Blake Joubert’s Post

‘The world does not need another recruitment company’ 4 years ago when I started thinking about starting my own recruitment company this was the basis of the blueprint, you might be thinking … Come on mate? But you are one aren’t you? Yes but No. Our thinking was who needs another company shouting that their USP is that they are ‘ethical’ or ‘honest’ or they have integrity ...blah blah ..for us thats what we should be regardless. Everyone should be doing their work in this way. So me and my mate Lucy Reeves started Marvel on the basis of 3 things. People over Profit… We wanted to be a force for good. Put good people in good companies, we donate some money to charity and the world is a better place. Thats the mindset, you do business in the right way. Not the easy thing, the right thing. Thats why we became B Corp last year, it sums up the way we work and do business. Inclusive recruitment… Let’s face it, there is a ‘type’ that gets the job and for us thats just a poor show. Everyone deserves a brilliant career no matter who you are. We exist to level the playing field. From anonymised CV’s to No CV.. we are stretching the boundaries in the space. We will continue to innovate in this space. Giving back…. We wanted to create a sustainable business model through Marvel that enabled us to give back to charity every time somebody was placed. In comes the 1% model. For every candidate we place we donate the equivalent of 1% from their salary out of our fee to the Marvel Foundation.We have a target of £200,000 in 5 years, we are currently tracking at £140,000 in 3.5 years. You see everyone in our business follows the blueprint and we genuinely believe this creates a culture where we all look forward to the work we are doing and it also helps us better ourselves doing lots of good stuff. So yes, we are a recruitment company and good one that delivers but hopefully one that does things a little differently to the norm. Have a good weekend everyone. Cheers 🫡

Let’s talk about manners in business. Couple days ago, I got a message from a student, which he asked me about where he could apply for my non-profit. Then, out of the blue, he throws a middle finger at me. Here’s what I will say. LinkedIn is a professional community, and it no place to mess around to fool people. People like this, especially students examining such behaviour is an absolute disappointment and is the reason why many employers, like us hesitate to hire them, or consider them to be serious. It is important to consider the implications of one’s actions— a foolish choice by one person can destroy the public image of the entire group the person may be in.

I've found that designers that struggle with job hunting usually fall into one of three buckets. 1. They are not good at interviewing 2. They don’t communicate their experience well in their portfolio 3. They don’t have enough experience. If you don’t know which bucket you’re in, you can easily waste time on the wrong thing. No matter how much you polish your portfolio, if you don’t have enough experience, it won’t matter. Don’t polish a turd (sorry lol). For people in that bucket, your focus should be on gaining more experience. Can you take on projects in your current role where you can gain more experience? Can you help small businesses or non-profits? Also — network. Because someone might just take a bet on you.

EDIT: Thank you all for the brilliant suggestions. Kindly note that I’m going to review every suggestion before 27th January 2024 and then pick from there. So, if you’re reading this after 27th Jan, note that I’ll have already decided which charities to work with on this. Thanks again for your help :) - Good news: Charity leaders, I'm for hire (for free) as a speaker. I'll be doing Ten Charity Talks as part of my Fifty-Two Speaking Events this year. I've not done a great deal of charity work (yet) but have done lots in business: 1. Founded the UK's Leading Personal Branding agency: WOAW 2. Worked with 100s of companies (from small ones to $1bn valuations) 3. Run a profitable business for 5+ years, hired, fired, now founded 3 more I'm passionate about work that helps: 1. Guide those who've been dealt a bad hand in life 2. People who work hard but lack role models 3. Provide self-esteem to young people I can talk about a bunch of stuff, including: 1. How to build relationships that can change your life 2. How to work with your future self to improve your opportunities 3. How to create a personal brand that can accelerate your career growth Here's how hiring me for free as a speaker works: 1. I'll come to your office or your event 2. I'll deliver a talk to the team or community you work with 3. I'll waive my fee and cover all expenses, inc. travel and accommodation Regarding requirements, the talk must: 1. Be in-person 2. Take place in Europe 3. Happen within 6 months Why I'm doing this: 1. Exposure to new life realities that I don't know about 2. Meet new leaders who want to leave the world a better place 3. My Mum: She continues to show me that helping costs nothing If you want to hire me (for free) as a speaker for the charity you work for, write "we're in" in the comments below and I'll start organising dates for the next few weeks. If you know a charity that this could work well for, tag them ⤵

