and act on what they hear</h4>
Staff surveys that gather dust. Exit interviews that go nowhere. These are missed opportunities that cost organisations dearly. The employers with the strongest retention are the ones where feedback leads somewhere, where leadership is visible and accessible, and where people feel genuinely heard rather than managed.
<h3>What this means for candidates</h3>
If you are exploring your next move this April, wellbeing culture belongs on your checklist alongside salary and mission. Do not be afraid to ask directly in interviews - how does the organisation support staff during particularly demanding periods? What does flexible working look like day to day, not just on paper? How does senior leadership model healthy working habits?
The answers will tell you a great deal. So will the way they are given.
<h3>Join us in May for a webinar for senior charity leaders</h3>
This conversation does not stop here. In May, I will be hosting a webinar specifically for senior leaders in the charity sector, exploring how to manage workload, tackle stress and prevent burnout, both in yourself and across your teams. Keep an eye on my <a href="https://www.linkedin.com/in/ajwstacey/" target="_blank" rel="noopener">LinkedIn profile</a> for more details nearer the time. If you lead people in a charity and recognise the pressures described in this piece, this session is for you. Details and registration will be announced shortly. Follow us on LinkedIn or keep an eye on charismarecruitment.co.uk to be the first to know.
<h3>The Charisma perspective</h3>
We do not just match CVs to job descriptions. We take culture fit seriously, for both sides of the conversation.
When we brief a role, we ask our clients the questions that candidates genuinely want answered. When we work with candidates, we help them identify the environments where they are most likely to flourish, not just the opportunities that look impressive on paper.
If you are a charity who wants to attract and retain people who will truly thrive in your organisation, we would love to talk. And if you are a candidate who wants to find a role where your wellbeing is valued as much as your output, register with us today.
This Stress Awareness Month, the conversation starts here. And in May, we are taking it further.
Click 'Upload CV' to register with us, find out how we support charity employers to build teams that last, or to register your interest in our upcoming senior leaders webinar.
</div>
</div>

Charity workers are burning out. Here is what the best employers are doing differently, and what every candidate should be asking.

The charity sector's wellbeing problem, and what good employers are doing about it

There is something about April that feels like a genuine fresh start. The new financial year is under way, budgets have been signed off, and charity leaders across the UK are turning their attention to the people they need to deliver their missions. For candidates, the spring hiring surge is real. If you have been quietly considering your next move, now is the time to act.
At Charisma Charity Recruitment, we see it every year, April and May are among the most active months in the sector. Roles that were held back pending funding confirmation come to market. Organisations that moved cautiously through Q4 are ready to invest in talent. And candidates who refreshed their CVs over Easter find themselves in demand.
Here is why April 2026 is a particularly strong moment, and how to make the most of it.
<h3>1. Budgets are confirmed and hiring is moving</h3>
For many UK charities, April marks the start of a new financial year. Once budgets are approved, recruitment moves quickly. Decision-makers who spent February and March navigating financial planning are now focused on building their teams. If you are a candidate with a polished CV and a clear sense of what you want, there is no better time to put yourself forward.
For employers, pace matters. The professionals who align with your mission, those who combine sector experience with genuine passion, will not be available indefinitely. A slow or unclear hiring process in a buoyant market is a fast track to losing great talent.
<h3>2. Stress Awareness Month is a prompt to reflect on culture</h3>
April is Stress Awareness Month. For the charity sector, this carries particular resonance. Burnout is well documented among charity professionals who are deeply committed to their work but often under-resourced. Candidates increasingly assess potential employers not just on salary and mission, but on culture. How organisations talk about wellbeing, workload and leadership matters enormously.
If you are hiring this April, consider what your recruitment process signals about your culture. Are you being honest about the demands of the role? Are you showcasing the support structures you have in place? Candidates notice. The best ones are paying close attention.&nbsp;
<h3>3. The spring mindset is real</h3>
There is genuine psychology behind the idea that people are more open to change in spring. After a long winter, professionals reassess. Conversations that began as quiet exploration in January become active job searches by April. The sector benefits from this energy, and so can you, whether you are a candidate ready to take the leap or an organisation looking to attract newly motivated talent.
At Charisma, we encourage candidates to act on this momentum. Register your CV, refresh your LinkedIn profile, and have a conversation with our consultants. You do not need to have everything figured out. What you do need is to be visible when the right opportunity arrives. We have lots of tips for those seeking a new role in <a href="https://careers-network.mn.co/landing/" target="_blank" rel="noopener">The Charity Careers Network.</a>
<h3>4. Purpose-led roles are in high demand</h3>
In 2026, the charity sector is competing harder than ever for skilled professionals, particularly in finance, operations, fundraising and senior leadership. Candidates with transferable skills from the commercial sector are increasingly interested in making the switch to purpose-led work. As well as an increase of candidates from education and the NHS looking at making the switch. April is often the point at which those conversations become concrete decisions.
If you are a charity leader, your employer brand matters more than you might think. A compelling mission is necessary but not sufficient. Candidates want to know about progression, flexibility and the quality of leadership. Make sure your recruitment materials tell the full story.
<h3>5. How Charisma can help</h3>
We are not a transactional recruiter. We take the time to understand what drives every candidate and every organisation we work with. Our consultants bring deep sector knowledge, a wide network and a genuine commitment to matching people with roles where they will thrive.
Whether you are a professional looking for your next step or a charity ready to grow your team, April is the moment to start the conversation.
Ready to explore what is possible? Register your CV at charismarecruitment.co.uk or <a href="/contact-us/">get in touch</a> with our team today.

Spring is here, budgets are confirmed, and charity roles are moving fast. Is your job search ready?

Why April is the best time to make your move in charity recruitment

Charities can strengthen 2026 talent pipelines through inclusive hiring, alternative entry routes, retention focus, data-driven decisions, stronger employer brands, and collaboration.

How charities can strengthen talent pipelines in 2026

Prepare for 2026 charity jobs with impact-led CVs, strong interviews, digital skills, purposeful networking, and support from a new career webinar.

Top tips for charity jobseekers in 2026

<h3 class="font-claude-response-body">A new community for people building meaningful careers in the charity sector</h3>
Over the years, I've had thousands of conversations with people working in charities or trying to move into the sector. Different roles, different levels, different organisations. Yet remarkably, the same themes emerge in almost every conversation.
Someone tells me they feel stuck but can't quite articulate why. Another person is doing genuinely good work but watching colleagues progress while they remain in place. There's the talented professional who wants to move but has no idea how to position themselves effectively. And then there's the one that really strikes me: the person who simply doesn't have anyone impartial to talk things through with.
These aren't isolated issues. They're systemic patterns I see across the charity sector, from frontline fundraisers to senior managers contemplating their first CEO role. The problem isn't a lack of talent or commitment. It's a lack of clarity, structure, and honest guidance at crucial career moments.
That's why I've created the Charity Careers Network powered by Charisma.
<h3 class="font-claude-response-body">More than just another platform</h3>
This isn't another generic job board or a noisy LinkedIn group. I hope it will be a practical, supportive community designed to help people take control of their charity career with clarity and confidence.
The Charity Careers Network is a free-to-join online space for people working in the charity sector who are looking to progress, those considering a move into a new role or organisation, professionals thinking about stepping into senior leadership or CEO positions, and anyone exploring whether the charity sector is truly right for them.
Inside the community, you'll find a structured video course that I lead personally, covering everything from CVs and cover letters to LinkedIn profiles, interviews and handling offers. These aren't generic tips you could find anywhere. They're specific insights drawn from years of working directly with charity hiring managers, trustees, and candidates at every level. I know what actually gets noticed, what causes applications to be dismissed, and crucially, what separates a good candidate from an outstanding one.
We hold weekly live webinars where we go deeper and tackle real career challenges together. Some weeks we might dissect a particularly tricky interview scenario. Other weeks we'll workshop how to talk about career gaps, explain why you're leaving your current role, or position yourself for a significant step up. These sessions are interactive, and they're where the real breakthroughs happen, because you're not just learning theory but applying it to your actual situation.
Most importantly, it's a safe, supportive space where you can ask questions, reflect, and learn without judgement. You can share the questions you're genuinely wrestling with, the fears that are holding you back, or the opportunities you're not sure how to approach. The community responds with practical tools and honest insight from someone who sees charity recruitment from every angle.
This is about helping you make better decisions, not rushing you into the next role.
<h3 class="font-claude-response-body">Your privacy matters</h3>
I know that many people exploring their next move are doing so quietly. Perhaps you're not ready to announce your intentions publicly, or you're simply testing the waters before making any decisions. You might still be in a role you're committed to but sense that in six months or a year, you'll want options. Or maybe you're just starting to acknowledge that something needs to change, even if you don't know what yet.
That's why the community is designed to feel safe and flexible. You're welcome to use a pseudonym, an avatar or no photo at all, and engage as much or as little as you like. Your email address is never visible to other members. Some people may join and participate actively from day one. Others may observe quietly for months before asking their first question. Both approaches are absolutely fine.
The aim is simple&hellip;give you space to think clearly, without pressure, and without compromising your current position or relationships.
<h3 class="font-claude-response-body">Why this matters</h3>
I've spent years working with charities and candidates at every level, from entry roles right through to CEOs and trustees. What I've learned is this - most people don't need more motivation. They're already deeply committed to doing meaningful work. They need more clarity.
They need someone to help them spot what's really holding them back, sense-check their thinking, and focus their energy in the right place. Often it's a small shift in how they present their experience, or a reframing of what they think they're qualified for, or simply permission to pursue something they've been talking themselves out of for years.
I've seen brilliant professionals undersell themselves spectacularly because they genuinely don't recognise their own value. I've watched talented people apply for roles they'll never get because they haven't understood what the organisation actually needs. And I've had countless conversations with people who could have avoided months of frustration if they'd just had someone to help them think it through earlier.
That's exactly what this community is for. It's the resource I wish had existed for every person I've spoken to over the years who was navigating their charity career essentially alone.
<h3 class="font-claude-response-body">Join us</h3>
The Charity Careers Network officially launches today, Monday 5 January 2026, and you're very welcome to join. You can sign up here: 👉 <a href="https://careers-network.mn.co/landing/">https://careers-network.mn.co/landing/</a>
If you're feeling unsure, curious, or simply want to approach your career with more intention this year, I'd love to have you in the community. There's no obligation, no pressure, and no cost. Just a space where you can think more clearly about what comes next, with support from someone who understands the sector and wants to see you succeed.
&nbsp;

Stop feeling stuck in your charity career. This free community reveals exactly what's holding you back and how to move forward.

Introducing the Charity Careers Network

As we enter 2026, UK charities face a sector rich in purpose but demanding with challenges. The drive to create social change has never been stronger. So many organisations are struggling to attract, recruit, and retain the people who turn that purpose into action. With rising is essential for impact, growth, and sustainability.
But how exactly can charities build strong, future‑proof pathways for talent that honour mission and support people? Here&rsquo;s what the most forward‑thinking organisations are doing, and why it matters now.
<h3 class="MsoNormal">1. Understand the workforce gap and build with purpose</h3>
Recent sector data shows a widening &ldquo;skills vacuum&rdquo; across UK charities: roles remain open because there simply aren&rsquo;t enough qualified candidates, and investment in training has fallen significantly over the past decade.
Successful organisations are rethinking how they define talent. Instead of focusing purely on experience, they&rsquo;re asking:
<ul type="disc">
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Can someone grow into the skills we need?</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Does this person reflect the communities we serve?</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">How can our role offer purpose, development, and belonging?</li>
</ul>
This shift from transactional recruitment to transformational talent development is the cornerstone of a resilient pipeline.
<h3 class="MsoNormal">2. Broaden the talent pool with inclusive, forward‑thinking recruitment</h3>
Charities have historically struggled to attract younger people into paid roles, with the proportion of staff under 25 significantly lower than in the wider economy.
To address this, charities can:
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Attract younger talent Engage early careers through apprenticeships, graduate pathways, and meaningful development that bridges the gap between passion and profession. Look at opportunities like employers partnering to transfer unused apprenticeship levy funds, a trend supporting skills development across sectors which charities can leverage if eligible.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Use inclusive hiring practices Inclusive job descriptions, flexible working arrangements, and blind screening can broaden who feels welcomed and qualified to apply. These practices counter unconscious bias and signal that organisations value diversity of thought, background, and experience.
&middot;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; Leverage virtual and hybrid recruiting With digital recruitment events growing in popularity, charities can reach potential candidates regardless of geography or circumstance, widening reach without widening budgets.&nbsp;
<h3 class="MsoNormal">3. Prioritise professional development </h3>
Recruitment is about finding people and most importantly retaining them. Recent research highlights that many charity employees feel tempted to leave for better‑paid jobs elsewhere.
Charities that invest in talent development are seeing the rewards:
<ul type="disc">
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l3 level1 lfo2; tab-stops: list 36.0pt;">Structured training plans that build competencies over time.</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l3 level1 lfo2; tab-stops: list 36.0pt;">Clear progression paths that help staff see a future within the organisation.</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l3 level1 lfo2; tab-stops: list 36.0pt;">Mentorship and leadership opportunities that amplify voices and build internal capability.</li>
</ul>
For mission‑driven individuals, growth opportunities can be a powerful reason to stay, especially if they align with personal purpose and organisational impact.
<h3 class="MsoNormal">4. Embrace technology to enhance recruitment and onboarding</h3>
Data‑driven recruitment and HR technology are becoming essential. By 2026, charities integrating analytics into their hiring processes will gain strategic advantage, identifying constraints, anticipating turnover risks, and enhancing candidate experiences.
From applicant tracking systems to predictive insights, technology can lighten administrative load and allow charity recruitment teams to focus on what matters most: authentic engagement and mission alignment.
<h3 class="MsoNormal">5. Create a culture that reflects values </h3>
The most enduring way to strengthen a talent pipeline is through organisational culture. Charity workers don&rsquo;t just want a job, they want to belong to something larger than themselves. Creating a culture of respect, recognition, and purpose not only attracts passionate professionals but keeps them engaged long‑term.
This means:
<ul type="disc">
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l0 level1 lfo3; tab-stops: list 36.0pt;">Recognising achievements and impact.</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l0 level1 lfo3; tab-stops: list 36.0pt;">Providing platforms for voices across all levels.</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l0 level1 lfo3; tab-stops: list 36.0pt;">Promoting wellbeing and work‑life balance.</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l0 level1 lfo3; tab-stops: list 36.0pt;">Making space for innovation and learning.</li>
</ul>
Organisations that align their internal culture with their external mission naturally become magnets for talent.
<h3 class="MsoNormal">Conclusion: Pipeline strength = Future sustainability</h3>
As 2026 approaches, the charity sector faces a turning point. Social needs are growing, service demands are rising, and recruitment budgets are tightening. The organisations that will thrive are those that see talent pipelines as long-term strategic investments.
Building strong pipelines starts with understanding where gaps exist. It means widening access to opportunities and intentionally nurturing growth. It also involves creating cultures where people feel seen, supported, and inspired to stay.&nbsp; 
Impact in charity comes from people. The way forward? Nurture the changemakers.

UK charities face a tough market in 2026. The organisations thriving are rethinking recruitment, culture, and pipelines. Here&rsquo;s how now.

How charities can strengthen their talent pipelines in the New Year

Transform your charity job hunt, craft a CV and cover letter that connect hearts, prove impact, and land interviews that matter.

Crafting an exceptional CV and cover letter for the charity sector

In today&rsquo;s evolving charity and non-profit sector, interviews have evolved into a deeper exploration of skills, values, and purpose. Organisations are looking for candidates who have the practical expertise and demonstrate authenticity, empathy, and alignment with charitable values. Whether you&rsquo;re applying for a finance, fundraising, or leadership position, standing out in a competitive market means combining professionalism with purpose.
<h3 class="MsoNormal">1. Understand the sector&rsquo;s shifting priorities</h3>
The UK charity sector continues to adapt to hybrid work, digital transformation, and increased donor accountability. When preparing for interviews, take time to research the organisation&rsquo;s mission, funding model, and current challenges. Understanding how your skills can contribute to sustainability, impact measurement, or governance can show that you&rsquo;re not just job-hunting, you&rsquo;re purpose-driven.
<h3 class="MsoNormal">2. Embrace value-led communication</h3>
Charities often look for candidates who align with their mission. Be ready to share how your personal values resonate with the organisation&rsquo;s mission. You might highlight your volunteering experience, projects that improved community engagement, or your motivation to work in a cause-based environment.
Interviewers increasingly assess cultural fit and emotional intelligence, qualities that are crucial in people-focused roles. Demonstrating empathy, teamwork, and resilience can set you apart, especially when these traits are backed by real examples.
<h3 class="MsoNormal">3. Use the STAR method for stronger answers</h3>
The STAR technique - Situation, Task, Action, Result, remains one of the most effective frameworks for structuring interview responses. It helps you communicate your experience with clarity and impact.
<ul type="disc">
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Situation: Describe the context.</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Task: Explain your responsibility or objective.</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Action: Detail the steps you took.</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l1 level1 lfo1; tab-stops: list 36.0pt;">Result: Share the outcome and ideally, quantify it.</li>
</ul>
<h3 class="MsoNormal">4. Prepare for competency and scenario-based questions</h3>
Charities are increasingly asking scenario-based questions, encouraging candidates to demonstrate adaptability, teamwork, and collaboration in real‑world charity settings. 
Expect questions such as:
1. Managing priorities and workload
Question: Tell me about a time you managed completing priorities within tight deadlines. Why it&rsquo;s asked: Charity roles often involve juggling multiple projects with limited resources. Recruiters want to see organisation, decision-making under pressure, and consistent delivery quality.
2. Ethical decision-making
Question: How would you handle a disagreement over how donations should be allocated? Why it&rsquo;s asked: Candidates are assessed on their ethical judgement, alignment with organisational values, and ability to handle sensitive situations responsibly.
3. Teamwork and collaboration
Question: Describe a situation where you worked with a team to achieve a challenging goal. Why it&rsquo;s asked: Collaboration is essential in charities, where projects often involve cross-functional teams. Recruiters want to know that you can contribute effectively and support team success.
4. Leadership and initiative
Question: Can you give an example of when you took the lead on a project or initiative? Why it&rsquo;s asked: Even non-managerial staff are expected to demonstrate proactive problem-solving and the ability to influence positive outcomes.
5. Adaptability and problem-solving
Question: Tell us about a time you had to adapt quickly to a change in a project or process. Why it&rsquo;s asked: Charities operate in dynamic, resource-constrained environments, so candidates must show flexibility, resilience, and the ability to handle unexpected challenges.
6. Stakeholder engagement
Question: How would you communicate complex information to a board member or donor? Why it&rsquo;s asked: Clear and professional communication is critical, particularly in finance, operations, and fundraising roles, where stakeholders rely on accurate and understandable reporting.
Prepare a few STAR examples beforehand that reflect key competencies like communication, collaboration, problem-solving, and safeguarding awareness.
<h3 class="MsoNormal">5. Ask insightful questions</h3>
Interviews are a two-way process. Thoughtful questions demonstrate engagement and professionalism. 
You might ask:
<ul type="disc">
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">How does the organisation measure its social impact?</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">What are the key priorities for this role in the next six months?</li>
<li class="MsoNormal" style="mso-margin-top-alt: auto; mso-margin-bottom-alt: auto; mso-list: l0 level1 lfo2; tab-stops: list 36.0pt;">How does the charity support professional development for its staff?</li>
</ul>
These types of questions show genuine interest and strategic thinking, qualities highly regarded in today&rsquo;s candidate market.
<h3 class="MsoNormal">6. Follow up with purpose</h3>
Finally, always send a short thank-you email after your interview. Express appreciation for the opportunity and reiterate your enthusiasm for the role. A simple gesture like this reflects professionalism and emotional intelligence two traits that never go out of style.
<span lang="EN-ZA" style="font-size: 10.0pt; font-family: 'Calibri',sans-serif; mso-fareast-font-family: 'Times New Roman'; mso-font-kerning: 0pt; mso-ligatures: none; mso-ansi-language: EN-ZA; mso-fareast-language: EN-GB; mso-bidi-language: AR-SA;">The charity and non-profit sector thrives on collaboration, compassion, and accountability.&nbsp;<span lang="EN-ZA" style="font-size: 10.0pt; font-family: 'Calibri',sans-serif; mso-fareast-font-family: Aptos; mso-fareast-theme-font: minor-latin; mso-ansi-language: EN-ZA; mso-fareast-language: EN-US; mso-bidi-language: AR-SA;">By combining the STAR method with a strong understanding of an organisation&rsquo;s purpose, you&rsquo;ll leave a memorable impression. You&rsquo;ll show that you are the kind of candidate who leads with both skill and heart, exactly what the sector needs now and in the future.

Ace your next charity interview...discover how to stand out with purpose, values, and impact &ndash; not just polished answers.

Interview tips and techniques for the charity and non-profit sector

At Charisma Charity Recruitment, we believe that the right person in the right role has the power to transform an organisation and, the lives of those it serves. Recruitment within the charity sector is more than filling vacancies, it is about identifying individuals whose skills, values, and personal mission align with the heartbeat of the organisation.
When The Leprosy Mission Great Britain approached us, their vision was both inspiring and humbling, to defeat leprosy, fight discrimination, and restore dignity. This partnership was never going to be a case of simply sourcing candidates with the right technical expertise. It had a deeper meaning, ensuring that those joining the organisation shared its calling, faith, and commitment to communities worldwide.
The Leprosy Mission GB needed to appoint three key positions: A Senior Support Experience Advisor, a Community Partnerships Manager for the North East, and a Community Partnerships Manager for the North West. Each role required candidates who were practising Christians, ready to embrace the charity&rsquo;s mission and live out its values in their everyday work. For us at Charisma, this meant creating a recruitment strategy that went beyond conventional approaches.
Through a carefully tailored blend of effective marketing and strategic headhunting, we reached out to individuals who were qualified and also personally aligned with the organisation&rsquo;s mission. The result was a recruitment process that highlighted both professionalism and empathy, ensuring that candidates felt supported from the beginning to the end of the process.
One of the successful candidates, appointed as the Senior Support Experience Advisor, reflected on their journey with us:
&ldquo;As a candidate, I felt supported at every step, and valued as a human being. With brilliant attention to detail, the team went the extra mile to ensure that my experience was a great one. They represented the charity so seamlessly I thought they had been with them for years! I rate them highly, how recruitment should be!&rdquo;
Feedback like this underscores what makes our work so rewarding. It is about introducing candidates to organisations, creating meaningful matches that allow both sides to thrive. By placing individuals whose personal convictions align with The Leprosy Mission GB&rsquo;s vision, we helped strengthen a team that will play a vital role in transforming lives across the globe.
This project was a reminder of why we do what we do at Charisma. Every appointment is an opportunity to amplify an organisation&rsquo;s impact, to bring fresh energy to their mission, and to ensure that vital causes continue to grow and flourish. By carefully matching passion with purpose, we were able to support The Leprosy Mission GB in building a team ready to deliver real change.
As we continue to work with charities across the UK and beyond, we remain committed to ensuring that every recruitment journey is a partnership. One that recognises the power of people, the strength of shared values, and the potential to create lasting impact together.
&nbsp;

How Charisma helped The Leprosy Mission GB find faith-driven talent - proving that purpose-led recruitment really can change lives.

Case study: Matching talent with mission to deliver real change

<h3>Restructuring from strength - why we chose to evolve during our best year yet</h3>
There's a counterintuitive moment that every growing company faces - when success itself reveals your limitations. This year has been Charisma's strongest on record, we've exceeded every metric we set, expanded our client base significantly, and delivered outcomes that have redefined what our candidates thought possible in their careers. Yet paradoxically, this success made it crystal clear that we needed to fundamentally restructure how we operate.
Most companies restructure when they're struggling. I chose to restructure from a position of strength, and here's why that decision will shape the next few years here at Charisma.
<h3>When success becomes your mirror</h3>
The recruitment landscape has transformed dramatically over the past three years. The shift to remote-first operations, the evolution of candidate expectations, and the complexity of modern talent acquisition have created an environment where agility isn't just an advantage - it's essential for survival.
Our original structure served us well when we were smaller, when most interactions happened in person, and when the recruitment process followed more predictable patterns. But as we grew and the world changed around us, we found ourselves trying to fit increasingly complex challenges into an organisational framework that wasn't designed for them.
The wake-up call came earlier this year. Despite our record performance, we identified friction points that were limiting our potential. Our team members were working harder than ever, but our structure wasn't maximising their expertise. Our clients were getting excellent results, but we knew we could deliver something extraordinary. Our candidates were finding great opportunities, but we sensed we could create truly transformative career support.
Success had given us the clarity - and the confidence - to acknowledge that good enough wasn't good enough anymore.
<h3>The leadership evolution</h3>
As part of this restructure, I'm transitioning into the CEO role, shifting my focus to the external-facing elements of our business - partnerships, strategic growth, and industry relationships. This isn't just a title change; it represents a fundamental shift in how we approach leadership and specialisation.
Leading a company through rapid growth teaches you that trying to be everything to everyone ultimately serves no one well. By focusing my energy on the areas where I can add the most value- building relationships, identifying market opportunities, and setting our strategic direction - I can help Charisma reach heights that wouldn't be possible if I remained spread across every operational detail.
Simultaneously, I'm thrilled to welcome <a href="https://www.linkedin.com/in/katherine-anderson-scott-563245152/" target="_blank" rel="noopener">Katherine</a> as our new Executive Director. Katherine brings a unique combination of operational excellence and people-first leadership that perfectly complements this new structure. Her background in sales, fundraising and recruitment, plus her proven track record in optimising complex processes make her the ideal person to elevate our day-to-day operations.
Katherine's appointment isn't just about filling a role; it's about amplifying our capabilities. Her fresh perspective on workflow optimisation and team development will allow us to deliver an even higher calibre of service while maintaining the personal touch that has always defined Charisma.
<h3>Navigating the human side of change</h3>
Restructures inevitably involve difficult decisions, and ours has been no exception. After eleven remarkable years with Charisma, <a href="https://www.charismarecruitment.co.uk/profile/jasmine-mathers/" target="_blank" rel="noopener">Jas</a> will be transitioning from the company later this year.
Jas has been instrumental in shaping who we are as an organisation. Her commitment to candidate care, her meticulous approach to client relationships, and her unwavering professionalism have been cornerstones of our culture. The systems she built, the relationships she nurtured, and the standard of excellence she maintained will continue to influence how we operate long after her departure.
What has struck me most during this transition is how our team has responded. Rather than being destabilised by change, they've embraced it with a maturity and commitment that reinforces why Charisma has thrived. They've continued to deliver exceptional results for our clients and candidates while simultaneously helping to shape and implement our new structure.
<h3>Our foundation is charity recruitment excellence</h3>
At Charisma, we specialise in connecting exceptional talent with organisations that are making a real difference in the world. &nbsp;As a dedicated charity recruitment consultancy, we understand the unique challenges and opportunities within the third sector. We work with charities, social enterprises, and purpose-driven organisations to find leaders, specialists, and teams who are passionate about creating positive social impact. &nbsp;Our deep sector knowledge allows us to match not just skills and experience, but values and vision - ensuring the right people find their way to the right causes.
<h3>Building for the next decade</h3>
Restructuring from strength allows you to be strategic rather than reactive. Instead of making changes because we had to, we're making them because we can see opportunities that our previous structure would have made difficult to capture.
Our new framework is designed around three core principles: specialisation that maximises individual expertise, flexibility that allows us to adapt to changing market conditions, and scalability that positions us for sustainable growth. These aren't just business buzzwords- they represent fundamental shifts in how we approach everything from client engagement to candidate development.
Looking ahead, this structure positions us to pursue opportunities that would have been challenging under our previous model. We can take on more complex assignments, develop deeper expertise in emerging sectors, and create more sophisticated career development programs for our candidates.
<h3>The road ahead</h3>
Change is never comfortable, but comfort isn't what builds exceptional businesses. By choosing to evolve during our strongest year rather than waiting for external pressures to force our hand, we've positioned ourselves to define our own future.
The next chapter of Charisma begins now, built on the foundation of everything we've learned, strengthened by the strategic clarity that success has provided, and energised by a team that understands the difference between good and extraordinary.
We're not just adapting to the future of recruitment - we're helping to create it.
Here's to building something remarkable together.
<h3>Ready to explore what exceptional charity recruitment looks like?&nbsp;</h3>
Whether you're a purpose-driven organisation seeking transformational talent, or a professional looking to make your next career move count, we'd love to hear from you.&nbsp; <a href="https://www.charismarecruitment.co.uk/contact-us/">Get in touch</a> to discover how Charisma can help you achieve your goals in the charity sector.

