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Federal agencies need to improve hiring flexibility in battle for IT talent

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Federal agencies face more than a wage-scale disadvantage when competing with commercial firms for technology talent. They also have to overcome rigid hiring rules which tend to disqualify promising candidates and discourage others from seeing a path for growth, say private sector workforce experts.

Those hurdles are hardly new to government. However, they’re becoming more formidable as a broader U.S. shortage of technology and cybersecurity workers continues to hobble federal agency efforts to modernize their aging IT systems.

“While the federal government is continuously tackling our nation’s most critically important issues, which traditionally attract talented applicants, many agencies still rely on outdated business processes and technologies to hire — an experience that doesn’t reflect the dynamic importance of the mission,” observed Susan Fallon Brown, vice president of global strategy and business development for Monster Government Solutions. Fallon Brown’s team delivers software and services to help agencies find, hire, and onboard the best talent.

The Ultimate Guide to College Grad Hiring

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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:

An Underutilized Resource for the Talent Shortage: Military Spouses

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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.

Mission Matters: Why Your Agency Brand is Key to Recruiting Top Talent

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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.

IntelliDyne Named Winner of the 2018 NVTC Veterans Employment Initiative Veteran Service Award

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CACI International and PenFed also recognized as finalists at NVTC’s Dec. 3 Tech 100 party

TYSONS CORNER, Va. — December 4, 2018 — The Northern Virginia Technology Council (NVTC) Veterans Employment Initiative (VEI), along with Monster and Military.com, announced today that IntelliDyne, LLC is the winner of the third annual Veteran Service Award.

The VEI Veteran Service Award is sponsored by Monster and Military.com, the premier recruiting solution providers for veterans and employers in the United States, and honors NVTC member companies who have demonstrated a superlative level of engagement with the VEI and support for the Veteran community. IntelliDyne, LLC, a Virginia Values Veterans (V3) certified company, was selected for the focused engagement of its talent acquisition team, and for creating unique opportunities to connect with job seeking Veterans and military spouses. Additionally, IntelliDyne has been a consistent leader in supporting the larger Veteran and military family community.

In addition to IntelliDyne, LLC, CACI International, Inc. and PenFed were also finalists for the award.

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