We at publicjobs, are the centralised provider of recruitment services to the civil service, as well as to over 150 public bodies in Ireland. Our reputation for independent and merit-based selection means we deliver a transparent, equitable recruitment process to source top-quality candidates for public sector roles. We are privileged to support the Irish government and our clients to deliver innovative and creative public services through the recruitment of a diverse, highly talented and committed workforce, one that reflects the diversity of the society that it serves.
In the Better Public Services – Public Service Transformation 2030 Strategy [PDF], under Pillar Two – Workforce and Organisation of the Future, the Government states its commitment to ensuring “a Public Service that is more diverse, agile and inclusive and reflects Irish society, to better serve the Government and the public."
Our Vision
To be recognised as the Centre of Excellence in recruitment, trusted by those we serve.
Our Mission
To recruit a diverse range of people with the talent, character and commitment to deliver for Ireland.
To support this ongoing effort publicjobs launched its EDI strategy > in 2021,
outlining three key change areas of focus. In 2024 publicjobs refreshed this EDI strategy, retaining a focus on the key areas previously identified, including:
01.
Getting better data and insights on who is applying for and securing roles in the civil and public sector.
02.
Developing better processes to ensure an equitable recruitment experience for all candidates.
03.
Influencing and encouraging clients, partners and stakeholders to support inclusive recruitment and more equitable workplaces.
Accessibility
If you are a candidate with a disability and encounter difficulty accessing any part of this website or wish to discuss any matter relating to the accessibility of our building or service, please contact out Disability Champion Amanda
Disability Champion,
Amanda Kavanagh
Email:
Phone: (01) 8587655
Non-disability related queries
Email:
Reasonable Accommodation
Our commitment is to make any reasonable accommodation for you in the recruitment process to give you the best opportunity to perform to your optimum in the application, test, and interview process.
For more information about our reasonable adjustments
For advice on our application, testing and interview stages, please visit
Charter for Positive Support
As part of our commitment to positively supporting candidates with disabilities, we have developed a set of principles that underpin how we engage with candidates with disabilities.
For applicants who have declared to us that they have a disability, we will ensure that reasonable accommodations are in place as stated in our Charter for Positive Support >
Better data,
knowledge & insight
In 2022 publicjobs commissioned the ESRI to look at our equality monitoring data to assess its robustness and useability to drive change. In March 2023, to spotlight the Equality Monitoring Data Review we brought an array of local and international expertise to Dublin Castle, for a one-day conference ‘You Count’ - Building an Inclusive & Diverse Public Sector to discuss how data can support diversity and inclusion in our ever-changing workplace. This review is part of an important step in building a strong foundation of equality data, alongside the lived experience, to inform and drive forward diversity and inclusion in the public sector. This has given publicjobs a baseline from which to measure progress and allowed publicjobs to set targets in NUA26 for increasing the representation of underrepresented groups.
The next phase of this project will be to integrate equality monitoring data into our operational data and start to identify data driven trends in application, assessments and assignments.
Find out more about the You Count - Building an Inclusive & Diverse Public Sector conference.
Better Processes
Funded by the Public Service Innovation Fund, our project on Transforming the Approach to Reasonable Accommodations for Disabled People took a co-design approach to making the process of assignment and onboarding more equitable and accessible for candidates with disabilities.
As part of the project delivery partner, Tilting the Lens, brought over 100 people, from 30 organisations across the civil and public sector together, as well as other stakeholders, to participate in a collaborative methodology – this included clients, candidates, disability advocates, support organisations and unions.
Two civil service-wide Town Hall, hosted by Sínead Burke were convened as part of this project with over 700 employees in attendance.
Through this process of ideation and validation, nine recommendations were made by the project group. They are wide ranging for both publicjobs and the wider civil and public sector and set out under the pillars of: People and Culture; Process and Systems; Governance and Policy. Some of these are specific to recruitment processes, whilst others require service-wide changes and the support of colleagues from across the public sector . These recommendations are designed to help public bodies implement and report on transparent actions to achieve long-term positive change in assignment and onboarding.
Removing Barriers
The Government’s Migrant Integration Strategy (2017-2021) sets out the commitment to the promotion of migrant integration and sets a target of 1% employment of non-EEA nationals and people from ethnic minority communities in the civil service. From a recent review of equality monitoring data at application and assignment stage (2019-2021), conducted by the ESRI, only 3% of applications came from candidates with an ethnic minority background.
Working with Open Doors, Fragomen, publicjobs identified the narrow eligibility criteria as a potential barrier to talented people with a migrant background applying for and securing roles in the civil service. An interdepartmental review working (including DPENDER, DECDIY, DETE, DoJ) to review additional immigration permissions that might be included in the eligibility criteria to widen the available talent pool to the civil service.
As of September 1st, 2023, the citizenship requirements for employment in the civil service have been changed, specifically the removal of the previous requirement of an EU familial connection along with a stamp 4 permission. There will be no particular condition required for Stamp 4 visa holders. In April 2024 this was broadened to include all Stamp 4 holders as well. This change was reported by various media outlets including The Irish Times and RTE.
