Third Sector: Charity and NFP Executive Applications

Third sector applications necessitate a customised approach that highlights mission alignment, stakeholder management, ingenuity, sector-specific insights, adaptability, and a dedication to social impact

1.Mission-Driven Emphasis

Third sector applications must not only display leadership and managerial prowess but also a profound alignment with the organisation's mission and values. This contrasts with the corporate focus on profitability and market growth, or government roles centred on policy execution and public service.

2.Broad Stakeholder Interaction

Executives in the third sector often engage with a wider array of stakeholders, including volunteers, donors, and service users, in addition to staff and partners. Demonstrating the ability to manage and engage these diverse groups is more critical here than in some corporate or governmental roles.

3.Resourcefulness

Given the frequently limited resources in not-for-profits, showcasing the ability to achieve substantial outcomes with constrained budgets is beneficial. This includes highlighting creative problem-solving, fundraising abilities, and effective resource management.

4.Regulatory and Funding Insight

A grasp of the regulatory landscape and funding mechanisms unique to the third sector, such as grants and donations, distinguishes candidates. This sector-specific understanding sets applicants apart, unlike the financial expertise sought in corporate roles or the familiarity with public sector regulations expected in government positions.

5.Flexibility and Innovation

The third sector often faces rapidly changing environments, with shifting needs and funding sources. Exhibiting adaptability and the capacity for innovation within these limitations is more pertinent than in the typically more stable corporate or government sectors.

6.Community and Social Impact

Demonstrating a history of social impact and community involvement is highly valued. Candidates should articulate not just their achievements but how their efforts have contributed to societal betterment.

7.Interpersonal Skills

Emotional intelligence, empathy, and the ability to motivate and lead with vision are especially emphasised in the third sector. These soft skills are essential for roles that involve close community work and cultivating an environment of inclusivity and compassion.

Candidate executives in the third sector must blend strategic vision and operational expertise with a passionate commitment to the organisation's mission. Leadership in this context involves not just guiding the organisation towards its goals but doing so in a way that upholds its values, engages its community, and maximises its social impact.

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Essential Qualities Sought by Third Sector Recruiters in Leadership Roles

Executives are highly valued in the third sector not just for their professional abilities and experiences but also for personal attributes that resonate with the organisation's core values and mission.

• Empathy and Compassion - Demonstrate your involvement in initiatives that have had a meaningful impact on communities or individuals, underlining your commitment to making a difference.
• Integrity - Share instances where you have maintained high ethical standards and contributed to enhancing the transparency of your operations.
• Resilience - Provide examples where you've adeptly managed through periods of significant change or successfully tackled major challenges.
• Innovation - Describe pioneering approaches or projects you've introduced that have resulted in notable organisational enhancements.
• Commitment to the Mission - Show your dedication to the sector's objectives through active involvement in volunteer activities or advocacy work beyond your professional duties.
• Collaborative Leadership - Illustrate your capability in leading diverse teams and fostering productive relationships with a wide range of stakeholders.
• Strategic Vision - Talk about the long-term strategies you've developed and executed, emphasizing the successes achieved and obstacles navigated.
• Financial Acumen - Emphasize your proficiency in managing finances, securing funding, and ensuring fiscal transparency.
• Cultural Competency - Highlight your efforts towards promoting diversity and inclusion, including relevant international experiences.

Seamlessly weave these attributes into your professional narrative through concrete examples and achievements. Begin your CV with a personal statement that captures your commitment to the third sector, offering a compelling snapshot of your dedication and alignment with its values.

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How might using an accomplishment focused CV help?

Using an accomplishment-focused CV can significantly enhance a job applicant's prospects by showcasing not just their responsibilities in previous roles but the tangible impacts and achievements of their work. This approach shifts the narrative from what you were supposed to do to what you actually accomplished, providing concrete evidence of your capabilities and effectiveness.

