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There are several ways a federal hiring manager can select someone to fill a vacancy. When a civilian vacancy opens up, the federal hiring official will recruit from one or more "applicant pools." An applicant pool is a group of individuals who share some type of eligibility criteria. Applicant pools are also known as the "Area of Consideration."
Federal vacancy announcements (also called "Job Announcements") will list the desired applicant pools in the Who May Apply section of the announcement. Here are some examples:
The recruitment method used to attract applicants from inside the federal civilian ranks is known as Merit Promotion.
Merit Promotion is a recruitment method used to attract applicants from inside the federal civilian ranks. Applicants compete against each other based on their merit. Veterans and non- veterans are treated equally under Merit Promotion recruitment.
The recruitment method used to attract applicants from outside the federal civilian ranks is known as Competitive Examining.
Competitive Examining is a recruitment method used to attract applicants from outside the federal civilian ranks. Candidates compete against each other based on the rating of their résumé/application.
Veterans' Preference eligibles are given consideration over non-preference eligibles when selections are made (except when the recruitment is for a professional or scientific position at pay grade GS-09 or higher).
The hiring official may choose to use both methods at the same time. It is not unusual to see the same vacancy advertised twice to different pools of applicants on separate vacancy announcements.
Note on Competitive Examining
Competitive examining applicants are placed into "quality groups. Typically, qualified candidates are placed into one of three quality groups:
Candidates in the HQ group may be referred if there are more vacancies than there are interested BQ candidates.
Candidates in the Q group may be referred if there are more vacancies than there are interested BQ and HQ candidates.
Noncompetitive Recruitment
Hiring managers also have the flexibility to hire eligible candidates non-competitively (i.e., without needing to use Merit Promotion or Competitive Examining recruitment methods).
If two or more non-competitive applicants are considered for the same vacancy, the one with the highest Veterans' Preference is given preference over the other(s).
You will learn what your veterans' preference status is in tomorrow's blog.
How Veterans' Preference Can Help
In tomorrow's blog we'll show you whether or not you qualify for Veterans' Preference.
Veteran's preference increases the opportunities an eligible veteran has in attaining a federal job:
Having veterans' preference and/or making a referral list does not guarantee that you will get an interview or a job offer:
If you are a veteran, seek help from trained professionals in your organization; these individuals will help you craft a solid resume and assist yoiu in your efforts to secure a federal civilian job. Feel free to browse this blog for entries related to writing resumes and interviewing tips. It is a free resource!
Federal vacancy announcements (also called "Job Announcements") will list the desired applicant pools in the Who May Apply section of the announcement. Here are some examples:
- Vacancies may be open to just current or past federal employees (known as "status candidates" or "status employees" on some job announcement sites). Veterans may be eligible to compete against status candidates for these vacancies.
- Vacancies may be open to applicants eligible for certain federal hiring programs. Veterans may be eligible for one or more of the federal veteran hiring programs.
- Vacancies may be open to all U.S. citizens. Veterans may be eligible to receive "preference" for vacancies open to outside candidates.
The recruitment method used to attract applicants from inside the federal civilian ranks is known as Merit Promotion.
Merit Promotion is a recruitment method used to attract applicants from inside the federal civilian ranks. Applicants compete against each other based on their merit. Veterans and non- veterans are treated equally under Merit Promotion recruitment.
The recruitment method used to attract applicants from outside the federal civilian ranks is known as Competitive Examining.
Competitive Examining is a recruitment method used to attract applicants from outside the federal civilian ranks. Candidates compete against each other based on the rating of their résumé/application.
Veterans' Preference eligibles are given consideration over non-preference eligibles when selections are made (except when the recruitment is for a professional or scientific position at pay grade GS-09 or higher).
The hiring official may choose to use both methods at the same time. It is not unusual to see the same vacancy advertised twice to different pools of applicants on separate vacancy announcements.
Note on Competitive Examining
Competitive examining applicants are placed into "quality groups. Typically, qualified candidates are placed into one of three quality groups:
- Best Qualified (BQ)
- Highly Qualified (HQ)
- Qualified (Q)
Candidates in the HQ group may be referred if there are more vacancies than there are interested BQ candidates.
Candidates in the Q group may be referred if there are more vacancies than there are interested BQ and HQ candidates.
Noncompetitive Recruitment
Hiring managers also have the flexibility to hire eligible candidates non-competitively (i.e., without needing to use Merit Promotion or Competitive Examining recruitment methods).
If two or more non-competitive applicants are considered for the same vacancy, the one with the highest Veterans' Preference is given preference over the other(s).
You will learn what your veterans' preference status is in tomorrow's blog.
How Veterans' Preference Can Help
In tomorrow's blog we'll show you whether or not you qualify for Veterans' Preference.
Veteran's preference increases the opportunities an eligible veteran has in attaining a federal job:
- Veterans' preference can give eligible veterans an edge over non-veterans in Competitive Examining.
- Veterans' preference can give eligible veterans an opportunity to apply to vacancies that are otherwise closed to outside candidates.
- Veterans' preference can give eligible veterans opportunities for non-competitive job appointments.
Having veterans' preference and/or making a referral list does not guarantee that you will get an interview or a job offer:
- Federal hiring officials can select their new employees from ANY source. If the vacancy was advertised to both internal and external candidates, the hiring official can choose from either referral list.
- The hiring official does not have to make a selection from any referral list if he/she has identified a candidate eligible for a noncompetitive appointment.
- The hiring official does not have to conduct an interview.
- The hiring official may not be able to select someone from a referral list if a priority placement candidate is identified.
- Recruitment is sometimes canceled. This may be due to a hiring freeze, loss of funding, or other reasons.
If you are a veteran, seek help from trained professionals in your organization; these individuals will help you craft a solid resume and assist yoiu in your efforts to secure a federal civilian job. Feel free to browse this blog for entries related to writing resumes and interviewing tips. It is a free resource!
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