Several barriers make it difficult for federal hiring managers working outside the Washington, D.C. area to recruit and retain talent. By serving as a connector between job seekers and federal agencies, the Partnership aims to reduce these barriers.
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The Tech Talent Project, a nonprofit organization focused invested in bringing technically skilled talent to impactful government positions, created a playbook to help technologists navigate the complex federal hiring process. It includes details on opportunities, processes and requirements for joining public service.
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Our federal government would benefit from hiring job seekers without four-year degrees, an often overlooked talent pool. In a recent report, we outline the barriers that prevent individuals without four-year degrees from attaining federal work and offer recommendations to address them.
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Tasked with administering the $350 billion Paycheck Protection Program amid a rapidly spreading pandemic in late March 2020, Small Business Administration leaders realized the agency needed a larger staff to manage the program effectively. In less than a year, the agency implemented a successful hiring surge to more than double its workforce.
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The Federal Deposit Insurance Corporation hires about 200 entry-level bank examiners each year. To meet this hiring need, the FDIC uses two key recruiting initiatives: the Pathways Programs and agency hiring events.
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Organizations should promote diversity, equity and inclusion, but program managers often struggle to incorporate these principles into their day-to-day work and organizational strategy. Here are three examples that demonstrate how Partnership West has woven diversity, equity and inclusion into its operations, so others can consider how they might emphasize this in their own programs.
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In early 2020, DHS launched a new data analytics tool to recruit and hire new personnel more effectively. The tool includes a master calendar that enables the organization and its components to track their recruitment activities and successes in real time.
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The president recently signed an executive order that undermines competitive civil service requirements and could replace tens, if not hundreds, of thousands of career civil servants with officials who essentially act as political appointees. Send a letter through the National Active and Retired Federal Employees Association to tell Congress to protect our merit-based civil service by opposing this order in their next funding bill.
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The federal government often has trouble recruiting the talent it needs. We share strategies that agencies can use to improve their talent pipelines, as featured in the Partnership’s report, “A Time for Talent: Improving Federal Recruiting and Hiring.”
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This past February, few strategic plans could have taken into account the challenges we’re facing today. While we can’t predict the future, we can improve the effectiveness of our planning efforts by creating strategic plans based on personal and professional values and investing in an adaptable workforce.
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