{"id":25241,"date":"2022-12-13T19:10:50","date_gmt":"2022-12-13T19:10:50","guid":{"rendered":"https:\/\/staging.sightlinemg.com\/federaltimes\/uncategorized\/2022\/12\/13\/federal-human-capital-officers-see-success-in-bulk-hiring-tactics\/"},"modified":"2026-08-08T05:06:36","modified_gmt":"2026-08-08T05:06:36","slug":"federal-human-capital-officers-see-success-in-bulk-hiring-tactics","status":"publish","type":"post","link":"https:\/\/staging.sightlinemg.com\/federaltimes\/management\/hr\/2022\/12\/13\/federal-human-capital-officers-see-success-in-bulk-hiring-tactics\/","title":{"rendered":"Federal \u2018Human Capital\u2019 officers see success in bulk hiring tactics"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">WASHINGTON \u2014 Efficiency, selectivity and speed are New Year\u2019s resolutions for the government\u2019s \u2018people\u2019 teams.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The interagency Chief Human Capital Officers Council met on Dec. 13 to reflect on initiatives and share outlooks for 2023. Leaders reported success in hacking recruitment through multi-agency and \u201cbulk\u201d hiring strategies, which put an emphasis on streamlining efforts and making the bureaucracy work for candidates.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Against the backdrop of <a href=\"https:\/\/www.bloomberg.com\/news\/articles\/2022-12-07\/tech-layoffs-2022-tracker-these-companies-are-making-big-job-cuts\" target=\"_blank\">private-sector layoffs<\/a> this quarter and secure long-term federal funding for tech and infrastructure jobs in government, agencies are hoping to sop up job-hungry applicants.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">One way to do that is through use of shared certificates, or lists of qualified candidates that can be distributed to other agencies that have similar vacancies. <a href=\"https:\/\/www.chcoc.gov\/sites\/default\/files\/Competitive%20Service%20Act%20-%20Shared%20Certificates%20Q%26As.pdf\" target=\"_blank\">Legislation in 2016<\/a> authorized heads of federal agencies to share a pool of candidates with other departments in an effort to reduce duplicated efforts.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cOne of our top priorities has been to help shift the federal hiring process away from one job announcement and one hire to pooled actions where we have lots of people getting hired off of a single hiring certificate,\u201d said Roseanna Ciarlante, who is the acting manager of the hiring experience group at the Office of Personnel Management, during the meeting.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">The Department of Agriculture hired 39 human resources specialists off of one agency certificate, said the agency\u2019s Chief Human Capital Officer Anita Adkins.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">In one example last year, Ciarlante said multiple agencies made a total of 100 selections from a single hiring action for data analysts.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">OPM has done this before, Ciarlante said. The difference now is more focused criteria for people to make the cut through skills-based hiring tools, like subject-matter expert qualification assessments and USA Hire tests.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">This involves having advisors with specific know-how assess qualification early in the hiring process, whether by reviewing resumes or screening interview transcripts. The U.S. Digital Service, a technology unit housed within the Executive Office of the President, helped pilot this idea in 2019 and found SMEs can <a href=\"https:\/\/www.usds.gov\/projects\/smeqa\" target=\"_blank\">cut selection time nearly in half. <\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Do degrees still matter to federal employers?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Effectively, government is pivoting away from assessing candidates solely based on what degree they hold. To be sure, education will still be a consideration, just not the only consideration.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cThe focus should be on what applicants can do, not where they learn to do it,\u201d said April Davis, who oversees assessment qualifications and organizational job design policy at OPM.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Prior to this year, a majority of OPM traditional assessments measured technical skills by asking candidates to self-rate on a scale and answer questions related to their previous work experience.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cThis allowed us to capture the applicants\u2019 technical skills however, we did not capture nor validate the soft skills necessary to perform those tasks,\u201d said OPM\u2019s <a href=\"https:\/\/beta.chcoc.gov\/content\/carmen-garcia\" target=\"_blank\">CHCO Carmen Garcia <\/a>at the council meeting.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">To round that out, Garcia said OPM mandated the use of USA Hire assessments if they were available for the series and the grade combination. According to the <a href=\"https:\/\/www.opm.gov\/services-for-agencies\/assessment-evaluation\/usa-hire\/#url=Assessments\" target=\"_blank\">agency<\/a>, these are available for 133 federal job series from entry level to senior level and assess general competencies, as well as others like stress tolerance and interpersonal skills.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For this quarter, more than 70% of vacancies were using USA Hire assessments, Garcia said.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Improving <a href=\"https:\/\/www.federaltimes.com\/thought-leadership\/2022\/12\/13\/hud-experience-shows-faster-onboarding-wont-fix-fed-recruitment-woes\/\" target=\"_blank\">time-to-hire <\/a>has also been a priority in reforming talent acquisition. OPM Director Kiran Ahuja highlighted improvements for infrastructure jobs in particular, which are filled, on average, seven days quicker than other occupations.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As part of implementing the <a href=\"https:\/\/www.whitehouse.gov\/bipartisan-infrastructure-law\/\" target=\"_blank\">Bipartisan Infrastructure Law,<\/a> which passed its first anniversary last month, nearly 3,500 new employees were brought on in 90 distinct occupations across government. The aim is to replicate that number next year, Ahuja said.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">At large, HR staffing levels have <a href=\"https:\/\/www.mspb.gov\/studies\/publications\/State_of_the_Federal_HR_Workforce_Changes_and_Challenges.pdf\" target=\"_blank\">recovered somewhat<\/a> since the 1990s, but have declined as a proportion of permanent full-time workers.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As of 2018, agencies averaged approximately one HR employee providing service to 48 agency employees, up from roughly 41 in 1990.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Strategic human capital management is still in the red zone, as it has been for years, watchdogs reports said. Since 2001, the <a href=\"https:\/\/www.gao.gov\/high-risk-list\" target=\"_blank\">Government Accountability Office<\/a> said skill gaps have posed a high risk to the federal government and certain aspects worsened since 2019.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u201cWe are an employer competing for talent,\u201d said Jason Miller, deputy director of OMB and vice chair of the CHCO Council. \u201cIt\u2019s important that we remember that.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Surge hiring has been a way for agencies to streamline their efforts and get roles filled 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