Executive Search

Bringing remarkable people to you: introducing our specialists in Scotland and the South West! At Harris Hill we've been bringing remarkable people together with some equally remarkable charities for somewhere north of two decades: yet typically south of the Watford Gap. Given the preponderance of charity and not-for-profit headquarters in London and the South East, and the roles we recruit, it's perhaps no surprise that so many of our vacancies derive from the lower right-hand corner of the UK map. Nonetheless we've got a long history of working with great organisations all over the country too, from Exeter to Edinburgh, Dover to Dundee, and hopefully Brighton to Belfast for alliterative purposes although we might have to look that one up. Until now though, it's all been done from our London base: Vauxhall's very own Charity Towers, where the Thames views are stunning and the 1970s never really went away. So we're enormously pleased to let you know that we've branched out both north and west, with two of our highly experienced charity recruitment specialists now based in Central Scotland and the centre of Bath, home to our first ever regional office! ► Scotland Jason Jederon is our man in the North: a Harris Hill veteran and long suffering standing member of our fundraising team. He's an expert in trusts, statutory and legacy fundraising but with far broader experience too, covering a wide range of charity and not-for-profit roles at all levels. He's also recruited extensively for commercial sectors including printing & graphics, banking and international finance (but try not to hold that against him, etc). Based right in the heart of Scotland's central belt, Jason's ideally placed to work with organisations in Glasgow, Edinburgh and throughout the region, and can bring the full support of our resources, specialist teams, established brand and extensive database to tackling your recruitment challenges. If you're based in Scotland and have a recruitment requirement or enquiry you'd like to discuss, please don't hesitate to contact Jason on 07388 949510 or email jason.jederon@harrishill.co.uk ► The South West Ben Pountney is a relatively recent addition to the Harris Hill Executive Search team, but with more than enough expertise to lead our board-level recruitment in the South West, South Wales and beyond, having helped to establish the executive search brand for another leading recruiter, and with ten years' experience of personally delivering executive search campaigns for charities, membership bodies and not for profit organisations across the UK. Harris Hill Executive Search recruit for CEOs, chairs, trustees and senior directors, with an exceptional success rate of 100% for the past five years and counting. So if you're seeking to appoint at this level within the region, it's sure to be worth contacting Ben on 07444 475489, via email to ben.pountney@harrishill.co.uk or very soon indeed, at our new Bath office address! Ben's already working from another location in Bath while the office is being prepared, but we'll share the new office details on the website as soon as possible. ► Harris Hill Executive Search ► New website, new locations - part 1: introducing the new Harris Hill website

Finding your ideal charity job hopefully just got a little easier, as we’re delighted to bring you the brand new, totally rebuilt Harris Hill website with a host of new features to help with your job search. And we're equally excited to let you know we're expanding beyond our London office for the first time, to deliver more nationwide, regional and executive recruitment services from new locations in Scotland and the South West! More on those in the second part of this blog; meanwhile read on to find out what's changed on the website to improve your experience, with some great new functions and features.. Welcome to the new Harris Hill website 'Something's different but...wait, don't tell me...' people have almost certainly been calling to say this week. '...have you done something with your hair?' Well, thank you for asking but no - not all of us anyway - but we have had something of a digital makeover to bring you a brand new version of the site, with some major improvements for your job search. Short version if you’re in a hurry ► Whether you're a regular visitor or first-timer, we hope you'll find it easy to use straight away, as it's more of an evolution than a radical departure - on the surface at least. The big changes are beneath the bonnet, where the site's been rebuilt from scratch on a brand new platform to help you register, search and apply for charity sector jobs as quickly and easily as possible. The longer version if you’re not in a hurry, keen to know more, or perhaps just pretending to be super-busy 'doing some research': here are more details of what's changed and why. ​ Making your job search easier Since our last major update in early 2016 – back when the world still made sense and wasn’t quite so often on fire – we’ve made various improvements and added a stack of useful or interesting (sometimes both!) original content that's generated some great feedback. But we also know that aside from great jobs, sometimes all you really want from a recruitment site is to search and apply with the minimum of fuss. Which we're acutely aware hasn’t always been the strongest point of our site; something we’ve long been determined to resolve. So we’re properly thrilled to bring you a brand new site that’s been fully rebuilt with that sole purpose in mind: to make finding and applying for your ideal charity job as simple and effortless as possible. Upgrades include: • A super-streamlined