ACT-IAC Evolving the Workforce Community of Interest Topic: Fair and Effective Hiring: Are Different Outcomes Possible? June 11, 2020
ACT-IAC Evolving the Workforce COI Leadership Team Andrew McCoy, Industry Chair Terri Shaffer, Government Chair Christina Vay, Government Vice-Chair Deb Tomchek, Industry Vice-Chair Robert Clarke, Communications Chair Austin Crittendon, Programs Chair Craig Petrun, Knowledge Capture Chair Renee Courtland, Shared Services Liaison
Fair and Effective Hiring: Are Different Outcomes Possible? Stephanie Grosser// June 2020
PROBLEM STATEMENT In the competitive service, hiring managers often receive certifications without truly qualified applicants to select.
WHAT GETS BLAMED HR personnel USAJOBS In the competitive service, hiring managers veterans preference often receive certifications without truly qualified applicants to select. Millennials don’t want government work serial appliers/volume OPM
Qualified applicants can’t get through.
How are you deemed qualified today? Cut & paste Complete a self- assessment questionnaire Keywords into a “I’m an expert!” “federal resume”
Occupational questionnaire
PROBLEM // everyone is qualified HR resume review Up to 90% found “qualified” + Mixed quality certificate applicant self-assessment
Bring back a passing score examination. Resume Exam Preference Certificate
You are allowed to make applicants prove that they are qualified.
A preference eligible who receives a passing grade in an examination for entrance into the competitive service is entitled to additional points 5 U.S. Code §� 3309
THE ORIGINAL CIVIL SERVICE TEST
USA HIRE
PROBLEM // PRIMARY FOCUS North Star: Make Hiring Fair
PILOT // WHAT WE TESTED These numbers are for illustration purposes only.
How do we get this right? 1. Set the minimally qualified bar accurately 2. Have an accurate job announcement 3. Create pass/fail assessments to make sure applicants meet the bar that was set.
Set the minimally qualified bar accurately 2210 IT Specialist Required Competencies OPM Qual Standards HHS Job Analysis DOI Job Analysis Attention to Detail IT Practices Technical Operations Oral Communication Technical Communication Security and Policy Problem Solving Analytical Ability Communication and Collaboration Customer Service Stakeholder Engagement Customer Service and Support Managing Without Authority
Have an accurate job announcement Private Sector We released a new Pilot JOA template that is shorter and more accurate. Typical USAJOBS
Have an accurate job announcement
PILOT // ENABLE PASS FAIL TESTS • Limit resume review to 2-3 pages • Write only enough to retrace decision • Experts assess which applicants to interview • Progressive interview hurdles • One SME per phone interview • HR manages process and reviews all justifications
PILOT // RESULTS 8 + 2 165 94 51 36 HHS SMEs HR applied First Interview Second Interview Qualified (7 offers) 8 + 2 224 67 37 25 DOI SMEs HR applied First Interview Second Interview Qualified (13 offers)
PILOT // IMPACT BASELINE PILOT “This is the best way to find and hire a qualified % % veteran. We can’t wait to bring them on.” Of applicants were Of applicants were found qualified, found qualified, zero were selected. thirteen were - Selecting Official selected
PILOT // RESULTS
PILOT // RESULTS: RESUME LENGTH
Is it worth the time?
INCREASE SPEED // IS IT WORTH IT? WHAT’S YOUR PILOTS BASELINE? Public job announcements Public job announcements with selections with multiple selections
What if HR had independently conducted min quals? HHS Shared Shared SMEs Service 1 Service 2 Percentage Qualified 74% 68% 63% DOI Shared Shared SMEs Service 1 Service 2 Percentage Qualified 75% 26% 35%
Add Alternative Pass/Fail Assessments 4: TWO ASSESSMENT HURDLES 4 + 1 EPA 112 31 15 8 SMEs HR applied Written Prompt Interview Qualified (4 offers) 8 + 4 CMS 251 47 15 13 SMEs HR applied Written Prompt Interview Qualified ( 10 offers)
INCREASE SPEED // AMOUNT OF TIME IT TOOK FOR ROUND 1 AND 2 First round pilots Second round pilots
What if….every applicant who qualified got hired?
GOV-WIDE CUSTOMER EXPERIENCE HIRING PILOT 30 positions, 14 bureaus, 9 agencies 1 application
Government-Wide: Customer Experience Specialist 4: TWO ASSESSMENT HURDLES 20 + 1 844 124 77 44 9 Agencies SMEs HR applied Async Interview Phone Interview Qualified
5- What can we stop doing? Shift the focus to Use a generic new job effective hiring series (301) series outcomes.
5- What can we stop doing? Job analysis links Shift the focus to a standard PD to Re-classify effective hiring an accurate PDs outcomes. announcement
5- What can we stop doing? Shift the focus to effective hiring Cancelling DE Get it right the outcomes. Certs first time
“Culture Eats Strategy for Breakfast.”
CULTURE CHANGE // SEPT 13 OPM MEMO ON EFFECTIVE ASSESSMENTS 2. Subject Matter Expert Involvement A common myth about assessments is that determining minimum qualifications and rating and ranking applicants can only be done by Human Resources (HR) staff. In fact, OPM guidance indicates that it is entirely appropriate – and encouraged – to use Subject Matter Experts (SME) outside of HR, with diverse backgrounds and relevant experiences, to work with HR to perform determinations of whether applicants are qualified. The SME Qualification Assessment used subject matter experts (SMEs), in partnership with HR specialists, to conduct resume review and structured interview assessments before determining an applicant was qualified and applying veterans’ preference. https://www.chcoc.gov/content/improving-federal-hiring-through-use-effective-assessment-strategies-advance-mission
CULTURE CHANGE // DE HANDBOOK: JUNE 2019 UPDATE Scenario 5: Multiple Assessments – Cumulative Score (using a passing score) If the applicant meets minimum qualification requirements, including any selective factor, then the applicant is eligible to take the assessments. If the applicant fails the assessment battery, the applicant is not eligible and is notified of ineligibility for further consideration page 5-23
CULTURE CHANGE // DE TRAINING SLIDES
PILOT // CAP Funds to Help Agencies
PILOT // Launched SME-QA Website
What if….the technology enabled what HR thought was illegal?
4- SME Resume Review Tool
4- SME Resume Review Tool
The Applicant Experience
Who are we solving for? Too much volume Too easy to apply Avoid USAJOBS Government Easy Elimination Serial appliers Increase barriers to entry Need for AI
Who are we solving for? How do we recruit What will attract applicants Decrease barriers to entry Applicants Make it easier to apply Benefit of the doubt Personalized experience Avoid AI
Questions? Stephanie Grosser: sgrosser@omb.eop.gov
Join us at the our next virtual meeting July 9, 2020 Guest Speaker: Debra Wada Vice Chair Military Service National Commission on Military, National and Public Service
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