{"id":19740,"date":"2019-10-23T20:12:50","date_gmt":"2019-10-23T20:12:50","guid":{"rendered":"https:\/\/one.sightlinemg.com\/federaltimes\/uncategorized\/2019\/10\/23\/can-agencies-improve-hiring-by-letting-current-feds-in-on-the-process\/"},"modified":"2026-08-08T04:52:50","modified_gmt":"2026-08-08T04:52:50","slug":"can-agencies-improve-hiring-by-letting-current-feds-in-on-the-process","status":"publish","type":"post","link":"https:\/\/one.sightlinemg.com\/federaltimes\/management\/hr\/2019\/10\/23\/can-agencies-improve-hiring-by-letting-current-feds-in-on-the-process\/","title":{"rendered":"Can agencies improve hiring by letting current feds in on the process?"},"content":{"rendered":"\n

The federal government is notorious for its lengthy and often confusing hiring process, with the average time to hire taking over 100 days, according to March 2018 congressional testimony.<\/p>\n\n\n\n

And while an overhaul of the entire federal hiring and job classification process seems unlikely, particularly in the current climate of disagreement between the White House and Congress<\/a> on how best to address employee issues, the Office of Personnel Management and U.S. Digital Service want agencies to use the resources already available to them to ensure that agencies get high-quality candidates for their most challenging positions to fill.<\/p>\n\n\n\n

The USDS Competitive Hiring Pilot, conducted with the Departments of Health and Human Services and Interior, relied on subject matter experts chosen from within the agencies themselves to evaluate the competencies of applicants for positions such as IT specialists.<\/p>\n\n\n\t