Assessment of USAF's Civilian Hiring Process and the Potential Impact It Has on Our Ability to Recruit and Retain a Millennial Workforce in an Effort to Replenish an Aging Civilian Workforce
AIR WAR COLL MAXWELL AFB AL MAXWELL AFB United States
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With many Air Force civil servants eligible to retire within the next ten to fifteen years it is important we ensure our civilian hiring practices do not negatively impact the Air Forces ability to recruit and retain Millennials to replenish our aging civilian work force. Millennials are those born between 1981 and 1999 and make up over 23 percent of the population and our critical to the success of civil service. Understanding who millennials are, what they desire for employment should be a focus area for federal employers. The USAF has implemented significant changes through the use of the end-to-end hiring initiative of 2011, however, there are four additional areas the federal government should also address. These changes are 1. significant investment in recruiting opportunities for civilian hires, 2. increase development opportunities, 3. a robust feedback process during the orientation process, and 4. increase manpower to meet or decrease the 80-day timeframe. Including these changes as well as the initiatives from the 2011 end-to-end hiring initiative will increase the ability to recruit and retain millennials for civil service.
- Personnel Management and Labor Relations
- Government and Political Science