Public sector CV’s rise by 62% post budget

Posted in Candidates, Clients, Communications, Corporate Communications, General News, Jobseeker Advice, PR

The number of CV’s we’ve received from PR and Comms candidates with a public sector background has soared by a massive 62% since the emergency budget was announced, according to our latest figures.

Out of those 62%, exactly half are from candidates with an agency background, i.e. those agencies with public sector clients.  Given that this time last year we received not a single CV from a public sector agency candidate, it’s clear to see where the budget cuts are beginning to bite.

The question is: where does this leave the PR / in-house communicator with a predominantly public sector background? Unemployed? Perhaps for the short term. But unemployable? We hope not. Here’s our advice.

If you’ve come from an agency with public and private sector clients and have first hand experience of servicing both, then private sector employees will be more receptive as long as you can demonstrate a proven track record of private sector successes and relevant media contacts. Bridging the two sectors will also show your adaptability and a transferable skill set, perhaps even putting you at an advantage over those with ‘pure’ private sector experience.

For those with no recent private sector PR or Comms experience, the battle to win HR hearts is undoubtedly tougher – but by no means impossible.

One of the biggest hurdles to overcome is the perception, real or imagined, that the public sector is process rather than results or profit-driven; that perhaps the pace is slower. There is a tendency, particularly during and post recession, for employers to pigeon-hole candidates into the sector they have come from. Employers are more reluctant to accept that skills and knowledge acquired in one environment are transferable and have relevance in another sector.

Being able to demonstrate that you are an ambitious self-starter, have transferable skills, and are able to apply the knowledge you’ve acquired to benefit a private sector employer is therefore imperative. Achievements that are measurable are what private sector employers will be looking for.  Have you met and exceeded targets or KPI’s, for example? Having cultivated strong relationships with key media contacts is equally desirable in the private sector wish list.  But most of all, particularly if going for a fast-paced, results-driven agency position, candidates must be able to show that they understand the differences between the public and private sector, what drives the market (and current market conditions) and be able to respond as immediately and as well as those with a proven private sector track record.

Changing sectors is always a challenge. In this climate of increased competition and job insecurity, where the private sector is still in recovery post-recession, being willing to consider a drop in seniority, salary or perks until you have more experience may help you appear ‘more attractive’ to a prospective employer.

Of course, there’s also another factor to consider. With top talent in short supply, employers will ALWAYS choose the ‘best hire’.  Which means there are win-win opportunities for both sides; outstanding public sector candidates and open minded, flexible private sector employers.