Tech's Effect on Personnel Reform

Alyssa Rosenberg writes at Government Executive about a new Harvard University John F. Kennedy School of Government report that encourages federal officials to move forward on personnel reform while keeping in mind that technological and regulatory changes are not a cure-all for the government's hiring and recruiting challenges.

The report, which is based on discussions at an October 2009 meeting of federal officials and other leaders, noted that while forum participants agreed that technological fixes, particularly to application and hiring processes, are important, they cautioned agencies against viewing such fixes as a comprehensive solution. Instead, agencies should focus much of their attention to adding a personal touch to recruitment and selection, the report states.

The report also found that the federal government's appeal to younger workers falls short of potential. While recent surveys show high levels of interest in public service among young people, the government does not provide the opportunities for personal development that younger workers want. As a result, federal agencies should simplify and speed up the hiring process, and better promote their image or "brand."

Still, don't improvements to technology go hand in hand with improving the government's ability to recruit and retain the younger workforce? Last month, I wrote about a report that found 97 percent of Millennials (ages 14 to 27) in the United States at least partly agree that state-of-the-art technology and equipment will be essential when choosing an employer. While adding more of a personal touch to agency recruiting and hiring processes is critical, making technological improvements to the hiring process and to the overall nature of federal work also will prove critical to recruiting and retaining the younger generation of workers.

What factors do you think are most important to federal personnel reform?