Some agencies are making headway on overcoming key challenges in recruiting and hiring hard-to-fill positions and attracting special groups of applicants, in part by using e-recruiting and Web technologies, according to a new report by the Partnership for Public Service.
"America Has Talent: Breaking the Mold for Federal Recruiting" found agencies that are successful in recruiting and hiring are increasingly turning to Web technologies and various electronic recruitment tools, including branded websites and social media platforms. Use of such online tools has posed challenges to many agencies, however, as they require buy-in from leadership and managers and adequate resources and staff to build and operate, the report notes.
But agencies like the Energy Department, which has a great need for engineers, scientists and professionals with a host of technical skills, has created a departmentwide website that consolidates job and internship openings. The agency also has launched a virtual recruitment initiative that involves 3-D virtual world platforms, like Second Life, to better engage the public on information about the agency, its mission and job opportunities, the Partnership noted.
The Air Force also has embraced online tools, such as a centralized dot.com website and resume mining to find qualified candidates on social media platforms like Facebook and Twitter.
"The deployment and creative use of online tools is becoming increasingly important to reach and speak to the aspirations of the younger generation -- a group that has grown up using the computer and is comfortable interacting in the virtual world," the report states.
Speaking of the younger generation, the government faces ongoing challenges in attracting top-notch young people to public service, particularly those with technical and scientific majors and those with advanced degrees, the Partnership found. But agencies like the Social Security Administration are using tools such as integrated marketing, use of the Internet, a resource-rich intranet for internal use by SSA managers and HR specialists and a wide adoption of available hiring and compensation flexibilities. The Energy Department also has embraced a student ambassador program, where college students who have successfully completed internships promote job and internship opportunities back on their college campuses.
Still, a key theme for recruiting specialized groups of workers and embracing tech tools is having leadership at agencies that is committed to finding good talent, building on it and providing the necessary support, according to the report.
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