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 IA 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

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

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

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

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 C T 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 C E

- ( D H S ) C Y B E R F O R C E 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.

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

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 O N :

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 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

• 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

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 that helps you to

spice up your Realistic Job Preview

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

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.

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

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

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)

Create Recruiting

and Staffing Plans

Identify Career

PatternsDevelop 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 andMarketing Plans

(On-going)

Adjust Plan(As required)

Source: 2009 OPM End 2 End Recruitment Roadmap

Source: Partnership for Public Service FMP CHCO Roadmap

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

For more information

johnbersentes.com