Why Government Hiring is Struggling

(And Why It Matters More Than You Think)

Let’s be honest, “government hiring processes” doesn’t usually scream “edge-of-your-seat reading.” But stick with us for a moment, because how our public sector finds and hires its people is far from dull – and right now, it’s facing some serious hurdles that impact every single one of us.

You might picture government jobs having lines of applicants around the block. And sometimes, that’s true! USAJOBS, the federal government’s main job portal, received over 20 million applications back in 2014. Impressive, right? Yet, research from the Partnership for Public Service found that only 39% of federal employees felt their teams could actually attract top talent. Ouch.

This isn’t just a Washington D.C. issue. State and local governments are feeling the pinch too, grappling with staffing shortages and watching experienced employees head for the exits. While 2023 saw a tiny uptick in applicants per job compared to the year before, the overall picture is still described as “fragile.” Qualified candidates are scarce.

So, what’s causing this talent crunch in the public sector? And more importantly, why should you care if government gets better at recruiting? Let’s dive in.

The Hurdles: What’s Holding Public Sector Hiring Back?

Several key challenges are making it tough for government agencies to attract the best and brightest:

1. The Private Sector Allure: Let’s face it, private companies often roll out the red carpet with higher salaries, slicker benefits packages, and more flexibility (hello, remote work!). They can move faster and sometimes offer clearer paths for career growth, making government roles seem a bit… beige and bureaucratic by comparison.
2. The Waiting Game: The public sector hiring process is notoriously slow. Think 90 days on average for federal hires – roughly double the private sector’s 45-day average. Some estimates put the government average even higher, closer to 119 days! Talented candidates often get other offers and jump ship while waiting for the government wheels to turn. Many simply give up mid-application out of sheer frustration.
3. The Gen Z Gap: Agencies are struggling to connect with younger generations, especially Gen Z. This group makes up a tiny fraction of the government workforce, and many recent grads admit they wouldn’t even consider a public sector job. While Gen Z is driven by mission and community impact (a natural fit for public service!), they also crave empowering workplaces and positive cultures. Plus, reaching them where they are (think TikTok) is often tricky due to government restrictions on social media platforms.
4. The Perception Problem: Negative stereotypes about government bureaucracy linger. Add to that a shrinking pool of qualified candidates overall, and many agencies report simply not finding enough people with the right skills.

Why Fixing This Isn’t Just HR Paperwork – It’s Critical

Okay, those challenges sound tough. But why is it absolutely essential that the public sector overcomes them?

• Keeping Services Running: Staff shortages don’t just mean empty desks. They lead to burnout for remaining employees, increased overtime, and potential cuts to the services we all rely on. Think longer waits at the DMV, delayed road repairs, or strained public safety resources. We need enough capable people to deliver these essential functions effectively.
• Tackling Big Problems: Climate change, healthcare access, infrastructure renewal, public safety – these aren’t small tasks. Government needs top-tier talent, especially in specialized fields like Science and Technology, to develop and implement effective solutions. Better recruitment means better problem-solving for society’s biggest challenges.
• Building Public Trust: When hiring is fair, transparent, and based on merit, it reinforces citizens’ faith in government. When it’s perceived as unfair or opaque, it erodes that trust. Ethical, effective recruitment isn’t just good practice; it’s fundamental to a healthy democracy. (The GAO has flagged strategic human capital management as a high-risk area since 2001 – this stuff matters!)
• Reflecting the Public: A diverse workforce brings diverse perspectives, leading to better decisions and services that truly meet the needs of all communities. Improving recruitment to attract people from all backgrounds is key to building a more equitable public sector.
• Leveraging Stability: While competing on salary can be tough, the public sector offers something highly valuable, especially in uncertain times: job security and stability. Better recruitment strategies can highlight these strengths to attract candidates who value mission and long-term security.
• Future-Proofing Government: The world of work is changing fast. Government needs people skilled in digital tools, data analysis, remote collaboration, and adapting to new challenges. Modernizing recruitment is crucial to building a workforce ready for the future, not stuck in the past.

The Path Forward

Getting public sector recruitment right is about more than just filling vacancies. It’s about ensuring our government can function effectively, tackle major issues, earn public trust, represent its people, offer stable careers, and adapt to a changing world.

The good news? Solutions are out there. Agencies can leverage technology, streamline processes, enhance the candidate experience, champion the mission-driven nature of public service, and get creative with benefits and flexibility.

The future of public sector hiring might look “fragile” now, but with focused effort and strategic change, we can power it up for a stronger, more effective government that truly serves everyone. Contact Magnet Consulting Group today to learn how we can help. You can subscribe to our audio blog on YouTube @ youtube.com/@magnetcg

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