Strategic Recruitment Test

1
Strategic Recruitment Test

• Methodology
• Decided organization to test
• Mid-sized, relatively stable
• Dynamic mission (Army materiel testing)
• Hard-to-fill positions
• Appointed test team
• CPAC Advisor
• Senior Staffing Specialist and Intern from CPOC
• Organizational POC (Manpower/Budget)
• CHRA POCs

2
Strategic Recruitment Test

• Methodology (cont)
• Supervisory meeting with team
• Reviewed website, outlined timeframe/anticipated
  outcome
• CPAC/CPOC reps
• Reviewed WASS/CivFors/Revitalization data
• Reviewed website in detail
• Based on projections and knowledge of org,
  developed staffing plan
• Fine-tuned after review/additional input from org

3
Strategic Recruitment Test

• Results
• Plan was developed in about 8 hours
• Includes supv planning/review session
• Actual plan development about 5 hours
• Conclusions and recommendations
• WASS/CivFors data are THE critical piece
• Data obtained by CHRA/DA POCs for test
• Not readily obtainable by CPAC/CPOC
• Imperative that data be available at UIC level

4
Strategic Recruitment Test

• Conclusions/recommendations (cont)
• WASS/CivFors (cont)
• Data need to be clearly understood
• Users need to know parameters of arrays/reports
• i.e., assumptions made for recruitment numbers
• Website very user-friendly and full of useful
  info
• Staffing Plan useful to collect data/evaluate
  options
• But does not include timelines and specifics

5
Strategic Recruitment Test

• Conclusions and recommendations (cont)
• Recommend that website be expanded to include
• Sample of a more detailed array of hiring, for
  example by quarter and by sub-elements within the
  broad organization
• Sample timeline for implementation to include
  dates for job fair attendance, initiation of
  RPAs, etc.
• Development of Plan is only the first step
• Implementing strategies imperative
• What can CHR community do to support identified
  hiring needs