Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.
I N N O V A T I N G P U B L I C S E C T O R T A L E N T
A C Q U I S I T I O N :
M O D E L S T O A D D R E S S S E A R C H ...
R E D I
• PATHWAYS & PMF
• ROTATIONAL ASSIGNMENTS / CAREER
DEVELOPMENT PROGRAMS
• DIVERSITY & INCLUSION
• EMERGING MEDIA &...
P O T E N T I A L A C T I V I T I E S F O R R E C R U I T M E N T
E N G A G E M E N T , D I V E R S I T Y & I N C L U S I ...
R E C R U I T M E N T E N G A G E M E N T D I V E R S I T Y & I N C L U S I O N
R E D I R O A D M A P L I V E O N L I N E ...
D R I V I N G O U T C O M E S
P I L O T P R O J E C T S T O I N V E S T I G A T E A T Y O U R A G E N C Y :
+ U S I N G B ...
E X P A N D S T R A T E G I C O U T R E A C H
• Mission Critical Occupations:
HR, CYBER, PUBLIC HEALTH, ACQUISITION
E N A ...
L E V E R A G E A G I L E T O O L S & H R
T E C H N O L O G Y I N N O V A T I O N S
E N A B L E A G E N C I E S
D I G I T A L
E M P L O Y E R B R A N D
M A N A G E M E N T
F O U N D A T I O N F O R T H E E M P L O Y E R
B R A N D P L A T F O R M
E M P L O Y M E N T V A L U E P R O P O S I T I ...
A T T H E V E R Y C O R E
EVP
T H E E V P R E F L E C T S A N D S H A P E S T H E E M P L O Y M E N T
E X P E R I E N C E
E V P
A P P R O A C H
• We have categorized those
attributes that comprise the
employment experience.
• Eight major categories w...
• How well a company delivers
on their employer brand
promise can be measured in
employee satisfaction.
• Scoring is deriv...
C O N T E N T M A R K E T I N G
Unclassified Information
C O N T E N T M A R K E T I N G
C O N T E N T M A R K E T I N G
Build Your Content playbook
VIDEO CAN BE INTERACTIVE NOW SO….
Beyond use for Interviews try them
for assessments or to inform with
a decision tree tha...
C H A R T T H E C A N D I D A T E P A T H W A Y
M A P T H E C O N V E R S I O N P R O C E S S
M A P T H E C O N V E R S I O N P R O C E S S
D A T A D R I V E N A T T R I B U T I O N
C A U S E M A R K E T I N G
T Y P E S
T H E L E A D I N G I S S U E S :
85% have a more positive
image of a product or
com...
U N I L E V E R
• http://youtu.be/w-7zIsveiJU
C A U S E M A R K E T I N G / C O N T E N T C R E A T I O N
E M P L O Y E E ...
I N 2 0 1 5
M I N O R I T Y
S T U D E N T S
M A K E U P A
M A J O R I T Y
F O R T H E
1 S T T I M E
4 8 %
A T T E N D I N ...
Cookie-less Tracking Ad Serving Network & Audience Propensity Model Research
Opt-In to Proximity Based Near Field Communications Using Phone Kiosks
E.O. 13171 First Steps To Address Diversity & Inclusion By Service Areas
Top Markets on LinkedIn for Veterans Outreach
Facebook Video Ads for Recognition from Senior Leaders
Reverse re-purposing your search optimized content for public service
Tools like Find.ly or dynamic signal can help your turn
employees into brand ambassadors
Apps like priority matrix can help you manage tasks and stay
organized to meet your recruitment strategy milestones
Recruitment
Hiring Security / Suitability Orientation
Create Agency
Brand
Select and Train
Recruitment Team
(On-going)
Cre...
1 . R E S P O N S I V E L A N D I N G P A G E S O U T S I D E F I R E W A L L S
2 . B U I L D I N G T A L E N T C O M M U ...
For more information
johnbersentes.com
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
People & Culture: A Toolkit for The Federal Talent Management Community
Upcoming SlideShare
Loading in …5
×

People & Culture: A Toolkit for The Federal Talent Management Community

991 views

Published on

There are several issues that may need to be addressed to cut through the clutter, remove stovepipes and policy. In working to address hiring reform and governance, the pace of technology, the use of cookies, indemnification clauses for platforms like LinkedIn raise questions. As the administration's goals related to attracting talent and employee engagement for the Federal workforce will mean building a sustainable and replicable approach for search, social and mobile. Here are some ideas to get you thinking about how your agency can reform recruiting across the governments' digital landscape in meeting a Mobile 1st, Digital Strategy for the 21st Century. Moreover an approach that can speak to the executive order for a government-wide diversity and inclusion strategic plan. Join Dice & TMP at the Partnership for Public Service to learn more about how you can build your pipeline to address mission critical occupations. #REDI Recruitment Engagement Diversity & Inclusion. Register for this Feb 18th live stream or attend in person at http://goo.gl/oSphyG