registration page of just six questions (half of which concern your name and email) so you can sign up in seconds – or with a single click via your LinkedIn profile • Your candidate dashboard where you can view, upload and update your CV and details whenever you like, track jobs you’ve applied for and see suggestions, manage your job alerts and much more • Fast and accurate job search functions by job type, location, salary, length of contract, even the kind of fully functioning keyword search you'd expect in 2018: amazing. • A couldn’t-be-simpler application page that helps you apply for jobs in moments - whether you’re on a desktop, on a tablet, on your phone, still on your phone but on a packed bus that’s alarmingly enthusiastic about corners - almost quite literally anywhere* *with a 4G signal obviously; we're not wizards. ​ What else is new? • In ‘What We Cover’ you can now find new pages for our specialist teams and check out individual profiles and photos for each of our consultants (opinion here remains sharply divided as to whether this is a feature or bug) • Tailored content and job recommendations; whether you’re in fundraising, finance or any other field you’ll see more of the most relevant jobs and blog content that might be of interest to you There’s also direct access from the homepage to our softball league and Harris Hill Charity Series content, latest blogs, annual salary survey and more.​ ​ A few last words... • To bring you the job search upgrades as quickly as possible, this is very much version 1.0 of the site: there are plenty more developments and improvements to come, along with more of our archive content. • We’re making regular check-ups for teething troubles like broken links and formatting issues, but it's always possible we could miss something, so please feel free to let us know via info@harrishill.co.uk if something’s not working for you. • Finally if you landed here first and now want to check out the homepage, just click here or our logo (top left) from any page on the site. • • • • • • • • • • Whatever your situation we hope you'll find the new website genuinely helpful and informative, and be it now or in the future, a valuable tool to seek and secure your next dream job in the charity sector. Don't hesitate to get in touch if we can help! Team Harris Hill Meanwhile there's more good news we're excited to deliver, with expansion to two new locations and our first ever regional office... ► Bringing remarkable people to you: introducing our specialists in Scotland and the South West!

Every so often in the press - usually once we've finished frothing about GCSEs being too easy/too hard but before we start panic-buying for the Worst Winter In 200 Years (again) - we're all invited to be incandescent about the salaries of charity executives. But while the weather prediction will be 99% nonsense with a tiny titbit of truth ('Met Office says Carlisle to be bit chilly for fortnight in Feb'), are the stories of 'vast sums being pocketed by charity fat cats' any more accurate? In the past seven years, our senior executive specialist Jenny Hills has recruited more charity CEOs than you'd fit on any of the superyachts they supposedly sail around in, so for our 2018 Salary Survey, we asked her for the truth behind the tabloid tales: what do charities really pay their chief executives, and just as importantly, why? Over to you, Jenny! Standard executive salaries For roles at this level it's difficult to provide a meaningful or truly representative list of market rate salaries. Firstly, non-executives in the sector very seldom receive salaries for their work. Secondly, for CEO roles, salaries vary wildly depending on the organisation. In the past year, we have placed CEOs on salaries of £45,000 to £100,000, and everything in between. CEO salaries are dependent on the scale of the organisation, its complexity, location, geographical coverage, sector, regulatory requirements, as well as the particular challenges of the role. For example, CEOs who are hired to turn around an organisation at risk of failure are often compensated for the additional work, compared to the same role at an organisation on a more even keel; or we often see higher salaries for CEOs who are expected to take on the lead fundraising role for their charity. These multiple factors make setting useful categories for organisations and their CEO salaries more complex than we have space for here. However, a service we do provide is bespoke salary surveys for organisations looking to benchmark the salary of a particular role. For these pieces of work, we are able to focus in on, identify and interpret the data that is most relevant to your organisation and role, using all the criteria discussed above. Pay and public perception As ever, charity sector salaries are often a point of contention in the press and public consciousness, especially those paid to CEOs. The myth of the typical charity executive being paid six figure salaries is just that - a myth. Of the 168,237 charities registered in England and Wales as of 31st December 2017, just over 0.5% of them had any employees earning £100,000 or more, according to official figures from Charity Financials. Nevertheless, we regularly have conversations with boards looking to hire their next chief executive who are nervous about openly advertising the salary. To which our answer is always: are they worth it? To really hone in on what trustees are looking for in their next CEO, we like to focus on the impact the board expects them to make. How is the organisation going to be different in one year, five years or ten years, if the new CEO is successful? The shape of