It’s no secret that government departments at all levels struggle to find the tech talent they desperately need. The skills gap in areas like software engineering, data science, and cybersecurity is holding back the UK’s digital transformation plans. The National Audit Office has flagged this as a concern, especially regarding cybersecurity.
A major issue? Pay. In many cases, salaries in the public sector can be 10% to 40% lower than in the private sector. That makes it hard to attract and retain talent.
But it’s not just about the salary. There’s a prevalent misconception that jobs in the public sector aren’t as exciting or innovative as those in private companies. Many tech professionals focus their job searches on private firms, especially those eager to work in emerging fields like AI and machine learning.
Yet, the public sector has a lot to offer. Here are four key areas where public bodies can improve and attract the talent they need.
1. Show the Real Pay Picture
First up, let’s talk about salaries. While private sector pay often looks higher at a glance, the gap can be less significant than you might think. Many public sector tech roles come with competitive salaries, and there are initiatives to provide extra pay for vital positions like data scientists and developers. The real draw might be in pensions. Public sector employers often contribute about 30% of an employee’s salary to their pension, which is far more generous than the typical 10% offered in private companies. So, while higher pay might grab attention now, a well-explained pension plan can make a big impact in the long run.
2. Highlight the Exciting Work
Next, let’s focus on the quality of the work. The idea that the public sector is behind the curve is simply wrong. There are cutting-edge projects underway, like AI pilots and cloud adoptions. For instance, renewing your passport? That process is now fully digitized, creating a smooth experience that rivals anything from a private firm. Departments like the Home Office and the Scottish Government are running ambitious digital projects that need skilled tech professionals. These initiatives cater to large user bases, so there’s real scale in the work being offered.
3. Promote the Cultural Perks
Cultural aspects matter too. The public sector is more flexible about remote and hybrid working arrangements, unlike many private firms that are pushing employees back into the office. This flexibility can be especially appealing to women in tech, caregivers, and those seeking a second career. Additionally, knowing your work contributes to the public good—rather than just profit—can be a huge motivator for many people.
4. Streamline the Recruitment Process
Finally, let’s address the hiring process itself. Some public organizations can improve how they recruit and onboard new talent. A smooth application process creates a great experience for candidates. Small changes can lead to substantial improvements in outcomes. Plus, opening up alternative entry points, like apprenticeship programs, helps reach new talent pools.
There’s a wealth of opportunities in public sector tech roles. Many technologists who have made the switch report being pleasantly surprised by the quality and compensation of the work available. Public bodies need to keep spreading this message and challenge those misconceptions.