Unlocking the Potential of Payroll Giving

Payroll Giving, also known as Give As You Earn (GAYE), has been quietly powering charitable causes across the UK since 1987, raising over £2 billion. This scheme allows employees to make tax-efficient donations directly from their salaries, providing charities with a steady flow of unrestricted income. Yet despite its long history, Payroll Giving remains an underutilised opportunity for many organisations—one that could be pivotal in navigating today’s challenging fundraising landscape.

How to Boost Your Payroll Giving Income

Raise awareness among your supporters
Integrate Payroll Giving into your supporter communications. Promote it on your website, through email campaigns, and on social media. Signpost schemes like CAF Give As You Earn and encourage your supporters to speak to their employers about setting one up if one doesn’t already exist.

Work with corporate partners
Engage your corporate partners and encourage them to implement Payroll Giving schemes. Highlight the benefits for employees and the company’s CSR strategy. When pitching new partnerships, include Payroll Giving as part of your proposal—it’s an accessible, impactful way to kickstart a relationship.

Payroll Giving may not be a perfect system, but it offers significant potential for consistent income. In a competitive fundraising landscape, it’s a tool no charity should overlook.

If you’d like support finding fundraising talent to strengthen your team, contact Fern at contactus@ferntalent.com or call 0203 880 6655.

Identifying bias in your interviews

Recruiting a fundraiser?

You need to be fair, objective, and unbiased if you want to secure the best person for the job.

But this is easier said than done.

Why? Because, much like every other human on the planet, you’re subject to unconscious biases—stereotypes you hold about other people that you aren’t consciously aware of.

And falling foul of them can skew your judgement and result in a bad hire.

How bias shows up in the interview room

Interviews can be a hotbed for many types of bias.

Here are five to watch out for, along with some tips to ensure they don’t derail your hiring decisions.

1. Affinity bias

Affinity bias arises when you unconsciously favour a candidate who feels similar to you.

It happens because it’s easier to connect with people you relate to.

Whether it’s shared hobbies, a sense of humour, past experiences, or values, any perceived similarity can trigger affinity bias.

You might also unconsciously favour candidates who are similar to your current team under the guise of ‘cultural fit.’ But this limits diversity.

To avoid it, take note of the similarities you share with candidates and distinguish between qualities that cloud your judgment and those that would truly add value to your team culture.

2. Confirmation bias

Confirmation bias occurs when you form an initial perception of a candidate (positive or negative) and spend the interview looking for evidence to confirm it while ignoring contradictory information.

For instance, if a candidate’s CV stood out, you might ask questions that play to their strengths while avoiding ones that challenge them.

To tackle this, stick to the script. Ask every candidate the same questions in the same order. This ensures fair assessment.

3. Anchoring bias

Anchoring bias involves fixating on an idea or piece of information as a reference point for your decisions.

For example, you might compare candidates to a beloved former team member or an idealised version of the role.

This can prevent you from recognising the value a fresh perspective could bring to the team.

Instead, approach each interview with an open mind.

4. Intuition bias

Intuition bias kicks in when your brain picks up subtle signals from a candidate and associates them with certain qualities or past experiences.

This activates your gut instinct, which, while helpful in some scenarios, can cloud objective judgement.

Your instincts shouldn’t be ignored entirely but should always be balanced against the candidate’s skills, experience, and potential.

5. Contrast effect

The contrast effect happens when you compare candidates to one another rather than evaluating them individually.

For instance, if one candidate is nervous and hesitant while the next is confident and articulate, you might assume the latter is more qualified.

But confidence in an interview doesn’t always equate to competence on the job.

Judge each candidate against the job description, not against each other.

Tips for tackling interview bias

• Analyse your behaviour: After each interview, reflect on whether any biases influenced your thinking. Awareness is the first step to fair decision-making.

• Prioritise culture add over culture fit: A diverse fundraising team is a strong fundraising team. While shared values are essential, diversity in experience and background brings fresh perspectives.

