Federal Job Search

Fact or Myth? What Do You Know About the Modern Job Search?

by

MYTH: Job postings represent real jobs. Job postings on USAJOBS do not always represent a specific opening. It is critical to read the fine print; you can recognize such jobs when you see language such as: This Public Notice will serve as a resume repository – positions may or may not be filled from this announcement. This is also true of private sector job postings. According to ResumeBuilder, 40% of companies admit to posting fake jobs on job boards in 2024.

MYTH: USAJOBS is an Applicant Tracking Software. USAJOBS is not an ATS; it is a system to collect applications for positions and then forward those applications to the hiring Human Resources office. Real Human Resources personnel read the resumes of qualified applicants.

MYTH: If I know I can do a job, I should apply. You should read the job qualifications; if you don’t have what they’re looking for in terms of skills, education, or number of years of experience, just “knowing” you can do the job is generally not enough. You’ll be competing against people who have all of the qualifications.

MYTH: My resume should reflect everything I have ever done. Most resumes these days only go back 10 years or so. I promise that no one cares what you did in the 1970’s or 80’s. And think about it, who would you rather hire? Someone who is doing it now or someone who hasn’t done in 20 or 30 years?

MYTH: Getting a job is quick. While it is possible to get the first job you apply for, it isn’t that likely. The ease of online applying means that hundreds if not thousands of applications are received for every posting.

MYTH: I can talk my way into a remote job, even if the posting says otherwise. Federal postings clearly articulate whether a job is remote or not; if it’s not listed as remote, do not count on being able to talk the hiring manager into making the job remote just for you (absent a reasonable accommodation). The private sector side has more flexibility but if the posting is specific about how many days per week you are expected to be in an office, believer them. At least until after you have proven yourself.

MYTH: I only need one resume. At a minimum, your resume needs to be tweaked for key words with each application. There is no such thing as a standardized generic resume anymore.

MYTH (sometimes): I need a cover letter. If you’re applying for a federal job and the posting does not require a cover letter, I recommend not providing one. If you’re targeting the private sector then yes, it is considered customary to include one. If you do write a cover letter it needs to be targeted toward the job you’re applying for, use key words, and clearly articulate your qualifications vis-a-vis the job.

These are just a few of the myths that exist about job search. What would you add?

What Does The Federal Workforce Look Like?

by

The Partnership for Public Service recently published a profile of the federal government’s 2M civilian, executive branch employees based on data from FedScope. Here are some fun facts:

  • Between 2019 and 2023, the federal workforce grew by ~140,000 employees.
  • In 1945, the federal workforce represented 2.5% of the entire US population; today, federal government employees make up ~.6% of the US population.
  • The vast majority of federal employees are involved in defense and national security (nearly 71%). The Department of Veterans’ Affairs has 20% of the entire federal workforce with 400,000 employees.
  • The top occupational category in the government is medical and medically aligned positions; these include physicians, nurses, physical therapists, pharmacists, dental officers, veterinarians and many other public health occupations. There are ~310,000 federal employees in these occupations.
  • Despite media reports to the contrary, only 20% of federal employees work in the Washington, DC-Maryland-Virginia area.
  • Only 7.4% of federal employees are under the age of 30; this is lower than the US labor force; 42.6% of the federal workforce is 50+. New hires are primarily between the ages of 30 and 49 (55%)/
  • The federal government is more diverse than the private sector with 60% of employees identifying as white (compared to 76% in the private sector). 26% of the members of the Senior Executive Service (SES) identify as people of color and 39% of SES members are women.
  • 30% of federal employees are veterans.
  • Education levels are higher in the government as well, with 53.8% holding at least an undergraduate degree (compared to 40.4% in the IS labor force).

Want more data? FedScope (www.fedscope.opm.gov) can provide it!

Should It Stay or Should It Go?

by

Hardly anyone likes to write a resume. One thing to think about is what to include—and what to leave out. Let’s look at both:

What should I include in a federal resume?

Federal jobs often require that you have experience in a particular type of work for a certain period of time. You must show how your skills and experiences meet the qualifications and requirements listed in the job announcement to be considered for the job.

