On December 23, 2022, the FedRAMP Authorization Act was signed into law by the President as part of the FY23 National Defense Authorization Act (NDAA). According to FedRAMP, “The Act codifies the FedRAMP program as the authoritative standardized approach to security assessment and authorization for cloud computing products and services that process unclassified federal information.”
In honor of the 20th anniversary of the E-Government Act (2002), Shared Services Leadership Coalition invited a series of prominent figures to reflect on their role of this historical legislation. SSLC Founder, John Marshall, interviewed Melissa Wojciak, currently VP of Government Relations for Monster, on her perspective as Staff Director for the U.S. House Committee on Government Reform and Oversight (2001-2006) and the progress that’s been made toward government advancement, innovation, and shared services.
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 Executive Order (EO) 13932 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.
Executive Order 13932 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.