Misconceptions of public sector working practices are impacting its image and recruitment

Employees working in the public sector benefit from challenging and rewarding work environments following changes in the way in which the public sector is managed. However, there is still a gap in the publicís perception of what it is like to work in the public sector, according to a report ñ Blurring the boundaries ñ published today by international recruitment consultancy Badenoch & Clark.

The report, which surveyed over 700 hiring managers, found that there is an increasing ëblurring of the boundariesí between public and private sectors, with many private sector practices being embraced by the public sector as it changes the way it is managed. The result is a range of opportunities being offered to employees which are drawing in new talent.

However, despite the changes, respondents felt that work still needs to be done by public sector employers to address the image of the sector as an employer. This was not specifically in terms of salaries, as many people might think, but in terms of the challenging and rewarding work on offer. Almost half (49%) of the hiring managers surveyed said that the biggest misconception was that the work is less demanding than the private sector.

Nicola Linkleter, Executive Director of Public Sector Recruitment at Badenoch & Clark observes, ìWe expected the private sectorís ability to pay greater salaries to be a barrier to public sector recruitment, yet found that many public sector hiring managers thought that to be a misconception.î

One anonymous respondent reported: ìRunning a local authority or NHS Foundation is no less challenging or rewarding that the private sector. Itís simply different.î

Other misconceptions listed by respondents included the amount of bureaucracy involved in public sector (22%) and that salaries are less competitive (16%). In reality, hiring managers said that salaries are compensated for by a challenging and rewarding environment, a good range of benefits and a commitment to flexible working policies.

Biggest attractions according to hiring managers
78% benefits
45% challenging and rewarding work
42% giving something back
41% training
38% structured career path
22% competitive salaries
18% engaging culture

Despite the many attractions being offered by public sector employers, half (50%) of hiring managers surveyed, reported that it is still difficult to attract the right talent into public sector jobs, with local authorities proving to be the most difficult. The kudos associated with working in Central Government means that there is less of a struggle when it comes to finding candidates for jobs.

The misconception of a lack of demanding and challenging work was particularly marked in some regions of the country. In the East Midlands, for example, almost four in five (78%) of respondents concluded that it is difficult attracting talent into the sector, whilst Yorkshire and The Humber experienced less difficulties, particularly within the NHS.

Nicola Linkleter adds; ìThere has been a quiet revolution in the public sector in recent years, fuelled by an increasing focus on efficiency; the creation of new bodies such as Arms Length Management Organisations (ALMOs) and NHS Foundation Trusts and the growing use of interim managers with private sector experience. The reality is that ALMOs and Foundation Trusts often see themselves as closer to the private sector model than their public sector forebears.î

The pace of change in recent years has left some public sector employees shell shocked and demotivated. One of the main challenges facing the sector is the effective retention of existing staff and the attraction of new employees with the appropriate technical skills. Respondents felt that the sector needs to focus on gaining more positive publicity in order to help address issues with both existing and prospective employees.

An anonymous manager who has experience of leading a change programme said: ìPublicity is really important; people do become demotivated when they know they are doing well but never read about themselves. If you ñ and they ñ are successfully delivering fresh ways of working then shout about ití.

Nicola Linkleter concludes; ìThe public sector has much to offer new recruits, including challenging and demanding work, and flexible working locations. Our research indicates that education, engagement and marketing are the tools which will enable candidates to see clearly the opportunities on offer.î