# Apply Government Solutions > Government Solutions ### Pages #### About Us About Apply Government Solutions We enable federal agencies to hire and onboard talented, mission-ready candidates with our proven federal talent acquisition system. New name. Same mission. Formerly MonsterGov, meet Apply Government Solutions. Helping Agencies Build Mission-Ready Workforces At Apply Government Solutions, we empower federal agencies to build mission-ready workforces with modern, compliant, and merit-based federal talent acquisition solutions. Our flagship federal talent acquisition system, FedHire, combines proven technology, expert services, and implementation strategies to help agencies shorten time to hire, reduce administrative burden, and attract the highly qualified talent they need to accomplish their missions. Now backed by PartnerOne, one of the fastest-growing enterprise software groups in the world, we combine the trusted expertise agencies have relied on for more than two decades with the strength and long-term investment to continue innovating for the future of federal hiring. Built for the Federal Government Formerly known as MonsterGov, ApplyGov was founded to serve the unique hiring needs of the U.S. federal government. For 24+ years, we have partnered with over 100 agencies to understand their workforce goals, streamline hiring processes, shorten time to hire, and create more connected, efficient hiring experiences. Made by Federal Hiring Experts As a commercial organization dedicated exclusively to federal hiring, we bring the agility and innovation needed to anticipate changing workforce requirements while maintaining a deep understanding of the federal hiring landscape. The result is a secure, compliant, and flexible solution aligned with OPM’s Hiring Process Model, empowering agencies with greater control over their hiring strategies and helping them connect mission-driven talent to critical federal opportunities. Making Federal Hiring Easier and More Effective​ Turbocharge Your Federal Hiring Process FedHire is a proven, industry-leading federal talent acquisition system that enables an end-to-end hiring process within an easy-to-use, integrated, secure, and fully compliant platform. Explore FedHire FedRAMP-Certified.Security-First. Learn More Built to protect federal hiring from end to end. Since 2022, FedHire has been FedRAMP-Certified with continuous monitoring and third-party validation, surpassing many government-developed systems. ApplyGov is Always in Your Corner Contact Us Using industry best practices, our experienced team is here to help you implement our technology, provide change management, and train your staff on how to best use our tools to yield better quality hires. Stay in Touch with ApplyGov! Workforce resources you can use today! Take advantage of ApplyGov's available workforce resources, guidance, and insights for government agencies. View our Resources Subscribe to our Federal Newsletter Read and Subscribe Your go-to resource for news on our federal solutions, services, special events, tips, and inspiring topics! Have a question? Need support? Reach Out Get in touch with ApplyGov — we’re ready to assist you. #### Accessibility ApplyGov Accessibility Center Accessibility matters at MonsterWe strive to create well-designed experiences that are more readable, usable and accessible to everyone.Disability inclusion is a top priorityAn estimated 1.3 billion people experience significant disability. This represents 16% of the world's population, or 1 in 6 of us. (World Health Organization 2023). For those that have disabilities and limitations, accessible experiences are a must-have. That’s why we’re on a journey to make our website and product experiences more user friendly, easy to understand and accessible to everyone.Meeting accessibility standardsAt Monster, we continuously test our experiences as well as leverage third party consultants to ensure we identify usability issues and improve accessibility. We conform to the latest accessibility standards including Level A and Level AA Success Criteria and Conformance Requirements, published by the World Wide Web Consortium and Web Accessibility Initiative, which are available at WCAG 2.1 AA.Assistive technologies and supportMonster is committed to supporting accessibility and is compatible with assistive technologies such as Jaws and NVDA. We support all major browsers including Chrome, Firefox, Safari and Microsoft Edge. #### Assessments Webinar Implementing Skills Based Hiring Assessments per OPM’s Merit Hiring PlanWhile implementing federal hiring assessments has been a governmentwide initiative since EO 13932 issued in 2020, OPM’s Merit Hiring Plan asks agencies to end the use of self-report assessments for rating and ranking by September 30, 2025. ApplyGov hosted a webinar to help our federal agency clients and AHME users better understand how ApplyGov supports OPM’s Merit Hiring Plan, including the latest on federal hiring assessments. Since this was a client-only event, we wanted to offer the Assessments portion of the recorded webinar for all federal agencies.Take a look below for a refresher on OPM’s Merit Hiring Plan guidance on assessments, ideas on how to get started, planning considerations, and how ApplyGov can support you. All Federal Agencies Can Play the Assessments portion of the Webinar and download the slides by filling out the form below. You can also view our standardized applicant assessment solution. Full Name* Email* Title* I agree to receive newsletters, offers, and event updates. Clients/AHME users only Corner post: Detailed Crosswalk on OPM's Merit Hiring Plan Explore Corner post: Implementing Compliant Assessments Explore Play the full Merit Hiring Plan webinar Explore Want to chat more about implementing compliant federal hiring assessments? Get in Touch #### Blog URL: https://www.applygovernmentsolutions.com/blog/ #### Contact Us Contact Us Please fill out the form below. We look forward to connecting with you. Tell us about yourself I’m a federal agency employee. I’m a potential partner. I’m a job applicant for a Federal Agency. Other. Federal Solutions * Select one:Federal Talent Acquisition System (MHME)Hiring Management (Federal ATS)Position ClassificationJob AnalysisApplicant AssessmentsCollaborateSelecting OfficialOnboarding+AnalyticsTrainingProfessional ServicesSecurity/FedRAMPComplianceOther State Solutions * Select one:ApplyWorks - Labor Exchange and Case ManagementTrainingProfessional ServicesOther State Solutions * Select one:ApplyWorks - Labor Exchange and Case ManagementTrainingProfessional ServicesOther Common Questions Please select a Common Job Applicant Question:Problem submitting an application for a federal positionCannot select options underneath Military ServiceGetting an error message Name * Email * Organization * Phone How can we help? Submit → Stay in touch with ApplyGov! Timely content you can use today! To help tackle challenges and gather background information in human capital management, ApplyGov has resources for a variety of professionals in government and workforce development. View our Resources Subscribe to our Federal Newsletter Your go-to resource for news on our federal products and services, special events, tips, and inspiring topics! Read and Subscribe About ApplyGov ApplyGov is the leading innovator of talent acquisition solutions for the federal government. Learn More #### Demo-Page Lorem Ipsum is simply dummy text of the printing and typesetting industry. Lorem Ipsum has been the industry's standard dummy text ever since the 1500s, when an unknown printer took a galley of type and scrambled it to make a type specimen book. It has survived not only five centuries, but also the leap into electronic typesetting, remaining essentially unchanged. It was popularised in the 1960s with the release of Letraset sheets containing Lorem Ipsum passages, and more recently with desktop publishing software like Aldus PageMaker including versions of Lorem Ipsum. #### Federal Hiring Resources Timely content you can use, today! To help tackle challenges and gather background information in human capital management, Apply Government Solutions ("ApplyGov") has resources for a variety of professionals in government and workforce development. If you need additional information or want to talk with one of our subject matter experts, please contact us. Federal Hiring Resources How ApplyGov Enables OPM’s Merit Hiring Plan State and Local Workforce ApplyWorks Case Management Programs Federal Hiring ApplyGov Hiring Management Enterprise Security Federal Agencies Encouraged to Reuse ApplyGov’s Agency Authorized FedRAMP Package for MHME.. Select Resources All Federal Hiring State and Local Workforce ApplyGov Research Product Updates and Training Security All Federal Hiring State and Local Workforce ApplyGov Research Product Updates and Training Security #### Federal Training Apply Government Solutions Federal Training Register and Learn More Strengthen Your Federal Talent Acquisition Skills Looking for a refresher on our FedHire talent acquisition system or are you a new user? Interested in building on your Professional Development skills? Luckily, we offer training! Get the most out of your federal talent acquisition system and register for our virtual FedHire system training and professional development courses.Don’t let your education units (EUs) go to waste! Use them to register for an open enrollment session today. Don’t have any(more) EUs, but still want to take a class? Simply reach out to our training team and ask how to acquire more EUs. See a class you want, but want a dedicated time specifically for your agency? Reach out to us and ask about a dedicated training course for your agency. View the Calendar Professional Development FedHire TAS Courses FedHire Hiring Management (Basic)2 Days - System EU Course This course provides a step-by-step process for automating the hiring process, including building vacancies, managing applicants, generating certificates, running reports, and/or managing FedHire Hiring Management.  Register Full Name* Email* Title* Select Courses of Interest* Basic FedHire Hiring ManagementAdvanced FedHire Hiring Management EnterpriseFedHire AnalyticsFedHire Selecting OfficialSelecting Employees with FedHire Hiring ManagementFedHire Collaborate for HR UsersFedHire Collaborate for Panel MembersPrinciples of Structured InterviewingCategory Rating: Methods and ApplicationsFedHire Position Classification for ClassifiersFedHire Position Classification System Admin and Reference DataGeneral Inquiry / Not Sure Yet I agree to receive newsletters, offers, and event updates. Thank you. Someone from ApplyGov will get back to you soon! – The ApplyGov Team. Register Contact Us to Learn More FedHire Hiring Management (Advanced)1.5 Days - System EU Course This Advanced training course is for HR Specialists, primarily subject matter experts for an agency, who have a need for understanding the details of our federal talent acquisition system beyond the basic user level. The purpose of this Advanced FedHire course is to train users to read, create, and modify administrative reference data, maintain system users, and manage questions in the Question Library. Contact Us to Learn More FedHire Position Classification for Classifiers1 Day - System EU Course Contact Us to Learn More This course provides background information, general concepts, and guidance to enable classifiers, supervisors, managers, and HR specialists to efficiently build quality PDs. This course is designed to provide a step-by-step process for automating, storing, editing, and approving a PD through the classification process. FedHire Position Classification for System Administration 1/2 Day - System EU Course This course provides background information, general concepts, and guidance to enable system administrators to manage content in their agency’s or department’s Position Classification system. The System Administrator role is established via permissions and does not require the System Administrator to create, classify or approve PDs. Contact Us to Learn More FedHire Job Analysis 1/2 Day - System EU Course This course is intended for agencies using FedHire Job Analysis to identify tasks/competencies and assign weights to basic eligibility, qualification questions, and other factors. This course will introduce Job Analysis, demonstrate weighting questions, and share practical applications of the tool. Contact Us to Learn More FedHire Selecting Official 1/2 Day - System EU Course The Selecting Official course is designed for hiring managers, selecting officials, and other administrative staff seeking an understanding of the fundamentals of the Selecting Official module. This course will focus on how to accomplish specific tasks such as viewing a list of all job certificates generated from a vacancy, creating a list of questions for a vacancy, and previewing a vacancy. Contact Us to Learn More FedHire Collaborate for HR Users1/2 Day - System EU Course Take Collaborate training and learn how to manage external, scored applicant assessments, like SME panels, all within FedHire Collaborate module. This course is intended for HR professionals who have the need for, or tasks associated with, creating and managing panels for the purpose of allowing agencies to assign multiple subject matter experts to assess applicants for positions. Contact Us to Learn More FedHire Collaborate for Panel Members1/2 Day - System EU Course Learn how FedHire Collaborate module allows panel members to review applicants, score, and comment on those applicants, and transmit individual scores to HR. This course is intended for Hiring Managers who have the need for, or tasks associated with, reviewing, and assessing applicants. Contact Us to Learn More FedHire Analytics1 Day - System EU Course FedHire Analytics provides the ability to analyze, export and manipulate the data in your federal talent acquisition system. This course is intended for staff who manage hiring data and generate reports. Contact Us to Learn More Professional Development Courses Principles of Structured Interviewing Course1 Day - Professional Development EU Course The Principles of Structured Interviewing course provides attendees the skills needed to effectively develop and administer valid, legally defensible structured interviews. This course provides an in‐depth review of behaviorally based structured interview best practices related to question and scoring protocol design, development, and validation, as well as administration considerations and recommendations. Contact Us to Learn More Selecting Employees with FedHire Hiring Management 1.5 Days - Professional Development EU Course This course will help participants learn the required steps for conducting a paper-based job analysis and how to leverage the results to develop and validate assessment questions for ranking applicants. In addition to clarifying the legal requirements, best practices, and selection assessment, the course covers effective competency and question weighting techniques. Contact Us to Learn More Category Rating: Methods and Applications Course1 Day - Professional Development EU Course The Category Rating course offers multiple approaches and tools to help HR professionals apply the category rating selection method within FedHire's applicant tracking system, Hiring Management. This one-day course provides an overview of category rating, descriptions, and concrete examples of three different methods that can be used to define quality categories and rank applicants, and a demonstration of how to implement the three methods within FedHire Hiring Management. Lesson quizzes will be administered to validate the learning process. Contact Us to Learn More Start Registration and Learn More! Register Training Calendar Questions on training sessions? Get in Touch #### FedHire Apply Government Solutions FedHire Our Proven, Industry-Leading Federal Talent Acquisition System Talk to an Expert Build a Qualified, Mission-Ready Workforce Apply Government Solutions FedHire (formerly Monster Hiring Management Enterprise or MHME) is an industry-leading federal talent acquisition system (TAS), proven to effectively automate and accelerate federal hiring. Seamlessly integrated with USAJOBS, Government HRIS systems, and assessment vendors through our Applicant Assessment platform, our flexible hiring suite provides applicants, HR teams and hiring managers a simpler and faster way to navigate the federal government’s hiring process. FedHire meets all federal regulations, such as 508 and OPM requirements, and can adapt to agency-specific policies and mandates, including integrations with other GOTS, COTS and vendor solutions within the HR-LOB. Our technology is built to NIST, FISMA, FIPS, and OMB standards, and has been FedRAMP-secure since 2022. Join other federal agencies, cabinet-level departments, and hundreds of thousands of users who rely on our FedHire technology every day to hire and onboard the talent needed for mission success.   Download the FedHire Product Sheet FedRAMP-Secure Since 2022 Our FedHire TAS is FedRAMP-authorized and enables federal agencies to standardize, streamline, and advance their approach to protecting the security and privacy of their agency, employees and job seekers.   End-To-End Talent Acquisition for a Mission-Ready Workforce Streamline Your Classification ProcessWith a highly intuitive Position Description (PD) Builder Wizard, our Position Classification system creates a consistent, automated process for federal position classification and is aligned with OPM’s Classifier’s Handbook. Quickly Produce Position Descriptions Conduct an Accurate Job AnalysisJob Analysis offers federal agencies a collaborative and centralized solution to determine the competencies and skills required for a job. When used with the rest of FedHire, agencies can ensure their hiring assessments are measuring the right skills. Make Job Analysis Easy and Effective Announce Vacancies and Manage Applicants Our Hiring Management system is seamlessly integrated with USAJOBS and streamlines the daily tasks associated with federal hiring, including building and announcing vacancies, tracking applicants, and generating certificates. Accelerate Federal Hiring Assess Your Candidates and Find the Top TalentFedHire can support a range of hiring assessment options that comply with the Chance to Compete Act and OPM’s Merit Hiring Plan. Improve Candidate Quality Empower SME Panel ReviewsThe Collaborate module provides HR the ability to build and facilitate a SME panel review phase within the applicant assessment process. HR can centralize all the necessary applicant materials in one location and collect scores and feedback from SMEs.  Start Collaborating Engage Selecting Officials Our Selecting Official module offers hiring managers a streamlined way to make critical decisions within the hiring process, such as reviewing vacancy announcements and making hiring selections from certificates.  Involve Your Selecting Officials Supercharge your New Hire ExperienceBy offering new hires a personalized and agency-branded portal, Onboarding+ enables HR staff to guide new hires quickly and efficiently through each step of the onboarding process so employees are ready to begin work on Day One.  Engage Your New Hires Access Data-Driven Hiring InsightsOur data-driven federal TAS offers agencies the ability to track their progress with a range of data configurations. Our Reporting and Analytics module provides a secure environment for agencies to access, export, and deliver on critical hiring data.   Track Metrics in Analytics ApplyGov is Always in Your CornerWith more than two decades of domain expertise, we know first-hand how unique federal agencies are – each with their own mission goals, priorities, and talent needs. Our team listens, observes, and recommends the right mix of technology products and services to empower agencies with a talent acquisition system optimized just for them. Work With Our Experts User Training for Better Outcomes Get trained on FedHire and maximize the value of your human capital investments. With open-enrollment courses offered throughout the year, FedHire users have continuous opportunities to better learn their TAS' flexible capabilities and reach its full potential. See Upcoming Training Courses Ready to modernize your agency’s talent acquisition system?  Get in Touch #### FedHire Analytics Apply Government Solutions FedHire Reporting and Analytics Evolve your Federal Hiring Program with Data-Driven Reporting Talk to an Expert Track, Report and Gain Insights on Critical Hiring Data With the federal workforce high on The White House’s priority list, agencies face numerous initiatives to modernize, strengthen, and advance their talent strategies. Central to these efforts is the need for stronger data collection, sharper analytics, and more effective reporting to generate actionable insights. Apply Government Solution’s federal talent acquisition system, FedHire, is built to safely capture loads of hiring metrics to empower agencies with the data necessary to inform strategy, improve hiring decisions, optimize processes, and efficiently respond to reporting requirements mandated by OPM, EEOC, and other regulators. The FedHire Analytics module provides a secure environment for agencies to access, export, and deliver critical hiring data, from all modules of the FedHire TAS, with confidence. Safely Access and Share the Hiring Data You Need Standard and Ad-Hoc Reports The Analytics module is prepopulated with predefined reports to make it easier to respond to data inquiries or fulfill common or required reporting needs, such as time-to-hire metrics. Within Analytics, agencies can also build custom report queries and extract specific datasets with the ad-hoc functionality. With the combination of standard and ad-hoc reporting tools, users have more power and flexibility to better examine their agency’s hiring data, such as applicants, vacancies, eligibility question responses, certificate data, and even user accounts – and ultimately improve their overall strategy with data-driven insights. Schedule a Demo Ready to Learn More About Analytics? Name* Email* Organization* Ready to Learn More About Analytics? Agency-Owned Data for Flexible Uses FedHire agencies own their TAS data – and that means more flexibility and power in how it’s used. In addition to the standard and ad-hoc reporting, agencies can feed their FedHire data into other agency HRIT systems or their agency’s data warehouse. Agencies can extract the required data on their own but also have the option to set up any automatic data transmissions to support holistic reporting with the help of the ApplyGov Professional Services team.  Explore Our Flexible Reporting Reliable, Secure and Compliant With the FedRAMP-authorized FedHire system, agencies have a secure environment to access, manage, and share hiring data with optimal performance and minimal processing times. FedHire complies with NIST 800-37, NIST 800-53a, HR PII data protection, Section 508, and E-Government standards, and is configurable to respond to new reporting requirements or address unique mission needs. Keep Your Data Safe ApplyGov’s in your Corner As always, the ApplyGov Professional Services team is ready to support agencies with federal reporting requirements, or any additional data needs, as requested. Similar to supporting the Assessments Dashboard or the EEOC Applicant Data Flow, ApplyGov is able to set up ad hoc data queries for extraction and delivery on behalf of agencies or specific integrations per agency requirements. Work with our Experts Explore Federal Hiring Resources Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Read More What Makes ApplyGov the Commercial Leader in Federal Talent Acquisition? Read More Sign Up for TAS Training Read More Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Read More What Makes ApplyGov the Commercial Leader in Federal Talent Acquisition? Read More Sign Up for TAS Training Read More Power your federal hiring with real agency insights. Get in Touch #### FedHire Applicant Assessment Apply Government Solutions FedHire Applicant Assessments Discover the most qualified candidates with our federal applicant testing platform Talk to an Expert Put Your Applicants to the Test Finding highly qualified candidates for a job can be difficult. As a continuation of EO 13932, OPM’s Merit Hiring Plan mandates that agencies move away from self-report assessments for rating/ranking and instead leverage objective competency-based alternative and technical assessments. Good news: Apply Government Solutions (ApplyGov) is here to help.FedHire Applicant Assessments is a federally compliant applicant testing platform that allows federal agencies to assess job candidates accurately and consistently – based on competencies, technical skills, experience, and more – all within the application process for a seamless applicant experience.Our testing platform and assessment catalog integrates with ApplyGov’s federal talent acquisition system, FedHire, to automatically populate scores and enable the rest of the hiring process. ApplyGov's I/O Psychologists can also work with your agency's subject matter experts (SMEs) to develop custom assessments for unique federal jobs or mission-critical positions. What FedHire Applicant Assessments Can Do for You  Eliminate unqualified applicants earlier in the process Reduce disruptions in the candidate experience Increase confidence and satisfaction in hiring decisions Improve retention of new hires Reduce delays in filling critical vacancies Support compliance with EO 13932 Download the Applicant Assessment Product Sheet Evaluate and identify the most qualified candidates Standardized Assessments ApplyGov offers two off-the-shelf standardized test batteries that can be used across federal supervisory or non-supervisory positions. We also construct agency-specific batteries from our catalog of validated tests to target particular competencies or test experience characteristics. These batteries can be combined with other assessments (e.g., SME resume review, structured interviews) in the selection process for a deeper understanding of candidates’ qualifications. Schedule a Demo Let's talk about Applicant Assessments! Name* Email* Organization* Let's talk about Applicant Assessments! Unbiased Results FedHire Applicant Assessments brings a data-driven approach to the federal selection process by providing empirical tests to identify applicant capabilities beyond their self-reported proficiency. Unlike traditional occupational questionnaires, which can inflate applicant scores, our Applicant Assessment module provides tests that measure critical requirements in an unbiased way. Get Objective Answers Seamless Integration with Your Federal Talent Acquisition System ApplyGov’s candidate testing platform is fully integrated with our industry-leading federal talent acquisition system, FedHire. Assessments can be added during the vacancy-building process and administered as part of the application process. Results are displayed in real-time in the applicant tracking system, and applicants' assessment scores can be reused across vacancies for at least 6 months up to a year - depending on what the agency decides. Make Assessments Seamless Explore Assessment Resources Webinar Webinar: Implement Skills-Based Assessments for Merit Hiring Read More Federal 9 Reasons Why ApplyGov’s Federal Applicant Assessments Stand Out Read More Federal Explore ApplyGov's Federally Compliant Hiring Assessments Read More Webinar Webinar: Improve Hiring Selection with Applicant Assessments Read More Federal Hiring Assessments 101 Read More Webinar: Implement Skills-Based Assessments for Merit Hiring Read More 9 Reasons Why ApplyGov’s Federal Applicant Assessments Stand Out Read More Explore ApplyGov's Federally Compliant Hiring Assessments Read More Webinar: Improve Hiring Selection with Applicant Assessments Read More Hiring Assessments 101 Read More Ready to learn how ApplyGov can help your federal agency leverage hiring assessments? Get in Touch #### FedHire Collaborate Apply Government Solutions FedHire Collaborate Facilitate SME Review Panels for Federal Hires Talk to an Expert Bring in the Experts to Assess Your Applicants Our Collaborate module allows HR to invite a panel to participate in any reviewing or scoring of an applicant within the FedHire federal talent acquisition system. Creating and assigning panels allows agencies to leverage Subject Matter Experts (SMEs) to assess applicants for positions with all relevant information in an organized and secure central location. The goal is to help agencies better involve their SMEs by collecting and calculating scores in one place so that the process is managed by the system rather than manual emails, print outs, or spreadsheets. Make Panel Reviews Easier for All Involved Empower SMEs to Assess Candidates The Collaborate module provides SMEs with a single location where they can go to conduct panel reviews. SMEs can see the vacancy details, read the scoring parameters, review the applicants' materials, and record their ratings and justifications all in one place. Collaborate is flexible and can be used for a range of activities, such as structured resume reviews, reference checks, and other document reviews, to either score or indicate pass/fail. Schedule a Demo Ready to see a Collaborate demo? Name* Email* Organization* Ready to see a Collaborate demo? Automate Scoring Collection for HR FedHire Collaborate can automatically collect numerical ratings and narrative feedback from SME panelists for HR to review. HR can easily view each SME’s scores side-by-side with the candidate’s ‘paperwork’ and accept the ratings or return the work to the SME for additional review/comments. Candidate scores can be averaged across SMEs, or determined through a consensus approach, and shown alongside weighted scores from other assessment phases for a cumulative phase result. Candidates who fall below phase hurdles are visibly marked, and HR has the ability to overwrite or cancel scores, if needed. See the Automation in Action Foster Collaboration and Reduce Burdens Using Collaborate, a panel review can be completely documented within FedHire, including participants, time and dates, scores and comments, and rating process instructions for auditability and transparency. System Admins can create a user group, add panelists within the User Management module, and set up the new panel assessment phase within Administration. HR can then add the panel phase to a vacancy, create panels, and bulk-add candidates to the appropriate panels. Collaborate delivers email notifications to SMEs and HR throughout the process, so users don't have to rely on entering the system for updates. Streamline your SME Reviews Explore Federal Hiring Resources Read More Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Webinar: Implement Skills-Based Assessments for Merit Hiring Read More What Makes ApplyGov the Commercial Leader in Federal Talent Acquisition? Read More Explore ApplyGov's Federal Hiring Assessments Read More Read More Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Webinar: Implement Skills-Based Assessments for Merit Hiring Read More What Makes ApplyGov the Commercial Leader in Federal Talent Acquisition? Read More Explore ApplyGov's Federal Hiring Assessments Read More Get help involving your SMEs with Collaborate! Get in Touch #### FedHire Hiring Management Apply Government Solutions FedHire Hiring Management Hire Talented People to Reach Mission Success Talk to an Expert Bring On Our Flexible and Proven Federal Applicant Tracking System FedHire Hiring Management is an industry-leading applicant tracking system purpose-built to automate and accelerate federal hiring. Our federally compliant solution provides a collaborative environment for hiring teams to create and post vacancy announcements on USAJOBS, receive and track applications, manage applicants, and refer candidates for selection, all with the added power of automation and advanced data capabilities. As the core application of our federal talent acquisition system, FedHire Hiring Management is a flexible, reliable, and scalable solution that allows agencies to better focus on their mission. When used with other modules of the FedHire federal talent acquisition system, such as Job Analysis, Position Classification, and Onboarding+, federal agencies can transform their end-to-end hiring program. What FedHire Hiring Management Can Do for You Build and announce vacancies more efficiently and effectively Help make selection decisions easier with robust applicant management tools Shorten time-to-hire with a collaborative, data-powered applicant tracking system Ensure accountability with tracked user activity Schedule a Demo Ready to see a Hiring Management demo? Name* Email* Organization* Ready to see a Hiring Management demo? Announce, Track and Fill Vacancies with Qualified Talent From Vacancy to New Hire See the Automation in Action Our applicant tracking system streamlines the day-to-day tasks of the entire federal hiring process and is fully compliant with OPM hiring standards and guidelines. It allows users to create and post vacancy announcements, receive and track applications, communicate with applicants, administer multi-hurdle assessment phases, refer candidates for selection, and more. FedHire Hiring Management enables various agency stakeholders, from subject matter experts to hiring managers, to engage in the hiring process with transparent dashboards that keeps everyone aligned. Modern and Supportive User Experience FedHire Hiring Management offers an intuitive and modern user experience for HR staff, hiring managers, job seekers, and other users. Job seekers are invited to an agency-branded Seeker Portal to submit applications and necessary documentation – and they can check their application status at any time. HR users are supported with a range of tools to help with their everyday work, including bulk action features, process checklists, and agency-managed templates. With Single-Sign On, agency HR users, including hiring managers, can securely access their work anytime, anywhere. Apply Government Solutions (ApplyGov) offers a live help desk, plus email options, for any additional support needed for HR users or job seekers. Modernize the User Experience Advanced Applicant Management Our Hiring Management features a series of advanced search, filter, and data mining tools, which better enable HR users to manage applicant pools. With custom applicant tags, adjudicated special authority claims and visible veterans’ preferences, users can easily spot any special designations helpful for selection decisions. Candidate statuses can be easily changed, applicant communications can reflect the agencies' tone and style, and milestones are tracked for easy reporting.  