The State of Recruitment in a Challenging Job Market

This article was supplied by Tilda Bostwick | Fundraising Talent

[Fundraising Talent are a New Zealand agency specialising in professional Fundraisers for the charity and education sectors]

In a challenging job market, the recruitment landscape is evolving rapidly, influenced by social, environmental, and political factors. The need for resilience in the sector has never been more critical, especially as it faces a candidate-short environment.

According to the 2024 State of the Sector survey from Community Networks Aotearoa, many organisations are still grappling with the aftermath of COVID-19. A significant number are dipping into reserves more than they did in previous years. Despite these challenges, 80% of charities in New Zealand are investing in professional development for their teams, and 74% have managed to increase wages over the last two years. For Educate Plus members, salary increases have ranged from 16% in Australia to 25% in New Zealand between 2021 and 2023 (Educate Plus 2023 Salary and Conditions Report).

Current Recruitment Trends
Recently, there has been a slight uptick in job advertisements—up by 3% from June to July—largely driven by the retail and tourism sectors preparing for summer (Seek data). However, year-on-year comparisons show significant declines in job ads, especially in major cities like Auckland and Wellington. We have also noticed that approximately 10% of our candidates have temporarily left the sector due to parental leave or post-COVID travel.

Application Dynamics
Interestingly, while job ads are fluctuating, we have noticed an increase in the number of applications for roles that are suitable for candidates with transferable skills, but a decrease in applications for specialist fundraising roles. We are getting far fewer responses to our advertising overall as most candidates are gainfully employed and happy to stay in their current roles for stability, meaning they are not exploring other options. As a result, a significant amount of our recruitment work is done via shoulder tapping and through our candidate database.

Work Environment Preferences
Remote working continues to be a sought-after option but is increasingly seen as an entitlement that needs clear definition. A recent CBRE report highlights that workers are returning to offices more than before, yet hybrid models remain popular—with 91% of organisations supporting such arrangements. Flexibility is key; it makes positions more attractive, particularly for those facing physical or mental health challenges.

What Candidates Want
Candidates tell us that the most important thing when considering a new role (after salary progression) is workplace culture. People want to be part of a respectful working environment in functional teams with adequate resources.

In conclusion, while recruitment faces its share of challenges, organisations that adapt—especially by offering flexible work arrangements—can find opportunities for growth.

If you’d like to discuss tailored recruitment strategies or salary benchmarking services, Fundraising Talent are here to help!

Contact Tilda Bostwick at tilda@fundraisingtalent.co.nz