  • Include important contact information. Don’t forget to add current contact information. Most job applications require this information:
  • Address
  • Email
  • Phone number

Read the job opportunity carefully to make sure you have included all required contact information.

  • Include dates, hours, level of experience and examples for each work experience. For each work experience you list, make sure you include:
  • Start and end dates (including the month and year—some agencies require the days too!).
  • The number of hours you worked per week.
  • The level and amount of experience—for instance, whether you served as a project manager or a team member helps to illustrate your level of experience.
  • Examples of relevant experiences and accomplishments that prove you can perform the tasks at the level required for the job as stated in the job announcement. Your experience needs to address every required qualification.
  • Include volunteer work and roles in community organizations. Don’t limit yourself to only including paid work experience. Include relevant volunteer work or community organizations roles that demonstrate your ability to do the job.

What should I leave out of my federal resume?

Do not include the following types of information in your profile or resume:

  • Classified or government sensitive information
  • Social Security Number (SSN)
  • Photos of yourself
  • Personal information, such as age, gender, religious affiliation, etc.
  • Encrypted and digitally signed documents

Following the rules for federal applications—all of which are clearly outlined in every job announcement—will help your resume receive the attention it deserves!

Ever Thought About Working for the US Postal Service?

by

While most of us think about Mail Carriers when we think about the US Postal Service (USPS), in fact, the, USPS hires for a lot of different kinds of positions. Of course there are mail carrier positions but there are also positions in sales, motor vehicle operations, repair, and driving; electronics; accounting; communications; human resources, information technology, and just about anything else you think of.

USPS positions are not traditional federal jobs since the USPS is not a federal agency (it is considered a quasi-government agency). There are more than 30,000 USPS facilitate across the country, 500,000+ employees, and good benefits such as health insurance, good pay, and a pension plan.

Here are some other things to know about getting a job with USPS:

  • The USPS uses its eCareers application system (not USAJOBS) for all USPS applications.
  • In some instances, you may transfer from USPS to the federal government noncompetitively.
  • Veterans’ preference applies in USPS hiring; currently ~100,000 military veterans work for USPS.
  • USPS offers student hiring programs including an intern program, a Professional Development Program for recent college graduates, a developmental program for Industrial Engineers, and an Honors Attorney Program.
  • eCareers allows you to search for positions by key words, location, and functional area.
  • Just like USAJOBS, eCareers users must set up a profile before they apply for a specific position.
  • Don’t forget to include key words from the positions you’re targeting, along with numbers to give your work context and accomplishments to demonstrate that you can achieve results.
  • Some USPS positions require that you take an exam; taking these exams is free—if you see someone online charging to take a USPS exam, you should report it to the US Postal Inspection Service, the Federal Trade Commission, or your state’s Attorney General). If an exam is required, the job posting will list the requirement under “Examination Requirements.”

Want to know more? Check out: https://about.usps.com/careers/.

Unlocking Federal Job Opportunities: A Guide For Non-Veterans

by

Understanding Eligibility for Federal Jobs

To optimize your job hunt, it’s important to understand how candidates are evaluated. All federal jobs typically require U.S. citizenship, but the nuances lie in the specifics of each posting – e.g., duties, conditions of employment, qualifications, how you will be evaluated, etc. Here’s a breakdown of what you should consider:

1. Direct Hire Positions: These roles allow agencies to recruit directly, bypassing the veterans’ preference. The Bipartisan Infrastructure Deal majorly funds such roles, particularly in fields like cybersecurity, STEM, veterinary services, and contract specializations. Always scrutinize the job details to discern if it falls under direct hire.

2. Excepted Service Positions: These roles deviate from the standard hiring process due to their unique agency-based requirements. Examples include roles within the Intelligence Community, the Federal Bureau of Investigation (FBI), certain financial regulatory agencies, and specific positions within the Federal Emergency Management Agency (FEMA). Additionally, the legislative branch, including entities like the Library of Congress and the Government Accountability Office, also falls under this category, as does every role within the Senior Executive Service (SES).

