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.
Did you know that the average public sector time-to-hire was 119 days – almost four months – in 2018? This was compared with 36 days in the private sector, according to SHRM. It’s a consideration that’s worth examining to see if your jobs are getting the best candidates.
In June 2021, Florida Governor Ron DeSantis signed Senate Bill 922 into law, which waives certain postsecondary education requirements for public sector job applicants who are current or former members of the armed forces. The law -- also referred to as Veterans' Preference in Employment -- also increased eligibility for such candidates if the open job was being graded on a numerical scale, and called for the development and implementation of a formal veterans’ recruitment plan for government agencies. The law is likely a sign of requirements to come for other agencies in the United States, meaning that being prepared to actively recruit veterans will be crucial for the future of your agency’s hiring strategy. Whether your agency is in Florida (where the law officially went into effect on July 1, 2021) or you’re just looking to expand your reach in attaining diverse candidates like those who have served in the military, it may be beneficial to leverage an applicant tracking system that helps you source and hire eligible applicants.
Organizations that embrace diversity are more innovative and do a better job of meeting community needs. A lack of diversity can inhibit your organization’s creativity and even make you the focus of public criticism.
The markers of diversity are diverse. There’s race, ethnic group, gender, cultural background, age, disability, and more. Valuing diversity also means welcoming those with a range of experiences, perspectives, education, and ideas.
With all that to encompass, how can you change your recruitment approach to cultivate a more diverse workforce?
Hiring in the public sector today is becoming increasingly difficult, as high retirement numbers are causing jobs to open up a rate the public sector can’t keep up with and the near-record low unemployment rate making competition for talent tough. One way to lessen the current talent gap is to grab job seeker attention through engaging job promotions.
The public sector is struggling to recruit effectively throughout the entire application and candidate selection process. One area that can easily be improved is the interview. At our CONNECT user conference, we asked hundreds of public sector HR professionals to share their favorite interview questions they use to gain better insights into candidates and determine whether someone is the right fit for the position.
We compiled some of the best ones into a list of 99 Questions to Ask Public Sector Candidates. Here are some of them:
This blog post is part of an ongoing series where HR leaders outside of NEOGOV share their opinions on overcoming the challenges facing today’s public sector HR professionals.
EL SEGUNDO, CA - This holiday season, we decided to create a video to spread some NEOGOV cheer! The video gives you a quick, behind-the-scenes look at the our team as they get in the holiday spirit. Check it out to see the team members who create your software and support your agencies throughout the year. Happy Holidays from the NEOGOV family!