There has been a big focus on improving federal recruitment and hiring during the past two years, particularly for some mission-critical occupations. But this is only half the battle. More than ever, federal agencies must also spend time, attention and resources to retain key talent.
Employee attrition in the federal government historically has been quite low, but ignoring the importance of employee turnover, particularly in an environment of budget cuts and hiring constraints, would be a mistake for government managers, workforce planners and human resources professionals. Keep reading →
Last month marked the one-year anniversary of the Obama administration’s initiative to speed up the time it takes to fill federal job vacancies. So, how has government fared in the past year?
How many job seekers say, “I want to work for an organization with a poor reputation?” Or, “I want to work at a place where employees don’t get any personal or professional satisfaction?”
I’ve watched a lot of football games over the years, but it wasn’t until this weekend that I fully realized just how obsessed we are with the highlight reels of acrobatic catches, elusive runs and bone-jarring tackles.
Last week, 
There is less excitement and enthusiasm in federal hallways, fewer water cooler conversations about where to find the best deals on food, and office noise levels have returned to normal.
Federal agencies may be limited in their ability to hire new employees, but as a human resources professional, hiring manager or senior executive, you should make sure that your agency continues to have a presence on college campuses even if you’re not actively filling jobs.