In the finance charity sector, recruitment isn't just about finding candidates—it's about finding passionate individuals who are driven by purpose and a desire to make a difference. This can be particularly challenging, but it's also incredibly rewarding. As we continue to face unprecedented challenges in recruitment, it's crucial to remember that every obstacle presents an opportunity for growth and innovation. Whether it's finding the right talent, adapting to new technologies, or meeting the evolving needs of our communities, the road may be tough, but the impact is immeasurable. Building Strong Networks: By leveraging connections and partnerships, we can tap into a wider pool of talent and share best practices. Innovating and Adapting: Staying ahead in a rapidly changing world requires embracing new recruitment strategies and technologies. Staying Resilient: The work we do is challenging, but the impact is life-changing. Let's stay focused on our mission and keep pushing forward. To all the finance, IT and Facilities professionals, your work is invaluable. Let's continue to inspire, innovate, and uplift one another. Together, we can build stronger, more resilient teams dedicated to making a positive difference in the world. #FinanceCharity #Resilience #DiversityAndInclusion #MakingADifference

Questions to ask about a fundraising job vacancy. What would you add / remove / change on this list? (Not necessarily in this order. Not all will apply. It can be hard for a job applicant to ask any of these questions.) 1 How much is the salary? Does it include incentives, profit-sharing, percentage based remuneration, or other bonuses that are not allowed under the AFP / CFRE Code of Ethics? 2 What are the benefits, including vacation, personal leave, professional development? What is included under personal leave? 3 Is the work in-office, hybrid, remote? If in-office, why? 4 Does the position require a university degree? Why? 5 How long has the position been posted? Has it been re-posted? Is it currently vacant? If vacant, how is fundraising being handled in the interim? 6 How long was the last person in the job? Why are they leaving? What about the person before that? May I speak to the departing employee? 7a How much is the fundraising goal? 7b How does the fundraising goal compare to past results? 7c What have been your major revenue categories? 7d What is your fundraising expense budget? Are you willing to spend more to make more? 7e How many staff are involved in fundraising? What are their duties? What skills do they have? What do they need? 7f How many volunteers are involved in fundraising? What are their duties? What skills do they have? What do they need? 7g What's the money raised for? 8 Is the fundraising goal increasing? Because of expanding needs or past shortfalls? 9 Do the board, senior staff, senior volunteers participate by identifying, stewarding, AND asking prospects? Do they donate appropriately according to their means? Do they take an active part at events? Or do they expect the staff to do it all? 10 Do you expect the new fundraiser to bring a list of connections? 11 What staff report to this position? What expertise do they have, and need? 12 Who does this position report to? 13 Is the job description and fundraising plan reasonable? 14 What skills are most needed to succeed at this job? 15 How long after I start do you expect me to be raising more than my salary? 16 Are community members / clients / service users involved in decision making, or is this more a top-down charity model? 17 What do you do to reduce sexism, racism, ableism, ageism, and other forms of discrimination? 18 Are there any ethical considerations that affect fundraising here? For example, no gambling or alcohol at events, or no grants from fossil fuel companies.

New year. Same me. New focus 🔎 I've spent the last few years stepping in as Interim Development Director for organization's after they've lost their DD, helping them maintain fundraising momentum while they search for their next fundraiser. I know firsthand the impact that kind of transition can have on an organization 📉 Turnover is real. And in my opinion, it's the leading cause of stagnation for nonprofits. Any position lost is difficult, but a position so dependent on relationship building like Development is devastating 😞 Unfortunately this is not uncommon for nonprofits. The average turnover rate for fundraisers is 16-18 months with more and more of them opting to leave the sector altogether. The hiring market is tough, hiring fundraisers is even harder. I've benefitted from being a part of the hiring process at so many different organizations over the last few years during my interim roles. I saw some really great hiring practices, and a lot of not so great 👍 👎 It's not always their fault, most nonprofits don't have an in-house HR director or anyone whose job is dedicated solely to hiring. However, Your hiring process is the first impression you make with any candidate and it sets the tone for a possible future together. I'm excited to announce that Brittny Wilson Consulting is now offering recruitment services! I've developed a custom 3-phase hiring process to ensure we find your next rockstar fundraiser 🤘 Considering the cost of hiring a fundraiser today, it’s worth the investment to find the right candidate and make a great first impression 😎 Looking forward to this new step in 2024 and what it brings 🌟 #nonprofithiring #recruitment #recruiting #fundraisers #newgoals

Hello LinkedIn Network! I'm now well into my second year at Charity People, and realised my LinkedIn network is full of so many more amazing people who I may not have had the chance to have a proper chat with; so I'd like to do a big "Hello" to my connections, explain a bit about my background, my brilliant team, and the work we do! I'm a very lucky dad of 3-under-3, am originally from Newcastle, a former Corporate Fundraiser of 17 years where I was super lucky to have worked for the likes of The National Autistic Society, YouthNet (now The Mix Charity), Living Streets and Dogs Trust. I made the move last year to Charity People, where I now lead the absolutely mint Fundraising Recruitment Team working on every type and level of fundraising role (hey Katharine Tinker-Switzer and Tanya White!) We are also about to announce our newest team member who starts next week...more on that later! Some of the things I love💚 Working in true partnership with charities; Breaking down barriers for candidates; An accessible process with EDI at the heart of everything (for example looking at type of materials, interview format, questions in advance, application process, and feedback, language and much much more!); Charities who are open to new ways of recruiting into their team; Receiving supportive feedback for candidates; Looking beyond the sector and having a skills based search; Investing in people's personal development; Embracing a holistic definition of flexible working; Creating a tailored approach to each search; Transparency both ways; Challenging the past way of recruitment - we must do better! Some of the things I really do not love 💔 Barriers to people applying for jobs; Saying roles are flexible but not tailoring them to each persons' situation; Lengthy application processes; Unnecessary tasks or asking waaaaay too much from a task; Too many interview stages; Expecting to find a unicorn candidate; Rehashed job descriptions from years ago; Dismissing out of sector candidates; Short turnarounds; Leftfield questions during an interview; Making presumptions of people; Asking about gaps in employment; Not showing the salary; Asking candidates their current salary; Lack of transparency; Not giving feedback! As a Fundraising Recruitment Team, we really champion working in partnership with the amazing charities we represent. We all have previously worked in the sector and have genuine passion to change the sector in a positive and collaborative way with partners. If you are a candidate or charity who wants to find out more about my approach. search process, and the values I embed throughout every search, get in touch, I'd love to talk. I'll leave you with a rare photo of my beautiful family, apologies for the absolute chaos; getting a photo of all five of us is pretty much impossible! #CharityPeople #Reflections #CharitySector #Fundraising #Partnership #InclusiveRecruitment

Crafting job descriptions that attract top talent to non-profit positions can be a game-changer. 🌟 In the non-profit sector, it's essential to highlight the impact and purpose of the role. Start by clearly defining the mission and values of your organisation. This helps potential candidates understand the bigger picture and how their contributions will make a difference. Remember, many professionals are driven by purpose over profit. Next, focus on the specifics of the role. Outline the key responsibilities and required skills, but keep it concise. Use bullet points to make it easy to read: - ✅ Key responsibilities - ✅ Required skills - ✅ Desired qualifications Don't forget to mention the benefits and perks. While non-profits might not always offer the highest salaries, there are other ways to attract talent. Highlight opportunities for professional development, flexible working hours, and the chance to work in a passionate and supportive environment. Finally, make sure your job description is inclusive. Use gender-neutral language and encourage applications from diverse backgrounds. This not only broadens your talent pool but also fosters a more inclusive workplace. What strategies have you found effective in attracting top talent to non-profit roles? Share your thoughts in the comments or visit martinveasey.com to learn more about our tailored recruitment solutions. #NonProfitJobs #TalentAttraction #RecruitmentTips

I've worked in the voluntary sector for 29 years. One of the things I find rewarding about my line of work, is when businesses recognise how they can help, besides donating cash. I'm pictured here with lovely Tom from Utilita Energy who are kindly letting us use their Community Room for a meeting, free of charge. Thanks Sam Chudasama for arranging this. But they've gone one step further and conducted mock interviews with participants interested in one of their customer service roles. This kind of activity helps Shaw Trust participants who have been out of work and interview practice, to regain confidence to apply for jobs. What's more, hiring managers can spot potential talent for future recruitment. This happened recently with ATM when Jo Regan-Iles and Rob Bastock came to our 'Back to Work' day. It's a 'win-win'! 😁 So here's my challenge to Corporate Social Responsibility and Social Value Managers - consider relatively small, but effective ways that you could help a local charity. It could make such a difference. 🤗 Shoot me a DM if you'd like to get involved (or if you're hiring, of course! 😉) #CSR #SocialValue #recruitment #employability #jobs #hiring