The rapid pace of business, coupled with the changing workforce and modern technology have created a new imperative for recruitment. Traditional recruitment methods, such as websites and online applications, are no longer sufficient. Government agencies have to adapt to new recruitment methods to keep pace with these changes and build their future workforce.
When considering employee investment, we tend to think of helping workers after they’ve been hired. Actually, there is so much more to professional development. In truth, the processes behind targeting, recruiting, and hiring the right personnel for the right positions in your agency are the first few steps in the lifecycle of professional development. RichardRead… Read more »
The biggest challenges facing federal hiring managers today are finding candidates with the right skills, getting them on board as quickly as possible, and retaining the best talent.
Despite the somewhat good news on the engagement front for federal employees, a much deeper dive into the numbers reveal troubling trends.
If it were easy there would be no pursuit of principles previously presented. It is of vital importance that in the demanding world of economics, trade, and existence, efforts must occur to ensure a positive, effective result.
Benjamin Franklin wisely said, “Tell me and I forget. Teach me and I remember. Involve me and I learn.” And while we are now three centuries past Ben’s time, it’s still relevant to understand the distinction between teaching and learning. In fact, a popular buzzword in the learning and training space, “learner-centered’ design,” revolves aroundRead… Read more »
The U.S. workforce is more diverse than ever before with four predominant generations working in the same business environment. Each generation is distinctly different than the next, which can prove challenging for employers — but it can also be an opportunity so long as you learn how to manage the multigenerational workforce effectively.
Disengagement through lack of inclusion is pervasive in the federal government.
The sheer size and diversity of the public-sector workforce have forced governments to rethink how they manage their most valuable asset — people.
How can we start developing a common language where we can talk about race and differences in a way that challenges its complexity yet creates empathy in order to stay in the conversation?