Record growth, record impact - so why restructure now? Discover how Charisma is evolving from strength to shape recruitment&rsquo;s future.

Restructuring from strength - evolving in our best year yet

At Charisma Charity Recruitment, every placement is a story of passion, purpose, and partnership. It&rsquo;s about finding the people who fit a role, live and breathe the mission behind it.
In this edition, we share three inspiring journeys, from cultural heritage to faith communities, and impactful charity fundraising, each highlighting the heart behind our work.
<h4>A landmark role for the tank museum - Head of Curatorial Services</h4>
Partnering with The Tank Museum was a privilege from the start. They were creating something entirely new, their first-ever Head of Curatorial Services. A role that would strengthen the museum&rsquo;s core and chart a bold course for its future.
This wasn&rsquo;t just another hire. It was a chance to find someone with the rare ability to honour history, and inspire innovation simultaneously. We worked closely with the museum, diving deep into what this role really meant, beyond the job description and the CVs.
Over four focused weeks, our search combined targeted advertising, detailed database work, and national headhunting. We carefully shortlisted six outstanding candidates, each with their own unique strengths.
The chosen candidate showed immense commitment, relocating to Dorset to be regularly present on-site, something the role demanded and the museum valued greatly.
Just months into their new position, they are already bridging curatorial insight with commercial strategy, enriching the museum&rsquo;s vision in ways both subtle and significant.
The candidate shared:
<blockquote>
I just wanted to take the opportunity to thank you and everyone at Charisma for your help and support. I really don&rsquo;t think I&rsquo;d be in the role without you.
</blockquote>
This placement is a testament to what thoughtful recruitment can achieve: not just filling a vacancy, but unlocking potential and propelling an organisation forward.
<h4>A new partnership with Latimer Congregational Church - Pioneer Minister</h4>
When Latimer Congregational Church in Stepney came to us, referred by a trusted charity partner, we knew this would be a special journey.
This role wasn&rsquo;t simply about experience or qualifications; it carried a genuine occupational requirement. The successful candidate needed to be a practising Christian, truly embodying the church&rsquo;s faith and mission.
To reach the right people, we created a heartfelt social media video that captured the church&rsquo;s vision and the exciting opportunity for leadership as a Pioneer Minister.
The response was encouraging: 13 applications, 7 vetting interviews, and 5 candidates presented to the church trustees. Each progressed to face-to-face interviews.
The trustees told us: 
<blockquote>
You did a fantastic job for us. We loved all the people you have sent.
</blockquote>
The appointed candidate reflected,
<blockquote>
I had an exceptional experience with Charisma. The team was warm, supportive, and deeply knowledgeable. They understood not just my skills but also my values and goals. Communication was outstanding, timely, encouraging, and transparent. I felt genuinely cared for as a person. They championed my potential and made sure I was fully prepared.
</blockquote>
With support from Nick Thomas and the Charisma team, this appointment was more than filling a vacancy, it was a calling fulfilled.
<h4>A recruitment journey with real heart &ndash; Southmead Hospital Charity</h4>
Recruitment rarely follows a neat, straight path, and it&rsquo;s often in the twists and turns that partnerships are truly tested and proven.
Southmead Hospital Charity approached us seeking two fundraising roles:
<ul type="disc">
<li>Philanthropy &amp; Partnerships Manager (maternity cover, part-time)</li>
<li>Individual Giving &amp; Corporate Partnerships Manager (permanent, part-time)</li>
</ul>
After deep discussions, we launched our search across networks, adverts, and databases.
The first role came together quickly: a strong candidate identified early, vetted, and placed within a month.
The second role was more complex. Interest picked up when the charity adapted the contract to full-time. Just as things seemed settled, the chosen candidate withdrew. Instead of starting over, we revisited the shortlist, and a close runner-up stepped forward. After refining the job description, they accepted and settled in well.
This candidate wrote to us:
<blockquote>
"Thank you for encouraging me through the recruitment process at Southmead Hospital Charity. I&rsquo;m absolutely loving the role and it&rsquo;s such a wonderful team. I really appreciate your support through the unusual process."
</blockquote>
This journey reminded us that recruitment is about listening, adapting, and staying committed, even when the road isn&rsquo;t straightforward.
<h4>Why Choose Charisma?</h4>
At Charisma Charity Recruitment, we believe every hire is a story worth telling. Our work is built on understanding mission-driven organisations and connecting them with the talented people who will drive their success.
From CEOs to emerging leaders, we combine professional expertise with genuine care, making sure each placement is more than a fit, it&rsquo;s a future shaped.
If you want a recruitment partner who values integrity, insight, and heart, we&rsquo;re here to help you write your next success story.

Three extraordinary hires, countless lives changed - see how passion-driven recruitment transforms charities for good.

Candidate spotlight stories: Exceptional talent making a real difference

In 2025, a remarkable shift is underway in the UK&rsquo;s workforce. Thousands of professionals are turning their backs on traditional corporate careers and stepping into the charity sector, driven by a deeper desire than ever before, purpose. At Charisma, this isn&rsquo;t just something we&rsquo;re hearing about; it&rsquo;s a change we see daily. People are trading boardrooms for frontline impact, and it&rsquo;s clear, purpose pays in more ways than one.
<h4>1. Purpose is no longer optional</h4>
In 2025, job seekers across the UK want more than just a role; they want work that feels meaningful. Increasingly, professionals are drawn to positions where they can see the tangible difference their efforts make, where their work aligns with their values and contributes to causes that truly matter.
This isn&rsquo;t a passing trend. It&rsquo;s a cultural transformation. People want to know their jobs are making the world better, and that aspiration is reshaping career paths in every sector, especially charities. The feeling of pride in one&rsquo;s work, seeing lives changed and communities supported, cannot be underestimated.
<h4>2. Mid-career professionals leading the charge</h4>
Another striking development in 2025 is the wave of mid-career professionals, especially those over 50, embarking on fresh journeys in purpose-driven fields. Whether driven by the search for fulfilment, the need for flexible work, or a desire to use their accumulated skills for good, many are pivoting towards charities, youth work, and environmental organisations.
These professionals bring invaluable commercial experience and leadership skills to their new roles. But more importantly, they want jobs that reflect their personal values and offer a better work-life balance. This trend is not just about career change, it&rsquo;s about embracing a new, purposeful chapter.
<h4>3. Five reasons purpose-led work is flourishing in 2025</h4>
Making a real difference In charity, your work matters in a way that money can&rsquo;t buy. The direct impact on people&rsquo;s lives and communities is deeply rewarding.
Living your values every day Purpose-led organisations embody their mission. If authenticity and values-driven work appeal to you, there&rsquo;s nowhere better to be.
Work that fits your life Charities are leading the way on flexible working: hybrid models, four-day weeks, and more balance between career and personal life.
Skills that travel Your expertise, whether in finance, marketing, or strategy, is invaluable to charities. They need fresh thinking to drive innovation and growth.
Wellbeing that goes beyond perks Working for a cause you care about enhances mental health and job satisfaction. It&rsquo;s passion, fulfilment, and wellbeing rolled into one.
<h4>4. Charities need skilled talent - Now more than ever</h4>
2025 sees UK charities urgently seeking skilled professionals to fill gaps in finance, digital innovation, and strategic leadership. The sector is evolving quickly, with digital transformation at its heart, many charities are adopting AI and other technologies to improve services and fundraising efforts.
This creates exciting openings for professionals from outside the charity world. Finance experts are becoming Directors of Resources, digital marketers are leading cutting-edge campaigns, and experienced leaders with commercial backgrounds are helping charities operate more efficiently. The demand for diverse, cross-sector skills has never been higher.
<h4>5. The sector is modernising</h4>
With over 170,000 registered charities across the UK, the sector is vast and vital. In 2025, it is embracing rapid modernisation, not just keeping pace but shaping the future. AI integration, innovative leadership, and values-driven cultures are redefining what it means to work in charity.
UK charities are proving that tradition and innovation can go hand-in-hand, setting new standards for organisational culture and social impact.
<h4>6. The future of work is purpose-led</h4>
The future is clear, more UK professionals are reflecting on what truly drives their careers. Around one-third of UK workers are considering a job or career change in 2025, and purpose-driven sectors like charity are among the most attractive options.
Despite economic uncertainty and funding pressures, the charity sector continues to attract dedicated, skilled talent. It offers a rare blend of passion and professionalism, exactly what&rsquo;s needed to tackle society&rsquo;s biggest challenges.
<h4>The role Charisma plays</h4>
At Charisma, we guide candidates through this exciting transition, helping them understand the charity sector and align their values with the right organisations. We&rsquo;re here to support every step of your journey.
<h4>Ready to make the switch?</h4>
If you&rsquo;re contemplating leaving corporate life for a career that truly counts, there&rsquo;s never been a better time. The charity sector in 2025 is dynamic, inclusive, and eager to welcome passionate professionals like you.
Explore our latest purpose-led roles or speak to a Charisma consultant today, and start making your work matter.
&nbsp;

People are ditching corporate life for charity work in 2025 &mdash; discover why purpose is the most powerful career move yet!

Why more professionals are moving into the Charity Sector in 2025

Earlier this year, we kicked off the &lsquo;Our Street Our Children Fantasy Football League&rsquo;, a fun and competitive way to bring our community together in support of a cause close to our hearts. Now, as the final whistle blows, we&rsquo;re reflecting on an incredible season filled with surprises, last-minute captaincy calls, and plenty of team spirit.
From dramatic swings in form to unexpected climbs up the table, this year&rsquo;s league had us all gripped right through to the end.
<h4>Celebrating our winners</h4>
Huge congratulations go to:
<ul type="disc">
<li>Jai - who topped the table in a fiercely contested finish and takes home a well-deserved &pound;150 prize.</li>
<li>Sam - just missing out on the top spot but securing a brilliant second place and &pound;100.</li>
<li>Jack - completing the podium with a strong finish and earning &pound;50 for third place.</li>
</ul>
To all 33 participants - thank you. Whether you tracked your transfers every week or forgot after the first round, your entry helped make this initiative a success.
<h4>Making a real-world impact</h4>
Together, we raised an impressive &pound;530 for Our Street Our Children (OSOC), a small but powerful charity supporting disadvantaged children in Nepal. These funds went directly towards providing education, essential care, and support for young people growing up in challenging circumstances, offering what they need today, with hope for tomorrow.
With our very own Nick Thomas serving as a Trustee at OSOC, this is a cause that&rsquo;s especially close to the Charisma team. We were proud to sponsor this initiative and bring together a brilliant community, united by a love of football and a shared belief in a better future for all children.
<h4>Charisma&rsquo;s commitment</h4>
As a specialist recruiter for the charity and not-for-profit sector, we know the power of community and collaboration. This fundraiser was more than just a game, it was an opportunity to live out our values and give back in a meaningful way.
To everyone who took part, thank you. This league wasn&rsquo;t just about scores and standings; it was about the difference we made together.
Together, we&rsquo;ve created something that truly matters and for that we&rsquo;re incredibly grateful.

Fantasy football, fierce rivalries, and a &pound;530 win for children in Nepal &ndash; how 33 players turned competition into real change!

Fantasy Football Fundraiser raises £530 for children in Nepal

The charity sector is evolving rapidly as we move through 2025. 
Our daily interactions with passionate professionals and values-led organisations all point in the
same direction. Recruitment isn&rsquo;t just about filling roles anymore. It&rsquo;s about creating lasting,
meaningful connections. The focus is aligning people with purpose, and doing it in a way that feels
inclusive, empathetic, and respectful every step of the way. 
What&rsquo;s changing in 2025 and why it matters to you? 
Here are the 10 biggest shifts shaping charity recruitment in 2025: 
<h3 class="p1">1. AI is here - but people still matter</h3>
Artificial intelligence makes waves in recruitment. From CV support to interview preparation,
shortlisting and writing interview questions, it&rsquo;s already streamlining a method of working. 
However, tech can&rsquo;t replace real connection. Efficiency is great, but people still want to feel seen,
heard, and understood. That&rsquo;s where the human touch still matters most, while understanding the
level of emotional intelligence, passion and strength within the recruitment process. Charities seek,
valuable compassionate individuals who bring integrity, experience and determination to lead a
mission or a team to drive and achieve key goals. These are key factors that cannot be derived from
AI.
<h3 class="p1"> 2. Hybrid and flexible working are the new normal</h3>
Flexibility isn&rsquo;t just a perk, it&rsquo;s a priority. More candidates are asking: Where will I work? How often
will I need to be on-site? Will I feel part of the team if I&rsquo;m remote?
 Being clear and upfront about working patterns builds trust, and it opens the door to a more diverse
talent pool. This increases the outreach to attract the right candidates for the right roles. 
<h3 class="p1">3. The candidate experience really matters</h3>
Candidates today often have more than one offer on the table. Therefore, the level of service and
engagement during the hiring journey really counts. It&rsquo;s essential to have clear communication,
timely updates, and respectful and constructive feedback. 
A thoughtful, seamless process helps you secure great people and most importantly, it builds your
reputation for the long term. One common pitfall that still plagues the sector is ghosting. Avoiding
communication with candidates especially after interviews, can seriously damage your employer
brand. It&rsquo;s a red flag to candidates and may discourage them from applying in the future. Even if a
candidate isn&rsquo;t the right fit for one role, holding on to their CV means you can match them to future
opportunities where they may truly thrive.
<h3 class="p1"> 4. EDI: From values to action</h3>
Equity, diversity, and inclusion have always been at the heart of the sector. We&rsquo;re now seeing more
organisations that have a pro-active approach. 
This is driven by a growing commitment to engaging and retaining more diverse teams, with a wide
range of lived experiences and voices, which encourages greater creativity and a diversity of thought
and ideas. Diverse teams bring more than fairness, they perform better, innovate faster, and reflect
the communities they serve. Organisations should be striving to create more accessible and
welcoming recruitment processes. 
<h3 class="p1">5. Transferable skills are gold</h3>
Haven&rsquo;t worked in the charity sector before? No problem. 
Skills in finance, marketing, operations, and digital are all in high demand. What matters more than a
job title is what you have to offer. Charities are and we hope will continue to value fresh thinking,
curiosity, and a new perspective. 
<h3 class="p1">6. Pay transparency builds trust</h3>
In a sector where salaries can be lower than in corporate roles, being open about pay matters.
Charities offering clarity around salary and showcasing great benefits, like flexible working, extra
holiday, wellbeing programmes, and strong pensions, are winning candidates over.
When you&rsquo;re transparent, you attract the right people faster. 
<h3 class="p1">7. Digital and data skills are in demand</h3>
Digital transformation is here, and charities are adapting fast. 
Skills in CRM, data analysis, digital fundraising, and IT systems are extremely helpful and highly
essential. Hiring outside the sector can bring in the expertise needed to move things forward. 
<h3 class="p1">8. Leadership needs heart</h3>
Boards are seeking a combination of qualifications and experience and require professionals who
lead with empathy, active listening, building inclusive teams, and inspire with authenticity.
Authenticity and emotional intelligence are what set today&rsquo;s leaders apart. 
<h3 class="p1">9. Volunteering is evolving</h3>
More and more people want to give back, but they&rsquo;re keen to do it in ways that fit comfortably
around their lives. Remote and micro-volunteering are making that possible, helping charities tap
into fresh energy and enthusiasm. In 2025, volunteering in the UK is embracing new ways of connecting. Digital platforms are playing a
bigger role, making it easier than ever for people to find opportunities that match their skills and
interests. Younger generations, like Gen Z and Millennials, are especially drawn to volunteering that
not only helps others, but also allows them to learn and grow. 
There&rsquo;s also a growing focus on making volunteering accessible to everyone, regardless of
background or ability. Charities that create flexible, inclusive roles are finding it easier to attract a
wider range of volunteers who are eager to contribute. 
It&rsquo;s not just about what people give, but how easy, enjoyable and rewarding you make it for them to
give. 
<h3 class="p1">10. Football, fun and philanthropy: a season of impact</h3>
At Charisma, we believe purpose and creativity can go hand in hand. 
That&rsquo;s why we love this season's OSOC Fantasy Football League, initiated by our Senior Consultant
and OSOC Trustee, <a href="https://www.charismarecruitment.co.uk/profile/nick-thomas/" target="_blank" rel="noopener">Nick Thomas</a>. It&rsquo;s raising funds for Our Street Our Children, supporting children in
Nepal, and adding a bit of friendly competition along the way. 
With a &pound;10 entry and prizes up for grabs, it&rsquo;s proof that doing good can be joyful, simple, and full of
heart.
<h3 class="p1"> Final reflections</h3>
Charity recruitment in 2025 is being shaped by innovation, inclusion, and intention. 
AI is helping us work smarter and flexibility is widening access. People and processes are at the
centre of it all. We're always looking for ways to work more intelligently, without losing the human
touch that defines us. 
At Charisma, we&rsquo;re not just here to help you find a job, we&rsquo;re here to help you find your calling. We
connect purpose-led organisations with the people who&rsquo;ll truly make a difference and a lasting
impact. Let&rsquo;s shape the future of recruitment together.

AI, flexible working, ghosting, and creativity?! Discover the 10 charity recruitment trends that are changing everything in 2025.

Shaping charity recruitment in 2025 - People, purpose & progress

<h4 class="MsoNormal">Charisma Charity Recruitment leads successful appointment for the Church of England&rsquo;s independent chair of national safeguarding</h4>
At Charisma Charity Recruitment, we take pride in tackling complex recruitment challenges. One of our recent successes was the appointment of the Independent Chair for the Church of England&rsquo;s National Safeguarding Team. This was a high-profile and critical role, requiring strong leadership expertise, empathy and emotional intelligence. These are qualities we deeply value at Charisma.
<h4 class="MsoNormal">The role and its significance</h4>
The Church of England&rsquo;s safeguarding practices had come under scrutiny in recent years, particularly following the report by the Independent Inquiry into Child Sexual Abuse (IICSA). This marked a pivotal moment, making it clear that a new Independent Chair was needed to restore public trust and guide the institution through a period of significant change.
This role wasn&rsquo;t just about qualifications, it required a leader with the right mindset and a deep understanding of safeguarding sensitivities. The successful candidate would need to make difficult decisions while prioritising the protection and welfare of vulnerable individuals.
Charisma was entrusted with finding someone who possessed both the necessary competence and genuine compassion. Sandra, a Senior Consultant at Charisma, led this demanding search.
<h4 class="MsoNormal">A tailored approach</h4>
To identify the right leader, Charisma adopted a personalised approach rather than relying solely on traditional recruitment methods. Sandra led the headhunting process, reaching out to over 100 professionals, seeking not only the right credentials but someone with the correct perspective, mindset, and a deep understanding of the emotional responsibilities of safeguarding.
Sandra worked diligently to assess candidates&rsquo; leadership capabilities, emotional intelligence, and personal integrity. This process was not merely about ticking boxes; it was about identifying someone who could manage the sensitive nature of safeguarding while making tough decisions with care. Sandra conducted 33 in-depth vetting interviews, ensuring each candidate was experienced and aligned with the Church&rsquo;s values. Ultimately, eight exceptional candidates were shortlisted, each bringing unique skills and experience vital for this significant role.
<h4 class="MsoNormal">Fast-tracking the process</h4>
Time was of the essence, and Charisma&rsquo;s ability to act swiftly without compromising on quality was key. Within just four weeks of launching the search, Sandra presented the Church with a shortlist of top candidates. One candidate stood out immediately, demonstrating the ideal combination of experience and emotional intelligence to lead the Church&rsquo;s safeguarding efforts during this critical period.
The Church acted promptly, extending an offer that was accepted shortly thereafter. This appointment, completed in just four weeks, showcases Charisma&rsquo;s capacity to deliver under pressure, particularly for roles that demand both professional expertise and emotional sensitivity. The new Independent Chair is now responsible for leading the Church&rsquo;s safeguarding policies and ensuring they are effectively implemented, with a clear focus on protecting vulnerable individuals.
<h4 class="MsoNormal">Why the role matters</h4>
The Independent Chair is far more than just another leadership position, it plays a vital role in the Church&rsquo;s safeguarding success. The individual appointed must navigate emotionally sensitive issues, ensuring that policies are applied with both care and empathy. This role demands not only strategic oversight but also an understanding of the emotional impact of safeguarding, particularly when working with survivors and vulnerable individuals.
Safeguarding challenges are ongoing, and the scrutiny faced by the Church is unlikely to lessen any time soon. The Independent Chair is essential in shaping policy, making informed recommendations, and ensuring the Church remains steadfast in its commitment to protect its most vulnerable members. This role reflects the Church&rsquo;s dedication to healing, progress, and safeguarding.
<h4 class="MsoNormal">Charisma&rsquo;s expertise in sensitive recruitment</h4>
Our successful appointment of the Independent Chair for the Church of England reflects Charisma&rsquo;s specialist expertise in managing sensitive and high-stakes recruitment. The outcome, a confirmed appointment within four weeks speaks volumes about our capabilities. Sandra&rsquo;s leadership throughout the process was instrumental, underscoring our ability to act decisively while respecting the intricacies involved.
At Charisma, we understand that roles of this nature require more than technical skill, they demand individuals who can handle complex challenges with compassion, integrity, and emotional intelligence. Our clients rely on us to identify leaders who combine professional excellence with the emotional competence required for such influential roles.
<h4 class="MsoNormal">Looking ahead</h4>
Whether working with large institutions like the Church of England or smaller, specialist organisations seeking extraordinary leadership, Charisma is here to support. We are proud to be trusted partners in identifying and appointing leaders who are equipped to lead with empathy, insight, and a commitment to meaningful impact.
We look forward to continuing our work, helping organisations find leaders who can drive lasting change, inspire trust, and make a real difference.
&nbsp;

Read how Charisma filled one of the Church of England&rsquo;s most scrutinised roles &ndash; in just 4 weeks!

Charisma leads successful appointment for the Church of England’s independent chair of national safeguarding

With the Premier League season just around the corner, it&rsquo;s time to start assembling your Fantasy Football team. This year, we're thrilled to be teaming up with the children&rsquo;s charity <a href="https://osoc.website/">Our Street Our Children (OSOC)</a> as the sponsor of their Fantasy Football league
At Charisma Charity Recruitment, we&rsquo;re deeply committed to giving back. Many of our team members have backgrounds in the charity sector, and our very own Recruitment Consultant, <a href="https://www.charismarecruitment.co.uk/profile/nick-thomas/">Nick Thomas</a>, is a Trustee at OSOC. When Nick shared his plans for this exciting fundraiser, we knew we wanted to get involved.
&ldquo;We are hugely thankful to Charisma Charity Recruitment for their generous sponsorship of our fundraiser,&rdquo; said Louis Britten, Chair of Trustees at Our Street Our Children. &ldquo;As a small volunteer team in the UK dedicated to helping impoverished children in Nepal, we rely on these events to support our mission of easing poverty, providing education, and ensuring the well-being of the children we assist. We hope Charisma's generous sponsorship will encourage lots of people to join our OSOC fantasy league!&rdquo; By participating in this Fantasy Football league, you'll be contributing to a cause that makes a significant impact on these young lives. For just &pound;10, you can enter your Fantasy Football team, with all proceeds going directly to OSOC. Thanks to our sponsorship, the stakes are high with the following prizes up for grabs:
<ul style="margin-top: 0cm;" type="disc">
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">First Place: &pound;150 🏆</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Second Place: &pound;100 🥈</li>
<li class="MsoNormal" style="mso-list: l0 level1 lfo1; tab-stops: list 36.0pt;">Third Place: &pound;50 🥉</li>
</ul>
Ready to make a difference while enjoying the thrill of Fantasy Football? Enter your team now at <a style="color: #17b3a9;" href="http://www.trybooking.com/uk/64873">www.trybooking.com/uk/64873</a>.
Best of luck with your Fantasy Football team this season&mdash;let&rsquo;s make a big impact together!

Enter this charity fantasy football league with CASH prizes available!

Kick off the Premier League season with purpose

The excitement for Euro 2024 is reaching a fever pitch, and here at Charisma Charity Recruitment, we're thrilled to be a part of ensuring patients at Queen Alexandra Hospital in Portsmouth don't miss a single moment of the highly anticipated England vs Spain final on Sunday!
As a leading Hampshire-based recruitment agency specialising in supporting charities across the UK, we're committed to giving back to the local community. When we saw <a style="color: #17b3a9;" href="https://www.linkedin.com/posts/katesandys_quick-if-you-dont-ask-you-dont-get-message-activity-7217154903280881664-0vTy?utm_source=share&amp;utm_medium=member_desktop">Kate Sandys</a> appealing for support on Thursday we knew we had to help! That's why we've donated to <a style="color: #17b3a9;" href="https://www.portsmouthhospitalscharity.co.uk/">Portsmouth Hospitals Charity</a> to ensure all patients' are equipped with free TV access this Sunday, allowing patients to cheer on the England team in their quest for European glory.
"We are incredibly grateful to Charisma Charity Recruitment for making this donation possible," said Kate Sandys, Head of Charity at Portsmouth Hospitals Charity. "Having free TV access in every patient's room on Sunday will make a real difference for those who want to catch the Euro Final. It's a fantastic display of community spirit, and hopefully England can bring home the trophy!"
We're absolutely thrilled to support Portsmouth Hospitals Charity and ensure patients don't miss out on the excitement of the Euro 2024 Final. We understand the power of entertainment in uplifting spirits, and we hope this donation brings a smile to the faces of patients at QA Hospital on Sunday.
Perhaps it will also give the occassional glimpse of the final for the dedicated staff of our NHS and those who are on shift this Sunday evening. For all those that can't be at home, we hope they can at least watch football come home this Sunday!
Here at Charisma Charity Recruitment, we believe our work extends beyond just connecting talented professionals with incredible charities.&nbsp;We're passionate about making a positive impact in our community, and this donation is a reflection of that commitment.&nbsp; We hope we're all still celebrating come the end of Sunday evening - come on England!

We saw Portsmouth Hospitals Charity appeal online for support and quickly got involved!

