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Helping develop more creative marketing materials for in person events and career fairs. Cohesive brand and marketing materials to stand out to candidates. What people take with them can go a long way for thinking about the agency later.

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How to determine who can help make small changes to agency sites to help them look and feel more attractive to candidates. Small cvhanges can make aa big impact.

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Developing better recruitment strategies for where to source and engage tech and ai candidates

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Workforce planning resources are minimal, and there is no culture of forecasting recruitment needs at the agency. This leads to consistently throwing last ditch efforts at recruitment when vacancies arise

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Attending job fairs at the universities that are known for technology for entry positions.

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Standardized federal communication requirements result in recruitment websites that fail to appeal to job seekers with experience in private sector technology roles.

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Hiring managers seem to know what they want in a candidate, but are not willing to do the work necessitated to obtain quality talent.

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Getting creative and thinking outside the box when and where JOAs are posted

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Long hiring process times lead to loss of potential talent as candidates find positions elsewhere while waiting.

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There is a lack of consistency between the job titles assigned to federal positions and the diverse technology job titles commonly used in the private sector

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Lengthy time-to-hire and the lack of well-qualified candidates suggest a the need for more detailed strategic recruitment discussions up front.

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Providing vacancy openings in different website’s like Linked In, etc.

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We seem to have no problem finding tech talent but are challenged with qualifying them for jobs that they seem have experience in.

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HR Leadership feels they are leading the way with improving the hiring experience, when in actuality, they are resistant to most changes or alternative ways of thinking/operating.

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The demographics of candidates that apply to our vacancies suggest that we are not known by a broader audience.

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Problem Statement: Current internal communication gaps lead to inconsistent messaging and lower candidate engagement.

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Challenge Statement: Current internal communication gaps lead to inconsistent messaging and lower candidate engagement.

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Round 2

Draft Plays (10 min):

As a small group - talk through the problems and brainstorm what an actionable play could be

Comment under the problem statements with draft concepts for a “Play” , one under each header, that would solve the problem based on information, strategies, or tactics you are learning from this course.

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1. Under each header in the Padlet (10 min):

Identify a Challenge statement that could be developed into a “Play”