Inclusive Routes
to Employment
There is a growing evidence base that underrepresented groups can benefit from additional pathways that lead to permanent career paths, for example, internships, traineeships, apprenticeships, and work placements. We, publicjobs and several partner departments across the civil service are working to develop more inclusive routes into employment.
Traveller and
Roma Internship
This twelve–month, full time, paid internship, led by Department of Justice, aims to address the fact that members of the Traveller and Roma communities have traditionally been underrepresented in workplaces, including in the civil service. The programme was launched in 2022 and involved placing eight interns from across both communities into EO or CO roles in participating departments (publicjobs, Department of Justice, Department of Agriculture, Food and the Marine, and the Houses of the Oireachtas).
The interns benefited from practical on-the-job experience, as well as the opportunity to develop professionally and personally through approved training courses. A peer network was established 60 per cent of the interns have secure permanent roles in the civil service to date. The next iteration of the programme is currently in development. If you would like to know more, you can contact
Willing Able Mentoring
(WAM) Programme
At publicjobs we have long supported Ahead’s well-established Willing Able & Mentoring (WAM) programme. This is a ten-month paid internship programme aimed at graduates (Level 6 and above) with disabilities. The programme, designed to promote access to the labour market, allows participants to gain work experience, learn new skills, develop their careers, and receive support during their placement.
In 2022 a pathway to a permanent job after the placement was developed for the first time and 80% of participants subsequently secured roles across the service, confirming that different models of recruitment are affective methods to attract, assess and recruit and the skills required for our future public services.
Resources
For more information on the WAM programme and opportunities
Visit AHEAD siteRegister for WAM
Participants
I now know that it is more important to relax, learn and enjoy the experience of working while building relationships with colleagues. I would advise other graduates to consider working with the Civil Service. It is such a positive experience, you make memories and friends - it was my best workplace.
// Maeve Dermody, Department of Agriculture, Food & the Marine
I now realise I should have relaxed more, worried less and enjoyed the experience. I should not see myself as any different to anyone else, even in an organisation where the number of disabled employees is minimal. Until the overall recruitment process is more suitably adapted for those with disabilities and made more job specific, the WAM Programme should be used more as an entry route for graduates with disabilities.
// Rachel Naughton, Legal Services, An Garda Síochána
Do not be afraid of challenges. Most importantly make sure you are included in the workplace and advise employers what you need and want.
// Kevin Stanley, Property Registration Authority Ireland
Managers
There were challenges. The key to overcoming them was not to be afraid to identify them early and to look for support in dealing with them. Nobody benefits if nothing is done when issues need to be addressed.
// Lisa Sheedy, Assistant Principal Officer with the Department of Employment Affairs and Social Protection
There are benefits to your immediate work area, in terms of getting a graduate with a relevant skill set, but there are also benefits beyond your own unit/branch in terms of challenging perceptions and bias and promoting equality which is important for any manager in the Civil Service.
// Linda Walsh, Assistant Principal Officer in the Revenue Commissioners, with responsibility for Customs legislation.
Oireachtas Work Learning
(OWL) programme
The award-winning OWL programme is facilitated by the Houses of the Oireachtas Service in collaboration with KARE and WALK. In September 2023, there was a new intake of eight trainees who are progressing through this programme of applied learning, development, and socialisation programme for adults with an intellectual disability that takes place over an eleven-month period. Established in 2019, there are currently 17 OWL graduates in permanent, part-time roles in the civil service.
The award-winning Oireachtas Work Learning (OWL) programme is an applied learning, development, and socialisation programme for adults with an intellectual disability that takes places over an eleven-month period. The programme is facilitated by the Houses of the Oireachtas Services in collaboration with disability support partners KARE > and WALK >.
The goal of the OWL programme is to provide trainees with the skills, knowledge, and ability to gain meaningful paid employment. It offers a unique opportunity to gain practical work experience, as well as providing accreditations for their learning. We are currently on our fourth year of delivering the recruitment process for the programme. As of 2023, a dozen people successfully completed the OWL placement and are in permanent roles in the civil service (at clerical and service officer grades). For more information you can contact Roisin Deery at
Resources
Find out more about enhancing organisational inclusivity and how to get involved in the programme.
Visit OWL siteGuide to Promoting Inclusive Employment
Download Guide
Well, first and foremost it's given me confidence to work, and lastly, to express how I feel.
// Andrew
Oireachtas Work Learning Participant
I also learned to build up my confidence because usually I’m not good with people
// Daniel,
Oireachtas Work Learning Participant
It’s the best thing I have done. I love being able to work up in Dublin and I love getting my wages.
// Craig
Oireachtas Work Learning Participant
How to apply to become
an OWL trainee?
First step:
Contact WALK > or KARE > depending on where you live. They will send you an application form and more information.
Dublin: Vicki Hogan
Day service programme coordinator at WALK
Email:
Kildare: Peter Furlong
Operations manager at KARE.
Email:
Helping you perform
to your best
Here at publicjobs, we want to help you perform your best throughout all the stages of recruitment. For any guidance that you may need, please see our helpful links.
Our Recruitment Process >
FAQs >
