A Growing Field

By Moyra Doyle

During the last 10 years, the team at Richmond Associates, specialist recruiters of advancement professionals in the UK, has seen a significant increase in demand for major gift fundraisers across the nonprofit sector. The arts, hospitals, international aid charities, and universities are all looking for talented fundraisers, and the UK simply doesn't have the depth of talent to fulfill this ever-growing demand. And it's not just major gift fundraisers who are in demand.

More alumni relations, annual fund, marketing, and communications professionals are needed as well.

Part of the growing demand for experienced advancement professionals stems from the 2004 publication of the Thomas Report, Increasing Voluntary Giving to Higher Education, which examines philanthropic culture in the UK and the United States. It outlines specific recommendations that include simplifying the tax system for gifts of income and creating a matched funding system to support institutions' capacity building for effective fundraising.

In February 2007, the UK government announced that it would provide £200 million over three years in a matched funding program to support English universities. And the UK government's announcement in April 2008 of a further £200 million in matched funding means that the demand for advancement professionals is only going to continue to grow.

One of the downsides of this supply-and-demand equation is the revolving-door syndrome that advancement offices are now experiencing. Many fundraisers are capitalizing on the heightened demand to increase their salaries or make career progressions that would normally have taken several years to achieve. As a result, universities are not only experiencing the increasing costs of recruitment, training, and development but are also losing the continuity of relationships with alumni, volunteers, and donors, which damages their chances of meeting fundraising targets.

As recruiters, we have observed two key trends over the last few years. One is the increase in experienced North Americans, particularly those with significant major gift and campaign experience, considering a move to the UK. The second is the interest in fundraising from those outside the sector who are looking for a mid-career shift.

Successful international moves

In recent years, North Americans have made a significant impact on advancement at several UK institutions, including the London School of Eco­nom­ics, Edinburgh University, and Oxford University. The early signs are that the imported experience, know-how, and attitude are accelerating implementation of new fundraising methods, systems, and practices at these institutions, and attracting UK candidates who wish to work with experienced North American professionals.

During the last two years we have helped more than 25 professionals move to Europe. Those who made a successful transition were able to do so because of a combination of factors, including a desire to understand a new culture, a willingness to share their experience with others, and an ability to adapt.

Not everyone who moves to the UK is happy with the new environment. Some find the cultural differences, particularly related to philanthropic giving, difficult to overcome. Others miss home and find that their families are not able to settle.

The lure of an international career experience continues to entice many North Americans to move to the UK, however. We expect this trend to remain strong for the next few years.

Mid-career moves

Richmond Associates also works with a broad range of professionals who have reached a stage in their careers where they want to deploy their skills and experience in order to "make a difference." Thus, we have encouraged many of our clients to be more flexible. Many are now accepting that, in a time of shortage, finding candidates with the right attitude, interest, and motivation is more likely to result in better retention rates than selecting the skilled and experienced candidates who are in the greatest demand. This assumes that an organization has clearly planned induction, training, and ongoing personal development for new employees.

How an organization differentiates itself is critical to attracting the right candidates. For most nonprofits, the key differentiator is the cause and mission. When an organization passionately articulates its mission as part of the recruitment strategy, the result can often be placement of a fully committed potential star employee. An employee who is committed to the cause, has relevant transferable skills, and is provided high-quality training is far less likely to be tempted through the revolving door.

There has rarely been a more exciting time to develop a career in advancement. These potentially global careers provide the opportunity to develop on both a personal and a professional level. It is possible to specialize in one specific area, such as alumni relations or major gifts, or to gain experience across all areas while developing excellent management and leadership skills. A career in advancement is possibly the most rewarding one that a professional who cares about the world they live in could have.

About the Author Moyra Doyle

managing director, Richmond Associates

Moyra Doyle founded Richmond Associates, a specialist recruitment consultancy to the culture, education and charity sectors, in 1999. Prior to this Moyra was Development Director at the South Bank Centre. Her earlier career included managing an international sales and marketing team for BBC Worldwide.