Beyond the algorithms: Improving government hiring in the age of AI
New data from nearly 3,400 UK workers shows something simple but easy to miss: AI wasn't the top concern in 2025. Workload and work-life balance were. That's a signal. People want relief, not hype.
Across government, the 2% annual productivity target is clear. With projections suggesting AI could unlock up to £45bn in efficiency gains, the pressure is rising. The opportunity is bigger: use AI to re-energise public service, attract diverse talent, and deliver better outcomes.
Here are five practical moves to make AI useful, credible, and attractive to the people you want to hire-and keep.
1) Trust is the secret weapon
Only 42% of employees trust their employer to act in their best interests, while roughly two-thirds of senior managers think they already are trusted. That gap blocks progress. Government has an edge here: mission beats margin.
- Link every AI initiative to a public outcome-faster support for vulnerable citizens, fewer backlogs, better policy delivery.
- Explain the "why" first, then the "how." Plain language. No corporate gloss.
- Publish guardrails and ethics upfront. Align with guidance like the UK's Generative AI Framework for HMG.
2) Fight "rust out" by removing the dull work
Rust out is the quiet drain on energy that comes from repetitive admin. Many civil servants spend hours on tasks that software can handle. That's time taken from policy craft, casework quality, and citizen outcomes.
- Map high-volume, low-judgment tasks (summaries, scheduling, form checks). Automate those first.
- Redesign roles so AI clears admin, and people tackle judgment, empathy, and delivery.
- Show the gain: less copying and pasting, more meaningful work. Engagement follows results.
3) Human connection beats digital confusion
Fourteen percent of employees aren't sure if their organisation even uses AI. That's not a tech problem-it's a communication problem. People trust people, not tools.
- Leaders host open Q&A sessions. Share what will change, what won't, and where help lives.
- Managers run small pilots and tell real stories: what saved time, what failed, what was learned.
- Replace jargon with job impact: "Your casework notes will draft in minutes; you decide the final wording."
4) Turn generational diversity into a strength
Only 29% of workers over 50 feel optimistic about AI, compared to 61% under 35. That tension is useful. Digital fluency meets seasoned judgment.
- Run reverse mentoring: younger staff teach new tools; experienced staff share risk sense and context.
- Build mixed-age design panels for any AI rollout that affects services, hiring, or casework.
- Offer two tracks for learning: quick wins for daily tasks and deeper courses for specialist roles.
5) Measure what matters (and show your work)
The private sector moved fast on AI and created uncertainty in places. Government can be clear and steady. Measure outcomes that signal real progress, not theatre.
- Track productivity plus human indicators: engagement, skills gained, and confidence to use AI safely.
- Set service metrics: queue times, case quality, error rates, and citizen satisfaction.
- Publish a simple dashboard, update monthly, and retire tools that don't deliver.
Make AI your recruitment superpower
Startups sell speed. Corporations sell pay. Government can offer purpose, stability, and scale-plus modern tools that make good work easier to do. That mix attracts people who want to build things that matter and see the impact at national scale.
- Write skills-first job ads and state how AI supports the role (research, drafting, triage), not replaces it.
- Use structured interviews with AI-assisted note-taking, while keeping human decision-making front and centre.
- Be explicit about safeguards, bias checks, and appeal routes. Trust grows when candidates see fairness.
- Offer learning from day one. Share your AI playbook and pathways to upskill.
90-day starter plan
- Days 1-30: Pick two admin-heavy processes per team. Pilot simple automation. Train managers to host open forums.
- Days 31-60: Launch reverse mentoring. Update job ads with skills-first language and clear AI use statements.
- Days 61-90: Publish your metrics. Expand what works. Stop what doesn't. Share success stories across departments.
Helpful resources
- UK Government roadmap for digital and data: Transforming for a digital future
- Upskill your team by role with practical AI courses: Complete AI Training - Courses by Job
Do the simple things well: protect trust, cut busywork, talk like a human, mix generations, and measure reality. That's how AI helps government recruit better, keep talent engaged, and deliver services people feel.
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