Creative hiring solutions can help public agencies maintain a robust workforce

Government managers will face hiring challenges in the years ahead, says Josh Wright, executive vice president of growth, education and government at labor market data and analytics firm Lightcast. “Six million people will exit the U.S. labor force within the next 10 years, and there are not enough workers to replace them. The public sector currently has 300,000 job openings in essential worker roles such as police officers, firefighters and sanitation workers, but only 90,000 available prime-age workers to fill them.”

In fact, a new report from Wright’s company anticipates the smallest labor force increase on record in the U.S. from now until 2032. The report, “The Rising Storm," explains how worker shortages will occur across industries as Baby Boomers retire and fewer younger workers are entering the workforce to take their place. One piece of information worth noting from the Lightcast compilation: “Prime-age men (ages 25 to 54) make up the largest share of the working population—but their participation in the workforce is dropping.” The Lightcast analysis explains what needs to be done to build a future-ready workforce despite the demographic trends.    

Wright says government managers need to find creative hiring solutions if they want to maintain a robust workforce. “To overcome the labor gap, local and state governments must appeal to underrepresented workers. A key strategy to do so is skills-based hiring. Rather than exclusively looking for individuals with college degrees, recruiters should focus on the specific skills and competencies required for the role.” The Lightcast executive believes a skills-based hiring line of action offers several benefits: “This approach broadens the talent pool and allows organizations to develop training or upskilling programs that support employees’ needs as their jobs and careers evolve.”

Wright notes that there are a large number of missing workers in the U.S. labor force. He explains that these are people who want a job but aren’t currently looking for one. On this subject, the U.S. Chamber of Commerce explains: “Labor force participation still does not match what it was before the pandemic for a variety of reasons.”

The U.S. Chamber notes that if the labor force participation rate was at the February 2020 level, the U.S. would have an additional two million people in the workforce, and this shortage is affecting and impacting all industries in nearly every state. According to the U.S. Chamber: “Even if every unemployed worker were to fill an open job within their respective industry, there would still be millions of unfilled job positions, highlighting the widespread labor shortage.”

Wright says these workers on the sidelines are missing for a variety of reasons, such as discrimination, insufficient education, training or experience, or lack of childcare. He offers the following solution: “To reach underrepresented groups, government recruiters must reassess their interview processes to ensure these are equitable and accessible. For example, some neurodivergent workers may find it challenging to showcase their best selves in an hour-long virtual interview. A more inclusive approach could involve a skills-based assessment to evaluate whether the candidate possesses the skills required for the role.” 

Wright tells Co-op Solutions that it makes sense to reach out to prospective staffers who have become disconnected. “Local and state governments should explore ways to re-engage workers who have left the workforce, such as parents of young children or formerly incarcerated individuals. On-ramping programs with targeted training can support their transition back into the workforce.” Wright adds that agencies may be able to attract talent from broader, remote talent pools if they offer flexible work locations and hours.

Wright says prospective job candidates are out there—if recruiters look for them. “Local and state governments can leverage other sources of talent by recruiting from community colleges, vocational programs and community-based organizations that support underrepresented groups.”

He adds that the following tool can aid agencies: “Cooperative procurement contracts can further support resource-strapped departments. They can help streamline hiring processes, maximize efficiency, and allow teams to focus on mission-critical work. Together, these approaches help governments address staffing shortages while building a diverse, inclusive workforce.” 

OMNIA Partners, who sponsors this page, offers a robust portfolio of cooperative contracts in the public procurement space. The firm lists one cooperative contract under the term “recuiting.”