Selling your Government Jobs to Tech Candidates
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How to Sell Your Government Jobs to Technical Talent
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It doesn't matter if you're a private business or a public agency, it’s simply impossible to function without the use of technology these days. The challenge is actually recruiting people who can support your technical initiatives.This is especially true for government organizations who compete with private-sector employers for talent. The good news is there are ways to conquer this challenge—by marketing your jobs to the technical audience. You can cater your job details and employee value proposition to meet the unique interests of IT candidates. Not sure how? We've covered it for you in these SlideShare!
Transcript of Selling your Government Jobs to Tech Candidates
How to Sell Your Government Jobs to Technical Talent
Let’s face it: If you’re in government...
Let’s face it: If you’re in government...
It’s hard to fill your technical jobs.
Why?
The talent pool for tech candidates is in high demand.
Why?
“Typical federal employees earn on average 35.37 percent less than their private sector peers.”
Federal Salary Council, January 2014
You have to compete with private businesses on base pay.
Why?
Tight budgets and special merit rules impact your recruiting efforts.
Why?
It’s no wonder you’re facing a recruiting challenge!
It’s no wonder you’re facing a recruiting challenge.
The good news is you can do something about it…
It’s no wonder you’re facing a recruiting challenge.
The good news is you can do something about it…
Starting today!
You can start selling your jobs.
You can identify what value you bring to the table for technically-apt candidates.
You can differentiate your opportunity by highlighting the best benefits.
You can position yourself as an employer of choice.
What do we mean?
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First - let’s start with what you have to offer.
What do you offer tech talent?
Health & Retirement Benefits
A Stable Career & Balanced Lifestyle
Flexible Work Schedules
Community Impact
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Health & Benefits
Job seekers probably know about the great benefits you provide.What they may not fully understand is what value they bring to their compensation.
When you make your offer to prospective candidates, lay out the cost of your benefits—and what that means to their overall compensation.
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Source: U.S. Department of Labor – March 2014 State and Local Government Employer Costs for Employee Compensation Survey
Show Them the Money!
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Benefit Type % of Compensation Additional Value
Social Security, Medicare, Unemployment and Workers Comp Insurance
6% $3,000
Life, Health and Disability 11.9% $5,950
Retirement and Savings 9.6% $4,800
Paid Leave 7.3% $3,650
We’ve broken down the value of your perks, based on a 50,000 annual salary.
A Stable Career & Balanced Lifestyle
More and more technical job seekers want to avoid commuting across the country or working with clients around the world in different time zones.
To attract this type of tech candidate, always remember to position your jobs as an opportunity to stay put and stay busy. It also wouldn’t hurt to remind them that government will never go out of business.
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Flexible Work Schedules
Work flexibility is quickly becoming a critical piece of the technology culture.
Developers and engineers alike enjoy benefits like telecommuting or working entirely from home. Because it provides them with more time to work on personal projects.
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Flexible Work Schedules
At the same time, we’ve also seen flexible schedules slowly move into government culture.
If you provide some sort of flexible work policy, make sure to start your offer with this benefit first!
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Community Impact
Technical candidates want a career where the work they do impacts an audience. Finding a job like that can be tough in the private sector.
To stand out, market your jobs as a meaningful opportunity to identify key projects that impact the community at large. Showcase how your tech department affects a larger audience.
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Now - let’s look at where you should broadcast this information.
Introductory Emails
Job Postings
Your Career Site
Ready to learn more?Check out our free white paper:
In this white paper, you’ll learn:
1. How to sell your opportunity to technical candidates.
2. Effective alternatives to advertising your tech positions.
3. Key strategies that promote talent retention.
GET MY FREE WHITE PAPER
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