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As the war for talent continues, a key consideration for any organisation should be how efficient their recruitment process is. Whilst this may seem a simple consideration, many organisations lose out on talent due to lengthy applications processes, lack of consistency in the way that candidates are interviewed, and slow decisions that result in candidates dropping out of the process. 

The talent pool that is available to you as an organisations is also available to a wide range of other businesses and candidates have a growing expectation of how good an organisation's hiring process should be. If candidates are made to wait for hiring decisions to be made or asked to jump through unnecessary hoops, then they tend to be snapped up or drop out of the process. Also, in our experience, slower decisions do not improve quality and can cost your organisation more money in the long run.

Here are some of the things you should consider when reviewing your recruitment process.

Take the time:

Before you actively go to a market with your requirements or brief an agency, it is important that you take the time to determine;

•    What you are looking for in a candidate (skills and profile)
•    How you are going to sell the opportunity
•    What your interview process looks like
•    Who will be involved in the process
•    How many stages there will be

Some organisations don’t take the time to agree this upfront and it can then feel disjointed and unorganised for the candidate. It is important to do this before you start the recruitment process to avoid unnecessary delays and risking candidates dropping out of the process.

It is also important to think about why a candidate should join you. Ask yourself what is in it for them, what is it like to work for you and what does the role look like day to day? The candidate may also want to know about your values, your vision as an organisation and any other differentiators that set you apart from your competitors. 

The 80% fit:

At Hunter Merrifield, we always talk about finding the 80% fit. This means finding a candidate that meets 80% of the criteria of any role, leaving 20% so that the candidate has room to learn and grow. This means as an organisation you can offer an exciting opportunity to the candidate, and you are more likely to retain them long term. 

For instance, you may have a candidate who has the attitude and skills that you are looking for but does not have the industry experience that you were initially after. This would mean that the candidate may not hit 100% of your criteria but if they have done their research and have a willingness to learn, then they may be the perfect fit long term. 

It’s all about the process:

The cost of a bad hire can differ depending on the organisation, but the investment can be significant when you consider the cost of advertising, recruitment fees, onboarding, training, and continued investment in that individual. 

It is important to agree upfront what your interview process looks like, who will be involved and how many stages there will be. Some organisations don’t take the time to agree this upfront and it can then feel disjointed and unorganised for the candidate.

Most candidates expect to have a fast and straightforward application experience. Therefore, the first impression that you give at the point of application is sometimes the most important. This will in turn widen the available talent pool from application to interview stage.

If you are struggling to coordinate the interviewing in person, then remember that candidates are now familiar with remote interviewing and even if you are keen to meet them in person, the initial stages can be done over a video call. 

Many organisations have a recruitment process that may be different for each hiring manager or that may have evolved over time and may in turn be more complicated that it needs to be. A high proportion of candidates will abandon a job application if it is too lengthy or complicated and the same applies to an interview process, so making sure your process is detailed upfront and is as simple as possible.

Using an Agency:

Considering a recruitment partner can be an effective way to not only streamline and coordinate the application process, but they can also be on hand to advise you throughout the recruitment process. They can consult with you on what works, what you may need to consider changing and are able to collect live feedback from candidates, which means we can act quickly if a candidate in considering dropping out the process.

At Hunter Merrifield, we actively consult our clients on their recruitment process and take the time to discuss the availability of talent, market conditions and any challenges that they may face. We understand the added complexities of the current recruitment climate and pride ourselves on being a strategic partner to employers across a wide range of specialisms.

If you would like more specific advice on how to refine your recruitment process, then please contact us directly.

Despite the challenges the UK jobs market has faced during the pandemic, this summer the UK finally welcomed a glimmer of hope as the UK labour market started to show signs of recovery and return to how it was, pre-covid.

However, whilst the pandemic saw unemployment at a record high due to many organisations reducing their headcount as a result of uncertainty in the market, we are now seeing a new trend which is seeing almost one in four UK workers actively planning to leave their current role by choice. This emerging trend has been prompted by “The Great Resignation”, which has recently hit the UK. 

