Business View Civil Municipal - July 2023

25 CIVIL AND MUNICIPAL VOLUME 4, ISSUE 7 Ross says the world and workforces are changing. “Coming out of the pandemic, staffing levels are challenged across the country. Employees may have chosen to move away from being an essential worker, for an opportunity with more benefits and wellness offerings or even for a role with a hybrid or fully remote environment.” Because of these changes, he believes public sector organizations need to be more flexible to compete for talent. “This means determining which roles can be remote or hybrid or offering additional benefits or supportive benefits that help them stand apart as an employer of choice.” Yes, employers need to differentiate themselves to succeed, Ross believes. “The organizations that are winning in this area have been the most creative and tech-forward in their approach, whether through communications that highlight the organization’s value proposition or applying hiring practices that seek to reduce the initial barriers to entry.” He notes that another large part of winning the recruiting competition is having a flexible and forward-thinking benefits offering. This offering, he explains, “supports employees where they currently are and ramps up engagement once someone is on board.” Ross notes that recruitment challenges in the public sector vary by region. He adds, however, that “the overall theme is that the value of public sector work—making a difference in your community, stable work environment and security (benefits, retirement, etc.)—either isn’t being communicated properly or isn’t resonating with younger people.” He says HR leaders need to take a page from marketers when it comes to filling vacant roles. “Specifically, they need to