• Demonstrates Impact - Highlighting achievements that show direct social impact or contribution to the organisation's mission resonates strongly with third sector employers, who prioritise outcomes over mere activity.
• Proves Resourcefulness - Given the often limited resources in the third sector, showcasing accomplishments that involved innovative resource management or significant fundraising successes can highlight a candidate's ability to do more with less.
• Illustrates Commitment - Achievements in volunteer work, community service, or successful advocacy campaigns can demonstrate a personal commitment to the values and causes central to the third sector, making candidates more appealing to like-minded organisations.
• Highlights Transferable Skills - For those transitioning from the corporate or government sectors, accomplishment-focused CVs can bridge the gap by demonstrating how their skills and successes in previous roles can translate into meaningful contributions within the third sector.
• Facilitates Storytelling - The third sector often values storytelling as a tool for advocacy and engagement. A CV that presents achievements as stories of challenges overcome and impacts made can be more compelling and memorable.
• Supports Funding and Grant Applications - For roles that involve securing funding, a track record of successful grant applications or fundraising projects can be particularly persuasive, showing that the candidate can contribute to the financial sustainability of the organisation.

Focusing on accomplishments allows candidates to present themselves as not just capable professionals but as individuals deeply aligned with the sector's values, capable of making a real difference through their work. This approach not only highlights the candidate's relevance and potential impact but also their commitment and adaptability to the unique challenges and opportunities within the third sector.

What are specific C-Suite application considerations?

C-suite candidates in the third sector must blend strategic vision and operational expertise with a passionate commitment to the organisation's mission. Leadership in this context involves not just guiding the organisation towards its goals but doing so in a way that upholds its values, engages its community, and maximises its social impact.

• Mission Alignment - Candidates must deeply resonate with the organisation's mission and values. The ability to articulate and embody these principles in strategic planning and daily operations is crucial for inspiring teams and engaging stakeholders.
• Strategic Fundraising and Resource Allocation - Demonstrated experience in innovative fundraising strategies and efficient resource management is vital. Candidates should show a track record of securing funding through grants, donations, and other sources, alongside the ability to allocate resources effectively.
• Stakeholder Engagement and Community Relations - The capacity to build and maintain strong relationships with a diverse set of stakeholders, including donors, volunteers, beneficiaries, and the wider community, is essential. This involves excellent communication skills and a collaborative approach.
• Advocacy and Public Speaking - C-suite leaders in the third sector often act as the public face of the organisation, requiring skills in advocacy and public speaking. They should be able to represent the organisation's interests and mission to the media, public forums, and in policy discussions.
• Ethical Leadership and Transparency: - High ethical standards and integrity are particularly emphasised in the third sector. Candidates must demonstrate a commitment to transparency, accountability, and ethical decision-making processes.
• Programme and Service Delivery Expertise - Knowledge and experience in designing, implementing, and evaluating programmes and services that meet the needs of the community or cause the organisation serves. This includes understanding of impact measurement and continuous improvement practices.
• Change Management and Adaptability - The ability to lead through change, including navigating financial uncertainties, shifts in donor priorities, and changes in community needs, is critical. This requires adaptability, resilience, and innovative problem-solving skills.
• Cross-Sector Collaboration - Experience in forming partnerships across the private, public, and non-profit sectors can be a significant asset. This includes leveraging resources, knowledge, and networks to achieve mutual goals.
• Regulatory and Compliance Knowledge - Familiarity with the regulatory environment affecting non-profits, including compliance with charity law, governance standards, and financial reporting requirements, is important for ensuring organisational integrity and public trust.
• Inclusion and Diversity - A commitment to fostering an inclusive environment that values diversity among staff, volunteers, and beneficiaries. This reflects the organisation's values and enhances its ability to serve diverse communities effectively.

C-suite candidates in the third sector must blend strategic vision and operational expertise with a passionate commitment to the organisation's mission. Leadership in this context involves not just guiding the organisation towards its goals but doing so in a way that upholds its values, engages its community, and maximises its social impact.

Frequently Asked Questions

Executive CV Imperatives, The CV development process, inclusions, fees and packages

How do I engage you to write my CV?

Most people like to start with a phone call to chat about the options and my process. More...

This phone chat provides a valuable opportunity to ensure you select the most appropriate CV package that caters to your unique needs.

Click on the phone, anytime night and day, to book a complimentary 15 minute call at a time that suits you.

During this initial call, we will go through my process, and I will outline the kind of support and communication you can anticipate throughout our partnership. The primary objective here is to instil confidence in my ability to present your profile in a light that optimises your chances of securing interviews.

Ready to proceed? Kindly choose a package and complete your payment via debit card, credit card, or bank transfer. Following this, we'll arrange an initial call to explore your requirements. Together, we'll refine your CV and any additional documents included in your chosen package until you're entirely satisfied. Should you require further assistance, additional CV services are available at your discretion.