The Great Resignation is a widespread trend which has seen a significant amount of workers leave their current role to join another organisation, explore a new market or to in fact, retire.

So, why the sudden influx of voluntary redundancies? There are a large proportion of people who have blamed Covid-19 for this new trend, as the pandemic has given workers the opportunity to reflect where they currently work, their work/life balance and long-term goals. 

Recent data from ONS figures show that almost one million workers switched jobs over the summer, while vacancies increased to 1.3 million. But the question is why are job seekers choosing now to resign?

As the economy continues to recover, jobseekers now have the opportunity to switch jobs by choice and work for an organisation that truly reflects their values and qualities. This also means that they now have the upper hand when it comes to their job search allowing them to demand better hours, pay and a work-life balance suited to their requirements.

So, as jobseekers continue to remain in the driving seat, how can you use “The Great Resignation” phenomenon to your advantage when considering a new role?

Network in your market 

Expand your current network by connecting with specialist agencies within the Not for Profit sector. At Hunter Merrifield, we have many experienced recruitment consultants who know their market inside out and can present you with the best opportunities and guidance needed to navigate this crowded market.

List the non-negotiables 

We now live in a world where you can now build your career around your lifestyle, instead of the other way round. So, when you are considering new organisations and even new markets, be clear with yourself on what you are and are not willing to accept. Did you previously commute in 5 days a week and are now looking for a hybrid working pattern? Perhaps you are used to a 60-hour working week and would prefer to switch to part-time?

Make sure you write a list of the non-negotiables you require in a new role and the factors that you are happy to compromise on. Be clear and honest with yourself, as interviewing is time consuming for both you and the organisation, so don’t waste yours on an opportunity that can’t give you what you need.

Understanding your why

Why are you really open to a new role? Is it for a salary increase, work-life balance or perhaps your current employer is unable to provide you with the support you need to progress? Whatever the reason, be clear with yourself on why you are looking for a new position and ask yourself if this is something that your current company can fix. If they can’t, then it’s time to get yourself on the market and see what opportunities are out there.

Consider a new industry 

Looking for a new job can be a daunting process and feel like a full-time job in itself, but it doesn’t have to be! With now being the best time for candidates to consider a new job, why not consider a new career path too? 

This could be your chance to finally pursue a job in a field that you’ve always thought about. As there is currently such a shortage of workers, many companies are willing to look past the need for experience and instead, train new employees. 

Don’t miss out on this opportunity by lacking the confidence to apply. Get yourself on the job boards and start looking for your dream position and go for it! You never know what will come of it. 

At Hunter Merrifield, we can confidently provide you with the best opportunities and work to ensure that your next career move is the right one. 

If you are interested in having a confidential conversation with a member of the team regarding this topic, then please get in touch. We would love to help!
 

Mental health is something that affects us all. Our genetic makeup, life experiences and environment are all factors that influence how we think and respond to situations. Taking care of our mental health gives us the ability to deal with ups and downs and unpredictable situations that life throws at us.

Everyone will require an element of support with their mental health at some point in their lives. Your mental health can fluctuate depending on the circumstances you are faced with. So, it’s quite normal to feel positive and motivated one day, and then stressed and anxious the next. It’s also quite common that some individuals may require support and long-term treatment.

Over the past few years, society has challenged the stigma around mental health, and has influenced the role organisations play in supporting their employees. Organisations need to create cultures whereby employees feel that they are listened to and supported by their leaders and are encouraged to bring their whole self to work, good and bad.

With this in mind, we have put together a series of tips for businesses, to highlight what else they can be doing to create a supportive environment within the workplace to ensure employees are comfortable bringing their whole self to work.

Frequent communication

It’s important for organisations to frequently check in with their team to see if they appear down or are perhaps struggling. This could be in a formal setting once a week to discuss their tasks and priorities, but also ad-hoc meetings on a more personal level to understand if they require any additional support.

