Our all-new 2018 salary survey has current market rates for roles at all levels within charities and not for profit organisations.
Along with detailed salary tables for all key teams and departments, we look at the factors behind the figures and what they mean for recruitment - here's what's happening in one of the most challenging areas for charities...
For all the changes in fundraising over the past few years, some things remain remarkably constant - but unfortunately those things include the shortage of candidates for almost every income stream.
Not all areas are equally affected though, and while sourcing quality candidates is a challenge for everyone, those in events are perhaps having a marginally easier time of it than those looking for community fundraisers, particularly outside London, and those seeking major donor specialists, who may frequently feel they've more chance of finding Elvis.
Straight to the source?
'Maybe you're just terrible at recruiting?' a (very) untrained observer might wonder, but we can sadly confirm that it's not just a problem for us, or recruiters in general, but charities hiring for themselves too.
Across the board, many organisations are seeking to recruit more staff directly, given the array of easily-accessible digital tools now at their disposal.
But when it comes to fundraising, many of our clients are nevertheless finding vacancies harder and harder to fill, and enlisting our help precisely because the direct routes have already been tried and exhausted.
This is where our vast network of candidates and sector contacts really comes into play by the way (subtle plug alert..) along with the size and structure of our fundraising team.
Each of our fundraising consultants recruits for specific income streams, and this tightly-focused approach means they're able to maintain exceptionally comprehensive, sector-wide knowledge of their particular market at all times. So if anyone can find you that elusive corporate partnerships specialist...
Keeping it real
Naturally, as the shortage enters its 173rd successive year (give or take), many fundraisers are well aware they're in short supply, expecting sizeable salary boosts with each move. Which can be frequent if there's ever-more money on offer.
Many of the increases requested would have seemed far beyond achievable just five years ago, and many still do, but candidates whose expectations are fairly high but rather more realistic will often find them met.
Some employers may also benefit from a little more realism when it comes to remuneration, as those hoping to get the same for £25k as they've done in years gone by are likely to be a little disappointed.
However many charities have now recognised the issue, having become more aware of what candidates are offered elsewhere and the salaries needed to attract them. Maybe somebody published a guidebook.
Having accepted the need to pay more, employers may often (and understandably) expect rather more for their money, like experience of multiple income streams at second-job level.
However, few candidates are likely to have this, so filling these vacancies may once again require a certain level of expectation-adjustment from both parties.
Candidates can help themselves out here by taking on extra responsibilities and getting involved with other income streams where possible, but ideally without job-hopping too regularly.
Finding the right fundraiser isn't often easy, and the last thing many employers are looking for is to be looking again in six months' time. So a long list of short-lived jobs can be seen as cause for concern; they want someone who'll stick around.
After several short-term roles you might be longing to do just that of course, but if that's not the impression your CV's creating, consider how you can make it clear that you're looking for the long haul.
It had to be you...
Candidate shortages also explain one final trend of note: the increasing number of requests we're receiving to headhunt specific individuals.
Traditionally the preserve of senior executive search and selection firms (rather than we regular recruitment mortals), it's a sign that charities are having to pull out all the stops and for candidates to beware: your next employer could be stalking you on Facebook as we speak!
Although in reality:
a) it's more likely to be LinkedIn, and
b) they're probably far too busy for that, or somewhere sobbing quietly in a cupboard. Possibly both.
To sum up then: Recruiting fundraisers? Still difficult. Next!
Opportunity for all
Find out how we’re working to deliver more diverse, equitable and inclusive recruitment…
Recruiting a charity CEO?
Our executive recruitment specialists have an exceptional record of successful CEO, chair, trustee and…
Charity sector salaries
Check out the market rate for your charity role in the latest Harris Hill Salary Survey.
We're delighted to share the news that Harris Hill is now B Corp Certified! It makes us part of a global community of businesses meeting high standards of social and environmental impact, accountability and transparency, and leading the transformation of the global economic system. That's a big ambition, but at the simplest level, being certified is recognition that we're here for the right rea...Read more
As part of our diversity and inclusion strategy, the Harris Hill website now features the award-winning Recite Me assistive toolbar, providing a wide range of accessibility and language support tools for a more inclusive online experience. Here’s an overview of the benefits and how to use it.There’s a lot to look out for when you’re searching for a new job online. In most cases, you'll actual...Read more
Landing just ahead of the big day and 20th anniversary celebrations, meet the teams playing for glory in the 2023 Charity Softball League!Like any other year, 2003 gave the world some things we’d rather it hadn’t - war in Iraq, the SARS outbreak, the Black Eyed Peas – but over the course of that long hot summer, it also gave us (courtesy of founding father Leo Visconti) something we’re very gl...Read more
They’re certainly earning their keep in these financially-challenging times, but are charity finance professionals securing higher salaries and what’s happening in the market? Here’s what our finance experts have to say on the subject, updated from our 2023 Salary Survey, which you can view or download below for all the figures.Finance market trendsTo the world of charity finance now, whe...Read more
Candidate scarcity and high inflation have made securing new staff more challenging (and expensive) than ever, but there ARE ways to improve your hiring prospects that needn't cost a thing...(updated and extended from the 2023 Harris Hill Salary Survey)Beyond the world of marketing, where they grow on carefully-branded trees, our 2023 Salary Survey finds candidates in short supply and high dema...Read more
Hiring temps is a flexible and cost-effective way to fill gaps and bring in extra resource or skills, but if you haven't before, where should you start and what are the benefits? Freelance writer and HR specialist Nicola Greenbrook talks us through everything you need to know.What is a temp?A temporary agency worker or ‘temp’ differs from a permanent member of staff as, rather than being direc...Read more
For this week's insights from our 2023 Salary Survey it's the turn of business services, our catch-all term for the operational and support roles that keep organisations running and make things happen.You'll find the latest figures for jobs in operations, admin and support, data management, projects & programmes and HR in the survey itself, available to view or download below.Meanwhile here'...Read more
From the people who brought you the 2022 Harris Hill Salary Survey... yes, it's the 2023 Harris Hill Salary Survey which is out now, and this year we're taking a closer look at the market in several key areas.You can view or download the survey here to check out the figures:One striking feature this year is that market conditions vary substantially between charity departments – there's a wid...Read more