Public Sector Candidates unrealistic about joining Private Firms

An overwhelming majority of private-sector employers believe former public-sector workers are unrealistic about finding jobs in the private sector, according to research published by recruitment firm Hays in the UK.

The survey of 1,435 employees and 348 employers found that 87 percent of private-sector employers believe candidates from the public sector need to better identify and convey their skills to potential employers.

Employers said that candidates “lacked sufficient insight” and are unrealistic about the differences between the two sectors.

The survey found that 85 per cent of former public-sector workers are now considering seeking work in the private sector.

However, 22 per cent of these employees fear their public-sector background will put them at a distinct disadvantage in the private sector. Their fears may be well-founded: 46 per cent of employers say that previous private-sector experience is very important when hiring.

Nearly two-thirds of former public-sector workers believe a move to the private sector will enhance their career progression, but they are also seeking self-improvement before finding the right job, with over two-thirds looking to develop new skills or gain qualifications.

The research found that former public-sector workers believe that salaries, benefits and career are all better in the private sector, but they see work-life balance as worse than the public sector.

To make themselves attractive to the private sector, candidates must understand how their skills and experience are relevant and useful to potential employers, be ready to prove they understand the markets and companies they apply for and be capable of demonstrating how they add value.

Most HR Managers run web checks on candidates

Four in 10 HR managers have chosen not to hire a candidate as a result of a negative online profile, according to research from Microsoft.

In the survey of 1,000 HR professionals, 64 per cent said they consider it appropriate to search the web for information on a person before recruiting them, and 41 per cent had rejected somebody on this basis. But in a parallel survey of 1,000 potential jobseekers, only 37 per cent believed that it was their own responsibility to ensure they protected their online reputation.

Cliff Evans, head of privacy and security at Microsoft UK, said: “Ignoring your online reputation is no longer an option. Reputation and information sharing as a privacy issue should be a major concern for individuals, particularly in a challenging economic environment where jobs are scarce. Social media, search and other online services offer tremendous benefits but, to safely embrace these services, people need to monitor and manage their online reputation. Think carefully about the image you are portraying. Taking a few simple steps today can help the build the online image you’ll need tomorrow.”

Interestingly, HR managers in the UK are far more prolific at using the internet to check on candidates than their European counterparts. In Germany, only 16 per cent of HR professionals have rejected a potential employee due to content online, and only 14 per cent had done so in France. But in the US, 70 per cent of HR managers had made such a decision.