Government Hiring Process: Best Practices

Federal hiring processes have been aligned to replicate practices similar to private sectors. In 2002 the first change was to replace the standard of the top three qualified rule services performed through Human Resources (HR). It's been replaced with the opportunity for managers to review all qualified candidate who meet the standards. The intent was to allow the manager the ability to select the best fit to the department's situations and expedite candidate selection. In order to maintain best practices for the government hiring process, manager's need to be informed on hiring competences, reviewing job responsibilities, performing pre-evaluation of best candidates,and probationary evaluations based on performance ability.

The government hiring process envisioned costs savings with the manager's participation in candidate selection during the first round of available and qualified candidates. Involving the actual site of proposed employment established best practices, rather than allowing candidate selections to be made only by the independent federal HR business sectors or agency. In most cases candidates are part of the local community making it easier to verify skills. Best practices were part of maintaining centralized posting systems, widening the search ability for non-local residents with the appropriate qualifications. New workers may find the systems difficult to maneuver with multiple agencies sharing posting screens and having the own form of applications.

Government hiring policies and directives are linked to the automated systems with specific instructions that must be followed with accuracy. As part of the best practices, federal HR systems have been redesigned forwarding only submissions that are complete, incomplete submissions may be rejected. The automated browsing is meant to increase efficacy, forwarding only qualified submissions to the next process for review. Today best practices evaluate experience, proficiency and job tasks requirements specific to the job. Like private employers, education levels, training and certifications may also be part of the review process when selecting the best qualified.

Government hiring policies share another trait similar to private employers, classifying jobs as competitive service, which is a method of ranking against a matrix of job requirements and qualifications. In some cases federal HR require specialized tasks or expert qualifications and government hiring may not allow for private employment equivalents. A second classification is called excepted service, which is applicable to special service agencies for law enforcement or national security. These agencies set their own criteria according to the agency's objectives, which may fall outside the normal government hiring processing, standards and regulations.

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