It’s no secret that technical roles are some of the most difficult positions to fill across all industries, especially when it comes to finding candidates with specific skill sets like systems administration. It’s even more difficult in a public sector setting, where hiring protocols can often contribute to a longer hiring process, and leave you even farther behind the race for the perfect candidate. Our public sector partners and clients often face a variety of issues, including:
1. Long Hiring Processes
According to research by NEOGOV, the average time to hire in the public sector is 119 days, nearly double the time of hiring in the private sector, and have more restrictions based on rigid sets of credentials. This daunting process can exhaust any candidate or even overlook qualified candidates and give them the time to find and accept another role.
2. Competitive Labor Market
IT roles are highly specialized and have led to a talent shortage across all sectors. This gives candidates the competitive advantage where they can leverage their skills for higher salaries. On average, government employees make 23.1 percent less than private sector employees, based on research from the Federal Times. This significant pay gap plays a major role in the public sector’s inability to fill technical roles.
3. Ineffective Recruiting Techniques
Government recruiting comes with a lot of red tape, not allowing you the leeway to bypass certain steps in the process or be able to offer flashy benefits to lock down your perfect candidate. When it comes to the private sector’s more aggressive recruiting techniques, it makes it easy to overlook government roles and choose tech firms that are marketing themselves with better perks and faster response times.
4. Bulk Retirements
According to Nextgov, the number of federal IT employees over the age of 60 is quadruple the number of specialists under 30. This age disparity doesn’t speak well for the future of government agencies as the next group reaches retirement age without a funnel of replacements to fill their seats.
To circumvent these hurdles, the public sector has moved towards technical outsourcing to efficiently solve IT vacancies – with outstanding results. Outsourcing helps with:
1. On-Demand Staffing
Gone are the days of 100-day recruiting processes. When it comes to vacant positions, you need a replacement ASAP to avoid growing a daunting 3-4 month backlog of tasks for your new hire. With outsourcing, your IT roles can be filled within two weeks by qualified industry experts, without the need for onboarding or additional time spent on training.
2. Return on Investment
Your initial investment into amplification services is fully customizable to your needs and budget. Select short, long-term or by hours to ensure you’re never paying for time you don’t need. You’ll also be saving money on the backend by avoiding time spent on benefits and onboarding, giving you more for less money.
3. Bypass Recruiting
Losing talent to other organizations throughout your recruiting process can be frustrating, and often lengthens your search to find an equally-skilled candidate. With amplification services, you bypass the entire recruiting process, ensuring you’re getting top talent every time without compromise on skillset or having to compete for limited resources.
4. Extension of Your Team
The world of technology is ever-changing so it gets easy to get left behind. Find the right partner to ensure their experts become your own and easily assimilate into your team with little training. The best outsourced staff will already know how to use your system, can pinpoint areas you might not be effectively utilized in your current state, and will train your team to become more efficient.
At DataBank, we’re working to solve the challenges our clients are facing managing complex systems like Hyland OnBase. Amplification Services by DataBank is a way to support and supplement your technical staff and keep your organization moving. See what openings you can fill with DataBank’s Amplification Services.
