As traditional sources of funding dry up and levels of professionalism continue to rise, charities are increasingly looking to the private sector for the HR skills that they need to manage change.
Although third sector organisations have in the past been reluctant to hire people from other industries over fears of too strong a commercial bias and little understanding of charities’ budgetary constraints, many are now specifically targeting outsiders because of just that commercial experience.
According to a survey by third sector recruitment specialists, TPP Not for Profit, some 28% of HR practitioners said that they would actively go for candidates from a commercial background, especially in areas with transferrable skills such as their own.
Only 13% indicated that they would favour third sector candidates, while the rest said that their preference would depend on the role being offered.
Most qualified this statement by saying that they would choose the most suitable candidate regardless of their previous experience, but some also indicated that they would prefer applicants who had spent time in both sectors.
As to what respondents felt the main advantage of employing private sector workers was, most liked the idea of bringing fresh blood into the organisation. They felt that doing so would lead to the introduction of fresh ideas and approaches.
But private sector employees were also perceived to have a broader skills base, more experience of and expertise in change management and more awareness of new legislation.
Interestingly, however, despite traditional prejudices, a huge seven out of 10 of the HR professionals questioned said that they also had some private sector experience themselves. A mere 17% indicated that they came from a pure charity background.
