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I've been told that landing a federal job is more about who you know rather than what you know. I believe this to be true in some, maybe even most cases, but definitely not all cases. Any thoughts?
Posted in these groups: 
GS Civilians
Networking
GS Civilians Networking
Posted 10 y ago
Responses: 10
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It is definitely who you know, but not just for government jobs. In the current hiring environment, many managers have had to wait months to even get permission to conduct a search and the HR managers will be slammed with dozens if not a hundred applicants. In that mess, that manager has already figured out exactly who he/she wants to hire. He/she will specifically ask HR for the resume(s) of the people he/she has already talked to about the position. Other people may or may not even be interviewed, but they most certainly do not have an equal shot of at the job regardless of qualifications.
This is NOT saying that the people the manager wants to hire are unqualified (for the moment let's set aside nepotism and the like). He/she knows the desired candidates are qualified and, knowing that he/she will likely be stuck with their choice for years, will prefer to go with someone who is already seen as being a good fit.
I work for a DoD contracting company. I was hired for my first position sight unseen by the company. My next position, I worked with the husbands of two of the five team members. And in my newest position, I was hand-picked by the division chief because I had done good work for him previously; that position was "searched" but no one was interviewed because I already had the job. I would say that this is the range of possibilities and the hardest to get is that foot-in-the-door position.
In the three years I have been working in these areas, only a handful of DoD CIV positions have come open and 100% of the ones I knew about were filled by people well known to the hiring manager either because they were a relative of someone already working there (that's wrong, but it's the truth) or they were already working there in a different capacity. No DoD CIV jobs that I observed went to outsiders who just happened to apply through USAJobs.
For your reference, being an ethnic minority, female, vet with a disability rating, a masters degree, experience managing multi-million dollar government projects and hundreds of personnel DID NOT HELP me get a job...initially. I had to accept a low paying clerical job and climb up from that point. I feel very certain that if I had not accepted that initial position and come to know the people that I have, I would not have even been interviewed for my new position.
(FYI: my contracting company is HQ'd in Chantilly, VA; I'm happy to try to help you get a foot in the door if you are interested.)
This is NOT saying that the people the manager wants to hire are unqualified (for the moment let's set aside nepotism and the like). He/she knows the desired candidates are qualified and, knowing that he/she will likely be stuck with their choice for years, will prefer to go with someone who is already seen as being a good fit.
I work for a DoD contracting company. I was hired for my first position sight unseen by the company. My next position, I worked with the husbands of two of the five team members. And in my newest position, I was hand-picked by the division chief because I had done good work for him previously; that position was "searched" but no one was interviewed because I already had the job. I would say that this is the range of possibilities and the hardest to get is that foot-in-the-door position.
In the three years I have been working in these areas, only a handful of DoD CIV positions have come open and 100% of the ones I knew about were filled by people well known to the hiring manager either because they were a relative of someone already working there (that's wrong, but it's the truth) or they were already working there in a different capacity. No DoD CIV jobs that I observed went to outsiders who just happened to apply through USAJobs.
For your reference, being an ethnic minority, female, vet with a disability rating, a masters degree, experience managing multi-million dollar government projects and hundreds of personnel DID NOT HELP me get a job...initially. I had to accept a low paying clerical job and climb up from that point. I feel very certain that if I had not accepted that initial position and come to know the people that I have, I would not have even been interviewed for my new position.
(FYI: my contracting company is HQ'd in Chantilly, VA; I'm happy to try to help you get a foot in the door if you are interested.)
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MSgt Steven Holt, NRP, CCEMT-P
Couldn't have said it better CPT Wolfer. I'm no longer involved with DoD or any contracting agency that deals with them. While I was on Active Duty, I saw multiple instances where positions were filled based solely on the fact the person knew the boss (former co-worker, family, golf partner, etc). In most, if not all, cases the position was already selected before the vacancy announcement was posted.
I'm not going to say they weren't qualified. In a few instances I know definitely they were not the BEST qualified, but hey, the boss knows them so.....
I'm not going to say they weren't qualified. In a few instances I know definitely they were not the BEST qualified, but hey, the boss knows them so.....
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CPT (Join to see)
The real problem is that 80%+ of government jobs are not filled by an objective exam (like the Civil Service Exam). The candidates are given "points" based on subjective evaluations of their work histories, experience, education, in whatever mix they want. Remember the show "Whose Line is it Anyway?" Well, welcome to the Federal Jobs edition, the show where everything's made up and the points don't matter. If the manager wants to give Bill 20 points for his work experience deemed subjectively to be an exact match, he/she can. And then the manager can give you 5 points for your military experience which he/she has subjectively determined to be less of a match. Likely this person has never been in the military and has no idea. Your 10 point preference helps, but let's be honest, the manager knows Bill and wants to hire Bill and will simply cook up more points (interview points, or points for his degree/major) until he can overcome your 10 point preference. Also, keep in mind that the point preference only comes into play when the agency fills the vacancy by appointment from a list of eligibles. There are other ways to fill vacancies and in several of them, your vet preference is not a factor.
I feel that the DoD needs to get its hands around this situation and be a model for the rest of the government agencies. The fact that civilian led DoD components are intentionally turning away veterans sickens me.
I feel that the DoD needs to get its hands around this situation and be a model for the rest of the government agencies. The fact that civilian led DoD components are intentionally turning away veterans sickens me.
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Nepotism is a sad but true fact. Our son is in the SEAP program, which is almost impossible to get into (when I ran it in Bethesda, we'd have 1000 applicants and make 4-5 selections). He's in for the summer because I know people at USACEHR (well, he's also a good student, but knowing people is the main reason). Alumni from Ivy League schools can basically get their kids in just by being alumns. GW Bush was a C-grade student and went to Yale. I promise that VERY few other C-students were admitted that year.
With that said, I have no shame in admitting that I'll use any/all of my connections to benefit my kids. It's a fact of life.
With that said, I have no shame in admitting that I'll use any/all of my connections to benefit my kids. It's a fact of life.
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