The Tax Administration plays a fundamental role in our societies, so it requires having professionals with the skills and abilities needed to face a constantly changing landscape. However, this can be a challenge. According to the statistics of ISORA, in our tax administrations (TAS) the average age of officials is above 45 years; therefore, in this post I would like us to explore some of the options we can apply to attract new generations:

Let us take advantage of new ways to attract and select personnel

Today it is quite common for organizations to use Social Recruiting, which is the search of new  talent using social networks (such as LinkedIn, Twitter and Facebook). In this way, the offer reaches more people, who are not necessarily looking for work and who are also aligned with the vision and values of the organization. It may be important that we use new forms of selection, which will provide us with a more complete view of the skills, competencies and aptitudes of the candidates.

Bet on flexibility

Thanks to the pandemic, the way we worked has undergone changes, and today it is more common to find freelancers, remote jobs, project work, among others. Our TAs can take advantage of these modalities to attract highly trained personnel; offering remote work options, flexible schedules or project contracts, which can be attractive to professionals for millennials and Generation Z, who seek more autonomy and freedom at work.

Understanding the motivations of Millennials and Generation Z

Millennials (me) and Generation Z have different motivations compared to our predecessors. We seek and value flexibility and work-life balance. To attract these generations, the tax administration must offer professional development programs, leadership opportunities, and an inclusive work environment.

Bet on professional development

Millennials and Generation Z will be more bound by organizations that provide them with professional development opportunities; therefore, I believe that tax administrations that encourage the training and acquisition of new knowledge and skills and that have a policy of internal promotion, based on knowledge, merits and professional achievements, will be more attractive for these generations.

It is essential for any organization, especially for the public sector, to adapt to new realities and trends to attract and retain new generations, which will allow the application of new technologies, the design of efficient processes and the digitalization of the tax administration’s services.

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