The Importance of GPA When Finding a Job

GPA is an important factor that potential employers may consider when hiring. Learn why, when, and how to leverage your GPA when searching for a job. Understand that GPA alone isn't a guaranteed indicator of success, and know other ways to prove your skills and abilities.

Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.

Building a Candidate Pipeline Through Internships

Attract top talent through meaningful internship programs, offering feedback, mentorship, and more. Invest in interns to develop skills and create a pipeline of future employees. Leverage job fairs, social media, and universities to reach local college students.

Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.

Hiring Transparency

Hiring transparency helps to reduce bias, build trust and attract top talent. It encompasses all aspects of the hiring process, from job descriptions to feedback. Employers can practice transparency by providing candidates with accurate information, feedback, timelines and competitive salaries.

In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work. 

Recruitment strategies that are weird, but actually work 

Recruiters are looking for unique ways to attract talent, from professional stalking to virtual events and VR experiences. With AI and chatbots, companies can more quickly qualify the best candidates for available positions. Get creative to stand out and find the best talent!

If you’re like most of us, you’d love to be wealthier. Having more money would alleviate stress. It would make it easier to pay your bills and buy nicer things. Maybe it’d allow you to spend more time with your kids and go on more vacations. You’re not alone if you wish you could somehow earn a more significant income.

How To Make $100K a Year – No BS Strategies & Advice

Make $100K a year? It's possible! Learn how to get promoted, switch to a higher paying field, maximize your current salary, or start a side hustle. With hard work and smart strategies, you can make your financial dreams a reality!

With the state of the economy still uncertain, 2023 is expected to be approached with much anticipation. Human Resource leaders have many concerns, including how they will manage to accomplish their goals with budget belts already getting snug. Let’s look at some of the factors that the new year is projected to bring for HR and how to prioritize budgets to reach human capital objectives.&nbsp;

Tightening the HR budget in 2023

2023 is a year of anticipation for HR leaders. Prioritize budgets for Talent Acquisition, Onboarding, Compensation & Benefits and invest in tech tools for streamlining HR functions. Ensure executive buy-in for success with a well-planned budget, emphasizing positive outcomes and research.

In a world where words and phrases rule daily communication, you may wonder why non-verbal communication is important. Whether you realize it or not, you communicate more with nonverbal actions than you do with verbal communication. When you interact with your peers, people are reading your body language, facial expressions, voice, and many other factors that help fill in blanks that words can't fill. 

Why is Non-Verbal Communication Really Important?

Nonverbal communication is more than just words; it plays a crucial role in daily communication. From facial expressions to body language, nonverbal signals can help you build trust, appear authentic and increase your chances of memorable interactions. With the pandemic, nonverbal communication has become even more important, so here’s how to maximize it for success.

We’ve all been there before. What starts as a relaxing evening scroll quickly becomes a full-blown binge. You blink, and it’s midnight - throwing off your entire next day before it even starts. And at its worst, this indulgence might leave you feeling behind on things you planned to finish that night. This is why time management is important. 

Why is Time Management Important? 10 Crucial Importances of Time Management

Time management is an essential skill for achieving goals and maintaining a healthy work-life balance. It involves goal orientation, effective planning, and organization to use time wisely and maximize productivity. With good time management, you can reduce stress, make better decisions, and foster meaningful relationships. Start today and unlock your potential!

It’s safe to say that the last two years have brought fundamental changes to the way we work and do business. Companies have relied on technology in the workplace to digitize their services and build a remote-friendly infrastructure that could prepare them for the future.

Technology in the Workplace: How to Improve your HR Function with AI

AI is transforming HR departments by streamlining recruitment, performance management, and employee training processes. Companies like L'Oreal are already seeing positive results from using AI in their hiring process. As AI technology advances, upskilling is essential for staying relevant in the industry and accessing better job opportunities.

