Search & Selection – The Solution For Critical, Senior And Hard-to-fill Strategic Hires
By Sector People
RLeadership & Strategic positions are often challenging to appoint across the wider Public Sector for a multitude of reasons. Although different in each case, it's often due to competition from the private sector as well as various government departments, demands of the candidate market coupled with salary and career expectations and pressure on salaries. Although you may think the easiest way to find those professionals would be to work with as many recruitment agencies as possible to cover a wider audience, the solution which offers a higher level of success is likely different.
Having multiple organisations working moderately to achieve your expected result is less efficient than working with one agency and a specialised team to find the right candidate for your organisation's needs. When we talk about the Public Sector context and specifics, it is highly recommendable to work with a specialist consultant who knows the market and features of government roles, sourcing the right profile for the available position.
In this blog article, we will break down some facts to show you why. For example, when you work with multiple recruitment companies, you have recruiters who are likely working with the same candidate pool, trying to secure them a job with multiple organisations rather than specifically taking the brief to the whole market with your interests at heart. In other words, filling your position will be among other opportunities they are working on simultaneously and not a priority.
Partnering with just one company and a specialised team, you will not only get preference with your request but will also work with an industry expert who can provide you with advice and guidance throughout the search process as they execute the brief.
What Is Search & Selection?
Search and Selection is a recruitment process that involves strategic hires within the search for suitable candidates for leadership and hard-to-fill positions and selecting the best ones among them. This process involves taking a detailed brief, researching and mapping the market, advertising campaigns, headhunting, candidate competency assessments, shortlisting, weekly steering meetings, interviews and references, offer management and feedback.
The goal of Search and Selection is to identify the most qualified candidates who fit the job requirements and the client's culture and values. It is a crucial process in ensuring that the organisation hires the right people for the job, which can lead to better performance, productivity, and growth.
Dedicated Search
When you work exclusively with one recruitment agency, you have a specialised recruiter working closely with you. Their focus and motivation will be entirely towards the request of filling your position, which will bring results quicker and more efficiently, not trying only to fill the role but aiming for the right candidate's profile described by you.
Talking with an expert in the industry you are looking for a new professional is also a great way to guarantee you will have the best candidates available. A recruiter with solid experience and access to a rich database will have the resources to bring you the top talents in the market, knowing where to look. At the same time, they will know what qualifications and requests to aim for when filling your organisation's requirements and conditions.
This in-depth knowledge of the industry they recruit added to a large candidate pool, and the focus of an exclusive request will guarantee you more options and quicker results. For example, when working for a renowned recruitment agency, such as Public Sector People (700,000+ candidates database and several years of experience), these recruiters have the tools and resources to Search and Select the professionals you are looking for after an entire briefing session involving all stakeholders to define and agree on the parameters of the search and process.
The Agency
As well as important in reaching out to an experienced recruiter is to make sure that, in their corner, there is a renowned company you can trust, providing the resources needed to succeed.
At PSP, for example, beyond the database of more than 700,000 candidates, there is also over 14 years of experience recruiting for the Public Sector and more than 18 years in overall recruitment (together with Design & Build).
During this time, PSP has reached excellent numbers, with over 2,500 government placements. Regarding the Public Sector, PSP has worked with 136 councils across Australia and obtained a 98% client return rate, as well as a 99% success rate within the Search & Selection special service.
Divided into five stages, this Search Strategy is a rigorous and thorough process, committing to working closely with clients until reaching a result. The entire process is based on and designed after the briefing session with the client, comprising Full role profile, Functional and Behavioural competencies, Geography, Target Companies, Off-limits, Timeline, Process and the organisation's Employee Value Proposition (EVP).
Marketing & Advertising
Another great reason to invest in a specialised service such as Search & Selection is simply getting your name out there. When working exclusively with a recruitment agency, they will invest in cobranded advertising and raise awareness of your organisation across their network.
For instance, we have over 100,000 combined connections at Public Sector People on LinkedIn. So, when advertising a role for local government, for example, it will not only reach a great audience with the opportunity and position details but also carry further information about the Council, its policies and values, and what it is like to work or live in that area.
This information, along with Seek premium advertising, will raise awareness of your local Council's brand, arousing interest from candidates to know more about their local community and career progression within.
Possessing an extensive database, such as PSPs, also is an excellent opportunity to run e-mail marketing campaigns and reach specific professionals according to the briefing requirements. For example, our candidates are segmented by job title, seniority, industry, discipline, salary expectation, location, software & skills and employer. With this level of coding and information, we can easily reach out to candidates living in a specific area, within or close to a particular Council, and those who match the experience criteria.
