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Objective: Align federal technology job titles with industry standards to attract top tech professionals and improve transparency in recruitment.

Actions:

1. Align & Update Job Titles & Announcements

2. Leverage Strategic Hashtags and Social Media

3. Build Partnerships with Key Tech Communities and Academia

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Objective: Equip hiring teams with knowledge of commercial and federal best practices and tools to recruit for mission-critical tech roles effectively.

Actions:

1. Develop Skill-Based Assessments:

2. Conduct Role-Specific Training for Hiring Teams

3. Provide SME and Hiring Manager Training

4. Facilitate Strategic Engagements with Tech Communities to Align Hiring Practices

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Play 3: Advance Collaboration to Improve Agency Brand

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Play 3: Advance Collaboration to Improve Agency Brand

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Objective: Build strong partnerships among HR specialists, SMEs, and hiring managers to streamline processes and ensure hiring managers prioritize the process to secure top technical talent.

1. Meet Early with Hiring Managers to Define Strategy

2. Implement shared timelines & SOPs for Recruitment and Interviews

3. Strengthen storytelling to boost mission impact

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Play 4: Balance Volume and Quality

Objective: Manage high applicant volumes efficiently while maintaining hiring standards.

1. Limit Resume Length and and Thresholds

2. Leverage Rolling Pools, Shared Certificates & OPM Pools for Similar Roles

3. Partner with SMEs to Develop Tailored Assessments

4. Implement Distributed Application Reviews

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Objective: Build relationships with tech talent before job postings to create a ready pipeline of qualified potential applicants while maintaining compliance with federal merit-based hiring principles and ensuring open competition.

1. Host Virtual and In-Person Engagement Events

2. Build Targeted Outreach Campaigns

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Play 6: Elevate the Tech Candidate Experience

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Play 6: Elevate the Tech Candidate Experience

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Objective: Focus on improving the candidate experience by creating a more transparent, communicative, and engaging hiring journey to foster trust, maintain interest, and position public service as an appealing career option.

1. Launch Automated Candidate Communication

2. Develop Consistent Candidate Touchpoints

3. Create a Visual Hiring Roadmap

4. Gather and Act on Candidate Feedback

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Objective: Build a specialized team to address complex hiring needs and foster alignment with agency goals.

1. Define Key Roles within the Talent Team

2. Develop and Track Dashboards to have Data-driven decisions

3. Conduct Regular Capacity Planning

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Read at least one play:

1. Reword or update actions or titles that could be made clearer - this is the time to propose changes (big or minor) and wordsmith phrases for clarity.

Make proposed revisions in the comment field or create a new Padlet entry.

2. Discuss and define Metrics for the play based on what success could look like at three levels:

1% Improvement: What small, measurable impact could you achieve by implementing this play

Moderate Improvement: If the play works and expands further, what larger positive outcomes could you expect?

Significant Improvement: What would success look like if this play became standard practice across an entire organization?

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1% : Provide automated candidate communications for a minimum of 4 touchpoint communications with candidates

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Significant Improvement: Increase of 10% of highly qualified candidates coming directly from the improved outreach activities

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Propose change to the play title. Perhaps rename it to Develop and Train Tech Talent Hiring Team.

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Outreach is a team sport- the internal team (HR specialist, Hiring manager, recruiter, etc) are aware and participate in at least 2 out reach activities per 6 months.

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Noticeable change: Word of mouth/buzz of candidate experience changes perceptions- tracked from news/social media, direct candidate interactions, etc.

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Quality of candidates hired increase, drop rates decrease by 5%

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Actions:

1. Utilizing thresholds and rolling pools in order to cap and/or manage the applicant list.

2. Be more specific and provide additional details for the role in the JOA early in the process.

3. Leverage Shared Cert's & OPM Pools, to help target specialized skillsets.

4. Partner with SME's to develop assessments, i.e. engage in job analysis.

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Define Change:

1. 1%: Pilot some/all actions into existing process.

2. Moderate: Advocate stakeholders to help implement.

3. Significant: Train and have it become part of HR professionals process and culture.