Zoom In On Talent Secure and Federally Compliant System FedHire Hiring Management meets all OPM requirements, complies with 508 regulations, and can adapt to agency-specific policies. Our system employs a multi-layer security approach with multiple security access levels to protect sensitive information and integrates with USAJOBS and other GOTS, COTS, and vendor solutions within the HR-LOB. Our technology is built to NIST, FISMA, FIPS, and OMB standards, and has been FedRAMP-secure since 2022. Explore Our Standards Explore Federal Hiring Resources Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Read More Sign Up for TAS Training Read More Access the ApplyGov Corner Client Portal Read More Populate USAJOBS Search Pages Read More Share Certificates with ApplyGov’s Federal TAS Read More Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Read More Sign Up for TAS Training Read More Access the ApplyGov Corner Client Portal Read More Populate USAJOBS Search Pages Read More Share Certificates with ApplyGov’s Federal TAS Read More Want to make better hires - faster? Get in Touch #### FedHire Job Analysis Apply Government Solutions FedHire Job Analysis Identify and Measure the Right Skills for Federal Jobs Talk to an Expert Conduct an Accurate Job Analysis – Efficiently Conducting an accurate job analysis is crucial to the assessment and selection of qualified new hires for federal agencies. By performing a systematic analysis of a position, agencies can determine the competencies, knowledge, skills, abilities and other characteristics someone must possess in order to successfully perform the work required for that job.Our Job Analysis module provides agencies with a structured and centralized solution to determine the tasks and competencies required to support hiring efforts and can better enable other phases of the hiring process when used with the rest of the FedHire federal talent acquisition system. By harnessing industry best practices to perform a federal job analysis, your agency can administer the appropriate assessments based on the critical aspects of each job analyzed. The final Job Analysis includes the required content, alongside the recorded approvals, which provides documentation to legally defend your agency’s hiring procedures. Get the Most Out of a Job Analysis Make Job Analysis Easy and Effective Schedule a Demo FedHire Job Analysis streamlines the process necessary to document and defend candidate selections and continue to develop a dynamic workforce. Users can easily collaborate with subject matter experts to document the input and results required for an accurate job analysis. The module leverages competency or task weighting, as well as importance, needed-on-entry, and distinguishing value evaluations. With critical competencies identified, users can ensure alignment with the right hiring assessments and create an effective crediting plan for the vacancy. Ready to see a Job Analysis Demo? Name* Email* Organization* Ready to see a Job Analysis Demo? Build a Custom Competency Library With Job Analysis, agencies can build and manage their own custom Competency Library and maintain control with user-based permissions. Users can use browse, sort, and search tools to quickly find existing competencies within the library using titles and definitions or add new ones into the system. ApplyGov can also provide a competency starter set that reflects the OPM MOSAIC competency list. See the Library in Action Ready to see a Job Analysis Demo? Name* Email* Organization* Ready to see a Job Analysis Demo? Leverage Job Analysis Within Your Federal Hiring System As the foundation for all assessment and selection decisions, the Job Analysis module connects seamlessly throughout ApplyGov’s federal talent acquisition system (FedHire) for a streamlined end-to-end hiring process. When used with our Position Classification system, users can pull in duties/tasks directly from approved PDs. In Hiring Management, HR users can link approved JAs to the JOA, automatically pull in the JA-identified questions as the crediting plan, and get added to the case file – saving time and ensuring consistency when deciding on assessments to distinguish the right skills. When a crediting plan is used, scoring is automatically assigned based on the JOA.  Integrate Job Analysis Ready to see a Job Analysis Demo? Name* Email* Organization* Ready to see a Job Analysis Demo? Job Analysis and Competency Modeling Services Develop a complete understanding of your position requirements based on an extensive examination of the work performed and the competencies/knowledge, skills, and abilities needed for each position with our federal job analysis and competency modeling services. Work with ApplyGov’s Professional Services team to better align employee selection and career development initiatives with your organizational goals. Work With Our Experts Ready to see a Job Analysis Demo? Name* Email* Organization* Ready to see a Job Analysis Demo? Explore Federal Hiring Resources 6 Ways ApplyGov Can Modernize Your Federal Agency’s Job Analysis Process Read More Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Read More Webinar: Implement Skills-Based Assessments for Merit Hiring Read More 6 Ways ApplyGov Can Modernize Your Federal Agency’s Job Analysis Process Read More Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Read More Webinar: Implement Skills-Based Assessments for Merit Hiring Read More ApplyWorks Eligible Training Provider List Read More Find out how you can get started with ApplyGov’s Job Analysis solution! Get in Touch #### FedHire Onboarding + Apply Government Solutions FedHire Onboarding+ Automate a Welcoming New Hire Experience Talk to an Expert Help Federal Employees Get to Work on Day One FedHire Onboarding+ helps agencies and new hires reduce the time and burden of completing Entrance on Duty paperwork with a federally compliant portal that effectively automates onboarding processes, eliminates redundant data entry, provides a seamless experience, and tracks progress in real-time. By providing an easily accessible and centralized platform, HR teams can collaborate directly with new hires, easily track progress and statuses, and rely on automated notifications to stay updated. Much of the HR paperwork, orientation, and provisioning can be completed online in advance of the employee’s first day. FedHire Onboarding+ can easily integrate with an agency’s HR Information System, as well as OPM’s eOPF to digitally transmit new hire forms.   What FedHire Onboarding+ Can Do for You Onboard new hires consistently across the organization Reduce time and errors with auto-populated data and templates Deliver greater transparency, accountability, and insights -in real-time Enhance the overall experience for new hires Ready to see an Onboarding+ Demo? Name* Email* Organization* Ready to see an Onboarding+ Demo? Turn Your Selectees into New Hires Implement Standardized and Configurable Onboarding With FedHire Onboarding+, you can implement a standardized and compliant process, based on your agency’s specific protocols, to ensure all employees are consistently onboarded across the organization. Agencies can quickly guide new hires through the routine process while still having the option to establish additional onboarding workflows for unique hiring situations. A smooth and reliable onboarding process not only reduces the time spent on administrative tasks, but it allows you to focus on what’s most important – your new employees. Implement Onboarding Processes Automate Onboarding Processes Whether an individual is hired through a direct-hire authority or from USAJOBS, FedHire Onboarding+ records the journey from applicant to employee. Personal data from the new hire’s application auto-populates onboarding forms - reducing data entry errors and saving valuable time. Email notifications remind both HR and the new employee of any incomplete tasks, and HR can view the status at any time and manage the process as needed. See the Automation in Action Engage New Hires The New Hire Employee Portal within Onboarding+ leaves a great first impression and sets the employee up for success. They are welcomed to an agency-branded portal, consistent with the application experience, where they will find a centralized source of helpful information, and given access to a streamlined, secure process for completing their paperwork. This portal is designed to help new employees track their progress throughout the entire onboarding process and feel engaged, excited, and ready to join your team. Welcome New Team Members Explore Federal Hiring Resources Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Read More What Makes ApplyGov the Commercial Leader in Federal Talent Acquisition? Read More Federal Talent Acquisition Virtual Training Read More Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Read More What Makes ApplyGov the Commercial Leader in Federal Talent Acquisition? Read More Federal Talent Acquisition Virtual Training Read More Contact us to find out how you can 'wow' your new hires before Day One. Get in Touch #### FedHire Position Classification Apply Government Solutions FedHire Position Classification Modernize your Agency’s Federal Classification Program Talk to an Expert Build your Position Descriptions – Better and Faster Move beyond your filing cabinets, shared drives, and other static document repositories into a modern, easy-to-use, and accessible system. The FedHire Position Classification module is a federally compliant solution that automates the developing, assigning, reviewing, approving, storing, and reporting of the position classification process and documents. Classifiers and hiring managers have access to a centralized library with powerful search tools, document comparison features, and builder wizards - no more creating from scratch! Agencies can plug FedHire Position Classification right into their existing HRIS ecosphere, and the module integrates seamlessly with the rest of the FedHire federal talent acquisition system, including the Job Analysis module, the applicant tracking system, and onboarding module, to better support the end-to-end federal hiring process. ApplyGov’s Professional Services and I/O Psychology teams will work with your agency from start to finish on your federal classification solution to ensure your system is best optimized and implemented to meet your agency’s unique mission needs. What FedHire Position Classification Can Do For You Offer user-friendly and centralized environment to conduct classification activity virtually.  Automatically collect and track key classification data for HR insights or reporting requirements. Reduce the burden of managing workloads with automated, tracked, and visible classification activity. Ease demands on HR for federal compliance and increases transparency and accountability with auditable user actions. Download the Position Classification Product Sheet Streamline and Automate Your Federal Position Classification Process with Ease  Easily Create High Quality PD Packages With Custom and Power Builder options, FedHire Position Classification guides agency users through a consistent, automated workflow to quickly build high quality, OPM- and agency-compliant PD packages, including cover sheets, evaluation statements, career ladders, and more, for Classifiers to review and approve.  See Automated PD Creation in Action  Ready to see a Position Classification Demo? Name* Email* Organization* Ready to see a Position Classification Demo? Find It All in Your Virtual Classification Library Discover How Centralized Access Works  FedHire Position Classification hosts an agency-specific, centralized PD library, so users can quickly and easily access their agency’s classifier-approved position descriptions, cover sheets and other supporting documents, in one place. Hiring Managers can search and compare PDs side-by-side in the library to make easier and faster decisions on what to use. HR can enforce agency policies, such as setting expiration thresholds, or security protocols to ensure only permitted users have access to the appropriate data.  Help Hiring Teams and Classifiers Better Collaborate See Collaboration in Action The federal Position Classification process demands effective collaboration between Classifiers, Hiring Managers, and other HR staff – sometimes, even auditors. By providing dashboards, document routing capabilities, version control, and automatic notifications, FedHire Position Classification reduces the burden of tracking assignments and hand-offs, while offering more visibility into the team’s progress.  Trackable, Reportable, and Compliant Classification Documents Agencies can access their own Position Classification data for easy records management and reporting, including the ability to collect specific data from individual PD components, such as cover sheets (OF-8), to track what matters most. FedHire Position Classification reinforces OPM’s Classifier’s Handbook, enables compliance with all federal standards and regulations, and is FedRAMP-authorized. See How Reporting Works Expert Guidance for Classification Program Implementation ApplyGov’s Professional Services and I/O Psychology teams are committed to working hand-in-hand with your agency to understand your stakeholders, policies, processes, system integrations, and other needs for a successful implementation. Based on your agency’s unique requirements, our team will leverage best practices in change management, data migrations, user adoption, and process re-design developed from decades of leading and managing similar federal agency projects. Connect with our Experts Explore Position Classification Resources The History and Future of ApplyGov’s Position Classification Solution Read More 10 Reasons to Love FedHire Position Classification Read More MonsterGov Speaks with Federal News Network about Modernizing Federal Position Classification Programs Read More Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Read More The History and Future of ApplyGov’s Position Classification Solution Read More 10 Reasons to Love FedHire Position Classification Read More MonsterGov Speaks with Federal News Network about Modernizing Federal Position Classification Programs Read More Driving Federal Talent Acquisition Forward: ApplyGov and OPM’s Merit Hiring Plan Read More Ready to modernize your agency's position classification program? Get in Touch #### FedHire Selecting Official Apply Government Solutions FedHire Selecting Official Engage Hiring Managers from Announcement to Selection Talk to an Expert Empower Selecting Officials to Make the Right Hire FedHire Selecting Official module offers federal HR teams an easy, effective, yet flexible approach to engage with hiring managers and selecting officials throughout the talent acquisition process. Whether to review a vacancy announcement or make a new hire selection, users have one central location to access their assignments instead of worrying about missed emails, lost attachments, or confusing requests. With a streamlined approach to engaging decision-makers, FedHire Selecting Official empowers agencies to make better and faster decisions while offering a more organized and engaging experience for their stakeholders.  Driving Efficiency and Collaboration with Selecting Official Enable Selecting Officials with Certificate Reviews As HR specialists assign certificates of eligibles, Selecting Official users can access all certificates for all their vacancies in one place, with a range of tools to support the new hire selection process. Selecting Officials have the ability to view assigned certificates, review documentation of referred applicants, provide selection decisions and feedback, and submit the annotated certificate back to HR. Selecting Officials can update phase scores and use bulk action features, such as printing applicant reports with specified criteria. Schedule a Demo Ready to see a Selecting Official Demo? Name* Email* Organization* Ready to see a Selecting Official Demo? Involve Hiring Managers from Start to Finish Streamline Your Process Federal agencies can use the Selecting Official module to facilitate different hiring decisions required by hiring managers throughout the process. Vacancy Review allows users to search by Announcement Number for specific vacancies and preview the federal job opportunity announcement (JOA) in either FedHire Hiring Management or USAJOBS. The Question Selection feature provides access to the agency’s library of personnel assessment questions with robust search, filter, view and selection options. Reduce the Burden on HR Federal HR teams can rest assured that critical decisions required by hiring managers are facilitated easily, correctly, and effectively. HR specialists can request user accounts for Selecting Officials, assign certificates when ready, and manage all required documentation. Automatic notifications are sent when certificates are assigned and annotated certificates are received to help users stay informed on the progress of each certificate. Help Teams Work Together Share Certificates with Other Federal Agencies See our Certificate-Sharing in Action Per the Competitive Service Act, FedHire Selecting Official can be used to share certificates of eligible candidates with other federal agencies, even if they aren’t a FedHire user. Originating Agencies can establish support for external access to FedHire to send a certificate of non-selected, best qualified candidates (who’ve opted in) to a Receiving Agency. Receiving Agencies can access these certificates and corresponding documentation for a fast-tracked approach to making a great hire. Explore Federal Hiring Resources Share Certificates with ApplyGov’s Federal TAS Read More How ApplyGov Supports Merit Hiring Plan Read More 9 Benefits to Agencywide Certificate-Sharing Read More ApplyGov is in Your Corner Read More Share Certificates with ApplyGov’s Federal TAS Read More How ApplyGov Supports Merit Hiring Plan Read More 9 Benefits to Agencywide Certificate-Sharing Read More ApplyGov is in Your Corner Read More Need help empowering your hiring managers? Get in Touch #### Hiring Assessments ApplyGov's Federal Hiring Assessment Capabilities Accurately assess federal job candidates Talk to an Expert The FedHire talent acquisition system can support a range of hiring assessment options that comply with the Chance to Compete Act and OPM’s Merit Hiring Plan. FedHire's Hiring Management offers agencies flexible tools, such as cut scores and the Question Library, that can be used for screen-out and eligibility self-assessments. The Collaborate module can support SME-based reviews, such as structured resume reviews. For additional alternative and technical assessments, federal agencies can use the Applicant Assessments platform to seamlessly administer online assessments within the application process and automatically score and send results into the candidate staging area – making it even easier for HR teams to qualify/rank/rate its applicants and narrow down the applicant pool to the best and brightest. The Job Analysis module can facilitate a virtual skills analysis process to ensure the right competencies are being assessed.Not sure where to begin? Check out our resource page on Implementing Assessments for the Merit Hiring Plan, including an on-demand webinar with guidance, checklists, and considerations. Competency-Based, Alternative Assessments Standardized, Off-the-Shelf Assessment Batteries Standardized, off-the-shelf assessment batteries Quickest and easiest to implementSupervisory battery (10 competencies across 3 sections) and Non-Supervisory battery (9 competencies across 4 sections)Candidate scores can be reused within the agency for other vacancies that administer the same assessment Agency-Specific Assessments Agency-Specific Assessments MonsterGov can leverage pre-developed tests to an agency-specific competency model to create and validate these batteriesCandidate scores can be reused within the agency for other vacancies that administer the same assessment Custom Situational Judgment Tests Custom Situational Judgment Tests Work with MonsterGov’s I/O team to develop a test that evaluates how applicants would respond to job-related scenarios – customized for the agency, series/position, culture and values Standardized, off-the-shelf assessment batteriesQuickest and easiest to implementSupervisory battery (10 competencies across 3 sections) and Non-Supervisory battery (9 competencies across 4 sections)Candidate scores can be reused within the agency for other vacancies that administer the same assessmentAgency-Specific AssessmentsMonsterGov can leverage pre-developed tests to an agency-specific competency model to create and validate these batteriesCandidate scores can be reused within the agency for other vacancies that administer the same assessmentCustom Situational Judgment TestsWork with MonsterGov’s I/O team to develop a test that evaluates how applicants would respond to job-related scenarios – customized for the agency, series/position, culture and values Standardized, Off-the-Shelf Assessment Batteries Agency-Specific Assessments Custom Situational Judgment Tests Standardized, Off-the-Shelf Assessment Batteries Quickest and easiest to implementSupervisory battery (10 competencies across 3 sections) and Non-Supervisory battery (9 competencies across 4 sections)Candidate scores can be reused within the agency for other vacancies that administer the same assessment Agency-Specific Assessments ApplyGov can leverage pre-developed tests to an agency-specific competency model to create and validate these batteriesCandidate scores can be reused within the agency for other vacancies that administer the same assessment Custom Situational Judgment Tests Work with ApplyGov’s I/O team to develop a test that evaluates how applicants would respond to job-related scenarios – customized for the agency, series/position, culture and values Standardized, Off-the-Shelf Assessment BatteriesQuickest and easiest to implementSupervisory battery (10 competencies across 3 sections) and Non-Supervisory battery (9 competencies across 4 sections)Candidate scores can be reused within the agency for other vacancies that administer the same assessmentAgency-Specific AssessmentsApplyGov can leverage pre-developed tests to an agency-specific competency model to create and validate these batteriesCandidate scores can be reused within the agency for other vacancies that administer the same assessmentCustom Situational Judgment TestsWork with ApplyGov’s I/O team to develop a test that evaluates how applicants would respond to job-related scenarios – customized for the agency, series/position, culture and values Technical Skills-Based Assessments Writing Assessments with AI-Scoring Structured Interviews Structured Resume Reviews Writing Assessments with AI-Scoring Off-the-shelf and custom prompts availableAI scoring with seamless integration with FedHireCandidate scores can be reused within the agency for other vacancies that administer the same assessment Structured Interviews ApplyGov’s I/O Psychologists can develop agency-specific structured interviews, including conducting a Job Analysis Can measure technical and non-technical competencies; responses to standardized questions are compared to standardized scoring protocolDepending on when interviews are conducted, SMEs and HR have a range of options to include interview scores and commentary in FedHire to help with the selection processApplyGov also provides Professional Development courses on Principles of Structured Interviewing Structured Resume Reviews ApplyGov’s I/O Psychologists can facilitate an SME workshop to develop specialized experience statements and train SMEs/panelists on how to review/score resumesSME reviewers can use the Collaborate module to enter scores/comments, which HR can easily apply to the applicant listing with just one click Writing Assessments with AI-ScoringOff-the-shelf and custom prompts availableAI scoring with seamless integration with FedHireCandidate scores can be reused within the agency for other vacancies that administer the same assessmentStructured InterviewsApplyGov's I/O Psychologists can develop agency-specific structured interviews, including conducting a Job Analysis Can measure technical and non-technical competencies; responses to standardized questions are compared to standardized scoring protocolDepending on when interviews are conducted, SMEs and HR have a range of options to include interview scores and commentary in FedHire to help with the selection processApplyGov also provides Professional Development courses on Principles of Structured InterviewingStructured Resume ReviewsApplyGov's I/O Psychologists can facilitate an SME workshop to develop specialized experience statements and train SMEs/panelists on how to review/score resumesSME reviewers can use the Collaborate module to enter scores/comments, which HR can easily apply to the applicant listing with just one click Writing assessment with AI scoring Writing assessment with AI scoring Off-the-shelf and custom prompts availableAI scoring with seamless integration with FedHireCandidate scores can be reused within the agency for other vacancies that administer the same assessment Structured Interviews Structured Interviews ApplyGov’s I/O Psychologists can develop agency-specific structured interviews, including conducting a Job Analysis Can measure technical and non-technical competencies; responses to standardized questions are compared to standardized scoring protocolDepending on when interviews are conducted, SMEs and HR have a range of options to include interview scores and commentary in FedHire to help with the selection processApplyGov also provides Professional Development courses on Principles of Structured Interviewing Structured Resume Review Structured Resume Review ApplyGov’s I/O Psychologists can facilitate an SME workshop to develop specialized experience statements and train SMEs/panelists on how to review/score resumesSME reviewers can use the Collaborate module to enter scores/comments, which HR can easily apply to the applicant listing with just one click Writing assessment with AI scoringOff-the-shelf and custom prompts availableAI scoring with seamless integration with FedHireCandidate scores can be reused within the agency for other vacancies that administer the same assessmentStructured InterviewsApplyGov's I/O Psychologists can develop agency-specific structured interviews, including conducting a Job Analysis Can measure technical and non-technical competencies; responses to standardized questions are compared to standardized scoring protocolDepending on when interviews are conducted, SMEs and HR have a range of options to include interview scores and commentary in FedHire to help with the selection processApplyGov also provides Professional Development courses on Principles of Structured InterviewingStructured Resume ReviewApplyGov's I/O Psychologists can facilitate an SME workshop to develop specialized experience statements and train SMEs/panelists on how to review/score resumesSME reviewers can use the Collaborate module to enter scores/comments, which HR can easily apply to the applicant listing with just one click Integrations with 3rd Party or Agency-Developed Assessments Already have an assessment vendor of choice? ApplyGov can explore new integrations with your provider.For agencies with their own assessments, ApplyGov can build those onto our integrated testing platform for a seamless assessment experience for applicants and HR users. I/O Psychology Services Advisory services for an agency’s assessment strategy and Merit Hiring Plan compliance Change Management for new system implementations and assessment program rollouts Local content validation study for off-the-shelf assessments Off-the-shelf and agency-customized Professional Development courses for best practices in Human Resources Explore Hiring Assessment Resources Applicant Assessments Read More Webinar: Implement Skills-Based Assessments for Merit Hiring Read More 9 Reasons Why ApplyGov’s Federal Applicant Assessments Stand Out Read More Webinar: Improve Hiring Selection with Applicant Assessments Read More Hiring Assessments 101 Read More Applicant Assessments Read More Webinar: Implement Skills-Based Assessments for Merit Hiring Read More 9 Reasons Why ApplyGov’s Federal Applicant Assessments Stand Out Read More Webinar: Improve Hiring Selection with Applicant Assessments Read More Hiring Assessments 101 Read More Have questions on how and when to use federal hiring assessments? Ask Our Team #### Home Mission-Ready Federal Hiring Explore FedHire New name. Same mission. Formerly MonsterGov, meet Apply Government Solutions. Trusted and Experienced to Advance Federal Hiring Years of Experience 0 + Federal Agencies Served 0 + Federally Compliant 0 % Security NIST Controls 0 Why We’re the Hiring Partner-of-Choice Purpose-Built Solutions Our solutions are designed just for government agencies: ready off-the-shelf but configurable to meet your agency’s unique mission requirements. Expert Guidance & Support Our implementations are backed and supported throughout implementation, change management, and ongoing operations by our in-house workforce experts. Security & Compliance ApplyGov's scalable and flexible solutions are federally compliant and FedRAMP certified, plus we work with agencies to implement agency-specific security and compliance requirements. Get in Touch End-to-End Federal Talent Acquisition Apply Government Solutions FedHire Position Classification Job Analysis Hiring Management Hiring Assessments Onboarding+ Our Proven, Industry-Leading Federal Talent Acquisition System ApplyGov is the leading commercial provider of federal talent acquisition systems (TAS). Our federally compliant, FedRAMP-secure TAS, FedHire, empowers agencies with a proven, innovative, and effective solution to announce, track, assess, select, hire, and onboard high-quality talent needed to meet their mission. Learn More Streamline Your Classification Process Our best-in-class Position Classification automates and facilitates the collaborative development, approval, and reporting of critical activities, including position descriptions (PDs) and cover sheets, to quickly and accurately classify positions. Learn More Identify and Measure the Right Skills ApplyGov is the only provider with a virtual Job Analysis system for federal hiring. Our centralized solution allows federal agencies to determine the skills required for a job and enable a better selection of the assessments needed to measure those identified skills. Plus, agencies can build and manage their own Competency Library and link the Job Analysis to Job Opportunity Announcements (JOAs) to make the hiring process even easier. Learn More Announce, Track, Qualify, and Select Applicants FedHire Hiring Management provides a collaborative environment for HR and hiring managers to create vacancy announcements, rate and rank applicants, generate certificates of eligibles, and coordinate the hiring process in a streamlined manner. Integrated with USAJOBS, its user-centric and intuitive design focuses on making the application process easier, reducing time-to-hire, and helping agencies make high quality hires. Learn More Assess and Determine the Most Qualified Candidates ApplyGov brings a data-driven approach to the federal hiring selection process by providing empirical, skills-based tests to gauge an applicant’s true capabilities beyond their self-reported proficiencies. Whether our standardized assessment batteries or agency-specific tests, agencies have a range of options to measure competencies and technical skills to distinguish the most qualified candidates. Learn More Supercharge your New Hire Experience FedHire Onboarding+ helps agencies turn selectees to new hires and onboard new employees through a welcoming virtual experience. With automated features, autopopulating data and notification system, Onboarding+ reduces the time and burden of completing Entrance on Duty paperwork, eliminates redundant data entry, and tracks progress in real-time so HR and new hires can better focus on being ready for day one. Learn More Our Proven, Industry-Leading Federal Talent Acquisition System ApplyGov is the leading commercial provider of federal talent acquisition systems (TAS). Our federally compliant, FedRAMP-secure TAS, FedHire, empowers agencies with a proven, innovative, and effective solution to announce, track, assess, select, hire, and onboard high-quality talent needed to meet their mission. Learn More Streamline Your Classification Process Our best-in-class Position Classification automates and facilitates the collaborative development, approval, and reporting of critical activities, including position descriptions (PDs) and cover sheets, to quickly and accurately classify positions. Learn More Identify and Measure the Right Skills ApplyGov is the only provider with a virtual Job Analysis system for federal hiring. Our centralized solution allows federal agencies to determine the skills required for a job and enable a better selection of the assessments needed to measure those identified skills. Plus, agencies can build and manage their own Competency Library and link the Job Analysis to Job Opportunity Announcements (JOAs) to make the hiring process even easier. Learn More Announce, Track, Qualify, and Select Applicants FedHire Hiring Management provides a collaborative environment for HR and hiring managers to create vacancy announcements, rate and rank applicants, generate certificates of eligibles, and coordinate the hiring process in a streamlined manner. Integrated with USAJOBS, its user-centric and intuitive design focuses on making the application process easier, reducing time-to-hire, and helping agencies make high quality hires. Learn More Assess and Determine the Most Qualified Candidates ApplyGov brings a data-driven approach to the federal hiring selection process by providing empirical, skills-based tests to gauge an applicant’s true capabilities beyond their self-reported proficiencies. Whether our standardized assessment batteries or agency-specific tests, agencies have a range of options to measure competencies and technical skills to distinguish the most qualified candidates. Learn More Supercharge your New Hire Experience FedHire Onboarding+ helps agencies turn selectees to new hires and onboard new employees through a welcoming virtual experience. With automated features, autopopulating data and notification system, Onboarding+ reduces the time and burden of completing Entrance on Duty paperwork, eliminates redundant data entry, and tracks progress in real-time so HR and new hires can better focus on being ready for day one. Learn More Explore Federal Workforce Resources How ApplyGov Supports OPM’s Merit Hiring Plan Read More PartnerOne Acquires Workforce Tech Leader MonsterGov Read More The Hiring Edge: Why ApplyGov Beats USA Staffing Read More How ApplyGov Supports OPM’s Merit Hiring Plan Read More PartnerOne Acquires Workforce Tech Leader MonsterGov Read More The Hiring Edge: Why ApplyGov Beats USA Staffing Read More No Matter Your Mission,ApplyGov Is Here To Help Contact Us Today! #### Next-Generation Workforce Technology for States The State government solutions business ("MonsterWorks")  is now part of Hidden Talent LLC, an EdTech Ventures portfolio company. As part of this transition, the State workforce solutions products, customer and vendor relationships, and dedicated team members have joined Hidden Talent to continue supporting states with innovative workforce technology solutions.Hidden Talent is dedicated to helping job seekers connect to meaningful careers, helping employers find qualified talent, and helping workforce organizations improve outcomes for the communities they serve through next-generation workforce technology designed specifically for state and local workforce ecosystems.For more information about Hidden Talent and its workforce solutions, please visit Hidden Talent. Visit Hidden Talent #### Privacy ApplyGov Privacy Apply Government Solutions is committed to protecting the privacy of our users. This Privacy Policy explains the policies and practices we follow to protect the personal information that we collect about you through the use of our website, www.applygovernmentsolutions.com. What kind of information does Apply Government Solutions collect on our website? We typically collect two kinds of information about you: (a) information you provide that personally identifies you and (b) information that does not personally identify you that we automatically collect when you visit our website or that you provide to us.Personal Information: We may request, collect, or otherwise provide an opportunity to submit your Personal Information in connection with certain activities on our website, including but not limited to:Participation in a survey or questionnaireOnline formsNon-Personal Information: Non-personal information is any information that does not personally identify you. Non-personal information can include certain Personal Information that has been de-identified; that is, information that has been rendered anonymous. We obtain non-personal information about you from information that you provide us, either separately or together with your Personal Information. We also automatically collect certain non-personal information from you when you access our website. This information can include, among other things, IP addresses, the type of browser you are using (e.g., Internet Explorer, Firefox, Safari, etc.), the