The rise of remote work has given employers a unique chance to rethink how they approach workforce management. This ranges from rethinking the size and design of their office space to updating their tech stack to accommodate different working styles. It has created new opportunities for companies of all sizes to expand their hiring pool and look for top talent on a global scale.&nbsp;&nbsp;

4 Things to Consider When Building a Global Workforce

Embrace the new opportunities of remote work and consider the advantages of having a diverse global workforce. Prepare yourself by researching global workforce trends, the legal framework, and your target countries. Make sure to highlight the good you bring to the market and gain insight from other companies in your industry. Start building your global team today!

Ideal candidates will possess the ability to conduct independent research, review reports of investigation, and synthesize information into well-articulated, cogent legal analysis and recommendations for supervisors and/or clients.. Confidential Financial Disclosure Report (OGE form 450): YES. You must be a graduate with a Juris Doctor (J.D.) degree or equivalent from an accredited law school; AND. To qualify at the GS-11 level: You must have a J.D. from an accredited law school and active bar membership in one of the 50 states, Washington, D.C., Puerto Rico, or the U.S. Virgin Islands.. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations e.g., professional; philanthropic, religious; spiritual; community, student, social).

attorney advisor

Duties Selected Applicant(s) Will Advise Clients At The Department And Program Level, Both In Writing And Orally, On a Wide Variety Of Legal Matters, Including <ul><li>Appropriations law, including the expenditure of funds; review of non-contractual, non-financial assistance transactions between the Department and other parties; review of potential Antideficiency Act and other violations of law;</li><li>Technical drafting assistance related to budget formulation and statutory construction;</li><li>Intellectual Property, including the creation, usage, licensing, and registration of Departmental marks;</li><li>Vacancies Reform Act, delegations of authority, and Presidential transitions. </li></ul>Ideal candidates will possess the ability to conduct independent research, review reports of investigation, and synthesize information into well-articulated, cogent legal analysis and recommendations for supervisors and/or clients. As an Attorney Advisor, you will perform the following duties: GS-11 Level Researches legal issues which are sometimes factually complex; develops drafts of letters, memoranda, and legal documents for the use by a higher graded attorney; participates in administrative or judicial hearings; or conducts the preliminary review of applications which pose complex factual and legal questions where the applicant is seeking specific governmental protection or approval. GS-12 Level Researches legal issues which are often factually complex; develops drafts of letters, memoranda and legal documents for a higher graded attorney; participates in administrative or judicial hearings; or conducts the preliminary review of applications which complex or factual and legal questions where the applicant is seeking specific governmental protection or approval. GS-13 Level Researches legal issues which are often factually complex; develops drafts of letters, memoranda and legal documents for themselves or a higher graded attorney; participates in administrative or judicial hearings; or conducts the preliminary review of applications which complex or factual and legal questions where the applicant is seeking specific governmental protection or approval. The incumbent is expected to be able to independently present legal conclusions to adjudicatory authorities, high level organizational officials, as well as outside counsel and other interested groups. GS-14 Level The incumbent is responsible for the analysis of the legal issue in question, the development of the strategy to deal with the legal issue, and the content and means of delivery of the completed analysis of the legal issue. At this level, the incumbent provides legal advice to high level agency officials and is responsible for effectively presenting the agency position before administrative or judicial bodies. Where the incumbent is reviewing applications for specific governmental approval or protection, they will have final approval authority, and in many cases, will review the work of lower graded attorneys and provide final approval of applications preliminarily approved by the lower graded attorney. GS-15 Level Serves as the lead attorney on a particular case or legal issue or counsel to a major operating program posing complex legal questions. Provides legal advice, representation and services to various bureaus within the Department with respect to complex and difficult questions of law; responsible for analysis of the legal issue in question, the development of the strategy to deal with the legal issue, and the content and means of delivery of the completed analysis of the legal issue. At this level, the incumbent typically deals with the top management of their agency as well as the top management and/or attorneys of other private and public organizations as an expert in the procedural and substantive aspects of the law the incumbent may provide technical guidance to junior attorneys and influence policies. Requirements Conditions of Employment <ul><li>You must be a U.S. citizen to apply for this position.