Charisma funds hospital TV so patients can watch Euro 2024 Final

Tomorrow's the big day! The Charity Changemakers Podcast, a project I've been dreaming about for ages, is finally launching. But let's be honest, it's not all sunshine and rainbows over here. My emotions are pretty much similar to all those post-it notes in the picture! There's a whole lot of nervous energy mixed in with the excitement.
For years,&nbsp;Charisma have been facilitating peer-to-peer learning and conversation in the charity sector,&nbsp;first through in-person events and then webinars when the world went virtual.&nbsp;We wanted to take things deeper,&nbsp;reach a wider audience,&nbsp;and create something truly special.&nbsp;So,&nbsp;the Podcast was born!
It wasn't always smooth sailing though. There were plenty of moments where I almost threw in the towel, questioning everything from the concept itself to my own abilities. But then came the turning point. I gathered up my courage and reached out to 20 incredible people &ndash; some I knew well, others complete strangers &ndash; and pitched to them on the idea. Their enthusiastic responses were the fuel I needed to keep pushing forward.
Season 1 launches tomorrow,&nbsp;and we'll be bringing you new episodes every week all the way through to September.&nbsp;As someone wisely reminded me right before our first recording,&nbsp;"growth comes from being uncomfortable." While I may not be the world's most polished podcast host,&nbsp;I'm learning and (hopefully) getting better with every episode.&nbsp;The true stars of the show,&nbsp;though,&nbsp;are the amazing guests we have lined up &ndash; they're the ones bringing the wisdom and takeaways. The Podcast is not scripted and I only send guests the three quickfire questions that we start each show with, the result I hope is a totally natural conversation that twists and turns in a few different directions.
The truth is,&nbsp;the nervousness is cushioned by a strong desire to showcase the incredible sector we work in &ndash; the dedication,&nbsp;skills,&nbsp;and experiences that go into making a real difference.&nbsp;This podcast is a chance to amplify the voices of those creating positive change in communities across the country.&nbsp;We all know the stories &ndash; the charity worker who goes above and beyond,&nbsp;the fundraising campaign that rallies a town,&nbsp;the innovative program that tackles a complex social issue.&nbsp;These are the stories that inspire us,&nbsp;and they deserve to be heard.
We believe the charity sector is a powerhouse of talent and innovation.&nbsp;The people who work in it are driven by a desire to help others,&nbsp;and they bring a wealth of skills and experience to the table.&nbsp;They're problem-solvers,&nbsp;strategists,&nbsp;and compassionate leaders.&nbsp;They work tirelessly to address some of the most pressing issues facing our society,&nbsp;from homelessness and poverty to mental health and education.&nbsp;The impact they have is profound,&nbsp;but it often goes unnoticed.
The Charity Changemakers Podcast is our way of changing that.&nbsp;We want to give these incredible individuals a platform to share their stories,&nbsp;their insights,&nbsp;and their ideas.&nbsp;We want to inspire others to get involved in the charity sector,&nbsp;whether it's volunteering their time,&nbsp;donating their skills,&nbsp;or simply spreading the word about the amazing work that's being done. And finally we hope it inspires those who are aspiring senior leaders in the sector, to learn from the experiences of those coming on the show.
We're excited to launch this project,&nbsp;and we can't wait to share it with you!
So,&nbsp;if you're interested in the charity sector and want to hear from inspiring people doing incredible work,&nbsp;then please give us a listen!&nbsp; From tomorrow please subscribe wherever you get your podcasts,&nbsp;and hit that like button.&nbsp;We'd be incredibly grateful for your support.

The Charity Changemakers Podcast launches tomorrow - Adam shares his thoughts on the journey to getting ready for launch!

Charity Changemakers Podcast: Launching with a mix of emotions!

We at Charisma Charity Recruitment are thrilled to announce a new partnership with Global Connections (GC), a vibrant UK-based community of charities, churches, colleges, and individuals passionate about cross-cultural mission and inspiring Christians for impactful work.
This partnership bolsters one specialist area of our recruitment services, supporting <a style="color: #17b3a9;" href="/specialisms/faith/">faith-based</a> organisations in their recruitment.
<h3>Finding the perfect fit for your mission</h3>
Finding the right talent can be a challenge for any organisation, but for faith-based ones, it's even more crucial. You need someone who aligns with your mission and values, someone who understands the "why" behind the work you do.
If you need to adopt a more targeted approach to your recruitment, that's where we come in.
<h3>Shared values, exceptional service</h3>
As part of this exciting new partnership, Global Connections members will now benefit from exclusive discounts on Charisma&rsquo;s recruitment services. We understand the unique needs of faith-based organisations because we've been working with them for decades, across all sizes and locations.
The Charisma team doesn't just have experience in the faith-based sector; many of them actively live out their faith. I served as a fully accredited Baptist minister for nearly 20 years and have extensive experience leading faith-based organisations. I understand first-hand the importance of finding individuals who share your mission's core values.
<h3>Dedicated Faith Specialists</h3>
Alongside me, Charisma boasts a further dedicated faith specialist consultant, <a style="color: #17b3a9;" href="/profile/nick-thomas/">Nick Thomas</a>. Nick's background includes church leadership, fundraising, and managing Christians Against Poverty in Southampton. This depth of experience allows Nick and the team to truly understand the inner workings of faith-based organisations, from the ground up.
<h3>Partnering for success</h3>
Through this partnership Global Connections are excited to support and equip their members if they need to add an extra dimension to their recruitment process.
Here at Charisma, we're delighted to partner with Global Connections. This collaboration allows us to serve an incredible community of mission-driven charities even better. By leveraging our combined expertise, we can ensure Christian organisations find the talent they need to make a real difference in their communities and the world.
Global Connections members can <a style="color: #17b3a9;" href="/global-connections/">follow this link</a> to arrange a no-obligation chat with Adam or Nick.

Details of our new and exclusive partenrship with Global Connections that unlocks recruitment discounts for their members!

We're partnering with Global Connections to empower faith-based hiring!

Charisma Charity Recruitment are dedicated to working with charities and not-for-profits across the UK. With an existing track record of working with Animal Assistance organisations, including partnerships with organisations such as Hearing Dogs for Deaf People, I have been passionate about expanding our support in this community.
2023 was a busy year in this arena, with me leading successful campaigns for Assistance Dogs UK, Pets as Therapy, and Canine Partners, as well as several key campaigns for Dogs for Good in 2022. These rigorous and far-reaching executive and board searches relied on robust, fair, and well-governed processes. Our in-depth knowledge of the opportunities and challenges in the sector, talent acquisition, candidate engagement, vetting and aftercare, complemented by vibrant and accessible advertising and marketing, being key to the success of these impactful campaigns.
Read more below:
<h3>Assistance Dogs UK</h3>
Charisma was delighted to have the opportunity to work in partnership with Assistance Dogs UK (ADUK), a voluntary coalition of assistance dog charities that have been accredited by Assistance Dogs International (ADI) and/or The International Guide Dog Federation (IGDF), to secure their new Chair of Trustees.
The new Chair would be leading the Board of Trustees and working closely with the Executive Director in building ADUK&rsquo;s external presence and influence, whilst continuing to work as an effective umbrella body and hub for assistance dog-related information and good practice. Ensuring that the organisation remained focused on the delivery of the organisation&rsquo;s charitable purposes, giving direction to Board policymaking, representing the organisation at functions and meetings, and building new networks and relationships with relevant stakeholders and decision-makers was essential. Charisma&rsquo;s search focused on finding strategic individuals who demonstrated credibility, relevant experience, and influence, with previous experience as a Chair, Trustee, or in leadership roles, and of leading national campaigns for change. Ensuring a diverse pool of candidates was engaged via accessible advertising and marketing, and talent acquisition (headhunting, networks, and database search) was essential, as we actively encouraged candidates with experience in the disability or animal welfare sectors and/or with lived experience of being partnered with an assistance dog.
Following a UK-wide search, six high calibre candidates were secured and shortlisted for consideration, with an experienced senior leader, with previous high level Board exposure, appointed to join the Board.
"The Charisma team have been brilliant - hugely supportive and efficient. I will definitely recommend you to others&rdquo;. Incoming Chair of Trustees
<h3>Canine Partners</h3>
Charisma worked with Canine Partners to secure two strategic, inspirational, and motivational leaders, to assume the roles of Director of Finance and Resources and Director of Income Generation. Canine Partners, a registered charity that transforms the lives of people with physical disabilities by partnering them with assistance dogs. Their amazing dogs bring a greater independence and quality of life to their partners, offering security, companionship, and practical help with everyday household tasks, as well as providing psychological and social benefits including increased confidence, social interaction, and self-esteem.
It was an exciting time to join the organisation, but also a challenging one, as Canine Partners was still recovering from the long tail of Covid-19. Charisma needed to find strong team players who could hit the ground running, and who were confident at taking the initiative and building relationships and trust quickly. The new Director of Income Generation was set to lead the creation and development of integrated, innovative, and sustainable high value fundraising and marcomms strategies to deliver the charity&rsquo;s strategic objectives and meet agreed KPIs. The Director of Finance and Resources, would need to provide strategic financial direction across the organisation and be accountable for all aspects of internal and statutory financial reporting, ensuring the effectiveness and efficiency of the Charity's financial policies, procedures, and internal control systems. Both directors were to be inspirational leaders, responsible for leading their team and function, but also providing leadership across the organisation as a member of the SLT.
Charisma conducted robust public campaigns and worked in close collaboration with the Talent Team to ensure no stone was left unturned in terms of direct approaches to both warm and cold candidates. With strong engagement, especially from our database, and a complementary 4-week outward facing campaign, strong shortlists were defined with both roles appointed successfully. During one of these campaigns, we also supported an internal candidate, who was brought into the process to ensure a fair and robust experience for all candidates. Ultimately, an external candidate was selected for the appointment.
<h3>Dogs for Good&nbsp;</h3>
The now former Chief Executive of Dogs for Good engaged Charisma to manage the recruitment of a new Director of Income Generation as well as the search and selection of a new Chief Executive. With the upcoming retirement of the incumbent Chief Executive, after more than twenty-five years in post, and the desire to shape an integrated role that would focus on the leadership of fundraising, communications, and marketing, more weighted to income generation that ever before, Charisma conducted a detailed site visit and consultation with internal stakeholders to ensure an accurate brief was captured prior to the campaigns commencing.
For the new Chief Executive, a dynamic and inspirational leader with a commitment to achieving high standards of dog welfare and a genuine interest in and passion for bringing people and dogs together to enrich and improve both lives and to better understand the human animal bond was essential. Key criteria were defined across both roles, with the Chief Executive requiring experience of effective partnership working and development, and external relationship management, managing, motivating, and developing staff, business planning, business development, strong financial skills, and with a robust approach to governance, controls, and implementation of new processes. Following wide-reaching searches and robust vetting and interview processes, a new Chief Executive, and a Director of Income Generation, with extensive experience of fundraising/income generation, a strong track record of harnessing digital tools, and of developing effective and integrated marketing and brand strategies for a charity, were secured, and joined the organisation in late 2022.
&nbsp;"Charisma formulate very clear plans and timescales for the recruitment process and then execute the plans in a very professional and timely manner. I have been particularly impressed by the way Charisma took a lot of care to really understand the culture of Dogs for Good and our precise requirements and this has resulted in a very positive partnership.&nbsp; Overall, our experience of working with Charisma has been excellent and I would have no hesitation in recommending them as first-class recruitment consultants." Former CEO, Dogs for Good
<h3>Pets as Therapy&nbsp;</h3>
2023 was a busy year at Pets as Therapy (PAT) and Charisma was delighted to have ownership for the management of two major campaigns. PAT is a charity formed in 1983, to share the joy of companion animals with those deprived of it, and it is now the UK&rsquo;s largest volunteer-based charity dedicated to enhancing health and wellbeing in the community through companion animal interactions. As a national organisation, PAT facilitates visits from more than 4,500 volunteer person and animal teams, contributing to an improved quality of life and wellbeing for thousands of people every year, in a range of settings, including hospitals, hospices, nursing and care homes, schools, and colleges, prisons and a wide variety of other situations.
In early 2023, new&nbsp;trustees were sought to join the Board. Each new trustee was to have a different skill set/expertise acquired through professional fundraising, HR, finance, and/or volunteer management or lived experience. These key areas were defined via a skills audit, and the new trustees were to use their specific knowledge or experience to help the Board of Trustees reach sound decisions, as well as leading discussions, focusing on key issues, and providing advice and guidance requested by the Board on new initiatives, or other issues relevant to the area of the charity's work in which the trustee had expertise. Charisma had a UK-wide brief, with the aim of securing better representation for the charity in geographical areas their work was emerging in. Following an 8-week campaign, 19 candidates were secured against the key disciplines and 5 candidates were appointed to trustee roles.
With a track record of success with PAT, Charisma were retained to secure a new&nbsp;CEO. The successful candidate would need to demonstrate drive, vision, and creative leadership skills, to build on their strong track record and implement an ambitious strategy, which included funding diversification, partnership and engagement development, sector leadership and above all, ensured the delivery of an outstanding service for all beneficiaries supported by operational excellence. Charisma was tasked with securing individuals with a strong track record of impactful and influential leadership, with a strong fundraising or commercial component, experience in the development and delivery of strategies and operational plans, leading and working with volunteers, and proven experience of robust financial, budget and people management. Due to the high calibre of candidate sought, following the first campaign, the Nominations Panel worked with Katherine to reframe the role, increasing the salary level and flexibility. The second search and selection campaign opened the role up to a new area of the market and enabled the securing of a robust shortlist for interview. Following a total of 8-weeks of searching and vetting, and robust interviewing, a successful candidate was appointed.
If you have any upcoming recruitment plans on the horizon or would like to connect for an introductory virtual coffee for the future, please contact me via this <a style="color: rgb(35, 111, 161);" href="/contact-us/">form</a>&nbsp;or call 01962 813300.

We've enjoyed partnering with many Assistance Animal organisations across the United Kingdom on a variety of critical roles.

How we're partnering with Assistance Animal charities across the UK

Charity leaders from across the south gathered in Winchester for the second annual Charity Think Tank hosted by ourselves and HWB Chartered Accountants.
The breakfast time event at the Hotel du Vin featured a round table discussion on the challenges and opportunities currently facing the charity sector.
These included the cost of living crisis, difficulties of fundraising, squeezed local authority budgets, sourcing new income streams, attracting and retaining talented staff and utilising the latest technology.
Adam, our MD, chaired the discussion, which involved charity leaders from a variety of central south-based organisations.
Represented were charities involved in mental health, housing, seafaring, life-saving, loans for older people, wildlife, homelessness, active lives, the arts and education.
The event gave attendees an occasion at which to find out what other charities were doing, share concerns and challenges, bounce ideas, discover different perspectives, expand their network and take away specific action items to be implemented in their own organisations.
Michaela said: &ldquo;Following the success of last year&rsquo;s Think Tank, held in Southampton, we wanted to repeat the process by gathering a varied group of leaders and decision-makers in a forum setting to discuss and share the challenges &ndash; and successes &ndash; of our charities in 2024.
&ldquo;We have again partnered with Charisma to put something back into the community we both serve. Charity leaders are constantly busy and this event gives them a chance to pause and talk to their counterparts, compare notes and take away good ideas to explore.
&ldquo;Our volatile economic climate and cost of living crisis has made it an extremely difficult period for the south&rsquo;s charities, particularly in terms of fundraising and identifying new revenue streams.
&ldquo;Leaders have got to be a bit savvy in the modern world, perhaps utilising AI in writing bids for fundraising and being at the forefront of embracing the best new technology as they strive to constantly find new ways of delivering their services with less.&rdquo;
Adam Stacey said: &ldquo;An event like today is an opportunity to get shared learning, peer-to-peer engagement and collaboration and it is a privilege for the two host organisations to facilitate this type of meeting.
&ldquo;Recruitment in the charity sector remains volatile with a severe talent shortage at the moment. We are seeing more fundraisers leaving the sector and going to work in commercial or private settings.
&ldquo;Also, at senior levels there is less movement than we have previously seen, meaning finding and retaining top talent is trickier and it remains a priority
&ldquo;In the short term we will probably see more charity mergers and acquisitions, as well as collaborations, with people working together to deliver services to the same high standards as in the past.
&ldquo;However, we have a resilient sector that has stood the test of time and will still be here, committed to delivering the best services that it can within the budgets it has.&rdquo;

We were pleased to host a Charity CEO Think Tank in partnership with HWB Accountants, meeting together on 12 March 2024.

CEO Think tank as south’s charities face major challenges

<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">It turns out <a href="https://www.charismarecruitment.co.uk/">Charisma</a><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;"> has been keeping a secret. We don&rsquo;t just recruit trustees trsutees, CEOs and directors of charities (though we do that quite well!).
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">We have always taken the same executive search approach to every role across the charity sector, but we haven&rsquo;t been shouting enough about it. It takes a team to successfully run a charity and we&rsquo;ve recruited for a full range of roles within that space. The overarching goal of a charity is to fund their mission, and therefore roles for individuals that head up charities and lead the fundraising strategy are always in high demand.&nbsp; But so many other individuals make up an effective charity and our highly skilled team drawn from a variety of backgrounds can help you recruit across other disciplines. Here are just some of the many areas that require people for a charity to run successfully:
<ul>
<li class="MsoNormal" style="line-height: normal; background: white;"><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Fundraising</li>
<li class="MsoNormal" style="line-height: normal; background: white;"><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">HR</li>
<li class="MsoNormal" style="line-height: normal; background: white;"><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Marketing</li>
<li class="MsoNormal" style="line-height: normal; background: white;"><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Operations</li>
<li class="MsoNormal" style="line-height: normal; background: white;"><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Finance</li>
<li class="MsoNormal" style="line-height: normal; background: white;"><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Programme delivery</li>
</ul>
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">There are so many layers of people who ensure a not-for-profit organisation runs effectively therefore the <a href="https://www.charismarecruitment.co.uk/solutions/team-recruitment/">recruitment</a><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;"> of these individuals is no less important than the trustees, directors, and fundraisers. The <a href="https://www.charismarecruitment.co.uk/our-story/meet-the-team/">Charisma team</a><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;"> can come alongside your organisation and support it in a non-exclusive way. We can carry out full market searches and our clients only pay a fee if they offer a role to one of our exceptional and capable charisma candidates.
<h3 class="MsoNormal" style="margin-bottom: 0cm; line-height: normal; background: white;"><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Complex roles</h3>
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Often, when we partner with charities, they require individuals to work on their more complex functions. 
<h5>Legal</h5>
<span style="mso-ascii-font-family: Calibri; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri; mso-bidi-font-family: Calibri; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Charitable organisations must ensure transparency around not just funds, but tax and VAT. A legal team member may also handle enquiries around fundraising, data protection and partnerships.&nbsp; We've even placed a lawyer with a charity.
<h5 class="MsoListParagraph" style="margin-bottom: 0cm; mso-add-space: auto; text-indent: -18.0pt; line-height: normal; mso-list: l1 level1 lfo2; background: white;"><span style="mso-ascii-font-family: Calibri; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri; mso-bidi-font-family: Calibri; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Procurement </h5>
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Not-for-profit procurement plays a very important role because the charity must balance its costs against maximising funds for its beneficiaries. In turn, a skilled procurement specialist will need to scrutinise suppliers to ensure their values and ethics align with those of their charity.&nbsp;
<h5 class="MsoListParagraph" style="margin-bottom: 0cm; mso-add-space: auto; text-indent: -18.0pt; line-height: normal; mso-list: l1 level1 lfo2; background: white;"><span style="mso-ascii-font-family: Calibri; mso-fareast-font-family: Calibri; mso-hansi-font-family: Calibri; mso-bidi-font-family: Calibri; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">-&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp; <span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Housing</h5>
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Often a charitable organisation will have a housing element for their beneficiaries, and the management of this requires a skilled individual. Sadly, homelessness is still a huge problem in the UK charitable organisations will often recruit individuals who can support them with assessments and partner with outside organisations.
We're also consulant panel members of The Almshouse Association and undertake a lot of work in this space.
&nbsp;<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">The values and culture of a charitable organisation run through every single person involved. Simply put, it does take a team of individuals pulling in the same direction to produce the best outcomes for the beneficiaries. 
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Our process is to consult with our clients in the first instance and decide, which of our specialist consultants is the best fit for their unique needs. We have grown our team significantly in the last year so that we can match the right consultant to your charity and develop a strategy that can build your entire organisation. 
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Our thorough consultation process enables us to build a picture of your charity, so when you need a particular role filled, we already know your values and can marry skills and person fit. This groundwork we do at the start of our partnership in understanding your culture enables us to add value to the people already in place.
<span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;">Have a gap in your charity? Come and have a <a href="https://www.charismarecruitment.co.uk/contact-us/">chat</a><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;"> with us and let us build a <a href="https://www.charismarecruitment.co.uk/solutions/team-recruitment/">team</a><span style="mso-fareast-font-family: 'Times New Roman'; mso-bidi-font-family: Calibri; mso-bidi-theme-font: minor-latin; color: #222222; mso-font-kerning: 0pt; mso-ligatures: none; mso-fareast-language: EN-GB;"> for you.

We don't just recruit trustees, CEOs and directors. We can help with fundraisers, marketeers, HR professionals and more.

Charity team recruitment: how we help...

Veterans Outreach Support (VOS) is an award-winning, UK registered charity that provides holistic, person-centred support in the areas of welfare, wellbeing, and mental health for individuals that have served their nation in the British Armed Forces and Reserves, the Royal Fleet Auxiliary, and the Merchant Navy, and their partners, in Portsmouth, Hampshire, and the Isle of Wight. VOS are well known in the armed forces charity sector for developing the Drop-In model of support, with a focus on close collaboration with delivery partners, and for dedicated mental health support. Over the last 4 years, VOS has seen an increasing demand for the vital mental health services and support they provide and has significantly expanded its range of peer-supported wellbeing activities and social groups.&nbsp;
With the growth of the charity, Charisma had been working in partnership with the organisation on salaried roles across finance, projects, and administrative support, so when the time came to renew and grow the Board of Trustees, VOS approached Charisma to manage a full, rigorous, and robust recruitment campaign to secure new Board members. 
Following in-depth discussions and consultation, VOS and Charisma defined skills gaps on the existing Board as key areas of focus for the public search, as well as formulating a comprehensive timescale, which enabled trustee induction prior to their introduction at the spring AGM. A detailed brief was taken, including exploration into the upcoming challenges and opportunities for VOS. 
Following extensive candidate research conducted by Charisma&rsquo;s Talent Team and the creation of marketing tools, including a vibrant and interactive candidate pack, the campaign was launched, with candidates sought in the following disciplines: finance, commercial (e.g. charity trading arm, CIC or social enterprise), mental health and adult social care, HR (ideally with a CIPD qualification), digital transformation and business intelligence and/or lived experience. The search phase encompassed several different engagement routes, including a paid advertising campaign, direct approaches to individuals with the required skills sets via our extensive database, relevant and researched networks and making cold approaches to the wider market. Over 100 candidates were directly contacted across a rigorous 8-week public campaign, with candidates offered initial chats, and those suitable at screening stage, were taken through a vetting interview to further judge suitability and values alignment. Engagement was seen locally and regionally, as well as from further afield. 
11 vetting interviews were conducted, with 8 high calibre candidates secured for the longlist, who all presented with very strong expertise in their specific discipline, and as strategic leaders, who demonstrated credibility and values alignment. In consultation, Charisma and VOS selected 6 candidates to attend in-person interviews, the day itself including formal and informal elements, including a panel interview with the Chair and nominations committee, time spent with the CEO and an opportunity to observe a drop-in session to see the charity deliver their support model. Following interviews, we were delighted that the VOS Board was in a position to appoint 4 successful candidates, with offers made by VOS&rsquo;s dedicated Charisma Consultant. The new trustees were then able to assume their roles in late 2023 (just in time for the Christmas party!) with a full induction prior to the spring AGM.
&ldquo;Working with Charisma on our recent trustee recruitment campaign has been an extremely rewarding and professionally satisfying experience for Veterans Outreach Support and for the candidates alike. From an incisive and insightful client brief, through vetting, selection and appointment, Charisma conducted a highly professional and diligent campaign that resulted in the appointment of four excellent trustees across the targeted areas of expertise and experience. We also know that the experience from the candidate perspective was equally positive, with candidates commenting on the personal warmth, professionalism, and enthusiasm for our charity demonstrated by Charisma staff throughout their engagement. VOS would not hesitate to appoint Charisma Charity Recruitment to deliver future trustee and other recruitment campaigns and would strongly recommend them to others. A first-class service from a trusted and people-centred partner.&rdquo;

&ldquo;Working with Charisma on our recent trustee recruitment campaign has been an extremely rewarding and professionally satisfying experience"

Case Study: Veterans Outreach Support

In an increasingly online world, in-person networking is a powerful way to connect people, businesses and communities as a means to facilitate relationship building. The Charisma team will be supporting several networking events throughout 2024, the first one is particularly close to my heart, as it&rsquo;s in my home city, Sheffield. To strengthen my commitment to the city and build on Charisma&rsquo;s Associate Partnership with <a href="https://www.sufc.co.uk/commercial/associate-partners" target="_blank" rel="noopener">Sheffield United FC</a> (up the Blades!) we will be sponsoring this event.&nbsp;
In conjunction with Lucy Gower of the Lucidity network - a long-term partner, and associate of <a href="https://www.charismarecruitment.co.uk/">Charisma</a> - and Jennifer McCanna, a leadership coach, on Thursday 29th February &ldquo;How to work with the Tricky Person&rdquo; is the first in the &lsquo;Just One Thing&rsquo; networking series. Before we get into all the details, let&rsquo;s look at what networking can do for you.
&nbsp;
<h4 class="MsoNormal" style="margin-bottom: 0cm; line-height: normal; background: white;">The Power of Networking</h4>
Networking to some degree is like a form of therapy or counselling (stay with me!) in that sometimes we need to get out of our way and out of our heads to find the solution for our organisations. Having a safe space where you can informally speak to people who either share the same interests as you or are in the same geographical location, can be very powerful. It&rsquo;s often simply voicing the challenges and difficulties either within your business or as an individual that can help. When someone is standing in front of us, we benefit from not just what they say, but all the non-verbal cues that let us know they are interested and engaged. Quite often we find have experienced or shared the same challenges and better yet, they may have the answer or know someone who can help. In an online world, coupled with separation through locations or a lack of synergy through flexible working hours, it can be challenging to build strong working relationships. 
&nbsp;
<blockquote>
<h5 class="MsoNormal" style="margin-bottom: 0cm; text-align: center; line-height: normal; background: white;" align="center">Networking enables accessing solutions through a diversity of thought.</h5>
</blockquote>
&nbsp;
<h4 class="MsoNormal" style="margin-bottom: 0cm; line-height: normal; background: white;">How to work with the Tricky Person</h4>
Whilst they are no strangers to networking events, this is the first time in Sheffield for a joint event between Jennifer and Lucy. Kicking off a series of networking events, &lsquo;How to work with the tricky person&rsquo; is aimed at giving you some practical strategies you can apply. We&rsquo;ve all encountered tricky people and what better way to navigate this than in a relaxed, welcoming environment courtesy of Lucidity and McCanna Coaching?&nbsp;
&nbsp;
Here&rsquo;s what you come away with: 
&nbsp;
<ul>
<li>Understanding what gets in the way of building relationships and unlocking solutions. </li>
<li>Some tips to help you understand the tricky person and how you can help them understand you. </li>
<li>Practical strategies that you can start using straight away to improve working relationships. </li>
</ul>
&nbsp;
Managing challenging relationships and engaging with your team is a vital part of developing your leadership skills. The <a href="https://www.charismarecruitment.co.uk/our-story/meet-the-team/">Charisma team</a> are proud to sponsor this event and I&rsquo;ve even heard a rumour there will be drinks and nibbles. Sold!&nbsp;
&nbsp;
All joking aside, I am invested in the success of Sheffield and this event so have cleared my diary and am available for meetings on the 29 of February and the 1, 13, and 14&nbsp;of March.
&nbsp;
As sponsors of the event, we can also offer some FREE spots for this on a first-come, first-served basis. Please do <a href="https://www.linkedin.com/in/ajwstacey/">contact me via LinkedIn</a> if you want to take advantage of this.&nbsp;
<a href="https://mccannacoaching.co.uk/home/how-to-work-with-the-tricky-person-paid/" target="_blank" rel="noopener">&nbsp;Reserve your ticket for just &pound;15 here.</a>

We're looking forward to sponsoring an event next month in Sheffield, as part of our commitment to the region and sector. Find out about this special event and grab your FREE place by reading more...

