Navigating the Charity Sector Recruitment Landscape: Key Trends and Insights
The charity sector recruitment market is undergoing notable changes following the post pandemic candidate-driven landscape. Here is an overview of the current trends and insights which we have witnessed over the past year:
Market Dynamics
It has been a client-driven market with fewer available jobs than there are candidates applying. 2023 saw a 22% decrease in job postings and a 21% rise in active candidates searching for work. There has also been a 50% increase in candidate demand for jobs since 2022. This surge in active candidates and applications should in theory simplify recruitment for charities, however we have noticed a marked increase in candidates being unreliable and pulling out of processes.
Salary and Job Satisfaction
Since 2023 we have witnessed positive salary trends, with salaries increasing across almost all job categories. In spite of this, many jobs in the charity sector pay well below reasonable living costs and candidates are dissatisfied with their wages, with 48% of believing their current pay is not fair. Nearly one in six candidates are likely to move jobs within the next year and 78% of those cite an increase in salary as their primary motivation for changing roles.
Work Arrangement Preferences
It is no surprise that hybrid roles are a permanent fixture but interestingly they also offer the highest average salary. Remote roles especially are in high demand and receive eight times more interest than on-site roles and nearly four times more interest than hybrid roles.
Living Wage Impact
A significant portion of entry-level roles within the charity sector pay below the Living Wage, with 46% in London and 67% outside London falling short. Paying the Living Wage helps employees to cover essential living costs, thereby improving their physical and mental health, which in turn positively benefits them in their careers. Fair compensation is also crucial not only for attracting talent but also for promoting equality, diversity, and inclusion within the charity sector.
Conclusion
The charity sector is currently in a client-driven market. We have witnessed a decrease in job openings compared to the post pandemic boom but there is also an increase in candidates looking for work. Salary dissatisfaction remains a significant issue for the sector and is one of the leading factors driving job mobility, as candidates seek better compensation to match the rising cost of living. Unsurprisingly, hybrid and remote roles are becoming more prevalent, with candidates showing a clear preference for remote work and employers which offer flexible working arrangements.
In order for charities to attract and retain talent effectively they need to ensure they offer competitive salaries that reflect the value employees bring to the company, and this includes ensuring that salaries meet the Living Wage standards. Workplace flexibility is also important and organisations should offer hybrid or remote work arrangements where feasible. Finally, to retain staff and minimise recruitment costs, charities should regularly recognise and reward employees for their hard work and contributions and provide clear paths for career advancement. Whether this is through salary, additional annual leave or training budgets or development plans.
If you would like to read more insights into the charity sector recruitment market, check out the rest of our blog posts.
*The stats in this blog were obtained from the CharityJob Salary Report 2024 which you can download here.
About the Author
Olivia is a Marketing and Communications Recruiter at Ashby Jenkins Recruitment and she specialises in charity sector recruitment. If you would like to get in contact with her, please email [email protected].
