Oracle Government Cloud DigiBook
How to Tackle the Federal IT Workforce Challenge
In this section, we’ll consider all the ways in which a thoughtful investment in cloud and other key technologies can better position federal agencies to compete with the private sector for IT talent.
Millennials see an IT-savvy agency as an employer of choice.
Specific tools can enable more sophisticated IT workforce management.
Investment in leading-edge implementations such as cloud computing can boost efficiency among IT workers, drive satisfaction rates, and, ultimately, enhance retention.
Younger workers have high expectations around technology in their personal and professional lives. Millennials, in general, look to technology to enhance their job experience, and rising IT professionals in particular are always eager to be working on the cutting edge. Given these trends, an agency that keeps its technology current will be viewed as an employer of choice.
Millennials are tech-savvy: 92 percent own a smartphone vs. 67 percent of baby boomers.8 Millennials leverage technology constantly in their daily lives to enhance communications, to be more productive, and to make life more convenient. They fully expect a workplace experience that reflects this tech-savvy embrace of digital tools.
IT experts want to be where the action is. By investing in leading-edge technologies such as SaaS-based cloud applications, government agencies can offer interesting and challenging work on a par with private industry. As a recruiting tool, potential employees will want to have such projects on their resumes; in terms of retention, current workers will embrace such efforts as a pathway toward career development.
Diverse cloud-based tools are available to help systematize and simplify talent acquisition and retention. Such applications enable IT leaders to manage the talent life cycle better and promote the kind of career development that ensures employee longevity.
A cloud-based talent acquisition service can provide innovative sourcing technologies, recruiting, and onboarding capabilities. Social and mobile capabilities should be embedded throughout the solution, along with agency wide analytics and reporting capabilities.
A cloud-based human capital management system can manage the entire talent lifecycle, including recruiting candidates, managing performance, developing careers, and providing ongoing learning. Performance review tools and succession planning capabilities help give managers and employees confidence that today’s government IT job will translate into a career for the long term.
To be successful in today’s IT talent marketplace, government leaders need tools that allow them to act quickly and effectively within the sometimes complex and constricting regulatory environment that surrounds federal hiring. Oracle solutions offer modern configuration capabilities and other innovations, giving customers the flexibility to meet rigorous government compliance requirements.
The emerging workforce appreciates the benefits of technology: 62 percent think automation will improve overall productivity.9 Just as a modernized IT structure helps to fulfill this expectation, an overdependence on creaking legacy systems will make younger workers wary of an agency’s tech-centric commitment. This goes double for IT workers, whose expectations around technology will naturally be higher than the norm.
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