government recruitment landscape (8 10-11)
DESCRIPTION
Presentation I gave to USAJOBS vendor summit on government recruitment landscapeTRANSCRIPT
Government Recruitment Landscape
Are they leaving…or not?
Can Boomers Still Help?
Are they coming…or not?
What do we all want?
Will you have any money?
Will you have any vacancies?
Will you have any courage?
Will you work together?
We Can Do Better
Why It Matters Government tackling extremely difficult
problems – terrorism to environment to health care to debt crisis
Budget is tough. Will be hard to staff up. Hard to offer financial incentives
We need to work extra hard to recruit and retain the best and the brightest
• DHS Scholarship Recipient• Interned at Education & SSA• Worked at DHS IG and DHS ICE• Managed DHS IG Internship Program• Co-Founder, Young Gov’t Leader• Gov’t Job Sherpa• Founder, GovLoop.com• Now GovLoop Hirer• Gentleman: Likes Cats and Babies
My Perspective
Young Government Leaders Survey
• Sent to 2,000 members seeking their input on recent graduates program
• Topic - How agencies can best recruit, develop, and retain top young talent
Survey Respondent Profile
• 372 responses• 30 was the average age• 60% had a Master's degree or higher• 74% currently work at federal grades 9-13• 81% had participated in an internship
Key Findings• The most desired
program aspects can be implemented with little to no cost
What should be included in the recent grads program? Percent Agree
Rotational assignments 84.8%
Job shadowing opportunities 81.0%
Leadership training 80.7%
Formal mentorship 77.7%
Meetings with higher officials, including SES 76.6%
Yearly conference (e.g. all hands meeting and/or offsite training-speaker series)
63.6%
Agency paid continuing education 62.5%
Group orientation retreat 54.9%
Informal mentorship 52.7%
Hiring recent grads in groups or pairs within an agency
48.9%
Group assignments (such as book clubs/reading l ists, special projects, team building activities, etc.)
45.7%
Newsletter among recent grads 39.7%
Recommendations• Recruit: Encourage year-round, direct to campus
engagement not limited to bachelor's degree grads
• Develop: Include rotations, mentorships, and job shadowing/senior meetings as part of the program
• Retain: Educate managers on suitable types of work and career advancement paths for Pathways interns
Jobs = Top Content
Since Creation in 2008:
It wasn't too long before I stumbled upon Sterling Whitehead who was piloting a mentor/mentee program through YAP. He paired me up with Tina Borger, CPPO, Director of Research at the National Institute of Governmental Purchasing (NIGP). She encouraged me to rework my resume a bit, and championed me all the way through NIGP's HR and hiring process. Literally 3 weeks later I was the new Standards Manager at NIGP.
I continue to take ideas from GovLoop to innovate in my position here at NIGP!
Honestly...I was bored, unemployed, and going through my morning ritual of sending out about 25-30 resumes a day. I did a Google search for something like "Government Contract Administration" and stumbled on a GovLoop blog post. I dug through the site, including the job board, and signed up!
Meet Candace…
Facebook.com/GetIntoTeaching
It all started with the first ever Intelligence Community Virtual Career Fair in March 2010 [which] spurred the idea of Skype interviews, to go along with the ‘virtual’ theme of the career fair and show NGA as a forward thinking agency on the cutting edge of technology
Skype has been a successful tool for our hiring events, and we will continue to utilize Skype as part of our hiring strategy…• Reach diverse candidates, save the agency (and applicants) time / money• Advertise and interview candidates from across the country without leaving
the local area (and applicants can interview from home!)• No interviews were conducted in person; all were done online via Skype• All panels were located at a contractor facility in the Washington, DC area• Applicants were at their homes/businesses across the country• Our offices and hiring managers were impressed with the high quality of
the applicants we interviewed at this event.
Where are we going?
13 Ideas of What’s Next
#1 - It’s Quality not Quantity
“Someone who is exceptional in their role is not just a little better than someone who is pretty good - They are 100 times better.” – Mark Zuckerberg, Facebook
#2 - Make it Easier for Current Feds
#3 - Be Aggressive Get Passive Job Seekers
#4 - Get Serious about Pathways- Marketing & Funding
#5 – Leverage Passionof 3rd Parties
#6 -Put the Data Out Thereand Let Others Innovate
#7 - Make it Personal:Using Social to Recruit
#8 - Get of the Box IdeasSeed Innovation like an Investor-$150-250k grants to 5 using USAJOBS Data – SBIR grants
USAJOBS Apps Contest?
#9 – Get Targeted
#10 –Collaborate with Candidates
#11 – Plain Language
Are you interested in a GS-13 IT Specialist position Mr. Zuckerberg?
#12 – Get Staff to Share
#13 – Make it Fun
Join GroupsGovLoop.com/Groups
Create a Groups
Post on
1. Join GovLoop (if you haven’t already!)
2. Click the “GovGigs” tab
3. Click “Add” (upper right corner)
4. Post Your Job Opening
Get smart – read blogs, start discussion
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Steve ResslerPresident and [email protected] 445 0084@GovLoop
Questions
Andrew KrzmarzickCommunity Manager
[email protected]@KrazyKriz