Federal Jobs

I’m in the Federal Government—Do I Really Need LinkedIn?

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I frequently hear from my federal clients that they don’t need LinkedIn. Have you wondered if that’s true?

While I think it is fair to say that LinkedIn plays less of a role in federal hiring than it does in the private sector, I still think it’s value-add.

Here are 6 reasons why:

  1. The federal government is present on LinkedIn; jobs are posted there. While the vast majority of federal positions are also posted on USAJOBS.gov, many are also posted on LinkedIn. And many agencies use the recruiter function on LinkedIn to reach out to candidates.
  2. It’s a great way to research agencies—and find out who you might know. Looking for a new agency? Applying for your first federal job? LinkedIn is a great source of information about agencies; most have a presence. And you’ll likely find someone you know who works for that organization; it’s a great way to find real information about an agency.
  3. Some agencies (and certainly some hiring managers) will look for you on LinkedIn before they call you for an interview. You want to be easily found. Of course not all agencies or hiring managers do this but many do—whether they admit or not.
  4. Interview preparation. Getting ready for an interview? Find out who is on your interview panel and look them up on LinkedIn. It might provide you with some useful information that you can use during your interview.
  5. Networking is critical to your career. There are over 2.4M federal employees on LinkedIn. The Army alone has more than 500,000 employees on LinkedIn. The Air Force (USAF), Defense Department (DoD), Health and Human Services (HHS), Department of Homeland Security (DHS), the Department of Veterans Affairs (VA), and the Postal Service (USPS), each have more than 100,000 employees who claim to work for those agencies—that’s another 600,000+ federal employees. And of course, that does not count the 220M users in the United States. Lots of possibilities.
  6. Establish yourself as an expert / get noticed. LinkedIn is a great place to showcase your experience and knowledge—as well as share the interesting things your agency is doing. I am not suggesting that you violate your agency’s ethics rules or share information that should not be shared; that still leaves you with plenty of other opportunities.

Looking for more information about LinkedIn? Check out our Resources which include bundles and ebooks about LinkedIn and more! You can also connect with and follow Solutions for the Workplace on LinkedIn too to stay up to date.

Do You Know There’s More Than One Way To Get A Federal Job?

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While most federal jobseekers are focused on USAJOBS, there are dozens (and dozens) of approaches to get a federal job. You’ve already figured out that getting a federal job is complicated. And you may well know that veterans’ preference can be challenging—if you are not a veteran and trying to get your first federal position.

‍What do you need to know?

A) Not all positions require the use of veterans’ preference.

B) Some veterans may be eligible for as many as 4 different hiring eligibilities while others may be eligible for none.

C) There are many agency-specific hiring authorities; if you are a veterinarian, for example, or looking to work for the Federal Emergency Management Agency (FEMA) as an emergency specialist, or a healthcare provider looking to work for the Department of Veterans Affairs (VA)—just to name a few—the “standard” hiring process may not apply.

D) The Intelligence Community (IC), which includes 17 different agencies, has its own hiring process. And the IC hires a wide range of expertise, everything from security to STEM to intelligence analysis, contracting, computer science, and foreign language, to name a few. Here is a great place to start: https://www.intelligencecareers.gov/career-fields.

E) Lots of agencies have student internships (paid, too); the government also offers its Pathways Program for students still in school, recently graduated, and the prestigious Presidential Management Fellow (PMF) program. Start here for additional information: https://www.usajobs.gov/Help/working-in-government/unique-hiring-paths/students/.

F) Other possible approaches (not inclusive) include being a military spouse, an individual with disabilities, a Native American (either American Indian or Alaska Native), a returning Peace Corps Volunteer, a former AmeriCorps volunteer, a current or former Department of State or Foreign Service Officer, to name a few. This can be complicated (as you can tell) and specific paperwork is required to establish your eligibility, but if you fall into one of these job categories, you should take advantage.

As you can see from the above, getting a federal job is about more than just applying through USAJOBS.gov. In some cases, you may not even need to use USAJOBS at all!! This is not easy to navigate and getting a federal job takes time (and likely multiple applications) but it IS doable. Good luck!

