Five creative recruitment campaigns

Are you getting a poor response to your job ads, or worse, no response at all?

There are many reasons why this could be happening.

For example:

• Your job descriptions are confusing

• The application process is torturous

• You have unrealistic expectations

• You’re posting your ads in the wrong places

Or, it might just be that your ads are bland and uninspiring.

Whatever the reason, it’s time to change tactics.

Applying a little blue sky thinking to your recruitment campaign could be just the thing you need to generate interest.

Here are five inspiring examples from the corporate and not-for-profit sectors to get your creative juices flowing.

1. IKEA – Career Instructions

In 2012, an Australian branch of the Swedish furniture chain was looking to hire a staff for its new store.

How did they go about it? They included a ‘career instructions’ leaflet in every IKEA purchase.

Inspired by their iconic assembly instruction booklets, the quirky ad included step-by-step instructions, along with illustrations.

The campaign was a stroke of genius as it targeted people who were already familiar with the brand.

It also saved them from forking out for advertising through traditional marketing channels.

The campaign attracted 4,285 job applications, resulting in 280 new hires.

We’d call that a DIY recruitment win.

2. The City of Los Angeles – Graphic Designer

You may have seen the ‘graphic design is my passion’ meme; a tongue-in-cheek mockery of poor design work.

Well, the City of Los Angeles took the concept a step further with its fun recruitment campaign for a graphic designer.

To promote the role the organisation created a graphic that looked like it was created by a toddler in Microsoft Paint and posted it on social media.

And it had the desired effect.

The ad attracted a ton of attention and witty comments from designers. And the city of L.A. was quick to respond with a series of witty comebacks.

The ad was retweeted 24,000 times and garnered 65,000 likes. And it highlighted the fun, laid-back culture of the organisation.

Creative recruitment at it’s best.

3. Crime Stoppers Queensland – Do You Recognise This Person?

Crime Stoppers Queensland is a volunteer-run organisation that aims to keep Australian communities safe.

In 2018, they needed to recruit volunteers but knew they’d need to go the extra mile to entice people to give up their free time.

To do it, they launched a quirky ‘do you recognise this person?’ campaign.

They created a poster, (a take on the identikit concept), but instead of showing a person of interest, each poster featured a collage of faces, along with the qualities they were looking for in volunteers, such as “creative ideas” and “community-minded”.

They supported the poster campaign with a television commercial, in which leaflets on a notice board come to life and discuss the benefits of becoming a volunteer.

The results of the campaign haven’t been made public, but the quirky campaign is bound to have attracted plenty of attention.

4. Ogilvy & Mather - The world's greatest salesperson

In an effort to attract top sales talent, Ogilvy, one of the world’s most prominent advertising agencies, launched a creative recruitment campaign to find ‘the world's greatest salesperson’.

Sounds simple enough, but what did the application involve?

Selling a brick. Yes, a brick. 

Contestants were asked to submit a YouTube video demonstrating how they would sell a common, household brick.

The prize? A three-month paid internship with Ogilvy and the chance to pitch at the Cannes Lions International Advertising Festival.

Unsurprisingly, this quirky competition attracted hundreds of entries and sent social media into meltdown.

Here’s the winning entry.

5. FareShare – Let’s Get Together

This is another volunteer recruitment campaign, but it could work just as well for a paid role.

To recruit new volunteers, the anti-hunger and food waste charity launched a recruitment campaign titled ‘Let’s get together’ .

The charity designed a series of posters highlighting the relationship between people and food in a bold, impactful way.

One design featured a bald man next to a boiled egg with the caption “every egg needs a soldier”. Another depicted a woman with a pink headscarf next to a cupcake with pink icing, accompanied by the text, “apply now. It’s a piece of cake”.

The campaign, which reflected FareShare’s fun and inclusive ethos, resulted in 400 applications and a 900% increase in brand awareness. Impressive huh?

Creative campaigns can work wonders, but so can recruitment agencies. We can help you find your perfect fundraiser. Call us on 0203 750 3111 to find out how.

