This week we’re talking about how government can successfully attract quality candidates to fill the open positions that aren't yet frozen. This is a two-pronged approach: you have to make it an enticing place to work while making it easy to access the jobs.
In order to entice younger folks to your agency, it is important to work on branding the organization in order to shed a positive light on it and drive interest in and excitement for it. The IRS has been successful in this endeavor as have others, especially those that utilize brand ambassadors to represent the organization at job fairs and on college and university campuses. Putting agency advocates in front of the individuals you are trying to recruit is one of the most effective ways to draw them in; real people speaking about their positive experiences and great benefits and career opportunities within the organization is second to none.
Branding has limited benefit if candidates are unaware of what positions are open or how they can get a foot in the door in your agency. The Pathways Program, a government-wide opportunity for students and recent grads offers internships, fellowships, and full time employment prospects. This enormous program offers an unprecedented and vast array of openings for individuals new to the workforce who are looking to become civil servants. And the accessibility of these programs makes getting that foot in the door much easier. In a time when government is not drawing as much interest for younger generations, this program is extremely valuable.
While government agencies can’t necessarily offer competitive salaries as bait for new recruits, they can offer other benefits such as telework capabilities or flexible work hours, innovative training opportunities, and a clear career map to help guide and retain those top quality hires.
In what ways is your organization finding success in recruiting top talent? In what ways is it struggling?