success Most of the time, our CEOs are brought in to deliver significant change, such as dramatically growing a charity; turning around an organisation with tough challenges; or developing new services and income streams. They need to do this in a highly regulated environment - always the Charity Commission, often CQC, Ofsted, the Fundraising Regulator, the Information Commissioner's Office, not to mention the oversight requirements of statutory and grant funding. They are also often in the full glare of the public eye: think of the difference in profile between the CEO, for example, of your local hospice, versus the CEO of the average local commercial business of comparable scale. At the same time, they need to lead on strategy for the organisation, manage its finances (often taking a large chunk of responsibility for bringing in the income in the first place), manage the staff and volunteers and any physical assets. They need to be skilled negotiators, managing relationships with stakeholders from the life-long supporter to the actively hostile, so to dramatically understate things, it's a big job. The smaller the charity, the more hands-on they have to be. As well as leading the organisation, we know many CEOs who, when needs be, will literally stuff envelopes. Setting the salary Every charity CEO role is different, but it's safe to describe it as a job that most people could not do, and of those who could, many make use of their skills elsewhere in the public or private sector - for considerably higher salaries. We will always help our clients to set the right salary - one that will attract the talent they need, and that also fits the organisation's circumstances. Sometimes this involves tough conversations about the board's expectations versus the salary budget, and advising on what can be done to stretch it further. Options could include offering the role on a part time basis, or offering home or more flexible working. On a few occasions this year, we have secured a new CEO on a lower salary than the board were expecting. ---------------- Ultimately, once the decision to pay a given salary is made, the strongest argument against those who object to charity staff getting paid at all is the complexity and breadth of the job description. Charity CEO is a highly skilled professional position with exceptional demands, requiring a highly skilled professional with exceptional capabilities in order to be successful. Jenny Hills, Harris Hill Executive Search View the full Harris Hill 2018 Salary Survey A brief introduction to Harris Hill Executive Search Now a distinct and growing brand within Harris Hill, our executive team have been building a rock-solid reputation with charities around the country for exceptional service, a genuinely bespoke and consultative approach, and a record of successful executive and non-executive appointments that's unmatched within the sector. Principally recruiting Chief Executives, Trustees and Chairs, plus SMT positions such as COOs, Senior Directors and Deputy CEOs, the team deliver superb results every time, thanks to their extensive candidate network, sector knowledge and search capabilities, coupled with an unwavering commitment to highly professional, diligent, ethical and inclusive recruitment practices.

Finding the perfect candidate is only half the story when it comes to hiring fundraisers. With strong competition from other charities, it's just the start of the battle to secure them - and in our experience it's a battle that's only getting tougher. So how can you improve your chances of victory? Standout salaries might swing it, but with very few charities in a position to offer them, the deciding factor could well be something you have much more control over: the hiring process itself. Here are four of the reasons you might be missing out on top talent: (originally posted via Third Sector) 1. Decisions, decisions At a time when candidates are scarce and charities are competing for the best talent, things move quickly. By the time you've completed your interview rounds, deliberated over your chosen candidate and contacted them, they may have already accepted another offer. If you think someone is right for the job, make your offer without procrastination before they're snapped up elsewhere. 2. Employer brand With competing offers on the table, fundraising professionals are increasingly factoring the employer brand into their choices. Your working environment, culture, values and benefits can really make a difference to which offer they accept. Another charity may have offered a better remuneration package, but it could equally be that their working culture was more attractive, or simply demonstrated more effectively to the candidate. 3. Counter-offer In recent years we've seen a notable increase in charities fighting to hold on to their valuable talent and offering more to keep them. This is normally in the form of a salary increase but could also involve a promotion, greater flexibility or other benefits the candidate hoped to gain from a move. 4. Laborious application process It's not uncommon for charities to ask candidates to complete a lengthy application form as well as their CV (covering the same information), a supporting statement and several rounds of interviews. This risks losing their interest during the process and deters many of the strongest candidates from the outset, as they know there'll be other opportunities with fewer hoops to jump through. To secure the best, evaluate how much of your recruitment process is really necessary, make it quick and easy for people to apply, and run the interview process as swiftly and decisively as possible.

