Sourcing, selecting, and hiring a workforce has become incredibly complicated across government landscapes. Human capital leaders must negotiate complexities like employment type, oversight committees, cumbersome regulatory requirements, and citizen expectations; all without compromising mission integrity.
Truly, new tools and processes will need to be adapted in order for Government to make the transformation bringing its talent acquisition processes and systems into the 21st century. A national challenge for all Government offices - is how to stay competitive in the labor market and how to brand oneself to compete against more recognizable companies in the private sector. How can government win the war for high performing talent? This will require significant changes in leadership culture and attitude, systems and technology, and accountability and metrics.