Non-Profit Finance Hiring Trends: Why April Is Peak Recruitment Season

As we move into a new financial year, hiring in the non-profit finance space enters its busiest time of year. So, how can organisations – and candidates – take advantage of increased movement in the jobs market? Here, we provide insight and tips to help recruitment leaders and hiring managers navigate this busy period.

April – an important month for non-profit finance departments

As all finance leaders working in the non-profit space will know, there’s a lot happening in April. For many, the new financial year means fresh budgets are approved. For others, grants are being approved and budgets are being set.

The new financial year also brings strategic reviews and the finalisation of annual plans following year-end reporting. Leadership teams and finance departments have a clear picture of priorities, projects and the staffing required to deliver them.

It’s also not that long until the summer slow-down starts. Recruitment plans need to be put into action now if organisations want to bring in new talent – to stay ahead of the competition and beat the seasonal summer slump.

How can non-profits leverage the April hiring peak?

The most important point here is to ensure hiring timelines are tight. The faster organisations can move, the more likely they are to secure top-tier candidates. An efficient candidate process is essential, but what does that look like?

• Make the application process short and simple
• Draft clear job specifications
• Streamline the recruitment process
• Keep interview stages to a minimum
• Communicate quickly and clearly
• Be transparent around timelines and expectations

The candidate experience begins with the application, so it’s critical to avoid lengthy, overly complicated processes for people already investing significant time in a job search. In this AI-enabled era, it’s also important to personalise and respond when candidates have taken time over their application.

It’s equally important to emphasise your employer brand and benefits. As candidates are likely to be more active and assessing different opportunities, focusing on the culture, mission, values, impact and non-monetary employee benefits of the organisation will help attract talent. Candidates will gravitate towards clearly defined roles with growth potential. Now is also the time to assess your careers pages and advertising, and work with your recruitment partner to ensure these benefits are front and centre and messaging is consistent.

Recruitment trends in the April peak

The market tends to shift slightly over the spring period. Increased competition can push salaries upwards, as candidates may be considering several offers and feel more confident negotiating.

With increased activity, passive candidates are often more open to moving when they see a rise in opportunities being advertised and colleagues taking on new roles.

Of course, in a busy market, existing employees may also be more open to exploring new opportunities. We advise clients to conduct proactive conversations and retention initiatives, such as firming up internal promotions and preparing counter-offers.

How a specialist recruiter can help

Partnering with a specialist recruitment agency is a good idea for both employers and candidates. A specialist consultant brings an established network across the full spectrum of finance roles a non-profit is likely to recruit for. Boston Hale has built an outstanding reputation as a ‘go-to’ recruitment agency for non-profit finance roles, from Interim CFOs and Finance Directors to Part-Qualified Accountants.

We have grown a strong network across housing, universities, charities and membership bodies over many years and can deliver shortlists of proven interim and permanent candidates within tight timeframes. That network is made up of talent we know can deliver: interims we have worked with previously, pre-qualified permanent candidates seeking a move, and referrals from trusted contacts.

Our close relationships mean we develop an in-depth understanding of an organisation’s team, culture, structure and skills gaps. Alongside consulting on department structure, market insights and salary benchmarking, we are able to proactively introduce candidates who will quickly add impact and value.

Start the conversation early

The April hiring peak doesn’t last forever. Organisations that start the process early tend to see the best results. Clear planning, responsive processes and strong networks are what make a successful recruitment campaign, particularly when supported by a specialist recruitment consultant.

If you’re planning to hire or are open to a move, now is the ideal time to start the conversation. Speak to our non-profit finance team to understand how we can support your recruitment or career goals.