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EM Normandie and Actual group, in partnership with la Gazette des Communes and emploipublic.fr, have published a ground-breaking study measuring for the 1st time the expectations of candidates interested in the public sector, assessing their motivations around two key axes: trust in the future and employability.

Despite popular belief, the attraction of the civil service is not based primarily on job stability and the values of the public service. Candidates' priorities reveal new aspirations, with work-life balance predominating (45.56% of respondents), followed by the content of the tasks (22.49%) and the working environment (18.34%). Job stability and the values of the public service were mentioned by only 4.73% and 3.55% of respondents respectively.

This study comes on the eve of the Salon des Maires (Mayors' Fair) and at a time when Minister Guillaume Kasbarian is talking about “a radical change” in public employment. The study, led by Jean Pralong, a lecturer and researcher specialising in human resources management at EM Normandie, analyses the motivations and behaviour of candidates interested in the public sector.

Public sector recruitment needs are growing all the time, in particular to replace retiring staff and to meet the new challenges posed by �ǿմ�ýisation, local services and the ecological transition. However, traditional recruitment methods, such as competitive examinations, are becoming less attractive.

The structure of public employment is changing. 1.2 million of the 5.67 million public sector employees (and 26.9 million people in work in France) had permanent contracts in 2022. This new competition with the private sector is reducing the number of applicants per post and increasing staff turnover.

What are the expectations of candidates interested in public sector jobs?

Nearly 1,800 people from the public and semi-public sectors responded to the survey.

Firstly, the study shows the endogamy of public sector recruitment: 58.57% of interested candidates were already working under contract in the civil service. Secondly, contrary to popular belief, job stability and public service values are not the main factors in attracting people. Work-life balance (first choice for 45.56% of respondents), the content of the work and the tasks (22.49%) and the working environment (18.34%) are the criteria most valued by candidates. Working in the French civil service no longer means being a civil servant, wishing to remain one and accepting unsatisfactory transfers in exchange.

Finally, by crossing two variables (employability and confidence in the future), the study identified four types of candidate for public employment:

• Stable optimists (23.1%): they give priority to work-life balance and the content of assignments. The quest for optimal harmony between the different spheres of life is more important than the search for stability: they are attentive to varied job offers and are active on job sites.
• Stable pessimists (21.7%): above all, they are looking for stability and a good working environment. For them, public employment represents above all a form of security rather than a source of fulfilment. Their pessimism creates a fear of failure which leads them to be less active in seeking out new opportunities.
• Talented optimists (20.7%): mostly from the private sector, they are looking for stimulating assignments and are open to various forms of employment. Their optimism and excellent employability encourage them to remain open to new opportunities, particularly temporary and fixed-term contracts, and to actively seek opportunities for progression. They frequently update their LinkedIn profile (1.9 actions per week on average) and frequently consult job sites (2.81 actions per week on average).

What's the difference with agents?

The work-life balance is the most important factor in attracting agents (31.2%). They then appreciate the content of the work and missions (24.2%). The expectations of civil servants are close to those of the Stable Optimists. In other words, the optimistic Stables are the ones most likely to be in tune with the reality of public employment. For the others, the gap with reality is a threat to satisfaction and loyalty.

A challenge for HR departments

These results are prompting HR departments in the public sector to rethink their recruitment and retention strategies. The study highlights the need for a more targeted approach, job by job, to meet the diverse expectations of candidates.