In the Resourcing team at WME, we’ve been focusing on data. Recent insights from WMJobs,  and the newly implemented Tribepad applicant tracking platform have made one thing clear: our region already attracts a significant amount of interest in local government careers.

We hire exceptional talent into the local government, but are we doing enough to ensure that the right fit is being attracted and that we’re nurturing those who are already drawn to the sector?

2024 has shown us that, despite a slight decline in job advertising—due to the normalisation of the job market post-COVID and ongoing economic pressures—there is still strong interest in local government and wider public sector careers. WMJobs alone has acquired over 44.5 million page views and almost 1.5 million unique visitors so far this year. Job seekers are proactive, with over 55,594 job alerts created and 255,984 apply clicks recorded. Some roles have attracted up to 900 apply clicks, underscoring the demand for careers in public service.

The data from Tribepad (our Application Tracking System) further illustrates this. With over 70,000 applications received—averaging 18 per job—certain positions, like Assistant Data Analyst and Customer Service Officer, have attracted nearly 600 and 400 applications, respectively. While high interest is a positive indicator, it also presents a time challenge. If we assume it takes just one minute to review each application, that translates to over 700 hours spent on shortlisting alone. Imagine what we could achieve with those hours!

Given these constraints on both time and budget, the question becomes: How do we better leverage the interest and talent we already attract? How do we ensure we’re bringing in the right fit from the start?

Rethinking Recruitment: Practical Steps Forward

Here are some practical steps to enhance the recruitment process:

1. Authenticity in Job Adverts: Are your job adverts and person specifications truly reflective of the role and your organisation’s culture? Consider incorporating video adverts featuring hiring managers to bring the organisation and the role to life. Can you incorporate screening questions into the application process? Hosting virtual information sessions where current employees share their experiences and answer questions could also make a significant impact.
2. Building Talent Pools: Why not create and maintain specific talent pools for “silver medallist” candidates—those who were strong contenders but didn’t land the job? This could streamline future recruitment efforts, especially for roles that frequently attract high volumes of applications. Piloting this approach in one high-demand area could be a good starting point.
3. Maintaining Communication: Keep in touch with silver medallist candidates by informing them of future opportunities and engaging them through social media and networking events. This continued engagement could keep them interested in your organisation long-term.
4. Providing Feedback: Constructive feedback is crucial. By offering insights into their strengths and areas for improvement, you help candidates remain invested in potential future opportunities with your organisation.
5. Personalised Outreach: Tailor your communication to each candidate’s experience and qualifications. This demonstrates that you value their time and are genuinely interested in their potential contributions.
6. Streamlining the Recruitment Process: Ensuring an efficient, transparent, and candidate-friendly recruitment process is key to attracting top talent. Establish SLAs for different stages of recruitment and track these to identify areas that are working well and those that need improvement.

Moving Forward

Trialling some of these approaches could be a practical first step. Let’s see what difference they make. If you’re interested in discussing these ideas further or have suggestions of your own, please reach out to the Resourcing team. Together, we can refine our approach and continue to attract and nurture the talent that will drive our sector forward.

Kat Whitby, Senior Consultant – Talent Acquisition, West Midlands Employers