The idea of wholesale reform in the Federal hiring process is a welcome relief to those of us who have encountered the immovable juggernaut that is Federal employment. Nonetheless new rules without proper oversight is sure to result in a less than ideal return on investment. In order for the processes to work the attitude of the employees have to change. My experience has been that the majority of the people in the HR departments for the various agencies are generally disinterested and uninformative when dealing with prospective applicants.
I recently applied for a position where applicants were required to qualifiy on the basis of Specialized Experience OR Education. I happen to have a Juris Doctor yet I recieved a NOR stating I did not meet the minimum qualification. Fortunately I was able to get this issue corrected however my confidence in process going forward has been serverely shaken.
Please ensure that the following factors become the mantra of all your hiring managers and support staff going forward.
Accurately evaluate the applications for all applicants. Some quality assurance resources would be helpful in this regard.
Notify applicants in batches as to the status of their applications. If a candidate was eliminated in week one he or she should not have to wait ontil week 12 to recieve a status update.
CONCISE APPLICATION TIMELINE
Candidates should be notified of the tentative hiring date for a position. There should never be instances in which an announcement closes in April and candidates are still unaware of their status in mid June.
Please have your representative bring some enthusiasm to their day to day interaction with the civilian world. Put a smile in your voice and project confidence and energy.