To PAYE, or not to PAYE? That is the question

From Uber drivers and web designers to freelance fundraisers, the gig economy is vast in the UK. There are currently around 4.29 million self-employed workers, and that number is growing year on year.

The appeal of freelancing has never been greater. As a result of COVID, flexible working has become the norm, and advancements in digital communication have made it faster and easier than ever to stay connected.

This begs a question: When there’s a gap in your team, should you fill it with a permanent member of staff, or a freelancer?

Here are the arguments for each.

Freelancers

Cost-efficiency: Freelancers are cost effective because:

1. You only pay for the work they do, which means you don’t waste money on downtime.

2. You don’t need to worry about sick leave, holiday pay, NI, or pension contributions. You also save on desk space, equipment, and training.

To put it in perspective, the British Business Bank estimates that hiring someone permanently on an average UK wage of £32,084 actually costs the organisation £62,897.63 a year with all the add-ons.

Speedy recruitment process: The process of hiring permanent staff can be long-winded. Sifting through applications, interviewing, and notice periods all take precious time. A freelancer can be up and running in a matter of days.

Reduced risk: Even with a perfect recruitment process, you can never be sure how things will work out. When you hire a freelance fundraiser, you can easily and quickly terminate the contract (depending on the terms put in place in the contract)

Flexibility: The beauty of using freelancers is you can hire them on a per-project basis. This allows you to mix and match talent as your projects and needs change.

Permanent staff

Commitment: A freelancer will want to keep you as a client, but the long-term success of your individual organisation won’t be their priority. A full-time employee is likely to feel more committed and motivated to add to the bottom line.  

Engagement: Happy, engaged employees are crucial to the success of any charity. Research by The Institute of Leadership & Management found that 77% of respondents cited good relationships with colleagues as the most important factor in determining job satisfaction and engagement – even more so than pay.

While not impossible, it’s much harder for permanent staff to establish quality relationships with transient freelancers.

Flexible contracts: Permanent employees don’t have to be full-time. Let’s say, for example, you’re in need of a grant writer. Up until now you’ve used freelancers to write them, but you want to bring the function in house and introduce some consistency.

You have options in terms of employment contracts - for instance, fixed-term or part-time.

Insider knowledge: Unlike freelancers, permanent staff go through an onboarding process, and ongoing training. This equips them with the knowledge to:

●       Answer questions from donors, volunteers, and other stakeholders

●       Deal with problems quickly and efficiently

●       Pick up the slack when colleagues go on holiday/sick leave

Final word

There’s no right or wrong decision when it comes to hiring freelance or permanent fundraisers. It comes down to where you stand on the factors above. If you’d like some help deciding which is better for your charity, give us a call 020 3750 3111.

How to choose between two job offers

After months of searching, weeks of prepping, days of worrying and hours of selling yourself at interviews, you receive the call you’ve been waiting for … you got the job.

You finish the call on a high and return to your emails. But five minutes later, you’re stunned to receive a call from another charity with another offer.

You end this call feeling stressed. You feel passionately about both causes, both roles excite you, and you got a good vibe from the people at both organisations.

Which offer do you accept? And how can you be sure you're making the right decision?

First off, congratulations. The fact you’ve received more than one job offer shows your skills, experience, and personality impressed a lot of people!

Here’s what to do next.

Ask for both offers in writing

You’ve got two verbal offers, which is great. But until you have them in writing, nothing is confirmed. So, the next step is to request a written offer so you can review everything in detail before making a decision.

It’s perfectly reasonable to ask for a couple of days to do this.

Compare the offers

Once you have both offers in writing, compare the packages. Create a score sheet to quantify the elements of each offer, and write down the pros and cons, weighing up the salaries, company perks, benefits, location, commute, cultural fit, working environment, and your career prospects.

Figure out what really matters

Is a good salary more important to you than career progression? Does flexible working take precedence over a generous pension scheme? Everyone’s priorities are different. Work out what matters most to you and see which package ticks more boxes.

Reflect on the hiring process

One way to determine how much you’ll like working with each employer is to think about your experience of the hiring process. Was one charity more timely, responsive and approachable than the other? How did you connect with the interviewers? Which gave you the best feeling?

Reflect on your conversation with each interviewer and think about whether the organisations core values align with yours. 

Reviewing the interview process is a good way to determine if the work environment and culture is a good fit.

Research the charities

You probably did some research when preparing for the interviews, but now’s a good time to dive deeper. Check out platforms like Glassdoor to better understand salary expectations and employee impressions. Browse current employees’ LinkedIn profiles to see if they’re actively sharing content from their employer, as this signals they enjoy working there. 

Consider where you can negotiate

Let’s say, (after weighing up the options), your heart is set on the first offer, but the package is worse than the second. What would need to change to entice you to accept the first offer? More annual leave? A more flexible work schedule?

Seeing the positive elements of the competing offer can help you identify your priorities and help with your negotiation.

Ask for another call

Hiring managers understand that choosing a job is high stakes. This is how you’ll spend a good chunk of time each day.

If you’ve accumulated a list of questions you forgot to ask during the interview, ask for another call. They’ll appreciate you taking the initiative and you’ll gain further clarity before making a decision. 

Trust your gut

An important thing to remember when debating job offers is you can always make a change if necessary. You won’t be stuck in the role for the rest of your career, so don’t burden yourself by putting too much weight on the decision.

If, after a few days you’re still feeling uncertain, it means you’d be happy with either position, so choose whichever one you feel most excited about.

Turn down the losing charity with grace

Once you’ve made your decision, be sure to politely reject the other job offer before opening the champers. Thank the employer for their interest, explain why you’re declining their offer, and express an interest in staying in touch.

Follow it up by sending the person a connection request on LinkedIn.

The bottom line

If you find yourself in the enviable position of having two job offers on the table and want some impartial advice, give us a call on 020 3750 3111 or email us at info@bamboofundraising.co.uk

Eight great reasons to become a trustee

Looking for a way to make a difference in your spare time? Want to give back to a cause you feel passionately about?

Have you thought about becoming a trustee?

In addition to being extremely rewarding, a trusteeship is an excellent opportunity to learn new skills, build your professional network, and gain valuable experience to further your career.

And if you consider that almost half of charities have at least one vacancy on their board, there are plenty of opportunities to get involved.

What is a trustee?

Trustees are volunteers (collectively known as the board, governing body, or management committee,) who are responsible for managing and overseeing a charity. They ensure the organisation operates in accordance with its mission, stays financially stable, and complies with all the relevant laws and regulations.

What do trustees do?

Trustees sit at the top table with the most senior decision-makers. They make crucial decisions about a charity’s activities, funds, and future, and play a key role in ensuring it does what it set out to do.

Some of the responsibilities of a trustee include:

• Helping the CEO lead the organisation

• Leading the strategic development of the organisation

• Ensuring the charity is delivering on it’s goals

• Looking after the organisation’s finances and assets

Who can be a trustee?

Trustees come from all walks of life. Some are retired. Others work full- or part-time.

Providing you’re at least 18 years old, (or 16 if the organisation is a charitable incorporated organisation), and you don’t have any unspent convictions, you’re good to apply.

Why become a trustee?

Aside from the warm and fuzzy feeling you’ll get from giving back, there are a ton of reasons to take on a trusteeship.

Here are eight for starters:

1. Skill-building: According to a study by GettingOnBoard, 96% of trustees say they developed new skills as a result of their trusteeship. As a trustee, you'll work on strategic planning, financial management, and problem-solving, among other things, all of which are highly valued by employers.

2. Boost your CV: A valuable addition to your CV, a trusteeship will make you a more competitive candidate.

3. Networking opportunities: Serving as a trustee will give you the opportunity to build relationships. As well as your fellow trustees, you’ll interact with volunteers, staff, and the public. These connections could open doors to future job opportunities.

4. Leadership experience: You’ll get hands-on experience in leadership, decision-making, and team management - at board level.

   This is invaluable if you’ve got your eye on a senior leadership or non-executive role.

5. Commitment to giving back: Employers are always on the lookout for candidates that are passionate about making a difference. A trusteeship will demonstrate it in spades.

6. Enhanced well-being: Studies show that volunteering can have a positive impact on our well-being. As a trustee, you'll be contributing to a cause you care about and making a difference. You’ll feel happier, more fulfilled, and confident as a result.

7. Improved job prospects: According to Reach Volunteering, 68% of trustees say their involvement in charity governance has helped them progress in their careers. Enough said!

8. Represent the underrepresented: GettingOnBoard research has found that the average age of a trustee is 60-62. Just 0.5% of trustees are 18-24, despite the age group making up 12% of the population. If you fall into this age bracket, a trustee role is a unique chance to help a charity achieve its goals by bringing a fresh perspective to the board.

Final Word

A trustee is a fantastic way to make a tangible difference to cause you care about. It’s a role that’ll give back as much as you put in, and more. So why not start your journey to becoming a trustee today? Contact us on 020 3750 3111 or info@bamboofundraising.co.uk to find out more.

Fundraising interview tips: How to use the STAR method

“Give me an example of a time when you faced a problem at work. How did you handle it?”
“Describe a time when you had to step up and demonstrate leadership skills.”
“Tell me about a time you made a mistake and wish you’d handled it differently.”

You’ve probably been asked one (or more) of these questions in a job interview.

They’re examples of behavioural interview questions, and they’re designed to get candidates to share examples of situations where they’ve used their soft skills to navigate difficult situations.

If you’re not prepared for a behavioural question, it can be tricky to think of an example on the spot and share it as an easy-to-follow anecdote with a clear takeaway.

However, there’s a handy technique to help you structure your answer. Enter the STAR method.

Here’s the lowdown.

What’s the STAR method?

The STAR method is a technique used to answer competency-based interview questions in a structured manner.

STAR stands for:

(S) Situation: What’s the context? Describe the situation/background

(T) Task: Talk about the task you had to complete and the challenges you faced

(A) Action: How did you fix the situation? Describe the process and steps you took to resolve it

(R) Results: What was the outcome? If possible, use numbers and/or hard data to back up your answer

When would you use the STAR method?

The STAR method can be used to answer behavioural interview questions (or any question where you need to tell a story).

These questions typically start with:

• Tell me about a time when

• What do you do when

• Have you ever

• Give me an example of

• Describe a situation where

When it comes to answering these sorts of questions, you not only need an example to share; you need to share the details clearly and concisely.

This is what the STAR interview method enables you to do.

Example

Let’s look at how you can apply the STAR method to a common behavioural interview question.

“Tell me about a time when you had to handle an unexpected challenge.”

Situation

Begin by setting the scene.

The key here is to avoid adding unnecessary details. Focus on what’s relevant to your story.

“Whilst working as a Fundraising Officer for Charity X, I was preparing a presentation for a conference.

A few hours before the event, one of our guest speakers had to unexpectedly cancel due to an emergency. There was now a 45-minute gap in the schedule I had to fix.”

Task

This part of the answer can easily get confused with the “action” portion of the response. But this piece is about your responsibilities in the scenario, including any objectives you were set.

“As the senior events officer in our team of three, it was my responsibility to ensure the slots were filled and the presentation ran seamlessly - and on time.”

Action

Now the interviewer knows what you set out to accomlish, it’s time to explain what you did.

What steps did you take to reach your goal or solve the problem?

“It was too late to bring an external speaker in, so I decided the next best thing was to fill the slot with our CEO. I spent an hour working with him one-on-one, helping him transform his decade’s worth of experience into a 45-minute speech.”

Result

What was the outcome? Explain how you dealt with the situation and what you learned from the experience.
Include concrete numbers where possible.

“Due to the limited amount of time we had to prepare, the CEO’s speech ended up being 30 minutes long. I suggested he took questions from the audience for the remainder of the slot and let him know when the 45 minutes were up.

As a result, the event stayed on track and ran smoothly.”

