– the future
Public sector organisations face a rapidly changing landscape. Public services are struggling to do more with less and face many challenges from a global ageing population to the impact of climate change. The public sector must adapt to meet these challenges and this is only possible with the right talent in place.
Attracting, developing and retaining staff in the public sector must be addressed as a 'whole of government' issue, if organisations are to be prepared for the changing public sector landscape.
The voice of Generation Next in the public sector
Analysis of over 1,410 respondents from the global 2016 Generation Next survey, showed that:
- experience in the finance function of the public sector is a valued platform for success
- 'clear career paths' and 'experience at work' are the two key factors for attracting and keeping talent in the public sector
- job satisfaction in the public sector is lower than other sectors, probably stemming from difficulties reported with organisational cultural
- they are willing to leave the public sector at some point in their career, with a large percentage attracted to the corporate sector, and
- they have the highest entrepreneurial intention of any sector.
What the public sector employers should consider
The future success of public sector employers around the world depends on attracting the right talent to support organisational objectives. They should consider:
- creating clear mid-career routes into the public sector to capitalise on young professional accountants' significant interest in the sector
- working to develop the brand of the function or organisation, and
- advertising the opportunity to learn in an innovative public sector organisation.
The trends highlighted hold significant implications for the future of talent in a sector facing many forces of change. Yet whatever strategies they decide to adopt, it is essential that public sector employers recognise the importance of talent management as a key component of their future strategies.
– the future
"New recruits will compare salary and other benefits [between sectors] and then finally apply. When I ask them in the interview why they want to move to the public sector, they answer that it's for the job security"Malaysian Roundtable Participant
Top five attraction factors
1. Long-term career prospects
2. Opportunity to develop a broad range of skills
3. Ability to use skills in a broad range of roles both in and outside of finance
4. Interest in the subject matter
5. Prestige of the profession