‍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!

Show Your Value

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Whether you’re trying to get promoted or change careers, it is important to show your value. No one cares about your career as much as you do; among other things, that means that you must establish some kind of system to track your experiences and accomplishments—ideally with numbers.

Most employers are looking for past experience and accomplishments as a guide to what you can bring to their organization. There are many people both in and outside your organization who do what you do; what makes you better? That’s what employers are looking to see on your resume and hear during your interview.

So how do you track your value? Here are some ideas:

  • The Army asks new recruits to create an “I Love Me Book” to collect accolades, etc. While this language may not be comfortable for you, the concept is sound. Create a log or file, either electronic or paper, and collect nice emails, copies of your performance reviews, award nominations, and the like. If you make an electronic file, remember to do so on your personal computer—remember, your employer owns their equipment and you may lose access. You can also make notes on your calendar, a spreadsheet, or in a journal.
  • Write an annual accomplishment report—whether or not your boss requires you to do so. This is a great way to keep track of and record your biggest annual achievements. Be sure to give a copy to your boss at performance evaluation time—and keep a copy for yourself too.
  • Put time on your calendar to update your accomplishments. With a specific time (perhaps every other week) allocated for updating, you won’t forget. 10 minutes should do it; everyone can spare 10 minutes a couple of times per month.

What should you track?

  • Awards, commendations, and complimentary emails.
  • Professional development.
  • Certifications.
  • Performance reviews
  • Information about involvement (not just membership) in trade associations or industry groups.
  • Speaking engagements and publications.
  • Your performance metrics and how you met them.
  • Notable projects (and their results)
  • Numbers related to budgets, contracts, and people.
  • Dollars saved, % increases in productivity.

The above includes just some ideas to get you started; feel free to add them to this list. Remember, it’s up to YOU to show your value.

Resume Myth Busters

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True or False…

Resumes with facts and and myths signs in the forefront.
The purpose of a resume is to get a job.
  • FALSE: The purpose of your resume is to get an interview. And hiring managers use the resume to determine who not to interview as well. The information you choose to include—or exclude—from your resume can make the difference on whether you will get an interview.
I need to include my entire work history on my resume.
  • FALSE: These days the standard for resumes is to focus on your last 10 or so years of experience. Most employers want to know what you have done recently—not what you did in the early 2000’s, 1990’s, or even earlier.
My resume should be 1 page.
  • FALSE: This is a pretty common misconception. For private sector resumes, 2 pages is entirely appropriate (assuming you have something to say). For the federal government, 4-6 pages is standard. The key thing is that the information is provided in an organized format and offers the level of detail necessary to help the reader determine whether the applicant is a good fit for the role.
Readers of my resume will understand what I do.
  • FALSE: Oftentimes the first reader of your resume is from Human Resources. They are unlikely to be subject matter experts in your technical area. This means that your resume should not be overly technical, and all acronyms must be spelled out. If the first level reviewer does not understand what you have written, your resume is unlikely to be passed on to a hiring manager.
It is important to show my education at the top of my resume.
  • FALSE: Unless you are within 3 or so years of graduation and seeking an entry level role or are preparing an academic curriculum vitae (CV), your education belongs at the end of your resume. In most instances, you are “selling” your experience, not your education. And in both the federal and private sector arenas, there is a renewed emphasis on competencies, rather than education.
I need to include my objective and references on my resume.
  • FALSE: Using an objective and mentioning references is old fashioned. Instead create a skills summary to show the value you can bring and leave off any mention of references.
Reviewers spend time reading my entire resume.
  • FALSE: Private sector studies have shown that most reviewers spent between 5 and 15 seconds looking at a resume. Federal reviewers spend more time, but the point is the same—you need to ensure that your resume immediately demonstrates your value, and all content is relevant to the job you are targeting.

There are other myths circulating about resumes too but at the end of the day, your resume is a marketing document, one that strategically presents your work experience and education as a way to showcase how you can make a contribution to your next employer.

For more resume writing and federal job related information subscribe to our newsletter on LinkedIn by clicking here and through our website by clicking here.

7 Things You May Not Know About Veterans Preference

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As many of you know, veterans receive hiring priority for many federal (and state) government positions. Like most things in the federal government (and elsewhere), it can be complicated.

Here are 7 things you may not have known.

  1. Veterans’ preference does not expire. If your military service dates back to the Viet Nam war—or even earlier, your veterans’ preference is still usable.
  2. You may use your veterans’ preference more than once (there’s actually no limit to how many times you may use it).
  3. Veterans’ preference does not count for all federal hiring. If you are applying for a position that is open to status applicants or those already in the federal government, veterans preference does not count [even if you’re a vet or applying under the Veterans Employment Opportunity Act (VEOA)]; likewise, veterans’ preference is not always used in excepted service hiring or for positions filled under direct hire. Veterans’ preference is used for what is called delegated examining, competitive service hiring—basically hiring for people who have not worked for the government before. Please note this is an oversimplification; I’m just trying to make the point that veterans’ preference doesn’t always count.
  4. You may have multiple veterans’ hiring eligibilities. Depending on your personal situation, you may be eligible for several kinds of veterans’ eligibility and preference. Check out www.fedshirevets.gov to learn more about the various eligibilities available to veterans (and spouses). If you’re still not sure, look at the Department of Labor’s decision tree: https://webapps.dol.gov/elaws/vets/vetpref/mservice.htm. When you apply, be sure to use all eligibilities you can.
  5. Just because you’re a veteran, doesn’t mean that you must be hired. Agencies have multiple ways to hire people. Even if you’re applying for a competitive service position under delegated examining, you are likely not the only veteran who is applying—and agencies can hire any similarly situated veteran. Or they can hire from a list of status applicants. Or they can hire a candidate who is eligible under another direct hire or excepted service. Being a veteran—even with a service connected disability—does not guarantee you a job.
  6. Noting that you’re a veteran but failing to include the required documentation (DD-214 and / or SF-15) will mean that your veterans’ eligibility will likely not be counted. Upload your documents to USAJOBS and make sure your documents are readable.
  7. Military spouses have preference too! If you’re a military spouse, you’re likely eligible for noncompetitive hiring. Again, agencies do not have to use this authority but they can. Check this out for additional information: https://www.fedshirevets.gov/job-seekers/spouses-of-active-duty-military-members/#content.

It’s That Time Again…September is Update Your Resume Month!

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You know you should keep your resume updated but do you actually do it? If not, September is the perfect time to do so. Designated “Update Your Resume Month,” you can get in the spirit by updating yours!

So, what should you do?

Here are 10 easy things for you to do:

  1. Review your existing resume; ensure that your current job is on your resume
  2. Remove jobs that are more than 10 or so years old; or at least put them in a category called Earlier Professional Experience (or something similar)
  3. Update your achievements; what have you done in your current position that had an impact on your employer? Did you save money? Increase productivity? Create a new way to do something?
  4. Add any new educational achievements; did you get a new degree? A new license of some sort? Professional certifications? Something else?
  5. Note any significant awards or industry honors. It adds to your credibility when you are recognized outside your organization.
  6. Include updated numbers. Did your staff size increase? What about your budget? Size of your territory/responsibility? Numbers help give your work context.
  7. Delete the words “responsible for;” just because you are responsible for something, it doesn’t mean you actually do it. It means that you should do it. It tells the reader nothing.
  8. Eliminate personal pronouns from your resume. Resumes should be written in first person implied—no personal pronouns. Started your sentences with active verbs (and no “s” at the end of them either!)
  9. Assess your Qualifications Statement; does it still reflect what you’re targeting? Include keywords? Make a compelling case for your candidacy? If not, tweak it.
  10. Check for typos you may have missed the last time you reviewed your resume.

Doing the above should take less than an hour. If you spend the time to keep your resume updated, you’ll be ready to go when that dream job becomes available!

You can check out some other Update You Resume Month posts from previous years below: