Interview with Matt Till, Nonprofit Recruiter at Prospectus

Matt Till is a seasoned nonprofit recruiter at Prospectus, a leading recruitment consultancy with nearly 70 years of expertise in the charity and not-for-profit sector. Specializing in leadership roles, Matt designs and executes bespoke recruitment campaigns to attract diverse professionals, ensuring the highest caliber of talent for civil society organizations.

Tell us about your journey as a recruitment specialist for

Prospectus and what inspired you to specialize in nonprofit recruitment in the UK.

I began my journey at Prospectus as a trainee, gradually advancing through entry-level

positions and undergoing training along the way. Interestingly, my initial connection with

Prospectus stemmed from my partner's exploration of opportunities in the nonprofit sector. They suggested I reach out to Prospectus, and to my surprise, there was a fitting position available for me.

What attracted me to Prospectus, particularly within the nonprofit sector, is its deep-rooted

commitment to causes. Yet, what truly stood out for me was the opportunity to gain a holistic

perspective. Working here allowed me to observe how various issues and themes are

interconnected, providing me with a broader understanding of the sector. With each role, I

had the privilege to learn about different organization's work and witness their impact

firsthand, which was immensely enriching. Over time, my journey at Prospectus has been characterized by steady growth and progression. Starting as a trainee, I've advanced through roles such as consultant, senior consultant, team leader, and now, as an associate director. In my current capacity, I lead a team of consultants focusing on senior recruitment, specifically targeting head of and director-level positions.

What I find most rewarding about my current role is the opportunity to engage in meaningful

conversations with clients. Leading the team has enabled me to delve deeper into strategic

initiatives and foster closer relationships with our clients. This aspect of my role allows me to

add significant value and contributes to my overall fulfillment within the organization.

Can you talk about the landscape of nonprofit recruitment in the UK at this point and what

trends and changes have you witnessed throughout your career?

It's been quite an interesting period. You know, moving through Brexit, into the pandemic,

and now facing the challenges of the cost of living. The charitable sector has responded to

these events by adapting its support for people and civil society. Some trends have emerged

as a result. Across the working landscape, hybrid working has become more prevalent,

offering greater flexibility for employees. This shift has opened up new opportunities for

individuals to develop their skills and join organizations they may not have considered

before.

One notable trend is the increased focus on data and insights. Organizations are realizing

the value of data in understanding the needs of beneficiaries and guiding strategic decisions. The way data is collected, stored, and utilized has become crucial in shaping service delivery and organizational direction.

Additionally, there has been a significant rise in demand for services, driven by the

challenges of the pandemic and the cost of living crisis. As a result, organizations are

seeking ways to efficiently deliver their services while meeting the growing needs of their

beneficiaries.

Furthermore, there has been a diversification of funding income streams. Traditionally,

fundraising relied on individual donations, corporate partnerships, and major donors.

However, platforms like Twitch and social media have emerged as new avenues for

fundraising, with individuals using gaming channels and online platforms to raise funds for

charitable causes.

Overall, these trends reflect the evolving landscape of nonprofit recruitment in the UK. While

some changes are influenced by broader societal events, others are unique to the sector

itself.

What might be some of the common misconceptions that people might have when

they want to transition into the nonprofit sector, and how do you usually end up

addressing those misconceptions when working with candidates and getting them

recruited with organizations?

Many people hold a misconception that those in the nonprofit sector aren't as capable as their corporate counterparts. However, having worked in both sectors, I can confidently say that the nonprofit world is filled with some of the most dedicated and passionate individuals I've ever met. Contrary to popular belief, it's not all about fluffy ideals and slow-paced work. While it's true that nonprofit roles often come with lower pay compared to the corporate sector, organizations in this sector often prioritize culture and belonging. They understand the importance of work-life balance, offering benefits like flexible hours and time off instead of overtime.

In recent years, there has been a significant focus on diversity, equity, inclusion, and

belonging within nonprofit organizations. This includes efforts to reflect better the

communities they serve and promote diversity of thought. However, there are challenges,

especially when it comes to hiring international talent due to visa restrictions. While setting

up sponsorship for international candidates can be time-consuming, it's not as expensive as many assume.

