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How to attract and retain talent in the public sector in 2023

The current race for talent is forcing organisations to rethink their approach to attraction and retention. To tempt today’s sought-after candidates, employers are under pressure to deliver speedier hiring processes, increased earning potential, and inclusive, people-first cultures.

The current race for talent is forcing organisations to rethink their approach to attraction and retention. To tempt today’s sought-after candidates, employers are under pressure to deliver speedier hiring processes, increased earning potential, and inclusive, people-first cultures.

For the public sector, the hurdles are even higher. Recent YouGov research shows that 32% of existing sector workers are considering resigning for factors such as better pay, recognition, and work/life balance. Comparatively lower salaries and a perceived lack of dynamism and innovation could prevent jobseekers from pursuing careers in public service in the first place.

Without the deep pockets of private companies, public sector recruitment and retention needs to do more with less. For 2023, that means adapting to emerging trends and showcasing the sector’s USPs with intelligent employer branding.

Key changes for 2023

Since the Covid crisis fundamentally shifted our attitudes towards work, jobseekers bring a brand-new set of expectations to every search. Pay remains important, but employer flexibility, empathy, and inclusivity often sway a candidate’s decision. Applicants also want to work for organisations that embrace technology and actively develop future-facing skills.

An awareness of evolving priorities – for 2023 and beyond – helps you connect with candidates and shape relevant, effective recruitment strategies.

• Remote working

The vast majority of applicants now request an element of remote working. If you’re unable to provide fully remote roles, explore other ways to introduce flexibility. These might include hybrid set-ups, job shares, non-core hours, and an allocated allowance of work-from-home days.

• Increased focus on diversity, equity, and inclusion (DE&I)

Employees in a recent Glassdoor survey said a diverse workforce is an important factor when evaluating companies and job offers. For public sector organisations, this also means building teams that reflect the communities they serve. Key considerations include placing DE& at the heart of your recruitment and retention efforts and encouraging diversity in leadership and decision-making.

• Growing demand for digital skills

Digitalising public sector services and operations requires a workforce with forward-looking technical skills. Investing in targeted training, leveraging apprenticeships, and creating a culture of encouragement can unlock the potential of your existing staff to support your transformation, and help bring fresh talent on board.

Create a robust employer brand

Organisations across the public sector bring together communities, provide life-enhancing services, and keep the UK moving forward. And their people make everything possible. That’s a compelling case for candidates – and the bedrock of an inspiring employer brand.

When connecting with potential hires, capitalise on your sector’s standout proposition – the potential to make a daily difference for others and the rewards (both personal and professional) of working in a public services role.

• Communicate your mission and values

Public sector organisations have unique values aligned to serving the community and effecting positive change. Bring these drivers to life with examples of how candidates’ work can be a force for good.

• Highlight growth opportunities

Make the most of the public sector’s clear progression pathways. Map out potential training and promotion plans in ads and at interview, signposting opportunities to expand skillsets, pursue passions, and accelerate careers.

• Share employee testimonials and success stories

Spotlight the experiences of current staff, showcasing the benefits of working for your organisation. For maximum impact, centre your case studies on key candidate priorities such as flexibility, wellbeing support, job progression, training, and work/life balance.

Step up your retention strategies

In a candidate-driven market, the pull of a bigger paycheque can be powerful – even for your most loyal employees. Losing a long server not only kickstarts another recruitment cycle, but also robs your organisation of vital experience, knowledge, and consistency of service. Right now, staff retention is more critical than ever.

While you may be unable to match spiralling private sector salaries, you can cultivate loyalty by ensuring staff feel seen, heard, and valued. Some best practices for fostering engagement and creating a positive employee experience include:

• Communicating openly and transparently

Establish open lines of communication with employees to keep them informed about your organisation's goals, priorities, and challenges. Encourage two-way conversations with easy methods of sharing feedback, submitting ideas, and asking questions. Offer regular updates on how you’re putting staff contributions to work.

• Providing regular recognition and rewards

Shout-out employee achievements at team and organisational level. If budgets are restricted, think creatively about how you can recognise, reward, and help to retain staff in ways that build morale and foster a sense of belonging.

• Encouraging employee participation and empowerment

Give teams a voice in decision-making and clear routes to leadership roles and responsibilities. By applauding autonomy, celebrating initiative, and giving staff the skills and space to progress, your people will feel invested in your organisation – and more likely to reward you with long-term loyalty.

Attract today’s talent and invest in tomorrow’s

Whatever your area of government or public services, attracting and retaining talent through this year and beyond will involve creativity, resourcefulness, and promotion of your sector’s unique selling points.

To compete with the perks of the private sector, consider long-term changes to your culture and hiring practices that demonstrate commitment to diversity, digitalisation, and employee development. In the short term, explore small, impactful programmes that show candidates and current staff how much you value their enthusiasm and expertise.

These initiatives could support in attracting top talent and spark increased engagement for existing staff.

• Implementing a mentorship programme that matches experienced employees with new hires to provide guidance and support.

• Creating an outreach programme that encourages employees to volunteer in the community and get involved in local projects.

• Launching an employee-led sustainability initiative to reduce your organisation’s carbon footprint and encourage staff to adopt sustainable practices.

• Introducing a workforce wellness programme that includes onsite fitness classes, healthy food options, and stress management support.

Talk to a public sector recruitment expert

Every day, Adecco’s recruitment specialists create successful attraction and retention strategies for organisations right across the public sector. If you have questions about sourcing and engaging your existing and future talent, get in touch with us today.

For more information about the trends impacting the labour market in 2023, download your copy of the Adecco Labour Market Outlook.

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