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Report: Lessons learned from recruiting, hiring tech talent at the U.S. Digital Service
Mallory Barg Bulman, vice president of research & evaluation at the Partnership for Public Service, discusses how the United States Digital Service is influencing hiring across the government, and lessons learned from their experiences.   Because the United States Digital Service has shown great success in quickly obtaining a tech-savvy workforce, more agencies are looking […]

Mallory Barg Bulman, vice president of research & evaluation at the Partnership for Public Service, discusses how the United States Digital Service is influencing hiring across the government, and lessons learned from their experiences.  


Because the United States Digital Service has shown great success in quickly obtaining a tech-savvy workforce, more agencies are looking to emulate USDS’s rapid hiring practices. The Partnership for Public Service, along with two former leaders of USDS, analyzed the agency’s successes, and found that some of their workforce strategies can be used outside the technical parts of government.   “Some of these strategies are not unique to tech talent. We want to make sure that we really shorten the hiring process. Right now it takes over 100 days to hire top talent at any agency, and frankly at that point, you’re going to start losing some of your top applicants,” said Mallory Barg Bulman, vice president of research & evaluation at the Partnership for Public Service. “Something that the U.S. Digital Service has done that every agency can do is really focus on the brand of the agency. While that sounds really corporate in a sense, If you think about what government does, government matters to the lives of every human being. If somebody wants to make a difference in education or healthcare… the government does that. This is a great way to bring people’s skills to our country.

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