If your needs are urgent, the best approach is to complete my form with as much detail as possible. This provides me with important context.

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My process and my credentials

We will work together to carefully align your CV with the employer's selection criteria. More...

• Review of selection criteria

  A detailed examination of the employer's specific criteria to ensure your application aligns precisely with their expectations.
• Discussion about potential employer

  We explore the employer's culture, market dynamics, and broader industry factors to inform a nuanced application.
• Personal attributes 'gap' analysis

  Evaluating the alignment between your attributes and the employer's criteria, we strategise to accentuate your strengths and mitigate any weaknesses.
• Initial CV build

  This stage involves developing the first draft of your CV, highlighting your achievements and experience in a manner tailored to the role.
• Review and Refinement

  Rigorous refinement of your CV ensures it presents a compelling narrative that aligns closely with the employer's requirements.
• Preparation of supporting documents and social media profile

  We also prepare any necessary supporting documents and optimise your social media profile for a consistent professional image.
• Application

  The final step is the submission of your carefully crafted application, maximising your chances of securing an interview.

CV Writer Certification and Memberships

I am a founder-member of the UK-based CVRA, which professionally certifies and educates CV and Resume Writers worldwide.

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Can we chat before I make a purchase?

Yes, we can have a brief chat before you place an order for any CV package. Once an order is placed, for the £205 and up CV packages, we can Zoom meet or phone at mutually convenient times to discuss your CV needs and the best approach, or to hone the documents. It's best for me to see your old or existing CV, and the job ad or job specification before we meet for the first time.

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How do I select a CV package?

The job ad or description will set out exactly what an employer wants from you. More...

It's quite common for senior people to feel that they can skip certain aspects of the application because of their status, but if your resume doesn't align with the selection criteria it almost certainly won't pass the ATS, let alone be read by a human.

Executive CV Elements

The key elements of most executive job applications are: the CV, the Cover Letter or e-note, and the LinkedIn Profile.

• A CV (referred to as a Resume in the USA and Australia) is a concise summary of your qualifications, knowledge, skills, experience, and achievements, tailored to the selection criteria of the job you seek.
• The cover letter, often digital (an e-note) in today’s online application processes, distils your CV’s pertinent attributes into a succinct pitch.
• Applicants are frequently required to "address the selection criteria," providing responses for both essential and desirable skills, knowledge, experience, and achievements.

Implicitly, your application should demonstrate alignment with the employer's selection criteria, even if not explicitly requested.

The cover letter (or its electronic counterpart) and LinkedIn profile derive from your CV, supporting your application for the specific role. LinkedIn is crucial for roles where a professional network is key and serves as a platform for potential headhunting.

If your needs are urgent, the best approach is to email me with as much detail as possible.

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What exactly are 'selection criteria'?

Consider this your blueprint for differentiation, addressed to ensure your pitch precisely mirrors the attributes sought by the employer More...

Selection criteria delineate the exact qualifications, experiences, and personal attributes a company values in candidates, especially critical for executives poised to align with an organisation's strategic aims and culture.

Such criteria typically include a blend of essential and preferred qualifications, highlighting:

• Demonstrated prowess in leadership and adeptness in team oversight.
• Advanced educational qualifications and pertinent professional history.
• Strategic acumen and sector-specific insight.
• International experience, showcasing a global perspective and cross-cultural competency.
• Notable accomplishments that have had a tangible impact on previous organisations.

Often referred to by various titles like Job Specifications, Position Requirements, and Competency Frameworks, these criteria provide a detailed blueprint of the expectations for applicants, addressing both technical abilities and behavioural virtues.

What sectors do you specialise in?

I have extensive experience across private, public, and third sectors on three continents. More...

I have authored executive CVs for, and/or been employed by, organisations in these sectors, among others:

Executive and C-Suite CVs

• CEO, Director, Senior Executive roles in the private, public and third sectors
• Overseas postings and migration Resumes and CVs (USA, Australia, New Zealand)
• Third sector Executive CVs
• Pharmaceutical, Health & NHS Trust Executive CVs
• Financial services and Insurance Executive CVs
• Primary, Secondary and Tertiary Education Senior Appointment CVs
• Construction and Engineering Executive CVs
• Transport and Logistics Executive CVs
• Technology, e-Business and Digital Executive CVs
• Retail & Hospitality Executive CVs
• Government, County Council, political and Local Authority CVs
• Marketing and Sales Executive CVs
• IT and Information Management Executive CVs
• Mining & Resources Executive CVs (extensive experience)
• Franchisee application CVs (McDonalds etc)

CVs submitted to these organisations

The accomplishment checklist

A compelling CV must convey your potential capacity to drive success in complex corporate landscapes. More...

