Fundraising as a profession has gained more recognition, and with that, we’re seeing a growing interest from professionals with transferable skills who are eager to transition into fundraising. I’m encouraged by the enthusiasm of those wanting to enter the field—whether it’s at career fairs or through one-on-one coffee chats. This is especially evident among students, who are inspired by the notion of doing good and getting paid for it—a concept that resonates now more than ever.
In today’s competitive job market and with a continuing talent shortage in fundraising, the question is: How can we effectively harness these transferrable skills? Do people with non-traditional backgrounds succeed in fundraising? My answer is: it depends.
For these candidates to transition successfully, their transferable skills must be relevant to the fundraising landscape. Key skills like business development, sales, negotiation, public relations, communication, writing, and public speaking are all highly relevant. Fundraisers with transferable skills need to highlight these proficiencies in the context of fundraising and make a compelling case for how their background can translate into success in this field.
Once these relevant transferable skills are established, there are four key ingredients that can help ensure the success of hiring professionals from non-traditional backgrounds.
1. Attitude: The Key to Success
Hard skills like education and previous job experience are important, but attitude is just as crucial. In fundraising, we’re looking for individuals who are passionate, resilient, and team-oriented—people who are driven and eager to make a difference. A positive, solution-oriented mindset is essential. Those who constantly focus on problems rather than solutions may struggle. People with the right attitude not only contribute to a positive work culture but are also more likely to succeed in the long run, even when faced with challenges.
2. Realistic Expectations: Understanding the Road Ahead
As recruiters and hiring managers, we must manage expectations, especially when it comes to professionals without traditional fundraising experience. While their previous roles may have involved impressive titles or salaries, transitioning to fundraising requires understanding that the field has its own unique dynamics. For example, someone transitioning from a high-paying corporate career to a nonprofit role may not immediately qualify for a senior position just because of their seniority in another field. Transitioning careers takes time and patience, and individuals should expect to make sacrifices as they build their fundraising expertise.
Fundraising is a long-term game. Unlike high-paced, results-driven industries, fundraising often involves long cultivation periods before seeing the fruits of one's labor. Candidates must be prepared for this slow and steady process and recognize that career advancement may take longer than they anticipate. Unrealistic expectations can lead to early frustration, especially in major gifts fundraising, where results may take months or years to materialize.
3. Training: Laying a Solid Foundation
Fundraising is both a science and an art. The “science” is understanding the principles and strategies of fundraising, while the “art” lies in the nuances of relationship-building and donor stewardship. A strong training program is essential to build the foundation of knowledge needed to succeed. Whether it’s through an in-house program, AFP fundamentals course, or a fundraising certificate, investing in training helps new hires understand the terminology and best practices.
Beyond initial training, onboarding is a crucial step in ensuring new employees integrate successfully into the team. An effective onboarding program helps new hires feel supported and ready to perform. It’s also important to continue offering training opportunities beyond the basics, so employees don’t stagnate once they’re comfortable in the role.
4. Mentoring: Support That Goes Beyond Training
Mentoring is invaluable, especially for individuals transitioning into a new field. Many of us learned best by doing and observing others who were more experienced. A great mentor can provide guidance, support, and confidence as someone navigates their new career. As a fundraiser, I’ve benefited from mentors at every stage of my career. Assigning a mentor to a new employee with transferable skills can dramatically increase their likelihood of success. It gives them a safe space to ask questions and helps them feel more connected to the organization.
Even more importantly, mentoring fosters a culture of continuous learning and growth. The mentor-mentee relationship is beneficial not only for the new hire but for the mentor, who may find new perspectives or fresh ideas in the process.
Conclusion
Hiring individuals with transferable skills may not be easy, but it is far from impossible. Many of us in the fundraising world came from non-traditional backgrounds, and we’ve made our mark in the industry. With the right transferable skills, the right attitude, and a supportive environment for training and mentoring, people with diverse backgrounds can become incredibly valuable assets to your team—especially in a time when experienced fundraisers are in high demand. By investing in these individuals, we’re not just filling a position; we’re building a stronger, more dynamic team for the future of fundraising.
So, let’s embrace the potential of professionals with transferable skills. With a commitment to training, a focus on realistic expectations, and a willingness to mentor, we can bring in fresh talent that will contribute to our profession’s growth and success.