Job opportunities in the local public sector are increasing — but so are the challenges. Since January 2023, more than 1 in 5 new jobs in the U.S. has been in state and local government or public education — nearly double the growth rate seen in the decade before the pandemic.

Yet with more growth comes more pressure. Government organizations face demands to fill more roles, often without bigger budgets. Tight financial constraints, complex regulations and increased competition from the private sector are making it harder to secure top talent.

The government recruitment agencies finding success aren’t just working harder, they’re working smarter. Here’s how they’re turning these challenges into wins.

Competing with the Private Sector? Purpose Is Your New Currency

Budget constraints are nothing new in government hiring, but the gap between public and private sector salaries is growing. Private companies can offer signing bonuses, stock options and higher pay — advantages most government organizations can’t match.

But salary isn’t everything. Purpose also matters, especially for younger generations seeking meaningful work. A 2024 study by Deloitte shows that 86% of Gen Z and 89% of millennials say having a sense of purpose is very or somewhat important to job satisfaction.

Government roles offer a clear path to purpose such as improving public health, building infrastructure and shaping policy. Government recruitment agencies that frame roles around stability and purpose, not just salary, make them more appealing to mission-driven candidates.

Don’t Let Slow Hiring Cost You — Use It to Build Stronger Connections

Public sector recruitment is notoriously slow. Lengthy applications, strict qualification requirements and multiple rounds of approval can stretch out the hiring timeline for weeks or even months. Meanwhile, top candidates are securing offers elsewhere.

The solution? Constant communication and candidate engagement.

  • Set clear expectations and be upfront about the timeline and process.
  • Keep candidates informed with regular updates to maintain interest.
  • Create touchpoints between interviews and share insights about the role and team.
  • Promote the opportunity and remind candidates why the job matters.

Engaged candidates are more likely to stay, even if the process takes longer than expected.

The Retirement Cliff Is Coming, But You Can Soften the Fall

More than 54% of state and local HR managers anticipate the largest wave of retirements is still ahead. Without a strategy for replacing outgoing talent, organizations risk significant leadership gaps and the loss of institutional knowledge.

Attracting, training and retaining the next generation of workers is critical to sustaining a strong workforce. Partnering with universities, trade schools and professional organizations helps government organizations engage early-career professionals who are motivated to grow into leadership roles over time.

More importantly, understanding how to appeal to the Gen Z workforce — a generation that values purpose, flexibility and growth — is key to building that pipeline.

The Government Recruitment Agencies Getting Results Are Doing It Differently

Duffy Group knows how to navigate the complexities of public sector recruitment while working within tight budgets and strict regulations.

Our proprietary Duffy Recruitment Research™ approach helps you:

  • Maximize your budget with a flexible pricing model that charges only for time worked, giving you cost-effective results without cutting corners.
  • Reduce time-to-hire, typically presenting qualified candidates within 10-15 business days so you don’t lose high-caliber talent to delays.
  • Set a not-to-exceed amount upfront, so you stay in control of costs while still getting high-quality candidates.

Ready to build a stronger public sector workforce? Contact our team today to discover how we can help you secure the right candidates for key roles at the municipal, county and state levels.