{"id":3672,"date":"2014-10-11T14:49:16","date_gmt":"2014-10-11T21:49:16","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=3672"},"modified":"2014-10-13T14:46:30","modified_gmt":"2014-10-13T21:46:30","slug":"government-recruitment-retention-3-conclusions","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/government-recruitment-retention-3-conclusions\/","title":{"rendered":"Government Recruitment and Retention: 3 Conclusions"},"content":{"rendered":"<p><a href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/government-recruitment-retention-3-conclusions\/attachment\/government-recruitment-and-retention\/\" rel=\"attachment wp-att-3676\"><img loading=\"lazy\" decoding=\"async\" class=\"alignleft  wp-image-3676\" src=\"https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/10\/government-recruitment-and-retention.jpg\" alt=\"government recruitment and retention\" width=\"383\" height=\"516\" \/><\/a>When presented with the opportunity to prepare a guest post for Careers in Government, I struggled to identify a topic that would be applicable for the wide audience touched by their web and social media presence.<\/p>\n<p>Having spent quite a bit of time providing classification and compensation consulting, I could speak with some authority on best practices in pay system administration.\u00a0 Then again, I recently finished my tenure as a municipal CIO and could write about the challenges of and opportunities for effective public sector technology.<\/p>\n<p>As I thought more about these ideas, however, I realized that they couldn\u2019t keep a diverse readership engaged.\u00a0 So, I approached a colleague for his thoughts.\u00a0 He immediately directed me to the Beloit College \u201c<a href=\"https:\/\/www.beloit.edu\/mindset\/\" target=\"_blank\">Mindset List<\/a>,\u201d which is compiled annually by Ron Nief and Tom McBride, director of public affairs emeritus and professor of English emeritus respectively.\u00a0 The premise behind The List is simple:\u00a0 it provides information about each class of students entering the first year of their post-secondary education.<\/p>\n<p>\u201cHow is this relevant to Careers in Government?\u201d you\u2019re probably asking yourself.\u00a0 I\u2019ve had the pleasure of working with a large number of public sector organizations, and the recruitment and retention of staff is always a top priority.\u00a0 To that end, I\u2019ve drawn some conclusions about what public sector organizations (not exclusively local governments) must do to become more successful in their recruitment and retention efforts given the differences in perception that exist and are exemplified by The Mindset List.<\/p>\n<p><strong>#1 \u2013 Acknowledge that gaps are far more significant than we are mindful of!<\/strong><\/p>\n<p>I was floored when I read that the September 11 attacks happened when most of the students described in the 2018 List were in kindergarten!\u00a0 It takes this kind of milestone to truly appreciate how quickly the years go by.\u00a0 Acknowledging (and adjusting for) the generational differences that exist in our workplaces is vital.\u00a0 For example, the factors that brought many of today\u2019s senior leadership into public service is not necessarily going to motivate those coming into entry and mid-level positions.\u00a0 The emergence of voluntary groups such as Code for America is indicative of an opportunity to change our recruitment strategy to focus less on what an employee receives in exchange for their time but instead the opportunity to be involved in government and the impact of that involvement on citizens.<\/p>\n<p><strong>#2 \u2013 Don\u2019t let turnover be an excuse!<\/strong><\/p>\n<p>I had no idea that Bud Selig has been MLB Commissioner for 22 years (until I read the 2014 List)!\u00a0 While it\u2019s impressive to see that kind of tenure, we can no longer expect individuals to spend their entire career with one or two organizations.\u00a0 Given the improvements in travel and the ease of communication, today\u2019s workforce is more mobile than those in the past.\u00a0 As a result, people are changing jobs more regularly.\u00a0 I have often heard turnover used as an excuse to avoid investing in staff (apprehension about hiring and\/or training people only to have them gain experience and leave).\u00a0 Public organizations simply cannot make this mistake!\u00a0 Once an organization accepts the fact that younger workers may have less tenure, they will see the tremendous talent pipeline that exists nationally, especially if flexible work options such as telecommuting or variable schedules are offered.<\/p>\n<p><strong>#3 \u2013 Recognize that technology is more than just the tools we use (a cost)\u2026it\u2019s an investment!<\/strong><\/p>\n<p>Looking at my \u201cclass,\u201d the statement that stood out to me is that 24*7 news, weather, etc. have always been the norm.\u00a0 Since the 2004 List was assembled, though, technology has evolved from around-the-clock availability on cable to instant and direct access via smartphones, tablets, social media, etc.\u00a0 It is critical, therefore, that the public sector recognize technology has become more than just tools, but in many ways the very foundation of how we deliver services.\u00a0 This means that senior leadership needs to stop viewing technology as a cost and instead, when properly managed, an investment.\u00a0 The individuals joining the public workforce simply do not want to spend 40+ hours per week using outdated systems.\u00a0 Ranking technology expenditures with those in other priority areas will make public sector organizations more efficient and effective, but also more enticing places to work.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>When presented with the opportunity to prepare a guest post for Careers in Government, I struggled to identify a topic that would be applicable for the wide audience touched by their web and social media presence. Having spent quite a bit of time providing classification and compensation consulting, I could speak with some authority on [&hellip;]<\/p>\n","protected":false},"author":2976,"featured_media":3676,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[13],"tags":[8,38],"class_list":["post-3672","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-about-gov","tag-leadership","tag-management-government-administration"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.5 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Government Recruitment and Retention: 3 Conclusions - Careers in Government<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/about-gov\/government-recruitment-retention-3-conclusions\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Government Recruitment and Retention: 3 Conclusions - Careers in Government\" \/>\n<meta property=\"og:description\" content=\"When presented with the opportunity to prepare a guest post for Careers in Government, I struggled to identify a topic that would be applicable for the wide audience touched by their web and social media presence. 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TL is actively involved in local government and has spoken before such organizations as the Alliance for Innovation, Louisiana Municipal Association, Texas Municipal Human Resources Association, National League of Cities, and Texas Association of Regional Councils.","sameAs":["http:\/\/thepersimmongroup.com","https:\/\/x.com\/tl_cox"],"url":"https:\/\/www.careersingovernment.com\/tools\/author\/tlc\/"}]}},"_links":{"self":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/3672","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/users\/2976"}],"replies":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/comments?post=3672"}],"version-history":[{"count":5,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/3672\/revisions"}],"predecessor-version":[{"id":3707,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/posts\/3672\/revisions\/3707"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media\/3676"}],"wp:attachment":[{"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/media?parent=3672"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/categories?post=3672"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.careersingovernment.com\/tools\/wp-json\/wp\/v2\/tags?post=3672"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}