• Conduct panel interviews: Having multiple interviewers reduces the risk of unconscious bias skewing the process.

Want to avoid unconscious bias in your recruitment process? Outsource it to us.

Give us a call on 020 3880 6655 or email contactus@ferntalent.com to get the ball rolling.

The death of Facebook fundrasing

Is your charity based in the European Economic Area (EEA)?

Do you rely on Facebook and Instagram for online donations?

If the answer to both is yes, it’s time to rethink your social media fundraising strategy.

From the end of June, Meta is discontinuing all charity fundraising tools across Europe.

In a statement, Meta announced that starting July 1st, charities will need to redirect users to their own websites for donations. Features like Facebook Donate ads, fundraiser APIs, and PayPal Giving Fund Ireland will no longer be available.

Not only that, but charities will lose access to all past fundraising data from Meta platforms, including supporter lists.

And there’s another immediate change to be aware of: between now and June 30th, only donors with a history of using e-money accounts will be able to contribute via Meta’s platforms. First-time donors won’t be able to create or support fundraisers at all.

Why is this happening?

Meta cites ‘regulatory requirements’ for the changes but hasn’t gone into specifics. What we do know is that they’re promising a new approach to charity support.

According to their Social Impact team, this includes encouraging nonprofits to use the ‘donate’ button to drive users directly to their own websites. While Meta claims this will help charities reach more donors, it’s clear that the convenience of on-platform fundraising is coming to an end.

What does this mean for your charity?

If your organisation relies on Facebook and Instagram for donations, you need to act now. While UK charities aren’t affected yet, the chances of similar changes being rolled out here are high.

Here’s how you can future-proof your fundraising strategy:

1. Invest in your website
   Your donation page needs to be robust, easy to use, and ready to handle increased traffic. A clunky experience could cost you valuable supporters.

2. Broaden your fundraising efforts
   Relying on one channel is risky. Explore email marketing, crowdfunding platforms, and community events to diversify your approach.

3. Look into alternative platforms
   Platforms like JustGiving and Enthuse can help fill the gap. Make sure it’s as seamless as possible for potential donors to move from a Facebook ad to your chosen donation platform.

4. Test new campaigns
   Encourage fundraisers to use third-party platforms for their campaigns and track how it affects donor retention and the volume of donations.

The end of Meta’s fundraising tools doesn’t mean the end of digital fundraising—it just means adapting to a new landscape.

Need help navigating the changes?

Give us a call on 020 3880 6655 or email contactus@ferntalent.com to get the ball rolling.

2024: A Year of Challenges for Job Applicants and Hiring Teams

This year has been anything but smooth for those navigating the job market or recruitment processes.

The sheer volume of applications—especially for sought-after roles offering flexibility or remote work—has overwhelmed hiring teams. Review times have stretched out, and candidates often face prolonged silences or, in some cases, complete ghosting after interviews. This not only leaves applicants feeling undervalued but also reflects poorly on the organisation’s professionalism.

Tighter budgets have added another layer of complexity. Many organisations, hoping to save money, have avoided engaging with trusted, fairly priced recruitment partners. Instead, they’ve spent months unsuccessfully attempting to recruit internally, often at a greater long-term cost.

The Human Cost of Mismanaged Hiring

Candidates have borne the brunt of these inefficiencies. Many have been disheartened by delays and rejections—or worse, biased dismissals based on misguided assumptions like equating career gaps with incompetence or underestimating disabled candidates. When faced with mountains of applications, inexperienced hiring teams have often resorted to harsh filtering methods, unintentionally sidelining talented individuals and narrowing the pool of exceptional hires.

On the flip side, candidates haven’t always helped themselves. The scattergun approach of sending out countless generic applications—often riddled with typos or AI-generated content—has become alarmingly common. These applications, lacking personalisation or effort, rarely stand out. A quality-over-quantity mindset is essential: your CV and cover letter are your chance to demonstrate your communication skills and show how you meet the role’s needs. A well-crafted application will open doors far more effectively than a rushed one.

