Public Sector Technology
  • Publish Date: Posted 8 months ago
  • Author:by Kathryn Hunt

Attracting and Retaining Technology Talent in the Public Sector

​The competition for technology talent in the public sector can be fierce as government organisations often face challenges in attracting and retaining skilled professionals for various reasons such as compensation and working with legacy technologies. To combat this, public sector employers are under pressure to ensure salaries are competitive, ensure future earning potential and offer a quick and seamless hiring process with a people first culture.Additional pressure is added from the general high demand in the market for skilled technologists where private sector companies are able to offer salary increases, better work/life balance, freer investment in the latest technology and structured career paths. With surveys finding that almost a third of public sector key workers have considered leaving their roles or have already tried to leave, recruitment and retention is a key issue for public sector employers.However, there are several strategies that can help governments effectively compete for technology talent:Competitive Compensation and Benefits: Offer competitive salaries and benefits that are on par with or at least close to what the private sector offers. Additionally, emphasise the meaningful impact of working in the public sector, such as contributing to the community and working on projects that have a broader social impact.Flexible Work Arrangements: Provide flexible work options such as remote work, flexible hours, and compressed workweeks. This can be particularly appealing to technology professionals who value work-life balance and the ability to work in a way that suits their individual preferences.Modern Technologies and Projects: Highlight the opportunity to work on cutting-edge technologies and meaningful projects. Government organisations should invest in updating their technology stacks and pursuing innovative projects that can attract tech-savvy professionals.Clear Career Pathways: Develop clear career progression paths that include opportunities for skill development, promotions, and increased responsibilities. Technology professionals are more likely to stay engaged if they see a clear trajectory for growth.Reducing Barriers: Streamline processes that can slow down decision-making and hinder innovation. Creating a more agile and responsive work environment can make the public sector more attractive to tech talent.Skill Development and Training: Offer continuous learning and training programs to help technology professionals stay up to date with the latest trends and technologies. This can demonstrate a commitment to professional growth and development.Publicise Success Stories: Share success stories of tech professionals who have made a significant impact in the public sector. Highlight the achievements and positive outcomes of their work to showcase the meaningful contributions that can be made.Showcasing Impact: Emphasise the social impact of working in the public sector. Tech professionals often want to know that their work is contributing to positive change, so showcasing the ways in which their skills can make a difference is important.Inclusive and Diverse Environment: Create an inclusive and diverse workplace that values different perspectives. A welcoming environment can attract a wider range of tech talent and promote creativity and innovation.Transparent Recruitment Processes: Ensure transparency in the recruitment and hiring processes. Clearly communicate expectations, timelines, and requirements to potential candidates.Collaborative Culture: Foster a collaborative work culture where cross-functional teams work together to solve complex problems. Highlight the opportunity to work with experts from various fields.By implementing these strategies, government organisations can position themselves as competitive employers in the technology sector, attracting and retaining the talent needed to drive digital transformation and innovation in the public sector. Gerrard White Consulting is a technology public sector recruitment expert. If you would like our help sourcing and attracting future technology talent on a contract or permanent basis, please get in touch with our team. 01892 553355 | Email Kathryn

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​The competition for technology talent in the public sector can be fierce as government organisations often face challenges in attracting and retaining skilled professionals for various reasons such as compensation and working with legacy technologies. To combat this, public sector employers are under pressure to ensure salaries are competitive, ensure future earning potential and offer a quick and seamless hiring process with a people first culture.

Additional pressure is added from the general high demand in the market for skilled technologists where private sector companies are able to offer salary increases, better work/life balance, freer investment in the latest technology and structured career paths.

With surveys finding that almost a third of public sector key workers have considered leaving their roles or have already tried to leave, recruitment and retention is a key issue for public sector employers.

However, there are several strategies that can help governments effectively compete for technology talent:

  • Competitive Compensation and Benefits: Offer competitive salaries and benefits that are on par with or at least close to what the private sector offers. Additionally, emphasise the meaningful impact of working in the public sector, such as contributing to the community and working on projects that have a broader social impact.

  • Flexible Work Arrangements: Provide flexible work options such as remote work, flexible hours, and compressed workweeks. This can be particularly appealing to technology professionals who value work-life balance and the ability to work in a way that suits their individual preferences.

  • Modern Technologies and Projects: Highlight the opportunity to work on cutting-edge technologies and meaningful projects. Government organisations should invest in updating their technology stacks and pursuing innovative projects that can attract tech-savvy professionals.

  • Clear Career Pathways: Develop clear career progression paths that include opportunities for skill development, promotions, and increased responsibilities. Technology professionals are more likely to stay engaged if they see a clear trajectory for growth.

  • Reducing Barriers: Streamline processes that can slow down decision-making and hinder innovation. Creating a more agile and responsive work environment can make the public sector more attractive to tech talent.

  • Skill Development and Training: Offer continuous learning and training programs to help technology professionals stay up to date with the latest trends and technologies. This can demonstrate a commitment to professional growth and development.

  • Publicise Success Stories: Share success stories of tech professionals who have made a significant impact in the public sector. Highlight the achievements and positive outcomes of their work to showcase the meaningful contributions that can be made.

  • Showcasing Impact: Emphasise the social impact of working in the public sector. Tech professionals often want to know that their work is contributing to positive change, so showcasing the ways in which their skills can make a difference is important.

  • Inclusive and Diverse Environment: Create an inclusive and diverse workplace that values different perspectives. A welcoming environment can attract a wider range of tech talent and promote creativity and innovation.

  • Transparent Recruitment Processes: Ensure transparency in the recruitment and hiring processes. Clearly communicate expectations, timelines, and requirements to potential candidates.

  • Collaborative Culture: Foster a collaborative work culture where cross-functional teams work together to solve complex problems. Highlight the opportunity to work with experts from various fields.

By implementing these strategies, government organisations can position themselves as competitive employers in the technology sector, attracting and retaining the talent needed to drive digital transformation and innovation in the public sector.

Gerrard White Consulting is a technology public sector recruitment expert. If you would like our help sourcing and attracting future technology talent on a contract or permanent basis, please get in touch with our team. 01892 553355 | Email Kathryn

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