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Government direction prompts a re-think of public sector recruitment

In a landscape of population growth, ethnic diversity, technological advance and state sector reform, the pressure on central Government to meet the needs of an increasingly complex New Zealand is greater than ever.


In a landscape of population growth, ethnic diversity, technological advance and state sector reform, the pressure on central Government to meet the needs of an increasingly complex New Zealand is greater than ever.

To satisfy rising public demand for fast, first-class state services, and to achieve system wide results, the Government is encouraging a collective, more connected state sector. It has identified that developing a public sector workforce with the skills to achieve system-wide results is key to its success. For recruitment agencies operating in the public sector there have been major changes over the last few years.


Government-led recruitment

In mid-2014, the Government’s first Chief Talent Officer (CTO) was appointed to oversee the recruitment of top tier public sector leaders, and develop Government leadership talent. This followed the Government’s 2012 move to a centralised procurement agreement. This placed OCG among 40 or so companies contracted to undertake Government recruitment services under a central agreement, managed by the Centre of Expertise (Ministry of Business Innovation and Employment).


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