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We are leading the Air Force in this area.”

“A lot of work remains however, we are moving out of the industrial hiring age and driving towards a world class hiring model.

“By leveraging multiple Secretary of the Air Force (Heather Wilson)-approved civilian hiring initiatives, continued utilization of Congressionally-provided direct hiring authorities, and by implementing an enterprise recruiting approach that capitalizes on process improvements, we are exhausting all means to more efficiently hire civilian employees.” said Snodgrass. Four major secretary-approved hiring initiatives are providing positive returns, particularly when coupled with continued process improvements in all talent acquisition areas. “The model works, and we are excited to expand use of the process and the decreased hiring timelines at future events.”ĪFMC improved its civilian hiring timeliness by 12 percent in fiscal year 2018 and plans to continue finding ways to speed up the employment process. “We are extremely pleased about our success at these events and the high-caliber of talent that we acquired to fill critical needs across the center,” said Eric Dilworth, Director of Personnel, AFLCMC. More than 90 same-day offers were made to candidates at the Kessel Run and Eglin AFB events in January, with candidates hired to fill programing, management and engineering positions at AFLCMC and the 96th Test Wing. Recent hiring events lead by the Air Force Life Cycle Management Center at the Air Force’s Kessel Run project in Boston and at Eglin AFB, Florida provided prospective employees the opportunity to register, interview and receive on-the-spot job offers, filling a number of open positions at one time. A big part of this effort is focused on finding ways to speed up the civilian hiring process.”

“We need to change this in order to build a human capital system that meets the needs of a 21st Century Air Force.

“Ask anyone to describe the federal government’s civilian hiring process and they will probably say the current system is too slow, too cumbersome and badly out of sync with our mission needs,” said Bill Snodgrass, director, Manpower, Personnel and Services, AFMC. This is the driving force behind the ongoing AFMC effort to transform the civilian hiring process across the enterprise to meet mission needs today and for the future. WRIGHT-PATTERSON AIR FORCE BASE, Ohio With a command mission that relies heavily on a more than 65,000 person civilian workforce, recruiting, developing and retaining top talent is critical to success.