Monster Government Solutions was informed on April 7, 2022 that our federal talent acquisition system, Monster Hiring Management Enterprise (MHME), has officially received FedRAMP agency authorization through GSA, the agency sponsor. This means that MonsterGov’s federal agency customers currently using MHME will be able to leverage the FedRAMP agency authorization to issue their own system authorizations for a standardized and streamlined approach to meeting federal security standards. Being able to offer a systematic approach to addressing security needs will help our customers build trust with their stakeholders and the MonsterGov team is thrilled to announce this latest offering.
May 2, 2022
Orginially published on Federal News Network
Federal agencies typically struggle to hire and retain qualified candidates. Part of it is the stiff competition from the private sector, which often has the advantages of higher pay and cutting-edge technology to entice applicants. But the federal hiring process is also notoriously lengthy, opaque and subjective, which can prevent highly qualified applicants from pursuing a job, let alone getting selected for a vacancy.
That last issue is what the June 2020 Executive Order on Modernizing and Reforming the Assessment and Hiring of Federal Job Candidates seeks to resolve. The EO directs agencies to rely less on college degrees, and more on skills and competency-based hiring assessments. The Office of Personnel Management has extended the deadline for complying with this EO twice. Current guidance states that the EO must be implemented for at least 50 percent of jobs by May 30, 2022. Full compliance is expected by the end of the year.
But implementing hiring assessments for the sake of federal compliance shouldn’t just be a check off the list. “Agencies have an opportunity to realize the true potential and power of better assessing candidates for the nation’s largest workforce – and for some of the most mission-critical jobs,” said Shannon Kobus, manager of Industrial/Organization Psychology Services at Monster Government Solutions.
By Sally and Anthony
The White House issued an Executive Order (EO) on Modernizing and Reforming the Assessment and Hiring of Federal Job Candidates that will change the way federal agencies hire moving forward. These changes don’t have to be intimidating! Our experts at Monster Government Solutions examined this EO and compiled the key takeaways and how it will impact agencies in the months ahead.
This Executive Order highlights the desire to modernize and change how federal agencies hire their candidates.
The ultimate goal of these changes is to have greater applicant differentiation. Applicants will still need experience directly related to the position and must provide examples on their resumes to address that experience. For jobs that require a specialty degree, like in the science or health fields, they will still require pertinent degrees. However, reviewers should not be relying solely on a college degree to confirm if an applicant has the specific skill sets required to optimally perform in a position. That’s where a smarter assessment strategy and better applicant assessment tools can really help.
Hiring fresh-out-of-schoolers requires some patience and ingenuity. Try these strategies.
Graduation season is around the corner, and while some almost-grads have jobs lined up, others are hungry for work. (After all, three out of four in the class of 2018 graduated without a job.)
But getting your organization in front of college graduates—and weeding through the crush of applicants that may be coming your way—takes a special approach.
“Come May, there are two million students who are out there that are unemployed,” says Jill Tipograph, co-founder of Early Stage Careers, a career coaching service for young people. “It’s a very competitive and oversaturated market.”
Try these tactics to add new blood to your team:
By: Susan Fallon Brown, VP Global Strategy and Business Development, Monster and Military.com
May 6, 2019
It’s no secret—the current labor market is stronger than it has been in years. Employers are in hot pursuit of the right fit for their open positions but may be overlooking one of our most capable and untapped talent communities: military spouses.
Military spouses represent an incredible depth of technical skills and capabilities and bring to the table an added level of diversity, resiliency, determination, focus and leadership skills—all of which can help accelerate an organization’s ability to meet its business goals and objectives.
Unfortunately, as documented in recent studies from Blue Star Families and the US Chamber of Commerce, military spouses are unemployed at four times the national unemployment rate.
Even more of these spouses are underemployed—working in part-time or seasonal jobs while seeking a full-time role, accepting positions that require less skill or responsibility than previous roles, or being hired into jobs those that don’t fully utilize their education or experience.
At Monster and Military.com, we spend a lot of time connecting with veterans and their families to discuss employment opportunities and career challenges.
By Susan Fallon Brown
Byline Originally Posted on Government Executive
April 18, 2019
When it comes to recruiting top talent, federal agencies may have a hard time competing with the private sector on compensation and efficiency of the hiring process, but most have one great advantage: mission. Government employees are scientists, investigators, analysts, and attorneys. They’re researchers trying to cure cancer; engineers working to launch rockets to Mars; cybersecurity specialists fighting digital threats, and medical professionals providing services to veterans.
In a world where people want to feel as if they’re contributing to a greater cause, there’s no better place to look for mission-driven work than a government agency. Job seekers of all ages place higher value on an organization’s mission than other factors—42% of federal employees indicated in a recent survey. And good news for the government trying to attract younger workers: nearly half of millennials say they want to work for an employer because of its mission-driven work.
List reveals companies leading the way in recruiting and retaining veteran talent, while a new monster survey underscores the need for employer best practices.
WESTON, Mass., November 5, 2018 – In advance of Veterans Day, Monster and Military.com convened a panel of veteran employment experts to identify the top 10 employers demonstrating extraordinary success in veteran hiring and retention. Additionally, Monster conducted its exclusive 2018 Veteran Hiring** survey to help all employers better understand what they can do to attract this important source of diversity talent.
“Veterans are a highly skilled talent pool,” said Bob Melk, Chief Commercial Officer at Monster, which together with Military.com is the premier recruiting solution provider for veterans and employers in the United States. “There is no question about the value those who have served can bring to our civilian workforce and economy. All of the companies highlighted on this year’s list recognize that value, and are leading the way with programs and innovative initiatives. Along with the results from our survey, we hope this information will inspire and motivate other employers to strengthen their ranks with veteran talent.”
As the need for talent is increasing, competition from the private sector is growing fiercer.
By Susan Fallon Brown
Byline Originally Posted on Government Executive
October 31, 2018
Employers across the country are facing critical skills gaps, and the federal government is no exception.
Missions are evolving quickly and agencies need new talent to keep the nation safe and deliver critical services. We talk a lot about the tech talent gap and the need for more cyber pros and data scientists, but government also has needs in areas like public health and federal law enforcement. Unfortunately, as the need for specialized talent is increasing, the competition from the private sector for hiring that talent is growing fiercer.
It’s time for a reality check: Talented people have options. These highly sought-after pros are heavily pursued by the private sector. Agencies are typically competing against higher salaries, corporate recruiters with compelling advertising campaigns, and a faster hiring process.
According to the Office of Personnel Management, the average hiring time for federal personnel is 106 days. This time lag can perpetuate the lack of trust employees have in their HR team’s recruitment capabilities. The most recent Federal Employee Viewpoint Survey, released late last week, revealed that just 42 percent of federal employees felt their team had the ability to recruit people with the right skills. In addition, the time it takes to hire personnel—typically more than three months—causes federal agencies to lose out on viable candidates who cannot wait that long to take new job opportunities.
These are major workforce challenges that the current administration is trying to change. In the president’s management agenda, the Office of Management and Budget called on agencies to re-evaluate their current HR processes and technology in support of establishing the “workforce of the 21st century.”
In its 2019 budget proposal, the White House noted that “the private sector continually finds new ways to evolve human capital management programs to maximize the return from their most valuable asset: their people. The federal government should do no less.”
To evolve workforce strategies and remain competitive with the private sector, federal agencies need to overcome four common challenges in federal recruiting: