The Public Sector is a vast and significant portion of the Australian job market, which covers multiple industries each with their own specific knowledge and skills. This is why at Public Sector People, we have a number of consultants who specialise on recruiting for these particular industries- whether Finance and HR or Construction and Engineering. By focusing on one or two disciplines, our consultants can absorb and develop an extensive knowledge on the market and know what organisations are looking for when hiring new talent and ensuring they are matching candidates to the roles that will best match their needs.
One of our key consultants for who is responsible for finding and securing new talent for management level roles across the public sector and local government is Paul Gleeson. We’ve provided a little more information on how Paul recruits for clients based on the specific criteria they provide him and his unique understanding of the industry. He also shares the steps to building strong relationships with both clients and candidates throughout the recruitment process and the current roles he has available.
Can you explain your role at Public Sector People?
I am a business leader at Public Sector People, heading up our Search & Selection Practice.
What are the types of positions you recruit for?
The typical roles I recruit for range from mid-level technical roles to executive senior roles across both Water Authorities and Local Councils (Government).
For active jobseekers, what are the key things your successful applicants have in common?
A strong common thread is the technical background amongst many candidates. In particular, candidates who have degrees in Engineering, Environmental or Science backgrounds. Practical work experience across Industry, Engineering Consultancies and Water Authorities/Councils is also very typical with successful applicants.
You work exclusively with clients to help them recruit for new roles. Can you explain this process further and the commitment and service you provide the clients you work with?
All roles that I recruit for are under a retained exclusive agreement with our clients. This ensures a strong commitment on for both parties in the process, and it also provides our clients to work closely with them on key projects that will eventually be beneficial to their business – i.e. finding great talent.
My search processes include targeting key prospective candidates in the market that have backgrounds aligned to the core requirements of the role, and maybe interested in an open/confidential discussion. Furthermore, through my fifteen years’ experience, I have found ‘good people are always happy to refer good people’ for opportunities. So, I spend a lot of my time building and forging partnerships and relationships across the sector to assist as many people as possible for their future career moves.
What commitment will you make to the active job seekers you choose to work with?
I aim to keep my candidates informed as much as possible through-out the recruitment process. One of the biggest issues our industry constantly faces is candidates complaining they never hear back from applications, or of not being kept up to date on the recruitment process. Communication and remaining transparent is an area of the process that is really important, and a simple phone call or email to provide an update, is not only essential, but courteous in my mind.
Why is the aftercare stage so important in the recruitment process- especially within search & selection for these management-level roles?
Our aftercare is vital in Search & Selection as it aids both the client and candidates time to help settle in from the recruitment process, through to onboarding. Sometimes, long notice periods are required, and hence delayed start dates can take up to 4 to 6 weeks in most cases, from the time a candidate accepts the role until their commence date. So, during this phase I contact both clients and the candidate weekly and maintain this throughout the first 3 to 6 months, until the candidate has settled well into their new role.
I recently completed two major assignments with South East Water. First was a Group Manager – Strategic Asset Management role and the second and Integrated Water Manager Engineer position. Both positions were complex in nature and required a specific targeted search to market.
I am also currently in the middle of three roles with City West Water – Major Government Works Team Leader, Project Delivery Team Leader and Senior Project Manager. Again, because the roles are technical in nature and quite specific to City West Water, I conducted a dual targeted mapping and search process, complimented with a strong external advertising campaign.
With the roles above, we also included all internal employee applications and put them through a comprehensive and transparent recruitment process that aims to reduce any internal conscious or unconscious bias, to ensure they were afforded the best chance of success in the process as well as the external candidates.
To find out more about any of the roles listed above, or to reach out to Paul for a confidential chat about the upcoming opportunities for management level roles within both local council and water authorities, you can contact him at:
Phone: 0420 979 409
Public Sector People is proudly and exclusively partnering with City of Darebin to appoint a People and Culture Office. The roles report to a People and Culture Business Partner, with a dotted line to the Safety and Wellbeing Advisor. The position provides support in services across the people life cycle that to deliver a consistent quality of service to staff and leaders. The role has a dedicated focus on administering recruitment, onboard, offboard and cross boarding processes as well as providing first level people advisory services and policy, procedure and EBA interpretation. The People and Culture Officer works with the assigned People and Culture Business Partner across a specific portfolio to provide generalist people support. This position at times also provides support to the Safety and Wellbeing Advisor for the same portfolio. The above activities support both the culture and employee value proposition for the City of Darebin as a great place to work, enabling our people to support the community. To be considered for the role, you will hold a relevant tertiary qualification in Human Resources Management. Furthermore, you will require Experience in providing first level guidance in relation to People and Culture policies and procedures, the Enterprise Agreement, of conditions of employment and legislative requirements. Working knowledge of HR information systems Substantial proficiency with MS Office applications A current driver’s licence and national probity checks will be required. Given Public Sector working guidelines, the successful candidate will need to provide evidence of triple vaccination for COVID-19 for interviews and to work onsite. City of Darebin currently operates under a flexible work arrangement, the role will require atleast 2 days in the office. On offer, the Remuneration is a Band 5 (LG) and 4 Days (0.8) Permanent (P/T). Interviews will take place immediately for an ideal commencement in July. Public Sector People has been Retained as an exclusive recruitment partner for this assignment and any direct applicants to City of Darebin will be referred to PSP to be included in the recruitment process. Please register your application online or email direct for a comprehensive PD Paul Gleeson (Business Leader - Search & Selection Practice). E – firstname.lastname@example.org