Refocusing on People

To tackle these challenges, it’s time to shift the focus back to people.

For candidates, the key is aligning with organisations whose values match your own. The best career move I ever made was to Bamboo, where the team created a role specifically for me because we shared a mutual vision. While I had offers from other teams with attractive packages, their values didn’t quite align. For me, inclusion and honesty are non-negotiable.

When preparing for interviews, go beyond the surface. Ask questions that probe a company’s culture, values, and ethics. Pay attention to how people respond—do they answer clearly, or do they evade the topic? Staying true to your own principles will always pay off in the long run.

For hiring managers, creating an inclusive and supportive environment is paramount. Focus on finding people who align with your values and nurture your workplace culture. Skills can be taught, and experience can be gained—but a strong values match is invaluable. Whenever possible, consider upskilling candidates who show the potential to thrive within your team.

The Power of Positive Collaboration

There’s nothing more rewarding than working with great people. This year, I’ve had the privilege of partnering with teams that have mastered the art of attracting and retaining talent—teams that understand the importance of fostering a thriving workplace culture. By prioritising values and creating an environment where everyone can excel, they’ve built a foundation for long-term success.

If you’re setting resolutions for a brighter 2025, one of the best steps you can take is surrounding yourself with positive, inspiring people. Working alongside colleagues who share your vision and values will help you be at your best—and ensure you’re part of a team that lifts each other up.

After all, as Gandhi said, “Be the change you want to see in the workplace.”

Need help building a better recruitment strategy?

Give us a call on 020 3880 6655 or email contactus@ferntalent.com to get the ball rolling.

contactus@ferntalent.com

2024 has been a rough year for job applicants and hiring teams.

Hundreds of applications for any good roles going, especially if flexible or remote.

Overwhelmed hiring teams have had to take longer to review applications and have often not delivered the ideal candidate experience.

Squeezed budgets have led to some organisations spend months failing to hire, believing this will work out cheaper than working with a trusted, fairly priced recruitment partner.

Applicants have been left without response for weeks, sometimes never even hearing back after an interview. This leaves applicants feeling bruised and gives a poor image of the organisation.

Many great candidates have been overlooked, discounted by bias or presumptions such as career gap = not a good candidate or disabled = less competent. There's temptation among inexperienced hiring teams to be brutal when faced with mounting piles of applications but you're actually just discriminating and limiting your options for great hires.

Too many candidates have been making poor quality applications, believing the scattergun approach might be the way to get an interview. Typos on CVs, generic cover letters, often AI generated and with little or no reference to the person or job in question are prevalent and will get you nowhere. 

Your application is your chance to show your communication skills (required in just about any role) and present how you have what's necessary for the job. Sloppy applications don't show this and quality over quantity will save you time and get you opportunities much faster!

My advice to help with all of these trends is to focus on the people you want to work with.

Candidates - 

The best move I ever made was to Bamboo. I took time to find a team I really wanted to join. The feeling was mutual and Graham and Tim created a new role for me. It's worked out 😊

Other teams I spoke with had excellent offers but the values didn't quite align. For me, inclusion and honesty are non negotiable.

Stay true to your values, anything else can be adjusted. 

Have questions prepared for your interview panel and probe the values/ethics/culture side.

Notice how people evade answering questions by talking 'around' the topic instead of just answering.

Hiring Managers - 

Focus on creating an inclusive and welcoming environment and hire the people who will help nurture that. Skills can be taught, experience can be gained. Wherever possible and practical, allow for some upskilling for the best person who shares your values and has enough background to work with.

I genuinely see the benefits of working with great people and ensuring everyone enjoys the journey. There's nothing quite as exciting and rewarding than working with people at their best, finding hidden potential and matching up minds that will complement each other and fuel team development.

This year, I've had the pleasure of working with some absolutely delightful, successful and happy teams that have high standards but also know how to attract and retain excellent people with the values and work ethic needed for a thriving workplace culture and to bring out the best from everyone.