Moreover, nonprofits are increasingly recognizing the value of lived experience within their

organizations. People from diverse backgrounds, including those with firsthand experience

of the issues they work on, bring invaluable perspectives to the table. This is particularly

important across various thematic areas such as refugee migration, poverty, homelessness,

health, and disability.

Overall, the nonprofit sector is evolving in exciting ways, embracing diversity, and striving for

greater representation at all levels. By fostering a culture of inclusion and leveraging the

unique experiences of their staff, nonprofits are better equipped to address the complex

challenges they face.

Speaking of this diversity and the values that different candidates from different

backgrounds bring together, how do they assess the cultural fit between candidates

and organizations that you're recruiting for, especially when you're considering the

diverse range of missions and values that the organization also wants to focus on and

the diverse range of experiences that candidates bring with them?

When it comes to supporting organizations, one of our key strategies is encouraging face-to-

face interactions. Meeting with them in person allows us to grasp the essence of their office

culture, which is crucial in determining the type of candidates who would thrive there. For

instance, a large national charity with hundreds of employees might appeal to those seeking

a bustling environment, whereas a youth club with constant interaction with service users

might not suit everyone.

Understanding what candidates truly desire in their roles is paramount. We aim to align

individuals with organizations that match their preferences. Some are drawn to international

development work for its global impact, while others prefer roles where they can directly

witness the impact, such as in hospice or youth center settings. It's not about candidates conforming to an organization's culture; rather, it's about finding the right fit for them. Whether it's a large charity or a grassroots organization, the key is identifying the environment where they can thrive and contribute meaningfully. So, if someone's passion lies in working with children and young people, we explore options ranging from prominent national charities to smaller, community-based initiatives. Understanding their ideal work environment is the cornerstone of our approach.

Moving on to what candidates can bring to their roles and what. So my next question

would be, what are some of the key qualities and attributes that non-profits are

typically looking for in a candidate when they are applying? Especially for entry-level

positions, whether as a fresh graduate or whether with entry-level roles.

Navigating the entry-level hurdle can be daunting, especially fresh out of academia. It's not just about academic achievements but also practical experiences that set candidates apart.

So, what can candidates bring beyond their academic qualifications? Volunteering, Active

participation in societies, part-time jobs, or even trusteeships offers valuable real-world

experiences that enrich their CVs. These experiences add substance to applications, giving candidates talking points to align with the role profile. It's essential to demonstrate a genuine understanding and engagement with the organization's work. Many applicants dive straight into showcasing their skills and experiences without reflecting on why they're drawn to the organization or the role.

Taking the time to articulate what appeals to them about the organization and how they see

themselves contributing to its mission can make a significant difference. In a sea of

applications, those who show a deep understanding of the organization's objectives and how their role fits into the bigger picture stand out.

So, while it's crucial to highlight skills and experiences, it is equally important to convey

passion and alignment with the organization's mission. By doing so, candidates can position

themselves as valuable assets who are not only capable but also deeply committed to

furthering the organization's goals.

What are some of the most common mistakes that you see when you are going

through resumes and cover letters for entry-level candidates? For when they are

applying for nonprofit roles that.

Crafting an effective CV can be a game-changer in the job hunt, especially in the nonprofit

sector. Unlike the corporate world's one-page CV culture, nonprofits often welcome more

comprehensive CVs. Here's how to make yours stand out:

1. Name, Contact, and Personal Profile: Start with the basics. Include your name,

contact details, and a short personal profile. This paragraph, just four or five lines

long, should succinctly outline who you are and what you're looking for. Be clear

about your career aspirations and how they align with the nonprofit sector.

2. Key Skills: Highlight four to six key skills relevant to the role you're applying for.

Tailor these to match the job description's requirements. Whether it's project

management or copywriting, these skills should grab the recruiter's attention and

entice them to read further.

3. Career History or Education: Depending on your experience, lead with either your

career history or education. If your background includes relevant work experience,

prioritize that. Otherwise, focus on your educational achievements, especially if they

directly relate to the role.

