Public sector job cuts mean more and more people are being forced to face the challenge of transitioning from the public to the private sector. I was lucky enough to be given a chance in a private sector organisation and I have reflected on my experiences to hopefully provide advice for people who are currently trying to make this difficult transition…

The three T's

Tailor your CV to be private sector friendly, give it a commercial focus, use statistics, cost savings and process improvements for example. Use terminology that is not public sector specific – think about customers rather than service users for instance. Then, read, and re-read the job description, advert and any appropriate social networking profiles to get an understanding of the language used. I found it useful to make a list of the words used and then write the equivalent terminology used in my role. You may find that they are largely similar, so what I recommend next is to tell the reader of the CV what you did, what the impact on the business was and demonstrate that you would be able to apply this in a private sector role. For example, when I mentioned attendance management I ensured I added detail around the cost savings and improvements to service for customers. This makes it easier for private sector recruiters to relate to what you are telling them. It is also beneficial to have a skills and achievements section on your CV to really hone in on those key areas you want private sector recruiters to know about.

What's in a name?

As I discussed in a previous blog (http://sophiehaylockhr.wordpress.com/2013/07/01/the-recruitment-diaries-part-one/) the job titles given for roles are often synonymous, conflicting and plain confusing. This is most definitely the case when moving from public to private sector and it is very difficult to know where to position yourself. Broadly speaking, the layers of management are fewer in the private sector. I found that generally the responsibility and expectation of the role in the private sector is higher as there are fewer people above you. Realistically, I would advise adopting a broader search when it comes to job titles and spend more time looking at the actual job description to see if it is a match for you. It might not be unrealistic to expect what is perceived as a 'lower' job title.

Take control

Invaluable in my search were a handful of strong relationships with recruiters. After a few weeks of rejections and a general lack of interest from recruiters, I decided it was time to take control of the situation. When speaking to recruiters I would ask them what their experience of public sector recruitment was, what they understood about the industry I was coming from and their experience in helping candidates transition. I found I was often able to then tell recruiters what I wanted to tell them about my experience rather than just answering a series of set questions from them to test my suitability for the role which often did not do me justice. While some recruiters were still not very receptive or interested in what I had to offer, a few ears did prick up and took note of what I was telling them; here's someone with a public sector background who has the skills and experience my client is looking for even though they do not have the required industry experience. These recruiters were then willing to use their judgment and give their clients a CV from someone they would probably have just dismissed.

All public sector organisations are the same…

Are they? No, of course they are not. Likewise each private sector organisation is unique, certain industries have a particular culture and the work will vary accordingly. Therefore, when moving into 'the private sector' don't think of it as one entity. What does this mean for your search? Thinking about why you are moving from the public sector, what type of company you would like to work for, what values you are aligned to, how you would like a company to treat people, what benefits are important to you….the list is endless….are all important considerations in your job search. There is no such thing, in my opinion, as apply for a job in 'the private sector'; instead you are applying for a job with a particular company.

What is the difference?

Understanding what the actual differences are between companies in the public and private sector is difficult, I think. Until you have lived it, it's hard to put your finger on what it's all about. For me, some of the key words that come to mind when I think about my private sector experience are:

Fast-paced, profit driven, results orientated, accountability, empowerment, demanding, high expectations, intolerant, responsive, pragmatic, inclusive. 

Social media

I'll keep this one brief – have a strong social media presence, make sure it is 'private sector friendly', follow relevant companies, post updates, share opinions, be seen. Ignoring social media is a hazardous decision. 

Back to basics

A challenge for me was taking my employment law knowledge, policy development and employee relations case management back to basics. Public sector policies typically go above the legal minimum; maternity pay, paternity pay, flexible working rights and redundancy payments are enhanced. Occupational sick pay is generous and dismissals are the result of very, very, lengthy processes involving a large number of people. Going from this environment to policies which are the statutory minimum, being asked the current rate of SSP and dismissing people on a whim (well, not quite but compared to a two year process in the public sector it sometimes feels like it) was a stark wake up call. Cue employment law books, every industry newsletter I could find and testing myself on the ACAS code. My advice? Start doing this now if you've become spoilt by public sector policy decisions.

Good luck in your search and I'd love to hear your experiences.