How to Better Manage Talent Recruitment & Retention

The biggest challenge federal government stakeholders currently face is managing their workforce effectively across myriad sites, including fully remote work, hybrid work and multiple office locations. Caught between a competitive job market and a dearth of talent, leaders must think through the psychology of return-to-work policies and consider the
experience for their employees.

A February 2024 memo from the Office of Personnel Management confirmed the seriousness of the situation with respect to finding, hiring and keeping personnel with talents in AI and other emerging IT technologies. This demonstrates that the government is focusing on our nation’s workforce, from hire or recruit to retire, as critical in maintaining requisite levels of national security and performance.

With the right investment in technology and talent, leaders can manage through the current challenges and achieve a posture where positive change is a constant, iterative and accepted part of the landscape. Organizations that stand out make the recruitment process easy, paperless, and mobile in order to reach candidates on their preferred channels.

Learning Objectives:

• Review the connections between hiring decisions, onboarding activities, and in-house career advancement programs to identify ways to streamline operations and improve outcomes
• Outline the steps needed to deploy digital services that users can adapt to their career requirements and professional objectives
• Delineate the metrics to be used to measure success in recruiting, in retention, and in career development