Ensure your team are aware of any internal updates and give them the opportunity to ask any questions that they may have. In addition, make sure work hours and days are agreed in advanced and expectations are set early on regarding workload, deadlines and prioritising what must get done.

Finally, if you are seriously concerned about an employee’s mental health and wellbeing, don’t be afraid to reach out to your HR department who will be able to offer support and give them access to the resources they may need.
 

Invest in training 

As it becomes more apparent that many employees are struggling with their mental health, it’s now more important than ever for organisations to train their staff on the importance of the topic, and even go one step further and implement “mental health first aiders” training within the workplace.

Whether the training is a lunchtime session in the office or external training led by a mental health expert, equipping employees with the knowledge they need will help reduce the stigma around mental health, and help develop the necessary skills they need to have conversations about mental health at work. 

Promote wellbeing

There are various routes organisations can take when it comes to promoting wellbeing within the workplace. These include:

• Giving employees as much flexibility as possible when it comes to their work schedules.
• Providing employees with access to resources that can help with their mental health (sleep apps, podcasts, counselling etc)
• Encouraging employees to incorporate exercise into their weekly routine to help with their mental health.
• Giving employees access to EAP as another tool HR/managers can signpost people to.
• Encouraging employees to take all of their annual leave and have a discussion around this in their one-to-one meetings.
• If employees need to take time off to focus on their mental health, some organisations may grant this in addition to annual leave. Otherwise, some may implement a formal “return to work” process.
• Encouraging employees to have a positive work/life balance. 

Spot the warning signs

The warning signs of someone who may be struggling with their mental health differ from person to person. This can therefore make it difficult for you to spot employees that are struggling. Changes in behaviour, lack of concentration and a sudden dip in productivity could all be indicators that an employee is not okay.

If you invest in training and promote a positive workplace environment where employee’s feel able to discuss their mental health, then this will enable you to create an environment where there is equal importance placed of both physical and mental health. In turn, this will lead to a happier and more productive workplace for all. 

At Hunter Merrifield, we are proud to work with organisations on their journey to become more confident about mental health and how they can positively affect this for their employee’s. We are on our own journey and will continue to share our tips and advice with you all along the way.

Whilst the UK is experiencing a record high for job volumes and a record low for active candidate numbers, it is more important than ever to stand out in a crowded market. 

The latest figures from the Coronavirus Job Retention Scheme (CJRS) show that there were 484,000 employers with 1.6 million employees still on furlough as of the 31st July 2021. This is a decrease of 340,000 from 30th June 2021, however, the number of employees on flexible furlough has been slowly increasing since February 2021, as some employees which were previously on full furlough may have moved to flexible furlough as restrictions have eased.

There were also 1,034,000 job vacancies posted in the UK from June to August 2021, which is 249,000 above its pre-pandemic level in January to March 2020. This meant that all industries increased their number of vacancies, with the majority reaching record levels. This combined with the restrictions around Brexit and most organisations restarting their hiring, the lack of available talent has therefore been felt across all sectors.

With the world of work evolving daily, staying ahead of your competitors and being a leading organisation in your market can be difficult, but we are here to help you understand more about the current landscape and what your business can be doing to ensure you have the most desirable opportunities. 

Market rates/salary
The growth in average total pay (including bonuses) has risen by 8.3% and regular pay (excluding bonuses) among employees has risen by 6.8% for the three months May to July 2021.

It may come as no surprise to hear that many organisations find themselves in a bidding war for talent, sometimes paying above market rate to obtain the skillset they need. When presented with this dilemma, they can either choose to go above market rate or shift focus to consider what overall package they can offer candidates. In most cases, there is always a way in which you can offset a higher basic salary for a competitive package, which could include bonus incentives, great benefits or hybrid working opportunities. 

Benefits
Shifting the focus on to wellbeing and taking a holistic approach to employees and considering candidates as a ‘whole’, is what sets leading organisations apart. In turn, this is becoming a big consideration for candidates when comparing organisations and there is an expectation that the lines between work and home life will become increasingly blurred. Organisations are expected to offer employees support around mental health, financial and digital wellbeing as well as the usual gym membership and private healthcare. 

