Laura
Independent Philanthropic advisor
22 Jun 2011

The paradigm in giving/philanthropy has changed - and most organizations (small or not) have failed to see that. Even if you have a full-time development person, it is still up to the volunteers, board, and other inner circle "amabassadors" to implement a regular sales campaign. I see orgs all that time that hire a professional fundraiser and then expect that person to do ALL the work. Instead, that position s/b the manager and is in charge of "closing the sale".
Also - many non-profits have been structurally chaotic and have got into a desperation cycle. It makes it difficult for the fundraising professional to make the "ask" without gimmicks. They focus only on getting cash NOW, and not planting seeds for long-term stability or building up the total organization so that there is a compelling case for support. Gaining support is NOT about transactions (bake sales and other events, putting out the tin cup - physically or on the net.) Transaction-type annual fundraising should lead to the longer-term, sustaining gifts. However, that takes time and most organizations don't use the client services model to develop those large, important planned gifts.
It seems like a catch-22. I work with non-profits that are largely volunteer-driven to help them with the discipline to build relationships. I have found a way to provide advice at no fee to the org. The program gets cash in the door now while plants seeds for future growth - it is intentional, responsible and enterprising.
I agree with the others' comments - it takes something different in today's situation. A full-time development person that understands this and with a vision is hard to find. . .

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Emma Quinn
Grants manager
ELBA
8 Jun 2011

As a manager of a funding stream, but having had experience on the other side of the fence, I would say that the people who need the funds are the ones who should be applying for the funding. I can always tell when the funding application has been completed by someone who isn't actively involved in the project or organisational day to day activities. It makes for a weaker application.

What charities should be investing in is support for their staff to enable them to fund raise for their own strands of work. Trying to run a project without support and fundraise is tricky enough, but running a project and briefing someone else to fundraise is equally time consuming. Support at a more basic level would give managers time to form fund raising strategies based on their own specific work/needs and give them time to implement the fund raising through applications and partnernships.

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Carl Allen
8 Jun 2011
Response to [Emma Quinn]

Quite right.

But from experience most managers are resistant to this while most staff really understand and are willing to accept this as a part of their work.

From practice, sourcing and drafting of application should begin 16 months before.

I was surprised to find that staff quickly pick up using a PESTILENCE model in framing their approach to this activity.

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OLAJIGA
7 Jun 2011

I find this article interesting. I have been volunteering as a corporate fundraiser for 12 months and am a qualified marketer with a Master degree in Marketing and 4 years IT sales and account management experience. I have also been actively interviewing for different positions in this area and am still waiting to be hired in a paid, full-time role.....

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Rebecca Du Plessis
Director
Langton N4P charity recruitment
7 Jun 2011

Sadly this problem isn't just associated with small charities and has been ongoing for a while - although the rise in vacancies not being filled has risen steeply over the last 18 months.
We are seeing smaller organisations and large well known charities readvertising positions or taking up to six months to fill key fundraising posts due to the shortage of candidates within the market place.
Our advice is always to re-look at the post you are advertising and see what changes can be made. Does it have to be full time, can the person work from home, do you have to have experience. If after a considerable time no-one has expressed an interest in your role it is unlikely you are going to be inundated with applications so something needs to change.
Good fundraisers all started out somewhere with no experience and many candidates have strong transferable skills - either from a customer service or sales background, as well as Trustees and Volunteers who have gained an insight into the workings of a charity.
Many people are not job hunting at this time if they feel that they are in a stable organisation so clients need to be creative and open to looking at other areas.
There are good training courses run for new fundraisers, a wealth of information on the internet and Trustees or Mentors willing to give time to pass on advice to those without prior experience.
Lastly cost of advertising/hiring and salary are issues and if you can't take someone on immediately on a permanent basis perhaps it is best to look at a temporary post until income starts to come in, using the budget to hire someone on a part time basis but for the same salary and most importantly always using your own website to advertise roles. We work with a wide range of clients throughout the UK and often roles that either we are working on or we see advertised on specialist job boards don't appear on the clients own website. It is free and people keen on your organisation will look at it.

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