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TPP Recruitment - The Journey of a Fundraiser

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TPP Recruitment - The Journey of a Fundraiser

  1. 1. The journey of a fundraiser: What transferable skills do you need? Ashby Jenkins – Senior Consultant Matt Adams – Senior Consultant
  2. 2. About TPP • TPP are specialist charity recruiters • We have a dedicated fundraising team and recruit to roles at all levels • Since January, we have arranged 210 interviews across the country for fundraising roles
  3. 3. Journey of a fundraiser • Demonstrating your value • Staying at the cutting edge of fundraising • Personal development • Barriers to promotion • Cultural fit
  4. 4. Demonstrating your value • Targets • KPIs • Strategic thinking
  5. 5. It’s all about targets • How many of you know your team target? • How many of you know your individual target?
  6. 6. Targets • How did you perform to target? • Can you link to impact and outcomes? • What if you don’t know your individual target? • You need to start tracking now
  7. 7. KPIs • Evidence of working methodology • Proves commitment to role/working ethic • Useful evidence if financial targets not hit • Demonstrates breadth of knowledge
  8. 8. Strategic Thinking • E.g. cross-charity working group • Demonstrating impact • Understanding of trends in sector/competitor analysis • Innovation • Collaboration with other charities
  9. 9. How do you stay at the cutting edge of fundraising?
  10. 10. Staying at the cutting edge: What the experts say “Digital will be key – across all disciplines” Peter Rowbottom, Fundraising Director Director “Successful fundraisers need to understand the business as a whole… this will help to position fundraising at the heart of the organisation” Cherry Bushell, Fundraising Director “Focus on mentoring relationships…. find these inside and/or outside your organisation” Leo Visconti, Group Head of Relationship Fundraising, RNIB
  11. 11. Staying at the cutting edge: What the experts say “US model of philanthropy – one to one relationship fundraising. Diversification of income with focus on major donors” Anne Phipps, Senior Fundraising Consultant “Smart fundraisers will recognise you don’t push a donor into a specific partnership type. Look holistically – it’s dangerous to try to silo donors. Don’t leave money on the table because you’re concerned with whose revenue line they sit in” Danae Leaman-Hill, Fundraising Director, Tommy’s “Don’t just fixate on conferences, set up peer to peer networking groups” Wayne Murray, Interim Head of Fundraising and Brand, Refugee Action
  12. 12. Staying at the cutting edge • Training – sector specific / generalist • Mentor • Conference/Seminars • Blogs/social media • Network internally – understand charity structure/governance
  13. 13. In what ways can you take responsibility for your own personal development?
  14. 14. Professional development: What the experts say “Tell your manager in your appraisals – what you want to achieve, where you want your next steps to be” Mary O’Hagan, Head of Corporate Fundraising, Action for Children “Don’t silo yourself. Don’t focus on one specific technique – gain as much experience as possible” Wayne Murray, Interim Head of Fundraising, Refugee Action “I would always encourage my staff to get a mentor – not just for the sake of it, but to really improve and develop” Tom Lemons, Head of Volunteer Partnerships, NSPCC
  15. 15. Professional development: What the experts say “Networking is vital – have confidence to network with people from other organisations working at a senior level” Anne Phipps, Senior Fundraising Consultant “We need to encourage our teams to step outside their comfort zones. Seek new experiences. Go to events outside their field of fundraising. Look at secondments or temporary attachments to businesses” Jonathan Badger, Director of Fundraising, The Climate Group “Be open to learning at all times – you can learn from all members of your team” Humah Akram, Senior Account Manager, Scope “Be mindful that as you move up the ladder, you will do less and less of the job in the title. Your role will one of smoothing over and path clearing” Malcolm Tyndall, Senior Fundraising Consultant
  16. 16. Managing your own personal development • Mentors – both internal & external • Design your own PDP • Networking – groups, events, LinkedIn • Breadth of experience • Volunteer/trustee But beware the thankless project presented as an ‘L&D opportunity’
  17. 17. What are the barriers to your next promotion?
  18. 18. Barriers to Promotion • Lack of self confidence • Low staff turnover • Thinking small - no strategic vision (Trustee role?) • Poor relationship with boss • Take constructive feedback poorly • Lack of expertise in self promotion • No mentor / organisational sponsor • No experience of other income streams
  19. 19. Barriers to Promotion “You don't become a leader by being promoted, you get promoted by being a leader” “People who are unable to motivate themselves must be content with mediocrity, no matter how impressive their other talents” “You miss 100% of the shots you don’t take”
  20. 20. The only way is up? • Career progression does not have to mean promotion • Volunteer for new projects • Dotted line management
  21. 21. Cultural fit – getting it right when interviewing
  22. 22. Cultural Fit What is organisational culture? “Organisational culture is a system of shared assumptions, values, and beliefs, which governs how people behave in organisations. These shared values have a strong influence on the people in the organisation and dictate how they dress, act, and perform their jobs.”
  23. 23. Cultural Fit Why is it important? - Skills and experience vs personal attributes - Survey: 47% hiring managers thought that cultural fit was most important factor in decision making (27% said experience, 26% skills and education) (Allen Associates survey) - Of hires that fail, 80% are due to cultural mismatch (TPP Survey)
  24. 24. Cultural Fit What is important to you? Think about culture before you start your job search. Use typical questions that interviewers will ask you to assess yourself: Describe the work environment in which you were most productive and happy What are the characteristics of the best boss that you've had? What are your expectations of senior leaders? What is the role you are most likely to play in a team? Who inspires you?
  25. 25. Cultural Fit Research – organisation - Website and social media - Language on job description - Has the organisation published its values? - Working for us page Interview - Pre-interview contact - Ask what the culture is - describe in 5 words, favourite part of working in organisation, hours in the office typically, social life. Ask for examples - “Reception test” – arrive early and observe Research – Other sources - Recruitment consultant / hiring manager - Peers, linkedin contacts, mentor, networking, former employees - www.glassdoor.co.uk Remember: Others’ opinions should inform, not make, your decision Think back to what motivated your move and the importance culture plays in that decision
  26. 26. Thanks to…
  27. 27. TPP Mentoring Scheme • Match fundraising professionals • Based on developmental needs
  28. 28. Thank you • 020 7198 6040 • fundraising@tpp.co.uk • www.tpp.co.uk • @TPPFundraising Matt Adams Senior Consultant TPP Senior Appointments Ashby Jenkins Senior Consultant TPP Fundraising and Development

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