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By: FEDweek StaffThe Defense Department’s talent acquisition problem “extends well beyond STEM hires” that have drawn special attention and overall must change to take into account long-term workforce planning and not just present needs, a review by a Defense Business Board group has found.
Like many assessments of federal hiring in general, the review said factors hampering recruiting of civilian employees for DoD include that the components have differing approaches; that HR specialists have other competing responsibilities; that many HR centers “lack sufficient budget” for outreach; that it involves “complicated hiring authorities, unique job codes and pay scales”; and that the time to hire is a month longer than the private sector average.
Recommendations included that DoD (in the review’s words):
* Formally recognize a corps of civilian recruiters to source, assess, cultivate, and recruit talent the department needs.
* Establish an authoritative source to catalog all DoD partnership, internship, educational, and scholarship programs for recruiters to use.
* Provide information to military recruitment centers on how to connect those who are ineligible for military service with civilian service recruiters.
* Improve workforce planning to understand needs of future workforce.
* Use artificial intelligence to mine and analyze data that identifies where the highest quality hires originate.
* Cultivate pipeline(s) through outreach to seek, attract, connect and engage candidates and current employees using recruiters.
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