Podcast 🎧 & blog: How to motivate IT talent in the public sector
It is no mystery that the search for IT professionals to join the public sector’s ranks has come to be a full-fledged quest. Yet, next to being a challenge to address, it opens up opportunities for organisational growth, and also – perhaps – a few ways to rethink work.Â
On the table, there should be a real understanding of people’s wishes and expectations from work. Next to that, public administrations should considerately present potential prospects of all value that comes from working in the public sector. Which means, for the community at large.Â
In this podcast episode, Kadi Kanarbik, Senior Expert at e-Governance Academy outlines what makes recruiting and retaining IT talent effective, and the value propositions that the public administration should never forget to highlight. Â
Labour market shortages – in Estonia and beyondÂ
Kadi Kanarbik joined eGA after working in labour market and employment policies for over 20 years in the Estonian government. One of the fundamental challenges in recruiting IT professionals, she says, is the general shortage of skilled labour, worsened by an aging population and the rapid pace of technological advancement. As Kanarbik highlights, “In Estonia alone, there is an estimated shortage of more than 30,000 ICT experts.” This shortage is not unique to Estonia but is a wider, global trend, with many countries facing similar deficits in their tech workforce.Â
To address this, organisations need to be proactive in their recruitment strategies. “Employers must look beyond traditional sources and find new opportunities to attract talent, such as partnerships with universities, offering internships, and utilising social media platforms,” Kanarbik suggests. Following that, it is important to make the recruitment process quick and user-friendly to avoid losing potential candidates to more agile competitors.Â
Public sector as a place you want to work atÂ
Speaking of which, the public sector often struggles to compete with the private sector in terms of salary, but it can offer unique benefits that are highly valued by employees. “Working in the public sector is meaningful and gives professionals the opportunity to make a real difference in society,” Kanarbik noted. This sense of purpose can well work as motivation for many IT professionals.Â
Other elements feed into better employer reputation and branding in attracting talent, such as transparency and good communication. Â
“Public sector organisations must be vocal about the important and impactful work they do. This helps potential candidates understand how their role fits into the bigger picture and contributes to societal good,” she says. Sharing success stories and highlighting the societal impact of public sector projects can enhance its attractiveness.Â
On communicating with prospects, “It’s not enough to post long job ads on government websites and wait for applications. Public sector employers need to be proactive, visible, and appealing to potential candidates.”Â
Some best practices to keep in mind:
The role of non-monetary incentivesÂ
Competitive salaries are essential, there is no doubt. However, Kanarbik stresses that they are not sufficient on their own to attract and retain IT professionals. “Studies show that top reasons ICT professionals stay in their jobs include learning and growth opportunities, work-life balance, and flexibility,” she explains. These factors often outweigh salary considerations, particularly among younger professionals who prioritise a balanced and fulfilling work life.Â
That is in light of evolving expectations among the workforce, particularly in the wake of the COVID-19 pandemic. “People now expect flexible working hours, the ability to work remotely, and a healthy work-life balance,” Kanarbik observes. And public sector employers need to adapt to these expectations to increase their competitiveness.Â
Creating a positive work environment, offering career development opportunities, and ensuring good leadership are key factors. “Employers need to understand what motivates their employees and tailor their retention strategies accordingly,” she says. Regular performance reviews and one-to-one conversations can help employers stay receptive to their employees’ needs, and adjust motivation systems as necessary.Â
From around the world – what worksÂ
Drawing from global best practices, Kanarbik highlights several effective strategies for recruiting and retaining IT talent in the public sector:Â
- Engaging Value Proposition
Clearly articulate the benefits and opportunities of working in the public sector.Â
- Proactive Recruitment
Use social media, university partnerships, and internships to attract candidates.Â
- Quick Hiring Process
Streamline recruitment procedures to prevent losing candidates to faster-moving employers.Â
- Continuous Improvement
Regularly update motivation systems based on employee feedback and changing market conditions.Â
- Flexibility and Balance
Offer flexible working arrangements and emphasise work-life balance.Â
Listen to all Digital Government Podcast episodes >>> ega.ee/digital-government-podcastÂ
Author: Federico Plantera