3. Non-Competitive Appointments: Some candidates might be eligible for positions based on certain considerations, making their appointment process distinct. This includes:

  • Former Peace Corps or AmeriCorps volunteers
  • Military spouses
  • Individuals with disabilities
  • Selected veterans
  • Graduates from certain academic programs

Federal employment offers a wide variety of career opportunities. However, navigating it requires due diligence. Always pay particular attention to details within the job announcement, and when in doubt, don’t hesitate to reach out to the Agency human resource contact at the end of the job posting for clarity.

Initiating Your Job Hunt

Additional information on how to navigate the federal hiring process can be found at USAJOBS. If you’re just setting out on your job-seeking journey or need additional insights, visit https://www.usajobs.gov/help/ for guidance.

‍‍This post was written by Nancy Segal in collaboration with Federal Career Connection, Inc., an independently organized educational nonprofit organization who are grounded in community service and commitment to helping individuals in career transition. Learn more about the partnership by clicking here!

Veterans’ Preference: A Tangible Expression Of Appreciation And Support

by

When I think about the many ways our country shows gratitude to our veterans, the most tangible is found in ‘veterans’ preference.’

The roots of veterans’ preference can be traced back to the aftermath of World War I. As soldiers returned home from the grueling battles abroad, the nation recognized the need to reintegrate these brave men and women into civilian life. Beyond parades and memorials, there was a genuine understanding that these individuals deserved opportunities to build their post-war lives. Hence, the preference policy was born, giving military veterans a leg up when seeking government employment.

‍Veterans’ Preference Evolution Through Time

Congress continued to update and provide veterans’ preference to those who served beyond World War I. On March 3, 1865, just prior to the end of the American Civil War, Congress updated veterans’ preference to ensure those who served in the Army and Navy were given preference in civil appointments.

“Resolved by the Senate and House of Representatives of the United States of America, in Congress assembled, [t]hat persons honorably discharged from the military or naval service by reason of disability resulting from wounds or sickness incurred in the line of duty, should be preferred for appointments to civil offices, provided they shall be found to possess the business capacity necessary for the proper discharge of the duties of such offices” (Veteran Hiring in the Civil Service: Practices and Perceptions, August 2014).

Today, under the current the veterans’ preference policy, eligible veterans who apply for federal jobs are given preference over non-veterans. This means that if a veteran and a non-veteran have the same qualifications for a position, the veteran will be given preference and awarded the job. In some cases, veterans may even receive additional points on their application scores.  

The policy has been expanded over time to include not only those who served during wartime but also those who served during peacetime. In addition, the policy applies to not just federal jobs but also some state and local government jobs.

‍The Importance of Veterans’ Preference

One of the main reasons for implementing veterans’ preference was to provide opportunities to veterans who may have been disadvantaged due to their time serving in the military. Many veterans face challenges when transitioning back to civilian life, including finding employment. Veterans’ preference helps to level the playing field and provide veterans with an advantage in the job market.

Another benefit of veterans’ preference is that it helps to ensure that the government has a diverse workforce. Veterans come from all walks of life and have a variety of skills and experiences. By giving them preference in employment, the government is able to tap into a diverse pool of talent.

There are some who argue that veterans’ preference can be unfair to non-veterans who are equally qualified for a job. However, supporters of the policy argue that veterans have made sacrifices for their country and deserve to be given preference in employment opportunities.

While veterans’ preference is an important policy, it is not a guarantee of employment for veterans. Veterans still need to meet the qualifications for the job they are applying for and compete with other candidates. However, veterans’ preference can give them an advantage and help them to better compete in the job market.

In conclusion, veterans’ preference is an important policy that recognizes the sacrifices made by veterans and provides them with opportunities for employment. While some may argue that it is unfair to non-veterans, supporters argue that it helps to ensure that the government has a diverse workforce and provides opportunities to those who may have been disadvantaged due to their time serving in the military.

Learn more about Veterans’ Preference:

‍‍This post was written by Nancy Segal in collaboration with Federal Career Connection, Inc., an independently organized educational nonprofit organization who are grounded in community service and commitment to helping individuals in career transition. Learn more about the partnership by clicking here!