third-party website from which your visit originated, the operating system you are using, the domain name of your Internet service provider the search terms you use on our website, the specific web pages you visit, and the duration of your visits. What does Apply Government Solutions do with the Personal Information you provide? We use the Personal Information you submit to us to:Respond to your requestsPersonalize some of the web content and promotions based on your personal-interest profile so that our website becomes increasingly relevant to your needsProvide input on your particular needs to our marketing and sales organizations to make current marketing and sales initiatives increasingly relevant to your needsCommunicate product or services information that might be useful or urgent in nature, including product performance issues or fixesCommunicate significant website changes or web content informationProvide future service and support What about cookies? If you leave a comment on our site, you may opt-in to saving your name, email address and website in cookies. These are for your convenience so that you do not have to fill in your details again when you submit another form. Under what circumstances does Apply Government Solutions share information? Apply Government Solutions does not sell, trade or rent your Personal Information to others. Unless we have your permission or are required by law, we will only share the Personal Information you provide online with other Apply Government Solutions entities and/or business partners who are acting on our behalf to complete the activities described above. We do not share sensitive information with anyone under any circumstances.Our business partners and subcontractors receiving Personal Information are required to maintain the confidentiality of any data we provide or that they access in providing their services to us, and to apply security protection measures that are consistent with our promises under this Privacy Policy. We will ensure that any third party to whom Personal Information may be disclosed agrees in writing to provide an adequate level of privacy protection, and to only share Personal Information with those in their organizations with a need to know . These companies are authorized to use your Personal Information only for the purposes that we originally instructed, or as authorized by you.Email Communications: We may share your email contact information with our partners to assist with marketing our products and services. You may unsubscribe from receiving future commercial email communications from us by clicking the "unsubscribe" link included at the bottom of any marketing emails we send. However, we reserve the right to send you transactional emails such as customer service communications in connection with the products you have purchased. For security reasons, we do not recommend that you send PII, such as passwords, social security numbers, or bank account information, to us by email.Transfer of Assets: We do not sell or lease personal information or provide a list of our customers to third parties, except as described above. However, as we continue to develop our business, we may sell or purchase assets. If another entity acquires us or all (or substantially all) of our assets, the information we have about you will be transferred to and used by this acquiring entity. Also, if any bankruptcy or reorganization proceeding is brought by or against us, all such information may be considered an asset of ours and as such may be sold or transferred to third parties.Legal Necessity: Notwithstanding anything herein to the contrary, we reserve the right to disclose any information about you if we are required to do so by law, with respect to copyright and other intellectual property infringement claims, or if we believe that such action is necessary to: (a) fulfill a government request; (b) conform with the requirements of the law or legal process; (c) protect or defend our legal rights, property, or our site, or (d) in an emergency to protect the health and safety of our site's users or the general public. Embedded content from other websites Articles on this site may include embedded content (e.g. videos, images, articles, etc.). Embedded content from other websites behaves in the exact same way as if the visitor has visited the other website.These websites may collect data about you, use cookies, embed additional third-party tracking, and monitor your interaction with that embedded content, including tracking your interaction with the embedded content if you have an account and are logged in to that website. How long we retain your data? If you submit a request via webstie, the content and its metadata are retained indefinitely. Use of Google Analytics and Advertising Tools Apply Government Solutions uses features provided by Google and Linkedin and integrated services that enable collection of data for advertising purposes. Third-parties, such as Google, set cookies to serve ads based on visitors' visits to Apply Government Solutions websites. Any data collected will be used in accordance with Apply Government Solutions and Google privacy policies. To Opt Out of Google Analytics Advertising Features Visitors to Apply Government Solutions websites can choose to opt-out of data collection by: visiting the “Google Analytics Opt-out Browser Add-on” page (https://tools.google.com/dlpage/gaoptout/), and following the instructions provided by Google; by installing a browser plug-in: https://support.google.com/ads/answer/7395996; or by adjusting web browser settings. Contact Information Questions or comments regarding this Privacy Policy should be submitted to contact@applygovernment.com. #### Professional Services- Federal Apply Government Solutions Professional Services for Federal Agencies Build the Federal Workforce You Want Talk to an Expert Transforming Federal Hiring Through Proven Expertise and Technology As industry-recognized experts in successfully delivering and implementing talent acquisition solutions, we help government agencies and organizations hire and onboard top talent using our flagship and purpose-built federal talent acquisition system, Apply Government Solutions FedHire. Since 2002, we’ve continued to innovate by developing solutions that meet the human capital challenges facing government today. And we know firsthand how unique federal agencies are – each with their own mission goals, priorities, and talent needs. Our Professional Services team listens, observes, and responds with recommended technology solutions that can help agencies to attain the best workforce possible.  Helping Agencies Build High-Performing Teams with Confidence Federal Government Expertise and Technology Excellence ApplyGov's Professional Services team is staffed with highly skilled human capital subject matter experts who understand federal hiring and who employ best practices to ensure that the right technology works for you. The team skillfully supports the installation, implementation, and maintenance of the FedHire talent acquisition system - delivering value throughout the project life cycle and beyond. They also partner with government stakeholders, to ensure there are no hidden surprises, by providing excellent and consistent communications throughout the project. Their implementation experience, coupled with the use of mature and agile processes, has resulted in the successful completion of well over 500 technical projects - on time and within budget - across the government. FedHire System Administration Our team also consists of system administration experts who provide a hands-on approach to helping agencies meet their talent acquisition mission goals. We support your HR staff with the administrative aspects of system management, as well as provide additional end-user support, so your HR staff can focus on making the right hires. Our team is committed to ensuring that all system users are comfortable and confident using our technology within their unique environments. Human Capital Programs and Initiatives Work with ApplyGov's highly qualified team of Industrial/Organizational Psychologists to evaluate, design, develop, and implement human capital initiatives to help you execute programs that enhance your ability to attract, recruit, develop, and retain qualified employees. Our team has undergone extensive formal training and possess relevant experience in recruitment and selection, workforce management, and organizational development. In addition, our team also offers unparalleled expertise to help agencies meet human capital challenges, such as change management, assessment development/validation, online testing, surveys, job analysis, and position classification.  Talent Acquisition System Training ApplyGov offers virtual training on the entire FedHire talent acquisition system, including its Hiring Management, Position Classification, Collaborate, Selecting Official, Onboarding+, and Analytics modules. Our training specialists deliver off-the-shelf content, as well as customized course content to meet agency-specific processes and system configurations. Available System Training Courses Contact Us for Custom Training Professional Development Training Our Professional Development Training courses, delivered by our team of Industrial/Organizational Psychologists, strengthen your skillset across a variety of human capital topics, including how to: perform a job analysis, conduct applicant assessments, craft effective questions, leverage category rating scales, and develop an effective structured interview process. Our team is available to customize training course content that aligns with your agency’s specific policies, or to develop new courses to meet emerging needs. Current Professional Development Offerings Explore Professional Services Resources How ApplyGov Supports Merit Hiring Plan Read More Sign Up for TAS Training Read More Access the Corner Client Portal Read More How ApplyGov Supports Merit Hiring Plan Read More Sign Up for TAS Training Read More Access the Corner Client Portal Read More Ready To Work Together? Get in Touch #### Resources URL: https://www.applygovernmentsolutions.com/resources/ #### Sample Page Lorem Ipsum is simply dummy text of the printing and typesetting industry. Lorem Ipsum has been the industry's standard dummy text ever since the 1500s, when an unknown printer took a galley of type and scrambled it to make a type specimen book. It has survived not only five centuries, but also the leap into electronic typesetting, remaining essentially unchanged. It was popularised in the 1960s with the release of Letraset sheets containing Lorem Ipsum passages, and more recently with desktop publishing software like Aldus PageMaker including versions of Lorem Ipsum. #### Security Apply Government Solutions FedHire is FedRAMP Certified Your Agency's Federal Talent Acquisition System is Safe and Secure  Talk to an Expert We are proud to share that Apply Government Solutions has received and continues to maintain FedRAMP agency certification for its flagship federal talent acquisition system, FedHire, through GSA, our agency sponsor. Effective April 7, 2022, Apply Government Solutions  is listed on the FedRAMP Marketplace as Certified, under its previous name (Monster Government Solutions), and current FedHire customers are welcome to request a copy of the FedRAMP Certified System Security Plan (SSP). Please note: Alongside MonsterGov's rebranding to ApplyGov, our FedRAMP profile will also be updated to reflect our new company and system name (Apply Government Solutions FedHire). FedHire agency system administrators will be notified through the Corner with updates on this change. Securing the Talent Acquisition Mission What does this mean for my agency? The good news is GSA and ApplyGov have already done most of the heavy lifting! Per FedRAMP policy, other federal agencies will be able to reuse GSA’s FedRAMP security package for their own FedHire system Certification to Operate (ATO). Agencies will still need to review the FedRAMP package against their own unique security needs to make sure any gaps are covered. According to FedRAMP.gov, the Federal Risk and Authorization Management Program (FedRAMP) is a government-wide program established in 2011 that promotes the adoption of secure cloud services across the federal government by providing a standardized approach to security assessment, authorization, and continuous monitoring for cloud products and services. FedRAMP empowers agencies to use modern cloud technologies, with emphasis on security and protection of federal information. What is ApplyGov's recommendation for my agency? ApplyGov has invested heavily to pursue this FedRAMP certification to ease the security burden on agencies and allow customers to reallocate their security resources for other high-value priorities. We strongly recommend agencies reuse our final FedRAMP security package to issue ATOs for their talent acquisition system. This ensures a pre-reviewed, approved, and authorized security package that meets federal guidelines – saving agencies time, money, and valuable resources. How can my agency access and use the FedRAMP package? The information security team at your federal agency should request this package through the FedRAMP Marketplace and receive access through USDA's Connect.gov. To request the package: follow the link embedded here to the ApplyGov FedRAMP information page (currently addressed for Monster Government Solutions), select the “Package Access Request Form” link found below the Package ID, complete the form, and submit per the instructions within the form. For instructions on reusing a FedRAMP authorization, you can view the Quick Guide here. Once agencies review our FedRAMP package and accommodate any additional agency-specific controls, the agency can then submit their new ATO to the Marketplace. Once agencies submit their FedRAMP-based ATO, they will be listed among the agencies using our service under the Monster Government Solutions’ page in the Marketplace. What happens after our FedRAMP certification? FedRAMP requires continuous security delivery, assessment, and project-level support and deliverables to maintain the ATO. ApplyGov has invested in internal ISSO resources to manage and support our customers’ security needs. We have also invested in 3PAO advisory and audit services for our continuous security operations and compliance with FedRAMP, which includes annual assessments. Visit the FedRAMP Marketplace View Guide to Reuse Authorization Seeking a FedRAMP-secure federal talent acquisition system?  Get in Touch #### Services URL: https://www.applygovernmentsolutions.com/services/ #### Solutions URL: https://www.applygovernmentsolutions.com/solutions/ #### Subscribe Subscribe to our Federal Newsletter! Your go-to resource for news on our products and services, special events, tips, and inspiring topics! First Name* Last Name* Email* By submitting this form, you are consenting to receive marketing emails from: ApplyGov Government Solutions, https://www.applygovernmentsolutions.com. You can revoke your consent to receive emails at any time by using the SafeUnsubscribe® link, found at the bottom of every email. Emails are serviced by Constant Contact. #### Test URL: https://www.applygovernmentsolutions.com/test/ #### Test Page URL: https://www.applygovernmentsolutions.com/test-page/ #### Training Calendar Apply Government Solutions Virtual Training Calendar for Federal Agencies Learn More Training Calendar View our calendar below to see our upcoming open-enrollment training sessions. Use the Register button below when you've found a class and time that works for you (if your agency already has Educational Units), or if you want more information about the course offering. Want to schedule a training specifically dedicated to your agency? Reach out to the training team for more information. Not seeing the calendar below? Federal users can check it out on the Corner. Register Full Name* Email* Title* Select Courses of Interest* Basic FedHire Hiring ManagementAdvanced FedHire Hiring Management EnterpriseFedHire AnalyticsFedHire Selecting OfficialSelecting Employees with FedHire Hiring ManagementFedHire Collaborate for HR UsersFedHire Collaborate for Panel MembersPrinciples of Structured InterviewingCategory Rating: Methods and ApplicationsFedHire Position Classification for ClassifiersFedHire Position Classification System Admin and Reference Data I agree to receive newsletters, offers, and event updates. Thank you. Someone from ApplyGov will get back to you soon! – The ApplyGov Team. Register Contact Us to Register or Learn More Questions on our virtual training? Get in Touch #### Transition Monster Government Solutions is now Apply Government Solutions! Monster Government Solutions is pleased to announce the start of a new chapter in our journey. We are now Apply Government Solutions. While our name has changed, our commitment has not. If anything, it has only grown stronger. Our purpose remains the same: empowering federal agencies to build mission-ready workforces with purpose-built and proven talent acquisition solutions.As Apply Government Solutions, we will continue delivering flexible technology that enables agencies to shorten time to hire, reduce administrative burden, and hire the highly qualified talent they need to accomplish their missions. That commitment is reflected in the new name of our flagship federal talent acquisition system: FedHire.While the name is new, the trusted platform, dedicated team, and mission-focused support our customers rely on remain the same. As federal agencies continue their HR modernization efforts, Apply Government Solutions remains the talent acquistion partner agencies trust to put their interests first. We apply ourselves for your agency's mission expertise to anticipate challenges creativity to design better solutions empathy for human-centered experiences engineering to deploy trusted systems anything else we can for you Our Brand Story “Apply” is one of the most important actions in connecting job seekers and federal agencies to build talented, mission-ready workforces. Most know us for our flagship applicant tracking system – but it’s not just job seekers who are applying.Each day, we apply our expertise, curiosity, and creativity to understand our agencies’ challenges, invent solutions, and improve the way federal agencies hire and onboard talent. Let’s Stay Connected! Learn about ApplyGov See upcoming events Read our company news Follow us on LinkedIn Let ApplyGov Solve Your Workforce Challenges. Reach Out Today! #### Who We Serve URL: https://www.applygovernmentsolutions.com/who-we-serve/ ### Resources #### 10 Reasons to Love FedHire Position Classification There are a lot of reasons to love our federal position classification technology. Here are our Top 10! 1. At-a-Glance Dashboard and DashletsCar drivers aren’t limited to a single gauge on their dashboard and agency users shouldn’t be, either. FedHire Position Classification (PC) gives you multiple “dashlets” showing the status of your to-do list, work requests, submitted documents, and a list of your completed work – all in convenient, side-by-side displays. Learn More 2. Fast and Fun PD “Search and Compare”Who has time to read through pages and pages of position descriptions (PDs) to find the right fit? FedHire PC centralizes PDs in an electronic library you can peruse with elaborate search and filter options. We go a step further by providing fun side-by-side “Compare” and “Show Differences” tools and recommending “Similar Items” to help you quickly find a PD that you can use as-is or modify to your needs. Learn More 3. Almost Like MagicDon’t create PDs every day? Now, anyone at your federal agency, at any skill level, can develop a position description by following the intuitive, guided process in the FedHire PD Builder Wizard. The Wizard guides you in drafting quality, compliant PDs by translating your selection of agency-vetted duty and factor level statements into suggested titles, series, factor formats, and grades. Learn More 4. Yes and...PDs? Check. Career ladders, Interdisciplinary PDs, SODs, and addendums? Check. Supervisor, team lead, and SES positions? Check. FES, FWS, and Narrative formats? Check. Whatever the PD type or format, FedHire PC has you covered. Learn More 5. The Full PackageFedHire PC lets you build PDs, functional statements, coversheets (OF-8s), and evaluation statements, and upload other related documentation, to bundle into a convenient PD package. Learn More 6. Ask and You Shall ReceiveWork Requests allow hiring managers, HR liaisons, and others to ask classifiers for a consultation, PD review, Desk Audit, new PC document, and other classification services. Requests can be sent to an individual or a group. Learn More 7. You Did WHAT to My PD?You know the “track changes” feature in Microsoft Word? How about version control in SharePoint? Yeah, FedHire PC does that with all PC documents. Learn More 8. “Got Your Six” Auditing ToolsWhether responding to a classification challenge, OPM audit, or simply trying to retrace a PD’s steps, FedHire PC saves you time and stress by automatically time-stamping PC actions and tracking hand-offs to bring transparency and auditability to the classification process. Learn More 9. The Digital GatekeeperClassification underpins compensation. Role-based security controls ensure the right users have the right level of access to data and approvals. Learn More 10. Your Data, Your WayLet your data show you where you’re efficient and where you’re not. Ensure that classification standards are consistently and fairly applied from area to area. Choose the data you want to see with FedHire PC reporting tools and get a strong return on your agency's investment. Learn More 11. We're in Your CornerDid we say Top 10? We couldn’t leave out the secret ingredient – ApplyGov's awesome professional services team! We’ve partnered with our customers to continuously innovate FedHire PC and support agency teams with PD consolidation, PD migration, training, and day-to-day project management. Learn More Download the 10 Reasons to Love FedHire Position Classification #### 6 Ways ApplyGov Can Modernize Your Federal Agency’s Job Analysis Process Apply Government Solutions (ApplyGov) is thrilled to offer federal HR teams a state-of-the-art federal Job Analysis (JA) solution that fully integrates with our Hiring Management applicant tracking system – allowing agencies to modernize and streamline the robust process of gathering tasks and competencies, identifying and calculating the appropriate assessment questions and weights, and pulling those into the application process. Take a look below for 6 ways FedHire can modernize your federal agency’s Job Analysis process: Ditch the Spreadsheets! FedHire Job Analysis offers a printable weighted calculator that does the math for you. It calculates the maximum points per individual question response based on weighting, priority, and number of questions in the JA and the total question points for your assessment questions. Take Control with More Flexibility. Document the Job Analysis as task-centric or competency-centric, depending on agency process, with powerful priority multipliers for tasks. Get Automated! Our JA module has an even deeper integration with Hiring Management that automates and streamlines the question selection process, using JA outcomes, and provides suggested question response values in Vacancy Builder based on the JA weights. Keep all your Questions Together! The module supports the full range of question types and purposes, such as Basic Qualification Questions (BQQs), scored/weighted ranking questions, and non-scored questions, so all documentation and work is done in one place. Use PDs for a Head Start! Agencies who also use FedHire Position Classification can link PDs from the agency's PD library to their JAs, allowing them to review the duties and easily add them to the JA as tasks. If the PD includes weights, those weights are automatically prepopulated in JA. Have What’s Yours. ApplyGov’s revolutionary Job Analysis solution is already available, included, and integrated for federal agencies using FedHire Hiring Management applicant tracking system so you can accurately assess the talent you are seeking to hire. Download the Infographic to Share Thank you to our federal agencies who helped shape these improvements, from participation in our Job Analysis User Group, to sharing feedback during the sprint sessions. We value your time, input, and collaboration on the evolution and innovation of the FedHire federal talent acquisition system. Ready to get started? Learn more about FedHire Job Analysis #### 9 Benefits of Agencywide Certificate-Sharing 9 Benefits of Agencywide Certificate-Sharing #### 9 Reasons Why ApplyGov’s Federal Applicant Assessments Stand Out Our Applicant Assessments is a federally compliant applicant testing platform that allows federal agencies to accurately, consistently and reliably assess job candidates – based on job-relevant competencies, skills, experience, and more – and integrates with ApplyGov's federal talent acquisition system, FedHire, for auto-populated scoring and easier identification of the most qualified job seekers. Here are some of our favorite features of FedHire Applicant Assessments: Standardized Assessments ApplyGov’s standardized Applicant Assessment batteries were developed and validated by I/O Psychologists to assess non-technical competencies important for successful job performance for supervisory or non-supervisory positions across occupational series in the federal government. This allows agencies to combine the robust non-technical Standardized Assessments with their existing vacancy-specific occupational questionnaires that are already customized for the agency’s unique positions and technical requirements. Reusable Scores Applicants applying to multiple announcements that leverage the standardized assessments, regardless of occupational series, will only have to take the assessment once within a designated time frame. An applicant’s valid, unexpired score is automatically applied to future applications at no additional cost to the agency, and agencies can determine how long the scores will be valid and reusable. Seamless Applicant Experience Assessments can be administered within the application workflow during the vacancy open period – applicants do not have to go to a separate area or wait until the vacancy closes to complete this step. Non-Supervisory Assessments and ACWA Alternative The standard non-supervisory assessment can be used as a valid assessment alternative to OPM ACWA for applicable GS-5 and GS-7 grade levels. Streamlined Reasonable Accommodation (RA) Requests RA adjudicators have permissioned access to an accommodations module where they can securely review RA requests, correspond with applicants, and implement their adjudication decisions. Applicants are automatically notified with adjudication results and instructions for completing the assessment. Agency-Specific Batteries and Custom Assessments For more tailored assessment capabilities, ApplyGov’s I/O Psychology team can construct agency-specific batteries from our catalog of validated tests to target particular competencies or test experience characteristics, which can be combined with other hiring assessments (T&E questions or structured interviews). ApplyGov can also work with an agency’s SMEs to develop custom assessments for unique federal jobs or mission-critical positions. Competency-Validation with Job Analysis Federal agencies can leverage FedHire’s state-of-the-art Job Analysis module to document and confirm that the competencies measured in standardized assessments are relevant to the job. Federally Compliant with Flexible Implementations ApplyGov Applicant Assessments meets federal regulations, and supports EO 13932, while offering agencies the flexibility to implement the most effective hiring program for their unique needs. FedRAMP-Secure and Data Privacy FedHire is a FedRAMP-authorized talent acquisition system that protects sensitive applicant data and allows agencies to maintain complete control of that data and who has access to it. Explore Assessment Resources Federal Hiring The History and Future of Innovative Federal Position Classification Solutions Read More Federal Hiring MonsterGov (now ApplyGov) Leads IPAC Panel on Federal Agency Response to Skills-Based Hiring EO Read More Webinar Webinar: Improving Hiring Selections with ApplyGov’s Federal Assessments Platform Read More The History and Future of Innovative Federal Position Classification Solutions Read More MonsterGov (now ApplyGov) Leads IPAC Panel on Federal Agency Response to Skills-Based Hiring EO Read More Webinar: Improving Hiring Selections with ApplyGov’s Federal Assessments Platform Read More Ready for streamlined and flexible assessments to qualify your federal job applicants? Reach out to ApplyGov today #### Agency Guidance for Populating Government-Wide USAJOBS Portals with FedHire OPM has pushed out numerous job sites to help agencies better advertise mission-critical occupations to in-demand job seekers. Some of these job sites automatically populate if agencies have relevant hiring paths marked or are using existing MCO tags in their Apply Government Solutions FedHire federal talent acquistion system. Others require agencies to update their FedHire system with custom MCO tags and then those tagged vacancies will begin to pull through to these portals. Below are all the current government-wide job sites offered by USAJOBS with guidance on how to leverage these for your agency’s vacancies. MCO TAG-BASED USAJOBS PORTALS These pages will only populate if you specifically select the correct predefined (ApplyGov added) or custom tag (Agency added).  For instructions on how users can leverage MCO tags in FedHire, refer to the guide here.  System administrators: access the 4.15.2 Release Notes posted to the Corner for guidance on adding custom MCO tags into FedHire.   Artificial Intelligence (AI) Portal ai.usajobs.gov USAJOBS AI Recruitment Flyer Agency Added Custom Tag: AI Bipartisan Infrastructure Law bil.usajobs.gov Predefined Tag: Infrastructure Act Cyber Security cybersecurity.usajobs.gov Predefined Tag: Cyber SecurityNote: To post an announcement to one of the other five cyber pages, select a Cyber Work Role Designation, which are below the MCO tag area (or the announcement is for a specific series). View each page to learn posting requirements: crossfunctional.usajobs.gov, cybereffects.usajobs.gov, informationtechnology.usajobs.gov, intel.usajobs.gov, othercyber.usajobs.gov District of Columbia Task Force dctaskforce.usajobs.gov Agency Added Custom Tag: DCTaskForce Note: Supporting Executive Order 14252: Making the District of Columbia Safe and Beautiful, this site is for law enforcement jobs only (not beautification efforts). Federal Tech Portal tech.usajobs.gov Agency Added Custom Tag: TechtoGov Intelligence Careers intelligencecareers.usajobs.gov Agency Added Custom Tag: IC Intel Note: Posting intelligence related job announcements to this site is limited to the 18 agency and office members of the Intelligence Community. National Security & Foreign Policy natsec.usajobs.gov Agency Added Custom Tag: NatSec Personnel Vetting pv.usajobs.gov USAJOBS Personnel Vetting flyer Agency Added Custom Tag: Personnel Vetting Semester of Service semesterofservice.usajobs.gov Agency Added Custom Tag: Semester of Service STEM stem.usajobs.gov Predefined Tag: STEM Leverage MCO Tags with FedHire USAJOBS PORTALS BASED ON HIRING PATHS These pages should automatically populate if your vacancies have any of the associated hiring paths. Federal Internship Portal intern.usajobs.gov Appointment Type:- N-Internships (Student)Hiring Path:- Students*Both appointment type and hiring path must be selected Post to the Internship Portal with FedHire Short-term Agency Details details.usajobs.gov Appointment Type:- D-DetailHiring Path (select the correct type):- Competitive service- Excepted service*This replaces the Open Opportunities platform. For agencies with questions about the USAJOBS portals, please reach out to your USAJOBS representative. For questions on using FedHire to populate these portals, please reach out to your ApplyGov representative or contact us here. #### ApplyGov Corner: A Portal for MHME Users URL: https://www.applygovernmentsolutions.com/resources/federal-hiring/applygov-corner-insights-and-updates-for-fedhire-users/ #### ApplyGov Gathered Federal HR Executives for a 2021 Hiring Roundtable with Federal News Network MonsterGov (now ApplyGov) sponsored and participated in Federal News Networks’ Executive Briefing Series on Hiring Success with HR leaders from GSA, NRC, DHA, VA, and USSS. See how these leading agencies are tackling their biggest hiring challenges like finding the right person at the right time, evaluating candidates with skills-based assessment tools, and fostering internal collaboration within hiring teams. Download the Executive Briefing Full Name* Email* Title* I agree to receive newsletters, offers, and event updates. Thank you for your interest! Download the Executive Briefing How We Support Federal Hiring Federal agencies depend on our purpose-built solutions every day to reliably and securely deliver the best recruiting, hiring, and onboarding experience in the industry today. We’re making it possible for human capital professionals across government to successfully support their agency's unique and important mission.   Explore Our Hiring Solutions for the Federal Government Panel of Experts Traci DiMartini Chief Human Capital Officer, General Services Administration Mary Lamary Chief Human Capital Officer, Nuclear Regulatory Commission James Otto Deputy Director for Administration and Management, Defense Health Agency Tracey Therit Chief Human Capital Officer, Department of Veterans Affairs Susan Yarwood Chief Human Capital Officer, U. S. Secret Service Susan Fallon Senior Vice President, Monster Government Solutions Jennifer Forrest Senior Director, Professional Services, Monster Government Solutions #### Continuity of Operations Plan (COOP) plans for FedHire System Administration We have our Continuity of Operations Plan (COOP) plan in place to keep the Apply Government Solutions FedHire system available to you when you need it, but do you have yours in place for its system administration? Why is One Needed? If a system administrator is unavailable, this can negatively impact your critical hiring needs and potentially stop the hiring process right in its tracks. It is important to have a COOP in place that identifies back-up users who can assist with keeping things operational. What Should It Cover? Whether system administrators are out sick for a few days, or the office itself is closed, everyone needs a back-up plan. See the below checklist to help you to begin creating your back-up plan.     As a system administrator, who is your back-up if you are out and do they know what to do?     Did you set-up their account in advance with all of the proper permissions?     Do HR users need to know of the personnel change or can the back-up access the shared mailbox?     Do you have a communications plan in place to tag them in?     