In the ever-evolving landscape of public sector recruiting, 2024 promises to be a pivotal chapter, bringing forth dynamic changes and innovative new strategies. Both organizations and candidates must stay informed of the emerging trends shaping the hiring landscape within government organizations.
Whether you work in human resources, are hiring for a role in government, or are seeking a role within a municipality – in this blog post, we’ll explore the key trends that are set to define public sector recruiting this year.
Engaging Job Descriptions
Long and exhaustive lists of tasks are out; engaging and creative job descriptions are in! Check out our blog post on the topic: Beyond Bullet Points: Strategies for More Detailed Job Descriptions. Public sector organizations are reimagining their job descriptions to more clearly articulate the duties involved in the roles they’re hiring for. They are also adding illustrative language about the mission and vision of their organization; strengthening the connection between the employer and candidates seeking to align their career with their values. There has even been a major shift away from task-focused job descriptions, which are inflexible to change – toward skills-focused descriptions, which focus largely on candidate competencies. As featured in Harvard Business Review: “By focusing on the analyst’s unique strengths and broader skill set, the organization not only hones their existing expertise but also creates more well-rounded, versatile professionals.”
Innovative Job Marketing
There has been a noticeable increase in the emphasis on effective job marketing – namely, where jobs are posted, how, and for whom. Each year, organizations have been steadily increasing their ad spend and expanding their reach. At WBCP, we employ a unique approach – marketing positions on social media, posting on niche job sites, emailing subscribed candidates, mailing brochures to AI-generated candidate lists, and using industry connections to reach out personally and invite qualified professionals to apply. Acknowledging the unique nature of public sector recruiting, we have seen a shift toward niche job boards and social media applicants.
Changing Selection Requirements
We’ve seen a trend for several years now: companies are dropping education requirements. After Google dropped degree requirements for roles at the company, many other top organizations followed suit, including Apple, Tesla, and IBM. As discussed in Business Insider: “A number of companies have scrapped degree requirements to widen their net and diversify their workforce. This change has been most pronounced in finance, business management, engineering, and healthcare occupations.” This major shift is expected to continue in 2024, with recruiting authorities like WBCP encouraging even public sector organizations to reconsider and reimagine the requirements for their roles.
Focus on Diversity, Equity, and Inclusion
Whether an organization is in the public or private sector, there has been a longstanding shift toward inclusivity in hiring. This includes inclusive language and imagery included in brochures, mailers, and other marketing materials, posting positions to niche job boards tailored to a diverse workforce, and recruiters emphasizing diversity in their candidate search. As quoted in GT Industry Insider, “DE&I practices are even more critical in public sector organizations, as they often represent the public’s needs. What are some steps public sector and government leaders can take to have a truly inclusive and engaged culture? To see success in any DE&I practices, leadership should actively and often voice their support for all DE&I initiatives.”
During the pandemic, recruiting became largely virtual. This continues to evolve – as evidenced by streamlined online application processes, phone screens, and virtual interviews. According to G2, “Online or video recruitment has become the number one method of hiring.” This contributes to greater job applications due to candidates being able to apply and interview from anywhere, particularly in the early stages of the interview process. Virtual recruiting allows top-quality candidates to apply for positions with little to no interruption to their current role and cast their name into recruitments that otherwise would have excluded them. Particularly in public sector recruiting, wherein many candidates are already currently in roles in another municipality, sourcing and encouraging candidates to interview virtually increases the talent pool significantly.
As we step into 2024, the public sector recruitment landscape is marked by a commitment to innovation, inclusivity, and adaptability. Professionals entering the public service arena and seasoned government employees alike will find themselves navigating a transformed recruitment process that aligns with the demands of the modern workforce. Stay tuned as we delve deeper into each of these trends, offering insights and strategies to navigate the exciting terrain of public sector recruitment in the coming year.