Stereotypes hurting millennials’ chances of finding work in the public service, says report

Interesting report with reasonably practical recommendations. Government context requires innovation has to be balanced with accountability and stewardship, not to mention the political/PS interface which the recommendations largely acknowledge:

One of the most significant issues with the public sector’s “millennial problem” is the perception that young people don’t want to work in government, according to the report. In fact, says Deloitte, a consulting firm, the public service is attractive to those born between 1980 to 1995: there’s job stability and an opportunity for a work-life balance.

“Research instead shows that, as a whole, millennials want the same things and value the same things as other generations. Where they differ is in the ways they go about achieving their goals,” the report says.

Retaining millennials is also not a problem for the public service. The report found that from 2007-2014, the number of millennials leaving stayed consistently low. People aged 35 and younger were actually more likely to stay in the federal government than leave, according to the numbers.

That’s if, however, they can get hired.

Since the 2008 recession, the government’s Deficit Reduction Action Plan has lowered the number of people hired overall. “The number of external jobs posted in 2008 was about 5,000, but that number dropped to around 2,700 in 2016,” the report said.

Only about 3.5 per cent of applicants were hired during the Recruitment of Policy Leaders initiative which focuses on hiring young top talent into mid and senior level policy roles. In 2016, those who applied through the government’s post-secondary recruitment program had a one-per-cent success rate.

“Recruitment is so selective, the federal government accepts a lower share of applicants than elite Ivy League institutions like Harvard University,” says the report, which points out Harvard’s most recent academic year’s acceptance rate was 5.2 per cent.

The report also raises other issues affecting the hiring of young people, including the older generation in government jobs who are delaying retirement, as well as the length of time it takes to go through the hiring process and the lack of career growth. Younger generations tend to have more debt because of student loans and cannot afford to wait several months to be hired, says the report.

Solutions

The report offered several recommendations to address these issues.

* Streamline the hiring processes: Use more technology for online application forms to reduce printing and scanning, use electronic signatures for online forms and also create an easier process for security clearance.

* Recruitment: Make the hiring process more dynamic and prioritize different skill-sets that may be outside of the usual boxes ticked on application forms. Find new ways to identify top talent, which includes predictive analytics that determine what existing and future skills an applicant meets.

* Mobilizing jobs: Career growth and internal mobility is something millennials want, so offer several different job opportunities within the same organization across different sectors.

* Think outside the cubicle: Break down the barriers that isolate employees in the office to enhance communication, and enhance employees’ overall well-being. Create more dynamic workspaces that include options to work remotely.

* Incentivize innovation: Recognizing and encouraging innovation will benefit the public service. Teams that encouraged diverse perspectives often performed better, says the report. Feeling that creative ideas were recognized and welcomed was important to “would-be innovators.”

Several changes to attract millennials to the public sector are already underway or are being tested in pilot programs, according to the report.

Source: Stereotypes hurting millennials’ chances of finding work in the public service, says report | Ottawa Citizen

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About Andrew
Andrew blogs and tweets public policy issues, particularly the relationship between the political and bureaucratic levels, citizenship and multiculturalism. His latest book, Policy Arrogance or Innocent Bias, recounts his experience as a senior public servant in this area.

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