Remote workers
Whilst the emphasis may have been on becoming a leading organisation in the ‘local’ market to your office, the new ‘hybrid’ way of working has meant that businesses can consider a wider pool of candidates if they are able to work either fully remotely or part of their time from home. This opens your talent pool to be UK wide and if you are a business what trades oversees, it could potentially open up opportunities to hire talent from even further afield. 

If you can be more flexible about how and where your employees work then you in turn are able to attract a more diverse workforce which can bring a selection of different talents, skills, and experiences to your workforce.

Values and Culture
Creating a culture that your employees can promote has never been more important. Although this may seem as though it is a given, when people feel happy, engaged, and valued, they tend to talk about it. In a competitive market, candidates are actively asking for references on potential employers and will use a wide range of resources available to do this. Whether its quizzing industry connections or reading your google and glassdoor reviews, this will all form part of their research and will give them a perception of what it is like to work for you. 

Your marketing department will need to work hard to ensure all online resources reflect your values and culture, whilst each employee will be responsible for encapsulating and embracing the culture. 

We are here to help
All the above elements should form part of your ongoing people strategy and should be reviewed on an ongoing basis. With the recruitment climate proving increasingly difficult to navigate, we are here to support you throughout the process and can offer advice specific to the role types and sectors that you work within.

At Hunter Merrifield, we can help you understand what motivates each candidate, which will enable you to understand what is important to them in the current climate and enable you to offer them a market leading package. We can also offer the latest salary benchmarking advice and market insights which will help you form your strategy and define your hiring needs. 

If you would like more specific advice on how to become a market leading organisation in your sector, then please contact a member of the team, who can offer impartial advice that may help you with your ongoing people strategy.

Now that social distancing restrictions have been lifted and organisations have reopened for business, employee requests for flexible hours and remote working arrangements remain and are gradually becoming the ‘new morn’. This is due to the pandemic forcing companies to evaluate how, when and where their employees work.

However, as we resume to some sort of normality, organisations are left questioning how flexible working will work for them moving forward. After speaking with numerous clients, it’s clear that the challenge most employers are facing is understanding that there is no “one size fits all” approach when it comes to working flexibly.

Whilst some organisations are happy to continue working fully remote post pandemic, others prefer a blend of both in-person collaboration and hybrid working, and as organisations come in all different shapes and sizes, it’s important to find a solution that works best for your business model.

Understandably, there are a high number of organisations that cannot fundamentally change their process. However, how can these organisations strike the balance between what worked for them before and adapt to the new ways of working, without changing the operations of the organisation altogether.

Our recent blog offers employers advice, based on what we have learnt from both candidates and clients over the past 12 months. 

What do your employees want?

We have found that for many organisations we work with, listening is the first part of the process when it comes to considering a flexible working strategy. Now that our views have changed towards working flexibly, it’s important to understand what your employees want, and value moving forward. Many organisations are afraid to ask this question in fear that their staff will want to work fully remote, however the trend that we are seeing suggests that this is not the case, at all.

Organisations that have asked this question have actually found that their employees are eager to have a happy medium. Whilst some individuals prefer the benefits of working fully remote, a large majority of staff actually find it mentally challenging and would prefer to be split between the office and working remote. 

How can your organisation adapt?

Whilst flexible working may have been a nice consideration for the future for many organisations, it is slowly becoming a reality for much of the UK’s workforce. Jobseekers are now searching for job opportunities that offer a better work-life balance, and companies are battling it out to offer candidates the most attractive flexible working package. So, with this in mind, how can your organisation adapt to the new ways of working to ensure they retain key talent?

The days of a ‘one size fits all’ approach to a people strategy is long gone, and whilst it is still being debated by senior management teams, HR professionals have been talking about taking a more ‘holistic approach’ for several years. 

