For Roles up to Pay Band 4-3, Increased Job Vacancy Postings vs. Competitive Pooling

The Exchange is enhancing its talent management procedures with regards to creating job candidate pools, giving associates greater control over their careers. In most cases, the Human Resources Directorate is posting vacancies for pay bands 3-2 through 4-3 at ApplyMyExchange.com.

Under this initiative, HR began increasing the number of posted PB 4 positions in May and will continue through September. This enhancement to the process gives associates more opportunities to compete and participate in determining their advancement and potential career path.

“The COVID-19 pandemic shifted working environments. Many in the worldwide workforce want jobs that are flexible and promote work-life balance. To maintain a competitive edge over other employers, the Exchange needed to fine-tune its recruitment strategies,”  said Randy Ramirez, VP, HR Talent.

“The Exchange is always looking for creative and innovative ways to stay competitive,” Ramirez said. “This approach increases awareness for internal opportunities and shows transparency for promotional opportunities. Associates are highly encouraged to submit a résumé for an open position, allowing them to market their experiences, reinforcing the need for continued skill acquisition.”

The Career Advancement Toolkit in LEX was specifically developed as a resource for this initiative and provides access to courses in résumé writing, applying for internal job postings and interviewing techniques. With the new toolkit, associates interested in career advancement have a clear roadmap for success. (To find the toolkit, visit LEX and search for “CAT1.”)

“One of our biggest challenges with filling vacancies through the competitive process is mobility. The COVID pandemic has caused associates, regardless of level, to reassess priorities, their relationship to work and work-life balance. Instead of fighting the mobility issue, this approach is a way of leaning into it,” said Anna Jeffries, chief career assignments for Human Resources Talent.

For promotional opportunities, associates must still meet the minimum qualifications for each vacancy they apply to.  Competitively, they must be in the top 5% or among the top five candidates of those that apply in order to be referred. The competitive pool process will still be available and used when needed or when appropriate in recruiting for hard-to-fill positions or locations. Further, there will be instances where a job might not be posted in order to fulfill an obligated move, such as for a DEROS candidate or in a unique circumstance, such as a compassionate reassignment.

“Who controls your career?”  The answer, more now than ever, continues to be, “You do!”  This initiative is just one more way to reach for, and achieve, your professional targets.

Associates can contact their talent managers for more information. Talent mangers can be found here.