One of the toughest challenges facing tech recruiters currently is simply finding candidates when digital skills are in such high demand.
The pandemic may have eased, but the ‘great resignation’ has hit the digital recruitment market hard, pushing up salaries and prompting thousands of developers and other professionals to consider whether they are getting the best deal.
In the public sector, managers are keen to accelerate digital transformation projects and build the best teams to help them reach their goals. While they might not be able to offer the same salaries and perks as a Google or an Amazon, they score big on social responsibility and purpose. So how can public sector organisations make this work to their advantage?
Promote purpose over pay
If you are looking to bring in young tech talent, focusing on purpose rather than pay could have its advantages. A survey by Deloitte found that 44% of millennials (between the age of 26 and 41) and 49% of Gen Zs (born after 1997) have made choices over the type of work they are prepared to do or who they are willing to work for based on personal ethics over the past two years.
If they are building a product or service for a public sector organisation, the chances are it will directly benefit a user in some way, rather than creating profit for shareholders. “Part of our job as recruiters is to sell the project to a candidate over other opportunities they might have,” says Conor White, Associate Partner for the healthcare and central government divisions at Real Public Sector. “At the end of the day, they could be working on a system that could be saving lives.”
Be part of something bigger
The public sector has led the way for a long time on diversity and inclusion – many government departments are above national averages for employing women, ethnic minorities and disabled people in senior roles. According to software company Greenhouse, 86% of candidates consider an employer’s investment in diversity, equity and inclusion (DE&I) before they engage in the process.
In order to access the widest possible pool of talent in a tight market, it is crucial for public sector organisations to showcase their achievements in DE&I. But beyond reaching a broader cross-section of candidates, a commitment to DE&I will reflect those all-important core values and purpose of your organisation. For example, the UK government is currently investing heavily in social mobility and the levelling-up agenda, and candidates are likely to warm to being part of a positive social movement.
Possibilities and progression
Moving internally across the public sector can be easier than moving within a large corporation. Employers often seek previous experience of government or NHS projects as candidates will already be used to the culture and expectations involved in delivering something funded by the public purse.
“While we might not be able to match the private sector in terms of salary, we can discuss making projects longer or more attractive, or developing candidates’ careers by moving them onto other projects,” adds White. “We discuss their aspirations, actively encourage them to network. If they can meet the right sponsors internally, they can move across different projects.”
Feel the flexibility
We have all heard about the slides and free fruit at certain digital company offices, but occasionally also hear about the long hours required to meet tight deadlines, or employees forced to log in while they are on leave or at weekends to answer queries.
Long before the pandemic, public sector organisations were pioneers of flexible working patterns, allowing employees to build their own arrangements such as compressed hours or term-time working.
But it does not mean that working in the public sector will not stretch candidates. “Working in the private sector can be about getting things done in the shortest time for the best profit, so there is more flexibility in that respect. But increasingly, projects have deliverables attached, a set list of goals that we can measure performance against,” explains White. “There could also be payments associated with hitting a milestone, and achieving these goals looks great when candidates go for another role.”
Long-term security
Working for a tech start-up might seem like a thrilling prospect, but the reality is that early-stage companies can be subject to being taken over or forced to close when cashflow runs dry. Getting a job in the public sector, on the other hand, often leads to moving to another government department or organisation as levels of internal recruitment and progression are high. “Once you’re in the public sector you can stay in it easily, as people like candidates with public sector experience,” says White.
There are strong pipelines for digital transformation projects at the moment, he adds, meaning the market for tech skills in the public sector is likely to be candidate-driven for some time to come. A culture of investing in staff means there are also likely to be opportunities for self-development, not just in core digital skills but in valuable ‘soft’ skills such as leadership and inclusion.
For help and advice on finding tech talent for the public sector, contact us today!