When it comes to recruitment in the charity sector, one question that’s come up time and again is whether size really matters. More specifically, can someone accustomed to working in a large charity transition smoothly into a small one, or is the culture shock just too great? The reality is that both the size of the organisation and the expectations around resources, flexibility, and team dynamics play a significant role in the employee’s experience and satisfaction. Here, we’ll delve into what makes the jump from large to small charity so complex and how charities can better identify the right fit in interviews.
The Big Charity vs. Small Charity Culture Gap
In large charities, roles are often clearly defined, resources are more plentiful, and there are established processes for nearly every aspect of the organisation’s functioning. In contrast, small charities often require staff to wear multiple hats, deal with limited resources, and adapt constantly. This shift can be a huge culture change, as one contributor noted, stating that working in a small charity means “you basically have to muck in and do lots of things outside your job description.” The culture is very much about rolling up your sleeves and finding creative workarounds rather than relying on established systems and processes.
Identifying Potential Red Flags Early On
Interview processes are critical in determining whether a candidate can adapt to the small charity environment. Open-ended questions like, “Tell me about a time you’ve dealt with changing plans due to external events,” or “How comfortable are you with experimenting and adapting new approaches?” can offer insight into the candidate’s resilience and adaptability.
A small charity’s ability to effectively communicate these expectations—both during recruitment and induction—can make all the difference. This transparency helps the candidate assess if they’re ready to work in a less structured environment, with potential funding challenges and heavy workloads.
Why Some People Leave Quickly
There are many factors that can prompt someone to leave a role in a small charity soon after joining. For some, the lack of formal oversight or frequent reviews, which are common in larger organisations, can make them feel “marooned” or lost. Additionally, the instability of funding in smaller charities can deter people who need more security in their roles. As one respondent pointed out, smaller charities are often more reliant on fixed-term contracts and constant fundraising, while larger charities may offer permanent roles with more stability.
Moreover, the reality of doing “more for less” can dissuade people used to structured support teams and larger budgets. One respondent mentioned the challenges of being expected to deliver substantial results in PR and communications, often with minimal or no budget and without additional support roles. For some, this lack of resources, paired with high expectations, becomes a dealbreaker.
The Upsides to Working in a Small Charity
Despite the challenges, working in a small charity can be incredibly rewarding. Many find that they gain greater autonomy, flexibility, and the chance to see the direct impact of their work. They may also experience a strong sense of community, as small teams tend to build close-knit relationships.
One individual shared how they were initially drawn to a small charity because of the ownership and impact they could have. This can be a huge attraction for people looking to make a tangible difference rather than simply fulfilling a job description.
Practical Tips for a Better Recruitment Fit
- Transparency is Key: Small charities should be up-front about both the perks and challenges of the role. Make sure the candidate knows that in a small charity, everyone may pitch in on tasks outside their job description.
- Ask Open-Ended, Insightful Questions: Craft interview questions that explore the candidate’s flexibility, ability to work with limited resources, and comfort with ambiguity. Key questions like, “How do you respond when things don’t go as planned?” can reveal a lot about their adaptability.
- Induction Process: For candidates from larger organisations, invest in a solid induction process. Ensure they have a clear support system and understand the unique aspects of working within a small charity.
- Consider Personality Fit: It’s not always about experience but rather about the mindset and attitude. Look for candidates who demonstrate resilience, resourcefulness, and a willingness to be hands-on.
In Conclusion
Does size matter? Absolutely, but it’s not just about the physical size of the organisation. The culture, adaptability, and flexibility inherent in small charities require a specific mindset that not everyone can readily embrace. Being transparent about these unique needs can help both the organisation and the candidate make informed decisions, setting the stage for a productive and fulfilling work relationship.
For those transitioning into small charities, the journey can be challenging but incredibly rewarding, allowing them to contribute directly and meaningfully to causes that matter.