Steps to Land A U.S. Federal Government Job

by Nancy Segal

The federal government fills nearly 90,000 jobs each year — not counting the military or US Postal Service. Many people believe applying for a federal job is a difficult and complicated process, but it is actually very achievable.

The search process for federal government jobs can last about 6-18 months, which can be lengthy for many people.

But most find it is worth the effort and the wait — federal government jobs include healthcare, vacation and sick time, life insurance, pensions, training, and other benefits.

To be successful, you must apply only for jobs for which you are truly qualified by using a targeted federal-style resume, and, of course, you must also be patient.

Do not pay a third party to provide access to the “hidden” federal government job market. Usually these “services” just link you back to USAJOBS.

For the vast majority of federal positions, you must be a US citizen. Green card holders are not typically eligible to apply for federal jobs.

There are many similarities to applying for a federal job and a position in the private sector such as:

Having the right experience and using the right keywords for the job you are applying for.

Highlighting your achievements or accomplishments (how you added value to your employers).

Quantifying your accomplishments using metrics or numbers to provide context (think about how many people you supervise, the number of reports per month, the dollar size of your budget, etc.).

However, important differences exist, too, like:

The amount of information required about job candidates.

The use of occupational questionnaires.

The benefit of veterans’ preference.

A federal resume is usually longer than a civilian resume — 4 to 6 pages is not uncommon or unexpected.

The vast majority of job announcements are posted on one website: USAJOBS.gov.

A job posting is called a “job announcement” or “vacancy” in the federal government space.

Federal government jobs are divided into 3 categories:

1. The Competitive Service .

This service is the largest federal service and typically what comes to mind when people think of government jobs. Jobs for this service are the focus of the process described below.

2. The Excepted Service .

This service is for positions outside the “traditional” government jobs which can include positions in the intelligence agencies or other authorized agencies.

3. The Senior Executive Service (a.k.a. “SES”)

These are the executive level of our government, just below the top Presidential appointees. This is the smallest service with only about 8,000 members nationwide.

The United States Postal Service (USPS) is a major employer which fills jobs outside of the typical federal process. Access those jobs through USPS Careers . USPS also offers special consideration for veterans.

This is the hiring process used to fill the majority of federal government jobs, those in the competitive service.

1. Create your USAJOBS account (applicants MUST apply through USAJOBS.gov)

If you don’t already have a USAJOBS account ( USAJOBS. gov ), create one. You must have complete a profile to apply to any job on USAJOBS. Because this will be used for all job applications, it is important to be accurate and thorough.

With a USAJOBS account and profile you can:

Save jobs that interest you to review or apply later.

Set up and save automated job searches.

Upload your resume files, or use the USAJOBS resume builder to create one. USAJOBS allows you to store up to 5 resumes in the system.

Upload and save required documents.

Apply to job announcements posted on USAJOBS. Review and track your application status.

On any given day, USAJOBS includes as many as 10,000 job announcements. Announcements are posted daily, so it is important that you look at USAJOBS frequently.

2. Search for the right federal jobs.

USAJOBS uses your profile information to improve your job search results, so it is better to create an account before searching and, also, to search while signed in to USAJOBS. However, you can also search without having an account. Available jobs can be searched by typing in a keyword or location and can be further narrowed by pay grade, salary, job series, agency, and more.

3. Review the Job/Vacancy Announcement

After finding a job you are interested in, review the announcement to see if you are eligible and meet the qualifications. Read the entire “vacancy announcement,” including the occupational questionnaire , before starting your application. Keep in mind that for each job, there are specific qualifications each applicant must meet.

Read the Who May Apply section to determine whether you are eligible to apply for the job. In most cases, if you are not a veteran and have never worked for the federal government before, you should only apply for positions open to U.S. Citizens or “all sources.”

Read the Qualifications section to see if you meet the required job qualifications. If you have the requisite experience, you should apply. Although you may qualify for some jobs based on your degree(s), the government typically values specific work experience over education. If you have both education and experience, apply based on your experience.

There are some jobs (accountants, engineers, social workers, contract specialists, and more) that require either a degree or a certain number of college credit hours; the job announcement will spell this out, when education is required.

NOTE: DO NOT APPLY unless you have the required education

4. Sign up for daily emails when you find a (job title, agency, location) that you prefer.

As mentioned above, after entering certain job criteria, USAJOBS will automatically look for jobs that match your desired criteria. You can then request that USAJOBS email you the search results daily,weekly, or monthly.