Ready for a STAR interview?

Bagged a fundraising interview and want some help with your prep? We can help. Contact us on 0203 750 3111 or info@bamboofundraising.co.uk.

Does job hopping help or hinder your career?

Back in the day, once you bagged a job, the ‘done thing’ was to stay there and work your way up the ladder until the grand old age of 65 when you retired with a handshake and a gold-plated watch. But times have changed. Today, the average person will have 12 jobs in their lifetime.

It’s common for people to juggle multiple positions and move from organisation to organisation in search of better benefits, more autonomy, or a better salary.

But some people go to the other extreme. Regarded as ‘job hoppers,’ they take on roles at lots of different organisations and stick at them for short periods of time - usually less than two years.

Despite the fact it’s increasingly common for people to job hop, some employers have an unfavourable view of it (and always will).

With this in mind, the ‘million-dollar’ question is: Does job hopping do more harm than good to your career?

Let’s look at the pros and cons and find out.

PROS

Self-discovery

Maybe you’re starting out in your career … you know you want to work in fundraising, but you don’t know what type of fundraiser you want to be. Exploring different options, (such as community, corporate or trust fundraising) can help you identify what you like/don’t like and what you want to specialise in.    

The same goes for organisational culture. Every organisation is different. Job hopping early in your career enables you to test out different environments and work out what the best fit is for you.

Developing skills

In today’s economy, agile learning is essential to compete in the job market. One of the benefits of job hopping is it gives you the chance to develop a diverse range of skills.  

Every time you change organisation, you build relationships with a new team and learn a new way of doing things. This hones communication and adaptability skills, (both considered valuable soft skills), as you adjust to your new working environment.

Broadening your network

Providing you conduct yourself professionally, and quit your jobs gracefully, regular job-hopping can do wonders for your professional network. As you move from one charity to another, your ever-expanding list of contacts can open up doors to fundraising collaborations/opportunities in the future.

CONS

Risky investment

Some employers see job hoppers as a risky investment. After all, hiring new staff is costly and time-consuming. If your CV shows you’re likely to move on again in a year or two, they may be reluctant to invest time and resources in hiring and training you.

Less in-depth knowledge

As mentioned above, frequent job changers have the benefit of possessing a wide variety of skills, but how in-depth are those skills?

When you move from one charity to another within a short space of time, you also limit the learning opportunities that occur when you work for one organisation for an extended period of time.

It can weaken your CV

Moving from job to job limits your potential to create an impact. If you can’t demonstrate your achievements on your CV, employers will probably opt for someone who can.

How can you reduce the chances of job hopping hurting your job hunt?

If the ‘cons’ have made you break into a cold sweat, don’t panic. According to the Monster Future of Work: 2021 Outlook survey, 49% of employers said that job hopping is becoming less of a red flag due to current market conditions.’

However, if you’ve switched jobs a few times in a few years, you need to be prepared to talk about it. Here are a few tips to help you navigate the conversation …

Be transparent

Whether you’ve had a string of bad luck or moved around in search of your true calling, the best way to handle the questioning is to be honest. Maybe you were pursuing the next great opportunity. Or you had to escape a toxic boss. Or you were subject to forces outside your control, like a layoff.

Whatever the reason, be up front about it.

Keep it short and sweet

Offer a short explanation of why you left each job. There’s no need to provide long-winded explanations or give a play-by-play of how things went down.

It’s a good idea to craft ‘exit statements’ – (simple explanations as to why you left each job) in 25 words or less. For example: “When I got settled into my position, I realized the work I was doing wasn’t what was described in the job ad,” or, “I wanted to develop my skills in a new area, and the charity didn’t have an opportunity for me to do that.”

Focus on results

Emphasise your achievements and how they helped the organisation thrive. Did you start an event that they now run annually? Did you exceed your fundraising targets? Or form a new team? Whatever you have to share, make it clear you left your mark in each role.

Final Word

Whether you’re a job hopper or not, we can help you find your dream fundraising job. Give us a call 020 3750 3111 to get started!