Do they have access to your job aids and resources so they know how to take the proper system actions? #### Driving Federal Talent Acquisition Forward: ApplyGov and OPM's Merit Hiring Plan ApplyGov fully supports initiatives to modernize federal hiring and advance merit-based workforces. In fact, they’re the very reasons we exist: to bring private sector innovations and capabilities to federal talent acquisition. In response to OPM’s Merit Hiring Plan, ApplyGov conducted an analysis to illustrate how the Apply Government Solutions FedHire federal talent acquisition system (TAS) is already aligned, share plans for additional FedHire changes, and suggest actions for client agencies.FedHire is more than just an approved solution; it is the leading FedRAMP-secure federal talent acquisition system available. ApplyGov brings 23+ years of experience having served 100+ federal agencies, combining government-specific functionality with private sector best practices and data-driven innovation to hire qualified talent, reduce time-to-hire and advance hiring outcomes. FedHire was purpose-built to meet federal needs, and as a commercial solution recommended by decades of government standards, goes beyond compliance to offer far greater power, capability, and flexibility than what other competitors can offer. Specifically, FedHire features a time-saving and effective Position Classification system, streamlined Job Analysis technology, skills-based hiring assessments that allow agencies to re-use candidate scores across announcements, personalized virtual Onboarding, and other solutions that support the President’s seven goals and four key elements of the Merit Hiring Plan. FedHire was purpose-built to meet federal hiring needs and continues to evolve in step with government-wide hiring priorities. Our system follows a regular release schedule and includes any changes as rules and guidance evolve. We work hand-in-hand with OPM and our agency partners to ensure any required implementations are appropriately understood, including potential impacts, and tested before deployed to live systems. FedHire’s Alignment to OPM's Merit Hiring Plan Many components of the Merit Hiring Plan were existing OPM initiatives, such as sharing certificates, skills-based assessments, and reducing time-to-hire, which is why our FedHire TAS is already well aligned. In addition to implementing our timesaving and power-boosting federal talent acquisition platform, ApplyGov can further enable agency alignment with the Merit Hiring Plan through a variety of avenues, including: Deploying our off-the-shelf standardized alternative assessments for non-supervisory and supervisory positions through our FedHire-integrated testing platform Partnering with us to develop and implement agency and/or position-specific technical and alternative assessments Automating your SME-based assessments, like structured resume reviews and structured interviews, with the FedHire Collaborate module Utilizing the new, short essay questions added to FedHire Posting announcements to the Internship Portal and STEM portals to support targeted recruitments Onboard technical positions, as well as VEOA, VRA, MISP, and DAV Direct Hires, through our Onboarding platform Rejuvenating agency-controlled applicant notifications so they are easy to understand Sharing certificates of eligibles (per CSA) through our Selecting Official module and implementing our future Shared Certificates module to quicken time-to-hire Automating your classification process to support PD standardization with FedHire’s Position Classification module Accessing FedHire Analytics tools to report on key hiring metrics, like Time-to-Hire Creating checklists in FedHire throughout the hiring process to better enforce administration, OPM guidance, and agency processes Supporting agencies in streamlining two Merit Hiring Plan data calls to OPM to show status on implementing short essay questions and technical or alternative assessments ApplyGov remains committed to governmentwide hiring priorities and collaborating with its agencies on strategic and effective innovations to streamline, automate, and advance federal talent acquisition. Our federal agencies have already vetted FedHire as the best solution to support merit-based hiring and their decision complies with EO 14271, which prioritizes cost-effective, commercial technology for federal use. OPM is continuing to release additional guidance, which we are monitoring and seeking clarifications where needed so we can determine the best path forward in collaboration with our agency partners.Please note, the above is an abbreviated list of how FedHire enables the OPM Merit Hiring Plan. Our federal TAS goes way beyond OPM’s suggestions and better supports Trump’s Merit Hiring Goals. For federal agencies currently using FedHire, please check the Corner for a more detailed outline of how FedHire aligns with suggested agency actions and view our Merit Hiring Plan webinar and slides. For all other agencies and partners, reach out to us to learn more. Ready for streamlined and flexible assessments to qualify your federal job applicants? Reach out to ApplyGov today #### Enabling Job Analysis with Technology to Advance Better Quality Hires For many agencies, the job analysis process of federal hiring is still done manually. HR is gathering competencies and tasks by email, working with their hiring managers and SMEs to determine the priorities, and coming up with questions that help hiring teams assess candidates against those requirements. When done right, job analysis is a highly effective process that can set the stage for a high-quality hire and defend candidate selections.While there are federal requirements and guidance that serve as a baseline, agency HR teams can differ greatly when it comes to job analysis implementation, processes, and other relevant details. This puts a huge burden on the agency, not just in terms of time, but also in resources as these processes require strategy, training, adoption, and cross-team collaboration. Agencies have an opportunity to leverage technology for an important, yet manual and tedious phase of the federal hiring process.The Job Analysis module within ApplyGov's federal talent acquisition system is the only technology solution on the market today. With other planned, near-term enhancements, we are proud to lead the initiative for an innovative, next-generation solution, and in the meantime, help our agencies navigate the journey of modernizing their Job Analysis process.  ApplyGov’s approach has always been to ensure compliance, while empowering agencies with the flexibility to support unique hiring needs. Of course, all delivered through a user-friendly and intuitive format that enables user adoption and program success.  In March 2023, MonsterGov (now ApplyGov) hosted a virtual User Group on Job Analysis with 12 federal agencies to explore some of the key components of the process and ways to enhance the current module. Below are a few of the main areas we explored. User Experience One of the first ideas discussed was to break up the current one-page form into a workflow format with separate steps for documenting job requirements and selecting questions. This multi-step flow would allow more room for dedicated work and interactions to occur on each step; and would ultimately make it easier for users to complete. Gathering Job Requirements To get started on the job analysis process, HR teams work with Hiring Managers and SMEs to gather and prioritize job requirements, such as competencies and tasks. Some of the areas we explored were how HR determines priorities, how job requirements are rated (e.g., dichotomous, numerical-based scale, or high/medium/low), and what other information in addition to importance and needed-at-entry should be collected, such as ‘frequency’ or ‘distinguishing value’. Assessments and Basic Qualification Questions Our focus here is to identify assessment questions that measure competencies in alignment with the job analysis results. Linking assessment questions as part of the job analysis process will make the vacancy build process easier. HR Specialists can select an approved job analysis to associate with the vacancy announcement and easily populate the vacancy assessment with all the questions linked in the job analysis. Some of the considerations explored were how agencies wanted to handle Basic Qualification Questions (BQQs) in the Job Analysis module, such as automatically populating them based on series/grades or if agencies wanted to specifically select BQQs. We also inquired if agencies wanted a separate tab or task for additional questions separate from weighted questions and BQQs (e.g., selective placement factors). Integrating JA within the Applicant Tracking System Our goal is to provide a more holistic, aligned, and automated job analysis integration for a more seamless and effective process for users. We’re exploring ways that we can make the weighting of assessments easier and helping to ensure the weights and questions are reflective of the outcome of the job analysis. Are the right questions being asked and do the weights match the value they should contribute to the assessment? Other considerations are the assessment format and whether any other additional questions may need to be documented as part of the job analysis process. Looking Ahead with Job Analysis We heard from a few agencies, but not all, so if you’d like to provide input on your job analysis process, please reach out to your ApplyGov representative.  In the meantime, we’ll continue guiding agencies in considering this new technology-enabled system. While many agencies may still be conducting their Job Analysis manually, we look forward to receiving more early adopters of this new solution – when you’re ready! Learn more about Job Analysis or Schedule a Demo Ready to see a Job Analysis demo? Name* Email* Organization* Thanks for contacting us! We will get in touch with you shortly. The ApplyGov Team. Ready to see a Job Analysis demo? Thanks for contacting us! We will get in touch with you shortly. The ApplyGov Team. #### FedHire Guide to Posting Federal Internships on USAJOBS’ Portal USAJOBS’ Federal Internship Portal offers prospective interns a one-stop shop to quickly search and apply for opportunities across the federal government.ApplyGov agencies who use the Internship Appointment type and the Student Hiring Path in Apply Government Solutions FedHire will automatically see those vacancies in this portal and users can refer to the guide below for a refresher on the steps to take. ApplyGov Guide to Posting to the Federal Internship Portal ApplyGov is in Your Corner! Reach out to us to see how else we can support you! Contact us #### Hiring Assessments 101 What are the different types of assessments and how do they Work? The federal government has traditionally relied on self-evaluation occupational questionnaires that rank applicants based on their training and experience. However, in response to the Executive Order 13932 on modernizing and improving the federal hiring process, agencies are looking to incorporate objective and skills - and competency- based assessments into their selection strategy. This article is intended to introduce readers to alternative types of assessments and to provide examples of how they can be used. Overall, the type of assessment selected should align with an Agency’s hiring goals and requirements for the position. Note, one popular strategy is to combine multiple types of assessments into one comprehensive battery for maximum effectiveness, similar to ApplyGov's  Standardized Assessment batteries, which include skills-based, personality, and situational judgment tests. Types of Hiring Assessments What is Job Knowledge Test? What is a Situational Judgment Test? What is a Personality Test? What is a Work Sample Test? What is a Skills-Based Test? Job Knowledge Tests consist of questions designed to assess technical or professional expertise in specific knowledge areas. Job knowledge tests are used in situations where applicants must already possess a body of learned information prior to being hired. They are particularly useful for jobs requiring specialized or technical knowledge that can only be acquired over an extended period of time. Examples of job knowledge tests include tests of basic accounting principles, computer programming, and financial management. Typically, questions are written in multiple-choice format and there is only one correct answer to each question. Sample Item:  What is the name for the 10- or 13-digit number that uniquely identifies books and book-like products published internationally? Library of Congress Call Number (LCCN) Copyright Registration Number Pre-assigned Control Number International Standard Serial Number (ISSN) International Standard Book Number (ISBN) Situational Judgment Tests (SJTs) present applicants with a description of a work problem or critical situation related to the job they are applying for and ask them to identify how they would handle it. SJTs measure effectiveness in social functioning dimensions (e.g., leadership, conflict management, interpersonal skills, and problem solving). SJT questions and alternatives are typically based on critical incidents generated by subject matter (i.e., job) experts. Scores are based on subject matter experts’ judgments of the best and worst responses. Sample Item:  You are a member of a project team. Another member of the team gives you a task that you do not feel qualified or trained to handle. What would you do? Complete the task as best you can.Consult with your supervisor.Ask someone in the office who knows how to do the task to help you.Ask the staff member to reassign the task to a more qualified team member. Personality Tests are designed to systematically elicit information about a person’s motivations, preferences, interests, emotional make-up, and style of interacting with people and situations. Personality can be measured using self-report inventories, which ask applicants to rate their level of agreement with a series of statements designed to measure their standing on relatively stable personality traits. This information is used to generate a competency-based profile, including factors such as flexibility and respect for others, that can predict job performance or satisfaction with certain aspects of the work. Sample Item:  I find it easy to see things from someone else’s point of view. Strongly agreeAgreeNeutralDisagreeStrongly disagree Work Sample Tests require applicants to perform tasks or work activities that mirror the tasks employees perform on the job. Work sample tests should only be used in situations where applicants are expected to possess the required competencies upon entry into the position. Different types of work sample tests include role plays, oral presentations, and writing assessments. ApplyGov can also provide automated essay scoring for writing assessments. Apply standardized procedures when administering work sample tests to ensure all applicants have a fair and equal opportunity to perform (e.g., same questions/prompts, same testing conditions). Sample Item:  For this exercise, you will assume the role of a new analyst in a small consulting firm that evaluates organizational processes for public and private sector clients. Your supervisor, Chris Carpenter, has asked you to review the attached materials, determine the best solution to the customer’s issue, and orally present your recommendations to him. You will have 30 minutes to review materials and prepare, and 10 minutes to make your oral presentation.The purpose of this exercise is to evaluate your Reasoning, Customer Service, and Writing skills. Please be sure to restate the problem and discuss your findings and conclusions in your report. You will have one hour to review the materials and write your report. Skills-Based Tests use questions or problems to measure a variety of skills, such as ability to learn, reasoning skills, and language skills, that are fundamental to success in many different jobs. These tests assess applicants’ potential to use cognitive processes to apply knowledge or solve problems. Sample Item:  The bus fare is increasing by 10%. The old bus fare was $20. What will the new fare be? $20$21$22$23 The bus fare is increasing by 10%. The old bus fare was $20. What will the new fare be? The Chairman’s latest speach was his best.The Chairmans’ latest speech was his best.The Chairmans’ latest speach was his best.The Chairman’s latest speech was his best.None of the above. Job Knowledge Tests consist of questions designed to assess technical or professional expertise in specific knowledge areas. Job knowledge tests are used in situations where applicants must already possess a body of learned information prior to being hired. They are particularly useful for jobs requiring specialized or technical knowledge that can only be acquired over an extended period of time. Examples of job knowledge tests include tests of basic accounting principles, computer programming, and financial management. Typically, questions are written in multiple-choice format and there is only one correct answer to each question.Sample Item: What is the name for the 10- or 13-digit number that uniquely identifies books and book-like products published internationally? Library of Congress Call Number (LCCN) Copyright Registration Number Pre-assigned Control Number International Standard Serial Number (ISSN) International Standard Book Number (ISBN) Situational Judgment Tests (SJTs) present applicants with a description of a work problem or critical situation related to the job they are applying for and ask them to identify how they would handle it. SJTs measure effectiveness in social functioning dimensions (e.g., leadership, conflict management, interpersonal skills, and problem solving). SJT questions and alternatives are typically based on critical incidents generated by subject matter (i.e., job) experts. Scores are based on subject matter experts' judgments of the best and worst responses.Sample Item: You are a member of a project team. Another member of the team gives you a task that you do not feel qualified or trained to handle. What would you do?Complete the task as best you can.Consult with your supervisor.Ask someone in the office who knows how to do the task to help you.Ask the staff member to reassign the task to a more qualified team member.Personality Tests are designed to systematically elicit information about a person's motivations, preferences, interests, emotional make-up, and style of interacting with people and situations. Personality can be measured using self-report inventories, which ask applicants to rate their level of agreement with a series of statements designed to measure their standing on relatively stable personality traits. This information is used to generate a competency-based profile, including factors such as flexibility and respect for others, that can predict job performance or satisfaction with certain aspects of the work.Sample Item: I find it easy to see things from someone else’s point of view.Strongly agreeAgreeNeutralDisagreeStrongly disagreeWork Sample Tests require applicants to perform tasks or work activities that mirror the tasks employees perform on the job. Work sample tests should only be used in situations where applicants are expected to possess the required competencies upon entry into the position. Different types of work sample tests include role plays, oral presentations, and writing assessments. ApplyGov can also provide automated essay scoring for writing assessments. Apply standardized procedures when administering work sample tests to ensure all applicants have a fair and equal opportunity to perform (e.g., same questions/prompts, same testing conditions).Sample Item: For this exercise, you will assume the role of a new analyst in a small consulting firm that evaluates organizational processes for public and private sector clients. Your supervisor, Chris Carpenter, has asked you to review the attached materials, determine the best solution to the customer’s issue, and orally present your recommendations to him. You will have 30 minutes to review materials and prepare, and 10 minutes to make your oral presentation.The purpose of this exercise is to evaluate your Reasoning, Customer Service, and Writing skills. Please be sure to restate the problem and discuss your findings and conclusions in your report. You will have one hour to review the materials and write your report.Skills-Based Tests use questions or problems to measure a variety of skills, such as ability to learn, reasoning skills, and language skills, that are fundamental to success in many different jobs. These tests assess applicants’ potential to use cognitive processes to apply knowledge or solve problems.Sample Item: The bus fare is increasing by 10%. The old bus fare was $20. What will the new fare be?$20$21$22$23The bus fare is increasing by 10%. The old bus fare was $20. What will the new fare be?The Chairman's latest speach was his best.The Chairmans' latest speech was his best.The Chairmans' latest speach was his best.The Chairman's latest speech was his best.None of the above. Learn More About Hiring Assessments Assessment Resources Federal 9 Reasons Why ApplyGov’s Federal Applicant Assessments Stand Out Read More Webinar Webinar: Implementing Skills-Based Hiring Assessments per OPM’s Merit Hiring Plan Read More Federal Discover the most qualified federal job candidates with our applicant testing platform. Read More 9 Reasons Why ApplyGov’s Federal Applicant Assessments Stand Out Read More Webinar: Implementing Skills-Based Hiring Assessments per OPM’s Merit Hiring Plan Read More Discover the most qualified federal job candidates with our applicant testing platform. Read More Ready to learn how ApplyGov can help your federal agency leverage hiring assessments? Schedule a Demo #### Insights from the 2022 Federal Hiring Roundtable In late April 2022, the MonsterGov (now ApplyGov) team hosted a Federal Hiring Roundtable with HR representatives from 16 federal agencies and the DC Courts. The goal was to reunite hiring stakeholders and offer a forum to share their challenges, learn from their colleagues, and find ways to work together for the betterment of the federal service. Topics covered during the breakout sessions: Implementing hiring assessments Bettering the applicant experience Sharing hiring information across agencies Bringing internal hiring stakeholders together Download the summary to hear what attendees shared during the breakout sessions. Full Name* Email* Title* I agree to receive newsletters, offers, and event updates. Thank you for your interest! Download the Executive Briefing Building the Future of Federal Hiring, Together Get in Touch #### MonsterGov Leads IPAC Panel on Federal Agency Response to Skills-Based Hiring EO MonsterGov Leads IPAC Panel on Federal Agency Response to Skills-Based Hiring EO Federal agencies have shared their eagerness in connecting with each other on the skills-based hiring assessment reform, as existing guidance and resources are limited. MonsterGov’s (now ApplyGov) manager of I/O Psychology Services, Shannon Kobus, served as the Conference Planning Committee Chair of International Personnel Assessment Council’s (IPAC’s) 2022 Conference, so she organized a panel with federal hiring stakeholders from OPM, Interior, and HUD to share resources and best practices with IPAC conference attendees on implementing the Executive Order. Panelists Michael Blair, Lead Personnel Research Psychologist, U. S. Office of Personnel Management  Shannon Kobus, Manager of I/O Psychology Services, MonsterGov  Nathan Forrester, I/O Psychologist, MonsterGov (Moderator)  Landon Mock, Director, Strategic Talent Management, U. S. Department of the Interior Matisha Montgomery, Chief Learning Officer, Department of Housing and Urban Development  Below is a High-Level Q&A Based on the Panel Discussion. How far along are agencies in implementing competency-based assessments? The Federal government has been relying on self-assessment questionnaires for more than two decades, so the incorporation of more objective, competency-based assessments may be challenging. And despite the December 2022 deadline, data from GSA’s Hiring Assessment and Selection Outcome Dashboard shows that through June 2022, only 4 percent of competitive (open to the public) job announcements used a reliable and valid competency-based assessment in the hiring process. What assessment tools and services are available now to help agencies be compliant? Agencies have several options for assessment solutions available to them – depending on their needs. MonsterGov (now ApplyGov) published a quick list of hiring assessments that could be leveraged in lieu of or in addition to self-evaluation questionnaires.For more robust and “easy button” solutions, federal agencies could leverage off-the-shelf assessment batteries (like ApplyGov's Applicant Assessment or OPM’s USA Hire) that offer a range of questions for non-supervisory and supervisory positions. Both organizations maintain teams of I/O psychologists who can develop custom assessments or advise on assessment strategy.Although more resource intensive, HR teams can work with subject matter experts (SMEs) for deeper evaluation of a candidate’s competencies. Trained SMEs can review work samples to determine if the candidate’s skills are aligned with the competencies determined by the job analysis. What are some best practices for an agency’s program implementation and adoption? Attracting job candidates in the current workforce environment is competitive enough, and with the already long hiring process, adding more requirements may not be understood or well supported. Often overlooked, a proper change management and communications strategy is critical to the success of HR’s new assessments program. Key stakeholders must understand the importance and value of a competency-based assessment program and be well versed on how the transition will be conducted. HR would similarly benefit from engaging stakeholders early to ensure concerns are proactively addressed and expectations are set. Internal stakeholders might include hiring managers, staffing specialists, internal I/O psychologists, but external stakeholders also need to be considered, like job seekers and applicants. Outside of key players, there are other groups who may have a strong influence, like unions and internal employees who apply for merit promotions.For additional support, above the baseline communication plans, HR could hold training sessions or virtual briefings on hiring assessments and processes to help upskill hiring managers with strategic candidate assessment practices.Some agencies are building an internal task force of staffing experts to develop their assessment policy and guidance, identify solutions and improvements to assessment practices, and serve an advisory role to stakeholders on maintaining compliance with the EO, maximizing outcomes and improving overall hiring selections. How Can Agencies Measure Success? This new skills-based assessment policy is being mandated for a reason – there is a huge return on investment in the form of higher quality hires and enforcement of the merit-based employment system that the civil service was designed to be. Historically, performance has been gauged by time-to-hire and number of hires, but these metrics are more reflective of the hiring cycle rather than the quality of hires. More useful measures of the effectiveness of an agency’s assessment strategy include: Quality of hire as determined by data, such as job performance, customer satisfaction, productivity, call/problem resolution, supervisor/peer ratings, etc. Hiring manager and applicant satisfaction survey data  Workforce composition data  On-ramp or training speed (i.e., the length of time it takes a new hire to become proficient, effective, and productive in the core duties of the job)  Retention rate (or turnover rate)  Cost per hire (this can be a hard to define measure, but it can also be extremely valuable when evaluating an assessment strategy)  Let’s Cross the Finish Line Together As always, ApplyGov is in your corner. We have a team dedicated to hiring assessments for the federal community and whether it’s facilitating roundtables, advocating to decision-makers, or partnering together to fulfill unique assessment needs, we’ve got your back. Want to learn more on how ApplyGov can help with assessments? Contact your rep or connect with us! #### Reimagining How the Government Hires Federal News Network’s Executive Briefing Series MonsterGov (now ApplyGov) participated in another Federal News Network Executive's Briefing Series on government hiring, alongside CHCOs and deputy CHCOs from GSA, NRC, NSF, and the Secret Service. In this session, panelists reiterated the strength of the federal hiring process and its basis on merit-based principles, but suggested that investments in technology upgrades, HR resources (like I/O psychologists and assessments), and cross-team training and collaboration were needed to keep up with the volume and competition seen today. Download the Executive Briefing   Download the Briefing How We Support Federal Hiring Federal agencies depend on our purpose-built solutions every day to reliably and securely deliver the best recruiting, hiring, and onboarding experience in the industry today. We’re making it possible for human capital professionals across government to successfully support their agency's unique and important mission.   Explore our hiring solutions for the federal government Want to hear what else federal CHCOs have shared?   Check out the November 2021 briefing Panel of Experts Eric Dilworth Deputy Chief Human Capitol Officer, U.S. Nuclear Regulatory Commission Traci DiMartini Chief Human Capital Officer, General Services Administration Susan Fallon Senior Vice President, Monster Government Solutions Jennifer Forrest Senior Director, Professional Services, Monster Government Solutions William Malyszka Deputy Chief Human Capital Officer, National Science Foundation Susan Yarwood Chief Human Capital Officer, U. S. Secret Service #### Sharing Certificates with FedHire In support of the continuing efforts to increase collaboration and leverage the combined power between federal agencies, ApplyGov has published a how-to guide on sharing certificates, as enabled by the Competitive Service Act (CSA), using our federal talent acquisition system, FedHire. We hope to assist our federal agencies leverage the CSA to access the best-qualified candidates and better meet their talent goals.In this guide, we offer instructions and examples to set up your agency’s FedHire system to quickly and easily share certificates, including:Adding a new announcement typeUpdating templates with shared certificate languageAllowing candidates to opt-inUsing Data Mining on certificates to only include opt-insSending certificates to non-FedHire agenciesTips for agencies leveraging USAJOBS' Talent Pool Complete the Form Below to Access Our Guide While this guide was developed based on the CSA, it is the responsibility of each agency to review the requirements of OPM against their specific agency’s hiring needs and determine the best approach to implementing a shared certificate program. This is only one way to do it! Full Name* Agency* Title* Email* Thank you. Someone from ApplyGov will get back to you soon! – The ApplyGov Team Download the Shared Certificate Guide #### The Hiring Edge: Why ApplyGov Beats USA Staffing Federal agencies need a talent acquisition system that’s secure, flexible, and built for real hiring challenges, not a one-size-fits-all tool. See how Apply Government Solutions FedHire compares to USA Staffing and why we remain the commercial leader in proven and innovation federal talent acquisition technology. See why FedHire beats USA Staffing in serving federal agencies Your Mission Isn't Generic. Your Hiring System Shouldn't Be Either. You deserve a purpose-built talent acquisition system that is federally compliant AND adapts to your agency’s unique requirements, not a one-size-fits-all government platform. FedHire gives you the flexibility to configure your system to support all the ways your agency hires, while continuously evolving based on customer feedback. FedRAMP-Authorized (Yes, Security Matters). FedHire has maintained full FedRAMP Moderate authorization for 3.5 years with annual third-party security assessments and continuous monitoring – the gold standard for protecting sensitive federal data. Unlike basic FISMA compliance, FedRAMP’s rigorous, standardized framework delivers stronger, more consistently enforced protections than government-grown systems, especially when developed by agencies only meeting Level 2 maturity ratings (FY2025 FISMA Audit). Your agency’s hiring data and your applicants’ personal information deserve nothing less. Real People Answer the Phone. When your HR specialist has a system question at 2 pm, they reach an actual human who can see exactly what’s happening and guide them, not an email black hole. When an applicant calls about their application, someone answers. If your agency has a new process they’d like to implement, you can speak to your ApplyGov representative who can pull in the necessary ApplyGov team members, whether I/O Psychologists or our solution engineers. We believe in customer service that actually serves customers. Built for Federal Hiring, Not Federal Bureaucracy. We offer best-in-class Job Analysis, Position Classification, and Onboarding tools that go beyond basic applicant tracking, reduce time-to-hire, and support a more accurate and aligned hiring program. Agencies can leverage templates, reference data, and libraries instead of starting from scratch. FedHire is compliant with federal, state, AND agency-specific regulations, while staying current with administration priorities like the Merit Hiring Plan and EO 14271’s commercial-first mandate. Agency-Owned and Agency-Controlled Data. Our agencies have complete ownership of their talent acquisition data and that means having more flexibility and control over how it’s used. Whether pulling standard or ad-hoc reports, configuring trackable data fields, extracting data to feed your agency’s data warehouse, sharing data with OPM, or working with ApplyGov to set up automatic data integrations, including the upcoming Core HCM system, the power is in your hands. Laser-Focused on Hiring Solutions for Government. Our core mission for federal agencies is to deliver powerful, flexible and efficient talent acquisition systems. Our agencies’ hiring teams are not competing with other federal human capital programs, like benefits, payroll or retirement funds. You have our attention! Contracts that Actually Mean Something. Through competitive procurement and standard federal contracts, you can hold us accountable if we don’t deliver. No vague and mismanaged interagency agreements (flagged by GAO) that bypass recommended acquisition practices and where commitments disappear post-signature. Just transparent pricing, clear deliverables, and real consequences if we fail to perform. That’s how federal contracting is supposed to work. …and check out more reasons why our commercially developed federal talent acquisition system is the best choice. ApplyGov is always in your corner. ApplyGov is working hard to advocate on your behalf and encouraging OPM to focus on providing clear policy guidance and encourage IT acquisition best practices, including collaborating with the private sector.If your agency is facing pressure to move to USA Staffing, it’s important to have all the facts. There is no mandate requiring agencies to adopt a centralized Talent Acquisition System. Most recently clarified in the joint memorandum from OPM Director Scott Kupor and OMB Director Russ Vought, TAS platforms are not considered part of federal HCM centralization efforts, rather, they will be integrated. ApplyGov excels at integrations and will be ready to work with whichever vendor is selected for the Core HCM. We welcome the opportunity to speak with your agency’s HR stakeholders, and even CHCOs, to answer any questions, provide guidance or clarity, and better understand your challenges so we can best support you. Whatever you need, please don’t hesitate to contact us. We’re ready to support your continued success. Is your Agency Deciding on a Talent Acquisition System? Let’s talk! #### The History and Future of Innovative Federal Position Classification Solutions Follow ApplyGov’s 20-Year History of Innovating Position Classification Technology At Apply Government Solutions (ApplyGov), we firmly believe that every successful journey starts with the first step, and we took ours over twenty years ago with our federal talent acquisition system's Position Classification module. Since then, we've climbed the technology mountain, achieving new heights by developing intuitive builders that streamline processes and an intelligent design that makes the job of Classifiers much easier. But we didn't stop climbing. We moved on – giving agencies a library of assets and improving productivity, efficiency, and