This has certainly been an active discussion that covered a lot of ground. A few thoughts:
- The Use of Social: Yes Federal opportunities in the competitive service that require public notice are advertised on USAJOBS. However, the use of social sites like Linkedin, Facebook, etc. are good outlets to cast a wider net. Not to mention a good number of small and large federal organizations in the competitive and excepted service have had success attracting candidates via social sites. It should be noted that when a potential applicant views an opportunity on one of these sites they are easily driven back through USAJOBS to continue the apply process, which of course then takes them to the agency talent acquisition system.
- Veteran Hiring: I continue to see folks call out Veterans as “blockers”. It should be noted that if organizations perform a solid job analysis and write assessment questions with the proper selective factors – then the applicants in the highest quality category should be there based on ability regardless of Veteran status. It’s a 2-step process now…right?
- Applicant Management: Use a workflow approach to manage a multi-step process, minimize the sheer volume of applicants that need to be managed by asking better questions, and utilize talent acquisition system capabilities to maintain communications with applicants so they know where they are in the process. Consider SMS updates, e-mail updates, and self-service updates <applicant takes the action to check status>.
I liked how Mike asked “is there one area we could choose to focus on and improve”. That one question could certainly spawn a number of threads – from all of the comments we could consider the following focus areas:
- Use of Social in the context of Federal recruitment and staffing
- Use of technology to create efficiency and minimize process bottlenecks
- Writing assessment questions tied to job-related competencies to ensure that the best applicants are being evaluated using a 2-step application process.