New research highlights the appeal of the public sector among young adults as a long-term career option.
- The study surveyed 1,000 individuals aged 18-25, revealing the public sector ranks fourth in career preference.
- Many young people see the public sector as offering competitive benefits and fair pay at entry levels.
- There’s a strong association with work/life balance and flexibility in public sector roles.
- Despite interest, challenges such as age demographics and skills gaps remain.
Recent research indicates that the public sector is a preferred career path for individuals aged 18 to 25, viewing it as a viable long-term career option. The study ranked the public sector fourth in popularity out of ten common career industries, surpassing fields like legal and tech. This preference is driven by a variety of factors that are appealing to the emerging workforce.
A significant portion of the surveyed group, nearly half, believe that a career in the public sector would provide an attractive benefits package. Additionally, 43% feel that the sector offers competitive pay for graduates and entry-level positions. These financial incentives are key attractors for the youth considering their future career paths.
Beyond financial aspects, the public sector is also associated with positive non-monetary benefits. Many young people, 45% to be specific, express that they expect a good work/life balance in public sector roles. Moreover, 43% associate these roles with flexibility, which is becoming increasingly important in today’s dynamic work environment.
However, despite these positive perceptions, there is a stark contrast when it comes to actual employment figures in the sector. Under 25s constitute merely 4.6% of the workforce. This is in contrast to over 70% of local government staff being over 40, indicating a potential mismatch in recruitment strategies or retentions.
Skills gaps have also been identified as a significant barrier. According to the Government Skills Survey, public sector establishments report a higher incidence of skills shortages (21%) compared to the private sector and voluntary organisations (15%). This suggests an urgent need for development in skills training and recruitment processes to bridge these gaps.
The challenges are further compounded by concerns over public sector budget cuts, with 44% of survey participants indicating that austerity measures deter them from pursuing a career in this field.
Amy Gornall, Public Sector Client Director at Grayce, points out that while it is heartening to see positive sentiments towards public sector careers, the sector must adapt to effectively transform interest into viable employment opportunities. She highlights transformation as one of the most promising yet underutilised opportunities in the public sector.
To address this, there is a pressing need for organisations to attract talent with digital skills to foster transformation. Currently, only 4% of civil servants are in digital roles, far behind other sectors where digital employment averages between 8-12%. This highlights a critical area for development to bolster the sector’s appeal.
The capacity for public sector organisations to successfully engage and nurture young talent will be pivotal in facilitating their future growth and relevance.
To secure a vibrant future, the public sector must adapt to attract and retain young talent effectively.