usability. With our eyes fixed on future summits, we're looking at next-gen analytics, dynamic data, and even AI-driven content.FedHire Position Classification is embedded with the regulations, requirements, insights, and desires of federal agencies from the last two decades. Thank you to our federal agencies for their partnership and collaboration in this PC journey.Position Classification doesn't have to be a scary walk in the dark. ApplyGov has the experience, expertise, and innovation to guide you to where you want to go - safe and secure. More about Position Classification Download the Position Classification Journey Graphic Position Classification Resources Federal 10 Reasons to Love FedHire’s Position Classification Read More News MonsterGov Speaks with Federal News Network about Modernizing Federal Position Classification Programs Read More Federal How ApplyGov Supports the Merit Hiring Plan Read More 10 Reasons to Love FedHire’s Position Classification Read More MonsterGov Speaks with Federal News Network about Modernizing Federal Position Classification Programs Read More How ApplyGov Supports the Merit Hiring Plan Read More #### Top of the TAS – Our Favorite FedHire Projects from 2024 ApplyGov's Favorite Federal Project of 2024 Thank you to all our federal agencies for your collaboration in the continuing evolution and advancement of the Apply Government Solutions FedHire (previously MHME) talent acquisition system (TAS). Your involvement is a key part of the reason why FedHire is where it is today – a culmination of 24+ years of best practices and experiences from 100+ federal agencies – enabling you to hire the right people for mission success. At ApplyGov, we’re proud to deliver the stability you trust with the innovations you need. Check Out ApplyGov’s Favorite Federal TAS Projects from 2024! Full Transformation of FedHire Job Analysis, providing an end-to-end approach to building and documenting compliant job analyses and assessment process, including automated question weight calculations and deeper integrations with Vacancy Builder and Position Classification, for more seamless, effective, and higher quality outcomes – and the ONLY commercial technology in the market to do this. Adopted AI in Federal Hiring, such as AI assistance with high-volume PD migration, AI-scored writing assessments, or exploring AI-assisted help. Continuing R&D for other appropriate opportunities to improve experience and effectiveness for HR, hiring managers and applicants. Entered next R&D phase to provide time-saving agencywide certificate sharing, including the newly released, trackable ‘shared certificate’ indicator – that builds on FedHire’s current capabilities per the Competitive Service Act. Integrated a new assessment for Automated Essay Scoring for an objective, AI-supported analysis of a candidates’ writing skills (supporting the Chance to Compete Act) that features seamless inclusion within the application process. Deployed and piloting the new Onboarding+ system with early adopting agencies, backed by an interim FedRAMP ATO. With visual dashboards for transparency, built-in collaboration tools, and process automation, FedHire Onboarding+ empowers agencies and candidates with a dynamic, engaging, and efficient experience from tentative offers to EOD readiness and beyond. Finalized prototype of our Next-Generation Analytics platform, to initially power Onboarding+, pending nearly approved FedRAMP SCR. Analytics+ features dynamic dashboards and data visualization tools, data dictionaries, and more functionality to come. FedHire's current analytics system was also enhanced with more data integrations and added reporting functionality around Position Classification and Hiring Management. Grew our best-in-class Position Classification solution with more advanced tools so users can add and track more details around requests, accommodate ‘wet’ signatures for supervisors, and reuse custom factor-level statements with a more dynamic PC library. Upgraded technology framework and security infrastructure, plus continuous security monitoring and other annual FedRAMP requirements, to protect agencies and job seekers. Improved User Experience to make your job easier across FedHire, including enhanced document/file management, more automated notification options, systemwide declination tracking, and an expanded Selecting Official dashboard. Ensuring federal compliance and support of governmentwide initiatives to minimize burden on agencies and empower agencies to partake in opportunities that could further boost their hiring capabilities, including USAJOBS integrations and other OPM initiatives. We’re grateful to continue the journey with all of you in 2026! Contact us if you have questions! #### Using ‘Rule of Many’ with ApplyGov’s Federal TAS The long-awaited change to allow more flexible hiring selections and decisions is now fully in effect. Authorized by the 2019 National Defense Authorization Act, OPM’s new "Rule of Many" is replacing the “Rule of Three.” Federal agencies began using this rule on November 7, 2025, and had until March 9, 2026, to be in full compliance. This new process enables more control over how many applicants are referred, more visibility on which applicants scored higher than others, more flexibility for removing applicants, and ultimately, an expanded candidate pool for Hiring Managers.According to OPM’s Scott Kupor, “the [Rule of Many] allows a hiring manager to effectively stack rank the full slate of candidates – without regard to the Rule of Three and the categorization buckets that previously governed federal hiring. Coupled with the use of functional skills assessments…the ROM gives hiring managers the much-needed flexibility to distinguish candidates based on their demonstrated functional merit-based qualifications for the role in question.” FedHire agencies already have all the tools needed for Rule of Many. Sufficient Number of Applicants FedHire supports setting cut-off values for assessment scores to identify qualified applicants HR can define a specific number of top applicants to be referred when creating a certificate HR can create a tag for the ‘top percent ranked’ to mark those candidates or create a custom “Best Qualified” status to group them Visibility on Applicant Scores FedHire displays applicant scores in the Applicant Listing when Category Ranking is not used and the option to display scores is selected. Veterans Preference still applies under the Rule of Many and will continue to be supported by FedHire With scores required for the Rule of Many, agencies will need to ensure they’re leveraging robust assessments that can best measure a candidates’ qualifications and ensure accurate ranking. Our system supports a wide range of assessment methods—whether scores are provided by SMEs in the Collaborate module, automatically imported from assessments administered on our testing platform, or uploaded from externally administered evaluations. "Three Consideration Rule" Hiring Managers can add comments to explain the non-selection, such as three bona fide considerations, declinations by candidates or pass-overs for veterans HR can create a custom status code to easily identify candidates, so they are not referred again for the same position The documentation to remove a candidate from further consideration can be saved as a vacancy case file In-System Guidance for Users and Job Seekers Agencies can include language in the announcement text regarding how the vacancy will be filled– i.e. whether by Rule of Many or Category Ranking – or, take it a step further and configure the method to appear as part of the vacancy In the Selecting Official module, HR users can include instructions to help guide hiring managers and selecting officials on how to make and annotate selections from the certificate, including considerations for veteran preference HR users and Hiring Managers can add any necessary documentation and notes, including the selected method, to the case file Additional Resources Federal Hiring OPM Merit Hiring Learning Series Read More Federal Hiring EO 14170 - Ensuring Continued Accountability in Federal Hiring Read More Federal Hiring FedHire Crosswalk of Merit Hiring Plan Read More Federal Hiring Official Rule: Reinvigorating Merit-Based Hiring Through Candidate Ranking in the Competitive and Excepted Service (Rule of Many) Read More Federal Hiring CHCO Memo: Reinvigorating Merit-Based Hiring through Candidate Ranking Read More Federal Hiring FedHire User Guide to OPM's "Rule of Many" Read More Federal Hiring ApplyGov's Webinar on Using "Rule of Many" with FedHire (recording) Read More Federal Hiring ApplyGov's Q&A for "Rule of Many" (recording) Read More OPM Merit Hiring Learning Series Read More EO 14170 - Ensuring Continued Accountability in Federal Hiring Read More FedHire Crosswalk of Merit Hiring Plan Read More Official Rule: Reinvigorating Merit-Based Hiring Through Candidate Ranking in the Competitive and Excepted Service (Rule of Many) Read More CHCO Memo: Reinvigorating Merit-Based Hiring through Candidate Ranking Read More FedHire User Guide to OPM's "Rule of Many" Read More ApplyGov's Webinar on Using "Rule of Many" with FedHire (recording) Read More ApplyGov's Q&A for "Rule of Many" (recording) Read More Interested in a demo for ApplyGov’s merit-based talent acquisition system? For ApplyGov agencies with questions or concerns on the Rule of Many, reach out to your representative! Get in Touch #### Webinar: Implementing Skills-Based Hiring Assessments per OPM’s Merit Hiring Plan While implementing federal hiring assessments has been a governmentwide initiative since EO 13932 issued in 2020, OPM’s Merit Hiring Plan asks agencies to end the use of self-report assessments for rating and ranking by September 30, 2025. MonsterGov (now ApplyGov) hosted a webinar to help our federal agency clients and MHME (now FedHire) users better understand how MonsterGov (now ApplyGov) supports OPM’s Merit Hiring Plan, including the latest on federal hiring assessments. Since this was a client-only event, we wanted to offer the Assessments portion of the recorded webinar for all federal agencies.Take a look below for a refresher on OPM’s Merit Hiring Plan guidance on assessments, ideas on how to get started, planning considerations, and how we can support you. All Federal Agencies Can Play the Assessments portion of the Webinar and download the slides by filling out the form below. You can also view our standardized applicant assessment solution. Full Name* Email* Title* I agree to receive newsletters, offers, and event updates. Thank you for your interest! Play the Assessments portion of the webinar Download the Assessments slides Apply Government Solutions FedHire Users Only Corner post: Detailed Crosswalk on OPM's Merit Hiring Plan Explore Corner post: Implementing Compliant Assessments Explore Play the full Merit Hiring Plan webinar Explore Want to chat more about implementing compliant federal hiring assessments? Get in Touch #### Webinar: Improving Hiring Selections with ApplyGov's Federal Assessments Platform MonsterGov (now ApplyGov) hosted a webinar to demonstrate the Monster Applicant Assessment solution (now FedHire Applicant Assessments) and how federal agencies can leverage this platform to meet their hiring assessment requirements. In this webinar, MonsterGov (now ApplyGov) discussed:  Overview of Executive Order 13932 Leveraging multiple hurdle assessments Aligning assessments with job analysis Selection tools and services available for federal hiring Applicant’s viewpoint and experience Agency next steps View the Recording Full Name* Agency* Title* Email* Thank you for your interest! View the recording #### What Executive Order 13932 Really Means: ApplyGov’s Key Takeaways URL: https://www.applygovernmentsolutions.com/resources/federal-hiring/what-executive-order-13932-really-means-applygovs-key-takeaways/ #### What Makes ApplyGov the Commercial Leader in Federal Hiring Technology? Partner with Apply Government Solutions to build a modern, mission-ready workforce. Federal agencies are navigating major workforce changes, alongside the uncertainties surrounding OPM and government-developed technologies, especially given the recent EO by the Trump Administration on “Ensuring Commercial, Cost-Effective Solutions in Federal Contracts”. With 24+ years (and counting!) supporting federal workforce initiatives, we understand the trust, agility, and expertise your agency needs, including implementing changes to support OPM’s Merit Hiring Plan. ApplyGov's powerful federal talent acquisition system, Apply Government Solutions FedHire (formerly MHME), is purpose-built to help agencies attract, hire, and onboard top talent—quickly, efficiently, and securely. Contact ApplyGov Today to Learn More Contact ApplyGov Today! Name* Email* Organization* Comment Contact ApplyGov Today! FedHire: A Proven Federal Talent Acquisition System What Makes ApplyGov the Commercial Leader in Federal Talent Acquisition Systems? Innovative, integrated, and intelligent systems to efficiently find, hire, and onboard the qualified workforce needed for mission success while reducing the time to hire. Position Classification Job Analysis Hiring Management Applicant Assessments Onboarding+ Position Classification Industry-Leading Position ClassificationTransform your agency’s classification game with our state-of-the-art position classification system. Modernize, automate, and streamline your entire process for easier collaborations, better reporting and insights, and more visibility and transparency! Read More Job Analysis The Best Job Analysis Technology AvailableOur cutting-edge module helps HR conduct a collaborative, end-to-end job analysis (from creation to approval) for an accurate understanding and alignment on skills required for the position. Read More Hiring Management Flagship Hiring Management and Applicant Tracking SystemTrusted by 60+ federal agencies, FedHire Hiring Management is the powerhouse ATS built to automate, accelerate, and efficiently simplify federal hiring—cutting time-to-hire while staying federally compliant. Read More Applicant Assessments Seamless, Cost-Effective, Skills-based AssessmentsLeverage our standardized assessment batteries for Supervisory and Non-Supervisory federal positions. With reusable scores and a fully integrated assessments platform, FedHire Applicant Assessments provides a seamless, reliable, and efficient experience for federal job candidates and agencies. Read More Onboarding+ Next-Gen OnboardingFedHire Onboarding+ fast-tracks Entrance on Duty with smart automation, real-time tracking, and zero redundant paperwork, while providing a personalized and welcoming virtual experience for selectees and new hires. Read More Position ClassificationIndustry-Leading Position ClassificationTransform your agency’s classification game with our state-of-the-art position classification system. Modernize, automate, and streamline your entire process for easier collaborations, better reporting and insights, and more visibility and transparency! Read More Job AnalysisThe Best Job Analysis Technology AvailableOur cutting-edge module helps HR conduct a collaborative, end-to-end job analysis (from creation to approval) for an accurate understanding and alignment on skills required for the position. Read More Hiring ManagementFlagship Hiring Management and Applicant Tracking SystemTrusted by 60+ federal agencies, FedHire Hiring Management is the powerhouse ATS built to automate, accelerate, and efficiently simplify federal hiring—cutting time-to-hire while staying federally compliant. Read More Applicant AssessmentsSeamless, Cost-Effective, Skills-based AssessmentsLeverage our standardized assessment batteries for Supervisory and Non-Supervisory federal positions. With reusable scores and a fully integrated assessments platform, FedHire Applicant Assessments provides a seamless, reliable, and efficient experience for federal job candidates and agencies. Read More Onboarding+Next-Gen OnboardingFedHire Onboarding+ fast-tracks Entrance on Duty with smart automation, real-time tracking, and zero redundant paperwork, while providing a personalized and welcoming virtual experience for selectees and new hires. Read More Agency-Optimized Implementations, Collaborative Partnerships, Strategic Change Management, and Industry Best Practices Agency Implementations Training Industry Engagement Agency Implementations Expert Program Management and Professional ServicesOur Professional Services team is staffed with experts, including I/O Psychologists, who manage the design, configuration, customization, testing, implementation, changeover, maintenance, and evolution of each agency’s TAS – ensuring the agency has the best solution for their needed outcomes. Read More Training User Training and AdoptionWhether onboarding new HR staff or implementing a new module within your TAS, ApplyGov offers year-round, open enrollment, virtual training courses for system users – or private, agency sessions for more focused support. Read More Industry Engagement ApplyGov and Industry EventsCheck out the latest webinars, user group meetings, release events, industry events and tradeshows where ApplyGov will be showcasing its leading-edge technology or sharing and facilitating customer perspectives on federal talent acquisition. Read More Agency ImplementationsExpert Program Management and Professional ServicesOur Professional Services team is staffed with experts, including I/O Psychologists, who manage the design, configuration, customization, testing, implementation, changeover, maintenance, and evolution of each agency’s TAS – ensuring the agency has the best solution for their needed outcomes. Read More TrainingUser Training and AdoptionWhether onboarding new HR staff or implementing a new module within your TAS, ApplyGov offers year-round, open enrollment, virtual training courses for system users - or private, agency sessions for more focused support. Read More Industry EngagementApplyGov and Industry EventsCheck out the latest webinars, user group meetings, release events, industry events and tradeshows where ApplyGov will be showcasing its leading-edge technology or sharing and facilitating customer perspectives on federal talent acquisition. Read More Trusted, Dedicated, and Experienced Commercial Partner to Federal Agencies for 24+ Years FedRAMP Contract Vehicles News Client Portal FedRAMP-Authorized Since 2022 Thanks to our sponsor, GSA, ApplyGov’s federal TAS has received and maintained its FedRAMP authorization since 2022, including continuous security monitoring and annual assessments, to ensure agencies with the best industry standards. Read More Contract Vehicles Federal Contract VehiclesSimplify the federal procurement process by leveraging ApplyGov’s federal contract vehicles and access industry-leading human capital technology and services for mission success. Read More News Monthly Talent Acquisition NewsletterOur monthly, go-to resource for all federal agencies regarding the latest news and updates on federal talent acquisition, the federal workforce, and human capital management. Read More Client Portal Meet us in the Corner!The Corner is a gated portal for ApplyGov’s federal agency clients to access the latest news and release information for the FedHire federal talent acquisition system, including a calendar of events, notices for system administrators, and more! Read More FedRAMP-Authorized Since 2022Thanks to our sponsor, GSA, ApplyGov’s federal TAS has received and maintained its FedRAMP authorization since 2022, including continuous security monitoring and annual assessments, to ensure agencies with the best industry standards. Read More Contract VehiclesFederal Contract VehiclesSimplify the federal procurement process by leveraging ApplyGov’s federal contract vehicles and access industry-leading human capital technology and services for mission success. Read More NewsMonthly Talent Acquisition NewsletterOur monthly, go-to resource for all federal agencies regarding the latest news and updates on federal talent acquisition, the federal workforce, and human capital management. Read More Client PortalMeet us in the Corner!The Corner is a gated portal for ApplyGov’s federal agency clients to access the latest news and release information for the FedHire federal talent acquisition system, including a calendar of events, notices for system administrators, and more! Read More Recent Updates ApplyGov’s Plans for Seamless, Agencywide Certificate-Sharing 6 Ways to Modernize Your Agency’s Job Analysis Process 9 Reasons Why ApplyGov’s Federal Applicant Assessments Stand Out ApplyGov’s History and Future of Federal Position Classification Top of the TAS: Our Favorite FedHire Projects of 2024 Current Clients Training Calendar ApplyGov Corner: Client Portal* How ApplyGov is Supporting Agencies through 2025 EOs* Release Updates* *Requires Corner login What We Do for Federal Position Classification Job Analysis Hiring Management (Federal ATS) Applicant Assessments Collaborate Selecting Official Onboarding Analytics Professional Services Training Agencies we've got your back! Contact ApplyGov to Learn More ### News #### Celebrating One Year of the MonsterGov Corner Almost exactly one year ago, MonsterGov announced the official launch of the MonsterGov Corner - a gated resource portal for federal agency users of the MHME federal talent acquisition system. The Corner provides a central location for client communications, release notes, sprint reviews/release previews, calendar, FAQs, and it offers a very handy search function! We’ve worked hard to ensure important users are registered and receiving Corner email notifications – and we’re proud to say 100% of our system admins are on board! And even better, additional MHME users and supporters are also active on the Corner, and able to access critical information to further empower their use of our federal talent acquisition system. Our goal was to provide a central source of information that agencies could access 24/7, help knowledge sharing and dissemination of information, and to reach a wider range of users with system resources and opportunities to engage.Thank you to our federal agencies for joining us on the Corner. It’s great to have you! An extra special thank you to the agencies that participated in our beta group to test the Corner and help us launch it!Want to invite other users within your agency to join? Share the registration link! #### Federal News Network Celebrates E-Government Act MonsterGov VP Melissa Wojciak Featured in Article as Contributor to Transformative Federal Legislation As part of its 25-year anniversary celebration, Federal News Network’s Jason Miller published a story highlighting the transformative effort to push through the E-Government Act. Among many accomplishments, the E-Gov Act was a phenomenal bi-partisan initiative during the Bush Administration that truly set the foundation for a modernized, collaborative and digital government - and included key pieces of legislation to improve IT acquisition, such as FISMA and reaffirming the Clinger-Cohen Act. Former staff director for the House Government Reform and Oversight Committee and now MonsterGov's VP of Government Affairs, Melissa Wojciak, was a critical contributor to this effort, and you can read more about this federal milestone and her commentary here: Dive into the E-Government Act and its Relevance Today #### FedRAMP Codified Under FY23 NDAA On December 23, 2022, the FedRAMP Authorization Act was signed into law by the President as part of the FY23 National Defense Authorization Act (NDAA). According to FedRAMP, “The Act codifies the FedRAMP program as the authoritative standardized approach to security assessment and authorization for cloud computing products and services that process unclassified federal information.”What was once initiated by a 2011 policy memo from the OMB, FedRAMP now has legal backing and confirms the designation of GSA as the primary administrator of this program, with support from OMB. The FedRAMP Act also encourages, “more robust transparency and dialogue between industry and the federal government to drive stronger adoption of secure cloud capabilities and reduce legacy information technology with the inception of the Federal Secure Cloud Advisory Committee.”MonsterGov received FedRAMP Agency Authorization for its MHME federal talent acquisition in May 2022, and its next-generation solutions for Onboarding and Analytics are in process of getting authorization under a FedRAMP Significant Change Request (SCR). This FedRAMP Agency Authorization, which was sponsored by GSA, ensures MHME is meeting critical security requirements and allows other federal agencies to leverage the FedRAMP security package available in the marketplace to execute their own TAS ATOs, saving on significant time, money, and resources. MonsterGov is continuing to work with its federal agency clients and security teams to ensure they are meeting FedRAMP requirements that secure and protect sensitive agency and job seeker data. #### MonsterGov Celebrates 22 Years of Purpose and Impact in the U.S. Public Sector and Workforce As Monster celebrates its 30-years of connecting people to jobs, MonsterGov took its own trip down memory lane. Our parents founded Monster Government Solutions (MonsterGov) in 2002 as a dedicated workforce partner to the federal government – and we are now celebrating 22 years of supporting the U.S. public sector and workforce. From our flagship federal talent acquistion system platform to our labor exchange and case management system, Monster helped millions of public servants get hired and helped even more under- and unemployed job seekers get back on a career path. The MonsterGov team is proud and dedicated to its mission of empowering local, state, and federal government agencies to serve its people. Join us as we look back at where we’ve been and how far we’ve come.Monster Worldwide is the pioneer of the online job board and quickly established itself as an innovative leader in connecting people to jobs. Through its work in supporting the nation’s job seekers and employers, Monster had spent a lot of time advocating and engaging with the federal government on workforce issues, and it was in these early years that Monster recognized its need to support the federal government. Following the acquisition of QuickHire in 2003, MonsterGov launched its federal applicant tracking system, Monster Hiring Management, to help federal agencies hire the talent needed to reach their missions.To complement its ATS, MonsterGov introduced other federal hiring innovations, such as Position Classification and Onboarding systems, to offer agencies even more automation, streamlining, and efficiency in their hiring process.In addition to growing its federal talent acquisition system, MonsterGov transformed USAJOBS, which we managed from 2003 until 2012, when eventually OPM took the system in-house to oversee its operations and make it more vendor-neutral.Later, MonsterGov took its background in government hiring and policy and started working with state and local agencies—both to help develop their own workforces and the workforces in their local areas through collaboration with state workforce development stakeholders. Eventually, MonsterGov launched its first Monster-powered state labor exchange in 2008 for the state of Ohio, a historic milestone for MonsterGov’s capabilities for workforce development. As MonsterGov established itself as a workforce technology leader for the government and public sector at all levels, it continued its innovation journey. Its federal talent acquisition system was continuously expanding with new technology and capabilities, such as off-the-shelf applicant assessments and the first-of-its-kind federal Job Analysis solution. When MonsterGov began migrating to cloud-based offerings, we simultaneously began the pursuit of a FedRAMP authorization to ensure our federal agencies were not only getting the most powerful federal talent acquisition systems, but also the most secure. At the state level, MonsterGov implemented the first MonsterWorks Case Management system – Ohio's ARIES - demonstrating its effectiveness in advancing local workforce needs with modern and flexible technology solutions. This implementation also signified that Ohio was the first state with MonsterGov’s integrated labor exchange and case management system, for a more holistic and more seamless workforce development technology solution than what the majority of other states were operating.From pioneering federal applicant tracking systems to advancing workforce development for states, MonsterGov is a proven and dedicated workforce innovator and trusted partner for governments and the public sector. #### MonsterGov Completes Annual FedRAMP Assessment for its Federal Talent Acquisition System MHME Maintains its FedRAMP Security Authorization MonsterGov announced it has completed the annual assessment to maintain the FedRAMP authorization for its federal talent acquisition system, Monster Hiring Management Enterprise (MHME). This year’s annual FedRAMP assessment is based on Rev 5, and includes penetration testing, system scanning, and select control assessments. In cooperation with MonsterGov’s accredited FedRAMP third-party assessment organization (3PAO), and its agency sponsor, the General Services Administration (GSA), MHME is under continuous monitoring, and its federal agency clients, and their job seekers, are protected by the best standards in federal cloud security.   View MonsterGov’s profile in the FedRAMP Marketplace   Learn more about MHME’s (now FedHire's) FedRAMP Authorization >   MHME (now FedHire) Users Only: Corner Post on 2025 FedRAMP Authorization #### MonsterGov Completes FedRAMP Annual Assessment SAR now available for agency security teamsMonsterGov is proud to announce the completion of MHME’s annual assessment to maintain FedRAMP compliance, in cooperation with our accredited FedRAMP third-party assessment organization (3PAO), and our agency sponsor, the General Services Administration (GSA).In addition to continuous monitoring, MHME must undergo a FedRAMP annual assessment, which includes penetration testing, system scanning, and select control assessments. The completed 2023 FedRAMP annual assessment is based NIST SP 800-53, Rev. 4, and the 2024 annual assessment will be based on NIST SP 800-53, Rev 5, which MHME will transition to this year.We thank all our federal agencies for their continued collaboration in ensuring the MHME federal talent acquisition is innovative, flexible, and secure. FedRAMP is a rigorous and necessary security program now required of cloud-service providers to the federal government. The MonsterGov team employs a security-first approach and knows the security and privacy of job seekers, the federal workforce, and human capital IT are critical to agencies ability to meet their talent goals and reach mission success.MHME client agencies are encouraged to notify their security teams to download the latest Security Assessment Report (SAR) through USDA’s Community.Connect.gov (login through  MAX.gov). Our monthly executive summaries are also available through the portal. Outcomes from the SAR are in the POA&M as of February 20, 2024. For any questions, please reach out to your MonsterGov representative. #### MonsterGov Introduces Custom Tags in MHME for USAJOBS MCO Search Pages With the huge spotlight on the federal workforce and continued competition against the private sector, OPM and other agencies are rapidly pushing hard on new hiring initiatives, including the launch of new job sites within USAJOBS, such as the Federal Tech Portal and agency-branded search pages. In order to support these pages, MonsterGov implemented custom MCO tagging capability into the MHME federal talent acquisition system (Release 4.15.2), which complements the existing MCO tag functionality. With this custom MCO tag capability, agency administrators can determine which portals are applicable to their agency and quickly make them available to their user community without needing configuration support from MonsterGov. Agencies now have the flexibility and control to participate in new and upcoming job promotion pages more quickly.  To leverage custom tags, system administrators will have to add the custom tag into the system through the Administrator tool. Then, users can select the relevant custom tag during the vacancy building process. For additional information on using custom tags in MHME, please refer to this quick guide here. For more information on government-wide USAJOBS job sites, visit our page here. #### MonsterGov invites Agencies to Explore Government-wide Military-Connected Plan In response to the Executive Order 14100, OPM and OMB published its Government-wide Military-Connected Strategic Plan to assist federal agencies to recruit, hire, develop, promote, and retain military and veteran spouses, caregivers, and survivors. In the memo to the CHCO council, OPM and OMB shared that “agencies are encouraged to evaluate current employment policies, practices, and procedures to address the goals and actions in this plan.” The plan comprises three main goals:1. Eliminate Employment Barriers and Strengthen Military-Connected Families’ Access to Agency Programs2. Increase the Number of Military-Connected Family Members Serving in the Federal Government3. Create Workforce Development Opportunities to Support the Sustainability of Military-Connected Employees Part of the plan encourages agencies to leverage the Military Spouse Noncompetitive Appointment Authority (EO 13473), which OPM extended until 2028, and provides opportunities for agencies to build on previous executive orders to advance DEIA in the federal workforce. For a more comprehensive update from the White House on its military-connected hiring initiatives, including the White House’s Guide to Recruiting and Hiring Military Spouses, read the memo here.As the leading federal recruiting and hiring innovator of 20+ years, MonsterGov has a range of capabilities to support federal agencies in reaching talent goals in alignment with these plans.Military.com’s Targeted Recruitment. Part of Monster, Military.com is the #1 news and resource site for veterans, spouses, and families. Between military and veteran spouses self-identifying as readers, dedicated channels and resources, Military.com has the most targeted engagement capabilities to reach this talent.Monster’s Employer Branding Solutions. Attract and recruit military-connected individuals with employer branding. Career sites and defining employer value propositions can help your agency share its messages of flexible workplace, schedule arrangements, childcare benefits, and other critical needs for military-connected families.Federal Talent Acquisition with MHME. MonsterGov federal agencies using MHME can use the Military Spouse hiring path within the applicant tracking system’s Vacancy Builder. This ensures relevant jobs populate in USAJOBS when applicants use the Military Spouse search function.MonsterGov Resources for Military-Connected Hiring. For additional resources on recruiting and hiring military and veteran spouses, please visit our Resource page here. For more information on how MonsterGov empowers federal agencies with targeted recruitment and hiring solutions, please contact us here. #### MonsterGov Opens Survey for In-System, Agencywide Certificate-Sharing MonsterGov hosted a webinar last month with its federal agency clients and users of the Monster Hiring Management Enterprise federal talent acquisition system (TAS) to present near-term plans to buildout a certificate-sharing module within MHME. During the webinar, we shared our vision for the module, varying processes and activities to support the certificate-sharing, system configurations and user roles, screenshots of potential system views, and more.As a follow-up, MonsterGov issued a survey to gather more feedback from its federal agencies and is expanding this survey to all federal agencies.  