Charisma supports networking event in Sheffield

As we kick-off 2024, the charity and not-for-profit sector will look to a new rising pool of talent and tap into the energy and innovation that Gen Z offers. Here are 6 top tips to attract, engage and retain Gen Z talent.
<h3 class="MsoNormal">1. Provide clear development opportunities for their career </h3>
Career development opportunities are often a higher priority than salary for Gen Z. Organisations must be able to transmit both in person and online that they are invested in long-term learning and development opportunities to ensure they appeal to this cohort of candidates. &nbsp;
<h3 class="MsoNormal">2. Create an inclusive work culture </h3>
Gen Z was born into an increasingly diverse and inclusive world. The workplace environment is an essential aspect of attracting this raft of talent as they place a high value on diversity and representation in the workplace. Your organisation must be able to show that it prioritises diversity and inclusivity and has built an intentional, welcoming culture to attract Gen Z. 
<h3 class="MsoNormal">3. Implement efficient time management.</h3>
Once Gen Z has been attracted to an organisation, they must be retained through tangible support. This could be coaching on time management or equipping them with online tools such as Monday.com or Trello to help them. They will feel the pressure to prove themselves and it is important to instil the value of taking breaks to reduce stress and stimulate creativity. Organisations must also support Gen Z by setting boundaries and managing workloads as they may lack the confidence to say no and be challenged by the fear of missing out. 
<h3 class="MsoNormal">4. Make well-being a priority </h3>
Gen Z more than any other generation places significant importance on their well-being. They will actively seek organisations that will offer support and resources to manage mental health. They will look for a workplace culture that is people-centred and prioritises well-being. 
<h3 class="MsoNormal">5. Invest in technology </h3>
This is the first generation that has grown up entirely in the digital age. The desire for instant connectivity and expectation for digital tools and platforms in their workplace means organisations must cater for these preferences. Gen Z are acutely aware that technology aids efficiency and their appetite for innovation, plus their technological competency is something that can be leveraged. 
<h3 class="MsoNormal">6. Consider how you list jobs </h3>
We must consider when attracting Gen Z talent that there may be language that causes them to rule themselves out of vacancies. Asking for three years of experience for entry-level positions when targeting individuals starting in their careers can significantly narrow the field. It may be more fruitful and inclusive to prioritise skills, and experience outside of the workplace such as youth work, volunteering, sports or clubs. 
<h2 style="text-align: left;">Mentoring future leaders</h2>
Gen Z will expect a connection with them on a deeper level than previous generations and a mentor who is aligned with their values and individual career journey. Whilst this relationship takes place in a professional capacity, to successfully mentor Gen Z, it must be evident that you care about their unique needs and goals. Active listening will be critical as well as acknowledging this is a cohort of employees who need to understand the meaning and the &ldquo;why&rdquo; behind their development. If we lay the foundations well, however, there is an opportunity to mentor and develop Gen Z into the leaders of the future.

We explore ways that you can attract candidates from Gen Z and make your charity an exciting and attractive proposition.&nbsp;

Six ways employers can attract engage and retain top Gen Z talent

The end of the year is a much-needed pause and a time to reflect on all that has been achieved in the prior 12 months. It is quite incredible when you look back and take stock and I welcome this time of reflection to acknowledge and express gratitude for the obstacles we&rsquo;ve overcome and the strides we&rsquo;ve made forward. We&rsquo;ve added new clients, and two new team members, as well as successfully placing candidates across the charity and not-for-profit sector. Let's take a look back at 2023 for Charisma.
<h3 class="MsoNormal">Rebrand</h3>
Our old brand wasn't showing who we are as a business, we needed to refresh to make it appealing and fit for purpose in 2023. We're a modern, personable, and professional organisation delivering highly exceptional recruitment services.
We partner with organisations to shape their recruitment processes to ensure that they are effective, resilient, and robust. We work with candidates to help them shape their careers, next steps, and progression in the sector.
<h3 class="MsoNormal">Supporting the sector across 2024</h3>
We were delighted to sponsor four <a href="https://www.lucidity.org.uk/" target="_blank" rel="noopener">Lucidity</a> events across the year, wanting to give back to a network that supports many individuals working in the sector to build confidence and manage change.
We became a business partner of <a href="https://www.winchester-cathedral.org.uk/support-us/business-partners/" target="_blank" rel="noopener">Winchester Cathedral</a> at the start of the year, giving back to the city in which we were founded.&nbsp; 
In the middle of the year we presented a workshop on 'building the best team' at the&nbsp;<a href="https://donorfy.com/" target="_blank" rel="noopener">Donorfy</a> conference.
Sandra and Adam have attended four Job Fair events by <a href="https://www.olmec-ec.org.uk/black-on-board/" target="_blank" rel="noopener">Black on Board</a>, sharing trustee roles we are working on and offering pro bono support and advice to candidates seeking trustee positions.
It was brilliant to sponsor the Charity Staff Member of the Year at The Air Ambulance UK 2023 Awards of Excellence in November, with Natialie Church from <a href="https://magpas.org.uk" target="_blank" rel="noopener">Magpas Air Ambulance</a> winning the award.
In November we also marked Trustees Week. We attended the Festival of Trusteeship event hosted by Getting on Board. Charisma continues to support its endeavour by supporting its <a href="https://www.gettingonboard.org/trustee-learning-programme">Trustee learning Programme</a>.
<h3 class="MsoNormal">Welcome new team members</h3>
At the start of the year we welcome back <a href="https://www.charismarecruitment.co.uk/profile/louise-portnall/" target="_blank" rel="noopener">Lou Portnall</a> to the team, but in a completely new role to that which she&rsquo;d left a couple of years previously.&nbsp; Lou joined us in February as a Recruitment Consultant and has hit the ground running, supporting organisations across the sector on a range of varied roles.&nbsp; Later in the year, my prayers were answered when <a href="https://www.charismarecruitment.co.uk/profile/nick-thomas/" target="_blank" rel="noopener">Nick Thomas</a> joined the Charisma team. Nick brought with him over 15 years of experience working in the charity sector alongside experience in recruitment and Human Resources qualifications. His addition to the team and faith-based background have enabled us to enrich our support of Christian organisations. 
We were also sad to see Polly Mahoney leave us in October after a couple of years here at Charisma &ndash; Polly joined us during a period of significant change and growth, helping us to ensure our candidate journey was perfect every time. We wish you well Polly in your house move and new role!
<h3 class="MsoNormal">Placements made in 2023</h3>
We have placed candidates in a variety of organisations right across the non-profit space:
<ul>
<li class="MsoNormal">Trustees</li>
<li class="MsoNormal">CEOs</li>
<li class="MsoNormal">Directors</li>
<li class="MsoNormal">Fundraisers</li>
<li class="MsoNormal">Finance professionals</li>
<li class="MsoNormal">Marketeers</li>
<li class="MsoNormal">HR teams</li>
<li class="MsoNormal">Programme and project delivery</li>
<li class="MsoNormal">Operations</li>
</ul>
We even supported the Government of South Georgia and Sandwich Islands to place a Government Officer in South Georgia - just 950+ miles off the Falklands a few days by vessel to get there!
<h3 class="MsoNormal">Sectors we have supported </h3>
Building a team that draws from a range of sectors and organisations with relevant experience has always been a core focus for Charisma. We continued to add to that breadth of knowledge in 2023 by expanding the team. 
We support across a wide range of sectors but have been particularly delighted to grow our expertise and work in <a href="https://www.charismarecruitment.co.uk/specialisms/faith/">faith</a>, <a href="https://www.charismarecruitment.co.uk/specialisms/health-and-social-care/">health</a> and <a href="https://www.charismarecruitment.co.uk/specialisms/heritage-arts-and-culture/">heritage</a>.
<h3 class="MsoNormal">What&rsquo;s ahead for 2024</h3>
Following our rebrand earlier in the year, our new website launched this month to compliment the new branding. Alongside our new CRM and application tracking system this sets the foundations for a successful year ahead.&nbsp;
Finally, and most importantly, we want to thank the incredible clients and candidates we have worked with in the last 12 months.&nbsp;
I feel blessed and thankful for such an incredible team that go over and above every single day. 
On behalf of the Charisma team, I would like to wish you and your families a very happy, healthy, and peaceful Christmas.
&nbsp;

We celebrated a successful 2023 with a rebrand, new team members, and successful placements across the non-profit sector. We look forward to continued growth and supporting clients and candidates in 2024 with new systems in place to help us achieve even more, with the same levels of profressionalism and engagement that we've always had.&nbsp;

2023 year round up

This week marks Trustee Week, and the&nbsp;<a href="https://www.charismarecruitment.co.uk/?source=google.com">Charisma</a>&nbsp;team is pleased to totally recommend the Festival of Trusteeship which runs all this week from our friends at&nbsp;<a href="https://www.gettingonboard.org/" target="_blank" rel="noopener">Getting On Board</a>. The event is packed full of insightful and thought-provoking online sessions, check out the programme via this&nbsp;<a href="https://www.gettingonboard.org/festival-of-trusteeship-23">link</a>. Trustee search and selection Trustees hold a prominent position as they lead charities. It is an opportunity for an individual to both contribute to causes that are important to them and develop key leadership skills. We get asked all the time, how do we find people with the skills we need?
To attract this distinctive person, it is essential that you conduct an extensive search and do not just rely on your networks. Casting nets wide increases the opportunities for a more diverse board. Statistics show that ensuring an organisation is made up of varying individuals will bring innovative ideas and diverse ways of thinking. Central to any charity is conceiving creative fundraising strategies therefore&nbsp;<a href="https://www.charismarecruitment.co.uk/diversity-and-inclusion?source=google.com">diversity</a>&nbsp;must be part of any talent attraction planning.
<h3 class="MsoListParagraph">1.Identifying the need for a trustee</h3>
When a charity decides to look for a new trustee, it could be because a trustee resigned, or finished their term or that the organisation has made the decision a specific skill set would add value. Understanding what is needed, and how that person meets the organisation's mission is a critical ingredient in finding an individual that aligns with the organisation's goals and values. Going through this process gives clarity and will help to set expectations on a timescale as well as document the skill set of the successful candidate.
<h3 class="MsoListParagraph">2.What makes a good trustee?</h3>
Finding a trustee that is right for the organisation often yields someone with specific knowledge of the mission or relevant direct experience who can demonstrate their value. A good trustee must be someone who can interact and communicate well on all levels, not just with other board members. It&rsquo;s an individual who can recognise the needs of the beneficiaries as well as possess commitment, compassion, and an open mind.
<h3 class="MsoListParagraph">3.Effective recruiting</h3>
As already stated at the start of this blog, having wide networks and an inclusive recruitment process, is the best way to facilitate a diversity of thought and&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/board-and-trustee-recruitment?source=google.com">attract trustees</a>&nbsp;that can lead to change. It can equally be advantageous to utilise connections in sectors or areas close to the charity as you are likely to capture people who understand the charity's objectives. We're obviosuly advocates for structure talent acquistion and targeted headhunting, bringing passive candidates into the process with the right skills, motivation and passion for your cause.
<h3 class="MsoListParagraph">4.Screening and vetting trustees</h3>
There is clear governance around appointing a trustee such as disclosure processes and the statutory or legal regulations around the role. Critically the most essential part of vetting is a recruitment process that asks clear and probing questions and utilises robust screening. Building an effective questioning and reference process will ensure you pick up on any potential issues with an individual.
<h3 class="MsoNormal" align="start">5.Building an onboarding &amp; training process</h3>
Deciding to become the trustee of the charity carries a weight of responsibility, it is therefore important to develop an onboarding process that has a solid induction and builds a strong sense of belonging from the get-go. A trustee must feel secure in their knowledge and able to locate relevant documents and policies right from the start. Supporting the sector As part of our desire and commitment to give back to the sector, we also support Getting on Board&rsquo;s trustee learning programme which runs year-round, to learn more about that, click this&nbsp;<a href="https://www.gettingonboard.org/trustee-learning-programme" target="_blank" rel="noopener">link</a>. The programme is totally free for participants and includes high-quality webinars, clinics and panel discussions to help you become an effective trustee. Whether you are an established trustee, newly appointed or aspiring to become a trustee we highly recommend this course.

This week marks Trustee Week, and the&nbsp;<a href="https://www.charismarecruitment.co.uk/?source=google.com">Charisma</a>&nbsp;team is pleased to totally recommend the Festival of Trusteeship which runs all this week from our friends at&nbsp;<a href="https://www.gettingonboard.org/" target="_blank" rel="noopener">Getting On Board</a>. The event is packed full of insightful and thought-provoking online sessions, check out the programme via this&nbsp;<a href="https://www.gettingonboard.org/festival-of-trusteeship-23">link</a>.

Trustees Week 2023

Alive Church is a multi-ethnic, multi-generational church whose vision is to provide opportunities for people to come to know and passionately follow Jesus. Acts Trust was founded by Alive Church in 2006. Acts Trust&rsquo;s vision to see every neighbourhood within the city of Lincoln thriving as people are empowered and better connected to those around them.
Together Alive Church and Acts Trust were facing a challenge in recruiting a Youth Team Leader. The position required a unique blend of leadership, pastoral care, and a genuine passion for working with young people. Despite their best efforts, they were struggling to find the ideal candidate to fill this critical role.
The CEO of Acts Trust reached out to Charisma Charity Recruitment, known for their expertise in matching talented individuals with roles in the Christian charity sector. Nick Thomas, Consultant at Charisma, who specialises in Christian charity and church roles, oversaw the recruitmentcampaign.
Charisma undertook a wide-reaching and robust candidate resourcing exercise. This involved using various platforms, including a structured marketing campaign to bring the role to life, our database, our extensive networks, and LinkedIn, to identify Christians with the right skills, experience, and passion for the role.
After a thorough vetting process, which included initial calls and vetting interviews, two standout candidates were selected for in-person interviews. Alive Church and Acts Trust invited the youth members to be involved in the interview process, with this innovative approach allowing the candidates to interact with the very individuals they would be working with, providing valuable insights into their suitability for the position.
After careful consideration and prayers, Alive Church and Acts Trust successfully appointed a Youth Team Leader who demonstrated not only the technical skills required for the role but also a genuine connection with the youth members, and an inspiring passion for young people to come to know Jesus.
Alive Church and Acts Trust's partnership with Charisma proved to be instrumental in overcoming their recruitment challenge. By leveraging Charisma&rsquo;s expertise in understanding the genuine occupational requirement for the individual to be a practicing Christian, they have been able to employ a fantastic Youth Team Leader.
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&ldquo;During the course of 2022 we struggled to recruit a new team leader for our Youth Team at Alive Church in Lincoln. We knew this was an exciting and rewarding job but we also knew our limitations promoting the role ourselves. We needed help, especially as we kept being told there is a UK shortage for great youth leaders! I reached out to Charisma Charity Recruitment and immediately felt assured - I was impressed with their approach, their personal touch and especially their confidence. With Charisma's help we successfully recruited an amazing leader for the team - someone who we'd never have found if we were left to our own devices! I can thoroughly recommend their services.&rdquo;
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Our Recruitment Consultant Nick Thomas has a rich background in pastoral leadership. With 12 years experience as an Assistant Pastor, Associate Pastor, and Pastoral Assistant at Southampton Vineyard Church. Nick brings a deep understanding of church dynamics and service.
Additionally, he served as the Centre Manager for the Christian Against Poverty Southampton debt centre for nearly a decade, Nick played a pivotal role in expanding CAP services within Southampton and its surrounding areas. Nick actively engaged churches and individuals from different denominations, encouraging them to join in and make a positive difference in the lives of many.
Nick's professional qualifications include being CIPD certified which highlights his proficiency in human resources and recruitment practices. He is driven by a genuine passion for delivering a nurturing and high-quality experience for both candidates and charities alike.
If you are looking for a recruitment partner who understands the unique needs of faith-based organisations, please contact us today. We would be delighted to discuss your needs and how we can help you to achieve your goals, please do contact the Charisma team.

Alive Church is a multi-ethnic, multi-generational church whose vision is to provide opportunities for people to come to know and passionately follow Jesus. Acts Trust was founded by Alive Church in 2006. Acts Trust&rsquo;s vision to see every neighbourhood within the city of Lincoln thriving as people are empowered and better connected to those around them.

Case Study: Alive Church

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How Charisma helped London City Mission find the right people.
Are you passionate about supporting the work of those who help others? Then you'll be interested in hearing how Charisma Recruitment has played a crucial role in securing top talent for London City Mission (LCM).
As a leading charity providing practical and spiritual support to some of London's most vulnerable people, LCM relies on exceptional individuals to deliver its vision. Since October 2022, Charisma has helped fill multiple key positions within the organisation, from evangelism and content management to fundraising and marketing. Including interim and permanent assignments.
Another crucial role we filled was that of Evangelism Content Manager. This talented individual has been busy developing compelling content to communicate LCM's mission and values effectively to supporters. By highlighting LCM's achievements and sharing inspiring stories of transformation, they have helped raise awareness of the charity's vital work.
At Charisma, we understand that finding the right people is about more than just matching skills with job descriptions. It's about finding individuals who share your values and passion for making a difference. That's why we took great care to recruit candidates for each role who were not only highly skilled but also deeply committed to LCM's mission.
These placements include the Head of Major Gifts, Evangelism Content Manager, Content Manager, Interim Church Engagement Manager, Community Engagement Manager, HR Advisor, Financial Accountant, Systems &amp; Process Transformation Manager, Interim Head of Fundraising and Head of Marketing.
Our efforts have paid off in many ways. The recruitment of a skilled Content Manager improved LCM's online presence, making it easier for supporters to engage with the charity and stay up-to-date with its latest initiatives.
Similarly, our Church Engagement Manager has fostered strong relationships with local churches, increasing collaboration and support. The Community Engagement Manager is continuing the impactful outreach work, strengthening community ties and LCM's presence at Christian exhibitions like Spring Harvest, Big Church Day Out and others.
These placements have had a profound impact on LCM, enhancing fundraising capabilities, content creation, church and community engagement, HR management, financial operations, and systems efficiency. We're proud of the role we played in helping LCM find the right individuals to drive its mission forward.
At Charisma, our professionalism and commitment to finding the right candidates have contributed to LCM's success. Our ability to secure exceptional talent aligning with organisational values has made us an invaluable partner for LCM in their recruitment of top-tier talent. We are honoured to have been part of this journey and look forward to continuing to support LCM in the future.
In conclusion, Charisma Recruitment has been instrumental in helping London City Mission find the right people. By leveraging our experience and expertise in recruiting top-tier talent who share LCM's passion and values, we've helped enhance the charity's impact on some of London's most vulnerable people. If you're looking for help recruiting exceptional individuals for your organisation, get in touch with us today &ndash; we'd be delighted to help!​
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We've enjoyed working with London City Mission on multiple roles in the last 18 months. These placements include the Head of Major Gifts, Evangelism Content Manager, Content Manager, Interim Church Engagement Manager, Community Engagement Manager, HR Advisor, Financial Accountant, Systems &amp; Process Transformation Manager, Interim Head of Fundraising and Head of Marketing.

Case Study: London City Mission

In late 2019, IWM, renowned for its captivating exhibitions and enduring commitment to preserving the memory of conflict, stood at the precipice of a new era. Having successfully concluded a momentous capital appeal for Phase Two of its Regeneration programme, the museum was poised to embark on an ambitious vision for the next decade.
To orchestrate this grand narrative, IWM sought the expertise of Charisma, a recruitment firm renowned for its discerning eye and unwavering commitment to finding the perfect fit. The task at hand was demanding: to identify a Director of Development who could seamlessly blend strategic acumen with fundraising prowess, guiding IWM's fundraising efforts to new heights.
Charisma embarked on a meticulous journey, scouring its network of contacts and delving into the depths of the talent pool. The firm's seniors consultants meticulously evaluated potential candidates, seeking an individual who possessed not only a proven track record of success in fundraising but also a deep understanding of IWM's mission and values.
After an intensive and targeted search, multiple credible candidates emerged, each possessing a unique blend of skills and experience. The selection process was rigorous, encompassing in-depth assessments and insightful discussions with IWM's leadership team. Through this collaborative approach, Charisma ensured that the chosen candidate would not only excel in their role but also seamlessly integrate into the museum's dynamic culture.
The successful appointment of the Director of Development marked the first harmonious note in a symphony of successful recruitments for IWM. Impressed by Charisma's expertise and unwavering support, IWM entrusted the firm with the task of securing further senior positions, including an Assistant Director of Marketing and Communications, a Financial Controller, Head of Procurement and an Assistant Director of Public Engagement and Learning.
In each instance, Charisma meticulously navigated the recruitment landscape, identifying exceptional individuals who possessed the skills, experience, and passion to align perfectly with IWM's strategic objectives. Charisma's unwavering commitment to understanding IWM's unique culture and values ensured that each appointment would contribute to the museum's overarching mission.
The summer of 2023 witnessed the culmination of Charisma's partnership with IWM when the firm successfully placed the museum's new Director of Finance and Resources. This crucial appointment demanded a chartered accountant qualification and extensive experience in leading strategic HR, alongside other key resource areas.
Charisma meticulously conducted a well-governed campaign, adhering to robust processes to ensure the selection of the most suitable candidate for this critical role. The chosen individual started in late Autumn 2023, brought with them a wealth of expertise and a deep appreciation for IWM's mission.
IWM's continued collaboration with Charisma underscores our unwavering commitment to finding the perfect fit for our clients. By understanding the nuances of each organisation's unique needs and aspirations, Charisma consistently delivers exceptional results, ensuring that its clients are empowered with the leadership they need to thrive.

In late 2019, IWM, renowned for its captivating exhibitions and enduring commitment to preserving the memory of conflict, stood at the precipice of a new era. Having successfully concluded a momentous capital appeal for Phase Two of its Regeneration programme, the museum was poised to embark on an ambitious vision for the next decade.

Case Study: Imperial War Museums

When the job market is experiencing a skills shortage across multiple sectors, acquiring talent for&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/faith" target="_blank" rel="noopener">Christian</a>&nbsp;charities, adds another dimension to the challenge. Faith-based organisations have this additional layer of difficulty as they desire a unique individual. Whilst they&rsquo;re not necessarily delivering ministry, these charities will represent Christian institutions and therefore must reflect a specific message. What this means is with a lot of vacancies - for example, a fundraiser opening &ndash; the right candidate cannot simply have fundraising experience, but there is genuine occupational requirement for the individual to come from a faith-background. Finding practising Christians who accept the organisation's faith statement and have the skills needed narrows the field dramatically.
With the number of Christians in the UK on the decline, attracting the right person is incredibly difficult. There are many questions that will be posed:
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Where do we find these unique candidates that tick all our boxes?
</li>
<li>
What language do we use in the job ad that does not alienate other candidates, whilst at the same time, ensuring the applicant understands the values and mission of the organisation?
</li>
<li>
Once an ad has been created, how do we know where to place it?
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</ul>
<h3 class="MsoNormal" align="start">Building a faith-based recruitment system</h3>
A&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/faith?source=google.com">faith-based recruitment</a>&nbsp;process is far more than simply placing an ad, it&rsquo;s understanding what an individual organisation needs and keeping the mission of both the charity and the beneficiaries at the centre. Success also comes through accessing communication channels that are likely to be picked up by faith-centred individuals and utilising multiple platforms and means of connecting with them.
There is also a very distinct discernment process that must take place both with the clients and candidates. It&rsquo;s about building a full and comprehensive recruitment process that not only assesses the skills and competencies of candidates but is framed in such a way as to evaluate and measure their commitment to the ministry of the church at the very least and a comprehensive knowledge of what faith-based charity work is all about. We also find that organisations are going to require a greater degree of flexibility on a variety of fronts. Finding a candidate to tick every box might not be a realistic approach, so understanding your non-negogiatbles is really important. But exploring your appetite for flexibility is important. For example, will you consider candidates without charity sector experience? What is your approach to hybrid working? Is your salary really competitive against the sector?
<h3>A team from faith backgrounds</h3>
Charisma has over two decades of experience working in this area, and I joined in 2019 with the heart to grow our support of faith-based organisations stemming from my training for Baptist ministry and subsequent service in the local church and then leadership positions within the sector. Since then, we have been blessed to support many purpose-driven organisations with over 25 placements in the last 12 months in Christian organisations. This workload meant that we needed another Christian recruiter to join our team, and our prayers were answered earlier this year.&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants/nick-thomas?source=google.com">Nick Thomas</a>&nbsp;joined us as a recruitment consultant with not only recruitment experience and CIPD qualifications but also experience as an Associate Pastor and Centre manager for Christians Against Poverty in Southampton. This has enabled us to strengthen our offering to fill vacancies for Chairs, CEOs,&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/board-and-trustee-recruitment?source=google.com">Trustees</a>, Directors, and many other requirements for those with an active Christian faith through to those where it is not required.
We were recently working with a number of Christian charities with active roles at the same time including <a href="https://www.feba.org.uk/" target="_blank" rel="noopener">Feba</a>, <a href="https://homeforgood.org.uk/" target="_blank" rel="noopener">Home For Good</a>, <a href="https://wycliffe.org.uk/">Wycliffe Bible Translators</a>, <a href="https://www.mwbuk.org/" target="_blank" rel="noopener">Mission Without Borders</a>, <a href="https://www.stpauls.co.uk/" target="_blank" rel="noopener">St. Paul&rsquo;s Cathedral</a> and more. We ran a week-long &lsquo;Job of the Week' slot on <a href="https://www.premier.plus/stations/premier-christian-radio">Premier Christian Radio</a> as a different strategy to reach more potential candidates. We will also be running adverts through their printed media as well.
<h3 align="start">Shaping your recruitment</h3>
Recruiting in this space is certainly challenging and we face obstacles all of the time. Sometimes it can feel like a maze, but we are here to help guide and support through the twists and turns until a successful appointment is made. If you are looking for a recruitment partner who understands the unique needs of faith-based organisations, please&nbsp;<a style="color: #17b3a9;" href="https://www.charismarecruitment.co.uk/contact-us">contact us</a>&nbsp;today. We would be delighted to discuss your needs and how we can help you to achieve your goals, please do contact the Charisma team.

When the job market is experiencing a skills shortage across multiple sectors, acquiring talent for&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/faith" target="_blank" rel="noopener">Christian</a>&nbsp;charities, adds another dimension to the challenge. Faith-based organisations have this additional layer of difficulty as they desire a unique individual.

Overcoming recruitment challenges in faith-based organisations

Macmillan Caring Locally&nbsp;is a small charity based in Christchurch Dorset. Their primary aim is to provide funding for the Macmillan Unit at Christchurch Hospital, which is a Hospice, a specialist palliative care ward and a centre of excellence.&nbsp;The charity sought to appoint a Financial Controller responsible for the oversight of the finances of Macmillan Caring Locally, including the day-to-day accounting, investments, and preparations for the annual audit.&nbsp;Charisma undertook a wide and extensive resourcing exercise and identified candidates with the relevant financial qualifications. The Charisma consultant followed-up and interviewed candidates that expressed an interest in the role. For those that met the brief and interviewed to the level required, they were added to a short list which was submitted to Macmillian Caring Locally for consideration. Three candidates were selected for interview and the successful candidate was offered the position as Financial Controller after just one interview.​We were delighted to receive the following feedback from the charity: "We worked with Charisma in the search for a Capital Appeal Director to join our charity. This was very successful, so when we recently had a vacancy for a Financial Controller, we used Charisma again. Charisma guided us through the whole process, culminating in a selection of excellent candidates for our Board to interview." Shaping your recruitment If you'd like a no-obligation conversation about how we could support you on your recruitment needs, then <a href="../../../../../contact-us">contact us</a> online&nbsp;or by calling 01962 813300.

