Plan

Plan before a hiring need is identified by developing workforce, succession, and staff acquisition plans that detail the number of new hires required, as well as the knowledge, skills, and abilities necessary in the workforce to fulfill the mission. Identify how the agency will find, attract, develop, and retain the required workforce, and make budgetary and resource decisions to support these efforts.

Things to Consider

• Workforce planning is the systematic process for identifying and addressing the gaps between the workforce of today and the human capital needs of tomorrow.
• Review workforce succession and staff acquisition plans; identify resources available and sources for recruitment.
• Identify knowledge, skills, and abilities required and on hand, and identify gaps and/or imbalances that need to be addressed.
• Promote active participation by hiring managers in the hiring process. (For more information about this, see the Mythbuster below.)
• Create a job analysis to develop this understanding by examining the tasks performed in a job, the competencies required to perform those tasks, and the connection between the tasks and competencies.
• Periodically review workforce competencies to assess gaps.

Hiring Mythbuster

Myth: Hiring managers should refrain from becoming too involved in their hiring actions to avoid any appearance of impropriety in the hiring process.

Fact: There are many ways that hiring managers can and should be involved in the hiring process to help ensure a superior outcome. This includes working closely with HR before the job opportunity announcement (JOA) is posted to:

• Ensure the position description is accurate and up to date;
• Complete a job analysis to identify the critical competencies needed in the position;
• Participate in identifying/developing the assessment tool (e.g., structured interviews, writing samples, tests) that will be used to screen for a passing grade and evaluate candidates’ relative level of knowledge, skills, and abilities;
• Develop a recruiting strategy; and
• Ensure that the JOA accurately describes the duties of the position and competencies and experience required in an easy-to-understand and appealing manner.

After the applicants are assessed and the referral list is issued, the hiring manager should actively engage in considering top candidates and making the selection.

Plays for Hiring Planning

• Update existing and/or develop new hiring materials — especially if the agency has not advertised this kind of position recently — to include position descriptions, job analysis, competencies, and assessment tools.
• Identify occupations that are experiencing particular hiring challenges and focus on root cause analysis and problemsolving in those areas.
• Plan for and identify appropriate pipelines for early career talent, including bolstering Federal paid internship programs.
• Consider the available work/life balance flexibilities, which may include telework and remote work.
• Create targeted outreach and recruitment strategies that support your agency’s diversity, equity, inclusion and accessibility (DEIA) strategic plan.