As a reminder, MonsterGov’s MHME TAS has always supported federal agencies who want to share their certificate of eligibles per the Competitive Service Act (CSA). Currently, the process allows agencies to issue certificates to other federal agencies using the Selecting Official module, or by downloading and sending the information for review. You can view the MHME guide here. What is the plan for MHME’s expansion on certificate-sharing? Despite enormous effort by OPM to develop and support cross-agency, certificate-sharing, MonsterGov learned federal agencies continue to find challenges with the rigorous requirements, and so, adoption of this flexibility has been low. Many of the concerns are due to the burdens of educating and training on the extensive process, ensuring the requirements of sending and receiving certificates are met, and establishing and growing the trust demanded between agencies. Since this effort started, MonsterGov has been reaching out to OPM to learn about this USAJOBS integration, the strategy/plan, and downstream impacts to see how we could better empower agencies; though we finally received the requested API documentation, much still remains unclear. For these reasons, MonsterGov will not be prioritizing an MHME integration with USAJOBS Talent Pools at this time. Fortunately, agencies are leveraging OPM’s managed cross-governmental hiring actions as they consolidate a lot of the administrative burdens within OPM, and they find the program easier and more valuable.Given the uncertainty of OPM, their strategy or priorities, MonsterGov is focused on what our client agencies truly want: sharing certificates agencywide.Sharing certificates agencywide was quite popular at our MHME User Group, and since then, the interest has really grown. Understanding agencies want to avoid entire new technology systems, we know MonsterGov can provide a seamless, flexible, integrated solution within MHME, so HR users, Hiring Managers, or even Shared Cert Coordinators, don't need to jump between their TAS and USAJOBS, or others. 9 Benefits of Agencywide Certificate Sharing Access Agencywide Certficate-Sharing Post in The Corner Contact us if you want to learn more! Contact Us #### MonsterGov Preparing Wave 1 Agencies for TAS Integration with OPM HCM OPM continues to face contracting challenges, protests, and timeline delays, which are affecting decision-making around its future HCM provider. The good news: MonsterGov is continuing to collaborate with OPM, and other federal stakeholders, to prepare our Wave 1 clients to integrate with the Core HCM once a decision is made. We are aiming to make this integration as seamless as possible for agencies and are optimistic to bring the future state to reality.OPM confirmed the Core HCM system will align to the Human Capital Business Reference Model (HCBRM) and Human Capital Federal Integrated Business Framework (HC-FIBF). This standardized approach is specifically designed to support integrations to all agency vendors, including MonsterGov. More good news: MHME is already FedRAMP-authorized, so we’re ahead of the game when it comes to security. MHME agencies already operate on a modernized, data-ready TAS, with powerful classification, assessments, reporting, and other solutions that enable the Merit Hiring Plan and will supercharge their outcomes with the future HCM.In addition to directly supporting MHME agencies, MonsterGov is providing guidance to OMB, OPM, and other federal leaders, via ACT-IAC’s Modernizing Federal HR program on commercially available HR IT solutions to integrate into the core HCM system. Yes, we want to help find the best federal TAS providers! A healthy, competitive federal HRIT market means better innovation, better options, better pricing, better value, and ultimately better results for agencies, the workforce, and the people we all serve.MHME users who would like to stay even more in-the-know on MonsterGov, meet us in the Corner! #### MonsterGov Publishes Results of 2023 MHME User Group On August 23, 2023, MonsterGov hosted its latest Federal User Group to explore ideas for the future of the MHME federal talent acquisition system with its client agencies. 25 HR participants from 13 representative federal agencies joined us virtually to collaborate and exchange viewpoints on their MHME priorities for 2024 and beyond. We enjoyed the dialogue and are thrilled they did, too! 92 percent of survey respondents were either satisfied or very satisfied with the event!We welcome our client agencies to download the summary to see the results of the User Group meeting via our federal client portal – MonsterGov Corner! Please note, you’ll need a registered MonsterGov Corner account to access the summary.We hope these insights provide you with more visibility into where the MHME federal talent acquisition system is headed, as well as what other agencies are most focused on with their hiring initiatives. Please keep in mind, this MHME User Group is just one of many sources of information we use for our overall tech strategy.Download the 2023 MHME User Group Summary below to see why Selecting Official was our User Group's biggest priority and what else made the top 5 list! Download the 2023 MHME User Group Summary #### MonsterGov Releases Guide for USAJOBS Federal Internship Portal In February 2023, OPM, OMB, and DOL announced the launch of a portal on USAJOBS (intern.usajobs.gov) to offer a one-stop place to search and apply for internship opportunities across the federal government. This new Federal Internship Portal comes just after the January guidance by OPM and OMB in January to increase opportunities for internships and other emerging workforce programs, per the President’s Management Agenda.MonsterGov agencies who designate the appropriate vacancies in MHME with the Internship Appointment type and/or the Student Hiring Path will automatically have their opportunities fed into the new portal. For any additional guidance, MHME agency users can refer to this guide on posting internships to the portal. Per the President’s FY23 Budget, agencies are aiming to hire 35,000 interns this year, and the standard “post and pray” will not be enough.  Federal agencies who are interested in learning more can reach out to their MonsterGov representative or connect with us here. #### MonsterGov Speaks with Federal News Network about Modernizing Federal Position Classification Programs Federal human capital has been on the GAO’s high-risk list for two decades now, but the urgency of this issue has escalated in more recent years. Despite broad progress, there remains one often overlooked opportunity for workforce modernization foundational to a federal agency’s recruitment and hiring: position classification.In this article with Federal News Network, MonsterGov Director of Professional Services, Jennifer Forrest, encourages federal agencies to consider the impacts of position classification and the importance of modernizing their classification program. Plus, she shares some tips for agencies who are considering a modernization effort, including how AI could help.You can read the full article here.MonsterGov was the first-to-market with a technology solution for federal position classification. Now, more than 20 years later, MonsterGov maintains its leadership as an innovator of federal position classification solutions and services. For more information on MonsterGov’s federal position classification technology, check out our solution page here. #### MonsterGov Thanks Federal Agencies for Hiring Veterans In honor of this year’s Veterans Day, MonsterGov would like to acknowledge all our federal agency clients actively recruiting and hiring our military veterans. Between Monster and Military.com’s robust veteran recruitment capabilities and MonsterGov’s federal talent acquisition system (MHME), our federal agencies have the power of world-class recruitment and hiring capabilities behind them. MHME ensures a veteran applicant’s claims are captured and considered during the hiring process, and it’s evident that our clients are leveraging these capabilities to recruit, assess, and hire veterans. Curious which client agencies made our Top 10 lists for Attracting and Hiring Veterans? Take a look at the list below! Please note, these rankings are based on MHME system data. Agencies who do not fully close out their case files may be underreporting on their veteran applications and hires. Veterans are known for being highly disciplined and dedicated team members who can add unique experiences and skillsets to enable your federal agency’s mission success. MonsterGov has been advocating for veteran employment since our founding – and we are proud to say this continues today within our organization. #### MonsterGov’s Monster Hiring Management Enterprise (MHME) user satisfaction survey is now open We are reaching out to federal agency/department leaders and system users to participate in our annual survey.The feedback collected through this survey helps shape the future of the MHME federal talent acquisition. The MonsterGov team reads every response and comment, and we utilize the feedback to prioritize our product/technology enhancements, improve the user experience, and enable agencies to reach their talent acquisition goals.If you are a federal MHME client login to the corner to access the survey  or reach out to your system administrator for the survey link.Survey is open through Friday, April 26, 2024. #### OPM Publishes Final Regulations for Fair Chance Act As of September 1, 2023, OPM issued final regulations for the Fair Chance to Compete for Jobs Act of 2019 (Fair Chance Act), which prohibits (with some exceptions) a hiring agency from collecting information on criminal background and history prior to a conditional offer being made for federal employment. Building on previous initiatives to “ban the box”, the vision for the Fair Chance Act was to expand the hiring pool for federal agencies while broadening opportunities for previously incarcerated individuals. Included in the regulations, job applicants can report agency violations of the Fair Chance Act and hold federal employees accountable. For a deeper dive, read Drew Friedman’s article on Federal News Network here.MHME Federal Agencies: MonsterGov recommends agencies review their eligibility and vacancy questions in Monster Hiring Management and forms collection timeframes in Monster Onboarding to review what is being collected and when, as it pertains to the Fair Chance Act. Please note the Declaration for Federal Employment form, OF-306, was updated to reflect collection timeframes, and the new form will be available in Monster Onboarding in January. If needed, request an extension to use the prior version. #### OPM Seeks Agency Commentary for Proposed ‘RULE OF MANY’ in Hiring Decision-Making On July 21, 2023, OPM published proposed regulations to implement changes authorized by the NDAA to provide agencies with more flexibility in the selection of candidates under delegated examining procedures and excepted service appointments. In 2019, the NDAA eliminated the “Rule of Three” and tasked OPM to determine a more blended approach of leveraging a numerical system while offering more than three candidates to choose from.The OPM’s blended approach – the RULE OF MANY – would allow agencies to use one of four methods for determining the applicants referred for selection either competitive service or excepted service. According to OPM, “this proposal is part of a larger OPM effort to improve the hiring process by helping agencies make meaningful distinctions among applicants in terms of their relative qualifications for the position being filled, while at the same time expanding the range of candidates from which a hiring manager may make a selection as compared to the more restrictive rule of three.”NEXT STEPS FOR FEDERAL AGENCIESOPM is seeking commentary and feedback from federal agencies on this proposition with a deadline of September 19, 2023. MonsterGov encourages all federal agencies to thoroughly review and provide input to OPM.Below are the different ways to submit comments for Regulation Identification Number (RIN) 3206-AN80:Federal Rulemaking Portal (https://www.regulations.gov): follow instructions for submitting comments. Include Agency name and docket number or RIN for this rulemaking.E-mail (employ@opm.gov): Include RIN and Recruitment and Selection in subject line of message.FAX: (202) 606-4430Mail: Kimberly A. Holden, Deputy Associate Director for Talent Acquisition, Classification and Veterans Programs, US OPM Room 6551, 900 E Street, NW, Washington, D.C. 20415-9700For more information, please download OPM's proposed ruling here. HOW CAN MONSTERGOV SUPPORT?For MonsterGov federal clients: the MHME federal talent acquisition system is built to accommodate a range of approaches to support the candidate assessment and referral process. In addition to our technology, our I/O Psychologists are available to guide you through your assessment needs – and that includes training. As always, our Professional Services team is here to help.   #### PartnerOne Acquires Workforce Tech Leader Monster Government Solutions RIVERSIDE, Calif., Aug. 7, 2025 /PRNewswire/ -- PartnerOne, one of the fastest growing enterprise software conglomerates in the world, has announced the successful acquisition of Monster Government Solutions, the leading innovator of federal talent acquisition and workforce development technology solutions for the government and public sector.For over 24 years, Monster Government Solutions has been dedicated to the continuous advancement and innovation of workforce technology solutions that support the public sector by helping align talented people to meaningful jobs. Whether hiring for government agencies or cultivating regional workforces, Monster Government Solutions is a committed partner to U.S. federal, state and local governments and workforce development organizations.The acquisition by PartnerOne provides Monster Government Solutions (MonsterGov) with the stability, focus, and long-term investment needed to strengthen its core offerings and accelerate innovation in the workforce development and government talent acquisition space.Under PartnerOne's proven model, MonsterGov now has a forever-home and will operate with dedicated resources and leadership while benefiting from operational best practices, financial backing, and a commitment to customer success. For customers and partners, this means improved support and services, renewed product investment, and a sharper focus on delivering secure, compliant, and cutting-edge hiring and workforce solutions tailored to public sector needs. The future of MonsterGov is one of stability, growth, and deepened commitment to the agencies and partners it serves."With PartnerOne's robust financial backing and deep software expertise, MonsterGov is poised to accelerate innovation and expand our impact across government with our talent acquisition and workforce solutions. PartnerOne will strengthen our ability to deliver mission-critical capabilities to our clients and reinforce our leadership in the public sector market for years to come," said Susan Fallon, General Manager, Monster Government Solutions.PartnerOne and its portfolio companies are trusted providers to Federal and State Government agencies - delivering secure, reliable solutions that are deeply embedded in mission-critical operations. PartnerOne not only provides a forever-home for its companies, but invests to make them stronger and ensure customers receive market-leading solutions and unprecedented value. This acquisition reinforces PartnerOne's long-term strategy: growing enterprise software companies that drive measurable outcomes for the customers and partners it serves.About PartnerOne:PartnerOne is one of the fastest growing enterprise software groups in the world, with a proven track record of acquiring and growing enterprise software companies. Over 1,500 enterprise and government organizations rely on PartnerOne software, including 80% of the largest companies in the world.About Monster Government Solutions:Monster Government Solutions is an industry leader in talent acquisition and workforce development technology solutions for the U.S government and public sector. For more information, visit monstergov.com. SOURCE PartnerOne Original Announcment #### What the Federal Hiring Executive Order Really Means: ApplyGov’s Key Takeaways The White House issued Executive Order (EO) 13932 on Modernizing and Reforming the Assessment and Hiring of Federal Job Candidates that will change the way federal agencies hire moving forward. These changes don’t have to be intimidating! Our experts at Monster Government Solutions examined this EO and compiled the key takeaways and how it will impact agencies in the months ahead. Executive Order 13932 highlights the desire to modernize and change how federal agencies hire their candidates. The ultimate goal of these changes is to have greater applicant differentiation. Applicants will still need experience directly related to the position and must provide examples on their resumes to address that experience. For jobs that require a specialty degree, like in the science or health fields, they will still require pertinent degrees. However, reviewers should not be relying solely on a college degree to confirm if an applicant has the specific skill sets required to optimally perform in a position. That’s where a smarter assessment strategy and better applicant assessment tools can really help. Skills-based assessments are effective. They’re more effective because you’re looking at a particular skill that a person could bring to a position, rather than just guessing at their potential. With a skills-based test, for example, there are right answers and there are wrong answers. These assessments provide more accurate information about an applicant’s true skill because they are objective instead of opinion-based. It’s the difference between asking, “So, do you know math?” versus, “Solve for X.” Anyone can (and nearly everyone will) respond “Yes” to the first question, but an applicant will need to possess the right skills to correctly answer the second question. By having a skills-based assessment process, you’ll end up with a better list of qualified candidates to interview. It’s important for HR and hiring managers to work together on the assessment strategy, because an applicant may be able to better explain and illustrate their experience in relation to a question in the interview process, given the interview setting. Collaboration between hiring managers and HR in constructing the questions will help differentiate applicants, and not make it easy for applicants to receive a high score by simply guessing. Essentially, you want to ‘degamify’ the assessment. Agencies can begin to act now. Start reviewing your question libraries now! Use industrial-organizational psychologists to help you better understand how selecting officials and subject matter experts evaluate degrees for administrative and entry-level positions. Many people simply look at the college from where a candidate graduated, versus their skills, which need to matter more. Make sure you’re examining the questions and looking at the responses too. And it is important to ensure they’re not out of date or inadequate to the point you are unable to determine differentiation between candidates. Agencies should consider making an upfront investment in assessment technology today, which will result in less work for HR staff and hiring managers down the road.  Effective assessments help to eliminate unqualified applicants particularly those for mission-critical occupations. Monster Government Solutions has the tools in place to help guide agencies through these changes. We can build customized assessments with our Monster Applicant Assessment offering, as well as offer a catalog of standard assessments that are equally effective in meeting agencies’ needs. We have staff in place to help develop and execute a program that works specifically for you and your agency looking at a variety of skill sets, from entry- to expert- level positions. And we’re constantly updating our systems with the most current information. For example, when OPM updates its standards of classification, our systems are also quickly updated to meet the latest reference data or classification! Check out our Monster Applicant Assessment page for more information and how to get started with the Executive Order. ### Newsletters #### April 2024 In this issue: May Water Cooler, 4.19 Sprint Reviews, MonsterGov Corner's 1st Anniversary, MHME User Survey Closed, Upcoming MHME Training, USAJOBS Downtime Meet Us at the Water Cooler in May   Register for the Next MonsterGov Water Cooler MHME federal agencies are invited to meet us at the Water Cooler on Wednesday, May 15. Since we’re close to Summer, we thought it’d be a great time to chat about recruiting and hiring recent grads or interns – what is your agency doing to attract this talent? As always, agencies can ask any questions on this or any other topic of their choice. MHME clients can register now through the Corner link below! MHME Agencies are Invited to 4.19 Sprint Reviews Next month, MonsterGov's federal team will be kicking off sprint reviews for release 4.19, with the first one on May 6. Federal users are invited to join us to see what we’re working on behind-the-scenes for their talent acquisition system and to provide feedback. Part of release 4.19 includes advancements on our Job Analysis module and its integration with MHME. Please sign up through the Corner! Sign up for MHME 4.19 Sprint Reviews Celebrating One Year of the MonsterGov Corner The MonsterGov Corner is celebrating its first anniversary since being launched! We are thrilled to offer this resource portal to our MHME users. While the main goal was to migrate our client communications to a new system, the Corner features other great tools like FAQs, a calendar, release information, and search capabilities. Thank you to everyone who already joined us, and we hope to see more MHME users in the Corner soon! Join us in the Corner MHME User Satisfaction Survey – Thank You! Thank you to all our federal users for taking the time to complete our annual survey. The results of our survey are used to inform the direction of our MHME federal talent acquisition system and professional services so we can best enable your agency to reach its talent acquisition goals. Upcoming MHME System Training •  Basic Monster Hiring Management Enterprise: May 7 - 8 •  Advanced Monster Hiring Management Enterprise: May 29 - 30 *Reminder to federal agencies to use your Educational Unit (EU) credits before they expire. The open-enrollment courses on our website indicate system EUs versus professional development EUs. Reach out to your MonsterGov representative for more information.   View the Training Calendar and Register USAJOBS Downtime USAJOBS will be down from Friday, May 10 at 8 AM to Sunday, May 12 at 12 PM ET while it is migrated to the cloud. During this downtime, applicants will not be able to login to complete applications. OPM encourages agencies to adjust job announcement closing dates or assessment completion dates, if applicable. For any questions, contact recruiter-help@usajobs.gov. Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-twitter Icon-youtube Icon-linkedin #### April 2025 In this issue: TAS Modernization, Why Shared Certs, 2025.2 Sprint Reviews, USAJOBS Doc Streamlining, May TAS Training Build a modern, mission-ready workforce   Modernize Your Talent Acquisition Program Federal agencies are navigating through major workforce changes, alongside the uncertainties surrounding OPM and government-developed technologies, especially given the recent EO on “Ensuring Commercial, Cost-Effective Solutions in Federal Contracts.” As the commercial leader in federal talent acquisition systems (TAS), MonsterGov empowers federal agencies to attract, hire, and onboard top talent – fast, efficiently, and securely – with purpose-built and best-in-class solutions. Whether using a homegrown system, USA Staffing, or wanting to expand on your MHME TAS, we're here for ALL agencies. 9 Benefits of Agencywide Certificate-Sharing Thank you to all federal agencies who completed our survey for our future certificate-sharing module in MHME. We’re eager to continue with our R&D efforts and look forward to sharing more updates with you. If you’re not sure what the big deal is – check out 9 benefits of agencywide certificate sharing below. Interested in using this future MHME module? Let your Monster representative know! Get Excited for Agencywide Certificate-Sharing Join us for 2025.2 Sprint Review on May 5 Sprint reviews have been scheduled for our next major MHME release: 2025.2! Agencies are invited to join MonsterGov in these virtual client feedback sessions beginning on Monday, May 5, 2025. Also, MHME release 2025.1.2 is currently undergoing User Acceptance Testing and scheduled to go live on May 2. Check the Corner for the latest announcements. Head to the Corner for MHME Release Updates USAJOBS' Document Streamlining on Pause OPM has informed us that the ‘Document Streamlining’ project for USAJOBS has been paused until further notice. Due to the lack of a confirmed schedule from OPM, MonsterGov will also pause any further effort on this project. MHME users can read more about this notice in the Corner post below. Read about the Document Streamlining Pause May TAS Training Check out our open-enrollment MHME training opportunities coming up: •  Basic Monster Hiring Management Enterprise: May 6-7. •  Job Analysis: May 8 •  MHME Analytics: May 20   View Open TAS Training Courses   View TAS training courses Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin #### April 2026 In this issue: Fresh Start, OMB Memo M-26-12, Former DHS CHCO, 2026.2 Sprints, SEQ Reporting, May Training A Fresh Start and New Beginning   Get the Scoop We have exciting news we are eager to share with our MHME users! As you know, we’re constantly applying ourselves to better help agencies hire the talent they need, while helping job seekers apply for mission-driven jobs. We’ll have more to share with the rest of the world soon, but for now, this news is for our Corner members. OMB Memo M-26-12: Reinforces Commercial-First Acquisition OMB Memo M-26-12 directs agencies to prioritize commercially available solutions over government-developed alternatives reinforcing the importance of leveraging private-sector innovation and expertise. For our MHME clients, this means you can move forward with greater confidence in your decision to leverage MHME, and you are well aligned with the administration. For other agencies, now is the time to connect with us to learn why MHME is the commercial leader in federal talent acquisition. Read the Memo Former DHS CHCO Pushes OPM to Focus on Policy, Not Tech Sales Fed Gov Today’s Francis Rose recently spoke with Jeffrey Neal, Principal/Publisher at ChiefHRO.com and former DHS CHCO, about OPM’s approach to modernizing the civil service. With recommendations to refocus on its true policy mission, Jeff elaborates OPM could simultaneously reduce its ongoing conflict of interest that restricts agencies, limits innovation, and damages the future potential of federal hiring. Watch the Interview on Fed Gov Today Save-the-Dates for 2026.2 Sprint Reviews Sprint reviews for MHME Release 2026.2 have already kicked off, but we still have more to share! The Corner post below includes save-the-dates for the upcoming sessions, and you can always access the recordings if you can’t attend. We have four more sessions left before agency testing in July, and we hope to see you there. Mark Your Calendars for 2026.2 Updates to Reporting on SEQs to OPM MonsterGov continues to support federal agencies in tracking compliance to the Merit Hiring Plan by facilitating short essay question (SEQs) reporting to OPM. MHME agencies have the option of opting out of our submission to send this data directly to OPM. Last month’s data reflects an update to include the percent of applicants responding to the SEQs. Please reach out to your MonsterGov rep for more information. See how else MonsterGov Supports OPM's Merit Hiring Plan Mayday or May Day? Either Way, Let's Train! Need to train new HR team members on your TAS? Celebrating Spring with testing new tools, like Job Analysis? Take a look at our open-enrollment MHME training opportunities for May. These are a great chance to use your EU credits. • Basic MHME: May 5-6 (Tues & Wed) • MHME Analytics: May 7 (Thurs) • MHME Job Analysis: May 19 (Tues) • MHME Selecting Official: May 21 (Thurs)   View TAS Training Offerings   View Client Calendar on the Corner Federal Customers, check out MonsterGov Corner Icon-youtube Icon-linkedin #### December 2024 In this issue: MD-715 Webinar Recording, Job Analysis Demo Recording, Release 4.20, 2025 Release Calendar, Wreaths Across America, Holiday Hours MD-715 Webinar Recording Posted in MonsterGov Corner   Watch MD-715 Webinar Recording Thanks to our federal agencies who joined MonsterGov's EEO MD-715 webinar earlier this month. We are thrilled to share the latest changes to MHME’s Analytics module to make the MD-715 demographic reporting process easier. For more on what we covered, MHME agencies can watch the recorded webinar through the MonsterGov Corner link below. End-to-End Job Analysis Demonstration Available Through a series of releases, MHME's Job Analysis module has undergone a huge transformation and recently, MonsterGov federal agencies joined MonsterGov for an end-to-end demonstration of our Job Analysis capabilities. Our Job Analysis module is already included and available for agencies using MHME, and system administrators are encouraged to request the configuration guide from their MonsterGov representative. Replay MonsterGov’s Job Analysis Demo MHME Release 4.20 is Live Our final major release of MHME for this calendar year is now live in production systems! With Release 4.20, MHME users will see changes in Monster Hiring Management, Monster Position Classification, Monster Onboarding, and Monster Analytics, including more detailed tracking on classification actions, and an indicator to mark shared certificates. To learn more about these and other enhancements, MonsterGov agencies can access the release highlights, release notes, and the recorded Client Preview in the Corner. Learn More About Release 4.20 2025 MHME Release Schedule Now Published The 2025 release schedule for MHME is now available on the MonsterGov Corner, including UAT and production go live dates. Federal agencies are encouraged to view the release schedule and include these milestones in their 2025 planning. The Corner Calendar features a filter to display release dates for easier visibility, and you can also view monthly maintenance dates and upcoming system training sessions. Check the Corner Calendar below to get started! View 2025 Calendar of MHME Releases Monster Honors Fallen Heroes with Wreaths Across America On December 14, Monster helped to remember and honor our veterans by laying remembrance wreaths on the graves of our fallen heroes. Thank you to the MonsterGov federal community for their support with Wreaths Across America and other ongoing efforts to give back to the Veteran community. MonsterGov Holiday Hours •  Tuesday, December 24 – available 7 AM to 6 PM ET •  Wednesday, December 25 – CLOSED* •  Tuesday, December 31 – available 7 AM to 6 PM ET •  Wednesday, January 1 – CLOSED* *MHME Help Desk and the entire MonsterGov organization will be off for the holiday. Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-twitter Icon-youtube Icon-linkedin #### December 2025 In this issue: Core HCM Memo, Scored Assessments for Rule of Many, OPM's FISMA Audit, First Release of 2026, 2026 Release Calendar, Help Desk Hours, TAS Training OMB and OPM Issue Memo on HCM Consolidation   Read the Joint Memo on HCM On December 10, OMB and OPM released a memo on the governmentwide HCM consolidation efforts. It states clearly on page 2 that talent acquisition systems, like MonsterGov's, are not part of this HCM, but instead will integrate with the new platform. It also states there will be an HR-QSMO that includes market-based solutions, which is what MonsterGov advocated strongly for as it aligns with EO 14271’s commercial-first mandate. MonsterGov looks forward to working with the winning vendor to integrate systems for our customers. Implementing Scored Assessments for Rule of Many As agencies continue moving toward full implementation of the Rule of Many, the importance of reliable, objective and scored assessments is even more critical. Using competency-based scored assessments, like MonsterGov's standardized assessments, as part of your hurdle approach is a quick way to help HR and Hiring Managers better distinguish the most qualified talent and feel more confident in the accuracy of the rankings. Modernize Your Applicant Testing OPM's FISMA Audit Raises Concerns OPM's OIG issued its 2025 FISMA audit results, which rated the agency’s overall cybersecurity at Level 2 of 5 - meaning policies exist but are “not consistently implemented.” OPM's self-assessed maturity often exceeded its OIG’s ratings, underscoring why MonsterGov’s FedRAMP authorization matters: 325+ security controls independently verified on an annual basis, not self-attested. OPM’s score may be especially concerning for USA Staffing, which manages highly sensitive workforce and applicant data. See report below. Catch Up on OPM's FISMA Audit First MHME Release of 2026 Yes, that's right! We're gearing up for the first MHME release of the new year: 2026.1. We shared Save-the-Dates so MHME agencies can join our sprint reviews that will take us through early February. If you missed our December session, you can catch up with the recording on the Corner! Prepare for Release 2026.1 2026 MHME Release Calendar Available on Corner How is your 2026 planning going? Don’t forget to include MHME! The 2026 release schedule for your talent acquisition system is available on the Corner calendar. Take a look to see all our important milestones, especially UATs and deployments to the live production system. You can use our calendar’s filter features to focus on all the right items. Happy planning! Plan Ahead for 2026 Releases Help Desk Holiday Hours Another gentle reminder about our Help Desk’s availability over the upcoming holidays: Christmas Eve (12/24): 7:00 AM – 5:30 PM Christmas (12/25): CLOSED New Year’s Eve (12/31): 7:00 AM – 5:30 PM New Year’s (1/1): CLOSED MHME users - you can also see these updates on the Corner calendar! View our Corner Calendar Jump-start the New Year with Training Check out our TAS training sessions for January 2026! These virtual training events are open-enrollment and agencies can use their Educational Unit (EU) credits. For agency-only training, please reach out to your MonsterGov representative or contact us here. •  Basic MHME: Jan 6-7 (Tues & Wed) •  Monster Collaborate for HR Users: Jan 8 (Thurs) •  Principles of Structured Interviewing: Jan 13 (Tues) •  Advanced MHME: Jan 21-22 (Tues & Wed) View TAS Training Offerings   View Client Calendar on the Corner Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin #### February 2024 In this issue: FedRAMP Annual Assessment, Federal Internship Campaigns, MHME 4.18 Client Preview, Next Water Cooler, MHME System Training MonsterGov Completes FedRAMP Annual Assessment for MHME   Learn more about MHME's FedRAMP Authorization MonsterGov is proud to announce the completion of the FedRAMP Annual Assessment for MHME. We employ a security-first approach with our FedRAMP-authorized talent acquisition system. This means that federal agencies can trust that its sensitive data, applicant and new hire PII, and other critical information is safe. Agencies to Prepare for Federal Internship Campaigns USAJOBS announced in its monthly communication forum that there will be a big push for the Federal Internship Portal starting this month. This campaign coincides with the continued roadshow with OPM's Director who is visiting universities and colleges. We encourage all agencies to ensure their vacancies are created with the appropriate hiring path and appointment type, so they can leverage OPM's campaign traffic and reach internship seekers. For a refresher on how to use MHME to populate USAJOBS pages, like the Federal Internship portal, check our guide below. Download the MHME Guide to Posting Internships Federal Clients Invited to Preview MHME 4.18 on Feb 28 With the final 4.18 client feedback session behind us, we’re looking forward to continuing the rollout of MHME’s next major release scheduled to go live on March 25, 2024. Thanks to agency feedback from the 2023 User Group, we’ve made tremendous progress on the Job Analysis module. Release 4.18 also includes features to track and report on declinations from applicants so agencies can better understand why offers are being rejected. MHME agencies are invited to attend our official client preview on February 28. UAT begins on March 4. See Invite for 4.18 Client Preview Next MonsterGov Water Cooler Scheduled for March 12 Thank you to all attendees of our January Water Cooler session! Please save-the-date for the next MonsterGov Water Cooler to be held on March 12, 2024. We will have representatives from our Product and Professional Services teams to answer any questions you may have – or to facilitate any conversations that agencies wish to have with each other. Get Details on Next Water Cooler Upcoming MHME System Training •  Basic Monster Hiring Management: March 5 - 6 •  Monster Analytics: March 12 •  Monster Position Classification: March 13 - 14 *The MonsterGov Training team is unavailable from March 18 through March 22. Please plan accordingly if your agency is considering scheduling any private training sessions in March.   