Charity recruitment is driven by the same engine as all corporate recruitment – which means charities are protected, just as other businesses are protected, from picking the wrong candidate.
Recruitment services are designed to help a charity or other business whittle down a crop of applicants to those most likely to do the job. They are also designed to make sure that the crop from which the whittling is done, is itself high in protein – that is, that most of the people who apply for a role are already well suited to it.
Targeted charity recruitment ensures that the spectrum of applications is – all other things being equal – likely to yield a high quality of applicant. In order to do this, you need to know where to look for the most likely candidates – and what kind of advertisement to show them.
The advertisement for a charity position, or for any business role, is where you attract the interest of your intended applicants. So you need first to find them, and then to be sure you are advertising to them in the correct way – a way designed to make the prospect of working in your charity as appealing as possible. You have to make the charity recruitment candidates come to you because they really want to, and not just because you are there.
So there is a team behind every successful charity recruitment placement – a team of advertisers, of strategists and of recruitment consultants. The recruitment consultant’s role is to identify the most fruitful markets for your advertising, and to help you target your recruitment ads accordingly. Recruitment consultancies may also help you with the interview process.
The advertiser’s role is to create copy and a concept that makes the job on offer stand out. Most importantly, it must stand out in the eyes of its intended audience. So the advertiser actually needs to work in concert with the charity recruitment consultant, defining the target audience in such a way that adverts can then be commissioned.
The strategist works along both, ensuring that the overall thrust of your charity recruitment campaign is directed in the most fruitful areas.
The internet may be used extensively in this process – both to define your most likely target audience and ten to advertise to it. Social media platforms, which collect enormous amounts of data about the employment, skills and overall demographic signifiers of their users, can be invaluable to the recruiter.
By defining a perfect argot candidate using social media graph points, you can go out and search for people on the social media whose profiles most closely match what you are looking for. Effectively, instead of doing a round of charity recruitment and then having to winnow out a load of rubbish before you get to the good stuff, you’ll be making sure the good candidates sit up and take notice from day one.
Active recruitment of this kind allows you to profile your ideal candidate and then go find them. Charity recruitment using profiled starting points lets you increase your chances that the first round of applicants will contain people worth interviewing.
Charity recruitment using profiled starting points lets you increase your chances that the first round of applicants will contain people worth interviewing.
About the Author: Roxanne is a freelance writer and editor with real passion for writing articles.
Be the first to comment