Macmillan Caring Locally&nbsp;is a small charity based in Christchurch Dorset. Their primary aim is to provide funding for the Macmillan Unit at Christchurch Hospital, which is a Hospice, a specialist palliative care ward and a centre of excellence.&nbsp;

Case Study: Macmillan Caring Locally

Headway Southampton: Embracing the Power of Partnership to Empower Brain Injury Survivors
Headway Southampton stands as an orgnaisation of hope and support for individuals affected by acquired brain injuries. With an unwavering commitment to improving lives and promoting independence, Headway Southampton has touched the lives of countless individuals and their families.
Recognising the need to expand their fundraising efforts and secure sustainable financial support, Headway Southampton sought the expertise of Charisma, a recruitment consultancy renowned for its ability to identify and place exceptional individuals who align seamlessly with the values and aspirations of their clients.
The task at hand was clear: to find a&nbsp;Fundraising Manager&nbsp;who possessed not only a proven track record of success in securing funding from trusts and foundations but also the strategic acumen to develop a comprehensive fundraising strategy encompassing community and corporate fundraising initiatives.
Charisma embarked on a rigorous search, meticulously evaluating potential candidates from across the diverse fundraising landscape. Our consultants sought an individual who could not only demonstrate a wealth of experience but also embody a passion for Headway Southampton's mission and a commitment to making a tangible difference in the lives of brain injury survivors.
Following a comprehensive resourcing, recruitment, and marketing campaign, Charisma presented Headway Southampton with a shortlist of highly qualified candidates. Each candidate underwent in-depth interviews and assessments, providing a holistic view of their skills, experience, and motivations.
After careful consideration, Headway Southampton made the decision to appoint a candidate with a strong background in trust and foundation fundraising. While the candidate's experience in other areas of fundraising was less extensive, their proven track record of success in tendering, finance, and administration, coupled with a remarkable fit within the team, solidified their position as the ideal choice.
This decision underscores Headway Southampton's open-mindedness and willingness to recognise the potential that lies beyond the confines of a traditional person specification. The charity's understanding that fundraising strategies can evolve over time, coupled with their recognition of the candidate's ability to adapt and grow, highlights their commitment to finding the best possible fit for their organisation.
Charisma's partnership with Headway Southampton exemplifies our dedication to identifying and placing exceptional individuals who possess the vision, skills, and passion to drive positive change. By understanding the unique needs and aspirations of each organisation it serves, Charisma consistently delivers exceptional results, ensuring that its clients are equipped with the fundraising heroes they require.

Headway Southampton stands as an orgnaisation of hope and support for individuals affected by acquired brain injuries. With an unwavering commitment to improving lives and promoting independence, Headway Southampton has touched the lives of countless individuals and their families.

Case Study: Headway Southampton

You have applied for your dream job and have been invited for an interview. This can be a nerve-wracking process, but preparation can go a long way to allay some of your worries. The charity and non-profit sector is a unique space and the best interview prep will research interview questions that cover all bases.
It is well worth creating a document with potential question categories and populating this with specific answers that draw from real-life experience.
<h3 class="MsoNormal" align="start">Skills &amp; competencies</h3>
In an increasingly challenging market and a skills shortage, these kinds of questions are arguably more important than your qualifications. A lot of your academic achievements and your experience would have been detailed on your&nbsp;<a href="https://www.charismarecruitment.co.uk/blog/2023/01/creating-a-standout-cv-for-charity-and-not-for-profit-roles?source=google.com">CV</a>; skills and competency questions will probe your character and response to certain situations. Some examples of questions could be:
Driving results
&bull; What opportunities have you identified and used to achieve success?
Planning and organisation
&bull; Describe a time when you have had to plan a large piece of work.
Communication
&bull; Can you please give a specific example of when you have had to influence a colleague to your way of thinking?
Understanding what evidence, the interviewers are looking for is critical.
<h3 class="MsoNormal" align="start">Research the organisation</h3>
If you have decided to apply for a role in the charity sector, you would have researched the organisation. The interview will probe this on a deep level as they want to assess your motivations. In addition, there will be an expectation that you have navigated around their website, looked at their socials and read their latest reports. Don&rsquo;t be surprised if you are asked specific questions about their content or recent projects delivered by the charity. If they have a team page or blog content, this can be an incredibly useful tool for an interview as it is here you may find common ground with individuals interviewing you.
<h3 class="MsoNormal" align="start">Personal alignment with the organisation</h3>
In your research we would also recommend you have done your best to understand the mission, values and culture of the organisation. Most organisations will have their values or ways of working recorded in a report or on their website, it is important that you evidence how you align with their approach, as well as how you can bring further value to the culture. You may also find this information in the job description.It might seem really obvious, but before you interview with the organisation be sure to have gone back over that document to really understand exactly what they are looking for, and plan how you will demonstrate that you meet the requirements of the job description and person specification.
<h3 class="MsoNormal" align="start">Typical questions for that role</h3>
Whatever position you are going for within a charity,&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/foundations?source=google.com">foundation</a>or organisation, you will be able to find many of the typical questions for that position online. Bear in mind that particularly in a fundraising role, for example, the interviewer will want to know specific tangible results that you have achieved.
<h3 class="MsoNormal" align="start">Unexpected questions</h3>
The saying goes expect the unexpected, and this applies to an interview. It is often not the question itself; it is how you react to being asked something separate from the position you are applying for. You may have noticed, looking at their&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants?source=google.com">team page</a>that they have profiles crafted in an interview style. This may give you an insight into personality and culture as well. Whilst you have no way of knowing what you will be asked that is outside the normal scope of the role, entering the process in a relaxed frame of mind, and taking your time to answer questions is always helpful.
<h3 class="MsoNormal" align="start">Be prepared to expand on your CV</h3>
If you have referenced a particular campaign or event that you were responsible for, be prepared to talk about the successes of that and what your contribution was. This is not the time to be shy, the interviewers need solid evidence that you can deliver what they need.
Even if the spec suggests an informal chat, always treat this as an interview and dress appropriately. Remember this is also your space to find out if the organisation is the right fit for you and have questions ready to ask about them.
We know it's easier said than done, but relax, take your time and be your authentic self. You've got this

You have applied for your dream job and have been invited for an interview. This can be a nerve-wracking process, but preparation can go a long way to allay some of your worries.

Empowering Compassion: Charisma's Partnership with The Wildheart Trust in Protecting Animals and Biodiversity
In the heart of the conservation movement, The Wildheart Trust (WHT) stands as a beacon of hope, tirelessly working to rescue animals from harm, combat exploitation and abuse, and make a profound impact on the biodiversity of the natural world. With an unwavering commitment to protecting vulnerable creatures and preserving the delicate balance of ecosystems, WHT sought the expertise of Charisma Charity Recruitment, a recruitment consultancy renowned for its dedication to finding exceptional individuals who embody the values and aspirations of its clients.
The task at hand was multifaceted, demanding the identification of two pivotal leadership roles: a&nbsp;Head of Marketing and Communications&nbsp;and a&nbsp;Head of Fundraising. These critical positions would play a central role in shaping WHT's future trajectory, ensuring that the organisation's message of compassion and conservation resonated with a wider audience and that its fundraising efforts were both sustainable and impactful.
Charisma embarked on a rigorous search, meticulously evaluating potential candidates from across the diverse realm of animal welfare, conservation and charity experience. The firm's consultants sought individuals who not only possessed the necessary skills and experience but also embodied a deep passion for animal welfare, a commitment to ethical practices, and a strategic understanding of the challenges and opportunities facing WHT.
To uncover the most exceptional talent, Charisma employed a multi-pronged approach, encompassing targeted advertising and social media campaigns, direct outreach to individuals within its extensive network, and strategic cold approaches to the wider market. This comprehensive strategy ensured that Charisma cast a wide net, attracting a diverse pool of highly qualified candidates.
From this initial pool, Charisma carefully selected 10 exceptional individuals for the shortlists, each demonstrating a remarkable alignment with WHT's mission and values. Through in-depth interviews, Charisma's consultants gained a deeper understanding of the candidates' leadership styles, strategic thinking, and their ability to connect with WHT's mission and values.
Following a rigorous two-stage interview process, Charisma was proud to present WHT with two exceptional individuals to assume the roles of Head of Marketing and Communications and Head of Fundraising. These successful appointments exemplified Charisma's unwavering commitment to finding the perfect fit, ensuring that WHT would be guided by individuals who possessed not only the necessary expertise but also the passion, creativity, and strategic acumen to drive the organisation towards an era of unprecedented growth and impact.
The successful placement of these critical leadership roles marked the beginning of a continuing partnership between Charisma and WHT. Impressed by the level of expertise and unwavering support, WHT entrusted Charisma with additional Board-level assignments, further solidifying their trust in Charisma's ability to identify and place exceptional talent.

In the heart of the conservation movement, The Wildheart Trust (WHT) stands as a beacon of hope, tirelessly working to rescue animals from harm, combat exploitation and abuse, and make a profound impact on the biodiversity of the natural world. With an unwavering commitment to protecting vulnerable creatures and preserving the delicate balance of ecosystems, WHT sought the expertise of Charisma Charity Recruitment, a recruitment consultancy renowned for its dedication to finding exceptional individuals who embody the values and aspirations of its clients.

Case Study: Wildheart Trust

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Our Principal Consultant, Katherine, used the term 'experiential interview' in a meeting the other day, and it got us thinking!​ The success of any charity is dependent on the way the team pulls together and whether an employee is connected to the mission and purpose. In the not-for-profit space, therefore, there is much value in creating an experiential interview process. We tend to follow standard interview structures, where candidates are invited to a room and are asked pre-agreed questions. It's quite one way and doesn't give the candidate a great understanding of the organisation they are considering working for. However, approaching the selection process in an experience format enables both parties to benefit from a two-way exchange of information.
The less formal and varied approach can put candidates at ease and decrease impostor syndrome. For the client, the experiential interview can provide a far more in-depth look at a potential candidate and reduce the chance of bad hires. It's an opportunity to push beyond culture and ascertain alignment of values.
We've been working with clients for years to create this type of approach. Some ideas for creating an interview experience are:
<h3 class="MsoNormal" align="start">Meet the team</h3>
Often interviews comprise the applicant, the direct manager and perhaps a member of HR and meeting the team only happens after hiring. In your day-to-day role, however, it's unlikely you'll be working closely alongside those individuals. When it comes to&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/fundraising?source=google.com">fundraising</a>, for example, the success of a charity depends largely on the combined efforts of a team. Facilitating this meeting on the day of the interview gives the client the chance to see how a candidate interacts with their potential new colleagues and for the candidate, it&rsquo;s an opportunity to begin building important relationships.
<h3 class="MsoNormal" align="start">Tour of the office</h3>
It can be easy for candidates to develop&nbsp;<a href="https://www.charismarecruitment.co.uk/blog/2023/02/empowering-our-candidates-in-the-face-of-imposter-syndrome?source=google.com">impostor syndrome</a>, showing them the environment, they will be working in each day is an important step in building a sense of belonging. Fear of the unknown can be a factor in candidate decision, taking the first steps to building an environment of psychological safety helps to make them feel valued and included.
<h3 class="MsoNormal" align="start">Visit frontline delivery of service</h3>
It can be beneficial for potential candidates to experience, even briefly, the space where they will be working to deliver the frontline service. This could mean that you include a visit to a shelter or centre as part of the interview day so that they get a real sense of the environment and demands they will be dealing with.
<h3 class="MsoNormal" align="start">Meeting beneficiaries</h3>
Every single charity and not-for-profit organisation have identifiable beneficiaries that are at the centre of its mission and purpose. Having an interview experience where candidates connect to the beneficiaries is a fantastic opportunity for the candidate to understand the higher purpose they will serve and be sure that it is the path they want to take. Our most recent senior appointments in the health and social care sector have also included beneficiary interview panels, as well as the informal meet and greet.
<h3 class="MsoNormal" align="start">Before and during the interview</h3>
Ensuring that candidates are provided with strategic documents relevant to both the interview and the organisation before they arrive is extremely important. Having clarity on what to expect plus an overall understanding of the charity can go a long way to allay nerves and build a sense of<a href="https://www.charismarecruitment.co.uk/diversity-and-inclusion?source=google.com">inclusion</a>.
Finally ensuring a candidate can ask questions throughout the process demonstrates their input is valuable and allows clients to gain further insight into the applicant. Leaving this to end runs the risk of time running short; providing this opportunity throughout can reveal layers of a potential candidate and demonstrate understanding far beyond the standard questions. We all recognise that the we're in a&nbsp;<a href="https://www.charismarecruitment.co.uk/blog/2023/08/top-5-ideas-for-recruiting-in-a-tight-market" target="_blank" rel="noopener">tight candidate market</a>&nbsp;at the moment, but making the whole recruitment process a positive experience for your candidates is a solid approach to ensuring you make successful appointments. We're here to help shape the recruitment in your organisation.
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Our Principal Consultant, Katherine, used the term 'experiential interview' in a meeting the other day, and it got us thinking!​

Charity talent acquisition - interview experience

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When job markets are challenging, we must think differently about recruitment as trying the same methods will only yield the same results. It&rsquo;s still a candidate-driven market and we can&rsquo;t avoid the news feeds on talent shortages and numerous open vacancies; the charity and not-for-profit spaces are no different.&nbsp;<a href="https://www.charismarecruitment.co.uk/?source=google.com">Charisma</a>&nbsp;is keen to support both clients and candidates alike, matching talented people to the organisation that is aligned to their values and skills.
Ensuring our clients identify people that are compatible with their organisation is central to serving your mission and beneficiaries. We occupy a unique position between candidates and clients which means we hear reasons why candidates go elsewhere. We also engage in an open dialogue with our clients when a vacancy is sat open for an extended period. This blog is aimed at helping our clients secure the people they need.
<h3>1) Be proactive</h3>
Challenging times call for thinking outside the box. You may well have approached a charity recruiter such as us at Charisma or published job ads on the usual boards but think about where your candidates hang out online. Are there&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/fundraising?source=google.com">fundraising</a>&nbsp;groups across various social platforms that you could post in? Who across your team could share your job ad on LinkedIn or on their other personal pages?
<h3 align="start">2) Respond to candidates quickly</h3>
In this market, it is key that candidates are not kept dangling on whether they have been successful or not. They are usually going for more than one position and there is the danger that they will accept another offer within a day or so of having met you.
<h3>3) Engage with all stakeholders/decision-makers</h3>
There are key people involved in the recruitment of individuals that will support your cause so it&rsquo;s essential they are involved right from the start and have interviews scheduled and time blocked out. Having to reschedule because a decision-maker is not free can mean losing out on candidates.
<h3 align="start">4) Be open</h3>
This is where our&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants?source=google.com">Charisma team</a>&nbsp;can bring the most value and we will often suggest fishing in a pond that our clients may not have considered. It might be that a candidate has been dismissed too quickly when in fact considering different less obvious skills could be valuable to your organisation.
<h3>5) Think long-term</h3>
The continued success of your organisation means thinking about the long-term overall picture and building a recruitment pipeline. Often it could be that candidates don&rsquo;t quite have the attributes needed for that role but there is something about them that is aligned to the values of your charity. Is there another area that you work in where they might fit better? Can you create a newsletter to keep candidates engaged or keep a list of individuals who have shown real interest in your mission on file?
<h3 class="MsoNormal" align="start">Shaping your recruitment</h3>
I&rsquo;m always happy to talk about your recruitment needs and how we might add value to your search, you can contact me or one of the team to arrange a no-obligation chat on 01962 813300 or by dropping us an&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us">email</a>.
</article>

When job markets are challenging, we must think differently about recruitment as trying the same methods will only yield the same results. It&rsquo;s still a candidate-driven market and we can&rsquo;t avoid the news feeds on talent shortages and numerous open vacancies.

Top 5 ideas for recruiting in a tight market

Intro from Adam We were delighted to welcome Kayleigh from Kings' School in Winchester to spend a week of work experience with us. Kayleigh was a real asset to the team in the short time she was with us, bringing fantastic creativity to some of the projects we are currently working on. You'll get to see some of Kayleigh's photography of the team in some of our marketing online and in print over the coming weeks and months.
I also asked Kayleigh to write a blog on her time spent with us and we're sharing that below.
Thank you Kayleigh - we really enjoyed having you with us and wishing you a happy summer and all the best with Year 11.
Kayleigh's blog I am very fortune to have been able to spend my Year 10 work experience at Charisma as a Marketing and Administrative Assistant.
I was immediately made to feel welcome even before my week started, through friendly emails answering any questions I had before joining. This was continued during my work experience through video calls with the team and by joining the team meeting at the Pump House.
Everybody was very generous and accommodating, taking time out of their busy work days to explain tasks to me and ensure I felt happy and confident in my role. Furthermore, the tasks that I was given, such as working on updating the branding of case studies, designing EDI (equality, diversity and inclusion) datasheets and updating the database, were all relevant to the subjects I study and particularly enjoy at GCSE. This meant I thoroughly enjoyed all the projects I was given and has led to me learning new skills which are super relevant to my coursework.
My week at Charisma has also given me a really valuable impression of the workplace environment and the skills to send professional emails, uphold clear branding and work with databases; all of which will undoubtedly benefit me when I get a job. I&rsquo;ve enjoyed the operations/support tasks which I have been set, including working with and updating Charisma&rsquo;s bespoke candidate database. I worked on data-entry, data-cleansing and updating candidate records. This has given me an insight into how businesses function through the data they collect. Moreover, this was my first experience of using a database and so has provided me with really relevant experience for future roles.
I was also given the opportunity to attend the team meeting and asked to take individual and team photos that can hopefully be used in the future. I am extremely grateful for this opportunity as I particularly enjoy photography both inside and outside of school, but had never tried anything of a similar style before. I believe the skills I have learnt, such as what creates a professional headshot and how lighting can be used to achieve this, will enhance the quality of my schoolwork. I found taking some of the photos challenging due to the lack of natural light, although it was good to meet these challenges head on as it will improve my ability to work in different environments.
Despite my enjoyable experiences doing photography at the team meeting and working with the database, my favourite projects were working on the EDI datasheets and the case studies in Canva. I really enjoyed the creativity of working with the new style to create professional looking documents that fit in with Charisma&rsquo;s branding. I was pleased to be able to use some of the skills I have developed in Media Studies for these projects.
I really like how Charisma is a very modern and inclusive company and how this is reflected in the branding. Furthermore, I especially enjoyed working on designing possible new formats for the EDI datasheets, due to the opportunity to be creative and design something that is fun yet functional whilst also adhering to the company&rsquo;s brand identity and brief.
Overall, I have loved this week and am very grateful for my work experience here at Charisma. Every member of the team has gone out of their way to make me feel welcome and answer all my questions. The skills and experiences I have gained from this week are incredibly valuable and will be so useful throughout my life. I am very proud of my work at Charisma and I find it exciting that some of the work I&rsquo;ve produced has actually been used. I am very thankful for this opportunity and have loved it here.

We were delighted to welcome Kayleigh from Kings' School in Winchester to spend a week of work experience with us. Kayleigh was a real asset to the team in the short time she was with us, bringing fantastic creativity to some of the projects we are currently working on.

My work experience at Charisma

To lead an organisation that is committed to changing lives and serving others is clearly a position of great responsibility. Part of what we do at&nbsp;<a href="https://www.charismarecruitment.co.uk/?source=google.com">Charisma</a>&nbsp;is a discernment process that looks far beyond a CV and considers individuals who may not have had previous experience as a CEO. It enables us to push beyond surface-level qualifications and experience to identify the traits that we know add huge value to organisations&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/executive-search?source=google.com">looking for a CEO</a>.
<h3 class="MsoNormal" align="start">Don&rsquo;t rule yourself out</h3>
If you work in the not-for-profit and charity space or come from outside that sector, you may feel it will be tough to evidence why you are the right person to lead. The good news is there are character traits and transferable skills that enable you to stand out and position yourself for your first CEO role.
<h3 class="MsoNormal" align="start">Relevant experience&nbsp;from outside the sector</h3>
If you&rsquo;ve worked in the financial sector for example, either as a Finance Director, CFO, or other senior position, you could be the perfect person to lead a charity. In most sectors, the CFO and CEO work closely together in partnership so they understand well how to support each other.
When you list out the attributes of a CFO, it becomes increasingly obvious how these qualities can bring something to the CEO role:&nbsp;
<ul>
<li>
Problem-solving
</li>
<li>
Analytical skills
</li>
<li>
Strategic thinking
</li>
<li>
Leadership
</li>
<li>
Ethics
</li>
<li>
Flexibility&nbsp;
</li>
<li>
Integrity
</li>
</ul>
The CEO of a charity must answer to donors and stakeholders, and therefore anyone from a financial leadership background will understand the need for transparency and ethical handling of funds. This doesn't sit just across finance either, if you've worked in a senior/director role in HR, Marketing, Fundraising, Programmes and more then the above bullet points will all be true of the role you have done.
<h3 class="MsoNormal" align="start">How do you know if you&rsquo;re ready to be a CEO?&nbsp;</h3>
The path to becoming a CEO certainly begins with some questions. You need to ask yourself and be able to evidence how you will bring value to the organisation you want to head up.&nbsp;
<ul>
<li>
Can you inspire and lead people?&nbsp;
</li>
<li>
Have there been situations with tough challenges that you have resolved?&nbsp;
</li>
<li>
Are you able to persuade individuals and identify where you might utilise champions within an organisation?
</li>
<li>
Can you effectively articulate why a specific cause inspires you?
</li>
<li>
What experiences have shaped you that will enhance your ability to lead and inspire passion?
</li>
</ul>
<h3 class="MsoNormal" align="start">Commit to lifelong development</h3>
The best leaders understand that they will always be learning. If you secure your first CEO role, identify a mentor or coach because a desire for continuous personal development and learning runs through all good leaders. Building a strong support system is critical for success. Can you identify peer networks or opportunities for leadership events where you can exchange ideas and support one another as you learn and grow into your role?
As a CEO, you must always show you understand whom you serve.
That does not just mean the beneficiaries of the charity, it&rsquo;s about other board members, trustees, and the team around you.&nbsp;
When appointing a CEO, the recruitment process will always examine the individual&rsquo;s motivation. If you have no experience as a CEO but can speak convincingly about why you want to step into this position, you can identify yourself as a strong contender. This is particularly apparent if you can demonstrate valuable insight into the barriers and challenges that your beneficiaries face.
<h3 class="MsoNormal" align="start">Shaping your career</h3>
Think you have what it takes to become a CEO? We&rsquo;d love to&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us?source=google.com">talk to you</a>.

To lead an organisation that is committed to changing lives and serving others is clearly a position of great responsibility. Part of what we do at&nbsp;<a href="https://www.charismarecruitment.co.uk/?source=google.com">Charisma</a>&nbsp;is a discernment process that looks far beyond a CV and considers individuals who may not have had previous experience as a CEO.

Securing your first CEO role

When an organisation decides to hire, issuing a job description and contract, in addition to an interview process, is simply not enough insight into the day-to-day role and exactly what will happen once your hire joins the team.
It&rsquo;s a bit like driving a car in that the interview means they have passed the test and can get behind the wheel on day one but arguably don&rsquo;t feel completely confident about driving.&nbsp;This is where implementing an effective onboarding process is critical to retaining talent.
<h3 class="MsoNormal" align="start">Key elements of onboarding</h3>
There are simple surface-level aspects to onboarding such as a tour of the offices and facilities, but effective onboarding comes when individuals understand step-by-step how they will be integrated into an organisation. Consider the questions they will have:
<ul>
<li>
What training and orientation will happen initially?
</li>
<li>
Has an informative training plan been set out with obvious markers for success?
</li>
<li>
What is their long-term development plan?
</li>
<li>
Where do they fit in the overall picture and structure of an organisation?
</li>
</ul>
It&rsquo;s about measuring whether the information is overwhelming or whether holding it back, leaves a new hire confused. This is a process that can be built and developed with your existing team by asking them questions: what did you need to know on day one, week one that would&rsquo;ve been useful that we didn&rsquo;t communicate? What did we do that was useful or meaningful and made you feel like you were part of the organisation?
<h3 class="MsoNormal" align="start">Create a sense of belonging</h3>
Not many people are comfortable with the feeling of being a new team member. There are some steps you can take to mitigate this quickly so finding ways to encourage feelings of belonging and psychological safety from the outset is an essential element of effective onboarding. To an extent, this sits with your efforts towards&nbsp;<a href="https://www.charismarecruitment.co.uk/diversity-and-inclusion?source=google.com">inclusivity</a>&nbsp;so that the narrative around belonging is always improving and your organisation is a space where people feel they belong.
Can you think outside the box and do a video orientation in advance of their first day?
A personalised virtual tour of the office where colleagues say hi and use your new hire&rsquo;s name so that they feel welcomed before they have crossed the threshold?&nbsp;
<h3 class="MsoNormal" align="start">The benefits of effective onboarding</h3>
Reduces bad hires We know how costly the hiring process is and if your onboarding process starts with impactful training and a clear supportive environment, it dramatically reduces the risk of bad hires.
Enhances workplace culture A smooth onboarding process can go a long way to demonstrating an organisation&rsquo;s values, mission, and workplace culture.
Increases employee retention An effective onboarding process increases confidence and a feeling of security. Informative training coupled with a comprehensive rundown of policies and procedures sets clear boundaries and reduces errors and staff turnover.
Improves productivity Implementing a successful training programme at the start of the onboarding process, allows you to impart knowledge quickly and increase the confidence of your new hire. This empowers them to be working in a productive and effective way right from the off.
<h3>Shaping your recruitment</h3>
Implementing a successful training programme at the start of the onboarding process, allows you to impart knowledge quickly and increase the confidence of your new hire. This empowers them to be working in a productive and effective way right from the off.
The&nbsp;<a href="https://www.charismarecruitment.co.uk/">Charisma</a>&nbsp;team have decades of experience in the charity and not-for-profit space and is happy to help our clients develop their onboarding process, so please do&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us">get in touch</a>&nbsp;if you want support on this.

When an organisation decides to hire, issuing a job description and contract, in addition to an interview process, is simply not enough insight into the day-to-day role and exactly what will happen once your hire joins the team.

How to develop an effective onboarding process

Hestercombe Garden Trust were in need of a new Chair of Trustees and were recommended to Charisma by the Chair of Cogges in Witney, for whom we had successfully recruited a number of Trustees. Following an initial virtual meeting with the CEO of Hestercome and the Charisma consultant, a full proposal was put together that fully met the brief of the organisation.
Hestercombe has had some high profile Chairs in its history and individuals with significant national relationships and commercial experience. It was important that the search, though for a local trust in Somerset, had a national reach and encouraged a wide range of applications. A full briefing meeting was held with the search committee, made up of three Trustees, to ensure that the Charisma consultant had a full grasp and understanding of the type of candidate required.
A significant headhunting exercise was undertaken to engage candidates in the process, as well as a comprehensive advertising and marketing campaign. The campaign ran over 8-weeks with nearly 50 suitable individuals identified, contacted and engaged in the process.
Following interviews with candidates at Charisma a shortlist of two suitable candidates was submitted to the board, in line with the brief and expectations of skillset and experience.
Both candidates were invited forward for a half-day interviews at the Trust, getting to meet the CEO, have a tour of the site, meet with the senior leadership team and interview with the Board of Trustees. Following this half-day, one of the candidates was invited to join the Board as Chair. The Charisma consultant handled the whole offer process, as well as sharing full feedback with the unsuccessful candidate.
Following this verbal offer and acceptance the full Board of Trustees met via video to ratify the decision, meaning that the candidate was able to start in post within a few weeks of the offer being made. The calibre of candidates submitted for the role fully met the brief and all individuals involved in the process were pleased with the outcome. We looking forward to seeing how the new Chair flourishes in their role, as well as supporting Hestercombe in the future.

Hestercombe Garden Trust were in need of a new Chair of Trustees and were recommended to Charisma by the Chair of Cogges in Witney, for whom we had successfully recruited a number of Trustees. Following an initial virtual meeting with the CEO of Hestercome and the Charisma consultant, a full proposal was put together that fully met the brief of the organisation.

