Selecting inspired professionals
With over 20 years’ experience of recruitment our team offer you a trusted, unrivalled and proven approach that delivers a tailored search on every assignment.
Have your requirements fully understood. Work with our professional senior consultants and have your requirement needs met.
Contact us to get started.Experienced recruitment specialists
The practice of actively seeking out, locating, and employing individuals for a certain post or career is known as recruitment. The entire hiring process, from the first stages to the recruit's integration into the business, is covered by the term of recruitment.
For more than 20 years Charisma has been recruiting dedicated individuals into the charity, education, care, and not-for-profit sectors. We find it a privilege to work alongside inspiring organisations, and are pleased to play our part in connecting talented candidates with them.
What’s so special about Charisma’s recruitment process?
We are a motivated, values driven business and our passion to support the sector inspires our every decision.
Like you, we understand that at the heart of high-performing organisations are your people. We partner with organisations for the long-term, getting to understand the culture, values, mission and ethos so that we can place individuals that thrive.
We don’t just send you a list of CV’s to look through, we spend a lot of time understanding your needs, and the needs of the candidate, to ensure that you are provided with a fully vetted short list of diverse professionals who have the right skills, experience and knowledge to better your team.
We work across all functions including:
Obscure Recruitment - “Tricky to fill roles”
In addition to recruiting into the core functions mentioned above, we regularly work on those "tricky to fill roles". We've recently placed a Lawyer, a Head of Procurement and a Warden amongst many more, so please don't hesitate to get in touch and discuss your requirements.
As a values led business every search will follow the Charisma way and ensure that we attract a diverse set of suitable candidates. Your dedicated consultant will work with our experienced resourcing team, who have developed their search model to be thorough, creative and wide-ranging.
Some of our successful appointments
Head of Operations, PROPS
Director of Philanthropy, Community Foundation for Surrey
Head of HR, Winchester Cathedral
Head of Quality and Compliance, Aspens
Head of Trusts, World Child Cancer
Warden, Trinity Homes Almshouse
HR Manager, YMCA Dulverton
Charity Manager, Maritime Charities Group
Force Partnerships Manager, Police Now
Trusts and Major Donor Manager, Mission Without Borders
Area Manager, Victim Support
Head of Finance, Royal Agricultural Benevolent Institution
Lawyer, Child Poverty Action Group
What people say about Charisma
Don't just take our word for it, read what others who have worked with us have to say about their experience of partnering with us.
Read our testimonials
Trusted by organisations throughout the UK
Looking for advice? Get in touch with our consultants now.
Our team of consultants are specialists within the sector. As a consultancy (we're not an agency) we're always happy to talk, so please don't hesitate to get in touch.
Latest news and insights
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Trustees Week 2023
This week marks Trustee Week, and the Charisma team is pleased to totally recommend the Festival of Trusteeship which runs all this week from our friends at Getting On Board. The event is packed full of insightful and thought-provoking online sessions, check out the programme via this link.Trustee search and selectionTrustees 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 diversity must be part of any talent attraction planning.1.Identifying the need for a trusteeWhen 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.2.What makes a good trustee?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’s an individual who can recognise the needs of the beneficiaries as well as possess commitment, compassion, and an open mind.3.Effective recruitingAs 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 attract trustees 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.4.Screening and vetting trusteesThere 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.5.Building an onboarding & training processDeciding 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 sectorAs part of our desire and commitment to give back to the sector, we also support Getting on Board’s trustee learning programme which runs year-round, to learn more about that, click this link. 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.
Overcoming recruitment challenges in faith-based organisations
When the job market is experiencing a skills shortage across multiple sectors, acquiring talent for Christian charities, adds another dimension to the challenge. Faith-based organisations have this additional layer of difficulty as they desire a unique individual. Whilst they’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 – 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:Where do we find these unique candidates that tick all our boxes?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?Once an ad has been created, how do we know where to place it?Building a faith-based recruitment systemA faith-based recruitment process is far more than simply placing an ad, it’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’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? A team from faith backgroundsCharisma 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. Nick Thomas 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, Trustees, Directors, and many other requirements for those with an active Christian faith through to those where it is not required.During September and October we are working a number of Christian charities including Feba, Home For Good, Wycliffe Bible Translators, Mission Without Borders, St. Paul’s Cathedral and more. We ran a week-long ‘Job of the Week' slot on Premier Christian Radio as a different strategy to reach more potential candidates. We will also be running adverts in October through their printed media as well.Shaping your recruitmentRecruiting 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 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.
Interview tips and techniques for the charity and non-profit sector
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.Skills & competenciesIn 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 CV; skills and competency questions will probe your character and response to certain situations. Some examples of questions could be:Driving results• What opportunities have you identified and used to achieve success?Planning and organisation• Describe a time when you have had to plan a large piece of work.Communication• 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.Research the organisationIf 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’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.Personal alignment with the organisationIn 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.Typical questions for that roleWhatever position you are going for within a charity, foundationor 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.Unexpected questionsThe 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 team pagethat 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.Be prepared to expand on your CVIf 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!
