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Traditional hiring practices often prioritize credentials like degrees and years of experience, potentially overlooking skilled candidates who lack conventional qualifications. This approach can limit access to diverse, high-potential talent, narrowing the organization’s pool of technical expertise and perspectives.

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Traditional hiring practices often prioritize credentials like degrees and years of experience, potentially overlooking skilled candidates who lack conventional qualifications. This approach can limit access to diverse, high-potential talent, narrowing the organization’s pool of technical expertise and perspectives.

# data[].attributes.custom_properties.Fcu0o4YQ
Beyond the Resume: Prioritizing Skills Over Credentials in Tech Hiring

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Hiring managers often know the qualities they seek in a candidate but may not prioritize the hiring process, leading to delays and missed opportunities to secure top talent.

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Hiring managers often know the qualities they seek in a candidate but may not prioritize the hiring process, leading to delays and missed opportunities to secure top talent.

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Prioritizing for Impact: Helping Hiring Managers Capture Top Talent Efficiently

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The hiring process struggles to meet the 80-day timeline due to high application volumes and extended review times by hiring managers. When application limits are imposed, candidate quality can suffer, but without limits, while more qualified candidates are identified, the need for certificate extensions further prolongs the process, resulting in delayed hiring and missed opportunities.

# data[].attributes.subject
The hiring process struggles to meet the 80-day timeline due to high application volumes and extended review times by hiring managers. When application limits are imposed, candidate quality can suffer, but without limits, while more qualified candidates are identified, the need for certificate extensions further prolongs the process, resulting in delayed hiring and missed opportunities.

# data[].attributes.custom_properties.Fcu0o4YQ
Balancing Speed and Quality: Managing Application Volume to Meet Hiring Timelines

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Consistent & informative communication between the tech hiring community and government stakeholders is essential, yet infrequent communication lead to misaligned expectations, slowed decisions, and missed opportunities to engage top tech talent.

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Consistent & informative communication between the tech hiring community and government stakeholders is essential, yet infrequent communication lead to misaligned expectations, slowed decisions, and missed opportunities to engage top tech talent.

# data[].attributes.custom_properties.Fcu0o4YQ
Enhancing the Technology Hiring Experience with Targeted Communication Strategies 

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Current recruitment strategies, focused primarily on job fairs, limit our ability to source and engage potential tech and AI applicants. To attract top talent, we need a broader, more targeted approach that leverages diverse channels and meets candidates where they are in the tech ecosystem.

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Current recruitment strategies, focused primarily on job fairs, limit our ability to source and engage potential tech and AI applicants. To attract top talent, we need a broader, more targeted approach that leverages diverse channels and meets candidates where they are in the tech ecosystem.

# data[].attributes.custom_properties.Fcu0o4YQ
Broadening Outreach: Leveraging New Channels to Attract Top Tech and AI Talent

# data[].attributes.custom_properties.Fcu0o4YQ
Partnering with Hiring Managers in new ways - kick off and leveraging the conversations in unique ways

# data[].attributes.custom_properties.M_pi75XQ
Getting them to think differently on the hiring process. Here's the things we do to need this goal to leverage the best possible candidate

# data[].attributes.custom_properties.Fcu0o4YQ
Meeting applicants where they are will help finding the skills and qualification

# data[].attributes.custom_properties.M_pi75XQ
Looking into other areas for applicants to be in- leveraging boolean string

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Round 1: Create a draft of your play(s) in Padlet, including:

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Round 1: Create a draft of your play(s) in Padlet, including:

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Title, Challenge Statement, Description, Target Audiences

30 mins

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Play Comparison & Feedback:

Critical Feedback (25 mins):

Review sample plays submitted on EdJIT by classmates.

Provide constructive feedback to identify strengths and areas for improvement.

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Involve Policy to make sure the guidance isn't contradicted to keep up with HX memo

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Pushing to make sure change is happening in adopting HX stance on this. 

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

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

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Bridging the Title Gap: Aligning Federal and Industry Technology Job Titles

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Leveraging the assessment process and SME's for the high quality candidates - 

# data[].attributes.custom_properties.M_pi75XQ
involved from the beginning -  to ensure consistency across process- getting questions and qualifications right - that flows through resume - to the assessments 

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Making hiring mechanisms work for you

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Leveraging different hiring authorities gets people out of the same methods - breaking free from standardization

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Having conversations with Hiring Managers on the "Why" behind the elements - (education vs. experience) -

# data[].attributes.custom_properties.M_pi75XQ
Developing better alignment of the goal of the position and how they will working to understand what skill vs education requirements work best 

# data[].attributes.custom_properties.Fcu0o4YQ
Invest in the timeline & commitment it takes

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Making sure Hiring Managers are on board with the hiring timelines and questions - and ensuring they are following up with the process as well - 

# data[].attributes.custom_properties.Fcu0o4YQ
Encouraging hiring managers to "NOT" have it all figured out

# data[].attributes.custom_properties.M_pi75XQ
moving forward without involving others in the process - while it may appear streamlined- it doesn't give them time to consider other mechanisms, candidates, and avenues to getting people. (.ie internal hires, )

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Key words and making sure they are tagged correctly as well 

# data[].attributes.custom_properties.M_pi75XQ
hashtags use on eventbrite, linked in, etc  info sessions or advertising - making sure its easily searchable 

# data[].attributes.custom_properties.Fcu0o4YQ
Educating the hiring specialists on the variety of tech positions

# data[].attributes.custom_properties.M_pi75XQ
empowering them with the knowledge of the roles - and building processes around that as well 

# data[].attributes.custom_properties.M_pi75XQ
Helping overcome large volume of applicants and thinking through new ways of meeting time to hire goals. Leveraging pooled hiring and shared cert's. Thinking through when and how to leverage assessments based on roles or needs. HR does upfront to filter, Create specialized statements, send full applicants to HM, HR only does review on which candidates HM would like to screen. 