Eddie Dunn

"OPM has said that right now, agencies are underusing skills-based hiring. OPM is asking agencies to shift to skills-based hiring by identifying specific position requirements, working with HR to design assessments to yield qualified applicants, and using skills-based assessments." This will still take a while to really shift, but it is progress. Well done article, as always, by Drew Friedman. #hr #opm #recruiting

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Recently I had the opportunity to talk to Dr. Jim (ജിം കണിച്ചിറയിൽ) Kanichirayil about #HR and #leadership. On his Engaging Leadership show we discussed that change is inevitable, but it takes time. As the Chief Human Resources Officer at Oak Ridge National Laboratory, it is important to understand HR’s role in supporting business through change with a focus on strategic alignment, self-reflection, synchronization, and effective questioning. Check out the show and let me know your thoughts on these important topics!

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What Does "By Referral Only" Mean? - Great question! The RDAV (Reader's Digest Abbreviated Version) is that I don't take cold calls or unsolicited resumes. From the beginning (over 20 years ago), I have worked "by referral", meaning I only review resumes from executives I know personally, or from candidates that are referred to me by...executives I know personally. There is a good reason for this. My clients (hiring companies) expect me to personally vouch for every candidate I submit for a job. Even with all my due diligence, occasionally a candidate burns me. The Pandemic was a nightmare. Candidates lying about their education, title and compensation. Candidates interviewing for a month, then taking a counteroffer from their current employer. By the way, most of those folks are now unemployed. Their employer gave them the counteroffer, so they had time to replace them. When I turn away 10 to 20 unsolicited resumes each day, it's not because they are bad people or I don't like them. It's because I don't know them and have never met them. And in the toughest job market since Depression 2.0 (2008), I'm focused on helping my friends/clients that supported my business and charity work the last 20 years. If nothing else, I'm the most loyal person you ever met.

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Looking to Write? Apply for Our Featured Contributor Program Candace Thorson May 28, 2024       It’s that time again! GovLoop is now accepting new applications for its Featured Contributor program — an opportunity for current and former government employees and industry representatives to write on topics about which they’re passionate. It’s a chance to share your knowledge with — and be recognized by — GovLoop’s community of 300,000+ public sector employees, industry partners, and knowledge experts. Specifically, we are looking for between 12 and 15 writers, who will each submit an approximately 500-word blog post every two weeks during the second half of 2024 (12 posts total). We especially are interested in topics that fall within one or more of the following categories: - Employee and constituent engagement - Professional and personal development - Artificial intelligence/machine learning - Career advice for new and current supervisors - Data use and/or literacy - Diversity, equity, inclusion and accessibility - Process improvements/agency outcomes - Cybersecurity and similar issues - Workforce management/leadership Please be prepared to submit articles in at least two topic categories. What’s in It for You? Featured contributors enjoy: Distribution of their articles in our morning newsletter, the Daily Awesome A featured position on the www.GovLoop.com homepage for all their posts Individual social media posts (with headshots) welcoming each writer to the program Promotion and re-sharing of their posts to our social network communities Published articles/recognition and great lines on their resumes Opportunities to have their writing featured in (or be interviewed for) other GovLoop projects, including editorial guides Recognition via a special GovLoop Featured Contributor badge on their posts To Apply: The application deadline is Monday, June 24. Please e-mail [email protected] the following materials, using the subject line “GovLoop Featured Contributor”: Three blog post ideas, with 3-5 bullet points on how you’d develop them At least one writing sample Your resume (or a link to your LinkedIn profile) This will be our 33rd featured contributor cohort. More than 300 people have participated in the program so far (you can read their posts here), and we look forward to your ideas and contributions. Looking for recognition? The featured contributor program may be just what you need. Please email [email protected] with any questions.

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When you are not qualified for a job you want and apply anyway because some LinkedIn clown told you to shoot your shot....but you missed. 👀 When applying to most defense government jobs, or with companies who are OFCCP compliant (look it up), you need to meet 100% of the requirements. At bare minimum, you should meet at least 80% as SOMETIMES the government client MAY make SOME exceptions. For example, if they are seeking someone with 10 years' experience but you only have 7 and meet the other requirements, they may still consider you; it just depends on whether you have the major skills they are seeking and how bad they are trying to fill that role. Also, as a recruiter, I will keep candidates in mind who didn't meet the criteria for a particular role but may meet 100% of the requirements for a DIFFERENT role---- which brings me to my next point 👇 Don't get nasty with a recruiter/hiring manager/employer if your application gets rejected for the role you applied for; they may still be considering you for another current role or consider you for FUTURE roles that they feel you may be a better fit for and may sometimes even offer better pay. Bottom line: Make sure you meet the minimum requirements listed in the JD and don't burn bridges when things don't go your way, but do you boo, what do I know about the job search and recruiting process, go ahead, listen to the LinkedIn clowns 🤡 with no recruiting experience 🙄 Maloney out! ✌ #transitioningmilitary #jobsearchtips #secretsquirrels #womenveterans #shootingyourshotfailures

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Unions and union supporting organizations like Labor Notes, (TDU} Teamsters for a democratic union and others spend a lot of time and energy building up a national army of militant union organizers and advocates. Using the Internet to Research Companies both public and private, for example getting information form U.S. Securities Exchange Commission's Edgar data base for public companies to retrieve information such as the Form 10-K. this is the annual reports that most companies file with the Commission. It is lengthy and includes such information as a description of the company and what it owns, the business strategy, stock performance, the executive officers and their compensations, company financial figures, number of employees, any current union agreements, sketch of the benefits package, and any litigation or fines that the company has been involved with. Form 10-Q offers unaudited quarterly reports on company finances and any litigation or fines and other information to be used as ammunition against the employer. AFL-CIO'S Executive Pay Watch have their own database on top CEO pay and can point them to information on checking the company's performance to see CEO compensation, they are also taught how to use OSHA data information, the U.S. Equal Employment Opportunity, the freedom of information act, corporate watch-dog groups, and many resources to help them find information to discredit the company and management. The volunteer organizer is taught how to engage with workers in many environments including home visits and social media, how to target workforce leaders and issues, how to anticipate and deal with resistance to the union. The organizer is taught how to dress, greet workers, smile, look them in the eye, listen to them, how to ask them questions, inoculate/educate them, get information, encourage and evaluate them. Some union organizing training can get very intense and can last from one to two full days and cover every aspect of the organizing process. I still have the training guides from my past life as a union official and years as a national organizing director, I have taught advance organizing tactics at the AFL/CIO organizing institute, George Meany labor collage, USW Linden Hall, and labor studies courses at universities across the country. Unions don’t take a nonchalant attitude towards organizing new members into the union rank and file and management teams shouldn’t either, they should be educated on unions and their organizing tactics in order to maintain a productive union free environment.  https://www.pslabor.com/ #pslabornews #unionavoidance

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Let's talk about the #4+1 commitment for #VA #Employees who are also #militaryspouses and the #benefits available. How can I learn more about the 4+1 Commitment to support military spouses? Let's learn about it! Check out this message from Secretary of Veterans Affairs the Honorable Denis McDonough - https://lnkd.in/duVmMgP2 , still need more? On March 6, 2024, VA Signs 4+1 Commitment - https://lnkd.in/gstHTXKF , read the whole article to really understand what the commitment includes. Check out the latest article on the 4+1 Commitment - https://lnkd.in/gZnD3_28 , knowledge is power, share this amazing benefit with fellow VA employees who are part of the military community. It's not just a rumor, it's more than idea or a thought, it's a fact, the VA now has signed the 4+1 commitment to support retaining military spouses. #sharethispost #fourplusone #4+1 #federal #militaryspouses #militarycommunity #VA #vaemployees

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Great to be back in COS #NORTHCOM and really appreciate that Wes has shared these thoughts as a front-line #SecurityCooperation AM&E practitioner. His sentiments underscore the significant challenges of developing a workforce from an amalgamation of federal agency and/or private sector competencies. At the end of the day Assessments, Monitoring & Evalutation (AM&E - DoD) or Monitoring, Evaluation, and Learning (#MEL - USAID and DoS) are not skillsets that can be 'bolted-on' or 'ported' over from one another as much as it may appear straightforward. USAID's MEL competencies have been formed for over 40 years and I would argue that they are still in the early days of their collective learning arc. I've always believed (and still do) that a sound AM&E/MEL professional is domain/sector-agnostic. Meaning, an AM&E/MEL professional who has the functional expertise to assess the environment, design programs and associated indicators, and monitor performance and desired outcomes with methodological rigor can be positioned with relevant technical expertise to execute the required AM&E/MEL tasks. Though I have worked across the DoD, DoS, and USAID AM&E/MEL and programmatic enterprises and consider myself interagency "nimble" or adaptive, I was not fully prepared for the challenges of those elements that are more akin to working in a new country or culture for the first time, to include culture, language, and operational rhythms across six independent regional commands. Ultimately, I am incredibly grateful and humbled to work with professionals like Wes who have jumped out of their comfort zone and into the deep end just as I am for all of our DoD SC experts who believe there is a better mousetrap to be built. #onward #respect, Tetra Tech, Management Systems International, #AME, #NORTHCOM, #PartnerNation, Sabel Systems Technology Solutions, LLC

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Read Guidehouse Defense and Security's new article, Managing Change Fatigue in the Federal Workforce, outlining our team's recommendations for agencies looking to produce better outcomes in the face of complex workforce challenges: https://lnkd.in/ep3bnyPS.

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An increased focus on career development in government agencies can go a long way in attracting and retaining talent, especially when it’s hard for agencies to be competitive on salary. https://lnkd.in/eRNFjY_7 #HR #Workforce #Feds #Stateandlocal #CareerDevelopment #employeeenggement

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Unlocking Leadership Potential Ever wondered how military leadership tactics differ from civilian leadership? Here's the scoop! Clarity of Mission: Military leaders often deal with life-or-death situations, requiring crystal-clear objectives. In contrast, civilian leaders may navigate more nuanced goals and stakeholders. Hierarchy vs. Collaboration: While military structures emphasize hierarchy for swift decision-making, civilian leaders often thrive on collaboration, fostering diverse perspectives. Adaptability: Military leaders excel in adapting to rapidly changing environments, a skill crucial in civilian settings but approached with different tools. What's your take on these differences? Share your thoughts! 💬 #LeadershipDevelopment #MilitaryLeadership #CivilianLeadership #BareBonesLeadership #LeadershipStrategies #Adaptability #Collaboration #MissionClarity

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Are you looking to make a difference while strengthening your workforce? Here are 5 Top Tips for successfully hiring veterans: ✅ Translate Military Skills: Understand how military skills translate to civilian roles to effectively assess qualifications. ✅ Provide Mentorship Programs: Offer mentorship programs to ease the transition and provide ongoing support. ✅ Flexible Work Options: Consider flexible work arrangements to accommodate veterans' unique needs and schedules. ✅ Recognition Programs: Implement recognition programs to acknowledge veterans' contributions and foster a sense of belonging. ✅ Community Partnerships: Forge partnerships with veteran organizations and community groups to expand recruitment networks and access top talent. Let's work together to create inclusive workplaces and honor the commitment of our veterans! Check out our hiring events https://lnkd.in/enx8Gz9x #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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Are you looking to make a difference while strengthening your workforce? Here are 5 Top Tips for successfully hiring veterans: ✅ Translate Military Skills: Understand how military skills translate to civilian roles to effectively assess qualifications. ✅ Provide Mentorship Programs: Offer mentorship programs to ease the transition and provide ongoing support. ✅ Flexible Work Options: Consider flexible work arrangements to accommodate veterans' unique needs and schedules. ✅ Recognition Programs: Implement recognition programs to acknowledge veterans' contributions and foster a sense of belonging. ✅ Community Partnerships: Forge partnerships with veteran organizations and community groups to expand recruitment networks and access top talent. Let's work together to create inclusive workplaces and honor the commitment of our veterans! Check out our hiring events https://lnkd.in/enx8Gz9x #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

Are you looking to make a difference while strengthening your workforce? Here are 5 Top Tips for successfully hiring veterans: ✅ Translate Military Skills: Understand how military skills translate to civilian roles to effectively assess qualifications. ✅ Provide Mentorship Programs: Offer mentorship programs to ease the transition and provide ongoing support. ✅ Flexible Work Options: Consider flexible work arrangements to accommodate veterans' unique needs and schedules. ✅ Recognition Programs: Implement recognition programs to acknowledge veterans' contributions and foster a sense of belonging. ✅ Community Partnerships: Forge partnerships with veteran organizations and community groups to expand recruitment networks and access top talent. Let's work together to create inclusive workplaces and honor the commitment of our veterans! Check out our hiring events https://lnkd.in/enx8Gz9x #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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Are you looking to make a difference while strengthening your workforce? Here are 5 Top Tips for successfully hiring veterans: ✅ Translate Military Skills: Understand how military skills translate to civilian roles to effectively assess qualifications. ✅ Provide Mentorship Programs: Offer mentorship programs to ease the transition and provide ongoing support. ✅ Flexible Work Options: Consider flexible work arrangements to accommodate veterans' unique needs and schedules. ✅ Recognition Programs: Implement recognition programs to acknowledge veterans' contributions and foster a sense of belonging. ✅ Community Partnerships: Forge partnerships with veteran organizations and community groups to expand recruitment networks and access top talent. Let's work together to create inclusive workplaces and honor the commitment of our veterans! Check out our hiring events https://lnkd.in/enx8Gz9x #hireevents #veteransemploymment #recruitingmilitary #talentaquisition #recruiting #hiring #humanresources

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Hiring the right talent is crucial for organizational success. However, navigating the current federal hiring process can feel like you are blindfolded and have one hand tied behind your back. It's not just Gen Z but all generations that are impacted by the inefficiencies and daunting processes in USAJobs and federal HR processes. As a senior executive in the federal government in my past life, I tried various unconventional approaches to hiring outside the traditional methods. But then I ran into the limitations imposed by red tape and onboarding procedures. The need for innovative recruitment strategies in the federal space is evident now more than ever. As highlighted in recent discussions, it's time to think creatively when it comes to recruiting. The future workforce is looking for employers who value them as individuals, not just as part of a bureaucratic process. Let's work towards creating a recruitment environment that attracts top talent by prioritizing a more people-focused approach. #Recruitment #Innovation #HRTransformation

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