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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
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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
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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
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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
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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.
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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
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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
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E N A B L E A G E N C I E S
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D I G I T A L
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E M P L O Y E R B R A N D
M A N A G E M E N T
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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 :
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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
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E V P
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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
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• 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
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C O N T E N T M A R K E T I N G
Unclassified Information
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C O N T E N T M A R K E T I N G
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C O N T E N T M A R K E T I N G
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Build Your Content playbook
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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
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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
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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
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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.
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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
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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
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Cookie-less Tracking Ad Serving Network & Audience Propensity Model Research
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Opt-In to Proximity Based Near Field Communications Using Phone Kiosks
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E.O. 13171 First Steps To Address Diversity & Inclusion By Service Areas
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Top Markets on LinkedIn for Veterans Outreach
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Facebook Video Ads for Recognition from Senior Leaders
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Reverse re-purposing your search optimized content for public service
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Tools like Find.ly or dynamic signal can help your turn
employees into brand ambassadors
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Apps like priority matrix can help you manage tasks and stay
organized to meet your recruitment strategy milestones
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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
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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
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