In the Australian Public Service, recruitment is rarely straightforward. For many departments, filling a role isn’t just about finding the right person. It’s about navigating a process that can stretch across weeks or even months, often while juggling competing priorities.

Hiring managers know the drill. You need someone yesterday, but the permanent recruitment process is slow. You’re trying to keep projects moving, but recruitment tasks keep pulling you away from your core responsibilities. And when you finally find a great candidate, clearance delays or onboarding admin can stall their start date.

These challenges are more than frustrating. They impact service delivery, stretch current resources, and increase the risk of losing top talent to faster-moving employers. In a tight market, every day counts.

At Hudson, we work with APS teams to ease this pressure. Our approach is designed to support public sector hiring from every angle. We don’t just source candidates. We help streamline the process.

We start by understanding the role and its context. Then we tap into our networks to find qualified, job-ready professionals. Many of our candidates already hold baseline clearance, which means onboarding can happen faster and with fewer roadblocks.

But we don’t stop at resumes. We assess soft skills like communication, empathy, and conflict resolution. These qualities are critical in public-facing roles but hard to spot on paper. We also take care of the admin, from reference checks to right-to-work verification, so your team can stay focused on delivery.

The result is efficient hiring, alignment, and less stress.

Public sector recruitment will always come with its own set of rules and requirements. But with the right support, it doesn’t have to come at the cost of time, quality, or momentum.

If your team is feeling the strain, let’s talk.