Successful agency recruiting strategies revealed in report

The agencies that are most effective at recruiting talented new employees are those that use existing recruiting tools coupled with e-recruitment, virtual recruitment fairs online and other Web technologies, according to a new Partnership for Public Service report.

The Partnership’s report, “America Has Talent,” spotlights agencies that are making progress in recruiting and hiring for hard-to-fill positions and attracting special groups, such as veterans, returning Peace Corps volunteers, younger workers, and people with disabilities. The Partnership also examined the use of e-recruitment, Web technologies and branding.

The Partnership found that best practices are not enough to guarantee agency recruitment success. The report is based on interviews with human resources specialists and recruitment officials at 14 federal agencies.


Related coverage:

Could pay freeze send feds to the private sector?

Agencies hit hard by shortage of cybersecurity pros


The Partnership, along with Monster Government Solutions, embarked on the project in order to expand the conversation about federal recruiting and hiring by highlighting successful approaches to recruitment problems the government faces.

“Recruitment efforts are passive, agency leaders fail to prioritize talent issues, hiring takes too long, candidate quality is spotty and key players don’t cooperate,” the report states.

As for younger workers, the report explains that the government faces an ongoing challenge in attracting these candidates, particularly students with technical and scientific majors who are needed to fill mission-critical positions.

“Many college and graduate students are unaware of the varied challenging employment opportunities in the federal government, and they often do not know how to find out what is available or how to wade through the often difficult hiring process,” the report states. The Office of Personnel Management estimates that 57 percent of full-time, permanent federal employees as of October 2006 would be eligible to retire in 2015.

Agencies that are managing to bring in new, younger talent, however, include the Social Security Administration and the Energy Department, according to the report.

SSA, for instance, employs a recruitment strategy that combines integrated marketing campaigns with branded materials, public outreach via the Internet and an adoption of flexible hiring and compensation policies. Similarly, DOE has been able to recruit young workers by participating in the Federal Student Service Ambassadors program. The ambassador program taps college students who have completed government internships to promote agency jobs and internships to their peers.

The report also examines the government’s adoption of Web technologies as recruitment tools. It again features DOE for its efforts in this area, focusing on the agency’s foray into social media and its virtual recruitment events.

“A standout example of DOE’s virtual recruiting can be seen in the virtual career fairs and presentations that the agency hosts, including one that drew about 170 college students,” the report states. “Communication between recruiters and applicants at these special events tend to feel real and personal because the recruiter and job seekers are online at the same time, utilizing text, instant messaging and voice chat.”

The Air Force Civilian Workforce is also highlighted in the report because of its move to create a national branding campaign for the civilian workforce. As part of this strategy, the Air Force developed a centralized dot-com website, www.afciviliancareers.com, venturing beyond the typical .mil site for the civilian efforts.

About the Author

Alyah Khan is a staff writer covering IT policy.

The 2015 Federal 100

Meet 100 women and men who are doing great things in federal IT.

Featured

  • Shutterstock image (by venimo): e-learning concept image, digital content and online webinar icons.

    Can MOOCs make the grade for federal training?

    Massive open online courses can offer specialized IT instruction on a flexible schedule and on the cheap. That may not always mesh with government's preference for structure and certification, however.

  • Shutterstock image (by edel): graduation cap and diploma.

    Cybersecurity: 6 schools with the right stuff

    The federal government craves more cybersecurity professionals. These six schools are helping meet that demand.

  • Rick Holgate

    Holgate to depart ATF

    Former ACT president will take a job with Gartner, follow his spouse to Vienna, Austria.

  • Are VA techies slacking off on Yammer?

    A new IG report cites security and productivity concerns associated with employees' use of the popular online collaboration tool.

  • Shutterstock image: digital fingerprint, cyber crime.

    Exclusive: The OPM breach details you haven't seen

    An official timeline of the Office of Personnel Management breach obtained by FCW pinpoints the hackers’ calibrated extraction of data, and the government's step-by-step response.

  • Stephen Warren

    Deputy CIO Warren exits VA

    The onetime acting CIO at Veterans Affairs will be taking over CIO duties at the Office of the Comptroller of the Currency.

  • Shutterstock image: monitoring factors of healthcare.

    DOD awards massive health records contract

    Leidos, Accenture and Cerner pull off an unexpected win of the multi-billion-dollar Defense Healthcare Management System Modernization contract, beating out the presumptive health-records leader.

  • Sweating the OPM data breach -- Illustration by Dragutin Cvijanovic

    Sweating the stolen data

    Millions of background-check records were compromised, OPM now says. Here's the jaw-dropping range of personal data that was exposed.

  • FCW magazine

    Let's talk about Alliant 2

    The General Services Administration is going to great lengths to gather feedback on its IT services GWAC. Will it make for a better acquisition vehicle?

Reader comments

Thu, Dec 9, 2010

First, what is the best … the best we can get? The biggest impediment to recruiting manifests itself as a retention problem. Take the best and brightest and turn them in functionaries with perfunctory responsibilities. What does this indicate about those who stay? I came here for the security so please don’t take away my middle class welfare.

Please post your comments here. Comments are moderated, so they may not appear immediately after submitting. We will not post comments that we consider abusive or off-topic.

Please type the letters/numbers you see above