Industries · Government
Attract and retain the best talent.
We know it can be difficult to position a career in the public sector as attractive, and that many government organizations are losing great candidates to other industries. A recent study from Deloitte reported that Millennials make up only 24.5% of government employees, compared to 33.7% in the private sector.
Trusted in government
The companies that hire with us here.
While young workers may not be naturally gravitating towards public service, we believe federal and local government agencies can position themselves well to recruit, develop and retain the best talent from our young workforce with people data.
The challenges
What public sector organizations are up against
- 01
Competing for talent
Many government organizations lose great candidates to other industries.
- 02
Attracting a younger workforce
Young workers are not naturally drawn to public service, so developing and keeping them matters.
- 03
Hiring that stands up to scrutiny
Public sector hiring has to be objective and easy to explain.
- 04
Succession planning
Without a formal succession plan, the gap shows when a leader leaves.
How Predictive Success helps
Each answer below meets the challenge with the same number.
- 01
Recruit on fit, not polish
Objective behavioural and cognitive data shows who fits the role, whatever their background.
Hire with Data - 02
Develop the people you hire
Managers see what drives each person and coach accordingly, which helps new employees grow and stay.
Inspire Talent - 03
Measure candidates against the job
Define the role with the PI Job Assessment first, then give every decision a documented, job-related rationale.
PI Job Assessment™ - 04
Build an unbiased leadership pipeline
The 360 assessment blends self-assessment with input from the people around a leader to show who is ready for more.
360 Assessment
Job target profile, Government
Municipal Clerk
Behavioural target
Common reference profiles
AltruistAn Altruist is congenial and cooperative with an efficient, precise work ethic.
ControllerA Controller is detail-oriented and conservative, with a preference for high quality and technical expertise.
SpecialistA Specialist is a highly precise worker, who remains skeptical while respecting authority.
They will be
- Serious
- Diligent
- Reserved
They will need
- Understanding of rules and regulations
- Specific knowledge of the job
- Freedom from risk of error
They will like hearing
- Clarity of tasks and duties
- Deliver high-quality products and services
- Achieve goals consistently and efficiently
- Work thoroughly, leaving nothing to chance
Noteworthy behaviours
Careful with rules
- Conscientious
- Thorough
- Precise
- Concerned with rules and accuracy
Cautious with risk
- Cooperative
- Supportive
- Willing and helpful
- Need for rules and structure
Government
“The introduction of The Predictive Index Behavioural Assessment from Predictive Success has made me more effective as a leader and gives me a great deal of confidence that the people who I recommend are strong candidates and have the competencies to be successful in the role.”
Predictive Success is the #1 Predictive Index partner globally and a Certified Elite Partner. The science below is not ours to claim; delivering it in Canada, in both official languages, is.
See the behavioural data against a role on your government team.
Client stories
Real results in government.
Build a Diverse, Unbiased Leadership Pipeline
It’s no secret that tomorrow’s organizational success is dependent on putting the right leaders in the right roles at the right time. Yet, studies show that most companies don’t have a formalized succession plan in place – lack of planning can be detrimental to a business. Boards and leaders of organizations know the value in effective planning but the question commonly arises… where do we start?
View Predictive Success Academy TrainingRequest a demo for your government team
Tell us about your government team and a certified consultant will be in touch.