Recruitment practice inefficiencies could cost third sector its best people

Lengthy recruitment processes in not-for-profit and charitable organisations could mean that the sector loses out when it comes to attracting the best candidates. The average length of time it takes between receiving a CV and appointing a candidate is between four and eight weeks, according to the latest survey from The Principle Partnership. Despite this the majority of respondents (62%) think that when it comes to efficiency their organisations are on a par with those in the commercial sector. But could it be that the sectorís attempts to be thorough results in the best candidates losing patience?

The survey of senior executives and directors of not-for-profit and charitable organisations examines views on recruitment practices in the sector. When it comes to attracting new candidates 23% use the direct approach and do not use the services of a recruitment consultancy. The majority (65%) take a combination approach ñ using generalist and specialist recruitment consultancies as well as trying to attract candidates direct themselves.

ìIn a market where competition for attracting the right talent is rapidly increasing, charities need to adopt a very focused and strategic approach to attracting new people,î says Chris Smith, CEO of The Principle Partnership.

ìBut too often this is not the case in the not-for-profit and charity sector with the result that processes become unnecessarily lengthy and cumbersome.î

According to the survey, responsibility for recruitment in theory is pretty evenly distributed between line managers and HR departments. But when it comes to the ultimate decisions on successful candidates, 97% of respondents say that it is line managers who have the final say. However the majority, 53%, believe that ideally this decision should be more of a joint decision between HR and line managers.

74% of organisations see up to five candidates on average for each position when recruiting and in the majority of cases (59%) three people from the organisation are involved in the interviewing process. While 59% of respondents say that they are flexible when it comes to arranging interview times for candidates and are happy to do early morning or late evening meetings, 15% say that they will only interview during office hours.

Assessment criteria for candidates vary, but almost half (42%) not-for-profit and charitable organisations require candidates to have previous experience in the sector. This is followed closely by having ìthe right attitudeî, say 36% of respondents. Experience of a similar role in the commercial sector is not necessarily an advantage ñ just 13% say that it is their main criterion when assessing the quality of new candidates.

ìWorking with a specialist recruitment consultancy with a good knowledge and understanding of the sector and its requirements can help organisations manage the process more effectively and efficiently,î concludes Chris Smith.

Less than one in four respondents (24%) to the Principle Partnershipís survey says that there are now more candidates on the market to choose from compared to 12 months ago. The majority of respondents (70%) agree that the quality of candidates they are currently interviewing is broadly the same now as it was last year. Just 15% find that the quality has actually improved in the past 12 months.