The Future of KSA’s

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This topic contains 7 replies, has 6 voices, and was last updated by  Steve Springer 8 years, 8 months ago.

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  • #95384

    Henry Brown


    Title: KSAs Could be Banished from Federal Job Applications
    Date March 17, 2010
    Author: Camille Tuutti

    In an effort to reform the hiring process of government jobs, the cumbersome knowledge, skills and abilities (KSAs) essay statements could be replaced with a resume-based system, Director of the Office of Personnel Management John Berry said.

    Speaking to delegates at the Federal Managers Association conference held yesterday, Berry said he expects to send President Barack Obama a plan next week detailing immediate hiring reforms, including replacing the KSAs on government applications with a resume-based system commonly used in the private sector. The President could sign an executive order implementing the changes as early as April, Berry said.

    Berry also advocates an executive order that would expedite the hiring of college students and recent graduates, through programs that use part-time interns and allow agencies to bypass certain regulations and “direct hire” applicants with critical skills, The Washington Post reported.

  • #95398

    Steve Springer

    This is going to require HR specialists to review all resumes using a crediting plan, something a lot of the newer ones have never done. This will impact time to hire. The only places this might not have to happen are those with Resumix. Some interesting times for HR operations ahead!

  • #95396

    I’m with state government, rather than the federal, but I’ll throw my two cents in just the same: using a resume review in a civil service environment with hiring rules (ours is the rule of top ten), veteran’s preference (especially absolute preference) and the possibility of an appeal from any rejected (or unselected) applicant strikes me as a recipe for disaster. Having said that, I think we in the public sector might be guilty of overburdening job descriptions with vague, confusing and, in the worst cases, unvalidated KSA’s. Old-fashioned as it may sound, I prefer focusing on the most important (and validated) KSA’s required for a job and testing applicants on them–whether it be through in-basket exercises, structured interviews and/or written objective examinations. Lastly, I don’t know what kind of resumes you receive in the federal government, but we routinely receive some that are…how can I say this…embellished. I would hate to make screening decisions solely on their content.

  • #95394

    Henry Brown

    Carol Taylor has posted a link from Gov titled KSAs could be kaput by April

    BOTH the govloop discussion and the have several good/interesting comments….

  • #95392

    AJ Malik


  • #95390

    Denise Traicoff

    I came from the private sector, working in the HR department of a company servicing the HR industry (HRsquared!) and I must tell you I have never seen such a convoluted hiring system! In the interest of fairness, the KSA approach and labyrinth-like mechanism of the application process frustrates the hiring manager and does not necessarily mean that the most qualified person is selected for hire. There are several applications such as Resumix that will help organizations mine resume data and some that will even port information from the resume into the hiring system. The process could then be streamlined, and managers may actually get a stronger candidate pool.

  • #95388

    Margaret Brindzak

    I can see the pro and con of both sides of this issue. I agree with Mr. Batty about the over rated resumes but that is what the interview and background process will hopefully find. Right now, with these economic times I am now receiving so many resumes and applications for each position opened to the public. I am finding alot of candidates don’t even come close to meeting the min req for the position. People are just applying to apply and the overrated resumes can lead to longer interview times because of candidates that are less then honest and we have to pull more candidates to interview. Anyone else having this problem?.

  • #95386

    Another old-fashioned notion for these modern times, but we still administer validated civil service tests to make a cut on which applicants get interviewed. We have the same problem that Ms. Brindzak notes: too many applicants for too few positions. If we interviewed and conducted background checks on all of them we would never do anything else with our time. While the problem with overrrated applications or resumes is not new, I have to agree that more and more applicants substantially misrepresent their qualifications during the selection process. Why? My guess is that while it is in part driven by the difficult economic times, it probably also has to do with the lack of consequences for misrepresentation. Any thoughts on this?

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