Published in: Government & Nonprofit
  • Login to see the comments

  • Be the first to like this

People & Culture: A Toolkit for The Federal Talent Management Community

  1. 1. I N N O V A T I N G P U B L I C S E C T O R T A L E N T A C Q U I S I T I O N : M O D E L S T O A D D R E S S S E A R C H , S O C I A L & M O B I L E T A C T I C S E M P L O Y E R B R A N D M A N A G E M E N T : P E O P L E & C U L T U R E A F R A M E W O R K F O R D I G I T A L E N G A G E M E N T T O A D D R E S S : S T E M & I N T E R N S H I P P R O G R A M A W A R E N E S S B R A N D B U I L D I N G T H R O U G H S O C I A L M E D I A F O R A C O M M O N C A U S E C O N T E N T M A R K E T I N G S T R A T E G Y F O R S T R A T E G I C T A L E N T A C Q U I S I T I O N B U I L D I N G A T A L E N T C O M M U N I T Y F O R Y O U R M I S S I O N C R I T I C A L O C C U P A T I O N S # R E D I A T T R A C T I N G & B U I L D I N G A D I V E R S E F E D E R A L W O R K F O R C E 2 0 1 5
  2. 2. R E D I • PATHWAYS & PMF • ROTATIONAL ASSIGNMENTS / CAREER DEVELOPMENT PROGRAMS • DIVERSITY & INCLUSION • EMERGING MEDIA & SCHEDULE A / VETERANS PREFERENCE • SPECIAL PROGRAMS: GOVERNANCE AROUND THE USE OF SOCIAL MEDIA / PRIVACY
  3. 3. P O T E N T I A L A C T I V I T I E S F O R R E C R U I T M E N T E N G A G E M E N T , D I V E R S I T Y & I N C L U S I O N R E D I • R E S O U R C E S F O R A M O B I L E F I R S T A P P R O A C H T O C A R E E R W E B S I T E D E V E L O P M E N T • J O B O P T I M I Z A T I O N F O R S E A R C H E N G I N E M A R K E T I N G A N D E M E R G I N G M E D I A • F U L L Y R E S P O N S I V E D I G I T A L B R A N D E C O S Y S T E M F O R C A N D I D A T E A T T R A C T I O N , E N G A G E M E N T , S O U R C I N G V I A A T A L E N T C O M M U N I T Y • M O B I L E – A P P L Y
  4. 4. R E C R U I T M E N T E N G A G E M E N T D I V E R S I T Y & I N C L U S I O N R E D I R O A D M A P L I V E O N L I N E E V E N T I S C O M I N G 3 / 5 / 2 0 1 5 # A M E R I C A S W O R K F O R C E • S T E P 1 R E C R U I T M E N T M A R K E T I N G = E M P L O Y E R B R A N D M A N A G E M E N T • S T E P 2 E S T A B L I S H S O C I A L M E D I A R E C R U I T M E N T T O O L K I T • S T E P 3 G I V E P R I V A T E S E C T O R G U I D A N C E - I N C L U D I N G U S E O F B E H A V I O R A L T A R G E T I N G & M O D E L I N G D A T A S E T S { C H A N G E S N E E D E D T O K E E P I N L I N E W I T H P A P E R W O R K R E D U C T I O N A C T } • S T E P 4 C O - C R E A T I O N O F C O N T E N T • S T E P 5 E - M E N T O R I N G O R C O L L A B O R A T I O N & I D E A T I O N T O O L S • S T E P 6 I N V E S T I G A T E A R T I F I C I A L I N T E L L I G E N C E F O R C A L L C E N T E R S • S T E P 7 D E P L O Y T A L E N T C O M M U N I T I E S F O R P R E - S C R E E N E D C A N D I D A T E S / C E R T S - S C H E D U L E A & C – M C O - D H A ’ S • S T E P 8 C R E A T I N G A P A T H F R O M V O L U N T E E R I S M T O F T E S T A T U S ( E X P A N D & A M P L I F Y P M F / D H S C S V I / S F S / G S A 1 8 F ) • S T E P 9 T R A N S I T I O N C A R E E R S W E B S I T E S T O R W D • S T E P 1 0 M A K E A D I F F E R E N C E I N L I N E W I T H M S P B G O F O R W A R D W I T H R E D I - R E C R U I T , E N G A G E , A N D P R O M O T E D I V E R S I T Y & I N C L U S I O N F O R T H E A M E R I C A N P U B L I C & T H E F E D E R A L W O R K F O R C E • U S E • D
  5. 5. D R I V I N G O U T C O M E S P I L O T P R O J E C T S T O I N V E S T I G A T E A T Y O U R A G E N C Y : + U S I N G B E H A V I O R A L T A R G E T I N G & M O D E L I N G D A T A S E T S U S E D F O R F I N D I N G V E T E R A N S T O I N F O R M O N G O V T J O B S + T H E W A Y W E C O N D U CT R E D I O U T R E A C H U S I N G A N E M P L O Y E R B R A N D R E S E A R C G B A S E D A P P R O A C H + C O N V E R S I O N R A T E S & M E T R I C S A S S O C I A T E D W I T H S O C I A L , M O B I L E , A N D S E A R C H F R O M 2 B A P P L Y & S H A R E A C T I O N S + A G I L E R E D I P I L O T I N 1 0 W E E K S T H A T C O U L D P R O V I D E : E X A M I N A T I O N O F T H E U S E O F D I S R U P T I V E V S S U S T A I N I N G H R T E C H N O L O G I E S : ( A G E N C Y I N N O V A T I O N S ) - ( V A ) A C X I O M D M P T O P R O A C T I V E L Y R E A C H V E T S - ( D O D ) A R M Y S R G T S T A R _ A R T I F I C I A L I N T E L A G E N T - ( C F P B ) - G I T H U B ) - I D E A T I O N / A N A L Y T I C S - ( N G A ) - G I T H U B ) - M E N T O R I N G / M D 7 1 5 6 S I G M A - ( C D C ) T B 2 . 0 C A R E E R S W E B S I T E C M , C A U S E & E G C - ( D H S ) C S V I - N I C C S P O R T A L C O P - G A M I F I C A T I O N - ( S A F A Q X D ) A Q U I S I T I O N W O R K F O R CE - ( D H S ) C Y B E R F O R CE 2 0 1 5 G L O B A L H C S U M M I T - ( O P M R + B S O L U T I O N S ) H R P R C A M P A I G N - ( O P M H R S - R & D P I L O T ) U S A S T A F F I N G 2 . 0 O V E R L A Y O N T H E P R E S E N T A T I O N L A Y E R F O R R N O / R O I M E T R I C S D E S I R E D R E S U L T S R E D U C E C AL L C E N T E R AC T I V I T Y B Y 3 0 % R E D U C E B AC K L O G S O N C L AI M S I N C R E AS E Q U AL I T Y & Q U AN T I T Y O F D I V E R S I T Y C AN D I D A T E S L O W E R C P H F O R M C O O P M AS V AR O F H R T O O L S & D I G I T AL S E R V I C E S H Y P O T H E S I S R E S P O N S I V E H R T E C H N O L O G Y B AS E D S O L U T I O N S I N F O R M E D B Y B I G D AT A, D E S I G N E D W I T H A M O B I L E F I R S T AP P R O AC H W I L L E M P O W E R AG E N C I E S T O B E T T E R AD D R E S S T H E O B J E C T I V E S O F E . O . 1 3 1 5 8 3 AS W E L L AS M E E T T H E G O AL S E X P R E S S E D U N D E R T H E P E O P L E & C U L T U R E C R O S S AG E N C Y G O AL S AS O U T L I N E D I N T H E P R E S I D E N T S ' M AN AG E M E N T AG E N D A.
  6. 6. E X P A N D S T R A T E G I C O U T R E A C H • Mission Critical Occupations: HR, CYBER, PUBLIC HEALTH, ACQUISITION E N A B L E A G E N C I E S T O R E C R U I T & H I R E T H E B E S T T A L E N T detailed here
  7. 7. L E V E R A G E A G I L E T O O L S & H R T E C H N O L O G Y I N N O V A T I O N S
  8. 8. E N A B L E A G E N C I E S
  9. 9. D I G I T A L
  10. 10. E M P L O Y E R B R A N D M A N A G E M E N T
  11. 11. F O U N D A T I O N F O R T H E E M P L O Y E R B R A N D P L A T F O R M E M P L O Y M E N T V A L U E P R O P O S I T I O N :
  12. 12. A T T H E V E R Y C O R E EVP T H E E V P R E F L E C T S A N D S H A P E S T H E E M P L O Y M E N T E X P E R I E N C E
  13. 13. E V P
  14. 14. A P P R O A C H • We have categorized those attributes that comprise the employment experience. • Eight major categories with (58 subcategories) provide the basis for comparing research results and the foundation for the employer brand strategies. • Subcategories noted are representative, not inclusive of all 58. C O M P E T I T O R P O S I T I O N I N G A U D I T
  15. 15. • How well a company delivers on their employer brand promise can be measured in employee satisfaction. • Scoring is derived from reviews on OPM FEVS / IQ Other sources e.g. Glassdoor. How highly employees rate their employer determines a positioning score. • Modeling Based on Scores that range from 1-5: 1 being the lowest and 5 being the highest
  16. 16. C O N T E N T M A R K E T I N G Unclassified Information
