21st Century Paradox: Young Talent and the Federal Government

On Feb. 22, 2024, the Secretariat of the Civil Service (SFP) issued a new "Agreement establishing the general provisions on human resources in the Federal Public Administration," which aims to regulate: I. The planning, organization, design and transformation of the organizational and occupational structures of the agencies and entities of the Federal Public Administration. II. The specific operational provisions for the agencies of the Centralized Federal Public Administration subject to the Law of the Professional Career Service in the Federal Public Administration. The Agreement establishes the regulations to improve the structures of the federal institutions and several provisions to improve the performance of civil servants, among many other improvements.

Context and Problem

At the federal government level in Mexico, the traditional management for hiring personnel in general and structural positions, from liaisons to directors, has been notoriously complex and deficient. This situation is manifested in the low visibility of the calls for applications outside the traditional channels, despite the existence of hundreds of vacancies. The lack of transparency and proactivity in human resources management raises several critical issues that need to be addressed urgently.

1. Unfilled Vacancies: The absence of visible and accessible calls to fill critical vacancies.

2. Lack of Justification: There is no information to support the real need for vacancies, which raises doubts about their relevance.

3. Structural Mismatch: It is likely that the government structure itself requires harmonization and renewal, adapting regulations to reflect current needs.

4. Generational Gap: There is a paradox between the experience of older employees and the innovation that young graduates can bring, who are not hired for their modern skills and capabilities.

Proposed Best Practices

It is imperative to conduct a complete audit of the structures and regulations in place in each government institution. 

1. This process should include:

• Needs Assessment: Analysis of the relevance and need for each vacant position.

• Regulatory Redesign: Updating regulations to reflect contemporary and future needs.

• Process Optimization: Implementation of more agile and transparent processes for hiring.

2. Strategy for Attracting Young Talent

To revitalize the government workforce, a strategy should be designed to attract young talent, considering:

• Disclosure and Transparency: Expand the channels of publication of calls for applications using digital platforms and social networks.

• Promotion of Public Service: Improve the perception of public service through campaigns that highlight its impact and social value.

• Competitive Offers: Ensure that salaries and benefits are competitive and attractive to young people.

3. Knowledge Integration and Retention

It is crucial to manage the transition between generations effectively, ensuring that the knowledge and experience of older employees is transferred to younger employees. This can be achieved through:

• Mentorship Programs: Create programs where older employees act as mentors to new hires.

• Continuous Training: Offer ongoing training and professional development programs.

• Collaborative Environment: Foster a work environment that promotes intergenerational collaboration.

4. Imagine an Impact Story 

The Transformational Project at the  Secretariat of Government Innovation (SIG): In a small but emblematic building in the heart of Mexico City, sits the SIG, an entity created with the goal of transforming the country's public administration. The SIG faces a monumental challenge: to rejuvenate the government structure and make public service an attractive career for new generations.

Main Characters

• Laura: A bright young woman recently graduated in Public Administration with a master’s degree in innovation and technology. Laura is full of fresh ideas and is determined to make a difference.

• Don Pedro: A veteran of public service with over 40 years of experience. Don Pedro possesses vast knowledge of the workings of government and invaluable wisdom.

• Elena: The director of the SIG, a visionary who believes strongly in the integration of new technologies and innovation in public administration.

The Meeting and the Synergy

Laura, excited about her first day at the SIG, meets Don Pedro, who is assigned as her mentor. Although there is an obvious generation gap initially, they soon discover that they can learn a lot from each other. Laura introduces Don Pedro to new technological tools that can optimize his work, while Don Pedro teaches Laura the intricacies of the government system and the importance of patience and diplomacy.

The Transforming Project

Under Elena's direction, Laura and Don Pedro begin work on a pilot project to modernize the government hiring process. They use digital platforms to post vacancies and organize job fairs at universities. In addition, they implement a formal mentoring program where new employees can learn directly from veterans.

The Impact

As the project progresses, the results are remarkable. The SIG receives an influx of applications from talented young people, and employee satisfaction and retention rates increase significantly. The government begins to be seen as an attractive, modern employer, able to offer career development opportunities and an innovative work environment.

5. Consequences of Poor Recruitment

Economic Damage due to Lack of Mastery of the Standard

A new employee in any Secretariat who is hired without a proper recruitment process will not have the knowledge and skills required to fill not only the vacancy, but to comply with the standard that is the raison d'être of the area, position and functions that will be assigned. This results in administrative errors that generate compliance problems and economic losses for the institution.

Misdirected Programs

In any secretariat, the hiring of personnel without adequate experience and competencies leads to the execution of programs that are not aligned with the real needs and the normative purpose and impact sought. This results in a waste of resources and lack of positive impact.

6. Implementing AI in the Recruitment Process

AI has a lot to offer government recruiters. It can speed up processes, write job descriptions, conduct video pre-screening interviews, and evaluate candidates to find the best fit for each position. Hiring chatbots can even answer candidate questions in real time.

Used well, AI saves time and money. It has the potential to improve diversity, equity and inclusion (DEI) by recommending candidates who might not have the "traditional" experience recruiters are looking for. However, there are two major risks:

• Accuracy: A recent Stanford study claims that generative AI tools, such as ChatGPT, are becoming less and less accurate. Seventy-three percent of managers told us they will closely monitor their technology for signs of security issues or algorithmic bias.

• Human Touch: As AI plays an increasingly important role, if those responsible for talent acquisition and management are not strategic in their implementation, hiring risks losing its human touch.

It is legally feasible to implement these best practices in the federal government. The use of AI in recruitment processes can be subject to regulations to ensure transparency, fairness, and protection of personal data. It is crucial that clear policies are developed to guide the use of AI, ensuring that a balance is maintained between technological efficiency and the human touch in hiring.

7. Talent Acquisition: AI for Candidates

AI is also making life easier for candidates. The days of searching for positions and endlessly tailoring resumes and cover letters are dwindling as generative AI takes over the tedious work. Candidates will also be able to search for a fairer salary, as the AI can easily compare salary ranges. In addition, when they get the job, candidates will go through a more streamlined onboarding process, thanks to the help of virtual training and chatbots that will answer their questions.