Who Wants Me? Attracting Public Sector candidates
Are IT Candidates hearing ‘yes’ or ‘no’ from the Public Sector?
Over the past 5 years the Public Sector has been fairly successful in attracting a highly skilled IT workforce. Much of this can be attributed to the slow down in the private sector from around 2001. The lack of large scale IT spend in the private sector combined with a host of exciting public sector IT projects meant that many candidates considered work in the public sector for the first time. Job security moved up the list of priorities for candidates as the number of IT candidates out of work began to rise. The size, scope and nature of IT projects within the public sector has made it a great place to be for IT workers.
But today the public sector faces intense competition from the private sector for the best IT candidates. Unless the public sector continues to attract highly skilled IT workers, we risk also losing the best of our current IT workforce.
Salaries offered in the private sector are increasing and show few signs of slowing down. Competing purely on salaries is not an option for most in the public sector. It must continue to sell to its strengths (innovative projects, job security, benefits, flexible working, eg), but perhaps more importantly ensure opportunities and the whole recruitment experience is accessible and attractive to potential candidates.
In order to attract the best candidates you need to make them feel valued and wanted, not just at interview but throughout the whole recruitment process.
Consider your current process against the following:
At the outset
You must begin with a recruitment plan that
includes advertisement date, closing date, date for reviewing CV’s, interview
& test dates, and date of offer. When setting dates be mindful that
communication and speed of response are key elements throughout the recruitment
process; they show candidates they’re important. Diarise dates and time required
for the separate tasks. When all parties stick to the plan you can be confident
of making an offer on the specified date, and communicate accurate timing to
potential candidates.
On request of an application pack/form
Acknowledge any
communication immediately; your responsiveness will show candidates that their
application is being taken seriously. If a request is made for an application
pack it is not sufficient to send it and hope it is returned. Prior to the
closing date approaching you should contact any candidates who have not returned
their application; this will act not only as a reminder but will show that you
are interested in their application.
On Receipt of CV’s or Closing date
CV’s should be
reviewed and candidates selected for interview within 24 hours maximum. In your
plan the review process was diarised in advance, so you have time to complete it
as scheduled. It takes very little time to review a CV; the delays are typically
down to this task being put off.
Offer
Any offer should be made as soon as possible after
interviews and should include accurate information on the salary and other
benefits. Be ready with answers to questions that are commonly asked, to keep
the speed of the process going but also show how prepared you are to hire them.
The Public Sector remains a great place to be. There is a wealth of exciting and innovative projects that have a real impact on our day-to-day lives. And yes, key factors for candidates remain as salary, benefits, job content, environment and opportunity. But even if we tick all of these boxes we will fail to attract candidates unless we make them feel wanted.
Article by: Bryan Corke
Managing Consultant - Hudson IT
Tel: 01483 881
228
Email: bryan.corke@hudson.com