SLIDE 1
ACT-IAC Evolving the Workforce Community of Interest Topic: Fair and Effective Hiring:
Are Different Outcomes Possible?
June 11, 2020
SLIDE 2 ACT-IAC Evolving the Workforce COI Leadership Team
Andrew McCoy, Industry Chair Terri Shaffer, Government Chair Christina Vay, Government Vice-Chair Deb Tomchek, Industry Vice-Chair Robert Clarke, Communications Chair Austin Crittendon, Programs Chair Craig Petrun, Knowledge Capture Chair Renee Courtland, Shared Services Liaison
SLIDE 3 Fair and Effective Hiring: Are Different Outcomes Possible?
Stephanie Grosser// June 2020
SLIDE 4 In the competitive service, hiring managers
- ften receive certifications without truly qualified
applicants to select.
PROBLEM STATEMENT
SLIDE 5 In the competitive service, hiring managers
- ften receive certifications without truly qualified
applicants to select.
WHAT GETS BLAMED
veterans preference USAJOBS HR personnel OPM serial appliers/volume Millennials don’t want government work
SLIDE 6
Qualified applicants can’t get through.
SLIDE 7 Complete a self- assessment questionnaire
“I’m an expert!”
Cut & paste
Keywords into a “federal resume”
How are you deemed qualified today?
SLIDE 8
Occupational questionnaire
SLIDE 9 Mixed quality certificate HR resume review + applicant self-assessment Up to 90% found “qualified”
PROBLEM // everyone is qualified
SLIDE 10
Bring back a passing score examination.
Resume Exam Preference Certificate
SLIDE 11
You are allowed to make applicants prove that they are qualified.
SLIDE 12
5 U.S. Code §3309
A preference eligible who receives a passing grade in an examination for entrance into the competitive service is entitled to additional points
SLIDE 13
THE ORIGINAL CIVIL SERVICE TEST
SLIDE 14
USA HIRE
SLIDE 15
North Star: Make Hiring Fair
PROBLEM // PRIMARY FOCUS
SLIDE 16 These numbers are for illustration purposes
PILOT // WHAT WE TESTED
SLIDE 17 How do we get this right?
- 1. Set the minimally qualified bar accurately
- 2. Have an accurate job announcement
- 3. Create pass/fail assessments to make sure
applicants meet the bar that was set.
SLIDE 18 2210 IT Specialist Required Competencies OPM Qual Standards HHS Job Analysis DOI Job Analysis Attention to Detail Oral Communication Problem Solving Customer Service IT Practices Technical Communication Analytical Ability Stakeholder Engagement Managing Without Authority Technical Operations Security and Policy Communication and Collaboration Customer Service and Support
Set the minimally qualified bar accurately
SLIDE 19 Private Sector Pilot Typical USAJOBS
We released a new JOA template that is shorter and more accurate.
Have an accurate job announcement
SLIDE 20
Have an accurate job announcement
SLIDE 21 PILOT // ENABLE PASS FAIL TESTS
- Limit resume review to 2-3 pages
- Write only enough to retrace decision
- Experts assess which applicants to interview
- Progressive interview hurdles
- One SME per phone interview
- HR manages process and reviews all justifications
SLIDE 22 HHS DOI 165
applied
94
First Interview
224
applied
67
First Interview
37
Second Interview
25
Qualified (13 offers)
51
Second Interview
36
Qualified (7 offers)
8
SMEs
8
SMEs
2
HR
2
HR
+ +
PILOT // RESULTS
SLIDE 23 PILOT // IMPACT
“This is the best way to find and hire a qualified veteran. We can’t wait to bring them on.”
BASELINE
%
PILOT
%
Of applicants were found qualified, zero were selected. Of applicants were found qualified, thirteen were selected
SLIDE 24
PILOT // RESULTS
SLIDE 25
PILOT // RESULTS: RESUME LENGTH
SLIDE 26
Is it worth the time?
SLIDE 27 Public job announcements with selections
WHAT’S YOUR BASELINE? PILOTS
Public job announcements with multiple selections
INCREASE SPEED // IS IT WORTH IT?
