2024 Takeaway for Temporary Recruitment in the NFP Sector

As a recruitment professional specialising in temporary roles within the UK charity market, 2024 has been a year of reflection and adaptation. Observing the shifts in hiring practices and the evolving needs of the Not-for-Profit (NFP) sector has been both challenging and insightful. These trends have been shaped by the unique financial pressures facing organisations, changes in workforce strategies, and the increasing need to balance cost efficiency with operational demands. Drawing on my experiences and conversations with clients, this article explores the key trends of 2024 and offers predictions for 2025, highlighting what’s next for temporary recruitment in the sector.
 

Reflecting on 2024: The Decrease in Temp Demand within the Charity and NFP Sector

• Budget Constraints: In 2024, the demand for temporary support within the charity and NFP sector dropped significantly, with a noticeable shift toward fixed-term contracts (FTCs) over temporary appointments. This trend emerged primarily due to tighter budget constraints, as FTCs often present a more cost-effective short-term solution for many organisations.
• Increased Reliance on Current Staff: Despite evident staffing needs—whether for maternity cover, extended leave, or seasonal event support—many organisations chose to “make do” with existing teams rather than incur additional recruitment expenses. This approach was driven by mounting financial pressures and the need to maximise limited resources.
• Greater Utilisation of Volunteers: Another notable trend was the increased reliance on volunteers. For events and project support, where temporary staff would traditionally have been employed, charities and membership bodies actively turned to volunteers to minimise agency spend and operational costs.
• Cost Sensitivity in Hiring Decisions: Cost management became the dominant driver in hiring decisions, with many organisations selecting agencies based solely on price rather than service quality or long-term value. As a recruitment specialist, I worked to support as many organisations as possible, encouraging them to hire when necessary to prevent staff burnout—a critical issue that has only intensified across the sector.

 

Looking Ahead to 2025: A Rise in Temp Demand and “Temp to Perm Hiring”

• Increased Confidence in the Sector: Looking ahead to 2025, I anticipate an increase in temporary recruitment as political stability and increased sector investment restore confidence among NFP organisations. Early conversations with clients suggest an optimistic outlook, with many already planning for interim hires in the new year.
• Growth in Temporary-to-Permanent Hiring Models: One emerging trend I predict is the growth of “temp-to-perm” contracts. Many organisations may opt to trial candidates on a temporary basis during probation periods before offering permanent contracts. This approach mitigates hiring risks, ensuring cultural and role fit while reducing costs associated with unsuccessful permanent hires.
• Strategic Use of Temporary Support: I also foresee more strategic temporary hiring during peak activity periods, such as major events or fundraising campaigns, where additional support becomes essential. Specialisms likely to experience the highest demand include project management, events coordination, and fundraising roles, driven by seasonal spikes throughout the year.
• Addressing Workforce Burnout: As the sector becomes more attuned to the risks of overworking existing teams, there will likely be a renewed emphasis on balancing workloads. Temporary support can play a vital role in alleviating pressure during critical periods, ensuring organisational resilience and staff well-being.

By leveraging flexible recruitment models, charities and NFP organisations can adapt more effectively, balancing immediate operational needs with long-term strategic goals while minimising risks and costs.
 

Final Thoughts

By embracing temporary recruitment as a proactive solution, charities and NFP organisations can maintain service continuity, reduce hiring risks, and adapt more effectively to shifting sector needs. Overall, while 2024 marked a period of cautious hiring and budgetary restraint, 2025 holds promise for a more dynamic and responsive approach to temporary recruitment. By adapting to these trends, we can continue to provide tailored and effective solutions to meet the evolving needs of the NFP sector. I look forward to seeing how the sector evolves and supporting organisations through these changes with tailored recruitment solutions.

 

Leah Mikkides