As a partial consequence of the pandemic, the “Great Resignation,” and heightened expectations among job seekers, many public-sector employers are struggling to attract top talent through their existing recruitment and hiring practices. Combined with the factors we’ve just listed, public-sector employers must also negotiate budgetary constraints, private-sector competition, and time-to-hire delays that are frustrating to young job seekers eager to begin meaningful work in a new field.
Despite these difficulties, there are a number of strategic changes public-sector employers can make to become more appealing to talented job prospects and improve retention among existing employees who are considering leaving the public sector. In this article, we’ll explore the major hiring challenges public-sector employers are facing, and outline how they can modernize their recruitment strategies, reduce job screening time, offer compelling total compensation, and improve company culture to remain viable in 2022 and beyond.
Hiring Delays and Lack of Appeal
Public-sector hiring often incorporates lengthy screening processes that can take upwards of six months to complete. In an increasingly competitive job market where private sector businesses are upgrading their total compensation and HR practices to accommodate job prospects, more and more talented applicants are gravitating to employers who can expedite the hiring process.
These delays can be a huge impediment to hiring because public-sector employers are already attempting to compensate for tighter budgets and lower average salaries. That’s why public-sector employers should prioritize eliminating unnecessary roadblocks to application processing while also working to showcase unique benefits, perks, and workplace culture features, which we’ll discuss in a later section.
Adopting Modern Talent Acquisition Strategies
According to recent surveys, the federal government, as well as state and local governments, are 50% less likely to adopt modern hiring practices than in the private sector, which includes the use of social media and other online tools that can enhance recruiting visibility and appeal.
Talent acquisition in the public sector has remained a paper-based process for many years, creating a clear contrast to private sector practices, which tend to be more streamlined, digitally based, less bureaucratic, and more navigable for job seekers. Many experts are now advocating for upgrades to public-sector hiring practices to enhance the candidate experience, but also to assist with locating better and more talented job candidates who may only gain awareness of public-sector positions through digital marketing and advertising efforts.
Improving Benefits, Perks, and Pensions
To remain competitive with private-sector employers, public-sector employers should prioritize enhancing total compensation through improvements to benefits, perks, pensions, and workplace culture. Congressional spending approvals that offer up to 12 weeks of paid time off to many public-sector employees are an excellent start, but there are other measures that employers themselves can take, as well.
Mirroring developments seen in the private sector, more public-sector employers are adding benefits and perks like flexible scheduling, remote work options, paid family leave, wellness programming, and childcare services. Some employers have also begun revamping their retirement benefits or pairing them with employer-sponsored student loan repayment options, particularly to attract job prospects who have just finished college.
Public-sector employers have the advantage of offering increasingly rare pension plans that – in the midst of a possible recession – represent a stable and predictable retirement and savings tool for job prospects and existing employees. When possible, this benefit should be leveraged to attract and retain employees.
Ensuring Employee Retention
Among existing employees in the public sector, over 30% say they are considering changing careers. To avoid long-term issues with employee retention, employers must address employee concerns regarding burnout, work-life balance, and other important mental health concerns.
Whether it’s offering remote work options, assistance through Employee Assistance Programs, comprehensive health and wellness programs, or other strategies, public-sector employers should aim to support their current workforce, even as they strive to hire new talent. One crucial step in this process is soliciting feedback from employees to determine their highest-priority needs when it comes to benefits, perks, and work-life balance. Opening lines of communication ensures that employers are offering the benefits and accommodations employees most desire: ones that will also minimize turnover and appeal to new hires who are just getting started.
Lastly, more public-sector employers are scheduling “stay interviews” with current employees to gauge their job satisfaction, offer job training opportunities, adjust job responsibilities to match skill sets or offer benefits/perks that are meaningful incentives to remain with the organization.
Optimize Recruitment and Hiring with Cello HR
If you’re a public-sector employer seeking to revitalize your recruitment and hiring practices to find top talent, Cello HR offers the tools and expertise to help you thrive in a competitive job market. Our talent acquisition process lets you streamline candidate sourcing, create a positive applicant experience, and utilize digital tools to attract and retain a high-performing workforce. Contact us today to start our collaboration.