2. Source new talent
Civil service pay structures rarely keep pace with the private sector, which makes it especially hard to recruit in-demand technical talent. However, there are alternative ways to increase the allure of working in government and gain access to people who might otherwise not have considered such a career:
- Rebrand the public sector
To counter the perception of government jobs as bureaucratic and limited in scope, public sector organizations can promote a brand that not only does good but also uses innovative technology to solve complex societal challenges. As Eddie Copeland, Director, London Office of Technology & Innovation (LOTI), UK, says, "We've got to dispel some of the myths ... and emphasize that by working in local governments, you may earn less, but you can have a real positive social impact."
Governments can become more flexible and proactive in their resourcing strategies. Some are forming specialist teams to proactively hire digital talent, while technology is making recruitment more efficient as AI is automating administrative tasks related to hiring. The U.S. Department of Homeland Security is setting up a dedicated cybersecurity career track, with special opportunities, benefits and salaries, in a bid to attract top-flight candidates. There is also a shift toward more flexible assessment criteria based upon capabilities rather than just qualifications.
Governments are casting the net wider in search of skills not typically associated with the public sector, from sources such as innovation and tech centers. They can attract younger candidates, or those with specific skill sets, through fast-track development programs, including internships, fellowships, apprenticeships and IT leadership development. Charities are also teaching tech skills to people who otherwise might not have access to such a career: good examples include CodeYourFuture, which trains refugees and other disadvantaged people to become web developers, and Code4000, which teaches software development and digital skills to prisoners.
Case study: Re-skilling veterans at the Canadian Department of National Defence
The department created the Cyber Workforce Enablement Program (CWEP) to build a skilled IT workforce. CWEP serves to bridge the gap between IT talent shortages and the underemployment common among Canadian veterans. Through a partnership with WithYouWithMe, veterans receive free training and support to start a government career in technology after military service. More than 4,000 people are in the program, creating a whole new talent pool.