Recruitment And Staffing With The US Secret Service

In 2000, I was given the opportunity to expand my HR discipline skills in a more specialized function of recruitment and staffing with the US Secret Service. First a HR Assistant and soon was promoted to an entry level Personnel Management Specialist (now called a HRS). I was the hiring manager for entry-level administrative support and student employment positions for placement throughout various U.S. Secret Service offices within the Washington, DC area. I was responsible for recruiting, screening, interviewing, and placing qualified administrative support and students’ workers throughout various offices within the agency, based on the needs of each program offices request. I also often handle tasks related to employee relations, compensation

Meanwhile, I begin to enhance my professional presentation and briefing techniques because I found myself guiding employees through all human resources procedures and answer questions about staffing and recruitment policies. Administer benefits, process payroll, and handle any associated questions or problems. I posted federal job announcement listings through regulatory, public notices, attending job fairs to represent the agency, and visiting college campuses; and test applicants typing proficiency to determine skills eligible for placement into specific office automation positions, contact references, and extend job offers. I soon found myself on the other side of the face, as the specialist recruiter employer who was once the clerical applicant seeking employment. As I continued to enhance my knowledge in this position, I attended a number of courses, shadowed senior specialists, and conducted various

My results landed us attending career fairs at various geographic U.S. Army, U.S. Marines and U.S. Air Force military bases with a high volume of soon to be honorable discharge solider from active duty military with many potential candidates in the field of artillery, engineering and mechanical occupations. In addition, most U.S. military personnel already had obtained a top secret clearance to enlist into the military. Therefore, the recruitment strategy was to target honorable discharge or soon to be honorable discharged military members with engineering or maintenance occupational categories. As a result, 3 months later, the U.S. Secret Service, Special Services Division had three well-qualified Protective Support Technicians hired and conducting vehicle maintenance and security transportation for protectee that were recruited from military bases career fairs that I attended with the hiring managers. The staffing hiring authority used in the Veteran’s Readjustment Act, under