Recent Posts

The Evolution of Fundraising

Fundraising, like most things, has undergone a huge transformation in the past 50 years, thanks to advances in technology and the ever-expanding digital world.

The ways we raise and give money constantly change due to new situations, needs, priorities, and technologies.

But how did charities fundraise before everything went digital? And what new fundraising methods have emerged in recent years?

Let’s go on a little journey through time and find out.

The ‘Olden Days’

Fundraising has always been about connecting donors with a cause. Fifty years ago, volunteers organised fundraising activities to do just that. From flag days and cake sales to sponsored walks and jumble sales, the activities may not have been very efficient or sophisticated, but they got the job done.

In addition to events, asks were made by telephone, hand-written (yes, hand-written!) letters and door-to-door fundraising.

By 1980, advances in technology meant that non-profits were experimenting with TV advertising and live broadcast telethons.

The Worldwide Web

In 1990, everything changed with the advent of the Internet.

At first, charities used it in a similar way to print and direct mail - websites provided static information about their causes and beneficiaries, much like a brochure.

As charities became more comfortable with technology, websites became more hi-tech and interactive. And with the advent of online payment systems, such as PayPal, which was founded in 1998, people became more comfortable paying for things online.

Social Media

In the early part of the 21st century, the Internet became more interactive with the advent of social media sites. Facebook entered the scene in 2004 and offered charities an easy and cost-effective way to communicate with donors and run fundraising campaigns.

Other social sites soon followed suit.

Online Events

Everything ticked along nicely until 2019 when COVID-19 hit.

The pandemic had an enormous impact on charities, not least because it prevented them from holding fundraising events (a major source of income for many). Glitzy balls, gala dinners and sports events were banned for almost two years, as was any face-to-face contact with donors.

In order to survive, charities had to adapt and embrace digital fundraising: Online events became a lifeline in the fundraising calendar.

Fast forward to 2022, and although physical events are returning, virtual events continue to be a valuable source of income and are likely to be a staple in the fundraising toolbox going forward.

The Future is Online

A report by WPNC found that online giving doubled during the pandemic, with online donations growing by 115% in volume and 97% in income.

The stats say it all. Online platforms such as JustGiving and GoFundMe have made it easier than ever for people to donate.

Social media has also evolved, with Facebook’s birthday fundraisers and Instagram’s ‘add a fundraiser’ function, making fundraising easily accessible and user-friendly. And then there’s mobile giving. The public’s appetite for mobile technology has grown markedly in the last few years. Today, at least eight out of ten adults use a smartphone and spend more than two hours online on their devices each day.

Savvy charities have invested in mobile tech, enabling them to run campaigns on mobiles and accept donations by text and QR code. And these organisations are reaping the rewards, as text donations increased by 64% to £65.8m in 2021.

As mobile technology advances so will mobile giving.

This is one fundraising method that’s here to stay.

Cashless/Contactless

The move away from cash towards card and contactless payment methods has been happening for years.

Debit cards have been the preferred method of payment in the UK since 2017 and the simple act of tapping a card on a machine is fast becoming the go-to method of cashless payment, particularly for those looking to donate to charities.

It's predicted that by 2027, 36% of payments will be made via contactless methods – as opposed to 16% with cash. So, if you’re not set up for contactless, you’re going to miss out.

Demographics

In terms of demographics, historically, the majority of charitable donations came from those in the 40-50 age bracket, as they typically had the largest amount of disposable income.

As such, this was the group that organisations targeted with their fundraising campaigns.

However, this has shifted with the surge in online fundraising. Today, millennials are the largest donating demographic, with around a third of Gen Z donating to charitable causes each year. (It’s worth noting that, in contrast to older generations, young people tend to donate smaller amounts to multiple charities instead of committing to a single cause).

The Evolution of Fundraising

As you can see, fundraising has come a long way, but this isn’t the end of the story.

Technology, trends and ideas will continue to evolve, and the fundraising landscape is likely to have changed beyond all recognition again in another 50 years.

Until then, if you’re in the market for a new team member, give us a call on 0203 750 3111. 

What's the difference between a charity and a social enterprise?

