Hiring Managers using USAJobs

[Anonymous]

Anonymous wrote:A bit off topic, but are temporary or excepted positions subject to the same hiring practices? I recently applied for an excepted GS12 Temporary NTE 13 position that stated it could be made permanent without competition. Is this just a sneaky way to get around all the red tape? If so, would you assume it’s a real opening or an “opening?” I hope the former because I was referred. Still no word on an interview though. Sigh.

I believe it’s easier to get an excepted job so I’d assume the regulations are looser. And I’m sure the temporary part turns people off, so maybe the competition won’t be as bad. Good luck!

[Anonymous]

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Anonymous wrote:How many applicants typically make the cert? Is 30 common? I’m wondering why I regularly make the cert but not an interview. I tailor my resume to each job, pull out KSAs and highlight on my resume, only apply to jobs that I’m well qualified for, etc. I’ve even hired a consultant to review my resume and provide feedback. I’ve been told my application is strong but still nothing. I’ve applied to 30 jobs in 18 months ranging from GS12-15 - excepted, temporary, permanent, direct hire, competitive …

One possibility is veterans outranking you on points.

Another possibility is these are remote positions with crazy competition.

Or an internal candidate was slated for the job, but HR needed to advertise the position publicly. I think this is very common. I wish HR wouldn't bother with the appearance of fairness when the outcome is predetermined. It just wastes everyone's time.

Yep. I do not like this at all.

I can sometimes ID this in the questionnaire when they write something like "Do you have experience working at DHS and leading meetings to discuss DHS policy?" Those types of questions are weeders and can only be answered "yes" (99% of the time) by someone who did that work at that particular agency.

So, I always read the questionnaire FIRST.

You answer yes to all answers either way.

And here lies the inherent problem. If a listing wants something this specific why make it open to the public or for candidates that would not have this experience? The result is falsifying experience and an onslaught of non-viable candidates. So HR is dealing with 100s of applicants when there are really only a handful.

Because they have to. There's no way to give a promotion to someone internally until you go through usajobs. As a hiring manager, I'd love to be able to promote people, but often they have to leave. Even when I float the job, I don't have enough money to hire the new person + my old person. I didn't get an extra FTE.

This makes me wonder why people bother applying to anything on USAJobs. Yet PPs above say they can’t find qualified candidates. So the system is broken on both sides. I wonder how many postings are truly open announcements.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:How many applicants typically make the cert? Is 30 common? I’m wondering why I regularly make the cert but not an interview. I tailor my resume to each job, pull out KSAs and highlight on my resume, only apply to jobs that I’m well qualified for, etc. I’ve even hired a consultant to review my resume and provide feedback. I’ve been told my application is strong but still nothing. I’ve applied to 30 jobs in 18 months ranging from GS12-15 - excepted, temporary, permanent, direct hire, competitive …

One possibility is veterans outranking you on points.

Another possibility is these are remote positions with crazy competition.

Or an internal candidate was slated for the job, but HR needed to advertise the position publicly. I think this is very common. I wish HR wouldn't bother with the appearance of fairness when the outcome is predetermined. It just wastes everyone's time.

Yep. I do not like this at all.

I can sometimes ID this in the questionnaire when they write something like "Do you have experience working at DHS and leading meetings to discuss DHS policy?" Those types of questions are weeders and can only be answered "yes" (99% of the time) by someone who did that work at that particular agency.

So, I always read the questionnaire FIRST.

You answer yes to all answers either way.

Sure and they will find out I lied in two minutes of conversation.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:How many applicants typically make the cert? Is 30 common? I’m wondering why I regularly make the cert but not an interview. I tailor my resume to each job, pull out KSAs and highlight on my resume, only apply to jobs that I’m well qualified for, etc. I’ve even hired a consultant to review my resume and provide feedback. I’ve been told my application is strong but still nothing. I’ve applied to 30 jobs in 18 months ranging from GS12-15 - excepted, temporary, permanent, direct hire, competitive …

One possibility is veterans outranking you on points.

Another possibility is these are remote positions with crazy competition.

Or an internal candidate was slated for the job, but HR needed to advertise the position publicly. I think this is very common. I wish HR wouldn't bother with the appearance of fairness when the outcome is predetermined. It just wastes everyone's time.

Yep. I do not like this at all.

I can sometimes ID this in the questionnaire when they write something like "Do you have experience working at DHS and leading meetings to discuss DHS policy?" Those types of questions are weeders and can only be answered "yes" (99% of the time) by someone who did that work at that particular agency.

So, I always read the questionnaire FIRST.

You answer yes to all answers either way.

And here lies the inherent problem. If a listing wants something this specific why make it open to the public or for candidates that would not have this experience? The result is falsifying experience and an onslaught of non-viable candidates. So HR is dealing with 100s of applicants when there are really only a handful.

Because they have to. There's no way to give a promotion to someone internally until you go through usajobs. As a hiring manager, I'd love to be able to promote people, but often they have to leave. Even when I float the job, I don't have enough money to hire the new person + my old person. I didn't get an extra FTE.

This makes me wonder why people bother applying to anything on USAJobs. Yet PPs above say they can’t find qualified candidates. So the system is broken on both sides. I wonder how many postings are truly open announcements.

Same. I just started a different thread saying aim about to give up.

On Reddit, a number of people seem to have luck getting hired. It seemed possible but I guess not for my field.

[Anonymous]

Anonymous wrote:Ha! I applied to a job I was tailor-made for, received a notice that I was qualified and referred and literally within one minute of receiving the referred email got an email saying I wasn’t selected for further consideration. No way anyone read my resume.

It is more likely HR just went into the system and entered in the actions at one time - not that they did them that fast.