{"id":28070,"date":"2017-09-02T11:26:53","date_gmt":"2017-09-02T18:26:53","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?page_id=28070"},"modified":"2025-08-16T08:01:27","modified_gmt":"2025-08-16T15:01:27","slug":"shifting-organizational-values-hiring-focus-recruitment-strategies","status":"publish","type":"page","link":"https:\/\/www.careersingovernment.com\/tools\/manuals\/shifting-organizational-values-hiring-focus-recruitment-strategies\/","title":{"rendered":"SHIFTING ORGANIZATIONAL VALUES, HIRING FOCUS AND RECRUITMENT STRATEGIES"},"content":{"rendered":"

[et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” admin_label=”section” _builder_version=”4.16″ background_color=”#ffffff” background_image=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2017\/09\/socialmedia_background.jpg” parallax=”on” custom_padding_tablet=”50px|0|50px|0″ custom_padding_phone=”” padding_mobile=”off” global_colors_info=”{}”][et_pb_row use_custom_gutter=”on” gutter_width=”1″ custom_padding_last_edited=”on|desktop” admin_label=”row” module_class=” et_pb_row_fullwidth” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” width=”100%” width_tablet=”100%” width_last_edited=”on|desktop” max_width=”100%” max_width_tablet=”100%” max_width_last_edited=”on|desktop” custom_padding=”68px|0px|52px|0px” custom_padding_tablet=”” custom_padding_phone=”” make_fullwidth=”on” global_colors_info=”{}” column_structure=”1_3,2_3″ width_phone=”100%” max_width_phone=”100%”][et_pb_column type=”1_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_code _builder_version=”4.27.4″ hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

Table of Content<\/a><\/div>\n

[\/et_pb_code][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.16″ text_font=”PT Sans|||on|” text_text_color=”#ffffff” text_font_size=”66px” text_line_height=”1.1em” header_font=”PT Sans|||on|” header_font_size=”66px” header_line_height=”1.1em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” background_layout=”dark” custom_margin=”0px|0px|0px|20%” custom_padding=”|||” text_font_size_tablet=”45px” text_font_size_phone=”16px” text_font_size_last_edited=”on|tablet” border_style=”solid” global_colors_info=”{}”]<\/p>\n

LEVERAGING YOUR ONLINE PRESENCE<\/h3>\n

SHIFTING ORGANIZATIONAL VALUES, HIRING FOCUS AND RECRUITMENT STRATEGIES
\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” _builder_version=”4.16″ background_color=”#f7f7f4″ custom_padding_tablet=”50px|0|50px|0″ custom_padding_phone=”” padding_mobile=”off” global_colors_info=”{}”][et_pb_row column_padding_mobile=”on” admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_padding=”0px|||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_divider color=”#aeaeac” disabled_on=”off” _builder_version=”4.16″ custom_css_main_element=”width:20px;” hide_on_mobile=”off” global_colors_info=”{}”][\/et_pb_divider][et_pb_text _builder_version=”4.16″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”24″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”10px||0px|” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]The latter half of the 20th<\/sup> century witnessed a proliferation of academic and popular business publications on topics which included leadership, organizational structures and principles, management models, and administrative and supervisory practices.\u00a0 Efficiency and high performance became a central theme, as did their nexus to talent acquisition and development.\u00a0 Though traditionally viewed apart from the private sector, government agencies were drawn to the new body of knowledge. A more engaged and sophisticated public began demanding public service agencies adopt more private sector best practices.<\/p>\n

Contemporary research has also highlighted the painfully high cost of poor hires.\u00a0 It includes: subpar performance and productivity; disproportionate training and development costs; inordinate amount of supervisor time spent counseling and disciplining problem employees; high absenteeism; and high turnover. These total costs are difficult to accurately calculate.\u00a0 Even the estimated cost for employee turnover alone varies significantly by source.\u00a0 In 2015 the Society for Human Resource Management (SHRM) predicted that every time a business replaces a salaried employee, it costs 6 to 9 months’ salary on average. Given more cumbersome and time-consuming hiring processes, it is likely this figure is understated for government employee turnover.<\/p>\n

