Public Sector Recruitment Tends to Be Less

Public sector recruitment tends to be less focused on a specific sector of society than private sector recruitment. The skill sets in the public staffing system is then also somewhat different from that in the private sector. Because the private sector tends to be more specialized in its rendering of service, the kind of staff required has a more specialized skill set and level of education. While the private sector would thus tend to reject public sector staffing systems, it is also a fact that trade unions are looking for ways in which the two sectors can work together in improving services to the public.

Several sources of applicants are available to the recruiter. These include advertisements, newspapers and specialist magazines, databases, external organizations and executive searches. Advertisements can occur by means of for example notice boards, and these advertisements need to take into account equality and the need to not offend any sector of society. The advantage of this type of recruiting is that a large amount of potential recruits is reached. This could also be a disadvantage, as many unqualified persons may also apply and slow the recruiting process.

Newspapers and specialist media reaches a more concentrated sector of recruits, but are frequently expensive. However, an accurate assessment of the target audience leads to a more focused recruitment that would save time. Databases may include the details of unsuccessful but suitable candidates. This can then be drawn upon to find future employees to replace those that are lost. The advantage of this method is that time and money will be saved during the recruitment process. External organizations such as recruitment agencies could also be used. Advantages include once again that time will be saved, although this method may be costly. On the other hand, the focus that such an organization would provide the recruiter with a focused base of personnel with the correct skills to fill the vacancy.

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Initial assessment methods that I would use include application forms, initial interviews and skills tests. The application form would then include questions regarding the position and personal information regarding the applicant. These would help me to draw up a short list of the most promising applicants. I would use this method in preference to the more expensive recruitment methods such as specialist magazines or external organizations. Saving initial costs would be a priority when I start my own venture. Initial interviews will then further narrow down my list of potential recruits, after which the shortlisted persons will be subjected to a skills test in order to affirm their skills for the job to be performed. These three methods will then work in combination to provide me with the best possible persons to perform well within my organization.