After speaking with our clients, it’s clear that the organisations that have either thrived or survived during the pandemic are those who were able to adapt their business model to the restrictions, ways of working and innovate their strategy to give their employees what they ‘need’ vs what they ‘want.’

How should your employees be observed?

It’s now more important than ever for organisations to keep an eye on their staff as we come out of the pandemic. The past 18 months have been a challenge for us all, so employers need to go the extra mile when it comes to checking in with their teams. Be sure to allocate a small proportion of your day to your staff to see if they need any guidance or help overcome any issues they may be having. This is also an effective way to offer some flexibility when needed.

Obviously, there are some organisations which do not currently offer a flexible or hybrid working strategy, this is often due to the nature of the role where the typical ‘formal’ flexible working arrangement is not possible. However, organisations should consider implementing this into their business model as a benefit as and when people need it, as it is a great way to make employees feel valued and appreciated.  

If you are considering implementing a flexible working strategy for your organisation, or if you currently have a hybrid model in place and would perhaps like guidance to see if you are managing the process in the correct way, please contact a member of the team, who can offer impartial advice that may help you with your ongoing people strategy. 

The pandemic has fundamentally shifted the way in which people work and has shown many organisations that hybrid working at scale is, in fact very achievable. After a challenging 18 months, most people’s lives are starting to resume to a sense of normality, and they can now focus on what the future may look like. Whilst this is a good thing for most organisations, what does this mean to your remote working strategy? Are employers now expected to revert to traditional ways of working or continue to embrace a hybrid workforce?

If your organisation promotes a hybrid working model, this blog gives you a couple of hard and fast rules that will help you manage your team effectively to ensure they remain engaged and productive whilst working at home.

1. Help them to plan their day

Firstly, encourage your team to set up a workspace which is quiet, free of clutter and comfortable. This can be a kitchen table, worktop or even a dressing table. Secondly, as simple as this may seem, encourage them to dress for the day. It’s important for staff to establish a morning routine which prepares them for the day ahead, almost like you would if you were going to an office.

Lastly, it is important to agree on their working hours and set out what breaks they need to take. Sometimes when working from home it is easy to lose track of time or be less productive over long periods. This can include time in the day that you would like them to focus on certain tasks. It is also good practice for them to communicate what they are working on with the rest of the team.

2. Familiarise yourself with video calls

Compared to working in a busy office, remote working over a long period could potentially have an impact on your team’s mindset and in turn productivity, due the lack of daily interaction. Make sure that you prioritise picking up the phone or video calling them daily to boost morale and deliver any important messages. This will enable you to answer any questions or concerns they may have, whilst providing clarity and assurance.

If you and your team have been remote working for a while, you will be familiar with video calls and their importance. However, if you’re new to this, the first time you video call can sometimes be a little awkward, but as human interaction is so important, try and interact as you normally would.

3. Set clear expectations

Share your proposed expectations with your team when they are working remotely. This will ensure that you gain their commitment in the initial stages and that you consider anything that may need to be factored into their day plans. It will also ensure that these expectations are implemented and adopted.

However, it is important that you remain in control and set clear and achievable timelines. Ask the team to confirm that they have understood these and actively monitor them each day.

4. Utilise the technology available

There are several technology platforms that will be available to you and your team. This may be the group chat on WhatsApp, email, phone and video call (teams/facetime/zoom). Establish early on what platforms your staff prefer and understand how you can use each of them differently to communicate key messages across the team.

5. Don’t micromanage

When your team are working from home, they will be granted a certain degree of freedom that they wouldn’t have whilst working in the office. Whilst this can be seen as a positive, it can also highlight loneliness and sometimes negativity. Make sure you reinforce the importance of teamwork and reassure staff on a regular basis that they are doing a great job and are a valued member of the team.

Schedule morning catch-ups to discuss their daily plans and speak with them later in the day to see how they are getting on. This will also give you the opportunity to check whether there is anything they might need your help with. Try and keep regular catch-ups informal to avoid it coming across as though you are trying to micromanage them!

