A strong job advert is the gateway to reaching top fundraising talent, and your charity’s first impression on potential candidates. Struggling to get started? Here are seven simple steps, and a template for you to download and use.
Begin your job description with your organisation’s vision and goals to inspire readers from the very start. Use powerful, positive language to convey the importance and impact of the work you do.
For example: “At Embracing Minds, our mission is to champion neurodiversity and create a world where every mind is valued, celebrated and empowered.”
Next, give an overview of your charity’s key projects and the support and services you provide. You may also want to include a short description of the workplace and culture. This is your sales pitch - keep it succinct and impactful. Consider adding a motivational question to draw in prospective candidates.
Here’s an example: “Each year, we work in partnership with hundreds of organisations and businesses to foster best practices that champion inclusivity. With our helpline and comprehensive training opportunities, we provide unwavering support to neurodivergent individuals throughout their working journeys. We take pride in our forward-thinking, open and transparent approach, making a tangible difference in the lives of those we serve. Are you ready to join our passionate team as we embrace the power of neurodiversity together?”
Charity candidates want to make a difference. In a sentence or two, give an overview of the role, what’s exciting about it and how it contributes to the charity’s mission.
For example: “As Fundraising Officer, you’ll play a vital role in securing funding for our two core programmes aimed to support those at risk of criminal exploitation and increasing uptake in education, employment and training.”
List essential practical information here. Be as clear as possible and be upfront about whether you may close the ad early. And remember to use the CharityJob Salary Checker to benchmark your salary against sector standards.
For example:
- Position
- Responsible to
- Location
- Hours
- Salary
- Annual leave and benefits
- How to apply
- Interviews
- Closing date
- Please note, we’re actively reviewing applications and interviews will be held on a rolling basis. The ad may close early if a successful candidate is found.
Next you should summarise the post holder’s key tasks. It might help to focus on what they’ll do in a typical day or week, key projects and working relationships. Write in bullets and don’t list every single responsibility, just the most important ones. Use second-person pronouns (i.e. ‘you’) to help the reader imagine themselves in the role.
Here’s an example: “What you’ll be working on:
- You’ll research trusts and foundations and identify fundraising opportunities, writing applications to support our programmes and achieve fundraising income targets
- You’ll develop pitches for a range of programmes including corporate sponsorship proposals
- You’ll produce compelling performance and evaluation reports for funders and other donors
- You’ll be responsible for fundraising administration including processing gifts, stewardship and keeping donor records up to date on our CRM
- You’ll coordinate and support at fundraising events as required.”
Specify the skills, behaviours or personal characteristics needed for the role. But stick to the essentials and avoid asking for years of experience or qualifications unless they’re absolutely vital. These are poor predictors of job performance and can put capable candidates off applying, reducing inclusivity.
For example: “This job is for you if…
- you work effectively with others to identify, analyse, and solve problems
- you thrive developing innovative fundraising ideas and campaigns
- you have a genuine passion for championing the needs of neurodivergent people and can inspire others to support through your enthusiasm
- you’re highly results-driven with a proven track record of achieving fundraising goals or similar objectives, through either direct or transferrable experience.”
For example, if you have an EDI policy or you want to encourage people who may not match all the criteria to apply, you should mention that here. You may also want to provide an expected timeline for getting back to candidates.