Recruiting for a Public Sector Managed Service Provider
One of government’s biggest recruitment assets is its focus on public service. This dedication to a mission helps government compete with the commercial sector by empowering individuals to be a part of something greater, that directly impacts their communities and fellow citizens.
While public sector managers can take advantage of Employer of Record (EOR) services, where they request to hire contract help they have had experience with in the past, they tend to consult staffing partners for help finding new talent. Hiring managers will often turn to their staffing agency partners who have the expertise to fill multiple work orders in a variety of different industries/labor categories in the public sector. These staffing companies and knowledgeable recruiting teams understand the public sector and know the specifications required for each labor category to find, qualify, and onboard their contingent, contract-to-hire, or direct-hire talent needs.
What Recruiters Look for When Seeking Qualified Talent
When recruiters sort through IT resumes, they look at a candidate’s experience and willingness to learn. And because the IT industry is constantly changing, there are always new opportunities to learn new skills and acquire new certifications. Much like an artist’s portfolio, it is understood that the IT industry places greater value on past projects and work completed than position tenure. Thus, age isn’t a definitive factor in this field. The experience a candidate can show from specific projects, trainings, or certifications reflects a higher commitment level and proficiency than age alone. Due to the fast-paced nature of the industry, onboarding IT professionals should happen quickly before the candidate accepts a competing offer, but it can be time consuming to verify certifications, conduct background screenings, etc.
Recruiters searching for public sector medical talent typically look for three major criteria: job longevity, up-to-date licensing and certifications, and the necessary qualifications to fit specific position requirements. Because medical position titles and classification terminologies are used interchangeably, recruiters search for specifics within a candidate's resume that match the facility's position requirements. Onboarding for medical positions can take longer solely due to the number of background checks, credential processing, drug screenings, etc.
Although administrative roles often do not require the additional certifications or accreditations that many IT or Medical positions do, competition still exists. Recruiters tend to look for candidates with customer great service experience, a strong attention to detail, and, above all, professionalism.
General Recruiting Considerations for Temporary Employment
Candidates who tailor their resumes to the position they are applying for, as well as possess the appropriate qualifications or experience, are more likely to be selected for an interview. The candidate-recruiter relationship is also pivotal for a successful hire. Recruiters interact with the candidate first and act as the hiring manager’s eyes and ears before advancing the candidate into the interview process. They are searching for professional, timely, and dedicated candidates whose personal missions align with that of the client.
Whether a candidate is looking for a new career opportunity or a hiring manager is looking to add to their team, a staffing company with a focus on public sector recruiting is the fastest track to a successful hire in either the IT, Medical, or Administrative labor categories.