CAREERS IN GOVERNMENT<\/a><\/span>
\n[\/et_pb_text][et_pb_text disabled_on=”on|on|” _builder_version=”3.19.9″ text_font=”PT Serif||on||” text_text_color=”#363636″ text_font_size=”16″ text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”10px||60px|”]Careers In Government is dedicated to matching qualified individuals with challenging and rewarding careers in government and the public sector. Additionally, CIG is a forum for the exchange of news and information of interest to more than 20 million Americans working, or seeking employment, in public sector occupations. CIG was created and developed by public sector employees!
\n[\/et_pb_text][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_text _builder_version=”3.19.9″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”24″ text_font_size_last_edited=”on|tablet” text_line_height=”1.5em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”720px” custom_margin=”0px||0px|”]<\/p>\nWith seven million open jobs and six million unemployed in the United States, 2018 marked the first year since the turn of the century with more job vacancies than available workers. With low unemployment numbers in the Eurozone and Asia-Pacific as well, we\u2019re facing a global-scale talent shortage. Hiring costs are on the rise as companies compete to identify and acquire top talent. The environment for today\u2019s recruiters is more challenging than ever\u2014and that\u2019s exactly why now is the time for innovation.<\/p>\n
Tools and Tactics for Smart, Cost-Effective Sourcing<\/h4>\n
APQC, surveyed 552 companies from across the globe to learn how best to approach talent acquisition in this competitive landscape. Their findings are summarized below.<\/p>\n
APQC\u2019s survey results reveal that sourcing is the most important area for innovation in talent acquisition. Employers are expanding their toolkit of sourcing approaches, and employee referrals are one of the primary tools.<\/p>\n
Referrals remain one of the best ways to find qualified and interested candidates. Employees know better than anyone else which qualities make for a successful hire<\/p>\n
However, although most organizations have a formal employee referral program in place, our survey finds there\u2019s great potential for improvement in terms of how organizations support these programs. Employers need to reinvigorate their employee referral plans by continuously publicizing them, leveraging technology to make it easy for employees to refer leads, providing updates to employees on the status of their referred candidates, and offering compelling rewards to employees who participate. Surprisingly, APQC\u2019s survey found that less than half of respondents offer bonuses for referrals that result in successful hires. Remember that a $500 bonus is a very small price to pay for an outstanding hire.<\/p>\n
APQC also finds that most organizations\u2019 talent acquisition strategies rely on flexible labor in addition to permanent hires. Specifically, most make use of remote and on-site freelancers and contractors as well as third-party contingent labor. Smart companies secure the best flexible talent with attractive compensation and a positive work experience.<\/p>\n
[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.0.74″ background_color=”#f7f7f4″ custom_padding=”0px||0px|”][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.0.47″ custom_padding=”0px||0px|”][et_pb_row make_fullwidth=”on” custom_width_px=”680px” use_custom_gutter=”on” gutter_width=”1″ custom_padding=”0px||0px|” make_equal=”on” column_padding_mobile=”on” background_color_2=”#efefe9″ parallax_method_1=”off” parallax_method_2=”off” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”2_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/01\/retain.talent.tina_.jpg” show_bottom_space=”off” force_fullwidth=”on” _builder_version=”3.19.9″ animation=”off”][\/et_pb_image][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” background_color=”#efefe9″ parallax=”off” parallax_method=”off”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2014\/01\/talent.management.jpg” show_bottom_space=”off” force_fullwidth=”on” _builder_version=”3.19.9″ animation=”off”][\/et_pb_image][et_pb_text disabled_on=”off|off|” _builder_version=”3.19.9″ text_font=”PT Serif||||” text_text_color=”#818178″ text_font_size=”24″ text_font_size_last_edited=”on|phone” text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20%|10%||10%” custom_margin_tablet=”|10%||10%” custom_margin_last_edited=”on|desktop”]<\/p>\n
Companies want to reduce recruitment costs and get the best candidates, but HR will need to take a big-picture approach to achieve both goals.<\/p>\n
[\/et_pb_text][et_pb_text _builder_version=”3.19.9″ text_font=”PT Sans|on|||” text_text_color=”#888888″ text_font_size=”12″ text_letter_spacing=”2px” text_line_height=”1.2em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”20px||20%|” custom_margin_tablet=”20px|||” custom_margin_last_edited=”on|tablet”]<\/p>\n
CAREERS IN GOVERNMENT<\/p>\n
[\/et_pb_text][\/et_pb_column][\/et_pb_row][et_pb_row use_custom_width=”on” custom_width_px=”1200px” use_custom_gutter=”on” gutter_width=”4″ custom_padding=”0px||0px|” custom_padding_tablet=”0px|||” column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” parallax_method_1=”off” parallax_method_2=”off” parallax_method_3=”off” parallax_method_4=”off” admin_label=”row” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_text _builder_version=”3.19.9″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”20″ text_font_size_last_edited=”on|tablet” text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_margin=”60px||0px|” custom_margin_tablet=”40px||0px|” custom_margin_last_edited=”on|tablet”]<\/p>\n