The dawning of the information and technology era, together with explosive growth in the banking and financial industry, brought a plethora of new and exciting career opportunities. Generational characteristics were reflected in a new segment of job seekers who believed that they could \u201cmake a difference\u201d through innovation as well as service.\u00a0 When compared to traditional government service, these opportunities often provided a work environment that was more attuned to their lifestyle—and which held the potential for greater financial rewards.
\n[\/et_pb_text][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2017\/11\/social-media-7.jpg” align_tablet=”center” align_last_edited=”on|desktop” _builder_version=”4.16″ global_colors_info=”{}” align_phone=”center”][\/et_pb_image][et_pb_text _builder_version=”4.16″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”24″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”10px||0px|” text_font_size_tablet=”” text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]The first decade of the new millennium was highlighted by an economic recession so severe it forced previously invincible government agencies to slash budgets by cutting services and eliminating many non-essential services.\u00a0 The great recession pulled back the curtain to expose pensions and other government benefits as being financially unsustainable. The appeal of government employment suffered again as employment stability became a very real concern, wages stagnated, and pension and other benefits came under attack.<\/p>\n

For good measure, a number of scandals involving government officials and programs have had a corrosive effect on the honor, trust and respect historically bestowed on public service organizations.<\/p>\n

Many government agencies find themselves in uncharted territory; needing to restore the occupational sector\u2019s appeal; adapting the work environment and organizational cultures to the contemporary workforce\u2019s ideal; integrating technology and innovation into the way they do business; and recruiting, hiring, and retaining top personnel. <\/em><\/p>\n

Government agencies are increasingly finding they must employ contemporary recruitment strategies such as social media<\/em> to take advantage of our predominantly digital, mobile and networking candidate pool.<\/em>
\n[\/et_pb_text][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2017\/11\/social-media-8.jpg” align_tablet=”center” align_last_edited=”on|desktop” _builder_version=”4.16″ global_colors_info=”{}” align_phone=”center”][\/et_pb_image][\/et_pb_column][\/et_pb_row][et_pb_row padding_mobile=”on” column_padding_mobile=”on” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_padding=”50px|||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_divider color=”#aeaeac” disabled_on=”off” _builder_version=”4.16″ hide_on_mobile=”off” global_colors_info=”{}”][\/et_pb_divider][et_pb_text _builder_version=”4.16″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”48″ text_line_height=”1.3em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”900px” module_alignment=”center” custom_margin=”16px||30px|” text_font_size_tablet=”38″ text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]\u201cAccording to Statistica.com, in 2016 78% of Americans had a social media profile. They place the number of worldwide social media users now at 1.96 billion and expect this figure to grow to 2.5 billion by 2018.”
\n[\/et_pb_text][et_pb_divider color=”#aeaeac” disabled_on=”off” _builder_version=”4.16″ hide_on_mobile=”off” global_colors_info=”{}”][\/et_pb_divider][\/et_pb_column][\/et_pb_row][et_pb_row _builder_version=”4.16″ global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_post_nav prev_text=”%title” next_text=”%title” _builder_version=”4.16″ title_text_color=”#5e95c1″ title_font_size=”20px” title_line_height=”1.1em” custom_padding=”20px|20px|20px|20px” custom_css_main_element=”text-transform:uppercase;” custom_css_links=”min-width:400px;” border_width_all=”0px” border_color_all=”#5e95c1″ border_style_all=”solid” use_border_color=”on” border_color=”#5e95c1″ global_colors_info=”{}”][\/et_pb_post_nav][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"

LEVERAGING YOUR ONLINE PRESENCE SHIFTING ORGANIZATIONAL VALUES, HIRING FOCUS AND RECRUITMENT STRATEGIES The latter half of the 20th century witnessed a proliferation of academic and popular business publications on topics which included leadership, organizational structures and principles, management models, and administrative and supervisory practices.\u00a0 Efficiency and high performance became a central theme, as did their […]<\/p>\n","protected":false},"author":50,"featured_media":0,"parent":28015,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","_cbd_carousel_blocks":"[]","_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"class_list":["post-28070","page","type-page","status-publish","hentry"],"acf":[],"yoast_head":"\nSHIFTING ORGANIZATIONAL VALUES, HIRING FOCUS AND RECRUITMENT STRATEGIES - 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