One of the hallmarks of the new generation of public servants is that they aren’t easily explained.
They aren’t one track, one sector, one agency, or one job series. They aren’t one desk, one computer, one stapler, one Skillcraft notepad. They often bring a wealth of diverse experience, multiple advanced degrees in different disciplines, and a rich blend of for-profit, non-profit, and volunteer experience.
Increasingly, we might find a civil engineer who also works as an editor for a non-fiction publishing house. Or a civil rights lawyer who is an award-winning web designer. Or perhaps a food safety inspector who has a doctorate in urban planning.
So how do human resources professionals, especially in staffing and classification functions, make fair and accurate comparisions among job candidates when the resumes are assessed and given numerical scores? Can someone explain to me how such resumes are scored and compared to folks with more traditional one agency, one job series, here’s-my-latest-SF-50 backgrounds? Are they systematically disadvantaged given their diversity of experience?
As public servants, do we see the value in hiring inter-disciplinary people?
Andy Lowenthal is a public sector strategy consultant. Follow him on Twitter.