Research highlights what young workers are looking for amid hiring challenges

It might be a new year, but the hiring challenges faced by local governments are the same: facing a wave of retirements, they’re struggling to attract new talent. A publication released Thursday by MissionSquare Research Institute provides insight into what draws younger workers into the public sector, and could be helpful for administrators looking to expand their recruitment toolbox.

“It’s clear that a strong workplace culture and solid benefits are magnets for younger workers. The research also reveals that public service recruitment efforts should emphasize the agency mission rather than job tasks, while also focusing on what younger job candidates value,” said Gerald Young, a senior research analyst at MissionSquare Research Institute who wrote the report, The report, “New Career Entrants to Public Service: Lessons for Employers from Fellowship Applicants.” The data, which was collected from April 11 to May 25 of this year, highlights the top reasons why young people enter local government.

In a survey of more than 100 fellowship candidates from the nonprofit Lead For America, which helps young people become civic leaders, the majority ranked a desire to do meaningful work as the driving reason behind their pursuit of a career in public service. A welcoming workplace culture was also high up on the list. Seventy-seven said inclusivity and a positive environment for those of all identities was “very important.”

In terms of compensation, only 32% said they thought salaries were competitive in the public sector, although 83% found benefits to be enticing. Paid leave was ranked three times more important (58%) than high wages (18%) by respondents. The reputation of the employer was also a big factor: 89% said it was either “very important” or “somewhat important.” 

“We know that young Americans are deeply committed to public service,” said Joe Nail, co-founder and chief operating officer of Lead For America. “Our communities are strongest when local people solve local problems. By making a concerted effort to attract and retain homegrown young leaders, governments are investing in their community’s long-term success.”

Regarding the hiring process, transparency and open communication were considered the most important features according to respondents, with timeliness and the complication of the application ranked below. The vast majority, 81%, said they thought positions in public service were influenced by personal recommendations. Other notable highlights in the report relevant to address hiring challenges include: that 71% said expect to be in an entry-level position for one to two years before promoting, and that 62% said COVID-19 increased their interest in public service.

“A key takeaway from this research is that competitive benefits matter to younger workers,” said Lynne Ford, CEO and president of MissionSquare Retirement. “This means that state and local government leaders are wise to continue offering strong traditional benefits like healthcare and retirement, while also looking at non-traditional benefits like flexibility, student loan repayment, and childcare. It’s always going to be difficult for governments to compete on salary, so benefits can help make up the difference to make a job appealing.”