The Hidden Costs of Hiring in Local Government

Recruitment and retention in local government have always been complex, but a new survey from the Center for Digital Government sheds light on just how challenging the landscape has become. Sponsored by TrueComp, this survey gathered insights from 168 HR and finance leaders across local agencies, offering a data-driven look at the time, costs, and impacts of prolonged vacancies.

We distilled key findings into an infographic that highlights the most pressing challenges these leaders face when hiring and retaining staff. From vacancy timelines to the ripple effects on service delivery and morale, the results emphasize why modern workforce planning is more critical than ever.

How Long Does It Take to Fill a Vacancy?

Hiring timelines in local government are anything but swift:

• 43% of respondents report that it takes 1-3 months to fill a vacancy.
• 27% say the process stretches beyond six months—a significant delay for agencies that rely on a steady workforce.
• The remaining 30% land somewhere in between, needing 3-6 months to onboard new hires.

In an era where private sector opportunities offer faster hiring and more competitive compensation, these extended hiring cycles put government agencies at a disadvantage when attracting top talent.

The Biggest Impacts of Prolonged Vacancies

When positions remain unfilled, local governments feel the strain in multiple ways:

• 75% of leaders reported that vacancies lead to lower staff morale—a challenge that can drive even more turnover.
• 73% pointed to less effective service delivery, which can directly affect community programs and public trust.
• 68% cited increased workload levels, forcing existing employees to take on additional responsibilities and increasing burnout risks.

The cascading effects of unfilled roles extend beyond just hiring costs—they weaken operational efficiency and put additional pressure on existing teams.

Where Are Hiring and Recruitment Costs Adding Up?

The financial burden of recruitment isn’t just about salaries. Survey respondents identified the most significant hiring costs, including:

• 59%: The time staff spend managing the hiring process.
• 48%: Onboarding and initial training expenses.
• 46%: Overtime and additional compensation for employees covering vacancies.

These figures reinforce the need for more efficient workforce strategies—reducing vacancy times isn’t just about speed but also about financial sustainability and employee well-being.

A Smarter Approach to Workforce Planning

The insights from this survey make one thing clear: local government agencies need better tools to attract, retain, and manage talent. With workforce shortages continuing to challenge public sector employers, HR and finance leaders must rethink their strategies.

That’s where modern workforce planning solutions like TrueComp come in—helping agencies streamline compensation analysis, optimize labor strategies, and make data-driven hiring decisions.

For a deeper dive into these findings and actionable strategies for recruitment and retention, check out our full eBook:

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How does your agency handle hiring challenges? Let’s talk about solutions that make a real impact.