Hiring: Anticipating challenges and other considerations

Finding candidates for public sector C-suite roles requires proactive and intentional efforts to address specific questions that are both unique to public sector positions and vary among communities. It’s not enough to slap a “help wanted” ad on the wall and hope the right candidate responds.

Through years of experience helping public sector organizations navigate this process, we’ve discovered ten considerations that continually resurface and that might not always be top of mind. Organizations that adopt innovative and customized solutions to address these challenges typically enjoy much more success along the way.

Below, we explore these considerations and offer experience-tested guidance on how best to overcome them.

History of position and character of organization
The legacy of the previous holder(s) of the position can influence a candidate's perception, especially if there has been high turnover or controversy. To the extent possible and appropriate, provide transparent information about the role’s history, highlighting recent changes or improvements and emphasizing your organization's commitment to stability and positive change.

Relatedly, public perception of your organization—beyond the position itself—can affect your ability to attract top talent, especially if there have been adverse incidents or controversies. We encourage active management and improvement of your organization’s public image through strategic communication and public relations efforts—often through collaboration with third-party advisors—such as highlighting success stories and initiatives that demonstrate a positive impact.

Work flexibility
Increasing expectations for flexible work arrangements, including remote work, can be challenging in the traditionally office-bound public sector. It’s best to address these challenges during the recruitment process by offering flexible working arrangements—whenever possible—and implementing policies that allow for hybrid work models. If this is not an option for specific positions and environments, clearly communicate to candidates the dynamics prohibiting such arrangements to help establish realistic expectations from the start.

Public nature of the process
Recruitment processes for public sector roles are often more transparent and open to public scrutiny, which can deter some candidates. While this reality cannot be entirely dismissed, your organization should work toward the following ends: