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- The 2014 Big Picture on Cyber Security
- AFCEA Answers
- Ask the CIO
- Building the Hybrid Cloud
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- Continuing Diagnostics and Mitigation: Discussion of Progress and Next Steps
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- Moving to the Cloud. What's the best approach for me
- Navigating Tough Choices in Government Cloud Computing
- The New Generation of Database
- Satellite Communications: Acquiring SATCOM in Tight Times
- Targeting Advanced Threats: Proven Methods from Detection through Remediation
- Transformative Technology: Desktop Virtualization in Government
- The Truth About IT Opex and Software Defined Networking
- Value of Health IT
- Air Traffic Management Transformation Report
- Cloud First Report
- General Dynamics IT Enterprise Center
- Gov Cloud Minute
- Government in Technology Series
- Homeland Security Cybersecurity Market Report
- National Cybersecurity Awareness Month
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- The Cyber Security Report
- The Next Generation Cyber Security Experts
Shows & Panels
Air Force hiring managers have 15 days to select civilian hires
Friday - 5/4/2012, 10:56am EDT
The new 15-day timeframe for selecting candidates went into effect May 1 and is part of a larger strategy to hire within 80 days.
"We continue to refine the civilian hiring process to drive toward the president's mandate to get to a timelier civilian fill," said Michelle LoweSolis, Air Force Personnel Center civilian force integration director, in a statement.
In the second quarter of fiscal 2012, Air Force filled more than 6,400 jobs with an average hiring time of 70 days, said Paula Blackwell, AFPC's civilian force integration production division chief, in a statement.
"We consistently seek innovations in our hiring process and are committed to sustaining this average," Blackwell said.
The Air Force has launched an online resource center — a one-stop shop — for hiring managers that includes the new deadlines and tips for assessing candidates. The site has short videos to explain the 80-day hiring process.
The service will also have to make changes to its recruitment methods. Blackwell said simply posting a job opening is not good enough to attract top talent. Hiring managers should also "actively communicate" openings at career fairs and networking events.
"This will help attract a broader pool of quality candidates and communicate the required and experience needed for the position," she said.