Conclusion
Search & Selection is a crucial process in the Public Sector for identifying and attracting top talent to work in government agencies. The success of the Public Sector relies heavily on its ability to hire competent and skilled employees who can effectively manage public resources and deliver quality services to citizens.
Effective search and selection processes are critical to attracting those high-skilled professionals and the best talents. In addition, government agencies are responsible for providing a wide range of services, such as healthcare, education, transportation, and law enforcement, among others. These services are essential to citizens' well-being and require competent, qualified, and experienced employees.
Work With Us
Does the situation described above of hard-to-fill positions or multiple hires within the Public Sector seem familiar to you? We are here to help. We know that getting the right professional for a government leadership role might be challenging, but that's why we have specialised consultants doing so.
With our Search & Selection service, we have desks/industries specialists who will work closely with our clients and understand all their needs. With the proper market knowledge and experience and after a quick briefing session, they will be able to efficiently assist you in finding the candidate you are looking for while providing all the support and feedback you need.
Do you know the benefits of partnering with a Local Buy pre-approved supplier? In Queensland's public sector, staffing solutions are crucial in ensuring smooth operations, and partnering with organisations through Local Buy can save you time and money. As your trusted recruitment agency specialising in the public sector, with the privilege of being a Local Buy's Preferred Supplier, we understand the unique challenges and requirements that Local Government Councils, State Government Departments, Government Owned Corporations (GOCs), Water Authorities, and Not-For-Profit organisations face. Being under Local Buy's label assures you of our quality standards and guarantees an easy mind when choosing PSP for recruitment services. Partnering with us offers numerous benefits that can streamline hiring processes and drive your organisation forward. Who is Local Buy? The Local Government Association of Queensland (LGAQ) created Local Buy in 2001 when councils sought procurement help. Access to Local Buy is a valuable component of LGAQ membership, and the profits are returned each year to the LGAQ, investing to help keep council membership fees low. Local Buy helps Councils meet legislative, reputation and compliance needs, simplifying the process by connecting councils to pre-qualified local Queensland suppliers, big and small. This saves time and money and reduces councils' need to tender, advertise and prepare contracts. What is a Pre-Qualified Supplier? A Local Buy Pre-qualified Supplier refers to a company that has been thoroughly evaluated and deemed to possess the essential technical, financial, and managerial expertise required to deliver services or provide goods per specific standards. Once a company is appointed as a Local Buy Pre-qualified Supplier, it becomes visible to councils and other government organisations searching for the products and services offered through that arrangement. Why Organisations Choose Local Buy Local Buy is a trusted and efficient procurement partner for Queensland's public sector entities and beyond. They help organisations by reducing risk, saving time/money and improving governance, and buyers have spent over $1.9 Billion through Local Buy Arrangements over the past three years. Reduce Risk: Mitigating risks associated with procurement is essential for any organisation. Government procurement is costly, and organisations need to manage fraud and corruption risks, complying with Queensland Audit Office standards. Local Buy offers a robust framework that ensures compliance with regulatory requirements and best practices, minimising the likelihood of legal or reputational issues. Save Money: Maximising cost-efficiency is one of the top priorities for most government organisations. Local Buy facilitates cost savings through competitive pricing and streamlined procurement processes, often removing the necessity of opening a Tender process. Improve Governance: Effective governance is essential for maintaining transparency, accountability, and integrity in procurement practices. Local Buy promotes good governance by providing a centralised platform for procurement activities, standardised procedures, and clear guidelines. By adhering to Local Buy arrangements, organisations can enhance governance frameworks, minimise procedural discrepancies, and ensure fair and equitable treatment of suppliers. Access to Trusted Suppliers: Local Buy is a gateway for councils and other organisations to connect with a network of trusted suppliers who understand the unique needs and challenges of Local Government. With over 4,000 registered suppliers and a growing pool of 250 organisations utilising Local Buy, entities gain access to a diverse range of vendors offering quality products and services. Conclusion The statistics speak volumes about the effectiveness and popularity of Local Buy among Queensland's public sector entities. With 800 purchasers actively utilising the platform, including all 77 Queensland councils , a significant portion of Requests for Quotations (RFQs), approximately 60% , are processed through their VendorPanel. Moreover, the consistent growth in the number of organisations leveraging Local Buy, coupled with a 12% usage increase in 2024, underscores its proven track record in delivering tangible results. Notably, the $850 million spent through Local Buy over the past year reflects its substantial impact on procurement outcomes and financial stewardship across the region. As an approved Preferred Supplier, Public Sector People is proud to be part of Local Buy's proven success and continuous growth. This partnership reinforces our commitment to public sector excellence and the highest standards in providing our services. Our tailored expertise ensures that we can efficiently source candidates who possess the requisite skills and align with your organisation's values and objectives. With our compliance assurance, streamlined processes, cost efficiency, and access to a diverse talent pool, we are here to help you overcome recruitment challenges. Contact our specialists today to learn more about us and how we can support your team's growth: Get in touch
