Whether you run a big company offering generous compensation packages or a small company that may struggle with competitive salaries, recruitment can be a difficult process. And, when you work in the public sector, it can be even more difficult; attracting talent is a tricky area to navigate, with many recruiters struggling to cultivate the best candidates for their specific niche.
In particular, the rise of social media and the explosion of so many different sites to find candidates has been both a blessing and a curse. Over 80% of employers now review social media profiles for insight on candidates, and more than 85% state that the content within a social media profile is either somewhat or extremely important. Recruiters are aware that there are top candidates out there, but with so many social channels the search to find them can become incredibly frustrating. Casting a wide net is theoretically easier, but tough to implement in reality.
So how does a recruiter in the public sector make sure that they are finding and keeping the best candidates available?
The latter statistic also offers insight into another problem that employers are facing — a large portion of the workplace is considering a new job. Further statistics support this: 1 in 3 people leave their jobs within one year, and the cost of this for the organization can be up to three times that person’s salary.
Why are people leaving jobs so quickly? Many of the main reasons come down to culture problems — something that is not easy to fix, and which often starts right at onboarding. Training also remains a persistent problem. Ineffective training costs businesses around $13.5 million per 1,000 people, per year.
As mentioned, technology like social media is there to help in widening the pool of candidates, but it comes with the adverse effect of making it hard to cover every channel, and narrow down the search to the very best ones. For example, take military recruitment. Less than 28% of Americans aged 17-23 are qualified for military service. This creates a situation where recruiters need to cast a wide net, but one that could potentially waste time and resources on unqualified candidates.
However, new cloud based hiring and training management systems are now addressing this particular problem. Using these platforms, employers can manage every relevant channel, track applications and hires, and view all necessary information from a single place. Recruiters can use data to find out where the best hires are found, and target them directly. They can then follow their progress throughout the application and hiring process.
These sort of systems also help with onboarding and training. Consider that only 38% of managers think that their training program is doing a good job of meeting the learner’s needs, and only 12% of employees end up transferring the skills from their training to their job. This suggests a major problem with onboarding and initial training practices. Training management systems can help managers to know their new hires better, communicate more effectively, and craft training programs that are more collaborative, more intelligent, and more constructive.
An example of this already working is in the US Department of Defense (DoD). For obvious reasons, there are a lot of extra factors to take into account when it comes to recruiting for the DoD, or any government department for that matter. So it is easy to see how a defense training management system would be incredibly valuable. But it also means that there are a lot of extra steps that go into choosing and implementing said defense training management system. However, through using Salesforce Government Cloud, the DoD has been able to modernize their technology infrastructures to create a better, more functional system, without concerns over compliance.
But it is not just defense training management systems that require a rigorous vetting process. In what has become a competitive environment, how do you make sure that you select the right vendor? Here are a few things to look for:
Make sure that any system that you choose has all of the right tools as required by your agency’s needs. This includes goal tracking, prospecting tools, onboarding tools, and training tools.
Every agency or department has different price levels. Though you might not have the budget of the Department of Defense, that does not mean you have to sacrifice on quality. There may just be fewer add-ons in your system.
In particular, mobile functionality is huge. Cloud based systems are great because they can be accessed from a number of devices and locations, so make sure that this is actually the case before converting over to a new training management system.
Similarly, integration and compliance are important factors. You have to make sure that there will not be functionality issues as a result of your new system not integrating properly with your existing applications.
Any organization is only as good as the people who comprise it. This makes recruitment and training one of the most decisive factors when it comes to an organization's ultimate success or failure. Luckily the technology is already there to help you out, you just need to figure out how to best take advantage of it.