Request daily updates for faster, more effective information.

Since some jobs are only posted for a short period (as little as one week), the frequency can make a difference. Because many job announcements are only available to receive applications for as few as 3 days, it is important that you check USAJOBS on a daily basis so that you do not miss an opportunity.

Late applications are not accepted, regardless of reason.

Do not read anything into the fact that a job announcement is only open for applications for a few days. Given the number of applications received for each posting, federal HR offices are trying to limit the number of applicants.

5. Apply immediately, but very carefully.

Competition is stiff, so apply immediately when you find a position that you are qualified for. Don’t waste your time applying if you don’t meet the requirements.

Read the How to Apply section of the job announcement before starting your application so that you are fully prepared to respond completely. This section tells you what is required to apply, including any required documents. To have your application considered, be sure to meet each of the requirements specified.

After you begin the application (and your resume and documents are uploaded and complete), the system will take you from USAJOBS to the agency online application system.

Then, you may be required to complete other agency-specific required steps such as:

• Providing more personal information.

• Providing additional documentation.

• Answering eligibility questions.

The time it takes to apply varies and depends on the job and the agency’s requirements. Allow yourself at least an hour, maybe a little longer if you are new to the process.

After submitting your application, go back to the Application section of your USAJOBS account and verify that your application is indicated as received by the agency. The application status field should display “received” if the application submitted correctly.

Note: The agency may take a few hours to update the application status. Sometimes, the resume and other documents have to complete a virus scan or similar security check before they show as “received” on USAJOBS.

References are not generally required. If you included references in your application, it is unlikely that they will be checked before you are interviewed.

6. Check to see if you have been “referred.”

Once the job announcement is closed, the hiring agency will review your application.

Applicants typically will then be placed into qualification categories:

• Qualified

• Highly qualified

• Best qualified

These categories can be thought of as bronze, silver, and gold. When your application has been put into a qualification category, the hiring agency may update your application status to “reviewed ,” but not all agencies provide this level of detail on the status.

The hiring agency will then send the highest qualified applicants to the hiring official, and those applicants may see their application status updated to “referred.” Applicants not being considered further will see a “ not referred” status.

7. The federal job interview process begins.

Hiring officials will review applications and decide who to interview based on agency policy. Interviews can include:

• A panel interview

• In-person interview

• Video interview

• Phone interview

The agency will contact applicants directly to schedule the interviews. This may take some time depending on the number of applicants. In most cases, there will only be one round of interviews (although more are allowed).

Federal interviews are highly structured; all candidates are asked the same questions in the same order. And, all interview questions are job related.

Interviews can be over the phone or in person and typically

Clark County is located in Las Vegas, Nevada and is one of the area’s largest employers. We recognize the value of a qualified and diverse workforce. County CLARK employment offers outstanding benefits, retirement, and career enhancement opportunities. last between 30 minutes and 1 hour. References are usually checked after the interview and before the offer.

8. The preferred candidate is selected, and a job offer is made.

The hiring agency will select the qualified candidate — and contact him/her to start the job process.

Only HR can make an official job offer. HR will offer a salary and grade (if the job was posted at more than one grade). This is negotiable, but agencies are not required to do so.

Once a candidate accepts, HR will initiate the security clearance process. This can take an additional 3-6 months, depending upon the type of clearance required.

The job offer is final only when the background investigation and additional security checks are completed. The hiring agency will contact the candidate directly to determine a start date. Applicants who were not selected will see their application status updated to “not selected.”

Getting a federal job is doable, but requires these 3 things:

• Applying for jobs for which you are truly qualified,

• Using a targeted, federal-style resume, and

• Patience!

This is NOT your private sector job search — in terms of process, time frame, or paperwork. Good luck!

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Las Vegas, NV 89155-1791

(702) 455-4565 www.clarkcountynv.gov

ENERGY Continued from page 6 cost of energy shines a spotlight on new ways to reduce waste and be more efficient.”

While specific jobs in the energy field require special education, there’s no specific degree — or a degree at all — you need to break into the industry.

“Scaling up clean energy takes all disciplines and fields of study, from marketing to computer science to business to history,” Foster says. “I have a B.A. in Psychology and an MBA and those degrees have been excellent preparation for my work leading VEIC. But if college isn’t for you, we also have programs for those wanting to learn a trade. There is a place for all types of skills in this field.”

