As of 2024, 22 million people are currently working in the public sector in the United States. Out of this, 2.9 million people work for the federal government, 5.3 million for state governments, and 14 million for the local government. This proves that the public sector is an important part of the country’s work culture.
However, the recruitment strategy for the public sector is somewhat different from that of a private company. One reason for this is the difference between the aims of a public and private organization. While every private company is driven by increasing revenue and profit, the public sector focuses more on providing essential services to the people. Profit is a secondary option for them but not necessary.
In this article, we will explore the unique challenges in public sector hiring and provide a comprehensive set of recruitment strategies for the public sector to enhance its overall efficiency and effectiveness.
What challenges are faced in public sector hiring?
Before delving into the recruitment strategies for public sector, let’s take a closer look at the hiring challenges encountered in this domain:
Decreased funding
One of the biggest reasons the public sector suffers is the lack of funding. As mentioned earlier, profit is not the primary aim of the public sector. However, sometimes, it leads to a situation where the government does not have enough money for all. This leads to a situation where several departments see a decrease in the funding.
A lack of adequate funding means the public sector must look for areas to cut costs. One of the first victims usually is the candidate’s pay or increment. Under these circumstances, the public sector becomes unattractive for people looking to work there.
Fierce competition
One of the reasons why the public sector struggles to attract new talent is because of the private sector. And it is a battle that the public sector has lost for years. The reasons for this are simple: since the public sector doesn’t prioritize profit, it can’t match the private companies for a paycheck. In fact, the biggest selling point for the public sector is having the power to create policy and help the common people.
In addition, in the private sector, one can always opt for a new job in search of better pay, something that is almost impossible in the public sector. This means it is hard for the public sector to attract and retain the best talent available.
Shrinking candidate pool
Another great challenge that the public sector faces is the decrease in the number of candidates who are willing to apply for the job. There are many reasons for this, mainly due to the difference in paychecks and the ability to change jobs. However, one more reason is not talked about as much.
During the Covid-19 pandemic, the work-from-home concept was born, and by 2021, 40 per cent of the people in the United States started working remotely. Even now, it is received positively. According to research, 87 percent of workers prefer to work from home or remotely from time to time. Another report from the Pew Research Center found that 35 percent of the workers who could work from home were doing so.
However, work from home is almost seldom offered in the public sector, which means a lot of people are not interested in working for the government. In addition, in recent years, a lot of employees have retired, which has created a shortage of government employees, making the situation grimmer.
Adapting to new realities
The gig economy and the growing importance of data analytics have posed significant challenges for the public sector. In response, government agencies must proactively adapt by upskilling their workforce and refining recruitment strategies to attract individuals with digital and data-driven competencies. This transformative shift in employment necessitates a keen focus on meeting evolving needs effectively.
Top recruitment strategies for public sector
Here are the recruitment strategies for public sector that can effectively address various challenges and enhance the overall quality of the workforce:
Evaluate applicant traits
When hiring for the public sector, evaluating applicants based on essential characteristics is crucial. Using video interviews and AI-assisted scoring tools can help identify the most suitable candidates efficiently. This not only saves time for your hiring team but also ensures a more comprehensive and inclusive assessment. Beyond the traditional resume, these assessment tools provide a deeper understanding of an applicant’s fit for the position.
Assess cultural alignment
Assessing candidates for cultural alignment is one of the vital recruitment strategies for public sector. A strong cultural fit is essential for fostering organizational collaboration and success. You can achieve this by asking the right questions about values and their approach to various scenarios. Employing automated tools that offer structured interview questions based on desired competencies and behaviors can lead to more equitable and effective hiring outcomes.
Enhance candidate quality
With the public sector facing financial constraints, there has been a concerning decline in the quality of its workforce. Enhancing the quality of public sector candidates begins with providing a modern and engaging candidate experience. This attracts a more significant number of applicants and cultivates a more diverse applicant pool.
Also Read: 5 Most Common Interview Questions And How To Answer Them
How to recruit public sector employees?
Apart from the above-mentioned recruitment strategies for public sector, here are additional methods for effectively hiring employees in this domain:
Leverage technology
One of the ways the public sector can improve its recruitment process is to leverage technology. Today, private sector companies can go through literally thousands of CVs with just the use of automated tools such as Application Tracker System (ATS), conversational intelligence software, and Artificial Intelligence backed interview assistant. This tool helps recruiters to do the boring and mundane tasks within seconds, which massively decreases the time for the entire recruitment process.
Attract younger candidates
As the workforce undergoes generational shifts and an increasing number of baby boomers retire, it becomes imperative for government agencies to engage younger candidates. Creating a candidate experience that resonates with younger generations through text-enabled interactions can establish a more personal connection and improve the chances of recruiting top talent.
Establish scalable processes
Public sector organizations often need to hire in bulk. Efficiently identifying and assessing many qualified candidates necessitates automation and technology. These tools help maintain the integrity and privacy of personal information while facilitating high-volume and quality hiring.
Prioritize diversity
Emphasizing diversity in the recruitment process is essential for public sector organizations. In light of changing workforce demographics and increased recognition of the benefits of diversity, the public sector should actively strive to attract a more varied pool of applicants. This can be achieved through partnerships with community organizations that support underrepresented groups and by participating in diverse recruitment events and job fairs.
Cultivate a positive work environment
Creating a positive work environment is crucial in attracting and retaining top talent. In the public sector, this entails establishing clear employee expectations and guidelines, defining job responsibilities, and specifying performance and behavioral expectations. Furthermore, offering opportunities for growth and development through training programs and career advancement pathways is crucial for creating an environment that appeals to the best candidates.
Also read: Why Should You Outsource Interviews?
Conclusion
A great way for public sector companies to improve their recruitment strategy is to use BarRaiser. As mentioned earlier, private companies have recently started to use AI interview assistant tools, and BarRaiser is one such tool.
So, how does our state-of-the-art tool work? It’s simple: with our tool, we insert an AI chatbot in the company’s ATS, which is helpful as it means that recruiters neither have to install nor learn a new tool. So, first, we have our Ai interview copilot, which acts as the perfect interview assistant.
Firstly, it helps us make an interview plan with a role-specific questionnaire, which is just a simple instruction. During the interview, our chatbot is right there with the interviewer, giving them all the inputs they need, like questions and time remaining in the interview. At the same time, it also records and transcribes the entire conversation. This interview is later shared with all the stakeholders of the interview process. This also eliminates the need for an interview debrief as every stakeholder can give their inputs on the interview process on their laptops/desktops.
Using BarRaiser, we guarantee quality hiring that will bolster Diversity and inclusion. BarRaiser is the best AI Interview platform that features Structured interviews and tools to ensure quality hiring while eliminating recruitment bias. With BarRaiser’s support, you’ll be well-equipped to build a strong team of sales associates who will drive sales and deliver exceptional customer service.