If you’ve been looking at getting a job in the third sector, chances are you’ll have come across the term “social enterprise.” But what is it? And what makes a social enterprise different from a charity?

Before we delve into the differences between them, let’s look at what the two have in common.

Both types of organisations aim to tackle social problems and make a positive impact on society.

To confuse things further, many social enterprises have charitable status. But they can only be granted this if the purposes of the organisation are exclusively charitable and for public benefit.

However, charities and social enterprises achieve their goals in different ways.

How they get their money

This is the biggest and most important difference.

Charities rely on grants and donations to fund their activities. They don’t make a profit. But this isn’t the case for social enterprises. They earn at least 50% of their income through selling products or services and reinvest in their business to continue making a positive social impact.

This makes them a sort of middle ground between a charity and a standard business.

What they do with their money

Charities have to be registered as non-profits, meaning they use 100% of the money they receive on operational costs and their cause.

Some social enterprises are also non-profits. Others aren’t. If they’re ‘for-profit’ they still have to spend the majority of their income on their cause.

How they’re registered

In the UK, charities have to be registered with the Charity Commission, but social enterprises can register in a number of ways, for example as limited companies, co-operatives, unincorporated associations, CICs (community interest companies), sole traders, or charitable incorporated associations.

In a practical sense, this means there isn’t a standard one-size-fits-all set of regulations for social enterprises. How a social enterprise is registered depends on things like its size, aims, activities, and resources.

How they’re run

In the UK, charities have a board of trustees – a group of volunteers who govern the charity. They also have volunteers to help keep things running.

A social enterprise usually has a board of directors who are paid.

While some social enterprises work with volunteers, it’s less common than it is with charities.

Final word

The lines between the two, particularly from a public perspective, can be a little blurred. But the main thing is, they both focus on a cause they care about and dedicate time and money towards making the world a better place.

If this is what you want out of your career, both charities and social enterprises are great places to work.

We can take the stress out of the search. Call us on 0203 750 3111 or email info@bamboofundraising.co.uk to find out how.

Why job titles aren't as important as you think

What’s in a job title really? It’s just words, isn’t it? Words that describe what you do for a living. It doesn’t really matter what the title is, right?

If that’s the case, why do so many people put so much stock in them?

A 2019 Quartz at Work article claims that millennials care so much about job titles that they’re willing to take a pay cut for them. Crazy, isn’t it?But why? Is it about establishing a particular level of authority in an organisation? A way to measure your self-worth? A means of validating your role to the outside world? Or to make your CV more appealing to hiring managers when applying for future opportunities?

All of the above are legitimate reasons for wanting a sexy-sounding job title. After all, our job title is a big part of our identity, considering how much of our lives we spend at work.

However, technological advances, cultural shifts and changing motivations are all contributing to a transformation in attitudes and the way in which we work. A trend that is sure to continue as we move towards the future of work.

With this in mind, we’re here to help you overcome your concerns and explain why job titles aren’t as important as you think in the charity sector.

Same job. Different name.

Job titles are not universal. Titles vary between organisations.

A Fundraising Coordinator working for one charity can undertake the same duties as a Fundraising Associate in another. Same job, different name.

Another example: you join a local non-profit as a Marketing Assistant, supporting the Marketing Manager with the promotion of fundraising campaigns and other marketing and communications-related activities.

A year later you apply for a new role with another organisation. The title of the role is Marketing Executive. You get the job, and your responsibilities are the same as in your previous role. Different charity, different name, but the same job.

Which sounds better? Assistant or Executive?

If the duties and the pay are the same, it doesn’t matter, does it?

This brings us to point number 2.

Job titles don’t pay the rent

What’s the point of a high-level job title if the salary doesn’t match it?

You wouldn’t want the job of Director of Finance without financial compensation equivalent to the level of responsibility. Unless you’re a millennial, of course!

What if, as Director of Finance you are on a lower salary than the Finance Manager working for another charity? Would you take the lesser-paid role for the sake of having the word ‘director’ on your CV?

That would be a mistake. Sure, money isn’t everything, but it’s more important than a job title. After all, your job title doesn’t put food on the table or pay your rent.

