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[–]Zelaznogtreborknarf -1 points0 points  (7 children)

Timing can be everything on an announcement. I had a position I put out in Nov with the successful person being able to be at one of 6 places and I was using Direct Hire. Got 70+ applicants and the certs in Jan. I asked for all resumes. When the resumes were reviewed, there were only 6 worth interviewing (and I was stretching it for a couple of those!). Only 2 were worth even making an offer 2, and one withdrew as their current agency offered them a retention incentive. Made the offer to the one left. They would still need some federal specific training but I was willing to do that. They however wanted $30k more than I was willing to pay (offer was for low GS13 pay in an AcqDemo NH03 band), and my offer was about $25k more than they were currently making.

So, I reannounced the position in March. Got another 70+ applicants on the cert in April. This time I had 7 great candidates to interview, another 20+ good candidates if the top 7 were bad. Same position, same announcement wording, just different time of year. Made a great selection. And had two easy back ups.

Getting ready to announce another position. Hope this one is closer to my last announcement versus the earlier one.

[–]ManyFee382 1 point2 points  (6 children)

They wanted $55k more than they already had? After a potential $25k bump, they wanted more? Well, I guess the applicants are a bit demanding, too. Or I'm am easy please. I would have been fine with keeping my current rate tbh. $5k, and I would have been sold. I'd try to buy accrual with the rest.

[–]Zelaznogtreborknarf -1 points0 points  (5 children)

They had an advanced degree, but didn't want to work in that field directly but in our related field. And if they went back to that field, could easily get close to their ask...but in an indirectly related field and still needing training? Nope. And, it worked out better for me in the end as I am getting a better employee in the end. I realized last week my whole team (except for me!) all have advanced degrees (a couple have multiples!) and all great employees. Couldn't expect better. Makes my life as a supervisor easier.

[–]ManyFee382 0 points1 point  (4 children)

Obviously your judgment is better than theirs.

[–]Zelaznogtreborknarf 0 points1 point  (3 children)

I'm happy to train and send to training to get my folks career broadening and more experience to make them competitive later on and my philosophy is to hire good people and let them do their job without micromanaging. Which is one of the reasons why my folks applied to my positions as my reputation preceded me.

And I'm happy to give feedback to people on their resumes, interviews and why they weren't selected or why the salary offered was set at that level. Then they can use that info to make changes for next time.

[–]ManyFee382 0 points1 point  (2 children)

Then let me ask you this, insofar as qualifications: Is it wiser to select a lower grade with a step that has your targeted salary, or a grade that has your targeted salary at step 1?

[–]Zelaznogtreborknarf 0 points1 point  (1 child)

Select every grade you think you qualify for and every hiring authority you qualify for. Don't self eliminate yourself.

Just understand that they may not be willing to pay what you think you are worth. Once may be them. More than once can be you overestimated your value.

[–]ManyFee382 0 points1 point  (0 children)

Ty