Understanding professional candidate recruitment expectations in the public sector

The public sector is navigating a period of unprecedented change in 2025, with workforce expectations, workplace models, and public sector recruitment processes all evolving rapidly.

As a workforce management leaders specialising in public sector talent acquisition, Comensura recognises the urgent need for local authorities and public sector organisations to align their recruitment strategies with the preferences of today’s professionals.

Understanding and adapting to these candidate expectations is crucial for attracting, engaging, and retaining the high-caliber talent essential for delivering public services efficiently and innovatively.

A candidate centric interview process

Recent research highlights that most professional candidates prefer a streamlined interview process. Specifically, 62% favour a two-stage interview structure, striking a balance between thoroughness and efficiency. Only 15% are open to a three-stage process, and only 2% find four or more stages acceptable.

Extended, complex recruitment processes - common in some public sector settings - risk deterring engaged talent. At a time where people can’t afford to be between jobs for long periods, candidates are also looking for shorter timelines. 44% of candidates prefer the entire process to last 2–4 weeks, with 33% hoping for an even faster turnaround of less than two weeks.

Processes that last as long as 6–8 weeks or beyond are tolerated by only a tiny minority (just 4% and 2%, respectively). For younger professionals considering a public sector career, the preference for swift and decisive hiring is even more pronounced.

Maintaining the shift to digital communication

In the public sector legacy systems and processes may be prevalent; however, the use of email as a primary method of communication is as well used as in the private sector, which aligns with the majority (74%) of candidates wanting email as their first point of contact with recruiters.

Online job boards are increasingly the dominant platform for discovering new opportunities, cited by 47% of professionals. Public sector hiring teams must ensure their roles are visible where candidates are searching, and that initial outreach is modern, relevant, and candidate friendly.

Why candidate expectations matter for the public sector

Aligning recruitment with candidate expectations isn’t just about hiring - it’s about energising the public sector. When public sector organisations champion efficient hiring and flexibility, they become employers of choice, attracting passionate professionals eager to innovate, serve their communities, and drive meaningful change in a rapidly evolving world.

Some of the key take homes from this research include:

Streamline interview stages: Limit interviews to two stages wherever possible to keep the process efficient and candidate friendly.

Reduce time-to-hire: Aim for recruitment cycles of 2-4 weeks, with clear communication and prompt decision-making at every step.

Ensure modernised communication channels: Use email as the primary method of initial contact and ensure job postings are visible on leading online job boards and sector-relevant platforms.

Prioritise candidate experience: Treat every applicant with professionalism and transparency, recognising that their experience in the recruitment process shapes their perception of the organisation.

By implementing these recruitment strategies, public sector organisations can successfully compete for talent in a challenging market, increase workforce diversity, and build teams equipped to meet the demands of the future.

For a deeper dive into the latest trends and actionable insights into professional talent acquisition in the public sector – and what professional candidates really want - download the full research report today.