Attracting entry-level candidates to your charity

Attracting entry-level talent to your charity is increasingly complex. With more career options available, young professionals are drawn to sectors offering competitive salaries, benefits, and clear career progression. While charities provide meaningful work, they must adapt to meet the expectations of Gen Z and Millennials, who value flexibility, career growth, and wellbeing.

This approach not only helps address immediate hiring needs but also supports long-term talent pipelines, ensures the acquisition of relevant skills, and enhances diversity. 

In this guide, we’ll explore the challenges charities face in attracting early-career candidates and outline strategies to engage, develop, and retain the next generation of talent.

Why entry-level talent is essential for charities 

The charity sector relies on experience, but without investment in new talent, organisations risk long-term challenges. Only 5.5% of charity sector employees are under 25, compared to 11% across the wider UK economy, highlighting the need to bring in early-career professionals.

Let’s explore why charities are looking at how best to attract and develop young talent.

Building a sustainable workforce

Many charities prioritise experience when hiring, making it difficult for early-career professionals to enter the sector. While experienced hires bring sector knowledge, over-reliance on recruiting from within limits fresh thinking and long-term sustainability. Without structured entry points, charities risk future leadership gaps.

A workforce with a mix of experience levels ensures knowledge transfer and succession planning. Younger professionals gain skills within the organisation, helping to develop future sector experts and leaders. A well-planned charity recruitment strategy supports long-term workforce resilience.

Encouraging innovation and fresh thinking

Younger professionals bring new ideas that help charities adapt. Whether it’s rethinking fundraising, using digital engagement, or improving service delivery, early-career candidates offer different perspectives that strengthen impact.

Many charities already see the benefits of younger hires across different areas: 

1. Fundraising and marketing – Engaging new donor audiences through digital platforms. 
2. Policy and research – Bringing fresh insights and analytical skills. 
3. Frontline service delivery – Connecting with younger service users and shaping programmes. 
4. Technology and operations – Driving innovation in digital systems and data.

Strengthening diversity and inclusion

A multi-generational workforce brings broader perspectives and lived experiences, helping charities shape services that better reflect their communities.

Attracting early-career talent also supports diversity and inclusion goals. A structured charity recruitment approach that prioritises inclusivity helps organisations engage a wider talent pool and strengthen workforce sustainability.

A long-term approach to charity recruitment

With competition for talent increasing, charities need to focus on attracting and retaining early-career candidates. Organisations that create structured career pathways, offer development opportunities, and build strong employer brands will be in the best position to develop a skilled, adaptable workforce for the future.

Who are entry-level candidates, and what are they looking for?

Entry-level hires help charities build a strong, sustainable workforce, yet early-career recruitment is often overlooked. Only 10% of charity sector vacancies are entry-level, and 54% of organisations don’t prioritise hiring early-career talent.

Without fresh talent, charities risk skills shortages and leadership gaps. Younger candidates bring new ideas, adaptability, innovation and a passion for values-driven work. But to attract them, charities need to understand what they’re looking for in a role.

Defining entry-level candidates in charity recruitment

Entry-level candidates in non-profits typically include:

• Recent graduates looking to start their careers in a sector that aligns with their values
• Career changers bringing transferable skills from other industries and sectors
• School or college leavers, early-career professionals with no or little work experience who are looking to build a long-term career in non-profits

Although they may not always have extensive experience, they are motivated by learning opportunities, meaningful work, and clear career pathways.

What attracts entry-level candidates to charity recruitment?

Charities compete with other sectors for early-career talent, meaning they must align with the expectations of younger professionals.

• Career progression – 31% of young professionals prioritise development, yet 42% of charity employees would consider leaving the sector depending on the opportunity. Salary remains a key motivator, but many also seek greater responsibility, seniority, or more engaging roles—suggesting concerns about career progression. 
• Salary and stability – Entry-level salaries average £24,521, while graduates expect £32,000. Charities may struggle to compete on pay, but 62% of Gen Z employees would accept lower salaries in exchange for better work-life balance and stability. Clear career development and progression opportunities can make charity roles more attractive.
• Training – 66% of graduates expect formal training, and 54% expect on-the-job learning. While formal training can be costly, implementing strong in-house or on-the-job training is a more feasible option. It shows a commitment to employee development, especially in remote or hybrid environments.
• Flexibility – 84% of charities offer hybrid working, yet 43% still require set core hours. Younger employees, who may be interested in portfolio careers, value greater autonomy and flexibility, making part-time or adaptable roles particularly appealing.
• Purpose and culture – Many candidates seek meaningful work, but charities must actively highlight their impact, workplace culture, and development opportunities. Using employee testimonials and case studies of leaders who have progressed within the organisation can be a powerful way to showcase this.

Younger professionals entering the workforce have different expectations than previous generations. While purpose remains important, career progression, fair pay, and workplace flexibility are becoming non-negotiable considerations.

Key Challenges in Attracting Entry-Level Candidates

Attracting entry-level talent is a challenge for charities. Despite the importance of fresh, new talent, 37% report recruitment difficulties, and 57% of vacancies are hard to fill. Many charities face the challenge of balancing experienced hires with developing new talent, especially with limited resources and funding pressures.

Rising costs and increased demand have pushed many charities to focus more on retention than recruitment. While flexible working has attracted candidates, ongoing salary constraints and sector-specific challenges still hinder the ability to hire new staff.

