The Federal Government is seeking new and creative ways to recruit and retain technical employees, many resources are being used for this effort. Government faces stiff competition when recruiting for areas such as cyber security, information assurance, engineering, information technology, science and math.
With the variety of critical jobs needing to be filled,
highly qualified applicants must be properly assessed. The most important
selection factor is the ability to perform the duties of the position without
undue influence for favoritism or political beliefs and/or values. A process
that is fair, systematic and consistent must be used to perform data
collection; applicant qualifications can then be compared to job performance
ability. A fair and open process fosters the hiring of the most qualified
candidates that are capable of performing the task(s) at hand.
Recently, the Federal Government has bolstered its
hiring process, focusing on common sense and efficiency. Time to hire has been
and cover letters can now be forwarded in lieu of large application packets,
and information on websites is current and user friendly. Furthermore, they
improved candidate status and /or selection notifications.
Hiring goals are being achieved through the use of a
more favorable and simplified hiring process. Further, current employee retention
efforts are being targeted to ensure career opportunities,
growth, professional development, training and more are offered in the form of
programs, coursework, and mentoring.
Finally, feedback mechanisms and opportunities are being
provided on a continuous basis to ensure a vehicle for critical information and
communication is established between the agency and the applicant. To date,
data obtained from potential and/or new hires help shape and define future
hiring strategies, assessments, analysis, processes and procedures. With the
Federal Government taking both hiring and retention more seriously, much
improvement has been made; disconnects are being addressed, gaps are being
closed, and processes are being refined resulting in a more sound, holistic
approach to hiring and retention of the most highly skilled, desirable
applicants and employees.
The information provided may not cover all aspects of unique
or special circumstances, federal and postal regulations, and programs are
subject to change. Our articles and replies are time sensitive. Over time,
various dynamic human resource guidance and factors relied upon as a basis for
this article may change. The advice and strategies contained herein may not be
suitable for your situation and this service is not affiliated with OPM, the
postal service or any federal entity. You should consult with school
counselors, hiring agency personnel offices, and human resource professionals
where appropriate. Neither the publisher or author shall be liable for any loss
or any other commercial damages, including but not limited to special,
incidental, consequential, or other damages.
About The Author
Dr. Donna Day is a Manager at the Department of Defense, where she has been for more than 30 years. With a background in Information Assurance, Customer Engagement and Marketing, more recently she has been studying Cyber security Policy and Management at the University of Maryland, University College (UMUC). She earned her Doctor of Management, Master of Business Administration, and Master of Science Degree in Technology Management at UMUC and received her Bachelor of Science Degree in Marketing at the University of Baltimore. Dr. Day is also an Adjunct Professor at Norwich University in Vermont, where she teaches Cyber security, Critical Infrastructure and Information Assurance courses to a myriad of students, worldwide, from across the intelligence community. A published author, Baltimore Ravens fan, and life-long learner, she enjoys writing, traveling, cooking, and most importantly, spending time with her family and friends.