The CAO Role in Recruitment and Retention

Talent acquisition and the “keeping in the fold” of these same individuals remains a pesky challenge for local government. The solutions one considers run the gamut among options such as higher pay, recruiting assistance, employee development programs and new looks and strategies at current practices. If you’re a CAO (City/County Manager or Administrator) I ask you to look inward and think critically and constructively about the role you play in this issue in your community? To riff off of the great private sector CEO coach Jerry Colona ask yourself “have you been complicit in creating the conditions you say you don’t like?” Yes, this is a tough question, but you’re in the local government management profession so I am assuming you have both broad shoulders and thick skin. Here are just a handful of opportunities to assess what role you are playing and what role you can play:

• Are you speaking to schools at the high school, community college and 4 year college level about careers in your local government?

• Are you spreading the word about the great work of your government to the masses, via press releases, social media, and other outlets as appropriate? Highlight success stories, local talent, career progressions, etc.

• Has your local government invested in the essential expenses of training, coaching, professional development and continuing education for all staff?

• Are you checking in with key staff and asking them about their wishes, dreams, aspirations and career path preferences

• Have you led a recent evaluation of your compensation schedules?

• Are you an employee culture champion or just along for the ride, or, worse, has the ride even started?

• Does work-life balance exist in your local government and are you a leading example of it?

Use the calendar rollover of 2025 to comprehensively assess inward your role in assuring success in this critically important human resource concerns of recruitment and retention