View Training Calendar and Register Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-twitter Icon-youtube Icon-linkedin #### February 2025 In this issue: Top of the TAS 2024, 2025.1 Release Preview, Workforce EOs, March Water Cooler, Monster’s Work Watch Report, MHME TAS Training Top of the TAS – Our Favorite MHME Projects from 2024   Join the Applause for 2024 Thank you to our federal agencies for their collaboration in the continued innovation of the MHME Talent Acquisition System (TAS). It’s a key part of the reason why MHME is where it is today – a culmination of 24+ years (and counting!) of best practices and experiences from 100+ federal agencies – enabling you to hire the right people for mission success. Take a quick look back with us – and see if you can catch what we have planned for this year! Preview Release 2025.1 on March 4, 2025   Sign up for Client Preview of 2025.1 MHME Agencies: don’t miss our Client Preview on Tuesday, March 4 to see our first major release of 2025! In this Preview, we’ll show enhancements to better empower military spouse and 10-point veteran reviews, enforce more agency processes with new and earlier checkpoints in Vacancy Builder (like reviewing vacancy terminology prior to posting), manage holistic and bundled requests for Position Classification documents, and expand PC’s ability to support multiple active, custom cover sheets. Release 2025.1 will undergo UAT from March 7 - 28, and will be deployed to production systems on March 29, so make sure your agency joins! How MonsterGov Can Support Agencies Through 2025 Hiring Changes As recent orders and guidance continue to shape policies and requirements across federal agencies, MonsterGov wants to remind you we’re here to support your agency’s efforts in implementing these changes. Earlier this month, we shared suggested agency actions, based on feedback from MHME’s user community, and areas where MonsterGov is taking action for the MHME talent acquisition system. We plan to update the Corner post in the next few weeks so look out for the email notification. Review Federal Hiring Changes and MonsterGov's Actions Let’s Get Together on March 19 at our Water Cooler! It’s been a few months since our last Water Cooler, and we think it's time for another! The MonsterGov team was focused on higher-priority webinars for our agencies (MD-715 Reporting, End-to-End Job Analysis, and Agencywide Certificate-Sharing), and now we’re ready for a casual walk over to the (virtual) Water Cooler so we can hear your questions, share perspectives, and let you connect with other agencies. MonsterGov agencies are invited to meet us on Wednesday, March 19 from 3 to 4 pm ET, and the session will not be recorded. Register for our March 19 Water Cooler 2025 Job Seeker and Employer Research from Monster One of your favorite reports is out! Monster’s 2025 Work Watch Report has the latest research on what job seekers and employers want and ways to help both sides connect. What did you already know and what's new for you? Take a read and find out! See Monster's 2025 Work Watch Report > Upcoming TAS Training We’re happy to share our first open-enrollment training session for Job Analysis is now available! Check out our upcoming MHME TAS training sessions: •  Basic Monster Hiring Management Enterprise:March 4 - 5 •  Job Analysis:March 6 •  MHME Analytics: March 18 •  Monster Position Classification for Classifiers: March 19 Enroll in Virtual Training   Corner Calendar (for Clients) Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin #### February 2026 In this issue: Rule of Many” Guide, RoM Q&A, Federal CHCO Event, Workforce Innovation Panel, 2026.1 Client Preview, Semester of Service, ACWA Memo, Federal Training “Rule of Many” Guide is Now LIVE!   Download the MHME Guide We’ve created a “Rule of Many” Guide to help you set up your MHME system confidently and in a way that aligns with your policy implementation. This resource walks you through key concepts, system considerations, and practical steps to ensure you’re utilizing all the features within MHME and will be ready to report on metrics associated with your implementation. You can access the guide in the Corner — check it out! Ask “Rule of Many” Questions on March 4 Join us on Wednesday, March 4 at 1 PM ET for a virtual “Rule of Many” Q&A session for MHME users. As a follow-up to our "Rule of Many" webinar, this interactive session is your opportunity to get any other questions answered. Playback the webinar recording below and review the MHME User Guide above to make the most of the Q&A session. Register and get ready for our Q&A Meet Us at the 'Federal Leaders Guide to the CHCO' On Thursday, March 5, federal Chief Human Capital Officers are gathering in DC to discuss the future of the federal workforce. With OPM's Scott Kupor, Federal CHCO Council Executive Director Colleen Heller-Stein, and VA CHCO Tracey Therit, we know this is a can’t-miss event. The MonsterGov team will be there, and we hope you will be, too! See what's planned Hear from SSLC's Workforce Panel at March 5 Event Melissa Wojciak, our VP of Government Relations, is moderating a workforce panel on "Partnership as Innovation" at SSLC's "Driving Government Efficiency: Delivering Measurable Results" event on Thursday, March 5. This forward-looking panel, including speakers from U.S. GAO and the Niskansen Center, will explore how HR innovation and strategic partnerships can help agencies drive productivity and deliver results in a changing workforce landscape. Learn more and register Join Our Client Preview of MHME Release 2026.1 Get a first look at MHME Release 2026.1 at our upcoming Client Preview on Tuesday, March 3rd from 2 PM ET – 3:30 PM ET. See how customer-driven enhancements across Job Analysis, Position Classification, Analytics, and User Management can streamline approvals, improve reporting, and support your agency’s talent acquisition goals. Please join us, and prepare for UAT! Sign up for the 2026.1 preview New 'Semester of Service' Custom Tag for USAJOBS Search Portal OPM launched its new “Semester of Service” program to help federal agencies recruit high school and college students for unpaid internships. In support of this initiative, OPM created another branded USAJOBS search portal: semesterofservice.usajobs.gov. Agencies can use the new “Semester of Service” custom tag in the MHME TAS. Take a look at our updated resource page for more details. Access our USAJOBS Portal resource page MonsterGov's Standardized Assessment Valid for ACWA Positions Per OPM’s Scott Kupor memo sent 2/24, ACWA assessments are now discontinued. As a reminder, MonsterGov’s standardized, non-supervisory assessment battery is an appropriate replacement for those ACWA positions and also compliant with the Merit Hiring Plan and Chance to Compete Act. For more information on MonsterGov's federal assessments that enable OPM's Merit Hiring Plan, see our page below. Check out our compliant hiring assessments Spring training, anyone? Spring is near! Freshen up on your talent acquisition skills and use your EU credits at any of our upcoming training sessions for the month of March. • Basic MHME: March 3-4 (Tues & Wed) • Principles of Structured Interviewing: March 11 (Wed) • Monster Analytics: March 24 (Tues) View TAS Training Offerings   View Client Calendar on the Corner Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin #### January 2024 In this issue: MHME 2023 Recap, Locality & GS Pay Updates, 4.18 Sprint Review, Selecting Official Water Cooler, Upcoming MHME Training Did 2023 Happen Too Fast? Check out our recap of MHME!   See MHME through 2023 With 14 MHME releases in 2023, we can imagine it’s difficult to remember all the enhancements and new features in your federal talent acquisition system. Below you can see some of our favorites from last year. Thank you to our federal agency clients for your continued partnership and collaboration as we grow together! MonsterGov Update for 2024 GS Pay Scales and Locality Adjustments Upon OPM’s approval of the locality pay area changes, MonsterGov shared plans to implement these changes in MHME Release 4.17.2. The new General Schedule pay plan, inclusive of the newly-authorized federal pay raise, was already loaded into MHME production systems earlier this month. Read Latest Notices in the Corner Client Agencies Invited to Provide Feedback at 4.18 Sprint Review Sessions Last month, we kicked off the 4.18 Sprint Review series for client feedback! We shared early stages of enhancements to Job Analysis, which you may recall, was the focus of our first User Group last year. Federal agency users interested in these client feedback sessions can check the Corner for details, as well as the recording for the first session. We hope you can join us! Join 4.18 Client Feedback Sessions Selecting Official Survey and Next Water Cooler on 1/30 Thank you to all our federal clients who responded to our Selecting Official survey! We are analyzing the survey responses to determine how to best move forward with the Selecting Official module. In the meantime, please save the date for January 30, 2024, for our next Water Cooler. Our Selecting Official SMEs will be available to answer your questions and gather feedback. We hope you can join us! Click for Water Cooler Details Upcoming Open Enrollment, Virtual Training Opportunities •  Basic Monster Hiring Management (1.5 days) - February 6-7 •  Selecting Employees with Monster Hiring Management (1.5 days) - February 13-14 • Advanced Monster Hiring Management Enterprise (1.5 days) - February 21-22   View MonsterGov Training Calendar   View client calendar on the Corner Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-twitter Icon-youtube Icon-linkedin #### January 2025 In this issue: Shared Certs Webinar, Federal Hiring Changes, Hiring Assessments, 2025.1 Sprint Reviews, Upcoming TAS Training Grab Your Seat to See Certificate-sharing Plans with the MHME Team   Register for our Shared Certs Webinar Join us on Tuesday, February 25, from 2:00 PM to 3:00 PM ET, to hear from MonsterGov’s federal team and our plans to enhance agencywide certificate sharing for easier and quicker hiring of your best-qualified candidates. Currently, agencies using the MHME Talent Acquisition System (TAS) can share certificates (per the Competitive Service Act) through the Selecting Official module in Monster Hiring Management, and you can view the current process through our guide. We welcome any MHME HR users or Hiring Managers who may be interested, and especially your agency’s shared certs coordinators, if you have them! Responding to Executive Orders and Guidance   Sign up for MonsterGov’s Federal Client Portal The MonsterGov team is carefully monitoring all EOs and OMB/OPM guidance to ensure we provide you with the best support possible. We want to remind all federal agencies that we are here to support you in implementing required changes. If your agency has any questions, please have your system administrator reach out to their MonsterGov representative. Otherwise, make sure you’re registered and receiving emails from the MonsterGov Corner, so you don’t miss any updates! Ready to Implement Objective Hiring Assessments? With huge pushes to advance skills-based hiring over degree-based hiring, implementing hiring assessments will continue to be a focal point in 2025. MonsterGov's MHME TAS offers a seamless integration with standardized supervisory and non-supervisory assessment batteries that can be layered with Training & Experience (T&E) questions – giving your agency infinite assessment possibilities to cover a range of positions. The best part? The hiring assessment is conducted within the application process, and the scores can be reused by the applicant, making it a better applicant experience that also reduces agency costs. Explore MonsterGov’s Applicant Assessments Join our February 10 Sprint Review for Release 2025.1 Yes, we’re renumbering our releases, and 2025.1 will be the first major release of MHME for 2025! Our sprint reviews for the next release are underway, and our final one will be February 10 at 1 PM ET. Be sure your agency joins if they’d like to share any feedback! If you missed the other sessions, including our progress on USAJOBS’ document streamlining project, or the new document package Work Request in Position Classification, you can access the recordings through the Corner post below. Keep up with 2025.1 Sprint Reviews Upcoming TAS Training We’re happy to share our first open-enrollment training session for Job Analysis is now available! Check out our upcoming MHME TAS training sessions: •  Basic Monster Hiring Management Enterprise: February 4 - 5 •  Basic Monster Hiring Management Enterprise: March 4 - 5 •  Job Analysis: March 6   Enroll in Virtual Training   Corner Calendar (for Clients) Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin #### January 2026 In this issue: Rule of Many Webinar, MonsterGov vs USA Staffing, Updated Rule of Many Resource, Merit Hiring Plan Crosswalk Changes, 2026.1 Sprint Review, and February Training Courses Join Our Rule of Many Webinar on Feb 19   Sign Up to Attend the Next Webinar We are continuing our Merit Hiring Plan Webinar Series on Feb 19 from 1 PM – 2 PM ET. This session will walk through how to effectively use the existing tools in the MHME talent acquisition system to implement the "Rule of Many." This webinar is open to federal agencies using MHME and is ideal for hiring managers, HR professionals, and anyone involved in the hiring process who wants to be prepared for the upcoming deadline. The Hiring Edge: Why MonsterGov Beats USA Staffing If your agency is facing pressure to move to USA Staffing, it’s important to have all the facts. There is no mandate requiring agencies to adopt a centralized Talent Acquisition System. In fact, quite the opposite is true. Federal agencies are encouraged to leverage commercial solutions that drive innovation, adaptability, and cost efficiency. That’s where MHME stands out. As a trusted, compliant, and scalable talent acquisition system, we’re proud to be a top choice across government, and fully committed to integrating with the forthcoming Core HCM system. See Why MHME Beats USA Staffing Updated Rule of Many Resource for MHME In case you missed it, our Rule of Many resource page remains a go-to reference for federal HR and talent acquisition teams using MHME. Now with new updates since our original post, we explore how MonsterGov’s federal talent acquisition system, MHME, already supports the Rule of Many. MHME offers built-in flexibility to align with your agency’s policies and processes while supporting the administration’s hiring priorities. Whether you’re seeing it for the first time or just need a refresher, this resource is worth revisiting. Implement Rule of Many with MHME The Latest on MHME’s Merit Hiring Plan Crosswalk We’ve updated our Merit Hiring Plan Crosswalk to reflect the latest changes on how MHME aligns with OPM’s Merit Hiring Plan. As a reminder, this crosswalk highlights how MHME already supports the Plan’s core goals—such as skills-based hiring and improving the job application process - while identifying areas for continued evolution as guidance develops. Be sure to review the latest version below and check back for future updates. Catch up on the Latest Crosswalk Updates Ready to See What’s New in MHME? Join Our Sprint Review! Join us for the last MHME Sprint Review for Release 2026.1 on February 9 from 1–2 PM ET! We’ll showcase the latest enhancements in progress before our official Client Preview and UAT later next month, and we hope to hear your feedback! This interactive, virtual session is a great chance for agency users to connect directly with the MHME team, preview work in progress, and help shape our next major release deploying in March. Recordings are also available for users who missed the previous sprint reviews. Register today to save your spot! Register for the Sprint Review February’s Federal TAS Training Events Check out our upcoming TAS training sessions for February! These virtual training events are open-enrollment and agencies can use their Educational Unit (EU) credits. For agency-only training, please reach out to your MonsterGov representative or contact us. • Basic Monster Hiring Management Enterprise: February 3-4 (Tues & Wed) • Monster Onboarding: February 5 (Thurs) • Selecting Employees with MHME: February 10-11 (Tues & Wed) • Monster Collaborate for Panel Members: February 18 (Wed) View TAS Training Offerings   View Client Calendar on the Corner Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin #### July 2024 In this issue: Fiscal Year End, Sharing Certs at Water Cooler, Monster Position Classification Overview, Upcoming TAS Training Maximize Your Year-End Funds   Consider These Year-End Investments It's that time of the year – the excitement of trying to obligate any remaining agency funds before the fiscal year ends. There are plenty of smaller investments your agency can make in its recruitment and talent acquisition program that could have a large impact! Check out our resource page for some ideas. Let’s Chat about Sharing Certs Internally at the Next Water Cooler MonsterGov is planning to meet at the Water Cooler on Wednesday, July 31 from 2 PM ET to 3 PM ET. In addition to our open-format discussions, MonsterGov would like to get input from its federal HR clients around their processes for sharing certificates internally within their agency. We welcome any federal agencies who are interested to register in advance through the Corner post below. Meet MonsterGov at the Water Cooler Is Position Classification on your Mind? The continued pressure to fill skills gaps, increasing strain on federal budgets, and ongoing efforts to recruit for niche positions all means the position classification process is foundational to an effective federal hiring program. You may recall the Federal News Network article where we spoke more in-depth about the impacts of classification and why it’s worthy of a more modernized program. MonsterGov’s Position Classification technology is a standalone solution, so your agency can integrate our technology with its system of choice. Learn More About our Position Classification Solution Upcoming MHME System Training •  Selecting Employees with Monster Hiring Management: August 6-7 •  Basic Monster Hiring Management Enterprise: August 13-14 •  Advanced Monster Hiring Management Enterprise: August 20 - 31 *Reminder to federal agencies: please use your Educational Unit (EU) credits before they expire! The open-enrollment courses on our website indicate system EUs versus professional development EUs. Reach out to your MonsterGov representative for more information.   View the Training Calendar and Register Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-twitter Icon-youtube Icon-linkedin #### June 2024 In this issue: Enable Job Analysis, 4.19 Client Preview, MonsterGov’s 22-Year History, New USAJOBS Portal, Upcoming TAS Training Agencies Encouraged to Enable Job Analysis   See What MonsterGov’s Job Analysis Can Do For You Currently the first-and-only federal Job Analysis technology available, MonsterGov is thrilled to offer agencies a job analysis assessment integration with Monster Hiring Management, allowing agencies to streamline the process of determining tasks and competencies, identifying the appropriate assessment questions, and pulling those into the application process. Influenced in part by results of the 2023 Job Analysis User Group, the Job Analysis module is available to MHME federal agencies for free, as part of their talent acquisition system. MonsterGov federal clients can join us for a preview of release 4.19 to see the latest on Job Analysis. For any agencies ready to enable their complimentary Job Analysis module, please reach out to your MonsterGov representative. Clients Welcome to Preview Release 4.19 on June 26 Please join us on Wednesday, June 26 at 1 pm ET for a live client preview of MHME release 4.19. We’ll cover new usability features for Selecting Official, additional support for Position Classification, updates to Vacancy Builder in support of USAJOBS, and our new integration of Job Analysis assessment questions with the applicant tracking system. For reference, some of the enhancements within 4.19 are related to agency feedback from both the 2023 Job Analysis User Group and 2023 MHME User Group. Register to Preview 4.19 A Look Back on 22 Years of MonsterGov As we joined the celebration of Monster’s 30th anniversary, the MonsterGov team took its own trip down memory lane. Our parent company founded Monster Government Solutions in 2002 to be a dedicated workforce partner to the federal government, and we’ve helped millions of public servants get hired since then. Read about some of our favorite “firsts” and milestones below! MonsterGov’s 22-Year History of Government Workforce Missions New Personnel Vetting Search Portal on USAJOBS USAJOBS launched a new search portal for job seekers interested in personnel vetting for the federal workforce. Agencies can begin tagging relevant announcements using a custom “Personnel Vetting” Mission Critical Occupation (MCO) tag in their MHME system, which can be setup by your agency’s system administrator. Check out our resources below for a refresher on USAJOBS portals and MCO tags. Access MonsterGov’s Resource Page Upcoming MHME System Training •  Basic Monster Hiring Management Enterprise: July 2 - 3 •  MHME Position Classification System Admin: July 16 *Reminder to federal agencies: please use your Educational Unit (EU) credits before they expire! The open-enrollment courses on our website indicate system EUs versus professional development EUs. Reach out to your MonsterGov representative for more information.   View the Training Calendar and Register Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-twitter Icon-youtube Icon-linkedin #### June 2025 In this issue: MHME and Merit Hiring Plan, CHCO Letter on OPM, 2025.2 Client Preview, TAS Best Practices, July Training MonsterGov’s Letter to CHCOs on Conflicting OPM Guidance and Clarity from OMB   Read MonsterGov’s Letter to CHCOs Since OPM issued its Merit Hiring Plan, some agencies have raised concerns around conflicting guidance from OPM and their campaigning of a consolidation to USA Staffing. MonsterGov issued a letter to agency CHCOs on June 16 providing clarity from OMB and affirming your agency’s MHME TAS is still a viable, qualified and compliant option. In addition, OMB clarified with MonsterGov that any suggestions of that consolidation is incorrect and misleading, and offered agencies to reach out with any concerns. Details on the post below. How MHME Enables the Merit Hiring Plan MonsterGov provided agency users of the Monster Hiring Management Enterprise (MHME) federal talent acquisition system (TAS) with details on how we match up to the Merit Hiring Plan. Many components of the Merit Hiring Plan were existing initiatives – sharing certificates, skills-based assessments, and reducing time-to-hire – hence why MHME is already well aligned. Even better, MHME is a FedRAMP-authorized, commercial solution that goes beyond what OPM’s USA Staffing can offer, such as a modern and efficient Position Classification system. Last Friday, Corner members should have received an email notification about the new, short essay questions now in MHME! See How MonsterGov’s and Federal Agencies Align Join us on July 8 for a Client Preview of Release 2025.2 MHME users are invited to join MonsterGov on Tuesday, July 8 from 1:00 to 2:30 pm for a preview of Release 2025.2. With this release going live August 2, MHME can post required documents on USAJOBS through Vacancy Builder, better manage user group assignments, enhanced ad hoc reporting on user location (home department), and advancements in PAR transaction features for agencies who've integrated their systems with MHME. Don’t miss this chance to join us before UAT from July 9 – August 1! Register for a Preview of MHME Release 2025.2 Learn Best Practices for MHME System Management This month, MonsterGov Professional Services hosted a webinar covering best practices of MHME System Administration to offer sysadmins a chance to refresh on managing user accounts/roles, access and permissions, information integrity and record retention, and system upgrades. If your agency didn’t have a chance to make it – that's ok! You can download the presentation and access the recorded webinar through the Corner post. Playback the MHME SysAdmin Webinar July’s Federal TAS Training Events Take a look at our upcoming TAS training sessions! These virtual training events are open-enrollment and agencies can use their Educational Unit (EU) credits. •  Basic Monster Hiring Management Enterprise: July 8-9 (Tues & Wed) •  Job Analysis: July 10 (Thurs) •  Advanced Monster Hiring Managment Enterprise: July 22-23 (Tues & Wed) •  Selecting Employees: July 29-30 (Tues & Wed)   View TAS training courses   View client calendar on the Corner Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin #### March 2024 In this issue: MHME 4.18 in Production, 2024 Employer Branding Guide, MHME User Satisfaction Survey, Military-Connected Strategic Plan, MHME System Training MHME 4.18 Live in Production   See what’s new in MHME 4.18 Thank you to our federal agencies for a comprehensive and successful UAT! We are happy to share MHME release 4.18 is now live. This release includes a series of updates to Job Analysis, including the addition of Basic Qualification Questions (BQQs), expanded configuration options for system-level vacancy tracking fields in Monster Hiring Management, and more robust tracking and documentation of applicant declinations throughout MHME. For more information, clients can check the MonsterGov Corner. Monster’s 2024 Employer Branding Guide In addition to salary and job location being important attributes of any potential job opportunity, today’s job seekers also value other aspects of a position, such as organizational culture, work/life balance, the employer’s mission and its impact on society. Federal agencies and our nation’s public servants do some of the most important work, but are they getting their message out there to attract talent? Check out the latest Monster research and best practices for employer branding. Access Monster’s 2024 Employer Branding Guide Annual MHME User Satisfaction Survey Opens Soon It’s that time of the year again! We’re launching our annual MHME User Satisfaction Survey soon, and it’s one of many ways we gather feedback from our federal agencies. We're inviting all users of our federal talent acquisition system, including HR specialists, HR managers, hiring managers, and system administrators to take the survey. Open for two weeks in April, respondents will have the option to participate in a raffle for a Monster tote bag! Corner members will receive the survey via email notification once it’s live. Sign up for the Corner so you don’t miss out OPM and OMB’s Military-Connected Strategic Plan OPM and OMB published the Government-Wide Military-Connected Strategic Plan for FY24-28 on February 27, 2024, to help federal agencies “recruit, hire, develop, promote, and retain this skilled and diverse pool of talent.” For more information on this plan and how we can support your recruitment and hiring initiatives, check out the article below. Learn more about the Government-wide Plan Upcoming MHME System Training •  Basic Monster Hiring Management: April 2 - 3 •  Monster Collaborate: April 16 •  Selecting Employees with MHME: April 16 – 17 *Reminder to federal agencies to make sure you use your educational unit credits (EUs) before they expire. The open-enrollment courses listed on our website designate system EUs vs professional development EUs. Reach out to your MonsterGov representative for more information.   View Training Calendar and Register Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-twitter Icon-youtube Icon-linkedin #### March 2025 In this issue: Sharing Certs Survey, March Water Cooler, Federal Workforce Changes, USAJOBS Details Page, 2025.1 Release, April TAS Training Fill Out Survey for Agencywide Certificate-Sharing Module   Complete Survey for Certificate-Sharing Last month, MonsterGov hosted a webinar to present our near-term plans to buildout a certificate-sharing module for MHME users. We also issued a survey to gather more feedback from all agencies, no matter their TAS. As a reminder, MHME has always supported federal agencies who want to share their certificate of eligibles per the Competitive Service Act (CSA); this new module would provide a seamless system to offer MHME users access to shareable certificates across their agency. We’re seeking a variety of input from federal agencies and would love to hear from you before April 11! Thanks for Joining our March Water Cooler   See What Workers Say About AI We know federal agencies are busy, so we are extra appreciative of those who were able to show up at our Water Cooler! Sparked by recent AI research from Monster, we had an engaging and inspiring discussion on the role of AI in the federal talent acquisition process and considerations agencies are having when it comes to effective, yet responsible, use of AI. Download a copy of Monster’s annual Work Watch report to find out what the research shows. MonsterGov Updates on Federal Workforce Changes As promised, we’re continuing to make updates to our federal agency client portal as it relates to White House Executive Orders and OPM guidance. MHME users can check the updated Corner post below for additional information on leveraging checklists for review processes, improving agency-facing terminology, and other opportunities for alignment through MHME. Check Updates to MonsterGov Support Page for Clients USAJOBS Launches Search Page for Short-Term Details USAJOBS launched a new portal to help match federal employees to short-term details. This new search page replaces the Open Opportunities website, which was shut down March 15. Information for how MHME users can leverage this portal can be found on our Resource Page below for USAJOBS search pages. Use MHME to Promote Short-Term Details 2025.1 Release is now Live MonsterGov is proud to announce its latest major release for Monster Hiring Management Enterprise went live on March 30. MHME agencies now have new activity gate checklists in Vacancy Builder, better visibility of 10-point veteran and military spouse claims, and a new Work Request feature in Position Classification to bundle document requests. In case users missed our Sprint Reviews or Client Preview, you can check the Corner below for highlights of this release and the latest release notes. Access the Latest 2025.1 Release Information April TAS Training Check out our open-enrollment system training opportunities coming up: •  Basic Monster Hiring Management Enterprise: April 8 - 9 •  Job Analysis: April 10 •  Selecting Employees: April 16-17 •  Advanced Monster Hiring Management Enterprise: April 22-23   View Open TAS Training Courses   View TAS training courses Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin #### March 2026 In this issue: Wave 1 HCM, RoM FAQs, Federal CHCOs, Driving Efficiency, Release 2026.1, TAS Training MonsterGov Preparing Wave 1 TAS Agencies for HCM Integration   Read the Latest on Integrating with HCM Despite ongoing challenges with the core HCM contract award, MonsterGov is continuing to collaborate with OPM and the HCM team to prepare Wave 1 agencies to integrate their talent acquisition systems once a decision is made. OPM confirmed the HCM system will align to HCBRM and HC-FIBF, which is designed to support integrations to all agency vendors, including MonsterGov. With our federal TAS already FedRAMP-authorized and our experience with OPM integrations, we’re aiming to make this integration as seamless as possible for agencies. More details in the post below! MonsterGov FAQs Added to RoM Guide Well, it’s official! The deadline to fully implement OPM’s Rule of Many has passed. We hope our MHME users found our Rule of Many (and other Merit Hiring Plan) guidance helpful as you continue optimizing your hiring strategies. And with that, we'll leave you with our updated MHME Guide below that now includes our FAQs. We're always in your corner - reach out to your MonsterGov rep if you need any additional support. Download the Updated MHME Guide Aligning with Federal CHCOs The MonsterGov team enjoyed being on-site at the Federal Leaders Guide to the CHCO event by Federal News Network and Gallup. With a packed schedule of insightful speakers, MonsterGov was excited to see and speak with so many great leaders of the federal workforce community, such as OPM Director Scott Kupor, CHCO Council Executive Director Colleen Heller-Stein, and VA CHCO Tracey Therit. We look forward to continuing these important discussions as we evolve alongside our agencies. See Where You Can Find MonsterGov Next Thanks for Driving Government Efficiency with MonsterGov! As you can see, we were all 'smiles' at SSLC's “Driving Government Efficiency: Measuring Results” event and got to tune into great panels featuring speakers from GSA, OPM, and QSMOs. Even our own MonsterGov VP of Government Relations Melissa Wojciak moderated a session with US GAO’s Steve Sanford and Niskanen Center’s Gabe Mechaca on the need for collaborative and partnered workforce innovation. Socialize with Us! Better Career Ladder Experience and More in MHME Release 2026.1 MHME’s first major release of the year will be live in production systems on March 28. Soon, HR users will soon be able to share a Job Analysis from MHME through the Selecting Official module to obtain approvals from hiring managers; managing career ladders are now easier in our Position Classification module; and of course, we've included additional data and reporting enhancements. Get caught up on 2026.1 before it’s live – you can see our release highlights, notes, and recorded preview below! Get Pumped for 2026.1 Rainy April? Hop on Our Virtual TAS Training Stay dry this month and invest in your TAS skills! All our virtual trainings listed are open-enrollment, and agencies can use their Educational Unit (EU) credits. Want a closed session just for your agency? Reach out to your MonsterGov representative or contact us here. • Basic MHME: March 3-4 (Tues & Wed) • Principles of Structured Interviewing: March 11 (Wed) • Monster Analytics: March 24 (Tues)   View TAS Training Offerings   View Client Calendar on the Corner Let's Grow This Spring! Federal Customers, check out MonsterGov Corner Icon-youtube Icon-linkedin #### May 2024 In this issue: Modernizing Federal Position Classification, 30 Years of Monster, Military Appreciation Month, 4.19 Sprint Review, Next MonsterGov Water Cooler, Monster’s 2024 State of the Grad Report, and Upcoming TAS Training MonsterGov Speaks with Federal News Network about Modernizing Position Classification Programs   Read the Position Classification Article In an article with Federal News Network, MonsterGov Director of Professional Services, Jennifer Forrest, encourages federal agencies to consider the impacts of position classification, or misclassification, and the importance of modernizing their PC program. Read the article below to learn about the benefits of a modern system like MonsterGov’s Position Classification. Monster is Celebrating 30 Years Monster is celebrating 30 years since its founding in April 1994! The Monster.com Job Board was not only the first online job board, but also the 454th registered domain on the World Wide Web. We are so proud to celebrate this achievement with our parent company, Monster Worldwide, a global leader in connecting people to jobs. Celebrate Monster’s 30th! Happy Military Appreciation Month! May is Military Appreciation Month! While we honor those who served and continue to serve, we also celebrate the contributions veterans make to the workforce. If you're looking for skilled and dedicated workers, consider the power of veterans in your agency's workforce. Monster’s Veteran Hiring Guide is a great place to brush up on your veteran recruitment strategy. Learn how to recruit and hire veterans Share Feedback on Release 4.19 Our next sprint review for Release 4.19 is scheduled for June 3rd! MHME’s next major release includes significant updates to Job Analysis and its integration with MHME, as well as updates to Selecting Official and USAJOBS integration items. MHME users are invited to join us to see a demonstration of our progress so far and to share feedback. Get details for the Next Sprint Review Meet up with other federal agencies at MonsterGov’s Water Cooler! Thank you to all the federal agencies that met us at the Water Cooler. It was great to hear conversations around MHME’s Position Classification builders, Question Library, Analytics – and especially GSA’s great success story around information sessions for recruiting students and grads. We'll be meeting at the Water Cooler again in July. If you have any questions/topics in mind, please share them with us below! Submit Questions/Topics for the Water Cooler Monster’s 2024 State of the Graduate Research With major shifts in workplace trends, Monster’s annual State of the Graduate Report offers insights into the evolving motivations, concerns, and priorities of the next generation of the workforce. With this report polling 1,000 new and impending college graduates, Monster is pleased to present the 2024 State of the Graduate Report. Download Monster’s State of the Grad Report Upcoming MHME System Training •  Basic Monster Hiring Management Enterprise: June 4 - 5 •  Selecting Employees with MHM: June 11-12 •  MHME Analytics: June 18 •  MHME Selecting Official: June 26 *Reminder to federal agencies: use your Educational Unit (EU) credits before they expire! The open-enrollment courses on our website indicate system EUs versus professional development EUs. Reach out to your MonsterGov representative for more information.   