Depending on your role in energy, there can be some risk when it comes to on-site work. For example, jobs in construction and operations come with more dangerous working conditions, especially when dealing with electricity and heavy machinery.

While this is also a pro because of the exciting new career opportunities it can bring, staying updated on the industry as it develops can be time-consuming and even stressful.

“It can be challenging to keep up with rapidly changing regulations and technologies, which requires continual professional development,” says Ryan Collier, renewable heating expert and company director of Heat Pump Source, an air source and ground source heat pump company. “There’s no such thing as being ‘done’ learning,” Chester says. “Be sure to constantly read, listen, and study to stay on top of trends, needs, and more.”

DIVERSITY Continued from page 12

This statistic is a harsh reality of today’s job market. (The study surveyed over 83,000 job applicants–a large pool.) Studies have consistently shown that white job seekers are more likely to receive interview callbacks than their black counterparts.

While many factors contribute to this disparity, one key reason is that employers often unconsciously favor applicants who share their race or ethnicity. As a result, white job seekers often enjoy a slight but significant advantage in the hiring process, especially when contacted by white hiring managers.

So what can companies do to address this issue?

One solution is to adopt blind application processes, where personal information like names and ad- dresses are removed from applications before they are reviewed. This helps to level the playing field and ensures that all applicants are evaluated purely on their qualifications.

In addition, companies can also make an effort to diversify their hiring committees to better reflect the population as a whole.

By taking these steps, companies can help to ensure that all job seekers have an equal chance of success.

10. White and Asian employees typically make more money than Hispanic and Black individuals

White and Asian employees’ median salaries are around 35% to 65% more than Hispanic and Black employees’ median salaries. But what can companies do to use this stat to make better decisions and improve racial and ethnic diversity in the workplace?

One way is to ensure that all employees have access to the same opportunities for advancement. This includes training and development programs, mentorship initiatives, and leadership roles.

They also need to make sure everyone makes the same amount of money when starting in a position, especially when all candidates have the same experience.

By leveling the playing field, companies can give everyone a chance to succeed professionally and financially, regardless of their background.

11. The number of workers over age 75 is expected to rise between 2019 to 2029, while the number of employees aged 16 to 24 is expected to decline in the same period

The aging workforce is one of the most pressing issues facing employers today. This trend has major implications for businesses, which will need to adapt their policies and practices to meet the needs of an older workforce.

One way to do this is by implementing flexible work arrangements, such as telecommuting or part-time work, which can help older workers stay employed.

Employers should also consider investing in training and development programs catering to older workers and adopting recruiting and retention strategies focusing on age diversity. By taking these steps, businesses can ensure that they are prepared for the aging workforce and positioned to take advantage of the valuable skills and experience that older workers offer.

12. LGBTQIA+ persons confronted a higher degree of unemployment during the COVID-19 pandemic’s peak than the general public

According to a poll, “17% of LGBTQ people had lost their jobs because of COVID-19, compared to 13% of the general population.”

As the COVID-19 pandemic forced businesses across the country to make difficult decisions about layoffs and furloughs, data suggests LGBTQA+ Americans were disproportionately impacted by job loss.

While the reasons for this disparity are not entirely clear, experts suggest that LGBTQIA+ workers are more likely to work in sectors that have been hard hit by the pandemic, such as hospitality and retail. These findings underscore the need for businesses to ensure that their workplace is inclusive and supportive of all employees, regardless of sexual orientation or gender identity This includes implementing nondiscrimination policies, offering inclusive benefits to LGBTQIA+ families, and providing training on sensitivity and inclusivity.

13. LGBTQIA+ individuals are concerned that their gender identity or sexual orientation would harm their professional

Three in 20 LGBTQIA+ women and six in 20 LGBTQIA+ men believe their sexual orientation will harm their professional prospects . Companies should focus on creating policies and programs that support LGBTQIA+ employees, such as comprehensive nondiscrimination protections, domestic partner benefits, and fully inclusive health care coverage. It should also make investments in hiring and advancing LGBTQIA+ employees. Companies should make these investments and show LGBTQIA+ employees they are valued team members.

The general population is becoming more diverse, and the workplace needs to follow suit. Our shared diversity in the workplace statistics provide insights into how diversity practices affect profitability, inclusion (or lack there of), and why your company needs to invest in diversity now rather than down the road. For a company’s culture (and business) to thrive, it needs the employees who feel they can authentically be themselves. Your company needs to make an investment in diversity in order to achieve this, though.