It’s no secret that public sector organisations are feeling the squeeze. With tightening budgets and increased scrutiny over spending, leaders are under pressure to do more with less, especially when it comes to recruitment. But while finances may be limited, the expectations haven’t shifted. Services still need to be delivered, projects still need to be completed, and the people delivering them still need to be exceptional. So how do you maintain quality hiring when the purse strings are pulled tight?
It’s a familiar story for many: salary caps make it difficult to compete with the private sector, training budgets have been scaled back, and many teams are already stretched. This makes attracting the right people a real challenge. It’s not that the talent isn’t out there. It’s that the incentives to join, and stay, in public sector roles often pale in comparison to private sector opportunities. We’ve seen this play out across the country, from local councils to central government departments. Take the recent reports of social care vacancies in Birmingham, or the IT skill shortages within the NHS. Both show how difficult it can be to recruit when budget constraints limit what you can offer.
These pressures often lead to a heavier reliance on short-term contracts, consultancy support, or interim roles. While this can be a smart way to plug immediate gaps, it can also feel like a never-ending cycle. Organisations bring people in temporarily, only to lose them to higher-paying roles elsewhere once they’ve proven their worth.
So what can be done? Quite a lot, actually. One increasingly popular approach is to make strategic use of interim professionals. Not only can this be more cost-effective than long-term hires, but it also allows organisations to bring in highly specialised skills exactly when and where they’re needed. Interim specialists often hit the ground running, and with clear scopes of work, they can make a real impact without the long onboarding processes or permanent costs.
Beyond that, there’s the wider employment offer to think about. Many candidates, especially in today’s market, aren’t just chasing the highest salary. Flexibility, meaningful work, and a sense of purpose count for a lot. The public sector can often offer these in abundance. Whether it’s delivering on net-zero targets, improving transport infrastructure, or shaping digital services, the opportunity to make a tangible difference in people’s lives is a huge draw. It just needs to be communicated clearly and confidently.
Career development is another big lever. In a world where professional growth is often as important as the pay packet, showing people how they can learn, progress, and expand their skills within your organisation can be a major advantage. Structured development plans, mentoring, and cross-functional project work all add up to a more appealing proposition, even if the pay isn’t top of market.
The reality is that smart hiring doesn’t have to mean high-cost hiring. With a bit of creativity and a clear focus on what truly motivates professionals, it’s entirely possible to attract and retain the right people, even when budgets are tight. At Malikshaw, we work with public sector leaders every day to find those solutions, helping organisations build high-performing teams while keeping a close eye on cost.
