Better Late By Decades Than Never : The Rule of Three is slated for an overhaul

Better Late By Decades Than Never : The Rule of Three is slated for an overhaul

Last year I had the misfortunate displeasure of joining the ranks of the unemployed. Like my downsized HR-type counterparts, I applied to any and every job posting with anything close to the words "human resources" located somewhere within the job posting (hopefully sidestepping any jobs withtesting on human subjects orhuman shield in the KSA specs). Surprisingly I found several Human Resources job postings by various factions within the Federal Government, some of which also surprisingly seemed (after reading the three-page specs sheet) to fit my skill-set.

Sure, I could work for the Feds. Why not? Lots of obscure holidays, some of the best benefits and perks on the planet, and likely given some of my run-ins with various other federal employees, there's a fairly good chance it can be a lifelong gig even if I'm mediocre. So I began the daunting application process, an incredibly painful and detailed three-plus hour project of voluminous verbosity which left my temporal lobe in a total shambles. But apply, I did, and the waiting began.

I did receive a form letter acknowledging that my application had been successfully received and I would be contacted if they determined me to be a match for their requirementsthree months after I had submitted my information and was already quite happily reemployed in the so-called private sector. And three more months later, a fullsix months after applying, I received another form letter informing me that I was no longer under consideration for the job.

How thoughtful.

Turns out this response sequence was precisely the Fed's M.O. due to a pre-19th century hiring practice known as the Rule of Three. The concept has its admirable elements, but like many other processes implemented by our wonderful government, the executed reality is, well, it's exactly the disaster that I and many other well-qualified applicants experienced, and it continues to result in superior candidates being lost to more efficiently administered opportunities.

Recruiting Software

Apparently attempts to overhaul this dinosaur have been around The Hill for quite some time. So why this particular legislation is going to have a more effective go at it I'm not certain. But overhauled it shall be, if the current mandates and deadlines are achieved as directed While this move (if achieved) should be a very positive one, there is a tremendous lesson to be learned at the expense of the Feds in all of this. First, even some of the very best policies and procedures can sound ideal in theory but be severely flawed in execution. And a second and perhaps more critical lesson is that, unless it's an issue of life, limb, or law, enforcement of policy must be accompanied by the latitude for objective interpretation and exceptions to the rule. Hopefully an additional lesson will be available for the learning after this process is indeed overhauled and high-quality candidates are indeed hired for federal jobs quickly and efficiently, if any are still left.

Nanci Lamborn, SPHR, is a freelance writer and a senior generalist with a global investment software firm based in Atlanta, GA.

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