Companies are also reskilling current employees to fill future job openings. Training and development has long been overlooked as a talent-shortage solution. Reskilling brings great benefits to the organization and employee alike, but if it\u2019s only executed via classroom or computer-based training, it may be unfeasible for short-staffed organizations. To do re-skilling right, you need to plan ahead. Develop multiple career paths and create opportunities for on-the-job training and knowledge sharing now, because it will pay off in the long run.<\/p>\n
A Failure to Capitalize on Analytics<\/h4>\n
Predictive analytics are a boon to many HR processes. In talent acquisition, predictive analytics helps recruiters identify what the best candidates look like, where to find them, and the best ways to hire them. Predictive analytics uses aggregated hiring data to predict future trends and outcomes. It can help recruiters understand key drivers in terms of candidate decisions, employee performance, marketplace factors, and organizational needs. With analytics, HR can make better decisions throughout the talent acquisition process, from recruitment marketing to candidate selection to hiring.<\/p>\n
Vendor solutions for predictive analytics are more affordable than ever, and organizations are heading to an early majority adoption rate. However, our survey finds that many companies aren\u2019t fully capitalizing on the potential of analytics. Less than a third are analyzing historical patterns, while less than a quarter are developing scenarios and predicting outcomes.<\/p>\n
Why aren\u2019t more companies taking advantage of advanced analytics? The survey shows that the biggest problems are getting data out of systems and integrating systems. There are a few other challenges too\u2014vaguely defined metrics, a lack of HR professionals with statistical skills\u2014but it\u2019s wise for HR organizations to focus on systems integration and centralization. Many companies are already undergoing or planning major digital transformations, and HR should get a piece of the pie.<\/p>\n
Automating and Streamlining Recruitment and Selection<\/h4>\n
In this competitive landscape, recruiters don\u2019t have time to waste on repetitive, non-value-added tasks. That\u2019s why so many companies are automating the administrative aspects of recruiting. APQC finds that:<\/p>\n
\n- 68 percent of companies have automated interview scheduling;<\/li>\n
- 62 percent have automated contract generation, issue, and acceptance;<\/li>\n
- 57 percent have automated application sifting and ranking; and<\/li>\n
- 54 percent have automated pre-start onboarding.<\/li>\n<\/ul>\n
Cloud delivery is driving this trend with its affordable and easy-to-use automation capabilities. Automation not only frees up time for the recruiter, it also creates a smoother and more responsive experience for the candidate.<\/p>\n
It\u2019s vital to provide candidates with a streamlined experience because today\u2019s top performers aren\u2019t going to put up with inefficient and burdensome processes. They know their value, and they expect potential employers to recognize it within a reasonable timeline. Otherwise, they\u2019ll go work for a competitor instead. Leading organizations know this and are continuously improving their selection processes.<\/p>\n
The Need to Think \u201cBig Picture\u201d<\/h4>\n
Companies want to reduce recruitment costs and get the best candidates, but HR will need to take a big-picture approach to achieve both goals. Long-standing vacancies are costly and have a negative impact on current employees, so recruiters may be tempted to cut corners to fill positions. But mis-hires can be just as detrimental to company culture and the bottom line. Cost estimates for a bad hire range from one-third up to multiple times the employee\u2019s annual salary. Bringing on a new employee with the wrong skillset or attitude can also upend the productivity, synergy and culture of teams.<\/p>\n
Costs are easier to measure, but APQC\u2019s survey finds that most companies think quality of hire is the best reflection of talent acquisition performance. There\u2019s no set formula to measure quality of hire, and most organizations aggregate a collection of metrics including length of service, engagement scores, performance data and manager satisfaction. In this competitive environment, it\u2019s wise to measure aggressively and often to understand what a best-fit candidate looks like for your organization.<\/p>\n
[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”3.0.47″ custom_padding=”19px|0px|24.625px|0px”][et_pb_row use_custom_width=”on” custom_width_px=”780px” custom_padding=”0px|0px|73.90625px|0px” column_padding_mobile=”on” parallax_method_1=”off” _builder_version=”3.0.47″ background_size=”initial” background_position=”top_left” background_repeat=”repeat”][et_pb_column type=”4_4″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_text _builder_version=”3.0.47″ text_font=”PT Serif||||” text_text_color=”#363636″ text_font_size=”36″ text_font_size_tablet=”26″ text_font_size_last_edited=”on|tablet” text_line_height=”1.4em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” module_alignment=”center” custom_margin=”||70px|”]Want new articles before they get published? Subscribe to our Awesome Newsletter.