To summarise, if your team is continuing to embrace a hybrid working pattern moving forward, it is important to remain as human as possible, and to stress the importance of communication and to reinforce that the team are very much part of something.

Did you know our team at Hunter Merrifield can help you hire and aboard new employee’s remotely? For more information, contact a member of the team here.

The importance of embracing digital transformation has never been more important than it has now. The impact of the pandemic has meant that many membership organisations have had to revisit their digital strategy including privacy and security issues, and in-turn adopt a resilient business model that reflects the ‘new ways of working’. 

As a MemberWise recognised supplier we have put together a series of tips following the release of their 2021/22 Digital Excellence Report, that will ensure your organisation remains at the forefront of the membership sector.

Implement a Membership Engagement Scoring (EMS)
Membership Engagement Scoring (EMS) can be measured through a variety of methods. Event attendance, website visits, membership upgrades, and even the number of complaints received provides your business with predictive data that will help you ultimately increase member retention and strengthen relationships with your organisation.

Despite it being a top priority, 47% of organisations do not have a clear EMS strategy or plan in place, and this is likely because it is difficult to measure.

Offer a personalised online member experience 
As it stands, only 39% of organisations across the Membership sector personalise their member’s experience. Research from the report suggests the sector is still taking a basic approach to online member personalisation due to AMS, CMS and/or integration issues. If a more sophisticated approach is to be taken, this will require investment in new systems, which comes at a price.

However, for associations looking to integrate personalisation into their business model, what data should be personalised? Member details, interest area, location-based data and unique URLs in emails are all avenues you can explore that will create a unique members experience. 

Choose a automation system
As your organisation grows, naturally it will become harder to manage membership data and ensure all information is up to date. But that’s where automation comes in.
Investing in automation will help your organisation run more smoothly and efficiently and will help you manage your memberships in a quick and simple way. It will also contribute to saving time and money in the long run which can be put towards other important tasks within your association.

Research from the report estimates that if the right systems/processes are in place and staff are properly trained to set-up/use automation functionality, this will save up to 35% of the time taken to administer memberships. For many organisations, this is the equivalent of having an extra member of staff join the membership team/department.

Invest in a Website/Content Management System
In a world where technology dominates how an association operates, it is now more important than ever that websites deliver on member expectations by giving their audience clean and concise content via CMS systems to ensure they remain active and engaged. However, with so many CMS platforms out there, it can be quite difficult to know which is the right one for the job. 

Research suggests that many organisations invest vast amounts of money on CMS systems that don’t sufficiently meet their requirements and therefore lead to project failure. This is due to having their hearts set on the technology before engaging with their members and diving deep into what they’re trying to achieve. 

So, if your organisation is looking to incorporate a new CMS platform, here are the top 10 for the membership sector:

Wordpress
Drupal
Umbraco
Bespoke system
PresideCMS
Sitecore
Imis(RiSE)
Kentico
Sharepoint (Microsoft)
DNN

To summarise, the data from the report suggests that for 2021 so far, Membership organisations have invested in digital transformation in response to one of the most challenging periods the world has ever seen. Most organisations have remained resilient and responsive by shifting their business towards more online channels. 

For more information or to receive your own copy of the Digital Excellence report provided by Memberwise, please click here.

The impact of the pandemic has left many people questioning whether their current role is right for them moving forward. Does the role offer the same satisfaction and fulfillment as it did, pre-covid?

Thinking about changing jobs in the current climate may seem daunting, but that is where we come in. We are helping candidates navigate the new world of work to ensure that they secure the right next step in their career.

For many, the opportunity to work entirely or partially from home has given employees flexibility in a way they never thought would be possible, until now. For others, they may be questioning how they were treated during the pandemic and feel they are no longer aligned with the values of the business.

Whatever you may be questioning about your role, the pandemic has given us the time to evaluate what we want from our careers like never before and as normality resumes, it’s time to consider your options.

