Playbook Brainstorming by Traci Walker

Instructions for activity

awkwalk — 2024-11-07 16:39:42 UTC

Under each header in the Padlet (10 min):
- Identify a Challenge statement that could be developed into a “Play”

Instructions for Activity

awkwalk — 2024-11-07 16:45:52 UTC

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.

Example:

awkwalk — 2024-11-07 16:59:20 UTC

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

Example Round 2

awkwalk — 2024-11-07 17:14:31 UTC

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

2024-11-07 19:53:20 UTC

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

Resistant Leadership

2024-11-07 19:55:33 UTC

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.

2024-11-07 19:55:45 UTC

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

2024-11-07 19:55:58 UTC

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

2024-11-07 19:56:24 UTC

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

2024-11-07 19:56:45 UTC

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

2024-11-07 19:57:11 UTC

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

2024-11-07 19:57:14 UTC

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

2024-11-07 19:57:36 UTC

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

2024-11-07 19:59:45 UTC

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

2024-11-07 20:00:52 UTC

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

2024-11-07 20:01:04 UTC

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

2024-11-07 20:07:16 UTC

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

2024-11-07 20:12:31 UTC

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.

2024-11-07 20:13:43 UTC

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.