View the Training Calendar and Register Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-twitter Icon-youtube Icon-linkedin #### May 2025 In this issue: Commercial EO and MonsterGov Agencies, EO Tracking, MHME Data Webinar, MilSpouse Employers, Interviewing Veterans, 2025.2 Sprint Reviews, June TAS Training Shoutout to Agencies Partnering with MonsterGov – You're Ahead of the Game!   Visit the MonsterGov Corner to learn why you’re covered   See why MonsterGov is the partner-of-choice Recent directives by Trump's administration - including Executive Order 14271 on "Ensuring Commercial, Cost-Effective Solutions in Federal Contracts" - underscore the continued offloading of federal agencies from government-grown technology. Kudos to MonsterGov’s federal agencies! As an MHME user, you already use a commercially developed talent acquisition system that is compliant and purpose-built for federal hiring. Even better, MHME has already been vetted and implemented specifically for your agency. Rest assured - you're ahead of the game! Is your agency still using government-grown systems or wondering about our federal contract vehicles? Learn what makes MonsterGov the federal TAS partner-of-choice. Keep Tracking EO Updates in the Corner MHME agencies curious about MonsterGov’s alignment with recent White House Executive Orders and OPM orders are encouraged to bookmark our resource page in the MonsterGov Corner. The last round of updates include the EO issued on “Ensuring Commercial, Cost-Effective Solutions in Federal Contracts.” For MHME agencies wondering what other commercial technology solutions are available to expand on their Monster Hiring Management platform, please reach out to your Monster representative. MHME users can view our Corner post below to see the latest. Review agency guidance and MonsterGov’s responses Learn How to Better Manage TAS and User Data at MonsterGov’s Webinar Agency system administrators of MHME are invited to join MonsterGov on Wednesday, June 18, from 3 to 4 pm ET, for a live webinar. We’ll cover best practices for your role in managing your agency’s TAS, including user account audits and system data management, which can improve security, human capital intel, the applicant experience, and productivity within MHME. Don’t miss this chance to connect with the MonsterGov team! Register to learn about MHME data best practices Celebrate Military.com’s Top Military Spouse Employers Military spouse job seekers want careers they can build over time with opportunities for advancement. Military.com sought out the top military spouse employers of 2025, influenced by the 4+1 formula presented by Blue Star Families, Hiring Our Heroes, and the DOD’s Military Spouse Employment Partnership (MSEP). Congrats to the U. S. Customs and Border Protection for making the list! Take a look to see who else made the list, along with tips for MilSpouse employers and job seekers. Discover who's hiring military spouses Interviewing a Veteran? Monster Has Some Tips. Veterans possess certain job skills and qualities that don’t just make them good employees, but some of the best employees. However, civilian recruiters hiring military veterans have the added challenge of interpreting unfamiliar experience and military speak into valuable, career-based skills, whether M1A1 Abrams Tank Operators or Platoon Leaders. Before interviewing veterans, consider these interview tips from Monster, including what the U.S. Veterans Affairs (VA) recommends. Share Feedback During 2025.2 Sprint Reviews in June The last two sprint reviews for MHME release 2025.2 are on Mondays - June 2 and June 16. MHME users are invited to join these client sessions and provide feedback to our team. Release 2025.2 will offer more advanced automation of MHME’s unhire and rehire flows, ad hoc reporting on user location, and PAR integrations. Also happening in June is the go-live for MHME release 2025.1.3 on June 6 and UAT for 2025.1.4 starting on June 24. MHME agencies can check out our Corner post below for more information. Save-the-Date for 2025.2 Sprint Reviews June’s Federal TAS Training Events Take a look at our upcoming TAS training sessions! These virtual training events are open-enrollment and agencies can use their Educational Unit (EU) credits. •  Basic Monster Hiring Management Enterprise: June 3-4 (Tues & Wed) •  Job Analysis: June 5 (Thurs) •  Selecting Employees: June 10-11 (Tues & Wed)  Position Classification SysAdmin: June 17 (Tues)   View TAS training courses   View TAS training courses Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin #### May 2026 In this issue: FedHire, HR-QSMO Panel, HR Tech Catalog, 2026.2 Sprints, System Training MHME Has a New Name: FedHire   Read the news in the Corner What started as our flagship applicant tracking system from our “QuickHire” days has grown to a powerful federal hiring machine, Monster Hiring Management Enterprise (MHME). After 25 years of continuous evolution, we’re very proud to share that MHME is now known as FedHire. The same proven, end-to-end, FedRAMP-secure talent acquisition system you know and love, but now with a new brand that will lead us into the future. We’re ready for the next 25 years – are you? Hear from Federal HCM Execs on May 28 SSLC’s next Working Forward Forum has a can’t-miss panel on the agenda with Jeffrey Neal, former DHS CHCO, and leaders from OPM’s HR Solutions’ Don Bauer and Jason Parman. The discussion will explore the latest on the HR-QSMO's shared services offerings, OPM's commitment to better collaborating with commercial vendors, and the governmentwide HCM modernization efforts. Tune into the Working Forward Forum An Easier Way to Shop for Federal HR Tech A huge 90-day project within ACT-IAC's Federal HR Modernization initiative is well underway. As a proud contributor, MonsterGov is helping provide the new HR-QSMO with a ‘catalog’ of commercially available HR products and solutions that can drive efficiencies, effectiveness, and overall outcomes. This marketplace ensures federal agencies have more options than OPM, especially as the administration continues to enforce commercial-first acquisitions and denounce inefficient government-made systems. Learn about ACT-IAC’s project Join us in June for 2026.2 Sprint Reviews With UAT for our next major release scheduled in July, FedHire users still have some time to share their feedback. Our previous sprint reviews covered enhancements in Hiring Management and Position Classification (hint: career ladders), and those recordings are in the Corner in case you missed it. Sign up to see what else we have planned in our final 2026.2 sprint reviews on June 1 and June 15! Register for 2026.2 Sprint Reviews Train Now to Be Summer-Ready! With Summer and planned vacations quickly approaching, now is a great time to take advantage of your Educational Unit credits and get trained up. We have more than just the usual in June – check out our upcoming TAS courses below: • Selecting Employees with Hiring Management: June 2-3 (Tue & Wed) • Basic FedHire: June 9-10 (Tue & Wed) • FedHire Job Analysis: June 11 (Thu) • Advanced FedHire: June 23-24 (Tue & Wed) • FedHire PC for Sys Admin: Jun 25 (Thu)   View TAS Training Offerings   View Client Calendar on the Corner Federal Customers, check out MonsterGov Corner Icon-youtube Icon-linkedin #### November 2024 In this issue: Job Analysis Webinar, Top Veteran Employers, Return-to-Work Research, MD-715 Webinar, Veteran Recruitment, UAT Process FAQ, TAS Training Join MonsterGov for Live Webinar on Job Analysis Automations   Sign Up for the Job Analysis Webinar Federal agencies are invited to join MonsterGov for a live webinar on Thursday, November 21 from 1:00 to 2:00 PM ET to learn more about the leading-edge Job Analysis module included in your MHME talent acquisition system. Designed to help agencies modernize and streamline the federal job analysis process, this module integrates seamlessly with the MHM applicant tracking system and Position Classification module. Congrats to CBP and PTO for Ranking as Top Veteran Employers! Every year, Military.com publishes its list for Top 25 Veteran Employers – and we’re proud to highlight two federal agencies that have made the list: U.S. Customs and Border Protection and the U.S. Patent and Trademark Office. Check out the Military.com article below to learn more about how these and other top organizations made the list. Your agency might uncover some good strategies! See Top Veteran Employers of 2025 Monster’s New Return-to-Office Research How are your Return-to-Office (RTO) plans going? Well, according to new Monster research, 82% of workers would consider looking for a new job if their employer implemented a fully in-person, RTO mandate. But don’t fret – we discovered some good news, too! Take a look at Monster’s survey results below for insights on workers’ priorities and potential incentives to support a smoother transition back to the office. Get Insights on RTO Best Practices You’re invited to MonsterGov’s Webinar on MD-715 Reporting Guidance MonsterGov’s federal agencies are invited to attend a live webinar on December 3 from 2:00 to 3:00 PM ET for discussions and best practices on using MHME for MD-715 reports. MonsterGov will provide an overview of recent enhancements made to MHME in support of federal demographic reporting needs, including MD-715, and then open the floor for questions. We hope your agency can join us! Register for Webinar on MD-715 Reporting Reach 10+ million Veterans Veterans have the dedication, leadership, and adaptability to drive teams forward and reach mission success. If your agency includes Veterans in their hiring strategy, consider Military.com’s community of more than 10 million highly skilled Veterans. Plus, their Military Skills Translator can help ease the language barrier between military and civilian skills. Learn more about MonsterGov's Veteran hiring solutions below! Recruit Veterans with MonsterGov and Military.com Questions about your TAS’ UAT process? Going through UAT for 4.20 and curious about the process? We’ve added a new FAQ to the Corner with a visual of our UAT flow. Head to our FAQs below to check it out! View MHME’s UAT Process Upcoming Training and 2025 Calendar Updates •  Selecting Employees with Monster Hiring Management: December 3 - 4 •  Basic Monster Hiring Management Enterprise (MHME): December 10 - 11 •  Monster Analytics: December 17 The 2025 Training Calendar is now live on our website and the Corner! The Corner also has MHME's scheduled releases for 2025. Check the links below to start planning. Reminder: November 30 is the last day to schedule private agency training sessions in December 2024.   View our Website's Training Calendar   View Corner Calendar (Registered Clients Only) Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-twitter Icon-youtube Icon-linkedin #### November 2025 OMB Reassures: No Mandate for Agencies to Use USA Staffing   Get Clear on False OPM Rumors By now, we have all seen the RFIs and RFPs for OPM’s HRIT modernization efforts. As always, MonsterGov continues to advocate on behalf of its agencies and engage with federal stakeholders for clarification on all federal HR initiatives. OMB continues to assure us that OPM’s HRIT procurement plans do not include Talent Acquisition Systems, nor an implied mandate that agencies must use OPM's USA Staffing. We encourage federal agencies with any questions or concerns to reach out to us. OMB has also offered to provide direct reassurances to agencies who are feeling pressured to switch to USA Staffing and those contacts are available in our Corner post below. Top 5 MHME Updates During Shutdown As government agencies are back to full operations, we want to help you catch up on any MHME happenings during the shutdown period, including our Part 2 Webinar on the Merit Hiring Plan, USAJOBS's new DC Task Force page, using Rule of Many with MHME, and an update on our annual FedRAMP assessment. Check out our Top 5 Highlights below! Catch up on MHME Updates Provide a Positive New Hire Experience with Monster Onboarding+ Looking for more creative and innovative ways to improve your applicant experience and reduce time-to-hire, as part of your overall Merit Hiring plans? Monster Onboarding+ is a FedRAMP-secure platform that streamlines the offer and new hire processes through a welcoming and personalized agency onboarding portal. With seamless integrations with our MHME federal TAS, your agency can save time, reduce errors, easily track progress, and make this critical phase easier and better for all involved. Explore Our Onboarding+ Platform Prepare for Release 2025.3 Deploying Soon Get Ready! Release 2025.3 of MHME will be deployed to production systems on December 6, 2025. We’re excited to provide more enhancements in support of OPM’s Merit Hiring Plan, such as streamlined applicant notifications and more flexibility in job analysis. MHME agencies can still prepare for this next release by watching the Client Preview recording available in the Corner and accessing their evaluation environment. Please note, UAT ends on December 5. Access Release Info for 2025.3 Wondering what commercial power in federal hiring gets you? There are many reasons - and now federal mandates - to leverage the private sector when modernizing government systems. Commercial technology providers are held to standards that government technology providers are not held to. These commercial standards result in innovative solutions, competitive pricing, and rigorous security frameworks, like FedRAMP. Commercial providers also drive clearer scope, stronger accountability, and more effective acquisition processes. These are some of the reasons why MonsterGov is the commercial leader in federal talent acquisition systems. Wondering what else you can get from a commercial leader? See for yourself! Find the Best in Federal Hiring Honor and Hire Veterans with MonsterGov Thank you to all our nation’s veterans and their family members for the ultimate sacrifice – and an extra thank you to the veterans who still continue to contribute to public service whether a MonsterGov employee, our agency clients, or the larger public sector community. Veterans bring their own level of talent, skills, dedication, and mission focus that should not go unnoticed, and empowering federal agencies to hire veterans has always been part of our MHME system. Learn more about our federal TAS Help Desk Reminder for End of Year Holidays A gentle reminder that our live Help Desk will have reduced availability over the final 2025 holidays: Thanksgiving (11/27): CLOSED Day after Thanksgiving (11/28): 9:00 AM – 5:00 PM Christmas Eve (12/24): 7:00 AM – 5:30 PM Christmas (12/25): CLOSED New Year’s Eve (12/31): 7:00 AM – 5:30 PM New Year’s (1/1): CLOSED MHME users can also check the calendar in the Corner below for the latest. View our Corner Calendar Upcoming Federal TAS Training Courses We’re thrilled to share that our 2026 Training Events are now available on our calendar, and you can see our final TAS training sessions for the year below! These virtual training events are open-enrollment and agencies can use their Educational Unit (EU) credits. Please note, our schedule for December 2025 is now final and no longer open for any additional agency-only trainings. •  Selecting Employees: Dec 3-4 (Wed & Thurs) •  Basic Monster Hiring Management Enterprise: Dec 9-10 (Tues & Wed)   View TAS Training Offerings   View Client Calendar on the Corner Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin #### October 2024 In this issue: Transforming Job Analysis, 4.20 Client Preview, USAJOBS Veteran Eligibility Tool, Applicant Assessments Highlights, FedRAMP Cybersecurity, MHME System Training Updates Ready to Modernize your Agency’s Job Analysis Process?   Check out the latest on MHME's Job Analysis Automation, automation, automation. You wanted job analysis to be more seamless, and we’ve delivered. MonsterGov is thrilled to share the latest advancements in our federal MHME Job Analysis solution, which allows HR users to streamline the process of determining tasks and competencies, identify and calculate the appropriate assessment questions and weights, and pull those into the application process. Check out some of our favorite new Job Analysis capabilities below. We will also host a webinar on MHME's Job Analysis next month, so look out for an invite from the Corner! Join us for a Preview of MHME Release 4.20 MHME Release 4.20 is gearing up for deployment, with UAT starting on November 14. MHME users are encouraged to join us for a preview on November 13, 2024, to make sure your agency is prepared for UAT and ready to explore the new features within this release. With Release 4.20, agencies will see a series of user experience enhancements in the MHM applicant tracking system, including a new indicator to mark shared certificates in Applicant Manager. Want to know more? Register through the Corner below for a sneak peek! Register for 4.20 Preview Anticipating USAJOBS Changes for Veteran Eligibility USAJOBS is rolling out changes to help veterans job seekers understand if they are eligible for veterans' preference and other veteran-specific hiring opportunities. This improvement may have minimal to no impact on MHME since agencies’ existing eligibility set(s) will remain in place, which are setup to accept Veterans’ Preference claims based on responses to eligibility set questions. Check out the Corner post below for FAQs and more information on how MonsterGov supports Veterans' Preference. Read Up on USAJOBS Veteran Eligibility Changes Why MonsterGov’s Federal Applicant Assessments Stand Out? There are many reasons why our federal applicant assessment solutions stand out, like our reusable scores at no extra cost to agencies, as well as our seamless applicant experience thanks to our integrated system. Discover 9 Reasons Why Our Assessments Stand Out Celebrating FedRAMP During Cybersecurity Month October is Cybersecurity Month, and MonsterGov is celebrating! We’re proud to offer agencies the leading FedRAMP-authorized federal talent acquisition system available to the federal government. The security and privacy of the federal workforce are critical, and MHME’s FedRAMP security package is available for federal agencies to leverage for their own system’s ATO. Refresh Yourself on MHME’s FedRAMP Authorization Upcoming Training and 2025 Calendar Updates •  Basic Monster Hiring Management Enterprise (MHME): November 6 - 7 •  Advanced Monster Hiring Management Enterprise (MHME): November 20 - 21 The 2025 MHME System Training Calendar will be released very soon – in early November! We encourage agencies to take advantage of their Educational Units (EUs) by either registering for our listed open-enrollment courses or scheduling a private agency session. Any agencies interested in private training for 2024 must schedule it prior to December 1, at which point our December calendar is considered final. Training sessions for 2025 can be scheduled once the 2025 calendar is released.   View the Training Calendar and Register Happy Halloween from your favorite Monster! Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-twitter Icon-youtube Icon-linkedin #### October 2025 In this issue: Rule of Many, Merit Hiring Webinar Pt 2, Release 2025.3, Gov Shutdown, Cybersecurity Month, Compliant Hiring Assessments, DC Task Force, November TAS Training Begin Using Rule of Many with MHME   Use Rule of Many with MHME Starting November 7, 2025, federal agencies are allowed to begin using OPM’s Rule of Many. The MHME federal talent acquisition system already offers a range of tools and features that can support these new changes to the hiring process. MonsterGov published the resource page below for initial guidance, and agencies can reach out to their representative for more assistance. Watch Part 2 Webinar on Implementing Merit Hiring Plan On October 29, MonsterGov hosted a part 2 webinar on implementing the Merit Hiring Plan using the MHME federal talent acquisition system. MHME users were invited to learn recommendations and best practices covering the applicant experience, SME-based assessments, the Rule of Many, reporting to OPM, and more. The webinar recording is available in the Corner for those who were unable to attend. Replay Webinar on Merit Hiring Plan Get Ready for Release 2025.3 UAT and Join Client Preview MHME agencies are invited to join MonsterGov for a preview of Release 2025.3 on Thursday, November 6, 2025, from 1:00 to 2:30 pm ET. We’ll share a sneak peek of some of our favorite highlights, including changes to support OPM’s Merit Hiring Plan. Reminder that UAT for 2025.3 will run from November 12 through December 5, so please join us to be better prepared for the rollout. Register for Client Preview We’re Here for You Through the Shutdown Being a commercial organization means we are still fully operational and focused on you. You can count on us to keep things running smoothly! Our security and operations teams are maintaining full continuity for MHME, our technology teams remain focused on enhancing your solutions, and our services teams are fully available to support you. No matter the challenges, we’re committed to delivering the stability and service you rely on. MHME agencies are encouraged to check our Corner post below for more details. Lean on MonsterGov During the Shutdown Raising Awareness for National Cybersecurity October is National Cybersecurity Awareness Month! As a commercial cloud provider to the federal government, MonsterGov is held to high security standards – including continuous monitoring and 3rd party assessments – that government-developed systems, like USA Staffing, are not held to. Security has always been a priority for MonsterGov, and we are proud that MHME has been FedRAMP-secure since 2022 - before it was required! You can read about our latest annual assessment for FedRAMP below. Catch up on MHME’s FedRAMP Status Explore MonsterGov’s Federal Assessment Capabilities As federal agencies are growing their hiring assessment programs, we’re seeing more interest in the many ways assessments can be implemented that are compliant with the Merit Hiring Plan. Between cut scores in Hiring Management, using Collaborate to facilitate SME-based reviews, or our off-the-shelf, standardized assessment batteries, MHME has a range of tools to support your agency’s hiring goals. Check out our list below of competency-based or technical assessment solutions available to you. Layer in Compliant Hiring Assessments Tag DC Task Force Vacancies for New USAJOBS Search Page MHME's custom Mission Critical Occupation tag functionality means your system admin can add new tags as soon as OPM announces them—no release needed! Following OPM’s 10/28 announcement and Executive Order 14252, admins can add the "DCTaskForce" custom MCO tag in MHME’s Administration module so users can tag relevant vacancies for automatic population on USAJOBS’ new search page (dctaskforce.usajobs.gov). Need a refresher on populating USAJOBS search pages with MCO tags? Visit our resource page below! Populate USAJOBS’ MCO Search Pages Upcoming Federal TAS Training Courses Check out our upcoming TAS training sessions for November! We encourage MHME agencies to take advantage of their EU credits by registering for our open-enrollment courses or scheduling a private agency session with us. Please note, if your agency is interested in private training sessions for December, these must be scheduled prior to December 1. Our 2026 Training Calendar will be live and open for registration on November 1. •  Basic Monster Hiring Management Enterprise: Nov 4-5 (Tues & Wed) •  Position Classification for Classifiers: Nov 6 (Thurs) •  Monster Collaborate for HR Users: Nov 7 (Fri) •  Monster Collaborate for SMEs: Nov 13 (Thurs) •  Selecting Official: Nov 18 (Tues)   View TAS Training Offerings   View Client Calendar on the Corner Happy Halloween from your Favorite Monster! Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin #### September 2024 In this issue: September Water Cooler, Veteran Employers Survey, 4.20 Sprint Reviews, MonsterGov’s PC Innovation Journey, MonsterGov’s Recruitment Power, Personnel Vetting Portal, Upcoming TAS Training Meet us at the Water Cooler in September   Sign up for the next Water Cooler MonsterGov's federal agencies are invited to join us at the Water Cooler on Wednesday, September 25, 2024, from 1 pm to 2 pm ET. In addition to the usual open format, we will be covering multi-hurdle assessments and OPM's Hiring Assessment and Selection Outcome Dashboard. If you are interested in participating or have any questions of your own, please consider attending! Military.com Opens Top 25 Veteran Employers Nominations Every year to commemorate Veterans Day, Military.com publishes the Top 25 Veteran Employers, and this year’s survey is open now until October 11. If your agency invests in veteran employment, we encourage you to fill out this brief nomination form. Military.com is the leading news and information website for U.S. servicemembers, veterans, and their families, and your agency deserves to be recognized! Nominate Your Agency Share Feedback on Release 4.20 Sprint reviews for release 4.20 of MHME are now scheduled and posted in the MonsterGov Corner with the next one set for September 23 and the last one on October 21. MHME federal agency users are welcome to participate in the virtual preview and share feedback with our team. Register for 4.20 Client Sprint Reviews The 20-Year Innovation Journey of MonsterGov’s Position Classification Technology MonsterGov was an early pioneer in automating federal Position Classification 20 years ago, and we are continuing to lead the innovation journey in collaboration with our federal clients. Wondering how we've helped federal agencies transform their Position Classification programs? Take a look at how we’ve advanced our technology and see where we’re headed next. See the MHME PC Journey MonsterGov’s Recruitment Power for Federal Hiring Is your agency preparing for a hiring surge? Or having a hard time finding niche talent? Does your agency have an incredible mission that job seekers may not know about? MonsterGov offers a range of recruitment solutions for federal agencies – whether attracting veteran or diverse talent or simply raising awareness around your agency’s employer brand. Boost your Recruitment Power Hiring for Personnel Vetting Jobs? Try the latest USAJOBS Portal. Federal agencies can leverage USAJOBS’ latest portal to attract and recruit personnel vetting talent in critical positions, such as security specialists, adjudicators, or counterintelligence officers. Check out MonsterGov’s resources below for a refresher on USAJOBS portals and MCO tags. Leverage USAJOBS’ portals Upcoming MHME System Training •  Selecting Employees with Monster Hiring Management: October 1-2 •  Basic Monster Hiring Management Enterprise (MHME): October 8-9 •  Monster Collaborate for Panelists: October 22 *Reminder to federal agencies: please use your Educational Unit (EU) credits before they expire! The open-enrollment courses on our website indicate system EUs versus professional development EUs. Reach out to your MonsterGov representative for more information.   View the Training Calendar and Register Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters from 2025 are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-twitter Icon-youtube Icon-linkedin #### September 2025 In this issue: OPM’s Merit Hiring Plan, 2025 FedRAMP, Skills-Based Assessments, E-Gov, 2-page Resumes, Merit Hiring Reporting, PartnerOne Acquisition, Shared Services, October TAS Training ALERT! Prep for a possible government shutdown with a Continuity of Operations Plan Leverage MHME to Implement OPM's Merit Hiring Plan   Implement OPM’s Merit Hiring Plan with MonsterGov MonsterGov’s federal TAS, MHME, was purpose-built to meet federal hiring needs and evolves in step with government-wide hiring priorities – and that includes OPM’s Merit Hiring Plan. Whether automating your Position Classification process to reduce time-to-hire or empowering your SMEs to conduct structured reviews with our Collaborate module, MHME offers a range of compliant solutions that can support your agency’s requirements. MHME’s 2025 FedRAMP Assessment Complete We’re proud to share our annual assessment to maintain MHME’s FedRAMP security authorization, based on Rev5, is now complete! MonsterGov’s federal agency clients and job seekers are protected by the best standards in federal cloud security, which is not required of government-developed systems. For more info, check out our FedRAMP resource page below. Stay safe with the best FedRAMP-secure TAS Layer in Skills-Based Assessments for Merit Hiring MonsterGov offers off-the-shelf and custom solutions that are federally compliant, meet requirements for OPM’s Merit Hiring Plan, and can support high-volume assessment requirements or very niche, technical recruiting needs. Our federal TAS, MHME, easily enables multi-hurdle assessments with options for automatic scoring and seamless integration that instantly pulls in results to the applicant tracking system. For more guidance and options on meeting assessment requirements for the Merit Hiring Plan, play the on-demand webinar available on our new resource page below. Get help implementing assessments MonsterGov VP Melissa Wojciak Featured in E-Gov Act Celebration As part of its 25-year anniversary celebration, Federal News Network’s Jason Miller published a story highlighting the transformative effort to push through the E-Government Act, which included key pieces of legislation to improve IT acquisition, such as FISMA and reaffirming the Clinger-Cohen Act. Former staff director for the House Government Reform and Oversight Committee and now MonsterGov's VP of Government Affairs, Melissa Wojciak, was a critical contributor to this effort, and you can read more about this federal milestone and her commentary in the article below! Read up on the E-Gov Act MHME is Ready for USAJOBS’ 2-Page Resume Update Our team is deploying changes to MHME to support the new 2-page resume limit for USAJOBS on September 27 so agencies can begin using new formats by September 29, per OPM’s guidance. In addition to the new resume limit and resume builder format, MHME has date restrictions to limit available actions for announcements closed prior to September 26. For more insight on some of these changes, please check the Corner link below for our most recent Client Sprint Reviews. Catch up on MHME Sprint Reviews Track Your Agency’s Progress on Merit Hiring Plan Similar to other governmentwide reporting requirements, MonsterGov is assisting federal agencies and working with OPM’s Merit System Accountability and Compliance (MSAC) team in providing data regarding Merit Hiring Plan implementation progress. Our team is also working with OPM on a more efficient and effective process to provide the agency data required without the need for continuous ‘data calls’ - and we are currently in the prototyping stage. We encourage agencies to proactively engage with their MonsterGov representatives to ensure optimal system usage for accurate reporting to OPM and data-driven insights for continuous performance improvement. Report compliance with the Merit Hiring Plan Global Software Leader PartnerOne Acquires MonsterGov ICYMI, MonsterGov was acquired by one of the fastest-growing software conglomerates in the world, PartnerOne. PartnerOne, and its companies, supports 80% of the world’s largest organizations and is deeply committed to mission-critical operations. To see the official announcement, check out the press release below! See why MonsterGov is excited about its acquisition SSLC Shares Insights on Shared Services vs. Centralization SSLC’s Founder and CEO John Marshall and Board Member Steve Goodrich published an article on Government Executive providing a comparison on a shared services model versus centralization as it relates to delivering government services. Check out the article below to learn more about the many advantages of how a shared services approach, supported by a marketplace, can benefit and advance federal missions. Consider a shared services approach October's Federal TAS Training Events Check out our upcoming TAS training sessions for October! These virtual training events are open-enrollment and agencies can use their Educational Unit (EU) credits. For agency-only training, please reach out to your MonsterGov representative or contact us here. •  Basic Monster Hiring Management Enterprise: October 7-8 (Tues & Wed) •  Analytics: October 9 (Thurs) •  Selecting Employees: October 15-16 (Wed & Thurs) •  Advanced Monster Hiring Management Enterprise: October 21-22 (Tues & Wed) •  Principles of Structured Interviewing: October 28 (Tues)   View TAS training courses   View client calendar on the Corner Federal Customers, check out MonsterGov Corner Please note: Federal hiring newsletters are displayed as they were issued when we were still Monster Government Solutions. You may still see references to MHME (now FedHire) or MonsterGov (now ApplyGov) and other differences. Icon-youtube Icon-linkedin