What to Expect from Next Gen Hiring: Modernising the Public Sector Hiring Process

What to Expect from Next Gen Hiring: Modernising the Public Sector Hiring Process

Modernising the hiring process in the public sector is a hot topic. With growing economic uncertainty, getting people into work and ensuring that they can operate at their most productive, might be the difference between growth and stagnation. Both the government and industry led independent bodies are at the forefront of a wide-ranging discussion designed to come up with strategies to speed up the UK’s abysmal time-to-hire and improve productivity. Modernising public sector hiring will mean embracing innovative approaches to streamline recruitment. A key catalyst in this transformation is digital identity, which has the potential to revolutionise how candidates are verified, documents exchanged, and interactions conducted

Understanding digital identity

Your digital identity is not just about proving who you are; it covers things like what you buy, your IP address, and even your biometrics. Another name for it is your personal data. In recruitment, digital identity includes the documents employees and employers share.  

Employees send things like passports, right to work documents and tax details, while employers provide log-in details, contracts, and more. Digital identity becomes a way to handle paperwork and make hiring smoother, and safeguard privacy and security by enabling individuals to authenticate themselves securely in digital transactions

Benefits of Modernising the Hiring Process with Digital Identity

Incorporating digital identity and other technology-led modern recruitment methods into the public sector hiring process can have huge benefits for organisations. It can not only speed up the hiring process significantly but can: 

  • Enhance efficiency 
    Internal hiring teams are often stretched. Digital identity solutions can reduce the burden on HR by streamlining routine administrative tasks and reducing manual paperwork.
  • Improve candidate experience 
    By eliminating the need for extensive back and forth between candidates and employer, digital identity can help create positive candidate experiences by offering a seamless and user-friendly onboarding process.
  • Strengthen security 
    Making the identification process digital ensures a secure exchange of data and limits access to sensitive personal data making candidates feel more secure. The GDPR burden on employers is also reduced.
  • Reduce operational costs 
    Efficient management of candidate data and secure online interactions, reduces the need for extensive IT infrastructure and minimises HR resources resulting in substantial cost savings.
  • Increase productivity 
    Allowing employees to securely submit required documents, complete necessary forms, and access training materials online empowers new hires to quickly integrate into their roles, boosting overall productivity.

Developing a Next-Gen Hiring Process

As you can see digital identity has the potential to transform public sector recruitment. However, at the time of writing there is not a single solution available to employers that will enable secure candidate verification and document sharing.  

Digital identity is just one aspect of developing a modern and effective hiring process. You can integrate technology into your recruitment in other ways too. Here are some pivotal strategies that can drive this transformation:

1. Automated Pre-Screening 

Using AI-powered tools for resume and application screening can speed up the hiring process by quickly identifying qualified candidates based on predetermined criteria. This technology-driven approach enhances efficiency, ensuring that only the most suitable applicants progress further, saving time and resources for more focused evaluation.

2. Personalised communication
The candidate profiles in your ATS system can be used to create personalised communication tailored to each applicant which can then be sent automatically when a candidate reaches a new stage in the hiring process. These tailored updates help give candidates the information they need as well as providing a positive experience.

3. Collaborative Hiring 

Digital platforms can be used to allow individuals and teams from across the organisation to provide real-time feedback and evaluation. This collaborative hiring process makes candidate assessment more effective, elevating the quality of hires.

4. Customised Onboarding 

Digital onboarding portals can share employee handbooks, training materials, and benefit details online. This resource hub can be personalised for each employee, streamlining the onboarding process, and granting new hires easy access to essential information, allowing them to be productive in their roles faster.

5. Feedback and Improvement 

A tech-led hiring process can be used to collect hiring data and feedback from candidates and hiring teams at various stages of the process. Using this information you can refine your digital hiring process approach, ensuring continuous improvement and an optimal experience for both applicants and hiring teams.

Incorporating digital identity into the public sector’s hiring process will mark a pivotal shift towards a tech-forward approach. By harnessing technology’s potential, employers stand to unlock countless advantages from streamlining administration to ensuring secure data exchange all leading to heightened efficiency and productivity and a recruitment process that resonates positively with candidates. 

As the digital landscape evolves, embracing these steps toward modernisation will ensure the sector stays competitive and able to attract top-tier talent. The journey towards a next gen hiring process signifies a commitment to innovation, effectiveness, and improved candidate experiences, ushering in a new era of hiring that benefits both public sector organisations and their employees

Modernise your hiring with Morgan Law

At Morgan Law we take the time to develop a full understanding of your requirements, meeting with you to discuss challenges and offer advice on the availability of talent in the market and how to improve your existing practices. Our established database of over 30,000 senior-level, highly skilled professionals with significant experience in the healthcare, public and not-for-profit sectors available on a permanent and contract basis enable us to deliver the highest quality recruitment solutions. 

Contact us today to find out how we can best support your recruitment needs.