New Direction in Staffing interface project (NDSi)

NDSi project overview

Phase 1 - External applicant: Improving the job seeker journey

Focus: improve the user experience, communicate effectively with applicants, simplify the staffing process, approach to advertisements…

Phase 2 - Hiring managers: Connecting Applicants with Sub-Delegated Managers

Focus: time to staff, simplify staffing process (NDS), candidate matching, attract passive candidates, volume management…

Phase 3 - HR and enablers: Maximizing GC Staffing Performance

Focus: simplify enabling processes (CHRBP), candidate communications, GC /labour market Information…

Outreach and engagement

100 + Outreach & Engagement Sessions

  • 60 + Awareness & Engagement sessions
  • 16 Testing sessions
  • 20 Consultation events
  • 10 + EE sessions
  • 20 Regional sessions
  • 5 Bargaining Agent sessions

Resulting in over 1400 pieces of feedback from 50+ organizations

Validation through pilots

Concepts tested and validated through pilots include:

  • Benefits, efficiencies, and necessity to use a common language construct to enable criteria selection and “matching” capability
  • Utilization of Labour Market Information to inform decision making
  • Various recruitment mechanisms (i.e., sourcing leads, passive and active candidates)
  • Ability to design and produce innovative and engaging advertising materials

Provided the opportunity to promote and guide movement to the New Direction in Staffing methodologies

Performance measurement framework

NDSi Outcomes:

  • A seamless, intuitive experience for job seekers and delegated managers.
  • Staffing and recruitment strategies correlated to hiring needs
  • Efficient enabling support contributing to effective hiring

NDSi key findings

The following are the concepts that resonated most with users:

  • One Government of Canada job profile
  • Customizable job seeker, hiring manager and HR professionals profiles
  • Common, easily understood vocabulary to enhance “matching” and communication
  • Re-use and sustainment of information – Enter once re-use many times
  • A fundamental shift in the relationship from “one to one” to “one to many”
  • Labour Market Information (LMI) to enable effective decision making

NDSi key outputs

The following are the main outputs from the project:

  • User-validated business requirements
  • User feedback log and contact list
  • Mock-ups and NDSi prototype
  • NDSi information architecture
  • Performance Measurement Framework (continuous improvement)
  • Full transition package (including references to all documentation and recommendations)

Suggested areas of further exploration

The following are areas that should be further explored based on feedback from users:

  • Inclusion of competencies and interests
  • Skills validation
  • Assessment
  • Priority entitlement administration
  • Integration of internal workforce data – minimize data entry
  • Flexibility to customize based on departmental needs
  • Continual feedback mechanism

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