Remember, your CV should ideally span two pages. Don't fret about condensing everything

into one page. It's better to provide detailed, relevant information than to leave out crucial details.

Moving on to the supporting statement or cover letter, here's how to make it shine:

1. Personalization: Avoid generic statements that could apply to any organization.

Tailor your supporting statement to showcase your understanding of the

organization's mission and why you're passionate about it. Recruiters can easily spot

stock statements, so make yours stand out with genuine enthusiasm.

2. Demonstrate Impact: Use the STAR method (Situation, Task, Action, Result) to

structure your responses to specific questions. But don't stop at the action

stage—highlight the impact of your actions. Recruiters want to know the tangible

difference you made in your previous roles. So, focus on outcomes and

achievements to leave a lasting impression.

How long would you recommend a covering statement should be? Should it cover

every possible working experience that a candidate has? Or should it be just very,

very relevant, and very concise? What are recruiters asking for at this point?

When it comes to crafting a supporting statement, tailoring its length to your career stage is

key. For entry-level roles, aim for a concise one to one-and-a-half pages. As you progress to

more senior positions, you can expand to two pages, but avoid going beyond that.

Start strong by dedicating the first third of your statement to why you're interested in the role and the organization. Keep this section brief yet impactful, like answering why you concisely want the job. This sets the tone and quickly demonstrates your enthusiasm.

Then, dive into your skills and experiences relevant to the role. Share anecdotes from your

studies, work, or projects that align with the job requirements. Avoid bullet points and

instead, craft your statement in engaging prose. Focus on quality over quantity, ensuring

readability and relevance throughout.

For technical roles, pay close attention to what the employer is asking for. Some may prefer

a clear, concise list of experiences, while others may prefer detailed prose. Be prepared for the rise of platforms like Beapplied, where applicants respond to set questions instead of submitting traditional CVs and statements. This system helps reduce bias and barriers, benefiting candidates with diverse backgrounds.

Tailor your application approach to match the employer's preferences and requirements. By

doing so, you increase your chances of making a positive impression and securing that

coveted interview.

What are some of the ways to get practical experiences, and what platforms would

do you recommend for fresh graduates trying to enter the nonprofit sector?

I think it's essential to focus on function first. Identify the specific function you want to

develop skills in, such as monitoring and evaluation, and seek opportunities to contribute

those skills to organizations aligned with your studies. Explore smaller grassroots

organizations that may need support with areas like social media or impact work. Avoid

solely focusing on big charities, as smaller organizations may offer more valuable

experience and opportunities. It's crucial to understand the function you want to specialize in, whether it's data, communications, campaigning, advocacy, or policy. Developing skills in your chosen function will open doors to roles in your desired sector.

In today's complex job market, what strategies do you recommend for entry-level

candidates applying to nonprofit roles?

It's essential to be focused and not burn yourself out. Quality over quantity is key when

applying for jobs. Utilize LinkedIn to build your professional network and follow organizations of interest to stay updated on job opportunities. Connect with professionals in your desired field and seek advice on job applications and career paths. It's also helpful to look at the career trajectories of individuals in senior positions to gain insights into potential career paths. Keep organized, apply selectively, and engage with sector-specific news outlets to stay informed.

Considering the financial stability of nonprofit organizations, should entry-level

candidates assess an organization's financial sustainability before accepting a job?

While it's possible to assess an organization's financial status through resources like the

Charity Commission, I believe focusing on the opportunity skills development,

organizational culture and growth potential are more important for entry-level candidates.

The nonprofit sector is resilient, and while funding may fluctuate, the experience gained in entry-level roles can be invaluable for career development. It's crucial to evaluate what you can gain from the role rather than solely focusing on the organization's financial

Lastly, do you have any final advice for entry-level candidates looking to break into

the nonprofit sector?

Remember not to burn yourself out and take breaks when needed. Seek feedback after

interviews to learn and improve. Understand your interview style and be concise and

effective in your communication. Persistence is key; every rejection is an opportunity to learn

and grow. Consider taking a break if needed to maintain mental well-being. Eventually, with

persistence and self-reflection, you will find the right opportunity.