Key Barriers to Entry-Level Recruitment:

• Salary competition – Private and public sectors offer higher pay and structured graduate schemes, making it harder for charities to compete. Clear career pathways can help.
• Limited awareness – 54% of charities don’t prioritise early-career hiring, and many young professionals miss out on sector opportunities due to a lack of awareness in schools and limited promotion of career pathways within the charity sector.
• Progression concerns – Career progression remains a key challenge in charity recruitment, with many employees exploring new opportunities due to limited advancement. Hard-to-fill roles, particularly in HR, finance, and specialist areas, highlight the need for clearer development pathways.
• Funding constraints – Tight budgets mean some charities focus on restructuring over hiring in new talent where they could bring in skills needed for the future, this, leads  to long-term skills shortages.
• Changing expectations – Younger professionals prioritise flexibility, purpose, and work-life balance, yet many charities still require fixed and inflexible office attendance. 

Finding Solutions

With competition for talent increasing, charities that invest in flexibility, structured career development, and clearer progression routes will be in a stronger position to attract and retain early-career professionals.

Top 5 ways to attract and keep entry-level talent in charities

There can be some concern around risks when hiring early-career but with careful consideration and a clear plan, this fear can easily be overcome. Charities often hesitate to invest in training new hires, concerned about the time, effort, and resources involved, especially if those employees leave before the full return on that investment is realised. But without fresh talent, organisations face skills gaps and leadership challenges. A balanced approach ensures entry-level employees develop, contribute, and build a stronger future for the sector. 

Let’s explore five key ways to attract and retain entry-level talent.

1. Show a clear career path

• Many younger job seekers hesitate to apply for charity jobs because they don’t see a long-term future in the sector. If progression feels uncertain, they’ll look elsewhere where career pathways are more clearly demonstrated and apparent.
• Retention improves when employees know what’s next. Charities that set clear expectations and offer structured development will keep staff engaged for longer. 
• A strong career path includes:
• Promotion opportunities based on skills and experience, not just years in a role. Mentoring and shadowing schemes to build confidence and sector knowledge. Internal training and funding for professional development.

Employees who see a future in their role are more likely to stay.

2. Recognise the value of entry-level talent

Charities often lean towards hiring candidates with direct experience, but early-career professionals bring different strengths and often demonstrate potential, which is overlooked and not always priortitised in recrutiment. They’re adaptable, eager to learn, and bring fresh ideas that can help charities modernise, especially in areas like digital engagement, fundraising and innovation around AI.

Rather than focusing on sector experience, charities can:

• Hire for transferable skills like communication, problem-solving, and creativity. 
• Offer structured onboarding to help new hires get up to speed quickly. 
• Use probation periods and training plans to assess potential rather than ruling out candidates who don’t tick every box from the start.

Entry-level hires don’t need to be a short-term fix. With the right support, they become long-term assets.

3. Address concerns about training and retention

A common worry is that entry-level employees will leave after receiving training and gaining some experience that makes them more attractive to another employer. While movement is natural, employees who feel invested in are more likely to stay.

Retention improves when training is tied to career development rather than just meeting short-term needs. Charities can:

• Set up clear progression routes so employees see long-term potential in the organisation. 
• Offer meaningful work from the start, giving new hires a sense of responsibility and impact. 
• Create a culture of internal promotion so that skilled employees don’t need to leave to progress.

While some turnover is inevitable, a strong charity recruitment strategy ensures organisations benefit from the time and resources they put into developing staff.

4. Make roles more accessible

Entry-level candidates are looking for their first step into the sector, but many charity job descriptions still ask for significant experience. This discourages strong candidates with relevant skills and potential, before they even apply.

To attract the right talent, charities can: 

• Avoid unnecessary experience requirements—focus on skills and potential instead. 
• Use LinkedIn, Instagram, and other platforms where younger job seekers are active to make job adverts engaging and visible. 
• Be clear about training and development opportunities, so candidates know they’ll be supported.

The more accessible a role is, the easier it is to bring in strong candidates who are eager to learn and grow.

5. Work with the right recruitment partners

Recruiting entry-level talent takes a different approach than hiring senior roles. Working with universities, apprenticeship providers, and specialist charity recruiters ensures organisations connect with candidates who will add value and be dedicated to the role and organisation..

A dedicated specialist charity recruiter can help by:

• Identifying candidates with the right skills and motivations. 
• Advising on job descriptions, salaries, and recruitment strategies. 
• Helping charities build long-term hiring plans that balance experience with fresh talent.

By taking a proactive approach, the sector can build a workforce supporting immediate needs and future growth.

Closing thoughts on charity recruitment and future talent

The strength of the charity sector depends on the people within it. Without new talent, skills are lost, progress slows, and future leadership is at risk. Hiring early-career staff is only part of the solution. They need opportunities to grow, contribute, and build meaningful careers that keep them in the sector long term.

A strong, sustainable workforce takes investment. Charities that focus on development, progression, and creating an environment where people, particuarly young people, want to stay will be in the best position to drive lasting impact. The future of the sector relies on those willing to invest in it today.

Helping you attract and retain entry-level talent

Bringing in early-career talent is a long-term investment, but knowing where to start can be a challenge. From refining job descriptions to building structured career pathways, the right approach makes all the difference. 

TPP Recruitment connects charities with candidates who are passionate about making an impact. Whether you’re looking to attract new talent, strengthen retention, or develop a future-proof hiring strategy, we’re here to help. 

Get in touch today to see how our specialist charity recruitment expertise can support your organisation.