Case Study: Hestercombe Garden Trust

This week marks the first year anniversary of&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants/adam-stacey?source=google.com">Adam Stacey</a>&nbsp;at the helm of the business, although he had worked at Charisma for 3 years prior to taking full ownership. We felt this was the perfect time to think about what Charisma does and where we are headed, so it was time for a rebrand.
<h3 class="MsoNormal">What does a rebrand do for a business?</h3>
When any organisation decides to rebrand, it is usually for reasons beyond colours and aesthetics. It is an outward visual sign that reflects an internal decision to rethink its marketing strategy or reflect changes within the business. The development of a new differentiated identity sets an intention to go forward, for an organisation to achieve its goals and own a brand that represents this plan and strengthens the team.
<h3 class="MsoNormal">What drove our rebrand?&nbsp;</h3>
Our old brand wasn&rsquo;t showing who we are as a business, we needed to refresh to make it appealing and fit for purpose in 2023. We&rsquo;re a modern, personable, and professional organisation delivering highly exceptional recruitment services.&nbsp;We partner with organisations to shape their recruitment processes to ensure that they are effective, resilient, and robust.&nbsp; We work with candidates to help shape their careers, next steps, and progression in the sector.&nbsp; We, therefore, wanted to take the theme of shaping your career and shaping approaches to develop a brand that could stand alongside the prestigious organisations we represent.
<blockquote>
&ldquo;We&rsquo;ve invested back into the business in the last 12 months, off the back of two record years in a row to ensure that we can continue to deliver the highest level of service to our current, new and growing list of clients and candidates.&rdquo; Adam Stacey, Managing Director
</blockquote>
<h3 class="MsoNormal">Shaping recruitment</h3>
We wanted a mix of shapes and colours because we represent clients and candidates that come from different backgrounds and experiences. We know that one size does not fit all. We can adapt, flex, tone up or down, to ensure we are a suitable extension of the client or candidate we are representing.
We shape recruitment processes to be fit for purpose for organisations and we shape approaches for individuals to flourish in their careers.
<h3 class="MsoNormal">Colour choice</h3>
The dark blue and yellow, that has been associated with&nbsp;<a href="https://www.charismarecruitment.co.uk/?source=google.com">Charisma</a>&nbsp;for 21 years, was tweaked slightly to ensure a much more complimentary tone and we introduced the new green colour.&nbsp; This needed to sit comfortably alongside the modern brands that we represent, and our old logo no longer did that for us.
We also wanted to develop the shapes we have been using over the last two years to reflect a clean approach, but also with the mix of shapes and colours to represent the breadth of work, we do.&nbsp;A vibrant avatar or favicon that remains subtle but reflects the personality of the people within the business and the organisations we represent.&nbsp;&nbsp;
<h3 class="MsoNormal">How does the brand reflect the team?</h3>
The choices we made had the values and personality that run through the Charisma team: engaging, personable and professional. It&rsquo;s subtle but you&rsquo;ll begin to notice over the coming weeks and months that each team member as their own avatar with the Charisma brand that is personal to them.
It&rsquo;s been a full process developing the branding over the last few months, working closely as a team to ensure we were comfortable with a new and bolder approach.
Looking ahead this is about our future development and having a brand and systems fit for purpose.&nbsp; Since Adam took over, we have changed all our systems, and this will culminate with a fresh website to complement the new branding by the end of the year.
Our changes have been born out of a need to keep pace with the fast-moving recruitment market in the charity sector, to help shape robust processes that deliver results. We look forward to partnering with you in the next steps of your recruitment or career, do not hesitate to&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us">contact us</a> if we can be of any support.

This week marks the first year anniversary of&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants/adam-stacey?source=google.com">Adam Stacey</a>&nbsp;at the helm of the business, although he had worked at Charisma for 3 years prior to taking full ownership. We felt this was the perfect time to think about what Charisma does and where we are headed, so it was time for a rebrand.

A new brand for Charisma

<article class="body mb-5">
We have some exciting news to share with you.
Jenny Warner founded Charisma 20 years ago and has grown the business to be one of the most respected recruitment consultancies in the charity and not-for-profit sectors in the UK. Jenny has decided that now is the right time for her to hand over the management of Charisma to ensure its continued development and growth.
We&rsquo;re delighted to announce that Executive Director&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants/adam-stacey">Adam Stacey</a>, who has been on the management team at Charisma for almost three years, has acquired the company and will continue to lead the business with the same values-driven approach that Jenny and the team have delivered since 2002.
Jenny will remain in an advisory role with Charisma and our team will continue to provide the same high-quality and personal service that we've always delivered. Jenny said,&nbsp;&ldquo;it has been such a privilege to support countless charities and not-for-profit organisations, getting to know so many people and I can honestly say that it has been a joy to see them flourish in a wide variety of inspirational charities. I am indebted to the support and dedication of the Charisma team over the last 20 years, all of whom have played a critical part in the success of the business.
I am very proud of what we have achieved, and I know that, in Adam, the business is in safe hands and will continue to thrive under his leadership.&rdquo; Adam has been on the management team at Charisma for nearly three years, supporting Jenny in the direction of the business and successfully recruiting for multiple roles across the sector. Adam worked in the charity sector as a development director and CEO before joining Charisma, and he continues to be a charity trustee and Chartered Member of the Institute of Fundraising.
Adam says, &ldquo;Jenny&rsquo;s invitation to acquire Charisma is an exciting opportunity for me. Charisma is a values-led business that strives to achieve the best results possible for our clients and candidates, it truly is a special company to be a part of and now lead.
The team is exceptional, settled and ready to journey into the next chapter of Charisma&rsquo;s history. Together, we are excited for what lies ahead and will continue to support the sector with the best possible service.&rdquo;
Adam became Managing Director with effect from 1 May 2022 and can be contacted on 01962 813300, on&nbsp;<a href="https://www.linkedin.com/in/ajwstacey/" target="_blank" rel="noopener">LinkedIn&nbsp;</a>or via our&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us">online form</a>.
</article>

We&rsquo;re delighted to announce that Executive Director&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants/adam-stacey">Adam Stacey</a>, who has been on the management team at Charisma for almost three years, has acquired the company and will continue to lead the business with the same values-driven approach that the team have delivered since 2002.

A new chapter for Charisma

St Mary le Strand has been at the centre of parish worship and London life since the early 18th century and is a widely recognised landmark building. In recent decades, the church has been trapped on a traffic island with its splendour hidden to passers-by. With the advent of the Strand Aldwych pedestrianisation scheme, the area is set to become a global creative and cultural quarter with the church wishing to be part of the regeneration.
To realise this vision, St Mary's embarked on an ambitious project named "The Jewel in The Strand," aiming to undertake essential restoration work, enhance accessibility, and maximise the church's potential for wider audiences. Recognising the need for an exceptional leader to guide this transformative endeavor, St Mary's sought the expertise of Charisma, a recruitment firm renowned for its ability to identify and place individuals who embody the values and aspirations of its clients.
The task at hand was multifaceted, demanding a&nbsp;fixed-term&nbsp;Project Director&nbsp;with a proven track record in fundraising, community engagement, and securing significant major gifts from corporates and high net worth individuals. Additionally, experience in managing National Lottery Heritage Fund projects, capital works, and the ability to thrive in a startup environment were crucial requirements.
Charisma embarked on a rigorous search, meticulously evaluating potential candidates from across the diverse realms of heritage, culture, and project management. The firm's consultants sought an individual who not only possessed the necessary skills and experience but also embodied St Mary's values of innovation, inclusivity, and a deep respect for its rich heritage.
To uncover the most exceptional talent, Charisma employed a multi-pronged approach, encompassing targeted advertising campaigns, strategic headhunting, and a thorough search of its extensive network. This comprehensive strategy ensured that Charisma cast a wide net, attracting a diverse pool of highly qualified candidates.
From an initial pool of 146 individuals within a commutable distance, Charisma meticulously screened down the candidates, resulting in a shortlist of 65 who demonstrated a strong alignment with the project's requirements. Extensive screening for cold approaches identified 11 potential candidates who were subsequently engaged in initial chats.
Following these interactions, Charisma conducted in-depth vetting interviews with 6 candidates, gaining a deeper understanding of their leadership styles, strategic thinking, and their ability to connect with St Mary's mission and values. From this rigorous screening process, Charisma presented St Mary's with a shortlist of 3 exceptional individuals, each demonstrating the requisite expertise, passion, and commitment to lead the project towards success.
After a comprehensive half-day interview session and tour for each candidate, St Mary le Strand was confident in their decision to appoint a highly skilled and experienced individual to the role of Project Director. This successful appointment exemplified Charisma's unwavering commitment to finding the perfect fit.

St Mary le Strand has been at the centre of parish worship and London life since the early 18th century and is a widely recognised landmark building. In recent decades, the church has been trapped on a traffic island with its splendour hidden to passers-by. With the advent of the Strand Aldwych pedestrianisation scheme, the area is set to become a global creative and cultural quarter with the church wishing to be part of the regeneration.

Case Study: St Mary le Strand

In many organisations, hybrid working patterns have become the norm and therefore with the reduced contact time, leaders need to rethink how they stay engaged and remain aware of their employee&rsquo;s well-being. Work-life balance 10 years ago just wasn't a consideration, but post-covid it&rsquo;s far higher on people's agenda. April is stress awareness month so we wanted to offer some strategies and practical solutions that can help you support your employee&rsquo;s mental health. Let&rsquo;s look at some tips from the&nbsp;<a href="https://www.charismarecruitment.co.uk/?source=google.com">Charisma</a>&nbsp;team and the steps we have taken to support the well-being of our staff.
<h3 class="MsoNormal">Responsibility for wellbeing</h3>
There is a corporate responsibility to look after employees and larger companies may choose to implement&nbsp;<a href="https://www.charismarecruitment.co.uk/blog/2023/04/ISO%2045001">ISO 45001</a>&nbsp;to give them a framework for managing occupational health. Smaller organisations could use elements of this or develop their own policies to manage stress and wellness in the workplace utilising resources such as those published by charities such as&nbsp;<a href="https://www.mind.org.uk/information-support/tips-for-everyday-living/how-to-be-mentally-healthy-at-work/work-and-stress/">Mind</a>.
<h3 class="MsoNormal">Attracting talent with employee benefits</h3>
We know organisations that demonstrate a clear focus on wellness and benefits are more desirable for our candidates. Whilst small charities can't compete with the bigger ones on salary, they can offer EAPs such as dental or health cover that show they are people-centred.
Here are some practical steps you can take:
<ul>
<li>
Ensure your leaders practice empathy and understanding and recognise warning signs from colleagues in distress.
</li>
<li>
Check in regularly &ndash; hybrid work has lessened human connection. Office-based work led to more informal conversations and non-verbal signs such as body language giving us a better understanding of how our teams and colleagues were feeling.
</li>
<li>
Block out diary time for regular check-ins on the phone with your team members individually and don&rsquo;t make it about work. Make it a &lsquo;catch-up call&rsquo;, about what&rsquo;s going on with them, just like you&rsquo;d chat over lunch or at the water cooler.
</li>
<li>
Keep the workday at work. The ability to be connected 24/7 through technology means that many employees never actually &lsquo;switch off&rsquo;. 57% of people check their emails in bed and 79% when they&rsquo;re on holiday. Ensure your people know that they are not expected to be constantly available and that their &lsquo;free time&rsquo; is important and to be protected.
</li>
</ul>
&ldquo;Encourage your team to take their paid time off. We all know the value of time off when feeling stressed and overworked. Holidays can give us the rest we need, and the headspace required to deal with worries and overwhelm.&rdquo;&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants/sandra-smith?source=google.com">Sandra Smith</a>,&nbsp;Associate Director
<h3 class="MsoNormal">How we look after our team</h3>
It's been a year since our MD&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants/adam-stacey?source=google.com">Adam Stacey</a>&nbsp;took over Charisma and one of his first actions was to look at wellness and improve the benefits for the team. Building on the pension and annual leave that was available, the revised&nbsp;package includes:
<ul>
<li>
Quarterly team bonus
</li>
<li>
3 x salary death in service insurance
</li>
<li>
Employee assistance programme
</li>
<li>
35-hour working week &ndash; Adam reduced this from 37.5 hours and ensured the scope for flexible working
</li>
<li>
Work from-home contracts with twice-monthly team meetings
</li>
<li>
Christmas closure - bonus time off on top of your annual leave
</li>
<li>
2 x Wellness/volunteer days
</li>
</ul>
Whilst we have offered some tips for building wellness into your policies, the most powerful way to manage stress is to ensure there are multiple opportunities to communicate and your workplace is a psychologically safe space for your team.
<h3>Here are some tips for managing stress at work</h3>
For individuals, managing stress at work is really important. We've thought about some of the things that we find helfpul here at Charisma:
<ul>
<li>
Set realistic goals and expectations.
Don't try to do too much at once. Break down large tasks into smaller, more manageable ones.
</li>
<li>
Take breaks throughout the day.
Get up and move around every 20-30 minutes. Step outside for some fresh air, or take a walk around the block.
</li>
<li>
Delegate tasks.
Don't be afraid to ask for help from your colleagues.
</li>
<li>
Learn to say no.
Don't overextend yourself. If you have too much on your plate, it's okay to say no to new requests.
</li>
<li>
Take care of yourself.
Get enough sleep, eat a healthy diet, and exercise regularly. These things can help you manage stress and improve your overall health.
</li>
<li>
Find healthy ways to relax.
Do things that you enjoy, such as reading, listening to music, or spending time with loved ones.
</li>
<li>
Seek professional help if needed.
If you are struggling to manage stress on your own, don't hesitate to seek professional help.
</li>
</ul>
Managing stress at work is important for your physical and mental health. By following these tips, you can reduce stress and improve your overall well-being. For employers, it's important to create a workplace culture that allows individuals to manage their mental health positively whilst delivering impact in their roles.

In many organisations, hybrid working patterns have become the norm and therefore with the reduced contact time, leaders need to rethink how they stay engaged and remain aware of their employee&rsquo;s well-being.

April 2023, stress awareness month

Often when an organisation turns to a recruiter, they have already tried to recruit internally but the process has failed to deliver the right candidate. The recruitment process can be time-consuming and stressful plus when it comes to the charity and not-for-profit space, this is a unique sector with very specific needs that must be identified and addressed at every step of the recruitment process. If you've decided to take the leap and use a recruiter to find your next&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/executive-search" target="_blank" rel="noopener">s</a>enior leader,<a href="https://www.charismarecruitment.co.uk/disciplines/board-and-trustee-recruitment" target="_blank" rel="noopener">trustee&nbsp;</a>or&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/fundraising" target="_blank" rel="noopener">fundraiser&nbsp;</a>for example, we've put together a list of questions that you should ask them.
<h3 class="MsoNormal">1.&nbsp;What areas do you specialise in?</h3>
We specialise in the charity and not-for-profit sectors. Not every organisation understands charity recruitment as we do. It is a unique space that encompasses areas such as fundraising and board or trustee recruitment that require a specific mission-driven questioning process. Each of our&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants">consultants&nbsp;</a>have working experience from within the charity sector, with many of us continuing to volunteer team and expertise across the sector. We love recruitment, but we're excited to get out of bed in the morning because we recruit in the charity space.
<h3 class="MsoNormal">2.&nbsp;How do you find candidates?&nbsp;</h3>
At Charisma, we employ strategies such as advertising, and strategic utilisation of candidate networks underpinned with EDI values to ensure the selection process is inclusive. Our biggest asset however is in the skillset of&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants?source=google.com">our team</a>&nbsp;which has been built with a vast bank of knowledge and sector-specific experience that brings unique value and insight into the charity and recruitment space. Alongside advertising we have a database of candidates built over 21 years, consultants that are well connected and a Head of Talent who has worked at Charisma for nearly a decade.
<h3 class="MsoNormal">3.&nbsp;What is your candidate journey?</h3>
People are at the centre for both our clients and us. It is why we have developed a thorough vetting process that ensures our clients only see suitable candidates. At the same time, we are mindful of looking after our candidates throughout the entire recruitment journey communicating effectively with them and feeding back promptly. We're grateful to have the wonderful Polly on our team, who works full-time as our recruitment administrator to look after our candidates and ensure their journey is smooth, efficient and open.
<h3 class="MsoNormal">4.&nbsp;&nbsp;How do you track success?&nbsp;</h3>
The biggest indicator that a recruiter tracks achievement is they should be able to talk about their client success or retention rates. We have clients that come back to us continually when they have a need within their organisations and with just shy of a 100% success rate in exclusive placements, our numbers are a testament to the diligence in our candidate screening before the interview. In the last full quarter our candidates scored their experience as 4.8 out of 5.
<h3 class="MsoNormal">5.&nbsp;How much does it cost?&nbsp;</h3>
If the recruiter is not clear on the fee structure, alarm bells should ring. There are no surprises or hidden costs in what we do with our clients and any upfront costs plus the value of what we deliver for our clients are clear from the outset. Make sure when engaging any recruiter, there is total transparency in their fee structure and any add-ons.
<h3 class="MsoNormal">6.&nbsp;Can we take up a reference?&nbsp;</h3>
This sector is all about tangible results and value-led relationships; working with a recruitment partner is no different. This is why we provide potential clients with contact details for previous clients and have&nbsp;<a href="https://www.charismarecruitment.co.uk/blog/2021/01/royal-photographic-society-ceo-case-study?source=google.com">case studies</a>&nbsp;that show in real terms how hard we work for you and our level of commitment to finding you the right people.
Finding the right recruiting partner for you will come through a specific questioning process to establish evidence of their expertise in that sector. It is also reasonable to expect them to share some of your values and be confident that they will deliver exceptional service.
<h3>Shaping your recruitment</h3>
I hope the above is a helpful starting point for you in our exploration of using a recruitment partner. Perhaps you might like to put these questions to me! I'm always happy to chat so don't hesitate to&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us">drop me a note</a>&nbsp;or give me a call on 01962 813300.

Often when an organisation turns to a recruiter, they have already tried to recruit internally but the process has failed to deliver the right candidate. The recruitment process can be time-consuming and stressful.

Six questions you should ask a potential recruitment partner

Charisma's Partnership with the Archdiocese of Birmingham in Safeguarding Children and Vulnerable Adults
Archdiocese of Birmingham covers a huge geographical area, nurturing the spiritual lives of its parishioners and extending a compassionate hand to those in need. With unwavering commitment to the safety and well-being of children and vulnerable adults, the Archdiocese sought the expertise of Charisma Charity Recruitment, a recruitment consultancy renowned for its unwavering dedication to finding exceptional individuals who embody the values and aspirations of its clients.
The task at hand was of paramount importance: to identify a&nbsp;Head of Safeguarding, an individual who would assume the crucial responsibility of overseeing the safeguarding of children and vulnerable adults across the entire Archdiocese. This critical role demanded not only a deep understanding of safeguarding principles and procedures but also an unwavering commitment to upholding the highest standards of protection and care.
Charisma embarked on a meticulous search, employing a multifaceted approach that combined targeted advertising with strategic headhunting. We carefully selected relevant publications, both within the faith community and beyond, to ensure that the role reached a wide pool of potential candidates. Simultaneously, Charisma's consultants leveraged their extensive network of contacts, engaging in discreet headhunting to uncover exceptional individuals who possessed the requisite skills, experience, and passion for safeguarding.
Recognising the importance of community engagement, Charisma developed a comprehensive campaign tailored for the individual churches within the Archdiocese. This campaign provided churches with the resources to share the job opening through their digital and printed communications, effectively extending the search to the very heart of the Archdiocese's community.
This approach yielded an impressive response, with over 40 applications received for the critical role. Charisma's consultants meticulously reviewed each application, assessing the credentials, experience, and motivations of every candidate. From this initial pool, Charisma carefully selected over 20 individuals for in-depth interviews, gaining a deeper understanding of their expertise, values, and commitment to safeguarding.
Through this rigorous screening process, Charisma presented the Archdiocese with a shortlist of 12 exceptional candidates. Each shortlisted individual possessed a strong background in social work, demonstrating their ability to apply safeguarding principles in practical and effective ways. Additionally, each candidate exhibited a deep affinity for the Catholic Church, underscoring their alignment with the Archdiocese's values and mission.
Charisma's commitment to finding the perfect fit extended beyond the initial screening process. Our consultants provided in-depth assessments, evaluating each candidate's ability to navigate complex safeguarding scenarios, their leadership qualities, and their communication skills. This comprehensive evaluation ensured that the Archdiocese would select an individual who not only possessed the necessary expertise but also embodied the compassion, integrity, and leadership required for this critical role.
After a series of rigorous interviews, Charisma proudly presented the Archdiocese with an exceptional social worker to assume the mantle of Head of Safeguarding. This successful placement exemplifies Charisma's dedication to identifying and placing exceptional individuals in critical and hard-to-fill roles. Our expertise in targeted recruitment, coupled with rigorous screening processes and a deep understanding of the Archdiocese's needs, resulted in a placement that would undoubtedly positively impact the organisation moving forward.

Archdiocese of Birmingham covers a huge geographical area, nurturing the spiritual lives of its parishioners and extending a compassionate hand to those in need. With unwavering commitment to the safety and well-being of children and vulnerable adults, the Archdiocese sought the expertise of Charisma Charity Recruitment, a recruitment consultancy renowned for its unwavering dedication to finding exceptional individuals who embody the values and aspirations of its clients.

Case Study: Archdiocese of Birmingham

Whilst a CV contains all your headline facts and initially opens the door, for a potential employer, your cover letter or supporting statement is an opportunity to create a document that is well structured, and persuasive and clearly evidences your suitability for that specific position.
The charity and not-for-profit space are mission-centred, and therefore organisations will be looking for candidates who can convey a shared passion for that cause and organisation. Your&nbsp;<a href="https://www.charismarecruitment.co.uk/blog/2023/01/creating-a-standout-cv-for-charity-and-not-for-profit-roles?source=google.com">CV</a>&nbsp;will list key skills and relevant work experience in a summary, the cover letter is where you can expand on these headlines and demonstrate your personal motivation and how you share the same values and drive for that specific cause.
<h3 class="MsoNormal">Where do you start?</h3>
The best place to begin is to start to note down the key points of the job description and person spec as these will inform the areas that you will need to evidence and address. The cover letter is a space to showcase what you have achieved but it must have a thread running through it that always pulls back towards the specific role and organisation you are applying for. In other words, only speak about experience and achievements that you feel will directly benefit that organisation. Your examples need to be relevant and clearly related to those key points from the job description you have noted down.
In a cover letter, you are essentially writing a story that is persuasive and has a clear structure; an introduction or beginning, a middle section that will cover the key noted points and an end or summary. Use language throughout that the organisation has featured in the job description, and or on their website. This demonstrates a level of care and personalisation that attests to your keen interest in them.
<h3 class="MsoNormal">Introduction</h3>
This is where you address the individual that you know is the hiring manager. Name the role that you are specifically interested in and perhaps a sentence or so that either references the&nbsp;<a href="https://www.charismarecruitment.co.uk/about-us/why-choose-charisma">recruiter</a>&nbsp;or individual who signposted the position to you.
<h3 class="MsoNormal">The middle section</h3>
In this part of the cover letter, you must show familiarity with the work of the organisation. If you can mention past projects, you have been involved with and relate them to the role you are applying for, it is an effective way to demonstrate suitability. Ensure you convey enthusiasm and awareness of the work they do and endeavour to steer the reader to relevant experience.
Fundamentally you must prove why you&rsquo;re a great fit for the role. The hiring manager wants tangible examples and metrics or data that show the active impact that you have had. Use statements such as: &ldquo;Through my targeted campaign, I was able to increase fundraising by a margin of 20% by doing &hellip;&rdquo; This is a specific, value-led statement that shows results giving a clear sense of suitability for a fundraising role.
<h3 class="MsoNormal">Summary</h3>
The summary is the final section at the end that clearly draws all the threads together. Reiterate the key&nbsp;details that elevate your value and relate those to the job. Ensure your passion and alignment with the organisation are stated clearly.
<h3 class="MsoNormal">Shaping your career</h3>
Our Talent team is here to provide you with exceptional support and guidance. If you're looking for an opportunity through Charisma and called for an interview, our&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants">consultants&nbsp;</a>are on hand to help you succeed as well. With their tips and insights, you'll be more prepared than ever to ace your application.
Don't hesitate to get in touch and register your details with us &ndash; we're always eager to hear from you!

Whilst a CV contains all your headline facts and initially opens the door, for a potential employer, your cover letter or supporting statement is an opportunity to create a document that is well structured, and persuasive and clearly evidences your suitability for that specific position.

How to write a great cover letter

Following the successful placement of several senior appointments, both interim and permanent at Head of and Director level, including an Interim Director of Finance and an Interim Financial Accountant.
Charisma was once again retained by Spurgeons Children&rsquo;s Charity to secure a new, permanent Director of Fundraising. Spurgeons, who have been supporting vulnerable and disadvantaged children and their families for 150 years, believe that every child deserves the opportunity to live a hope-filled life; and that no child should face abuse, neglect, or uncertainty. The new Director of Fundraising was required to provide strategic oversight, leadership and ensure the delivery of their ambitious income generation plans for the coming years. Directly reporting to the CEO and as a member of the SLT, a commitment to ensuring sustainable income growth, supporting the charity to remain financially strong and able to continue delivering the highest quality services was vital. The successful candidate needed to demonstrate significant experience in fundraising in a not-for-profit setting, at least five-years&rsquo; experience at a senior managerial level in a comparable/complex organisation, and experience of managing people, delivering change, instilling best practice, building mutually beneficial partnerships with external stakeholders and of advising, reporting to, and working with a Board.
Charisma took a multi-pronged approach to securing a candidate of the calibre required. To ensure a fair process, the net was initially cast widely. Adverts were launched across major platforms, complemented by targeted engagement via cold approaches and established networks, and a rigorous search of the database was completed. The marketing campaign attracted 18 direct applications. The initial database search provided 89 viable candidates, who were then screened against essential criteria down to 32 candidates. Extensive screening was conducted for cold approaches, with additional candidates sourced. 14 candidates were then invited to vetting interview stage with the Charisma Consultant. Charisma was in a position to present a longlist of 11 candidates to the charity, with the Charisma Consultant brought in to support shortlisting discussions. A shortlist of 6 high calibre candidates was finalised for interview with the Spurgeon&rsquo;s hiring panel. Following a virtual interview round and subsequent in-person interviews, with candidates preparing a presentation in advance, a successful appointment was made. However, the shortlist was so strong, the organisation actually identified another candidate who they also wished to appoint, for whom they created the new role of Director of Partner and Family Hubs. Shaping your recruitment If you'd like a no-obligation conversation about how we could support you on your recruitment needs, then contact us today online or by calling 01962 813300.

Following the successful placement of several senior appointments, both interim and permanent at Head of and Director level, including an Interim Director of Finance and an Interim Financial Accountant, we were delighted to work with Spurgeons once again.
Charisma was retained by Spurgeons Children&rsquo;s Charity to secure a new, permanent Director of Fundraising. Spurgeons, who have been supporting vulnerable and disadvantaged children and their families for 150 years, believe that every child deserves the opportunity to live a hope-filled life; and that no child should face abuse, neglect, or uncertainty.

Case Study - Spurgeons

At Charisma, we&rsquo;re passionate about helping charities find the right people to lead and grow their organisations. That&rsquo;s why we were thrilled to work with Emmaus Colchester in late 2022 to help them find their next Chief Executive.
It was an exciting time for Emmaus Colchester, as they emerged from the challenges of the COVID crisis in a strong financial position and were ready to take the charity to the next level. However, after trying to appoint a new Chief Executive themselves and having disappointing results, they reached out to us for help.
We knew that finding the perfect candidate would be no easy feat. The successful candidate would need a range of skills and experience, including senior level leadership experience, empathy for people facing vulnerable circumstances, financial management expertise, and innovative business strategy capabilities.
To find this person, we knew that simply posting an advertisement would not suffice. We needed to leverage our extensive network and headhunting skills. After careful consideration of candidates within a commutable locale with the required skillset, we identified 15 individuals who could be a good fit for the role.
Through our rigorous vetting process and interviews with candidates who made it through shortlisting rounds, we identified three high-caliber individuals who had everything Emmaus Colchester needed in its next leader.
The final decision was not easy; all three candidates brought unique strengths to the table. However, one stood out as being an exceptional candidate with a wealth of experience at senior levels in similar organisations. Ultimately, this individual demonstrated that they had what it took to provide leadership and strategic direction that would ensure Emmaus Colchester continued its growth trajectory.
We&rsquo;re proud of our role in helping Emmaus Colchester secure such an excellent Chief Executive Officer. We believe that with their guidance and leadership, the organisation will continue on its path towards success.
At Charisma Charity Recruitment, we&rsquo;re committed to helping organisations like Emmaus Colchester identify exceptional leaders who can help them achieve their goals. Through our extensive network and headhunting capabilities, we&rsquo;re confident that we can help your charity find the right people to take it to new heights. So, if you're looking for a recruitment partner who understands the unique challenges and opportunities of the third sector, get in touch with us today!

