Hiring for public sector positions can be challenging. A great hire can build momentum and lift the entire team, while a less qualified pick can drain resources, delay projects and hurt morale.

To build a winning team in 2026, you need to look beyond the standard job boards. This guide explores novel recruitment strategies that most government agencies overlook. These methods will give you the edge you need to secure the top talent this year.

Recruit in Niche Online Groups

Many recruiters stick to the likes of Indeed, LinkedIn or USAJobs to scout talent, but you can find better results by going where professionals hang out.

Seek out specialized groups, Slack communities or discussion forums dedicated to specific industries. This will bring you closer to skilled individuals passionate about their work. They might not be browsing job boards for now, but they are active in professional spheres, enabling you to reach passive candidates who have the exact skills you need.

Find out where your ideal candidates spend most of their time online. For tech roles, for example, look at Stack Overflow or GitHub. For other professionals, search for specific subreddits on Reddit or association forums. Do more than drop a link to a job application — join the discussion, answer questions and offer value. By building a reputation as a helpful resource first, the community will be more likely to listen.

Develop a “Boomerang” Re-Hiring Program

A “boomerang” program is a system designed to keep in touch with former employees who left on good terms. The goal is to bring them back when the time is right. This works because former staff already understand your culture and systems, which means they need far less training than a stranger. They often return with new skills and perspectives gained from their time away.

According to ADP Research, this trend is exploding. In fact, boomerang staff accounted for 35% of newly hired staff in March 2025. To get this done, you can create an alumni newsletter to keep past staff updated on agency news. You can also host casual networking events where current and former employees get to mingle. Establish a clear and simplified process for re-hiring.

Send Targeted Mail to Potential Candidates

This strategy involves sending high-quality physical mail to a select group of potential candidates. You might target recent graduates with specific degrees or professionals holding certain licenses.

Now is a good time to get this started because digital inboxes are overflowing. A physical letter is rare, demands attention and signals that you are serious and have put thought into reaching out. Research shows that physical mail activates emotional responses, making your message even more memorable.

To accomplish this, collaborate with professional associations or university alumni offices to establish a mailing list. Design a simple yet professional mailer with a clear call to action, such as a QR code that leads to a landing page or job description.

Show a Realistic “Day in the Life”

Move away from dry bullet points in job descriptions. Instead, create a video or host a virtual event that demonstrates what daily work looks like, highlighting both the challenges and rewards.

Why does this work? Candidates need to know what they are signing up for, and if they have false expectations, they are likely to quit quickly. In fact, many employees abandon a new job within 1.5 months, which means transitions are more common than they appear.

Try filming short interviews with current staff describing their typical Monday, or walk through the actual workspace with a camera, even if it’s a home office setup. You can also host a live Q&A session where applicants can ask questions about the workload. This strategy will help candidates self-select, ensuring only those who truly want the job apply.