If you asked Santa for a great 2025 and plan resolutions to be more positive, I cannot recommend enough that you surround yourself with positive and inspiring people! Be at your best and know that your colleagues are there with you!

Be the change you want to see in the workplace (inspired by Ghandi! ;))

Grant funding opportunities

Grants are a vital source of income for charities large and small, here are some opportunities:

The Prudence Trust and Stone Family Foundation

Amount:  £30,000 – 100,000 per year
Term: 3 years
Deadline: September 2, 2024

This opportunity is open to charities that deliver evidence-based, specialist eating disorder services to young people aged 11-25, and their families.

What they will fund

You can apply for support of existing services, or new services if you have a track record in eating disorder support. Either way, you must be able to demonstrate the positive impact of your support.

The service you’re applying for should reach at least 50 young people each year. And the Trust is particularly interested in services that complement – rather than duplicate – either end of statutory provision, such as early intervention services or step-down support after a young person has been discharged from an NHS service.

Funding can be used for the following:

• Salaries for staff who deliver therapy sessions to young people and their families

• The costs associated with delivering support groups

• Specialist training for staff, including refresher courses, training to develop new skills or enable them to work with young people

• Room hire for therapy sessions/support groups

• Creation or printing of resources to complement the services you are delivering

Find out more and apply here.

Transport for London and The London Marathon Foundation

Amount: £8,000
Term: over two years
Deadline: September 9, 2024

In partnership with The London Marathon Foundation, Transport for London is looking to fund charitable projects and activities that enable Londoners to enjoy the benefits of walking and cycling.

The Walking and Cycling Grants London Programme will support projects that:

• Increase walking and cycling in London (including new, lapsed or occasional cyclists).

• Increase confidence in walking and cycling.

• Increase walking and cycling frequency.

• Make bike ownership more accessible.

• Introduce exercise via walking and cycling to people who are particularly inactive.

• Reduce social isolation and get people involved in their local community.

Funding can be used to cover set-up and running costs, equipment, and training for people who are less confident in cycling and walking.

Find out more and apply here.

Hammersmith United Charities

Amount: up to £15,000
Deadline: September 19, 2024

Under its Community Grants programme, the charity supports organisations that make a difference to people living in its area of benefit.

Priority Areas:

• Meeting basic needs (food, shelter, advice etc)  

• Work with families and children (supporting parents, education, play, transition points, vulnerable children) 

• Countering isolation (in any group and for any reason) 

• Building confident individuals and communities 

They’re keen to fund smaller, local organisations with a strong connection to their beneficiaries and a good knowledge of the local area. 

The funding can be used for one-off/ongoing projects, or core costs.

Find out more and apply here
Note: You’ll need to complete the eligibility checklist to access the application form.

Hospital Saturday Fund

Amount: up to £10,000
Deadline: December 2, 2024

The Hospital Saturday Fund supports registered charities, hospices, and medical organisations that require funding for medical projects, care, research, or medical training within the United Kingdom, the Isle of Man, the Channel Islands, the Republic of Ireland, and Malta.

What they will fund

• Medical projects

• Capital projects

• Medical care or research

• Hospice/respite care

• Medical training

The charity will also consider grants for running costs.

Find out more and apply here.

Sea-Changers

Amount: £500 - £2,500
Deadline: September 30, 2024

Sea-Changers awards one-off grants to UK-based charities that carry out marine conservation-related activities.

The projects they fund should achieve one or more of the following objectives:

• To address the root causes of marine conservation threats and challenges in the UK.

• To prevent or reduce negative impacts on UK coastal and marine environments and/or species.

• To add to the body of knowledge about marine conservation threats and challenges in the UK. ​

The charity will only fund projects (not core costs) and is particularly interested in grassroots projects that galvanise community action and/or increase the number of people taking action for marine conservation.

Find out more and apply here.

Give us a call on 020 3880 6655 or email contactus@ferntalent.com