The national spotlight on personal security (PerSec) breaches and vulnerabilities isn’t likely to dim anytime soon. Using a case management solution that maps its workflows to federal and agency-specific guidelines maximizes efficiency.
What does the new executive order mean for federal hiring and what pros and cons should be considered? We break all that down and more.
When looking to build out your team, how do you determine cultural fit? Given the need for government to hire candidates who align with the long-term objectives of an agency, one framework to use is missionary vs. mercenary.
We tend to hire those who look, act, think, and sound like ourselves – often without even knowing it. We just inexplicably feel better about those who remind us of us. We mistakenly call it “hiring for fit.” But it really is our egocentric bias.
Agencies are employing various strategies to address the workforce gap, including rethinking the security clearance process and personalizing hiring.
By changing the laws governing recruitment and attitudes about compensation, the government may stand a chance of attracting and retaining highly trained and in-demand professionals as federal employees.
As a hiring manager, a lateral is one of many tools in your hiring tool kit. Here are three reasons you should consider a lateral for your next hire.
There are numerous unique challenges for agencies to attract, hire, onboard, retain and develop the best possible talent. I think it’s best to leave that to organizations that are laser-focused on how to address these challenges and any obstacles that agencies face in overcoming them.
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.