A compelling executive CV must showcase your capacity to drive success in complex corporate landscapes, focusing on significant and measurable achievements over duties and responsibilities.

	Personal action accomplishments In this context, consider problems as constraints on an organisation from a prospective employer's viewpoint. Reflect on challenges you've overcome or opportunities you've seized.
	About the PAR Technique The Problems->Actions->Results (PAR) method helps highlight your professional accomplishments, filling the 'experience' sections of your CV to show you meet an employer's needs.
	1.Financial Accomplishments Consider any actions taken to save or make money, boost efficiency, or enhance productivity. Have you expanded sales, developed new areas, or streamlined operations?
	2.Innovative Accomplishments Reflect on any adopted innovations or identified needs leading to new products, services, or strategies, showcasing your ability to think ahead and bring about change.
	3.Interpersonal and leadership accomplishments Your contributions to improving team relations, enhancing communication, or leading initiatives underline your leadership and collaborative skills.
	4.Quality and added-value accomplishments Have you improved training, recruitment, product quality, or customer experience? Highlight how you've raised standards or added value.

Alternatives to the STAR technique, include CAR (Context, Action, Result), PAR (Problem, Action, Result), SOAR (Situation, Obstacle, Action, Result), SCAR (Situation, Challenge, Action, Result), SAO (Situation, Action, Outcome), OAR (Opportunity, Action, Result), and DAR (Difficulty, Action, Result), offer versatile frameworks for articulating competencies and achievements.

Each model varies slightly, focusing on different aspects of a situation, whether it's the context, problem, obstacle, challenge, opportunity, or difficulty faced. This variety allows individuals to tailor their storytelling to best match their experiences and the interviewer's expectations, ensuring a concise and impactful presentation of their skills and successes.

How to Stuff Up Your Job Application

Numerous individuals submit applications for countless roles, only to be met with silence. More...

Here's where they often stuff up:

Overlooking the ATS

The primary stumbling block? Applicant Tracking Systems (ATS). A staggering 70% of CVs are thought to be sifted out by these digital gatekeepers at the first hurdle because they fail to align with the employer's selection criteria, marking the downfall of the one-size-fits-all CV.

The Generic CV Trap

Distributing the same CV for varied applications is a guaranteed misstep. Personalise your CV for each role, highlighting how your unique skills and experiences position you as the ideal candidate.

Incompatibility with Job Specifications

If your CV doesn't echo the skills and experience the job advert demands, chances are it'll be passed over. Ensure your CV meticulously matches the job requirements detailed in the employer's specification.

Overly Stylised CVs

Avoid overly stylised CVs that prioritise aesthetics over functionality. Laden with colours and complex layouts, these CVs often confuse Applicant Tracking Systems (ATS), rendering them fatally ineffective. Also, many organisations and jurisdictions will reject applications containing photographs to avoid accusations of gender or ethnicity bias.

To avoid the pitfalls and boost your chances of an interview, focus on devising a CV that's not just clear and concise but also bespoke for the job in question and compatible with ATS requirements.

To avoid the pitfalls and boost your chances of an interview, focus on devising a CV that's not just clear and concise but also bespoke for the job in question and compatible with ATS requirements.

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Elle has consistently provided personalised, results-driven CV consultancy services, with a fifteen-year track record in delivering personal support that accentuates the achievements and aspirations of her clients. This means moving beyond a comprehensive job history to spotlight accomplishments and skills that directly address the employer's wants and needs (selection criteria).

Aligning your CV

Tailor your CV to the prospective employer's specific needs and demonstrate how your accomplishments align with their requirements. Providing concrete examples with metrics strengthens your case and enhances your chances of securing an interview.

1. Your attributes: The first circle represents your (the applicant's) knowledge, achievements, and skills
2. Job description: The second circle represents the employer's strategic and operational needs in filling the post
3. The market: The third circle represents the broader trends and challenges facing the employer's industry