Strategic Drivers

Government legislation, financial constraints, the demand for economies of scale and a realisation that customer need does not fit into predetermined boundaries, mean that collaboration not competition is the key to success.

Public service providers can no longer choose to operate by themselves. You have to share responsibilities and services with other agencies and you need to work together to attract and retain talent.

JGP's Talent on Demand software enables organisations to collaborate to recruit talent and to manage workforce capabilities across a number of organisations, whether services are combined or not.

You can design and deliver “virtual partnerships”, which benefit from economies of scale, purchasing efficiencies, more fertile career paths and larger and more diverse pools of talent, while still maintaining the local knowledge and focus needed to deliver services that meet your local communities' needs.

£6.45 billion efficiency gains are needed in the public sector in the next three years - Gershon. Changes to the CPA mean no excellent ratings for single tier or county councils unless they score highly on the use of resources.

Substantial savings must be found in procurement, back office and transactional services and productive time. Partnership, joint commissioning and collaboration are here to stay.

JGP's technology, with the internet at its heart, underpins the transformational change needed. E-recruitment significantly cuts costs by reducing administration, advertising spend, the demand for temporary staff and lead times. It also achieves demonstrably better results in terms of the numbers and diversity of candidates it attracts.

JGP's Skills Portal will help you increase your capacity to become a better resourced, more effective organisation - one able to optimise its workforce, both individually and within partnerships, by developing talent and by deploying staff more efficiently across the board.

Bureaucratic, unresponsive, unrepresentative and rarely top of any young person's chosen career destination, the public sector suffers from a bad reputation, and unless this is reversed a major staffing crisis is just around the corner.

This, and an increasingly competitive market place with unemployment at historically low levels, means the need to attract new talent and manage and retain existing talent is a challenge employers can not ignore.

JGP will improve your candidates' experience by demystifying and streamlining the application process and it will cast the net wider by appealing to a more diverse, younger audience.

The internet will give you a blank canvas on which to develop your employer brand, articulate your organisational values and the exciting and varied opportunities available. On-line Talent Pools will enable you to attract talent when you need it now and in the future.

Skills profiles are changing to keep pace with a shift in roles from provider to enabler, changes in the assessment process and an ever increasing demand for high quality services.

Public sector and not for profit organisations must now skill up their own workforce and attract high calibre people from outside, rather than continue to deter them through an over bureaucratic, confusing and arduous application process.

By simplifying the process, providing clarity about the roles and opportunities on offer and giving employers the space to sell themselves, JGP will help you attract a diverse range of candidates at a fraction of the cost of traditional advertising.

JGP's Skills Portal will enable you to map your current skills profile, identify the profile you need and plan the journey you must take to achieve it.

With the increasing focus on community engagement and partnerships, and the move from being a provider to a commissioner of services, a workforce needs to reflect the community it serves.

Add to that, the fact that one third of all public sector workers will retire in the next ten years, and the need to attract new talent becomes paramount.

With Employment Equality (Age) Regulations introduced in October it has become more critical than ever before for employers to recruit according to the candidate’s skills, experience and ability to perform the role, rather than their age; and for them to reach and appeal to a diverse audience.

However, traditional recruitment methods attract traditional candidates, and public sector organisations currently find themselves competing for an ever decreasing talent pool.

JGP's unique recruitment network, centred around jobsgopublic.com, delivers more than 600,000 job seekers every month to public sector employers, 114,000 of these are under 24, a third are from the private sector, 22% are from black and other minority ethnic communities and 3% are disabled.

Britain is changing and to keep pace so must our public services. Currently the perception is that the high profile increase in investment is not being matched by improvements in service delivery.

To respond to the modernisation agenda public sector organisations are learning to become more agile, responsive and delivery focused, but more needs to be done.

Embracing e-technology and all that it can offer is one way local government can streamline processes, cut down on back office costs, reach new and often disaffected target audiences and promote itself as an employer of choice and as an effective and modern group of organisations.

JGP's business is about using technology to effect behavioural and cultural change and to modernise, enhance and improve service delivery throughout the public sector.