Local agencies across the country are facing increasing challenges related to workforce recruitment. With slow, bureaucratic processes and high barriers to entry, agencies struggle to compete with the private sector for talent — but innovative, people-centered approaches to hiring could be a solution.
Mobile-first applications
One strategy gaining traction is mobile-first recruitment, or tailoring the application process specifically for smartphone and tablet users. This proves to be especially important in transportation and public works — RecruitingDaily reported that 77 percent of applications in the transportation sector in 2021 were submitted on a mobile device. Since many frontline workers do not use desktop computers on a regular basis, switching to a mobile-friendly applicant tracking system (ATS) that allows “one-click” applications could increase applicant volume by over 100 percent. Zoho Recruit, Breezy HR, Workable, Lever, and JazzHR are just a few examples of recruiting platforms with ATS options available.
High-tech efficiency
The traditional government hiring process often takes 6 to 12 months, but modern agencies are using technology to slash this number to 60 days. Keeping up with advances in artificial intelligence (AI) and virtual reality (VR) can be highly beneficial in recruitment, as these tools can help streamline tedious processes and save time for other tasks. For example, AI-powered “co-pilots” can be used to draft jargon-free, mission-driven job descriptions and automate initial resume screening, allowing human resources staff to focus on connecting with candidates rather than paperwork.
VR programs, on the other hand, offer a unique opportunity for candidates to virtually “try the job” before applying. Cities such as Austin, Texas, are using VR job previews to give potential emergency responders a realistic look at the work environment, which can reduce turnover by aligning expectations. According to the World Employment Confederation, VR immersion can also help recruiters observe candidates’ reactions in simulated scenarios, offering an alternative to the traditional personality tests used in hiring.
A broader pipeline
College degree requirements can be a barrier to entry for many candidates, but an emphasis on skills-based hiring can help open doors that would otherwise remain closed. This approach takes certifications, military experience, and relevant portfolios into consideration as alternatives to a four-year degree for nontechnical roles. To further broaden the applicant pool, agencies should consider partnering with organizations that assist formerly incarcerated individuals or those in recovery with securing employment; use “gamified” assessments to appeal to younger candidates; and emphasize transferable skills from other major employers in the area.
