How to recruit in the charity sector: 7 practical strategies.

1. Sell the purpose, not just the position.

A long list of duties might explain the job, but will it inspire someone to apply?

Compare these two openings for a fundraising vacancy:

We’re seeking an experienced Community Fundraiser to manage donor relationships, organise events and achieve income targets.

Or:

Could you help us reach more people experiencing homelessness? We’re looking for a Community Fundraiser who can inspire supporters and help fund life-changing frontline services.

The second gives candidates a reason to care.

Lead with the difference the role will make, then provide the practical details: a clear job title, salary range, essential skills, benefits and flexible working arrangements.

Keep requirements realistic, too. Unnecessary qualifications or demands for previous charity experience could discourage excellent candidates.

2. Advertise charity jobs where the right candidates are looking.

Your charity’s website and social media channels are useful starting points, but they won’t necessarily reach people outside your existing audience.

A combination of specialist and mainstream job boards can help:

• • CharityJob: Reaches candidates actively looking for charity and not-for-profit opportunities.

  • Indeed: Offers access to a broad audience, including people with transferable skills.

  • LinkedIn: Particularly useful for professional, specialist and senior roles.

  • CV-Library: Provides another route to candidates across a wide range of occupations.

You don’t need to advertise everywhere. Choose platforms based on the vacancy and the people you’re trying to reach.

If managing several job boards is stretching your HR team, a recruitment advertising partner can take care of the distribution.

3. Show candidates what working for your charity is really like.

A worthwhile cause is a powerful attraction, but candidates also want to know what it’s like to work for your organisation.

Be specific about your culture, flexible working, wellbeing support and opportunities to develop.

Employee testimonials, short videos and authentic workplace photographs can help candidates picture themselves as part of your team.

And don’t overlook the everyday details. How you treat applicants during recruitment says plenty about how you treat employees.

4. Make applying as easy as possible.

How many good candidates abandon an application because the process takes too long?

Lengthy forms, repeated questions and unclear timelines can put people off, particularly those applying around work or caring responsibilities.

Review your process. Could applicants submit a CV and answer a few relevant questions? Could you explain the interview stages upfront?

Keep assessments consistent, offer reasonable adjustments and communicate clearly throughout.

A straightforward process makes life easier for candidates and your HR team.

5. Look beyond traditional charity sector experience.

Not every successful charity employee has spent their career in the third sector.

A fundraiser might bring excellent relationship-building skills from sales. A marketing candidate could have valuable experience running commercial campaigns. An operations manager may have developed their expertise in logistics or customer service.

Some roles genuinely require specialist sector knowledge, particularly where safeguarding or regulated services are involved.

For others, focus on transferable skills, relevant experience and an understanding of your organisation’s purpose.

You could find excellent candidates you’ve previously overlooked.

6. Make onboarding count.

Recruitment doesn’t end when someone accepts your offer.

A clear induction, introductions to colleagues, appropriate training and regular check-ins help new employees settle in and understand what’s expected.

For frontline or emotionally demanding roles, supervision and wellbeing support are especially important.

You’ve invested time and money in finding the right person. A thoughtful start gives them a better chance of staying.

7. Measure success beyond number of applications.

Two hundred applications might sound impressive, but not if only a handful meet your requirements.

Look beyond the total number of CVs. Track how many suitable candidates apply, how long shortlisting takes, which channels produce interviewees and what each successful appointment costs.

For charities recruiting regularly, these insights can help you choose better advertising channels and avoid repeating unsuccessful campaigns.

Ready to make your recruitment budget work harder?

Attracting good people takes more than a compelling cause. Clear adverts, the right advertising channels and a fair, efficient recruitment process all play their part.

Flat Fee Recruiter believes charities and smaller organisations should have access to the same recruitment advertising tools used by expensive agencies, without the hefty fees.

Our charity recruitment advertising package costs £550, with no VAT charged, and includes advertising on CharityJob, Indeed and CV-Library. We can also manage Indeed and LinkedIn recruitment campaigns for organisations with ongoing hiring needs.

Explore Flat Fee Recruiter’s charity recruitment service and see how to reach more suitable candidates while keeping your recruitment costs under control.