A recent blog post from Select International provides an analysis of the federal government's current hiring system.
Editor's Note: This article originally appeared on Select International's website.
A disclaimer: This is NOT a political statement. Nor is it an endorsement or criticism of Donald Trump as a President. It IS, however, a harsh criticism of what appears to be a struggling hiring system. Candidate Trump vowed to run the White House like a business, and any business is built on its human capital and talent systems.
In his previous line of work, he had decades to build his team. He probably hired based largely on personal relationships and instinct. If he was wrong, he had time to correct the mistake.
Now, he has a short window to fill a large number of diverse, complex, senior positions. There are plenty of highly qualified and talented people in various roles in the administration. His hiring system as a whole, though, appears to be struggling. We’d be happy to help - if he wants help. Yes, I’m offering up our team’s services.
What does a good hiring system look like?
- It efficiently and effectively fills open positions.
- It identifies people who are qualified, have the requisite skills, and are likely to succeed in the role.
- It identifies people who are a good fit for the role and likely to stay.
How is the Administration’s hiring system doing?
By these three criteria, not well:
- By some measures, 15 months into the administration there are over 250 important positions still unfilled.
- Many of the hires have not met minimum hiring qualifications (background checks and security clearances) or have otherwise struggled.
- The turnover rate is absurdly high. Senior leader turnover at this rate would cripple most companies and HR would be answering some tough questions about the process.
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