For months now, departments and agencies across the U.S. have been working, under a new mandate from the President, to reform federal hiring. “President Obama's Memorandum dated May 11, 2010, Improving the Federal Recruitment and Hiring Process, is Phase I of the Administration's comprehensive initiative to address major, long-standing impediments to recruiting and hiring the best and the brightest into the Federal civilian workforce.” This, to many, signals a major sea change in how our national attracts and selects talent and will hopefully result in new and better services for citizens. And it truly is only one of many new directives aimed at demonstrably improving human capital management.
We’d love to hear directly about your experiences in government talent management for our new research; take this short survey now and receive the complete report. HCI will debut the results of this study at the upcoming 2010 Government Talent Management Summit, along with a truly world-class roster of speakers from across the talent spectrum. Will you be there?
Also reconsidering the status quo is Mark Sullivan, Director of Talent Acquisition for Texas at Time Warner Cable. He’s using recruitment process optimization to streamline the candidate sourcing process inside his organization, and will share insights with us.
David Eberhardt, Senior Manager of Talent Management at Devon Energy Corporation, thinks about the connections between workforce planning and talent acquisition every day. David will discuss effective communication between recruiting and workforce planning these gains to drive effective management of talent pipelines- a must for all recruiters trying to become more strategic!
Struggling with too little or too many job candidates? Karla Porter, Director of Workforce Development and Human Resources at the Greater Wilkes-Barre Chamber of Commerce hears that from employers every day. Her advice? Form better alliances with local hiring resources and take full advantage of federal, state and local offerings to employers.
Andrew Kovacs, Sourcing Specialist, and Cheryl Anne Fernandez, Project Manager, are consumed by culture; it’s their company, Zappos.com, calling card. Zappos and its employees have made a big splash in the ‘employer of choice’ pool by being themselves. How does this attitude translate to their social strategy?
Image: Cuba Gallery
