It's becoming increasingly clear that attracting and retaining the right talent in the public sector is no easy task. Speak to anyone involved in delivering large-scale transformation programmes—whether it's modernising digital services in central government, implementing major infrastructure upgrades, or reforming frontline services—and you'll hear the same thing: finding the people to lead and deliver change is harder than it's ever been.

Part of the challenge is that the workforce is shifting. Many long-serving public servants are nearing retirement, taking with them a huge amount of institutional knowledge. At the same time, the skills needed today—particularly in areas like digital transformation, data, procurement, and programme delivery—are evolving rapidly. The private sector often moves faster, pays more, and offers greater flexibility, and that's a tough act to follow.

This has real consequences. Transformation programmes stall because they can't find the right delivery leads or technical experts in time. Hiring cycles stretch into months. Teams are stretched thin, and momentum is lost. But while these challenges are well-known, they aren't insurmountable—and we're seeing organisations respond in smart, forward-thinking ways.

One of the most effective approaches has been embracing a more blended workforce model. Rather than seeing the use of contractors, interims, and temporary staff as a last resort, many public sector bodies are recognising the real value they bring—especially during periods of rapid change. The right interim specialist can hit the ground running, plug a critical skills gap, and bring fresh insight from other programmes across government and beyond. For many large-scale initiatives, this flexible expertise has become a cornerstone of delivery success.

At the same time, some organisations are investing in longer-term talent strategies. That means forming partnerships with universities, making better use of apprenticeships, and creating more flexible career paths that appeal to people at different life and career stages. It's about planning for future capability, not just reacting to current vacancies.

The truth is, we can't afford to stick with outdated recruitment models. If public sector organisations want to deliver real transformation, they need to think differently about how they find, attract, and keep the right people. At Malikshaw, we work side-by-side with public sector leaders to help shape and support that change—bringing in the interim expertise to keep programmes moving today, while helping to build the sustainable talent strategies that will power tomorrow.