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Federal hiring is complex, time consuming and expensive. Agencies traverse a daunting landscape of finding and attracting talented and skilled people, hiring them and keeping them engaged and performing at a high level so they may realize a fulfilling career that also helps agencies fulfill their missions.
The federal government’s hiring laws, executive orders and regulations that govern federal hiring and employment present a high level of complexity. In particular, competitive service positions, besides ensuring fair and open competition, help agencies make hiring selections based on applicants’ competencies or knowledge, skills and abilities. This process may include various tests and verifications to complete the hiring process.
These laws and regulations, along with agencies unique candidate screening processes, often make for an expensive, cumbersome and time consuming that delays the hiring of critical staff and in worst-case scenarios, derails the hire completely.
Furthermore, the complex work is not done once you’ve found your candidate. When a great candidate is selected from a certificate and the certificate returned to HR, challenges ensue. To ensure a positive experience for candidates, new employees, HR and hiring managers, you need to easily track a selected candidate’s progress through tentative offer letter to Entry on Duty (EOD).
Numerous verifications, background checks and exams not only take time, but require additional time to process and record results. This information is either cumbersome or cannot be handled at all in traditional recruitment and hiring solutions. This results in extra time, more expense and a delay in hiring and onboarding qualified candidates.
“The government-wide average time to hire is over 100 days vs. 23 days in the private sector.”
Selected post-Certificate Activities
- Candidate selection from Certificate
- Tentative job offer
- ICTAP/CTAP/RPL Eligibility
- Background investigation
- Education verification
- Drug test
- Medical exam
- Fitness exam
- Final Job Offer
- Onboarding Forms
- Employee record creation
- New-hire training
Acendre Recruitment’s configurable workflow engine addresses your unique post-Certificate needs
- Configurable workflow engine easily adapts to your agency’s specific postCertificate processes.
- People Analytics engine provides executive, management and HR insight into your post-Certificate hiring process.
- FedRAMP Authorization ensures your IT and security teams’ requirements are met to allow you to begin processing quickly.
Acendre Recruitment helps agencies automate postCertificate processing to reduce costs, eliminate manual tasks and speed the hire of candidates. While OPM has established guidelines to fill a job vacancy, from Request for Personnel Action (SF-52) to onboarding a new employee, many agencies struggle to meet OPM hiring-time goals. This hinders the federal government’s ability to hire the talent it needs.
With Acendre Recruitment, your agency can automate any part of the post-Certificate process, helping improve your
- Reduced time to hire
- Reduced hiring costs
- Elimination of error-prone manual tasks through automated processes
- Elimination of cumbersome spread sheets
- Repurposed HR resources.
Even if you have a hiring system in place, Acendre Recruitment can compliment your existing solution to speed post-Certificate hiring.
“The use of automated hiring systems is increasingly necessary. There is no realistic alternative; manual, paper-based hiring processes are too burdensome, labor-intensive, and costly to be practical on a large scale.”
–Report to the President and the Congress of the United States by the U.S. Merit Systems Protection Board