Also, a ‘Director’ may sound like a role that pays more than a manager, but that’s not always the case. Something to consider, right?

Incidentally, we’ll be talking about charity sector salaries in a future blog post. Keep an eye out!

The Devil’s in the Detail

What else is more important than the job title? The job description.

Do your duties match the title you’ve been given? Are you responsible for more than your job title suggests? Or is your title an inflated representation of your responsibilities?

The work you do within your role is much more valuable to your employer (and future employers) than the name given to your position.

Being labelled as a manager doesn’t equate to much if you don’t manage anyone.

Future opportunities will come as a result of what you know and what you’ve done before. A manager by name only doth not a manager make.

Horizontal over Vertical

Contrary to what you’d expect, moving higher up in the organisational structure doesn’t necessarily translate to a more rewarding career move.

The truth is, career opportunities in the charity sector are many, and sometimes a sidestep can be more beneficial than a step up the ladder.

When you move up, the increased responsibilities can be restrictive and halt professional growth, whereas a sideways shuffle into another area of fundraising can open up new opportunities for learning that make you a more well-rounded and valuable prospect to other employers.

Head of Communications and Engagement or Community and Events Fundraiser? Which one has the most potential for growth?

Something to think about if you’re looking for a new challenge.

Are you convinced?

What are your thoughts on job titles after reading this post? Have we convinced you that they aren’t as important as you think? Whatever your view on the subject, we have a variety of opportunities available if you’re looking for a new role in the fundraising sector. Give us a call on 0203 750 3111 to find out more.

The Positive Impacts of Remote Working After the Pandemic

In March 2020, the World Health Organization declared Covid-19 a pandemic.

The lives of hundreds of millions of people changed overnight. Many made the abrupt shift to working from home, others were furloughed, and millions more lost jobs.

Two years on, life is returning to some semblance of normal, but the way we work has changed forever. Pre-pandemic, working remotely was an opportunity available to a small percentage of the workforce, but now it is business as usual.

While a 100% WFH workforce may not be for every organisation, there are positive impacts in terms of cost saving, employee retention and productivity (to name a few) for those that do.

Let’s look at a few of them in more detail.

Improved Productivity

Some organisations believe that remote working leads to time-wasting and a lack of productivity, but a survey by the Office for National Statistics (ONS) found that remote working has increased productivity by 41% since COVID19.

Why? Firstly, the hours when an employee is most productive depends on their personality type and lifestyle. 9-5 doesn’t work for everyone. Remote working gives employees the ability to set their own schedules and work. And secondly, there are fewer distractions (no office chit-chat, and either fewer or more efficient meetings) so employees get more work done.

Cost Saving

Offering remote working saves money for employers (on office space, office supplies, utility bills and other facilities) and for staff, there are savings on commuting, child care costs, food and more.

Some employees can also take advantage of the tax relief available from HM Revenue & Customs (HMRC) for working from home). See claim tax relief for your job expenses - working from home.

Employee Retention

The number one reason employees choose to work remotely is for a better work-life balance.

Employees have obligations outside of work (e.g., children, friends, hobbies, etc.) Supporting them in their personal lives will ultimately lead them to be more loyal and committed to your organisation – thus saving on recruitment costs.

Bigger Pool of Talent

When you do have to recruit, remote working can broaden your candidate pool. Not only can you reach the best talent anywhere in the country, but you can also tap into certain groups of the population you would not otherwise have been able to, such as working parents and those with caring responsibilities.

Better for the Environment

From a corporate social responsibility perspective, working from home has a positive impact on the environment. It reduces travel emissions from people’s commutes and negates the need to heat, cool, and light offices.

Conclusion

There’s an old-fashioned stigma in thinking your employees will escape their work tasks when working from home. But this couldn't be further from the truth, as remote workers tend to be more productive and engaged. So, if your charity is looking to save on operational costs, improve employee retention rates, streamline the recruitment process and increase productivity, consider giving remote work a chance.

If you need talented fundraisers to fill your WFH positions, contact Bamboo on 0203 750 3111.