The feature article by Timothy D. Howell cites the need for government recruiters to be proactive in their search for top talent. "Employers must be aggressive and treat recruiting as a meaningful and sustainable strategy for success," he writes.
Your agency's recruiting process should begin long before there is a job opening, Howell writes. It starts with a true assessment and evaluation of the existing environment and culture. How welcoming is the workplace to your current employees each day? These men and women and their vast networks can become your greatest recruiters.
In the second feature, Jon Wolper examines how agencies can attract and recruit Millennials. He writes that "the government recognizes it needs to bring in young talent—and its current tactics aren't passing muster for a fast, tech-savvy generation."
The key to attracting and retaining Millennials is to show you care about them and their development. "When Millennials feel that they're being treated as a resource that can be dropped when they're no longer needed, it becomes impossible to build loyalty. But if the loyalty is there, so are the Millennials," Wolper writes.
The federal workforce is in crisis mode. It has a hard enough time competing for good talent with the private sector, but it also must change its recruiting tactics and become proactive in its search for top employees.
This issue also introduces you to Jim Read of the U.S. Merit Systems Protection Board and takes a good look at the Pay for Success program.
There is something for everyone in this issue. You will gain new insights and tools to work smarter and more productively in your agency mission.
Paula Ketter
Editor, The Public Manager
[email protected]