So, how do you distinguish between when you just need a little time to unwind and when it’s time to start seriously looking for other positions? Check out our warnings signs below that indicate you should consider a new role.

YOU DON’T FEEL VALUED
When you don't feel your input is valued by your employer, your work can become less fulfilling. One of the underlying components of healthy relationships is about being appreciated. If you do not feel your contributions at work are important, recognised, and respected, you might want to consider moving on.

YOU FIND YOURSELF FEELING NEGATIVE
If you find yourself complaining and feeling negative more often than not, then it's a sure sign it's time to consider a change. If you stay in a role and feel underappreciated, underpaid or undervalued, those negative feelings will continue and as a result impact your performance, relationships and reputation at work.

IT FEELS LIKE ‘WORK’
Of course, it is technically “work” whatever the role, but if it no longer brings you joy, and you often find yourself thinking about making a change, then it may be time to make a transition. Those who enjoy their jobs don't dwell on the fact that it's "work." They enjoy the challenge it brings and are satisfied to a point where most days it doesn't feel like work.

YOU DON’T BELIEVE IN THE COMPANY LIKE YOU USED TO
When you started the role, the company seemed full of possibilities, and you felt proud to identify yourself as an employee of your organisation. But recently you’ve noticed a change and your belief or confidence in the organisation isn’t what it was.

Perhaps the company has taken some commercial or strategic decisions that don’t sit well with you. Or maybe their flexibility doesn’t meet your needs and expectations. Whatever the reason, if you don’t support the company’s values and goals like you did before, then perhaps it’s time to move on.

YOU FIND YOURSELF CLOCK-WATCHING
There was a time where you used to wake up in the morning excited about the day ahead at work. You would take on extra projects and stay late to get work done. Now, you're counting down the minutes until you can log off and head home, and you find yourself tempted to just take on the minimum workload, rather than look for opportunities to go the extra mile.

The likelihood is that if you’re asking yourself whether you need to make the move, then there’s a good chance you probably do. Sure, everyone has bad days at work, however if the bad outweigh the good, then you have your answer.

Sure, the thought of moving jobs can be daunting, but a change also presents endless opportunities for personal and career growth. Trust yourself and trust your gut!

If you are considering a change in your current position, why not get in touch to see what opportunities we may have for you. To speak with a member of the team please contact us here.

Hunter Merrifield is on a mission to provide the NFP sector with the most talented and driven candidates, as well as helping our candidates build rewarding and fulfilling careers. 

After two successful years as a specialist membership and engagement recruiter we will be entering the next stage of our evolution by using our already extensive experience in becoming a specialist recruiter across the not-for-profit sector. Enabling businesses to acquire leading talent across a range of specialisms including, Office Support, Marketing Communications and Digital, Fundraising, and Membership. 

The first stage of our evolution was the merging of the not-for-profit team within Huntress (our sister company), who support their clients to hire the best talent within business support functions (Office Support, Marketing Administration and Compliance). The team have over 24 years industry experience, supporting professional organisations, institutes and associations, charities, membership bodies, education, and housing. Their knowledge of the Not-for-Profit sector enables them to offer a guided, consultative service to both clients and candidates at every step of the way through the hiring process.  

We are also keen to formally announce the appointment of the new Head of Hunter Merrifield, Shoaib Haroon, who joins the team from a leading charity recruiter. He brings his knowledge and passion for the NFP industry, as well as his specific experience as a marketing and digital recruiter to the brand. 

‘It gives me immense pleasure to know that I have been asked to be a part of this really exciting journey. I look forward to continuing to help strengthen the brand and work with the amazing team. We aim to create a business that in time will be able to service non-for-profit organisations recruitment needs across all departments such as Marcomms, Office Support, Finance, HR, IT and Fundraising etc. I am extremely proud to have been a part of this journey from the very beginning, and I will ensure our evolution is about putting our clients at the forefront of everything we do whilst ensuring that we put ED&I on our main agenda when servicing clients.’

For more information, please contact one of the team on 0207 759 7929.