Successful recruitment is very rewarding! As the hiring manager, you have a great opportunity to innovatively build a dynamic workforce that moves your mission forward. There are a variety of tools to help facilitate the entire hiring process and get you the best person for your team. At every step in this process, the key is for you to maintain active communication and collaborate regularly with your Human Resources Office. Building a HR consultant-to-hiring manager relationship, coupled with leveraging the resources below, will make the hiring process efficient and rewarding!
The time you invest in up-front planning pays huge dividends in the time it takes to fill a vacant position and how well your new employee meets your mission needs. Talk to your HR consultant about what you have to accomplish and the skills you need in your new employee. Together you will look at who is out there and how best to recruit them. The Roles and Responsibilities Guide [PDF - 52KB] can give you a better understanding of your responsibilities in the hiring process.
Where competition for talent is intense, candidates may need some additional encouragement to take your job. In those situations, budget permitting, you may be able to offer recruitment, retention and/or relocation incentives, student loan repayment, or an increased salary rate. Federal employment has many perks to attract top talent. In addition to our challenging work assignments, we offer terrific benefits! Consult the Hiring Incentives Guide [PDF - 80KB] to learn more about available incentives. Talk with your HR consultant about these options to determine which you can leverage.
To attract the best candidate for your vacant position, consider what that person’s primary responsibilities will be and what he/she will be doing on a daily basis. Talk with your HR consultant to make sure both the job opportunity announcement and the position description are accurate and easy to understand.
Finding the right people for the right jobs at the right time is our goal. There is a wide array of official recruitment authorities available for certain positions. The authorities can include direct-hire or other non-competitive authorities that can expedite the process. Is there a special population you’re targeting? If so, special hiring options are available for veterans, people with disabilities, military spouses, and students. Check out the Hiring Options Guide [PDF - 99KB] to help you decide which options best fit your need, and discuss with your HR consultant which options are available for your position.
This is where you determine which of the candidates referred to you by your HR servicing office will best meet your needs. Through regular communications with your HR consultant, you've blocked time in your schedule for interviewing the candidates and making your selection. You're also aware of any priority placement candidates that must be considered in the selection process. Refer to the Interview and Selection Guide [PDF - 69KB] for a checklist and tips related to the selection process. When you have made your decision, remember to notify the appropriate officials, such as your HR servicing office, as soon as possible.
You want the transition for your new employee to be a smooth one. Stay in touch with your HR consultant and communicate regularly with the selectee after the tentative offer has been made so he or she knows what is happening in the process. Your HR servicing office will take care of paperwork and orientation while you work with your administrative staff to make sure the appropriate workspace requirements and any reasonable accommodations are in place. From day one, you have the opportunity to make your new employee feel welcome as a valued member of your staff. Consult the New Employee Transition Guide [PDF - 41KB] for tips and a checklist that can help you provide your new employee a successful start with your organization.