Are recruitment strategies appropriately aggressive and multi-faceted?

Elements of YES

The agency establishes an on-going presence with professional organizations, colleges/universities, veteran organizations, and minority and community groups. The agency develops and maintains effective marketing materials. The agency takes advantage of various appointing authorities.

Suggested Performance Indicators

• On-going relationships exist with professional organizations, colleges/universities, outplacement organizations, and other groups.
• Recruitment brochures and other marketing materials are attractive and informative.
• Recruitment strategies are assessed for their success in hiring employees with mission-critical competencies.
• HR information system data are analyzed regarding use of options such as superior qualification appointments, Presidential Management Interns, Career Interns, and other internships, Veterans Readjustment Act, and appointments for persons with disabilities and other targeted candidates.
• Requests for additional staffing flexibilities are justified by a human capital business case and necessary funding is included in agency budget requests.
• Analysis of recruitment success includes statistics related to staffing options (e.g., types of appointments or promotions), demographics, and trends on candidates and the workforce, including SES (e.g., size, distribution by grade/series/geographic location, type of position occupied, pay plan, veteran representation, gender, race/national origin, average age, average grade) and evaluation of proportion of qualified applicants to total number of applicants.