Determine the cause for the variations in the timeliness of the preemployment and security checks step in FY 2017, 2018, and 2019 and develop appropriate process improvements.
Publication Report
2020-OE-0002 | August 02, 2021
Opportunities Exist To Improve the U.S. Department of Housing and Urban Development’s Hiring Process
While some of HUD’s efforts to improve its hiring and human capital functions and reduce its average time-to-hire have been successful, HUD’s hiring process overall was not efficient. HUD’s Office of the Chief Human Capital Officer (OCHCO), which… moreRelated Recommendations
Office of Chief Human Capital Officer
Standardize position descriptions and job analyses for mission-critical occupations, high-risk occupations, and positions with high-volume staffing needs.
Develop and share best practices with HUD’s program offices on how hiring managers can execute hiring process responsibilities to meet timeliness goals.
Develop and document comprehensive reference documents on the hiring processes, procedures, roles, and responsibilities.
Develop and implement regular training for process owners on the hiring process.
- Status2020-OE-0002-06OpenClosedClosed on March 21, 2023PriorityPriority
We believe these open recommendations, if implemented, will have the greatest impact on helping HUD achieve its mission to create strong, sustainable, inclusive communities and quality affordable homes for all.
Create and implement a knowledge management strategy, such as developing standard operating procedures, reference sheets, and program office fact sheets.
Corrective Action Taken
OCHCO developed and implemented client profiles for each HUD program office to address knowledge loss and the need for offices to explain or reexplain their mission and functions. The profiles will serve as a central repository to learn about the various programs and missions of HUD and will allow OCHCO staff, other key HUD program office staff, and HUD’s service provider staff to view critical information for each HUD program office.
Conduct a feasibility study for an automated POL.
Develop and implement time-to-hire goals that account for each hiring process step.
Develop and document methodologies on how OCHCO calculates hiring metrics to ensure that its hiring metrics and hiring goals align across all of its data sources, including the POL, the human capital dashboard, and the HCOP.
Track the quality of candidates as measured by the hiring officials.
Track the number of recruit attempts that result in a selection, the number of recruit attempts that result in a successful hire, and the number of positions that are reposted due to unsuccessful first recruit attempts.