At Charisma, we&rsquo;re passionate about helping charities find the right people to lead and grow their organisations. That&rsquo;s why we were thrilled to work with Emmaus Colchester in late 2022 to help them find their next Chief Executive.

Case Study: Emmaus Colchester

<h3>Why use a recruiter?</h3>
Successful recruitment has many facets. It begins with creating a job description that meets organisational needs and accurately describes the day-to-day activity of the potential employee. Then comes writing an attractive job spec, ensuring it is&nbsp;<a href="https://www.charismarecruitment.co.uk/diversity-and-inclusion">inclusive</a>, considering where you place your adverts, how you search for talent and of course planning the interview process.
Often organisations believe they can manage all this in-house, but this can end up wasting both time and money when they don&rsquo;t manage to fill vacancies because they lack the specific knowledge to develop a focused recruitment strategy.
<blockquote>
It is not just about attracting new talent, as a well-conceived recruitment process that aligns with your business strategy can improve employee satisfaction and helps to increase employee retention.&nbsp;
</blockquote>
<h3 class="MsoNormal">Talent shortage</h3>
The skill shortage is a long way from being over and recent job market stats indicate there are plenty of vacancies to fill. This makes for a competitive recruitment environment and organisations that have poorly thought-out recruitment processes, are slow to react and lack communication miss out on strong candidates.&nbsp;It is critical therefore that organisations develop a robust recruitment strategy built with specialist input. Building this strategy can be difficult in organisations where roles tend to open only occasionally or have limited HR support, which means recruitment isn&rsquo;t part of their day-to-day activity. The individuals who have identified recruitment requirements within an organisation are not necessarily the best placed to conceive a recruitment strategy.
<h3 class="MsoNormal">Developing a recruitment process with you</h3>
There are several reasons why organisations tend to come to specialist recruiters like&nbsp;<a href="https://www.charismarecruitment.co.uk/">Charisma</a>. Often it is because they have tried to recruit directly without success. With the right kind of input, using a recruitment consultancy can really help roles to stand out because it indicates that charities and not-for-profits have invested in their recruitment process and shown a commitment to growth. We also aim to build relationships with these organisations and help show them how to build a strategy that engages their candidates sufficiently. Because we spend every single day recruiting, we have developed a process that captures the talent and ensures the roles stand out in a competitive market.
With a 98% placement record on exclusive recruitment campaigns in 2022, the success of our recruitment process is in the numbers.
We&rsquo;re here to help ensure you have everything you need to compete in the job market and attract the right kind of talent to move your organisation forward. When we work exclusively with a charity, our ethos at Charisma is to keep going until we have found a suitable candidate. We have a committed, tenacious team who do not throw the towel in until the role is filled; simply put in&nbsp;<a href="https://www.charismarecruitment.co.uk/about-us/why-choose-charisma">our sector</a>&nbsp;we are the experts in finding, screening and attracting talent. Working with us has these benefits:
<ul>
<li>
Access to a wide network of active candidates
</li>
<li>
A strong understanding of the charity sector
</li>
<li>
We&rsquo;ll save you and your team considerable amounts of time
</li>
<li>
Filling roles with quality candidates
</li>
<li>
Help you stand out in a crowded recruitment marketplace
</li>
</ul>
When organisations hand over the entire recruitment process from advertising, and CV review to interviewing candidates in collaboration with hiring managers, they can develop&nbsp;a robust and intuitive process and help their roles stand out from the rest.
<h3 align="left">Shaping your recruitment</h3>
I&rsquo;m always happy to talk about your recruitment needs and how we might add value to your search, you can contact me or one of the team to arrange a no-obligation chat on 01962 813300 or by dropping us an&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us">email</a>.

Unlock your charity's hiring potential with a recruitment specialist

Developing an intuitive recruitment process for our candidates is for us about building a relationship with opportunities for them to voice concerns or misgivings about roles. You may well have experienced imposter syndrome without knowing it has a name. Imposter syndrome manifests in feelings of self-doubt or inadequacy relating to either a job we are in or one we want to go after. Essentially, it&rsquo;s what happens when we internalise that in some way we&rsquo;re not competent enough to be in a position or carry a title we have been given. This is often in opposition to the individual&rsquo;s qualifications, education and experience which demonstrate they are indeed suited for a position.
<h3 class="MsoNormal">Imposter syndrome in job applications</h3>
We see this rearing its head when a candidate finds a job that they want but reads through the job spec and despite meeting 8 out of 10 of the desirable qualities, they talk themselves out of applying for a role. 80% is a big stat and in all mathematical terms means that the individual meets most of the specifications - but we have seen candidates hesitate to go for a role because they don&rsquo;t tick the box on just two areas. At&nbsp;<a href="https://www.charismarecruitment.co.uk/">Charisma</a>, we make sure to emphasise candidate attributes and how they directly relate to a role rather than look at what they lack. Our informed assessment is based on our experience of how we feel they would do in the role, and we would never progress if we did not think they could have success. Equally our clients make decisions on chemistry and personality alongside qualifications and experience.
<h3 class="MsoNormal">How do I overcome imposter syndrome?</h3>
The good thing about working with a recruiter when applying for jobs is that we are here to support you every step of the way. That means instead of applying for a position in isolation, you have the benefit of talking to people who work in that space every day. Getting past impostor syndrome is not about pushing down your feelings, it&rsquo;s about verbalising there is a barrier. Acknowledging those feelings is the first step and sharing these emotions is the second. Part of our candidate support is to strengthen the relationship between us and our candidates and ensure for every interaction, we provide a psychologically safe space for them to voice how they feel.
Our experience in recruitment means you won&rsquo;t be the first person who has worried that might not have what it takes. We offer a&nbsp;<a href="https://www.charismarecruitment.co.uk/about-us/why-choose-charisma">supportive process</a>&nbsp;and would only ever put forward candidates that we believe are suitable for a role. Some points to remember:
<ul>
<li>
If you don&rsquo;t try by applying, you will not get the job.
</li>
<li>
Whilst you may feel you&rsquo;re only 8/10, you might be up against someone who only hits 7/10.
</li>
<li>
An application form is only one part of the process.
</li>
<li>
The reason you get the job could be due to a relevant hobby or passion for the cause.
</li>
<li>
The way that we interact with humans is only really evident in the interview.
</li>
</ul>
<h3>Shaping your career</h3>
We are proud of our&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants?source=google.com">team</a>&nbsp;at Charisma and the supportive part they play in guiding our candidates through the recruitment process, so please do have a&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us">conversation</a>&nbsp;with us.

Developing an intuitive recruitment process for our candidates is for us about building a relationship with opportunities for them to voice concerns or misgivings about roles.

Empowering our candidates in the face of imposter syndrome

<article class="body mb-5">
A Global Search for a Global Leader: Charisma's Successful Partnership with Viva - Together For Children
In the expansive realm of humanitarian endeavours, Viva - Together For Children stands as a beacon of hope, empowering networks of churches and organisations across 42 cities in 27 countries. When the time came to seek a visionary leader to guide this remarkable organisation into the future, Viva turned to Charisma, a recruitment firm renowned for its expertise in identifying exceptional leaders who embody the values and aspirations of their clients.
The task at hand was multifaceted, demanding a deep understanding of Viva's intricate operations, a keen eye for global talent, and the ability to navigate a complex landscape of stakeholders and partners. Charisma embraced the challenge with unwavering determination, embarking on a global quest to uncover an individual who possessed the exceptional leadership qualities and strategic acumen to steer Viva towards an era of unprecedented growth and impact.
The search began with a meticulous immersion into Viva's world, delving into the organisation's mission, values, and the intricate tapestry of its work. This deep understanding served as a compass, guiding Charisma's consultants as they ventured into the global talent pool.
With unstoppable resolve, Charisma's consultants traversed continents, meticulously identifying and approaching potential candidates from Europe, Asia, North America, and Africa. Alongside this targeted headhunting approach, Charisma cast a wider net, placing advertisements and engaging with its extensive network to draw forward a diverse pool of highly qualified individuals.
Each candidate was meticulously evaluated, undergoing in-depth interviews and rigorous assessments of their written applications. Charisma's consultants sought to uncover not only a wealth of experience and expertise but also a profound alignment with Viva's mission and a passion for making a positive impact on the lives of children worldwide.
From this global search emerged a shortlist of 11 exceptional candidates, each possessing the potential to lead Viva into a brighter future. The board of Viva, impressed by the calibre of the candidates, invited six individuals to participate in first-stage interviews. These initial interactions provided further insights into the candidates' leadership styles, strategic thinking, and their ability to connect with Viva's mission and values.
Following these in-depth assessments, three candidates were invited to final-stage interviews, where they faced rigorous scrutiny from Viva's leadership team. The selection process was a testament to Charisma's commitment to finding the perfect fit, ensuring that Viva's new CEO would not only possess the necessary skills and experience but also embody the organisation's dedication to empowering children.
After careful consideration, the board of Viva made their decision, appointing a highly accomplished, experienced, and dynamic CEO. This remarkable individual brought with them a proven track record of success in leading and managing complex organisations, coupled with an impassioned commitment to Viva's mission of transforming the lives of children worldwide.
Charisma's partnership with Viva - Together For Children stands as a testament to our dedication to identifying and placing exceptional leaders who possess the vision, skills, and passion to drive positive change. By understanding the unique needs and aspirations of each organisation it serves, Charisma consistently delivers exceptional results, ensuring that its clients are equipped with the leadership they need to thrive.
</article>

In the expansive realm of humanitarian endeavours, Viva - Together For Children stands as a beacon of hope, empowering networks of churches and organisations across 42 cities in 27 countries. When the time came to seek a visionary leader to guide this remarkable organisation into the future, Viva turned to Charisma, a recruitment firm renowned for its expertise in identifying exceptional leaders who embody the values and aspirations of their clients.

Case Study: Viva - Together For Children

Writing a CV is something we have all done or will need to do during our careers. Whilst there is plenty of generic content online giving tips and guidance, the sector you are seeking to enter is also a factor in how you compose this important document. There are specific strategies and techniques unique to the&nbsp;<a href="https://www.charismarecruitment.co.uk/" target="_blank" rel="noopener">charity and not-for-profit</a>&nbsp;sectors that must be utilised to ensure that even with just a quick read, your CV grabs enough attention to be passed to the hiring manager.
In a fast-paced world where we scroll through newsfeeds in seconds, we process information very quickly and scan for headline details in seconds. Our CV will go through that same process only with an individual such as the hiring manager, HR or an assistant assessing our merits rapidly to decide if we go forward to the next stage. Your CV, therefore, must have enough about it to earn the right to be put in front of the hiring manager.
To make sure yours gets noticed, use short sentences and bullet points whenever possible so that key information is easy to find at a glance. Also, keep your CV concise by limiting it to two pages or less if possible &ndash; anything longer could appear overwhelming and be quickly passed over.
<h3 class="MsoNormal">How to structure your CV</h3>
These are some of our tips for key content in a CV suitable for the charity sector:
<ol>
<li>
At the top of the CV is where you put all your personal details, name, contact details and if appropriate, your LinkedIn profile.
</li>
<li>
You then need a punchy opening paragraph or summary. This needs to showcase your values and alignment with the position and organisation. Remember the first half of the CV is where you need to, proverbially, hit the hiring manager in the face.
</li>
<li>
Then make 2 columns of your key skills 8-10 in total, 4-5 in each column, and make sure they match the skills mentioned in the job description.
</li>
<li>
In your experience section, for each role state your main responsibilities and key achievements. This needs to be specific particularly if you are coming from outside the sector. Use key words from the job description, advert and mission/values of the organisation.
</li>
<li>
State your education and hobbies at the end, but only if relevant.
</li>
<li>
If you have relevant voluntary work then have a volunteer experience section, so that you can further demonstrate your commitment to the sector.
</li>
</ol>
<h3 class="MsoNormal">Content for CV vs cover letter</h3>
Creating effective CVs and supporting statements can be tricky but by following some key steps it doesn't have to be difficult. When building your CV, make sure it is easy to read and clearly lays out all relevant information in a concise manner. Include specific achievements&hellip;more on that shortly!
For a supporting statement, focus on exploring how your education and career experience has prepared you for this specific role &ndash; demonstrate how your skillset makes you uniquely qualified while providing evidence of how it could contribute to the charity&rsquo;s success. Writing from the heart helps here too &mdash; include anecdotes or stories that show not only why you're perfect for the position but also why you're passionate about the cause and role.
<h3 class="MsoNormal">Showcase your achievements</h3>
Remember a CV is your first opportunity in the recruitment process to blow your own trumpet. Whilst you likely work as part of a team, get specific about what you&nbsp;personally&nbsp;added:
<ul>
<li>
&ldquo;Part of a team that generated &pound;10M in funds, of that,&nbsp;I&nbsp;brought in 32%.&rdquo;
</li>
</ul>
For this sector, the reader, therefore, needs to see your achievement in tangible numbers:
<ul>
<li>
For&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/fundraising">fundraisers</a>, show targets hit - get these numbers on your CV.
</li>
<li>
If corporate sponsorship, show figures &ldquo;I grew corporate partnerships from x amount to x&rdquo;.
</li>
<li>
For&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/executive-search">senior leadership</a>&nbsp;roles, readers want the turnover of the organisation, size of team and impact measurements.
</li>
</ul>
Include details about any awards or recognition you have received, as well as any successful projects or initiatives you have been involved in throughout your career &ndash; these will demonstrate that you are capable of achieving results even when faced with difficult tasks or challenges.
By highlighting these successes in addition to providing detailed information about previous roles and experience levels, you can give potential employers confidence that hiring you would be beneficial for their organisation.
<h3 class="MsoNormal">Shaping your career</h3>
You do not need to completely rewrite your CV for every job; but create a blueprint document with your key achievements and tailor it to the organisation and role each time. An effective and relevant CV makes the reader feel that you particularly want to work for them.
Our Talent team are always willing to help, so please do&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us">get in touch</a>&nbsp;and you can&nbsp;<a href="https://www.charismarecruitment.co.uk/users/register/new/registration" target="_blank" rel="noopener">register for opportunities</a>&nbsp;through Charisma. When applying for a role through Charisma, if called for interview with us, the consultant meeting you will be able to support you with tips and insights that will be helpful for your application.

Writing a CV is something we have all done or will need to do during our careers. Whilst there is plenty of generic content online giving tips and guidance, the sector you are seeking to enter is also a factor in how you compose this important document.

Creating a standout CV for charity and not-for-profit roles

Black Cultural Archives (BCA) is the only national heritage centre dedicated to collecting, preserving, and celebrating the histories of African and Caribbean people in the UK. Through its learning resources, collections, and research, including online and gallery exhibitions, educational programmes, public engagement events and its extensive and unique set of archives, museum objects and reference library, it inspires and give strength to individuals, communities, and society. The Board approached Charisma as a recommended specialist, to conduct an accessible, transparent, and robust search campaign with plans to secure up to 4 new Trustees. Specialist skills were sought in HR, marketing, legal and finance.
Through the Discovery Phase, the Board&rsquo;s needs were further defined, and ultimately a Chair and 3 Trustees were sought. The new Chair and Trustees were to be tasked with helping to deliver BCA&rsquo;s ambitious 2030 Strategy and provide direction and support to the management team. The Chair needed experience at senior level, with strong management and team building skills, a good understanding of charity governance, preferably having served on Boards before, and experience building sustainable organisations; being politically astute and willing to network and be a vocal advocate for the charity was also vital. Trustees ideally needed previous charity experience and knowledge of the arts and heritage sector, with skills in governance, policy, legal, history (e.g. historian, academic), fundraising, communications, or HR.
Charisma took a multi-pronged approach to the campaign, which engaged and attracted a diverse range of candidates. Adverts were launched across major platforms, resulting in 43 direct applications; targeted headhunting commenced with 25 suitable candidates identified via pre-screening; and a rigorous search of the database was completed, with 122 candidates identified and approached. In total 190 candidates were screened against defined criteria, with 45 progressed to vetting interviews with the Charisma Consultant. 29 candidates were longlisted and submitted to the charity for review. Following intensive shortlisting between BCA and Charisma, 10 candidates were invited to interview with the charity.
<ul>
<li>
97% of applicants from an ethnic minority
</li>
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63% of applicants under the age of 45
</li>
<li>
69% of applicants female
</li>
</ul>
Following BCA interviews, the Board was in a position to appoint a new Chair and 3 Trustees. However, the Board were so impressed by the calibre of candidates presented that they appointed a further 3 Trustees for a total of 7 successful placements, who took up their Board seats in early 2022.
<a href="https://www.charismarecruitment.co.uk/contact-us">Contact us</a>&nbsp;today to partner with us on your&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/board-and-trustee-recruitment">trustee&nbsp;</a>recruitment.

Black Cultural Archives (BCA) is the only national heritage centre dedicated to collecting, preserving, and celebrating the histories of African and Caribbean people in the UK. Through its learning resources, collections, and research, including online and gallery exhibitions, educational programmes, public engagement events and its extensive and unique set of archives, museum objects and reference library, it inspires and give strength to individuals, communities, and society. The Board approached Charisma as a recommended specialist, to conduct an accessible, transparent, and robust search campaign with plans to secure up to 4 new Trustees. Specialist skills were sought in HR, marketing, legal and finance.

Case study: Black Cultural Archives

I came across this quote from Tony Robbins and shared it on my&nbsp;<a href="https://www.linkedin.com/in/ajwstacey/" target="_blank" rel="noopener">LinkedIn profile</a>&nbsp;recently:
<blockquote>
&ldquo;Setting goals is the first step in turning the invisible into the visible&rdquo;
</blockquote>
It struck a chord and I thought I&rsquo;d take the opportunity to expand my thinking on the subject, as the start of a new year is the perfect time to reflect and set goals that can be turned into reality. Achieving success requires clear and achievable objectives, so it&rsquo;s important to take the necessary steps to ensure we stay focused and motivated throughout the year. Setting goals is not only about dreaming big, but also creating an actionable plan that will help us reach our aspirations.
<h3 class="MsoNormal">The importance of setting goals</h3>
Setting goals provides us with an end goal that we can strive for and measure our progress against. It helps to create structure in our lives, enabling us to make decisions that will lead towards success. It also gives us something tangible to focus on, keeping us on track and pushing us forward during difficult times.
<h3 class="MsoNormal">How to turn the invisible into the visible</h3>
Turning a dream into reality might seem daunting, but it&rsquo;s possible with focus and discipline! Break down a larger goal into achievable objectives that you can work on each week or month &ndash; this will help keep you motivated as you tick off each small success along the way. Additionally, make sure your plan is realistic &ndash; if expectations are too high then you may become overwhelmed or discouraged when things don&rsquo;t go as planned. Finally, enlist a support system of family or friends who understand your mission and will encourage you along your journey. With their help, plus hard work and dedication, even the most ambitious aspirations can become a reality!
<h3 class="MsoNormal">Setting clear goals</h3>
To set clear goals it&rsquo;s important to first understand why they are necessary in order for success. Start by defining your objectives - what do you want to achieve? What are your long-term and short-term ambitions? Once these key questions have been addressed create actionable steps that will help achieve desired outcomes. Remember to break down larger goals into smaller ones as this makes them more achievable; use timelines, milestones or action plans as tools for creating a path towards success. With clear objectives in mind it is easier to stay focussed and motivated throughout the journey.
<h3 class="MsoNormal">Creating an action plan</h3>
Creating an action plan is essential for turning plans into reality - establish achievable milestones with deadlines then break down larger goals into smaller ones that can be worked on each week or month. Re-evaluate goals often and adjust accordingly; setting aside time each week will help review progress, celebrate successes and keep motivation high. Use creative ways to stay accountable such as reminders or joining groups with similar ambitions - no matter how small or large the goal consistency is key for making dreams come true. I've really valued having a business coach in the last 6 months, who has been a solid sounding board with regular check-ins has helped me remain accountable to the realistic goals I have set.
<h3 class="MsoNormal">Making your goals a reality</h3>
Making your goals a reality requires dedication and resilience - it can be difficult with external pressures - but having the right mindset is essential for success. Start by setting clear measurable goals that are held accountable by yourself plus family members or friends who provide motivation and support when needed; additionally create an action plan outlining all the steps needed towards reaching each goal.
Celebrate small successes along the way - every accomplishment should be celebrated no matter how small; doing so builds confidence while reinforcing positive behaviours which helps maintain motivation towards achieving desired outcomes. Learn from mistakes made along the way too - use them as opportunities refine approach while becoming more successful in future endeavours!
Start this year with a positive mindset and get ready for a successful 2023 ahead. Take some time now to define objectives, set clear goals then create an action plan ensuring dreams become reality. With hard work plus dedication even ambitious aspirations can be achieved - use this time as an opportunity to reflect, plan &amp; set goals making 2023 your most successful year yet!

I came across this quote from Tony Robbins and shared it on my&nbsp;<a href="https://www.linkedin.com/in/ajwstacey/" target="_blank" rel="noopener">LinkedIn profile</a>&nbsp;recently:
<blockquote>
&ldquo;Setting goals is the first step in turning the invisible into the visible&rdquo;
</blockquote>

The power of goals: achieving our best potential

We enjoyed a succesful year in 2022 working with Dogs for Good on multiple appointments.
<h3>Director of Income Generation</h3>
Following the appointment of an Interim Public Fundraising Manager at the end of 2021, the Chief Executive of Dogs for Good contacted Charisma to manage the search and selection of a new Director. It was an exciting opportunity for the organisation and enabled them to create a post to lead the Fundraising, Communications and Marketing function, more weighted to Income Generation that ever before, including commercial/trading opportunities. During the search process 59 candidates were engaged, via headhunting and direct applications. Following rigorous screening and vetting interviews, 10 candidates were presented on a longlist, with 6 selected during shortlisting, a meeting between Charisma and the panel, to move forward to interview with the organisation. Following a 2-stage process, a new Director was appointed, commencing their role in September 2022.
<h3 class="_04xlpA direction-ltr align-start para-style-title">Chief Executive</h3>
Following two successful appointments, and with the planned retirement of the current Chief Executive, the charity appointed Charisma once again to manage a robust recruitment campaign for a new Chief Executive.
This process highlighted the strength of a positive partnership, with a new Chief Executive now appointed and who joined the organisation in October 2022.
<h3>Testimonial</h3>
<blockquote>
Dogs for Good have worked with Charisma on three appointments over the past year and our experience has been incredibly positive.
Following consultation, Charisma formulate very clear plans and timescales for the recruitment process and then execute the plans in a very professional and timely manner. I have been particularly impressed by the way Katherine and Adam took a lot of care to really understand the culture of Dogs for Good and our precise requirements and this has resulted in a very positive partnership.
Overall, our experience of working with Charisma has been excellent and I would have no hesitation in recommending them as first class recruitment consultants.
<a href="https://www.charismarecruitment.co.uk/contact-us">Contact us</a> today to partner with us on your <a href="https://www.charismarecruitment.co.uk/disciplines/executive-search">executive search and selection</a>.
</blockquote>

Following the appointment of an Interim Public Fundraising Manager at the end of 2021, the Chief Executive of Dogs for Good contacted Charisma to manage the search and selection of a new Director. It was an exciting opportunity for the organisation and enabled them to create a post to lead the Fundraising, Communications and Marketing function, more weighted to Income Generation that ever before, including commercial/trading opportunities. During the search process 59 candidates were engaged, via headhunting and direct applications. Following two successful appointments, and with the planned retirement of the current Chief Executive, the charity appointed Charisma once again to manage a robust recruitment campaign for a new Chief Executive.

Case study - Dogs for Good

At Charisma Charity Recruitment, one of our core values is to always put people first. That's why we were delighted to work with Solent Mind, a charity that shares this same ethos and works to improve the lives of those affected by mental health issues in the Solent area.
Our partnership with Solent Mind continued when they approached us to help them recruit a new Chief Executive Officer at the start of 2022. As an experienced charity recruitment consultancy, we were well-versed in finding candidates who possess the right skills and experience for the job.
However, we knew that finding someone for this particular role would require a candidate who had more than just governance, audit &amp; risk, change management, business development, campaigning and digital services experience. We needed someone who had a genuine passion for mental health issues and an empathy for the work of the charity.
We undertook a comprehensive recruitment process which included advertising the position widely and conducting thorough interviews with potential candidates. After careful consideration, we presented Solent Mind's board with a shortlist of highly suitable candidates who met all their requirements.
The successful candidate started working at Solent Mind in June 2022 and has already made an incredible impact in her short time there. We're proud to have played a part in helping Solent Mind find their newest leader.
But our partnership didn't end there - later in 2022, we also worked with Solent Mind to recruit a Development Director. This was another important role that required a candidate with not only extensive experience but also a deep commitment and understanding of mental health issues. We're pleased to have helped Solent Mind find such an individual.
Working with Solent Mind has been both rewarding and inspiring. It's clear that everyone involved in this charity is committed to making real positive changes for those living with mental health issues. We're proud to have played our part in helping them achieve their goals.
In recognition of our trustee, CEO and director level appointments, Solent Mind said:
<blockquote>
"You have clearly taken great care with the process, and conveyed real enthusiasm for the roles to the potential candidates, which makes a huge difference. I have already commended the work of the team to colleagues!We certainly wouldn&rsquo;t have had such a good range of people to choose from without the hard work of you and your team and your careful listening to and application of our specification."
</blockquote>
At Charisma Charity Recruitment, we believe that finding the right people for the right roles is essential to making sure charities are successful in their missions. We're committed to helping charities like Solent Mind find the best possible candidates so that they can continue to make a real difference in people's lives.​

At Charisma Charity Recruitment, one of our core values is to always put people first. That's why we were delighted to work with Solent Mind, a charity that shares this same ethos and works to improve the lives of those affected by mental health issues in the Solent area.

