Insight By LinkedIn

Data driving agencies toward new, better recruiting approaches

Only about 42 percent of federal employees answering the governmentwide survey say they are satisfied with how their agency hires people with the right skills.

When you dive down into the specific agencies, the news doesn’t get much better.

The National Science Foundation and NASA are on the top end of the satisfaction spectrum at 61 percent and 57 percent, respectively, about being happy with who is hired. On the other side of the table are a host of other agencies stuck in the mid-30 percent area such as DHS, Treasury, SSA and Agriculture.

This dissatisfaction is only made worse when you look at the time to hire employees. The Obama administration launched a goal in 2010 to reduce how long it took to bring on a new employee down to 80 days on average. After nearly eight years, OPM reported last year that the time to hire remained at over 100 days and is creeping up.

The workforce goal under the PMA focuses on three broad areas, including creating a simple and strategic hiring process. That subgoal includes six objectives including:

  • Making it easier to recruit top talent, reducing the time it takes to complete the hiring cycle from recruitment to onboarding.
  • Improving the ability to differentiate applicants’ qualifications, competencies, and experience.
  • Developing the capacity and skills of HR professionals to better serve customers.
  • Adding hiring process automation

What can agencies do to move beyond the “post and pray” approach and develop strategies that are proactive, strategic and data driven?

How can agency hiring managers and chief human capital officers adapt to the changing demands of the modern talent acquisition landscape in order to build the federal workforce of tomorrow?

Recruiting Strategies

We recognize that today we have to first of all capitalize what digital marketing and advertising does for us. Our presence is not necessarily in all of the places we want to recruit from so digital marketing and advertising allows us to really expand our reach.

The Human Side to Recruitment

Often an individual has to see themselves in that environment and see that it’s a comfortable culture for them so we’ve had a lot of luck in a day long immersion experience for our candidates.

Recruitment Flexibility and HR Staffing Changes

The world is continuing to be separated by haves and have nots as competition gets more and more intense. The haves are the ones that can be nimble in a highly technological, fast-paced environment and are able to manipulate data for insights and a competitive edge.

Listen to the full show:

Panel of experts

  • Ellen Ardrey

    Associate Director of Support, National Geospatial-Intelligence Agency

  • David Schlendorf

    Assistant Director of Human Resources Division, Federal Bureau of Investigation

  • Cynthia Miller

    CHCO and Chief of Human Resources, National Security Agency

  • Dr. Robert Smith

    Director of National Recruitment, Customs and Border Protection

  • Angela Bailey

    Chief Human Capital Officer, Department of Homeland Security

  • Michael Cirrito

    General Manager, LinkedIn Government Practice

  • Jason Miller

    Executive Editor,