Marketing, PR & Digital

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!

What makes a wonderful charity workplace, and how can you find out if the culture is right for you? For the past year we've been teaming up with Third Sector to find out, highlighting examples of good practice and innovative ideas that have proven successful for a variety of organisations. Earlier this month (recently published by Third Sector) our business services specialist Shweta Prabhakar spoke to Channing Rider, director of finance at The Winston Churchill Memorial Trust, about what he thinks makes a wonderful workplace and his top career tips for jobseekers. Tell us about the Winston Churchill Memorial Trust's mission and the work you do? The Winston Churchill Memorial Trust runs the Churchill Fellowships, which are travel grants open to all UK citizens to research a topic of their choice anywhere in the world that can make a practical difference to their profession or community on their return. Applications for fellowships are open until 18 September 2018, and then again in May 2019. We were set up in 1965 as a living memorial for Sir Winston Churchill's leadership, and since then we have funded over 5,500 fellows to learn from the world. I have a very posh title, director of finance and resources. As there is only one person in finance (me), it means that anything connected to financial, admin or governance matters eventually ends up on my desk. What does a wonderful workplace look like in your eyes and what are you doing at the Winston Churchill Memorial Trust to shape this? A wonderful organisation has a passion for its mission, combined with a high concern for the team delivering it on every level. I am part of a management team which focuses on the mission and also ensures that everyone is valued and resourced to perform. The old story of the NASA caretaker, who, when asked what he did, always inspires me. He said: "I'm putting a man on the moon." Everyone matters. Employer branding and culture has been a hot topic for some time; when did you start thinking about it and why is it important? Charities provide a vehicle for people from all walks of life to make a difference. It's a sector that needs to be valued, championed and put into the heart of society. If we fail to win public trust, engagement and confidence, then the consequences to some of the most vulnerable people in society are often very harsh; this is why charities must be subject to high levels of governance and scrutiny. People engage with charities in different ways as employees, trustees, donors and supporters, so the culture must be one of scrupulous honesty and openness to win their commitment, and be backed up by inspirational leadership. How do you communicate your charity's working culture to current and future employees? It's useful when people come for an interview to have an informal chat with staff before meeting the formal panel. Yes, it's a little artificial, but it sends a message to staff that their views matter. It also gives future employees the chance to fish around a little and gain a better impression of the working environment, as well as a sense of what type of people work here. What kind of people make a great fit in your charity? People who are a great fit in the charity are customer focused, professional, flexible, friendly and unstuffy. We are a small charity, so apart from our formal roles and functions, we all have to cover for each other and muck in. For example, we all help with meetings during very busy periods, making coffee, clearing up. (Mind you, the communications manager did cut his thumb earlier this year to get out of doing the washing up!). How can third sector candidates identify if a charity's culture will suit them? Organisational culture is so difficult to assess from the outside. I think the chief executive very much sets the tone. Find out what you can about the chief executive and members of the senior management team. Look for non-verbal clues during the interview. Do as much research as you can. Sometimes, though, non-politically correct people can have a heart of gold, and vice versa. Try to square the circle of developing discernment without being judgemental. In the end it's best, in my opinion, to trust your instincts. It's also fine to take a risk. Working on a temp to perm contract is also a useful way of testing the water. How do you develop your staff? The obvious things work best: one-to-ones, regular appraisals, feedback, training courses, in-house briefings, and just taking an interest in people. Where people are in the career life cycle is also useful to be aware of. I'm 57 and have been working in the charity sector since I was 28 but, honestly, the rate of change is so quick I feel as if I am new to the game. Learning from each other is vital. Be generous with what you know and honest about what you don't. I learn so much from digital natives in their twenties, and I like to think they learn some things from me, but perhaps they are just being polite. What would be your advice to someone looking for their first charity job? Charities need experienced, qualified professionals. But even if you've just started as an intern, as long as you have a hunger to learn and work hard, there should be a place for you. Perhaps start with a smaller charity, as that will give you the opportunity to get involved in a wide range of issues and to make an impact. It is easier when starting out to get pigeonholed in a larger charity and feel remote from the mission. Mission Impossible becomes Mission Incomprehensible. What are your top 10 career tips for charity professionals? I only have one tip. A little mental preparation that I do every day before starting work. I hope you find it useful. You may recognise the analogy adapted from St Paul: I imagine a Roman soldier. I think of myself putting on the soldier's armour. First, there is the belt of truth upon which everything hangs. Be honest to yourself and others. Integrity is everything. Lose your credibility and all is lost. Secondly, I put on strong boots or sandals so that I can be flexible, move fast, be in the right place. Thirdly, I have a shield which I can be confident in because of my training and preparedness. Fourthly, I have a helmet which stands for my intellect. You have a good mind. Use it. Think about what you are doing and why. How can the work be done in a better way? Learn constantly. Finally, I put on a breastplate. It is important to put your heart into a role. We all have off-days when it gets very difficult to carry on, but caring about what you are doing makes it easier to deflect the arrows of misfortune when they come your way, as they surely will. Good luck! _________________________________________________ Many thanks to Channing for sharing his insights and some very wise words for both employers and prospective candidates! If you'd like to find out more about his organisation, visit the Winston Churchill Memorial Trust.

If you're applying for a job in the charity sector, a supporting statement can be your biggest opportunity to sell yourself to a potential employer. We share some tips for making sure your skills truly shine. How to write a great supporting statement One day, there'll be some brilliant bit of technology that scans your brain for all the qualities, skills and experience your prospective employer's been looking for, and delivers a whizzy presentation about them directly to their iPhone 22. It'll be great, if slightly Orwellian. Until then, most employers depend on application forms, the good old CV (so old we're still using the Latin name), and in most charity and not-for-profit organisations, the all-important supporting statement. And it really is important, because it's your biggest opportunity to sell yourself to the hiring organisation. Let's be honest though, it's nobody's idea of fun. If you've already spent hours perfecting your CV or slogging through an employer's 30-page application form (we won't name culprits, but you know who you are...) the last thing you're in the mood for is writing 500 words of chirpy copy about your listening skills. So here's the first tip: resist the temptation to dash something off just to get it done. It might be the last thing you do but it's often the first thing an employer will read, and first impressions count. Unless you're right on deadline, come back to it when you're fresh and able to really think about your responses. Speaking of deadlines, if you're applying through a recruiter it's well worth a chat with your consultant to make sure you're totally clear on timings and exactly what's required. The statement has to come from you personally, but there's no reason you can't ask your consultant for feedback, so don't leave it to the very last minute. Get everything in as early as you can to give yourself time for a second draft if you need it. So where should you start? First and foremost, the supporting statement is your opportunity to explain why you want the job - your interest in and attraction to the organisation. Whether that's down to your knowledge of the organisation from personal contact, research you've done, enthusiasm for what they do, or a great match between their values and yours, make sure it comes across loud and clear. Nobody ever hired the candidate who didn't seem all that bothered about getting the job. Matching the person specification Application processes across the third sector differ of course, but here's a typical example of what you may be asked: 'Using each of the competencies as a header, please describe how your skills, knowledge and experience meet the requirements of the role as set out in the person specification.' So, you'll need to take each of the requirements listed in the person specification and describe how you meet them. By far the best way to do this is to give actual examples from your experience. If you've ever cringed at an Apprentice contestant declaring themselves the best thing since Branson it's probably not (just) because they're a truly terrible human being, but because there's not a shred of evidence to back up their claims. Examples are important. Using real-life scenarios means you can show, not tell, the employer why you're ideal for the role. Don't just say 'I have strong time management skills' but instead, talk about a project you worked on, a process you implemented, or a system you use that demonstrates your ability to manage multiple tasks and meet deadlines. Focus on what you personally did and how your time management made it work. OK, but there are 30 requirements, yet they want a maximum of two pages? Sadly there's no getting around this one: writing a really good (but concise) supporting statement is never going to be a five minute job. But here are some tips to make it easier: • Firstly a little recruitment not-so-secret: 95% of person specifications are 95% the same. You know the score: communication skills, attention to detail, ability to multitask, demonstrating initiative, working within a team. Whatever your career, it's likely you'll run into certain requirements again and again. Create a master copy that covers all of these effectively and your future applications are already halfway done. Just be sure to tailor your responses to the role you're applying for, updating examples as your career progresses. • Speaking of which, even when you're not job-hunting, keep a record of projects that go well, however large or small. Trying to remember a specific instance that highlights your amazing negotiation skills can be tricky at a year's remove, so note it down while it's fresh in your mind. • Consider grouping requirements together: if a project you worked on clearly demonstrates three different skills, don't write about it three times. Group the skills into a single heading and write about the project once, highlighting each of the qualities in question. Use your judgement though - cutting 30 criteria down to 15 answers may be a sensible way of keeping the length down, but cutting ten down to three might mean you're skimming over things in insufficient detail. • There might be one or two requirements you don't yet meet (if there are lots it's probably not the right job). It can be tempting to ignore these and hope no-one notices, but you'll create a much more positive impression by acknowledging them and using an example that gives the employer confidence you can pick up new skills quickly. Spell it out You've already sent your CV and/or filled in an application form: surely if the employer just read these carefully they could deduce that you're perfect for the role? Possibly yes, but unless you're applying to be Dr Watson there's a good chance the hiring manager's no detective. Don't make them hunt for clues and piece together the story: use the supporting statement to bring out all the factors in your favour and make them crystal clear. Also remember that the person screening initial applications might not be the actual hiring manager, so try not to assume they'll understand the finer detail of your previous roles. If you want them to know you're the ideal candidate, tell them clearly and explain why in straightforward terms that anyone can understand. Lastly of course, proofread, proofread and proofread again. That claim about 'accuracy and attention to detail' won't carry much weight if your relationship with spelling and grammar is going through a rocky patch that day. If in doubt, get someone else to read it too, as it's easy to miss things in a piece you've read many times. So to summarise: make it as easy as possible for the reader to see that you're genuinely keen to work for their organisation, enthusiastic about the role and can demonstrate all the skills and qualities they're looking for. Which - at least until we get that brain-scanning technology - is your best route to getting the interview! David Young, Marketing & Communications Manager, Harris Hill For further information and advice on applications and supporting statements, call any of our specialist consultants on 020 7820 7300 or feel free to get in touch via info@harrishill.co.uk << Back to the blog index