Case Study: Solent Mind

​Ensuring your recruitment process is inclusive whilst still attracting talent that meets your organisation&rsquo;s needs can be tricky. The job of the&nbsp;<a href="https://www.charismarecruitment.co.uk/?source=google.com">recruiter</a>, HR manager or talent acquisition specialist to evidence fair processing seems increasingly challenging. One of the issues is potentially how diversity is viewed in recruitment: a box to tick instead of a massive opportunity to improve productivity and profitability. The answer is to switch the mindset to understand how diversity improves organisations.
<h3>Culture fit or unconscious bias?</h3>
Often key phrases are used in the workplace that initially seems valuable and correctly describe what an organisation is looking for. Culture fit is one example where a term was seen as positive and a key element of recruiting. Arguably some organisations used this term believing they were looking for someone who would enrich their workplace culture. The problem with the term is the unspoken narrative behind it. Any dialogue around this would mean organisations and businesses looked for someone who respected their values but there was also a danger that the selection process would consciously or unconsciously choose a candidate that looked like the panel. The saying people buy people is something that happens whether we realise it or not. Individuals involved in the recruitment process need to take a step back and imagine themselves as part of a body, an organisation and consider who would add to their workplace culture.
<h3 class="MsoNormal">Questions that help with the diversity of thought</h3>
When we have a candidate in front of us, instead of wondering if they will fit in, we need to be asking different questions such as: Do we have anyone within our organisation with this set of values or perspectives? Is there anyone within our business that comes from this underrepresented group or who has this lived experience? What is it about this candidate that is different to the people who already work here? The recruitment process therefore completely flips the concept of culture fit and instead actively looks for individuals that bring difference and individuality. Culture add, not culture fit. So why do organisations need to do this, is it to simply be seen to morally do the right thing?
<h3 class="MsoNormal">The business case for diversity</h3>
Giving individuals a level playing field regardless of ethnicity or gender, for example, is of course fair but there is a strong case for improving productivity and profitability by increasing the diversity of your team. There has been much research on the impact of increasing diversity in leadership teams with McKinsey releasing a series of reports that examined the business case for diversity. In&nbsp;<a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters">Diversity Wins</a>, McKinsey utilised data from over 1000 large companies and 15 countries. The report found overwhelming that the more diverse the company the more likely it was to outperform less diverse peers. And yet progress remains slow. It&rsquo;s understandable that whilst organisations want to increase diversity, they may be unsure how to put together job descriptions or specs that use inclusive language. Our experience, training and commitment to&nbsp;<a href="https://www.charismarecruitment.co.uk/diversity-and-inclusion?source=google.com">diversity and inclusion</a>&nbsp;have equipped us with the skill set to challenge clients when we feel the wording or elements of the job spec would exclude certain individuals. We can&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us?source=google.com">help you</a>&nbsp;cast a wider net and attract a diverse&nbsp;team that will drive your organisation forward.

Ensuring your recruitment process is inclusive whilst still attracting talent that meets your organisation&rsquo;s needs can be tricky. The job of the&nbsp;<a href="https://www.charismarecruitment.co.uk/?source=google.com">recruiter</a>, HR manager or talent acquisition specialist to evidence fair processing seems increasingly challenging.

Diversity of thought leads to improved recruitment

Charities and causes are set up for meaningful work that changes lives and achieves clear goals. The individuals that steer these organisations, therefore, are an integral part of this success. How can you identify the right person who will sit on the board and help to move it forward? There are many facets to finding the right person and identifying the qualities that make them right to be a trustee. It is critical to first understand the purpose of the board of trustees and how individuals that carry out these roles demonstrate they are right for that specific cause.
<h3 class="MsoNormal">What is the purpose of a trustee board?</h3>
The board of a charity or cause has a huge responsibility to steer the direction of the organisation and have the needs of its beneficiaries underpinning all decision-making. A trustee must be skilled in governance and always focused on how they can advance the purpose of their charity. A trustee will not engage in the day-to-day running of the charity, they are responsible for overseeing it, developing strategy, and making key decisions that always align with the value and purpose of the organisation. They ensure accountability and that the beneficiaries are at the core of all efforts. In other words, the board of trustees are stewards or guardians of the organisation.
<h3 class="MsoNormal">The role of a trustee</h3>
There are a variety of skills that are needed to be a trustee such as leadership, vision, governance, and campaigning. There is a wealth of data and research that demonstrates&nbsp;<a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters">diverse and inclusive leadership</a>&nbsp;has huge potential to grow and develop organisations. Choosing the right trustee for your charity is about looking at a candidate and seeing how they add to the board. One of the most valuable assets a trustee can possess is lived experience. What this means is they have a first-hand understanding of the challenges faced by the beneficiaries of that specific charity, for example, it could be a charity that helps the homeless and has a trustee on the board who was once homeless. Ways this benefits the board:
<ul>
<li>
Valuable insight into the experience, barriers, and mindset of individuals in this situation.
</li>
<li>
An informed voice that develops discussion at the board level and influences decision-making.
</li>
<li>
A legitimacy to the endeavours of the board that increases their relatability to the beneficiaries.
</li>
</ul>
This does not mean that those board members who do not have lived experience aren&rsquo;t valuable, it is about having a range of skills and experience all striving towards the same end goal, the needs of the beneficiaries.
<h3 class="MsoNormal">How we recognise potential</h3>
What motivates someone to put themselves forward for a trustee role? An individual&rsquo;s motivation is another key element that&nbsp;<a href="https://www.charismarecruitment.co.uk/">Charisma</a>&nbsp;explores during recruitment. Our experience in this field enables us to test and probe candidates to ensure the right person is placed in the role. The diverse experience of&nbsp;<a href="https://www.charismarecruitment.co.uk/about-us/why-choose-charisma">our team</a>&nbsp;has enabled us to develop recruitment campaigns and processes that attract potential trustees and save time on the recruitment process. We collaborate and communicate with our clients so that the candidate pack and marketing material are constructed with them ensuring the right trustee is attracted to the role.
Being a trustee is unpaid and requires devotion, so it really takes a special individual to become a trustee, spotting that potential is where we come in.

Charities and causes are set up for meaningful work that changes lives and achieves clear goals. The individuals that steer these organisations, therefore, are an integral part of this success.

Recognising the potential in trustee recruitment

Charities and not-for-profit organisations are centred around improving the lives of people or animals, therefore no matter the cause, the people who drive it forward are the critical factor in its success. Firstly, ensuring a deep understanding of the organisation and its missions and aims is necessary. If that purpose is clear, then any recruitment will always take place with mission-driven questions behind it: how does this individual help achieve our purpose? What can they add to our overall strategy?
<h3 class="MsoNormal">What makes a successful charity?</h3>
Before you determine the best way to source the right people for your organisation, it is important to understand what drives non-profits forward and what will be needed to succeed. There are several key components:
<ul>
<li>
Effective and committed leadership
</li>
<li>
Financial stability
</li>
<li>
The ability to build and maintain professional relationships
</li>
<li>
Strong internal organisation
</li>
<li>
Passionate volunteers
</li>
<li>
Powerful communication
</li>
<li>
Purpose and awareness
</li>
</ul>
The most important of all these ingredients for success is the trustees and senior leadership team because it is these individuals that set goals, develop strategies, and ensure the charity stays on mission and purpose. When we know what is required at the exec level, we can identify a strategic leader and fantastic candidate, one who shares the charity&rsquo;s values and ways of working and will add to an organisation and its growth pathway.
<h3>The importance of your workplace culture</h3>
In profit-based businesses as well as not-for-profit, the workplace culture is hugely important. A culture is built by its leaders in the respect that they set the tone and the values that inform culture. A positive workplace culture is critical both in retaining and attracting talent. The organisational culture must be co-created by the whole team with the intention behind it to further the mission and goals of a charity. An organisation must be intentional with its culture because it contributes to ensuring the right people come on board to drive your charity forward. The Charisma team is committed to enhancing workplace culture and we are proud to partner with Lucidity Innovation in December at a&nbsp;<a href="https://lucidityinnovation.lpages.co/1-december-2022-not9to5-free-networking-event/?inf_contact_key=ad8a9ff4653302965bf9f49aa105c47e&amp;inf_contact_key=381d3296bf1443c04efc54ff8103d8e8680f8914173f9191b1c0223e68310bb1" target="_blank" rel="noopener">networking event</a>&nbsp;that is focused on creating a positive workplace culture.
<h3>The challenge of talent acquisition</h3>
In the last year or so, there has been much reported on the struggles of talent acquisition. In uncertain times, recruitment can feel like an uphill battle in what is already a challenging sector for recruiting. We work alongside charities and organisations that weathered the storm of covid and have emerged ready to move forward. In addition to this,&nbsp;<a href="https://www.charismarecruitment.co.uk/">Charisma</a>&nbsp;has been working in this space for over 20 years and that experience means that we have seen shifts and changes in all sectors. It is not just the experience we bring, it is our shared desire to recruit talented individuals for purpose driven organisations that drives us, complemented by our diverse skill set and insight into working in the not-for-profit sector.
It is this unique strength of&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants">our team</a>&nbsp;that has enabled us to create focussed recruitment processes that saves you time and allows you to get on with your role and doing what you do best. We have utilised our experience across our marketing efforts and use video, social media and attractive job packs to ensure our candidates are well-informed about the organisation before they go forward for an interview.
Attracting the right people happens when you have the right team working with you.

Charities and not-for-profit organisations are centred around improving the lives of people or animals, therefore no matter the cause, the people who drive it forward are the critical factor in its success.

How do you get the right people for your charity?

<article class="body mb-5">
At Charisma Charity Recruitment, we pride ourselves on finding the right people for the right roles. That's why we were thrilled when New Theatre Royal Portsmouth approached us in Spring 2022 to help them find a new Chair of Trustees.
The brief was challenging but exciting: we needed to find someone who could lead the development of a new vision for the theatre, guide the production of an Annual Business Plan, oversee financial and operational performance, and liaise with a complex network of partners. We were looking for someone with a passion for the arts, previous experience working with leading funders and the skills and experience necessary to help shape the theatre's future while leading the organisation and Board to reach its full creative potential.
We knew that finding such a person would be no mean feat. But at Charisma, we're not afraid of a challenge. We started by making direct approaches to individuals with the required skill sets via our extensive database and relevant networks. We also made cold approaches to the wider market to engage high-quality candidates and bring them into the process.
Our proactive approach was accompanied by a robust advertising and marketing campaign that helped bring the role and organisation to life. We wanted every potential candidate to understand what an exciting opportunity this was.
Our efforts paid off - engagement came from across Portsmouth, regionally and nationally. We focused on attracting candidates who were experienced as trustees or had held former chair roles in arts/heritage/culture sectors. At the same time, we widened our net to engage senior leaders from appropriate sectors.
We screened each candidate thoroughly before inviting them for an interview, vetting them against our clients' requirements. Due to this challenging brief, two rounds of recruitment had to be conducted. But in line with our terms, the second round was at no further cost to New Theatre Royal Portsmouth.
We interviewed four shortlisted candidates who all brought diverse talents and skills sets; it was tough deciding between them! However, we were ultimately successful in securing a new Chair of Trustees who was perfect for the role.
Following our successful partnership, New Theatre Royal Portsmouth appointed Charisma to secure three new trustees for the organisation - fundraising, health and safety, and governance. We're proud of the work we've done with New Theatre Royal Portsmouth, helping them to find the right people to drive their organisation forward.
At Charisma Charity Recruitment, we're passionate about finding the right candidates for our clients. We believe that by taking a proactive approach and going above and beyond what's expected, we can make a real difference to charities' lives. If you're looking for help with your recruitment campaign or want to know more about our services, get in touch today!
</article>
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<div class="d-flex flex-wrap mb-n2">&nbsp;</div>
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At Charisma Charity Recruitment, we pride ourselves on finding the right people for the right roles. That's why we were thrilled when New Theatre Royal Portsmouth approached us in Spring 2022 to help them find a new Chair of Trustees.

Case Study: New Theatre Royal Portsmouth

At Charisma Charity Recruitment, we are committed to finding the right people for the right roles. We believe that a strong partnership between a charity and its trustees is essential for success in achieving its mission. That's why we were thrilled to be appointed by Solent Mind and Mayfield Nurseries to search for new trustees.
Our primary objective was to look for individuals who could bring a range of skills and experience to the board tables. For Solent Mind, we were tasked with searching for people with governance, audit &amp; risk, business development, campaigning and digital services expertise. On the other hand, we were asked to find individuals who displayed strong governance skills, clear and focused leadership ability, clarity of vision as well as a love of horticulture for the role of Chair of Mayfield Nurseries.
In addition to these qualifications, we knew that 'lived experience' or an understanding of mental health issues was desirable. We understood that genuine empathy for the work of both charities was also essential.
We embarked on a comprehensive recruitment process that resulted in an impressive shortlist of suitable candidates who closely met our briefs. The Board had many highly appointable candidates from which they had to choose.
However, rather than limiting themselves just to filling the required positions on their boards, Solent Mind and Mayfield Nurseries decided to take things one step further. They appointed six trustees plus a chair - more than what our original brief required!
We couldn't have been happier with this outcome as it allowed us not only to capture knowledge but also expertise from these individuals who could bring so much value to both charities.
We believe there is no such thing as too much talent when it comes to charitable organisations. The more talented people you have working towards your cause, the better your chances are at achieving your goals.The appointment process was rigorous and thorough - the candidates underwent a series of interviews, and we provided the Board with detailed assessments of each individual. But in the end, it was worth it because Solent Mind and Mayfield Nurseries got exactly what they were looking for. We were delighted to received this feedback:
<blockquote>
"You have clearly taken great care with the process, and conveyed real enthusiasm for the roles to the potential candidates, which makes a huge difference. I have already commended the work of the team to colleagues! We certainly wouldn&rsquo;t have had such a good range of people to choose from without the hard work of you and your team and your careful listening to and application of our specification."
</blockquote>
At Charisma Charity Recruitment, we are proud to have played a significant role in this recruitment process. We believe that the right talent can make all the difference in creating a successful partnership between a charity and its trustees. We hope to continue making a positive impact for charities by providing them with top-notch talent that can help them achieve their missions.​

At Charisma Charity Recruitment, we are committed to finding the right people for the right roles. We believe that a strong partnership between a charity and its trustees is essential for success in achieving its mission. That's why we were thrilled to be appointed by Solent Mind and Mayfield Nurseries to search for new trustees.

Case Study: Solent Mind and Mayfield Nurseries

<article class="body mb-5">
Minstead Trust works on empowering individuals with learning disabilities to lead fulfilling and independent lives. With an unwavering commitment to providing innovative and impactful services, Minstead Trust sought the expertise of Charisma, a recruitment firm renowned for its ability to identify and place exceptional individuals who embody the values and aspirations of its clients.
The task at hand was of paramount importance: to find a visionary CEO, a leader who would steer Minstead Trust towards an era of unprecedented growth and impact. This critical role demanded a strategic thinker with extensive experience in commissioned services, social enterprise, charity leadership, and the ability to motivate a diverse workforce.
Charisma embarked on a meticulous search, carefully evaluating potential candidates from across the diverse realms of social enterprise, leadership, and disability services. The firm's consultants sought an individual who not only possessed the necessary skills and experience but also embodied Minstead Trust's values of empowerment, compassion, and innovation.
To uncover the most exceptional talent, Charisma employed a diverse approach, encompassing a comprehensive advertising and marketing campaign, targeted headhunting, and a thorough search of its extensive network. This strategic approach ensured that Charisma cast a wide net, attracting a diverse pool of highly qualified candidates.
From this initial pool, Charisma carefully selected 23 individuals for in-depth interviews, meticulously assessing their credentials, experience, and motivations. Each candidate underwent a rigorous interview process, providing insights into their leadership style, strategic thinking, and their ability to connect with Minstead Trust's mission.
Following this rigorous screening process, Charisma presented Minstead Trust with a shortlist of 12 exceptional candidates. Through in-depth interviews, presentations, site tours, and workshop exercises, Charisma's consultants gained a deeper understanding of the candidates' leadership qualities, strategic vision, and their ability to navigate the unique challenges and opportunities facing the organisation.
After careful consideration, Minstead Trust made the decision to appoint an exceptional individual to the role of CEO. This successful appointment exemplified Charisma's unwavering commitment to finding the perfect fit, ensuring that Minstead Trust would be guided by an individual who possessed not only the necessary expertise but also the passion, leadership acumen, and dedication to empowering individuals with learning disabilities.
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Minstead Trust works on empowering individuals with learning disabilities to lead fulfilling and independent lives. With an unwavering commitment to providing innovative and impactful services, Minstead Trust sought the expertise of Charisma, a recruitment firm renowned for its ability to identify and place exceptional individuals who embody the values and aspirations of its clients.

Case Study: Minstead Trust

Charisma is celebrating a special birthday this year, we have reached the milestone of 20 years partnering with not-for-profit organisations to find charity leaders and their teams. Not only that, but we have been supporting individuals find great roles whose career choice is to work in the charity sector. How the world and the methods of recruitment have evolved since Charisma was founded in 2002! From the days of advertising roles in the local paper to where we are now, with high levels of social media engagement to search for the most talented people to join an organisation. &nbsp;What hasn&rsquo;t changed is the importance of carefully selecting people who display the best attitude and belief in the cause and recognising ability, attitude and specific qualities when you see them. There have been many highlights along the way, not least&nbsp;mentoring and helping thousands of individuals on their career journeys through our personal&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/career-clinics">Career Clinics</a>&nbsp;to supporting hundreds of charities of all sizes, from national household name charities through to those with just a handful of staff, all of whom have needed help with their recruitment plans. We have also hosted three Charity Awards events founded by Charisma where trustees, CEOs, fundraisers and volunteers were nominated for awards. Each event with 300 guests attending to celebrate the recognition of their peers&rsquo; contribution to a particular charity.&nbsp; For more than 10 years, we have brought charity CEOs and trustees together for &lsquo;Charisma Conversations&rsquo; peer-networking events in venues across the UK that have been well received and described as rare opportunities to share experiences in a confidential and convivial setting. In these last two years, through such different times, these events have moved online as webinars, with nearly 100 CEOs attending our last virtual event. None of this would have been possible without the dedication of the&nbsp;<a href="https://www.charismarecruitment.co.uk/consultants">Charisma team</a>, several of whom have been supporting our clients and candidates for many years.&nbsp; The teams commitment to providing an ethical and professional recruitment service at all times has ensured consistency in the efficient and honest approach that we have.
For a long time, but particularly over the past two years, our long-standing relationships to support the charity sector have shown that, despite the perceived ease of recruiting through social media channels, there remains, very definitely, a need for a tailored and personal approach to recruitment for CEO&rsquo;s, Trustees, and senior managers that Charisma continues to offer. Supporting the sector is what gets us all out of bed in the morning, to deliver the best of services and we're always blown away by the fantastic&nbsp;<a href="https://www.charismarecruitment.co.uk/testimonials">testimonials&nbsp;</a>that people leave us.
2022 and beyond bring exciting growth plans for Charisma, due to the increasing demand for our search &amp; selection support. We are expanding our team of both consultants and support staff, to ensure our readiness to keep up with the demand from our growing client base as well as helping individuals with their careers.&nbsp; Come with us on our journey and take advantage of recruiting &lsquo;<a href="https://www.charismarecruitment.co.uk/about-us/why-choose-charisma">the Charisma way</a>&rsquo;&nbsp;!

Charisma is celebrating a special birthday this year, we have reached the milestone of 20 years partnering with not-for-profit organisations to find charity leaders and their teams. Not only that, but we have been supporting individuals find great roles whose career choice is to work in the charity sector.

We're 20 years old!

Historic Royal Palaces (HRP) is the independent charity that looks after treasured landmarks like the Tower of London, Hampton Court Palace, and Kensington Palace. With an unwavering commitment to safeguarding these iconic sites and sharing their captivating stories with the world, HRP sought the expertise of Charisma, a recruitment firm renowned for its ability to identify and place exceptional individuals who embody the values and aspirations of its clients.
The task at hand was twofold: to find a&nbsp;Partnerships Manager&nbsp;and a&nbsp;Digital Marketing Manager, individuals who would play pivotal roles in shaping HRP's future success. The Partnerships Manager would be responsible for developing and managing a strategic partnerships program, cultivating relationships with key stakeholders, and generating significant income. The Digital Marketing Manager, on the other hand, would spearhead the organisation's digital marketing efforts, leveraging technology to enhance audience engagement and drive impactful campaigns.
Charisma embarked on a rigorous search, meticulously evaluating potential candidates from across the diverse realms of partnerships, marketing, and communications. The firm's consultants sought individuals who possessed not only the necessary skills and experience but also a deep understanding of HRP's mission, a passion for history and heritage, and a strategic vision for the future.
To uncover the most exceptional talent, Charisma employed a multi-pronged approach, encompassing targeted advertising campaigns, strategic headhunting, and a thorough search of its extensive network. This comprehensive strategy ensured that Charisma cast a wide net, attracting a diverse pool of highly qualified candidates.
From this initial pool, Charisma carefully selected a shortlist of exceptional individuals for each role, each demonstrating a remarkable alignment with HRP's mission and values. Through in-depth interviews and assessments, Charisma's consultants gained a deeper understanding of the candidates' leadership styles, strategic thinking, and their ability to connect with HRP's mission and values.
Following a rigorous selection process, Charisma was proud to present HRP with two exceptional individuals to assume the roles of Partnerships Manager and Digital Marketing Manager. These successful appointments exemplified Charisma's unwavering commitment to finding the perfect fit, ensuring that HRP would be guided by individuals who possessed not only the necessary expertise but also the passion, creativity, and strategic acumen to drive the organisation towards an era of unprecedented growth and impact.
The successful placement of these critical leadership roles marked the beginning of a continuing partnership between Charisma and HRP. Impressed by our approach, unwavering support and consultancy, HRP entrusted Charisma with additional recruitment assignments, further solidifying their trust in Charisma's ability to identify and place exceptional talent.

Historic Royal Palaces (HRP) is the independent charity that looks after treasured landmarks like the Tower of London, Hampton Court Palace, and Kensington Palace. With an unwavering commitment to safeguarding these iconic sites and sharing their captivating stories with the world, HRP sought the expertise of Charisma, a recruitment firm renowned for its ability to identify and place exceptional individuals who embody the values and aspirations of its clients.

Case Study: Historic Royal Palaces

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The rollercoaster that has been 2021 has brought both multiple challenges and significant opportunities to the charities that Charisma supports.&nbsp; From the uncertainties of the early months of the year, we have witnessed great optimism, energy and innovation amongst charity leaders and their senior managers to maximise their capacity to develop their services.
With the benefits of furlough, many charity staff continued to be engaged with their employers, albeit at a distance, for a while. However, long before the government support ended, our experience has been that many organisations needed to bring back and add additional staff &ndash; quickly &ndash; due to the increased need for each charity&rsquo;s services. This, we believe, was due to business plans being hastily adapted due to the pandemic which allowed new initiatives to be developed on service delivery, the building of new partnerships and the breadth of diversity for income generation to be explored. &nbsp;Innovative and adapted services have become multi-faceted allowing greater agility in how charity teams can offer flexibility of communications and support to their beneficiaries.
The result of this has meant that Charisma has never been busier, being retained to assist with multiple recruitment projects in even greater numbers than before, for senior and executive level recruitment as well as for skilled and professional trustees.&nbsp; The changes we have most encountered are in pragmatic, business-savvy charity leaders who have revised their attitudes to employee engagement and retention by, adapting previously held views on working hours, location, and essential skills sets.&nbsp; We hear from our clients that finding top quality individuals for their roles is proving to be even more of a challenge this year than in &lsquo;normal&rsquo; times and they realise that targeting specific talent and being an open-minded employer are the only sure ways of knowing that you will find the best employees.&nbsp;
Motivated individuals can - and do - learn, adapt and change their career path through open and honest evaluation of their skills, being able to achieve required outcomes and future personal development in a new role.&nbsp;&nbsp; A wise interviewer will look for these transferable qualities and explore an individual&rsquo;s motivation, attitude and purpose, to look beyond the CV and, ultimately, identify what will most benefit the charity.
Over the past 20 months, we have talked to so many people who have experienced significant life changes and many have re-assessed their motivating factors, recognising that they wish to do more to help those less fortunate than themselves in society.&nbsp; During this time, our team have identified talented, professional and committed trustees and Chairs, who genuinely want to support a charity that means something to them.&nbsp; Through our collaboration with diverse groups, such as Black on Board, our focus is always to offer a wide selection of candidates from all backgrounds, who can demonstrate the required skills sets, as well as bringing &lsquo;lived experience&rsquo; as a key part of aligning themselves to a particular organisation.
Such has been the need for our recruitment expertise and contacts that the team at Charisma has expanded to offer specific experience within the&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/faith">faith</a>,&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/health-and-social-care">health</a>,&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/health-and-social-care">disability</a>,&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/care-and-wellbeing">care</a>,&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/education">education&nbsp;</a>and&nbsp;<a href="https://www.charismarecruitment.co.uk/disciplines/heritage-arts-and-culture">culture&nbsp;</a>sectors.
With new opportunities for continued growth around the corner in 2022,&nbsp;there has never been a better time to explore options for your future recruitment plans.&nbsp; Charisma is here to support you, whenever the time is right, so please do&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us">contact us</a>&nbsp;for a confidential and no-obligation discussion.
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The rollercoaster that has been 2021 has brought both multiple challenges and significant opportunities to the charities that Charisma supports.&nbsp; From the uncertainties of the early months of the year, we have witnessed great optimism, energy and innovation amongst charity leaders and their senior managers to maximise their capacity to develop their services.

A reflection: 2021 and beyond

As Trustees' Week 2021 draws to a close I wanted to share some of my reflections and experiences of working with multiple organisations seeking suitable trustees. It's been a fantastic week with so much engaging content made available that has really shone the spotlight on how rewarding a trustee role can be.
Why is it that people think they can make a difference to a charity by joining the Board as a Trustee?&nbsp; Whether or not they have a demanding life, perhaps with a busy job, multiple commitments to family or caring responsibilities, there will always be these very special individuals who will find the time in their lives to volunteer for a charity in this way.
Being a Trustee can be such a rewarding experience where you really can feel that you are influencing the way that services are delivered and decisions are made to benefit others in need.&nbsp; During many of our recruitment assignments over the years, our team at Charisma have always focused not only on the skills that individuals can bring to the Board, but also take extra special care to understand their motivations to do this.&nbsp;
One of our recent assignments has been to partner with a social care charity where they specifically were looking for greater diversity on age, gender and ethnicity, on their board, with defined skills sets, as well as lived-experience of mental health and poverty.&nbsp; The requirement also was for selected candidates to have had experience of acting at Board level which could have excluded younger potential candidates who would not yet have had the opportunities in their career to have built up their exposure of Board level activity.&nbsp; After careful discussion with the Chair this point was acknowledged and an exception was made for younger trustees to allow them to bring their skills to the table and for trustee training to be offered.
Understanding what questions to ask through exploratory discussions with a candidate are key to trying to bring out the real reasons for their wish to apply.&nbsp; Identifying and exploring lived-experience is not an easy subject, unless individuals are in agreement to share this experience, safely, with our consultants.&nbsp; To be honest, being able to share their &lsquo;journey&rsquo; during a confidential interview with the consultant, to explain their motivation for applying, is important to them, to set out what fundamentally matters to them and what value they could bring.&nbsp; We find that people are extraordinarily forthcoming and open in sharing their experiences and there is no doubt that articulating their empathy for the charity comes naturally, especially when it is genuine. &nbsp;&nbsp;
Finding these unique individuals and then valuing and nurturing them during their trustee journey is a skill in itself!&nbsp; Charisma consultants take their role very seriously in identifying people with the required skills, background, subject knowledge and passion/empathy for the cause in order to put a high quality short list of candidates forward to the Chair and panel. &nbsp;Once appointed, it becomes the responsibility of the Chair, existing Trustees, CEO and management team, to induct and support the new Trustees successfully in order that everyone benefits from their involvement and commitment to the charity.&nbsp; A buddy-scheme is often set up so that new Trustees are supported throughout their first term and everyone needs to play their part in the vision and mission of the organisation.&nbsp;
The team at Charisma are always happy to have a no obligation and confidential chat with both Chairs or CEOs seeking to recruit new Board members, as well as people wishing to explore the opportunity of becoming Trustees, so please don't hesitate to&nbsp;<a href="https://www.charismarecruitment.co.uk/contact-us">get in touch.</a>&nbsp;If you are interested in becoming a trustee, then you can some of the roles we are currently working on by&nbsp;<a href="https://www.charismarecruitment.co.uk/jobs/trustee">visiting here</a>. Finally, it feels right at the end of Trustees' Week 2021 to thank all of you who serve in this way across such a wonderful sector, making a difference and impact in every single corner of our society.

As Trustees' Week 2021 draws to a close I wanted to share some of my reflections and experiences of working with multiple organisations seeking suitable trustees. It's been a fantastic week with so much engaging content made available that has really shone the spotlight on how rewarding a trustee role can be.

Insights