SLIDE 28 What if HR had independently conducted min quals?
HHS Shared Service 1 Shared Service 2 SMEs Percentage Qualified 74% 68% 63% DOI Shared Service 1 Shared Service 2 SMEs Percentage Qualified 75% 26% 35%
SLIDE 29 EPA CMS 112
applied
31
Written Prompt
251
applied
47
Written Prompt
15
Interview
13
Qualified ( 10 offers)
15
Interview
8
Qualified (4 offers)
4
SMEs
8
SMEs
1
HR
4
HR
+ +
Add Alternative Pass/Fail Assessments
4: TWO ASSESSMENT HURDLES
SLIDE 30 First round pilots Second round pilots
INCREASE SPEED // AMOUNT OF TIME IT TOOK FOR ROUND 1 AND 2
SLIDE 31
What if….every applicant who qualified got hired?
SLIDE 32
30 positions, 14 bureaus, 9 agencies 1 application
GOV-WIDE CUSTOMER EXPERIENCE HIRING PILOT
SLIDE 33
SLIDE 34 9
Agencies
844
applied
124
Async Interview
77
Phone Interview
44
Qualified
20
SMEs
1
HR
+
Government-Wide: Customer Experience Specialist
4: TWO ASSESSMENT HURDLES
SLIDE 35 5- What can we stop doing?
Shift the focus to effective hiring
new job series Use a generic series (301)
SLIDE 36 5- What can we stop doing?
Shift the focus to effective hiring
Re-classify PDs Job analysis links a standard PD to an accurate announcement
SLIDE 37 5- What can we stop doing?
Shift the focus to effective hiring
Cancelling DE Certs Get it right the first time
SLIDE 38
“Culture Eats Strategy for Breakfast.”
SLIDE 39 The SME Qualification Assessment used subject matter experts (SMEs), in partnership with HR specialists, to conduct resume review and structured interview assessments before determining an applicant was qualified and applying veterans’ preference.
https://www.chcoc.gov/content/improving-federal-hiring-through-use-effective-assessment-strategies-advance-mission
CULTURE CHANGE // SEPT 13 OPM MEMO ON EFFECTIVE ASSESSMENTS
- 2. Subject Matter Expert Involvement
A common myth about assessments is that determining minimum qualifications and rating and ranking applicants can only be done by Human Resources (HR) staff. In fact, OPM guidance indicates that it is entirely appropriate – and encouraged – to use Subject Matter Experts (SME) outside of HR, with diverse backgrounds and relevant experiences, to work with HR to perform determinations of whether applicants are qualified.
SLIDE 40 CULTURE CHANGE // DE HANDBOOK: JUNE 2019 UPDATE Scenario 5: Multiple Assessments – Cumulative Score (using a passing score)
If the applicant meets minimum qualification requirements, including any selective factor, then the applicant is eligible to take the assessments. If the applicant fails the assessment battery, the applicant is not eligible and is notified of ineligibility for further consideration
page 5-23
SLIDE 41
CULTURE CHANGE // DE TRAINING SLIDES
SLIDE 42
PILOT // CAP Funds to Help Agencies
SLIDE 43
PILOT // Launched SME-QA Website
SLIDE 44
What if….the technology enabled what HR thought was illegal?
SLIDE 45
4- SME Resume Review Tool
SLIDE 46
4- SME Resume Review Tool
SLIDE 47
The Applicant Experience
SLIDE 48
Who are we solving for?
Government
Too much volume Too easy to apply Avoid USAJOBS Easy Elimination Serial appliers Increase barriers to entry Need for AI
SLIDE 49
Who are we solving for?
Applicants
How do we recruit What will attract applicants Decrease barriers to entry Make it easier to apply Benefit of the doubt Personalized experience Avoid AI
SLIDE 50 Questions?
Stephanie Grosser: sgrosser@omb.eop.gov
SLIDE 51
Join us at the our next virtual meeting July 9, 2020 Guest Speaker: Debra Wada Vice Chair Military Service National Commission on Military, National and Public Service
