Actions:

1. Align & Update Job Titles & Announcements

2. Leverage Strategic Hashtags and Social Media

3. Build Partnerships with Key Tech Communities and Academia

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

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

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

1. Host Virtual and In-Person Engagement Events

2. Build Targeted Outreach Campaigns

1. Launch Automated Candidate Communication

2. Develop Consistent Candidate Touchpoints

3. Create a Visual Hiring Roadmap

4. Gather and Act on Candidate Feedback

1. Define Key Roles within the Talent Team

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

3. Conduct Regular Capacity Planning

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?

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.

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.