Appointing the right (or wrong) CEO can have a huge impact, so how do you identify the right person? Jenny Hills of Harris Hill Executive Search has helped many charities with this decision and shares some expert advice on the questions to ask. The challenges of choosing a CEO One of the biggest decisions a board of trustees can make is who to appoint as CEO of their charity. Hopefully, it is also a decision they rarely have to make (and given the new breed of charity CEOs who see roles as discrete projects, how often is too often is a question for another day). However, there is a potential lack of experience on boards in recruiting at this level. In our experience, this means that it can be difficult for trustees to pinpoint what criteria they are looking for in the recruitment process, the profile of their ideal new CEO, and how to identify the required experience in candidates. Luckily, all these are areas where Harris Hill Executive Search can provide a wealth of expertise. For shortlisted candidates, trustees generally have the following from each applicant to make their decision based on: - A CV - A covering letter or supporting statement - Commentary from the executive search consultant the board has partnered with on their interview and other interactions with the candidate - A one or two stage interview process Following this, trustees are expected to make a decision about who is going to lead an organisation. The right CEO can transform a charity and take it to new heights. The wrong CEO can be a disaster. So how do you start to identify the right candidates? The interview process is absolutely key, as it provides the in-person interaction that determines if the candidate is someone the board can see themselves working with, but how do you make sure you are getting someone who will perform as CEO, rather than someone who simply interviews well? Will they walk the walk? Can they do more than just talk a good game? It is absolutely possible and indeed strongly advisable to build in exercises to the interview process that will broaden the assessment of candidates, such as asking them to give a presentation on a pre-provided topic, meeting key staff members, and completing a written exercise. These can demonstrate how a candidate would perform in the role - are they a strong public speaker who can represent the charity? Can they write an incisive, focused commentary on monthly expenditure accounts for the board? Is there going to be a massive personality clash with the Deputy CEO? But it is the formal panel interview that is the opportunity to really dig into a candidate's experience and their interest in the role. It is crucial to ask questions that will do just this. The importance of competency based questions We recommend that our clients run competency based interviews that assess candidates' fit with the job description and/or person specification, and ultimately the strategic goals of the charity, with questions that encourage concrete examples of how candidates' experience is relevant. For example, imagine that you were the chair of a charity that needed a CEO to build and develop relationships with high net worth individuals to bring in major donations. This is key for your charity's strategy. You would want someone who had a demonstrable track record of success in this area and the personality of an advocate. Now for the questions. Take this one: 'How would you increase funding from major donors?' Having worked as a consultant with a number of people who have track records in doing just that, I know a fair amount about major donor fundraising, and could put together what would sound like a convincing answer to that question, especially if the interviewers themselves are not familiar with the area. There's just one problem - I've never brought in a major donation in my life! But what if an interviewer for this role asks me, an unqualified candidate but who knows my way around an interview, this version of the question? 'Can you give me an example of increasing funding from major donors at an organisation?' Now the truth comes out, because I can't. A good candidate will provide a relevant example. A great candidate will put the example they're about to give in context; explain what they did, how and why; and quantify the success. Of course, a great candidate will most likely answer the first question by referring to their previous experience. But the format of the question gives people without such experience much more room to hide than the latter. Use follow-up questions to check personal involvement The precise language used by a candidate can be highly illuminating. If they mention that "we did this" or "our strategy was", etc., it can be worth following up with questions to probe the extent of their personal involvement in the project they're describing. Did they lead it single-handedly, work with a team or even were they a relatively minor player? Such questions can be deepened by also asking how they would translate that experience to your charity: 'Can you give me an example of increasing funding from major donors at an organisation, and what have you learnt from this experience that you could bring to this role?' This style of questioning can also be turned towards investigating a candidate's personal qualities. Some examples: - 'How have you demonstrated emotional resilience in a challenging situation at work?' - 'What examples can you provide that show your alignment with the mission and values of this charity?' - 'Tell us about a time you resolved conflict in a professional environment.' A bank of similarly structured questions over the course of an interview will provide a set of tangible examples of how a candidate's overall profile fits with the role, which - critically - can be assessed alongside other candidates' responses to the same question. Fair and objective analysis Another strong advantage of the competency-based interview is that by asking each candidate the same question, you ensure that the process is as fair and objective as possible - every candidate gets the same chance to shine. These advantages are why we at Harris Hill Executive Search systematically follow the competency-based structure when we interview candidates for roles, and encourage our clients to do the same: we believe our track record of great candidate and charity matches speaks for its success. Jenny Hills, Senior Executive Search Consultant, Harris Hill If you have any queries on how my colleagues on the Executive Search team and I can support your senior recruitment process, please do contact me on 020 7820 7321 or at jenny.hills@harrishill.co.uk Meet the Harris Hill Executive Search team Back to the Harris Hill homepage and job search