Flow Caritas recently undertook a candidate feedback survey in order to establish exactly what our candidates are looking for in their charity job search, to discover what aspects of our services can be improved and how we can adapt to the ever-evolving charity recruitment market.
The survey was sent out to both out Office and F2F fundraiser candidates, and our key findings were:
- The most important factors to F2F fundraiser candidates looking for a charity job are friendly colleagues, flexible working hours and working for a cause they care about.
- The most important factors to Office candidates looking for a charity job are base salary, career progression and location.
- Other important factors Office candidates communicated to us were the charity’s mission, strategy and targets, a work/life balance, a friendly office environment and supportive line managers.
- The most important factors to Office candidates working with a charity recruitment agency like Flow Caritas are job accuracy/suitability, efficient and timely communication and trust/partnership with their consultant.
- Other important factors Office candidates communicated to us were not being put forward with a large number of other candidates and how well the consultant enables them to understand the role and its context within the organization.
- 78.6% of Office candidates rated working with Flow Caritas as better or the same as other charity recruitment agencies.
- 83.3% of F2F candidates rated working with Flow Caritas as better or the same as other charity recruitment agencies.
Flow Caritas services provided
- 90.6% of F2F candidates and 83% of Office candidates said that Flow provided fast responses to their applications
- 78% of F2F candidates and 82% of Office candidates felt that Flow had in-depth knowledge of the charity sector
- 86.3% of F2F candidates and 77.6% of Office candidates would recommend Flow to other jobseekers
- 83.4% of F2F candidates and 83.2% of Office candidates agree that Flow are experts in charity recruitment
Room for improvement
Areas that Flow identified as where we were not meeting our service standards are:
- Candidates falling through the cracks: Flow has been in a major transitional phase over the last six months, and this has resulted in a breakdown in communication between a few of our candidates and our consultants. While we’ve maintained an open line with the majority of our candidates, some said we did not follow up with them after initial registrations or post-interviews. This is not what an experience with Flow should be like, and we are implementing a feedback policy where quality control calls will be made by our senior staff to ensure that all our candidates feel supported and valued in their job search.
- Diversity of positions: As well as successfully recruiting fundraisers for over a decade, Flow staff have their own experiences of working as fundraisers themselves. Our wealth of knowledge and connections within fundraising means that we don’t often recruit for policy or research roles within charities.
- Regular feedback: This survey was the only candidate feedback that Flow had sought in more than a year. With more communication channels, such as the quality control calls and social media platforms like Twitter and LinkedIn, Flow aims to improve how we can learn and benefit from the opinions of the people we work with.
If you have any other candidate feedback that you believe Flow Caritas could benefit from, please don’t hesitate to get in touch with our team.