Are you feeling that you need a change for your career in 2024? Do you want to explore new opportunities? If so, you're not alone. Many people look to make a career transition when entering a new year. The concept of a career move has become more diverse than ever. Beyond the traditional notions of climbing the government ladder, professionals now consider various possibilities – from seeking promotions to changing sectors or transitioning to new organisations. It requires a flexible mindset and a strategic approach tailored to your unique aspirations. But where do you start? In this article, we'll provide you with 10 tips that can help you make a successful career move in 2024. From identifying your reasons for a career change to staying positive and motivated throughout the process, we've got you covered. Let's dive in! 1 - Defining Your Career Objectives Start by defining what a career move means to you. Are you seeking a promotion within your current organisation, aiming to switch industries, or exploring opportunities in different agencies? Clearly understanding your objectives will guide your strategy and help you make informed decisions. Before diving into the job market, take the time for introspection. Evaluate your skills, values, and interests. Set clear, realistic goals for your career change within the public sector to align your aspirations with potential opportunities. 2 - Ask Internally If you are already working for a public sector organisation and enjoy your current position, consider exploring internal opportunities first. Moving within the same organisation offers advantages such as familiarity with the company culture, established trust, and a quicker onboarding process. Whether you are considering climbing up the ladder with a promotion, or a side step to a different sector, it’s always best to assess your internal opportunities first before looking elsewhere.
Recruiting temporary staff and contractors for the public sector can be a complex and time-consuming process. However, the Queensland Government has established the Contingent Workforce Panel to streamline this process and make it easier for government agencies to source and manage high-qualified temporary staff and contractors.
Recruiting temporary staff and contractors for the public sector can be a complex and time-consuming process. However, the Queensland Government has established the Contingent Workforce Panel to streamline this process and make it easier for government agencies to source and manage high-qualified temporary staff and contractors.
Now is a great time to consider taking an opportunity within the Public Sector in Queensland. The Sunny state is growing.
In the lead up to Australia’s Jobs and Skills Summit for 2022 (the Summit), the Federal government have revealed the country’s most in-demand jobs based on the government’s Skills Priority List, current data on job vacancies, current employer demand and the projected growth in employment over the next five years. These ‘hottest’ occupations included construction managers, civil engineers, ICT business and systems analysts and software and application programmers.
Onboarding is often argued as the prime opportunity for employers to win the hearts and minds of new employees. However, organisations can underestimate the importance of onboarding, as they’ve already ‘landed’ their dream candidate. But, an employee’s experiences with an organisation within the first 6 months to a year (which is how long experts believe onboarding to last) will play an integral role in an organisation’s overall productivity levels. The initial interactions a new starter has with the government agency or public sector organisation will colour their future experiences with that government agency and consequently, negative onboarding experiences often contribute significantly to that new starter leaving the new workplace within the year.
The Hybrid Work Model emerged after the pandemic first hit, where many employees were forced to work remotely for an extended period of time to adhere to COVID-19 restrictions. It’s important to note that in 2019 before COVID-19 was detected in Australia, about a third of the country’s working population was regularly working from home (Siebert,2020). However, at the height of COVID restrictions in 2020, 56% of all Australian Public Service employees were working from home (Australian Public Service Commission, 2020). This is significant, as traditionally due to the sensitive nature of the information Australian Public Service Workers often deal with and the requirements of the services they provide (e.g. emergency services) those working within Local Councils or Government agencies have always been required to work predominantly in the physical office.
Today, we wanted to congratulate Marcel Lafontaine who during Public Sector People’s recent End of Financial Year celebrations, walked away with two awards; the Top Biller Award and the Building Trust award. The Top Biller award is fairly self-explanatory; it’s the award given to the consultant who has made the most sales for the business (which in itself is an amazing achievement). However, the Building Trust award is decided on by the PSP leadership team and is awarded based on the recipient’s ability to live out Public Sector People’s overarching vision and values.
Local councils have embraced working remotely in Australia.
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