Thought Leadership
18 Sep 2025
Beyond Pay Scales: How a Strong EVP Can Transform Public Sector Recruitment
Chloe Herrmann highlights the central role of an Employee Value Proposition (EVP) in effective recruitment marketing. For job seekers, this shows what makes public sector careers different and worth considering — from meaningful work to genuine work-life balance. For employers, it’s a reminder that the sector already has a strong offer (security, pensions, flexibility, impact) but needs to communicate it more powerfully to attract and retain the right talent.
18 Sep 2025
A Call to Action: Transforming Public Services through Veteran talent
Rachael Simpson argues that veterans bring vital skills — resilience, leadership, and adaptability — to strengthen public services at a time of rising demand. For veterans, this means meaningful second careers where their experience makes a difference. For public sector employers, it’s a call to adapt recruitment, development, and culture to fully unlock this talent.
18 Sep 2025
Disrupting Leadership: How Oxfordshire’s Mentoring Pilot Sparks System-wide Change
Samantha Darby highlights how reciprocal mentoring is disrupting traditional leadership models and driving culture change. For aspiring leaders, it creates space to share lived experiences and be heard. For established leaders, it’s a challenge to reflect, listen and act differently. For organisations, it’s proof that mentoring can build inclusion, resilience and system-wide transformation.
21 Aug 2025
Recruitment Marketing: Lessons Public Sector Can Learn from the Private Sector.
Private companies are raising the bar in recruitment, using marketing strategies, brand storytelling, and digital platforms to attract top talent. Chloe Herrmann explores how the public sector can respond, blending strategic marketing with purpose-led messaging and collaboration to build a stronger, more competitive workforce.
21 Aug 2025
The Translation Gap: Why we're missing opportunities
In the second article in our series focusing on veterans, Rachael Simpson focuses on how veterans bring resilience, leadership, and adaptability—yet public sector recruitment often overlooks their potential. She explores the barriers that hold veterans back and sets out practical steps HR teams can take to bridge the gap and strengthen public services.
21 Aug 2025
Coaching through a neuro-inclusive lens: a space to think, lead, and grow
Gayle Hudson, WME Associate, explores how neuro-affirming coaching creates safe spaces where neurodivergent colleagues can thrive. Drawing on lived experiences and workplace practice, it challenges leaders to move beyond awareness to action, embedding coaching and inclusive approaches that unlock hidden potential.
22 Jul 2025
Numbers Don’t Deliver Services. People Do
Discover why people, not just plans or policies, are the true infrastructure of local government. This article explores how coaching and strategic workforce planning can help councils thrive through uncertainty by supporting the individuals behind every service.
22 Jul 2025
From the Frontline to Public Service: Why Veterans Could Be the Public Sector's Untapped Talent
Veterans possess unique leadership, crisis management, and project delivery skills developed in high-pressure military environments, yet public sector recruitment often fails to recognise these transferable capabilities. With over half of employed veterans reporting underemployment, the sector is missing a strategic opportunity. Veterans bring a deep public service ethos, operational excellence, and the calm needed in complex situations, making them ideal for today's public sector challenges.
22 Jul 2025
The future of fairness: Rethinking hiring in divided times
Despite rising polarisation, UK workers, especially younger generations, are calling for more inclusive, transparent hiring. Tribepad’s Stop The Bias research shows a deep generational divide on fairness, merit and DEI. While younger people support inclusion, they also wrestle with merit-based concerns. Employers must lead with empathy, not slogans, designing systems that remove bias and reward talent. Inclusion and fairness are not opposite, they’re essential, intertwined goals for building trust in recruitment.