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Eliminate Self-Wrapping Red Tape. Most of the complications and
delays that remain in the Federal hiring process stem from internal agency
procedures: excessive layers of approval, redundant reviews, and unnecessary
paperwork.
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Use Plain Language in Job Announcements. Many are also just plain
boring, repeating lengthy passages from position descriptions that would
confuse all but the most determined of candidates.
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Recruit Veterans. There is no better source of talent for the Federal
Government than those who have completed their service in uniform.
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Adopt an Accelerated Hiring Model. Federal hiring does not need
to be a protracted process. To achieve this goal, management must make a
commitment
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Competing on Campus. You have the authority to bring in student
interns and recent college graduates on the spot, without any protracted
competition.
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Offer Incentives for Talent. The Federal Government can compete
when it comes to starting salaries, using recruiting incentives (signing
bonuses, relocation expenses, student loan repayments, and superior qualifications
appointments) that already exist.
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Utilize On-the-Spot Hiring Authority. "Direct Hire" authority
allows agencies to literally hire on-the-spot to meet mission-critical staffing
needs or severe shortages.
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Leverage Other New Hiring Flexibilities. With category rating, you
can place applicants in broad categories according to their qualifications,
and then, subject to veterans preference requirements, select any candidate
from within the top group.
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Go After Outstanding Scholars. The Outstanding Scholar program allows
you to supplement competitive hiring processes for certain entry level positions
covered by the decree by hiring college graduates who have a 3.5 grade point
average or above or who are in the top 10 percent of their graduating classes.
- Fully Engage Your HR Staff. Providing sufficient, well-trained HR
support will also help so it's important to invest in your HR staff.