  17. 17. C O N T E N T M A R K E T I N G
  18. 18. C O N T E N T M A R K E T I N G
  19. 19. Build Your Content playbook
  20. 20. VIDEO CAN BE INTERACTIVE NOW SO…. Beyond use for Interviews try them for assessments or to inform with a decision tree that helps you to spice up your Realistic Job Preview
  21. 21. C H A R T T H E C A N D I D A T E P A T H W A Y M A P T H E C O N V E R S I O N P R O C E S S
  22. 22. M A P T H E C O N V E R S I O N P R O C E S S D A T A D R I V E N A T T R I B U T I O N
  23. 23. C A U S E M A R K E T I N G T Y P E S T H E L E A D I N G I S S U E S : 85% have a more positive image of a product or company when it supports a cause they Care About 88% say it is acceptable for a company to involve a cause or a issue in their marketing > 80% of Fortune 500 companies address cause marketing on their websites.
  24. 24. U N I L E V E R • http://youtu.be/w-7zIsveiJU C A U S E M A R K E T I N G / C O N T E N T C R E A T I O N E M P L O Y E E A F F I N I T Y G R O U P S
  25. 25. I N 2 0 1 5 M I N O R I T Y S T U D E N T S M A K E U P A M A J O R I T Y F O R T H E 1 S T T I M E 4 8 % A T T E N D I N G U S P U B L I C S C H O O L S ) http://www.clioawards.com/winners/2014/digital_technique/entry.cfm?entryid=201421849&ispartofcampaign=0&index=4
  26. 26. Cookie-less Tracking Ad Serving Network & Audience Propensity Model Research
  27. 27. Opt-In to Proximity Based Near Field Communications Using Phone Kiosks
  28. 28. E.O. 13171 First Steps To Address Diversity & Inclusion By Service Areas
  29. 29. Top Markets on LinkedIn for Veterans Outreach
  30. 30. Facebook Video Ads for Recognition from Senior Leaders
  31. 31. Reverse re-purposing your search optimized content for public service
  32. 32. Tools like Find.ly or dynamic signal can help your turn employees into brand ambassadors
  33. 33. Apps like priority matrix can help you manage tasks and stay organized to meet your recruitment strategy milestones
  34. 34. Recruitment Hiring Security / Suitability Orientation Create Agency Brand Select and Train Recruitment Team (On-going) Create Recruiting and Staffing Plans Identify Career Patterns Develop Marketing Strategies Cultivate Relationships Build Networks (On-going) Identify Agency- Specific Recruitment Cycles (5 Days) 1 Oct1 Apr 6 Months Prior to FY Start Budget Execution Workforce Planning Recruitment ► 9 functions ► 180 to 270 days – specific to the agency’s Human Capital Strategic Plan Evaluate and Measure Recruiting, Staffing and Marketing Plans (On-going) Adjust Plan (As required) Source: 2009 OPM End 2 End Recruitment Roadmap Source: Partnership for Public Service FMP CHCO Roadmap
  35. 35. 1 . R E S P O N S I V E L A N D I N G P A G E S O U T S I D E F I R E W A L L S 2 . B U I L D I N G T A L E N T C O M M U N I T I E S I S S U S T A I N A B L E 3 . L E V E R A G I N G A S S E S S M E N T S & G A M E S K E E P S T H E M E N G A G E D 4 . S E O / S E M , S O C I A L M E D I A , M O B I L E M A R K E T I N G L O W E R C P H 5 . E M P L O Y E R B R A N D M N G M T E X T E R N A L V A L I D A T I O N I S C R I T I C A L 6 . A R T I C U L A T I N G A W E L L D E F I N E D E V P S H O U L D G U I D E Y O U R T O N E 7 . C A U S E & A S S O C I A T I O N M A R K E T I N G W I T H C O N T E N T 8 . R E T E N T I O N : R E C O G N I T I O N & E - M E N T O R I N G I S N O W S A A S 9 . S P E E D T I M E T O H I R E W E L L B E L O W 1 8 0 D A Y S T O G E T T H E B E S T 1 0 . U S A B I L I T Y & E A S E O F U S E F O R B O T H R E C R U I T E R S & C A N D I D A T E S Ten Things To Think About In Order to Re-Imagine Federal Recruiting L TEN STEPS TO GET REDI
  36. 36. For more information johnbersentes.com

×