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_builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2016\/11\/typing.jpg” show_bottom_space=”off” align=”center” force_fullwidth=”on” _builder_version=”3.0.74″ animation=”off” sticky=”on”][\/et_pb_image][et_pb_cta title=”CAREER ADVICE” button_url=”https:\/\/www.careersingovernment.com\/tools\/gov-talk\/career-advice\/” button_text=”CAREER ADVICE” _builder_version=”3.16″ header_font_size=”30px” body_font_size=”20px” use_background_color=”off” background_size=”initial” background_position=”top_left” background_repeat=”repeat” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” 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\n[\/et_pb_cta][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2016\/11\/news-cig.jpg” show_bottom_space=”off” align=”center” force_fullwidth=”on” _builder_version=”3.0.74″ animation_style=”slide” animation_direction=”left” animation_duration=”500ms” animation_intensity_slide=”10%” sticky=”on”][\/et_pb_image][et_pb_cta title=”GOV TALK” button_url=”https:\/\/www.careersingovernment.com\/tools\/gov-talk-page\/” button_text=”Government Updates” _builder_version=”3.16″ header_font_size=”30px” body_font_size=”20px” use_background_color=”off” background_size=”initial” background_position=”top_left” background_repeat=”repeat” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”]Articles about the Public Sector
\n[\/et_pb_cta][\/et_pb_column][et_pb_column type=”1_3″ _builder_version=”3.0.47″ column_padding_mobile=”on” parallax=”off” parallax_method=”off”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2016\/11\/public-secot-trends.jpg” show_bottom_space=”off” align=”center” force_fullwidth=”on” _builder_version=”3.0.74″ animation=”off” sticky=”on”][\/et_pb_image][et_pb_cta title=”TRENDS” button_url=”https:\/\/www.careersingovernment.com\/tools\/hr-tips-and-strategies\/” button_text=”TRENDS” _builder_version=”3.16″ header_font_size=”30px” body_font_size=”20px” use_background_color=”off” background_size=”initial” background_position=”top_left” background_repeat=”repeat” button_text_size__hover_enabled=”off” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_text_color__hover_enabled=”off” button_one_text_color__hover_enabled=”off” button_two_text_color__hover_enabled=”off” button_border_width__hover_enabled=”off” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_border_color__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_border_radius__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_letter_spacing__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_bg_color__hover_enabled=”off” button_one_bg_color__hover_enabled=”off” button_two_bg_color__hover_enabled=”off”]Public Sector Trends
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What\u2019s that line, \u201cchange is inevitable,\u201d right? Well that change has come to the recruiting world in a big way, and as recruiters, it\u2019s up to you to work with these changes and keep the talent pipeline into your company open and flowing.<\/p>\n","protected":false},"author":2,"featured_media":34545,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","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":""},"categories":[13,16],"tags":[39],"class_list":["post-34542","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-about-gov","category-eligibility-hiring","tag-innovations-2"],"acf":[],"yoast_head":"\n
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