Hiring Reform Explained

Hiring Reform Explained

I think the
biggest difference right away is going to
be for applicants. We really focused on
improving the applicant’s experience here because the
current system has been a hindrance rather than
a help to applicants want federal jobs. So if you are looking
for a job in the federal government, you’re going
to notice a whole bunch of changes here from the
way things used to be. First, you’re going to see
that the federal government is much more of a presence
out there and actively recruiting people and that’s
important because too many agencies right now are just
very passive and posting jobs and hoping that the
right people come along. When you find a job
that looks good to you, you’re going to be
able to read a three-page announcement so that you
understand what the job is about, it’s going to be in
plain language and that’s a big change. When you want to go
to apply for that job, you’ll be able to upload our
resume rather than be asked to answer sometimes 20 or
25 essay-style questions. And then once you do that,
we’re going to have a tool that will point you to other
jobs are similar to the job you just applied for and you
may have an interest in that. You’re at the point where
you’ve applied for your job under the old system, you
never knew what happened. It might be several months
that went by and you didn’t hear anything. Under this new system,
you’re going to get notified at key steps in the process
so that you don’t have that ‘black hole’ feeling. And at the end of the day,
it’s going to take a whole lot less time than
it currently takes. We’re going to be shaving
weeks if not months off the process for hiring. One of the major problems
with the current process is that, in many agencies,
the hiring managers just aren’t involved. So one of the major
components of this reform initiative is to get
hiring managers involved from the
beginning. They’re going to be expected
to be out there recruiting they’re going to be expected
to be working with their HR staffs along the way so that
we can make sure that at the end of the day, the person
that they get is a good fit. One of the ways that
we’re going to do that is by holding agency managers
accountable for that. They’re going to be
accountable through their performance assessments so
that this is going to be an enforceable requirement and
they’re going to have to be doing that. Another thing that’s going
to be great for the hiring mangers we’re going to be
giving them several tools to help them. Number one: we are rolling
out a tool called “USA Jobs Recruit.” That’s going to be a site
where the hiring managers and HR staff can go and
get information about good recruiting practices
they can see what’s working around the government and take
advantage of best practices. Another thing that we’re
going to be doing for hiring mangers is where going to
be building these better assessment tools and what
that’s going to do is it’s going to allow the managers
to determine who the best fit is for these jobs. We’re going to be doing a
better job of assessing candidates so that we can
predict whether they’re going to succeed
on the job or not. Another thing that we’re
setting up on our Hiring Reform website is
an HR-to-HR blog. And the idea behind that
is to allow for real-time communication between
HR professionals, hiring managers. Once again, so that people
know what’s going on out there – they see what’s
working and what’s not working and they can
pick the kinds of tools and approaches that are
going to work for them. Another big change that’s
being implemented through these reforms is,
under the current system, many agencies are choosing
to use what’s called “the rule of three.” And the hiring managers,
at the end of the process, are limited to considering
only three candidates. The President is ordering
agencies to use a different approach it’s
called “category rating.” Under that approach, the
manager gets a list of names, it’s not limited
by some arbitrary number, but rather it’s a list of
all the names of the people who are considered best
qualified for the job. That gives the manager
more discretion to interview people and pick from among
a more diverse group of candidates that are bringing
a variety of skills to the federal government, and we
think that that’s going to make a big
difference in the hiring manager’s
satisfaction. The HR staff at agencies
is overburdened and they’re asked to balance a lot of
competing interests they just don’t have the
resources that they need. So what we’ve tried to do
here is help out those HR staffs by, number one:
simplifying the process, we’re moving to this
resume-only approach, we’re developing assessment
tools that are going to help them. We’re enhancing USAJobs.gov,
we’ve developed USA Jobs Recruit, we’ve
developed USA Jobs Assess. These are tools that will
help the HR staff better recruit and then assess
candidates for the jobs. We also think that OPM has a
very important support role to play here. We’ve had an interagency
agency task force working to devise an implementation
plan and OPM is ready to take the lead in rolling out
what we’re calling Mobile Assistance Teams. These are going to be teams
of experts that go out to agencies and help them
implement the specific reforms required by the
President’s memorandum. But we also have a
hiring reform website that we’ve developed. We’re going to be using
Twitter and Facebook. There’s an OMB
website called “Max.” These are all tools that
we’re leveraging in order to communicate better
with the HR community, see how we’re doing. We’re not going to wait
until the end of 180 days to see how this is going. We’re going to have a
continuous assessment and make any tweaks that are
necessary along the way. We think we’ve built in a
good support mechanism to the HR staffs that will
help make this a success. Good people have been able
to get jobs in the federal government in
spite of the system, not because of it – and due
to their persistence and the commitment to
public service. The system shouldn’t be an
obstacle to bring in good committed people
into the government. And we hope that these
reforms are going to remove those obstacles, create a
system that is familiar to people for when they apply
for a job and result in the best people getting into
these most important jobs.


  1. It is great presentation to share a knowledge to step in the job government and community and nation wife state of government.

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