Externally, it is a different picture. During our team conference call this morning, we all had had similar conversations this past week with clients who understandably are in crisis mode and fearing for the very existence of their organisations.

At a time when budgets and strategies for the next financial year are normally getting their finishing touches, this usually is one of our busiest periods with multiple new campaigns in full swing. With the landscape now changing dramatically on a daily basis, vital hires are being placed on hold or being scrapped altogether, and those with current campaigns are concerned about conducting interviews/onboarding.

We know you should stay on track and keep the faith. In 2008 during the financial crash, I worked as a JobCentrePlus adviser on the front line, supporting many people experiencing redundancy for the first time. It felt like it would never end, but it did. 

As is becoming more clear with each daily 5pm briefing from Number 10, coronavirus is a serious threat to our personal and professional lives. But already there's been an overwhelming surge of generosity, with donors actively looking to ramp up their giving. As for interviews, as we have all probably experienced this week, the technology is there to conduct these wherever you are in the world.

This crisis is going to hit budgets hard, there is no doubt. But when things do begin to return to "normal" (whatever that may look like), it will be more vital than ever to have no empty chairs in your teams. 

To offer an example of a usual BTA campaign, we would likely present a shortlist of well-matched candidates approximately five weeks after an initial meeting to discuss the requirements. Add another week or so for interviews and presenting an offer to make it six. 

Most senior charity professionals have a three-month notice period, so if you started a new campaign tomorrow, you're looking at a start date around the end of July/early August.

Another trend we have noticed is the market becoming very aware of those charities on the front foot; thinking of innovative ways to not only keep the doors open but using these challenges to highlight the impact on services delivered to increase fundraising activity. Strong talent will be actively engaging in recruitment campaigns during this period, make no mistake.

I've been really impressed with lots of posts from people in my LinkedIn network really embracing video conferencing, online project management tools and various other media. At BTA, we've been using WhatsApp, Microsoft Teams, Zoom, Skype, FaceTime and more to keep in touch 1-2-1 and as a team. Even our trusty recruitment pipeline whiteboard has been replaced by Trello, with continual updates from recruitment, management and admin teams.

I'm excited to see many folks settle into their remote offices next week and start looking towards plans to overcome these troubling times by keeping the wheel turning ... best of luck to everyone and get in touch if there's anything I or BTA can do for you.