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It describes how agencies face persistent challenges, including burdensome job announcements, difficult-to-use USAJobs processes, and outdated candidate evaluation methods that can overlook qualified applicants. Drawing on agency leaders’ approaches and interviews, the report outlines practical strategies to strengthen talent planning, improve the candidate experience, and identify the most qualified applicants while addressing workforce and leadership risks.",{"@graph":69,"@context":122},[70,84,105],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":40,"@type":76,"position":81},"https://docshare.wps.com/document/research-report/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/a-time-for-talent-improving-federal-recruiting-and-hiring-august-2020/298293/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":99,"encodingFormat":97,"isAccessibleForFree":100,"interactionStatistic":101},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/a-time-for-talent-improving-federal-recruiting-and-hiring-august-2020/298293.png","ImageObject",300,407,{"name":92,"@type":93},"Ophelia","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-22","2026-09-18",true,{"@type":102,"interactionType":103,"userInteractionCount":44},"InteractionCounter",{"@type":104},"ViewAction",{"@type":106,"mainEntity":107},"FAQPage",[108,114,118],{"name":109,"@type":110,"acceptedAnswer":111},"Why does the report argue that federal recruiting and hiring need improvement?","Question",{"text":112,"@type":113},"It describes a process that is difficult for applicants and often relies on confusing announcements, an unwieldy USAJobs platform, and outdated evaluation methods, resulting in slow hiring and missed qualified candidates.","Answer",{"name":115,"@type":110,"acceptedAnswer":116},"What workforce problems does the introduction highlight?",{"text":117,"@type":113},"It emphasizes an aging federal workforce, retirement waves, skills gaps across agencies, and leadership/institutional knowledge risks that can threaten effective government service.",{"name":119,"@type":110,"acceptedAnswer":120},"What actions does the report recommend agencies take to strengthen hiring outcomes?",{"text":121,"@type":113},"Agencies are encouraged to identify talent needs strategically, recruit more proactively and efficiently, improve the candidate experience, use innovative ways to assess qualifications, and look inward to build the next generation of talent.","https://schema.org",{"og:url":83,"og:type":124,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":126,"canonical":83},"index,follow",{"doc_id":128,"site_id":62},298293,1789754320,{"code":4,"msg":5,"data":131},{"doc_id":128,"user_id":132,"nickname":92,"user_avatar":133,"doc_module":4,"category_id":39,"category_name":40,"doc_title":65,"doc_description":67,"doc_content":134,"file_id":135,"file_url":136,"file_type":137,"file_size":138,"view_count":44,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":139,"language":140,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":141,"faqs":142,"seo_title":143,"seo_description":67,"update_tm":129,"read_time":144,"preview_page_count":4},7971461741311,"https://ap-avatar.wpscdn.com/avatar/74000253aff267980c6?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779345379180704826","A TIME FOR TALENT  \nIMPROVING FEDERAL RECRUITING AND HIRING  \nAUGUST 2020  \nThe Partnership for Public Service is a nonpartisan, nonprofit organization that works to revitalize the federal government by inspiring a new generation to serve and by transforming the way government works. The Partnership teams up with federal agencies and other stakeholders to make our government more effective and efficient. We pursue this goal by:  \n• Providing assistance to federal agencies to improve their management and operations, and to strengthen their leadership capacity.  \n• Conducting outreach to college campuses and job seekers to promote public service.  \n• Identifying and celebrating government’s successes so they can be replicated across government.  \n• Advocating for needed legislative and regulatory reforms to strengthen the civil service.  \n• Generating research on, and effective responses to, the workforce challenges facing our federal government.  \n• Enhancing public understanding of the valuable work civil servants perform.  \nThis report is funded by the S. D. Bechtel, Jr. Foundation. The Foundation supports the Partnership’s vision for a vibrant federal government workforce, enriched by outstanding talent. Visit [sdbjrfoundation.org](sdbjrfoundation.org)  \nExecutive Summary  \nA  \ns our nation works to stop the spread of the deadly coronavirus and blunt the pandemic’s economic fallout, the need for an effective and efficient fed-  \neral government has never been clearer. Indeed, there maybe no institution more important to the health, safety and financial wellbeing of the nation than the federal government.  \nTo deliver for the American people now and in the future, and competently respond to inevitable crises, the government must be able to recruit and hire a world-class workforce. Yet the federal recruiting and hiring process is in drastic need of repair.  \nThe federal government has long struggled to attract the talent it needs, handicapped in part by a General Schedule pay system that makes it difficult to compete with the private sector. Too often, the applicant experience is miserable, plagued by confusing job announcements, a USAJobs platform that is difficult to use, and a cumbersome hiring process that can take months to complete. Even after collecting resumes, agencies rely too frequently on outdated methods to evaluate candidates, causing them to overlook the most qualified.  \nWhile there are a number of well-documented steps that Congress and the Office of Personnel Management could take to reform the recruiting and hiring process, agencies can do a great deal on their own.1  \nMade possible by generous support from the S. D. Bechtel, Jr. Foundation and informed by interviews with human resources leaders in government and the private sector, this report describes approaches that agency leaders and human resources specialists can take right now to strengthen the federal workforce.  \nParticularly as new staff are added to deal with a range of issues stemming from the coronavirus pandemic, agencies should:  \n• Strategically identify their talent needs for both today and tomorrow.  \n• Recruit more effectively and efficiently by being proactive, promoting their brand, keeping in touch with former employees and targeting young people.  \n• Ensure that they hire the best applicants by creating a better candidate experience and using innovative techniques to identify who is most qualified.  \n• Look inward for the next generation of talent.  \nThis report describes what these strategies look like in practice, sharing replicable examples from across the federal government.  \n1 Most recently by the National Commission on Military, National, and Public Service,“Inspired to Serve,” March 2020. Retrieved from [https://bit.ly/31MwIfP](https://bit.ly/31MwIfP)  \nA TIME FOR TALENT 1  \nIntroduction  \nI n March 2019, the Government Accountability Office  \nunveiled its “High Risk List,” a biannual assessment of  \nthe federal programs and o","cbCairL2JvF0s2jv","https://ap.wps.com/l/cbCairL2JvF0s2jv","pdf",1057817,28,"English","# Executive Summary\n# Introduction\n## High Risk List and workforce risk\n## Skills gaps and retirement pressures\n## Recruitment and onboarding time challenges","[{\"question\":\"Why does the report argue that federal recruiting and hiring need improvement?\",\"answer\":\"It describes a process that is difficult for applicants and often relies on confusing announcements, an unwieldy USAJobs platform, and outdated evaluation methods, resulting in slow hiring and missed qualified candidates.\"},{\"question\":\"What workforce problems does the introduction highlight?\",\"answer\":\"It emphasizes an aging federal workforce, retirement waves, skills gaps across agencies, and leadership/institutional knowledge risks that can threaten effective government service.\"},{\"question\":\"What actions does the report recommend agencies take to strengthen hiring outcomes?\",\"answer\":\"Agencies are encouraged to identify talent needs strategically, recruit more proactively and efficiently, improve the candidate experience, use innovative ways to assess qualifications, and look inward to build the next generation of talent.\"}]","A TIME FOR TALENT - Improving Federal Recruiting and Hiring - August 2020 | PDF",71]