As public sector agencies are adjusting to a post-pandemic world and a flood of retirements from their older employees, the time for proactive outreach to younger candidates is now. Millennial and Gen Z workers have a different set of standards and principles for what they look for in a job, but there are many compelling reasons for them to consider a job in the public sector. By identifying and showcasing these benefits in your employer brand and recruiting process, you are more likely to attract millennial and Gen Z talent to your public sector jobs, backfilling recent vacancies and priming growth with the agency in the future.

It’s a refrain we hear often from frustrated HR professionals -- “We are actively searching for diverse talent, but we are not getting qualified candidates.” The truth is that while the intention may be there, more goes into recruiting a diverse workforce than just the desire. 

While many public sector organizations attempt to up their diversity, equity, and inclusion initiatives, how many of them are actually facilitating a welcoming environment for diverse employees? 

Even if your workplace is diverse, diverse employees may not feel understood, valued, and represented at every level of the organization -- and they may not feel like there are as many opportunities for growth. Beyond mission statements, there’s likely plenty of room for improvement throughout every stage of your hiring and retention processes.

Keep reading for actionable steps your team can take to foster a more welcoming environment for employees of diverse backgrounds. 

After putting serious action into attracting diverse candidates, it’s time to make sure the rest of the recruitment process isn’t prone to bias pitfalls. Start by breaking down each stage of the recruitment process and then analyzing how all of your candidate groups fare in each one. This will give you the insights to improve diversity throughout your hiring funnel.

Workplace culture has become increasingly important for public sector organizations to develop and put into action. From attracting prospective employees to enjoying higher retention and productivity levels among existing employees, establishing a well-defined and positive workplace culture has a multitude of benefits. 

If you feel your time-to-hire and/or quality of candidates are not up to par, you should take a look at where you’re sourcing your candidates. This includes everywhere you post your jobs: online job boards, career pages, social networks, job fairs, traditional media like newspapers or magazines, and via referrals. This will allow you to determine where you get the best job candidates from.

It’s a question that seems obvious, but can be used to gain critical insight into your recruiting and hiring processes: how attractive is this job I posted to job seekers?Determining a job posting conversion rate will allow you to see which job postings are doing well and which could use some help to attract more applicants.

Now more than ever, the importance of diversity, equity, and inclusion has become a hot topic in organizations across the country. Oftentimes when we think of DEI, however, thoughts of Equal Opportunity Employer statements or a Diversity page on the organization website are evoked, at best. 

While rules for each organization may differ based on location and state legal regulations, local government agencies across the nation are grappling with the challenge of how to collect and track employee vaccination information to ensure the safety of their workforce -- especially given the recent FDA approval of the Pfizer-BioNTech COVID-19 vaccine on August 23, which may prompt more organizations to mandate employee vaccinations. 

A great way to determine where your agency stands in terms of its hiring efforts is through comparing your progress in time-to-hire with other agencies similar to yours – otherwise known as benchmarking. Benchmarking can help you identify performance gaps and opportunities for improvement for both individual job postings and departments.