</li><li>You must successfully pass a background investigation. This may include a credit check, a review of financial issues, as well as certain criminal offenses and illegal use of possession of drugs.</li><li>A probationary period may be required.</li><li>Selective Service: Males born after 12/31/59 must be registered or exempt from Selective Service (see https://www.sss.gov/)</li><li>If you receive a conditional offer of employment for this position, you will be required to complete an Optional Form 306, Declaration for Federal Employment, and to sign and certify the accuracy of all information in your application.</li><li>All Federal employees are required to have Federal salary payments made by direct deposit to a financial institution of their choosing.</li><li>Drug Test Required: NO</li><li>License required: NO</li><li>Pre-employment physical required: NO</li><li>Bargaining Unit Position: NO</li><li>Confidential Financial Disclosure Report (OGE form 450): YES</li><li>Permanent Change of Duty Station (PCS) Expense: WILL NOT be paid </li></ul>Qualifications Qualification requirements in this vacancy announcement are based on the Department of Commerce Attorneys and Law Clerks standards for Hiring and Advancement guidelines. The Office of Personnel Management (OPM) has no Group Coverage Qualification Standard for this series. Applicants must possess one year of specialized experience equivalent in difficulty and responsibility to the next lower grade level in the Federal Service. Specialized experience is experience that has equipped the applicant with the particular competencies/knowledge, skills and abilities to successfully perform the duties of the position. This experience need not have been in the federal government. Basic Requirement For All Grade Levels <ul><li>You must be a graduate with a Juris Doctor (J.D.) degree or equivalent from an accredited law school; AND</li><li>You must have active bar membership in good standing in one of the 50 states, Washington, DC, Puerto Rico or the US Virgin Islands. </li></ul>Minimum Requirements The career ladder for attorney positions in OGC is generally GS-11 to GS-15. The minimum qualifications for hiring at each grade level (or equivalent) are as follows: <ul><li>Applicants must possess a J.D. degree (MUST include law school transcripts in your application);- Must be an active member of the Bar (any U.S. jurisdiction - MUST include proof of bar membership in your application); and </li></ul>Applicants must meet the general professional experience requirements set forth above and the below specialized experience by the closing date of the announcement. Specialized experience equips applicants with particular knowledge, skills, and abilities to perform successfully the duties of the position to be filled. Note: The General Counsel or designee retains the discretion to waive minimum qualifications as described above. To qualify at the GS-11 level: You must have a J.D. from an accredited law school and active bar membership in one of the 50 states, Washington, D.C., Puerto Rico, or the U.S. Virgin Islands.(The requirement that an applicant possess a J.D. may be waived if his or her bar membership is in a state that allows individuals to "read for the law" rather than pursue a formal academic degree). To qualify at the GS-12: GS-11 qualifications plus one-year legal experience, or additional relevant experience that distinguishes an entry-level attorney from the GS-11. This may include: a superior academic record; specific course work or an internship in the relevant legal area; another graduate or doctoral degree. Individuals hired into Legal Intern positions at the GS-11 may be reassigned to GS-12 attorney positions upon admission to the bar, irrespective of time-in-grade. To qualify at the GS-13: Two years of legal experience or relevant professional experience (legal or non-legal). Relevant non-legal professional experience could include, for example: experience in a non-attorney position within the Department, with resulting insight into the client's mission could warrant a higher grade. When relying on non-legal professional experience, hiring managers must articulate in writing how the cited experience enhances the applicant's skills to warrant the higher grade. To qualify at the GS-14: Typically requires a minimum of three years of relevant legal experience. On the rare occasion, two years of relevant legal experience may, in the opinion of the General Counsel or his or her designee, suffice. To qualify at the GS-15: Typically requires a minimum of four years of relevant legal experience. On the rare occasion, three years of relevant legal experience may, in the opinion of the General Counsel or his or her designee, suffice. Specialized Experience Requirements Applicants must meet the General Professional Experience requirements set forth above and the below specialized experience by the closing date of the announcement. Specialized experience equips applicants with particular knowledge, skills, and abilities to perform successfully the duties of the position to be filled. For this position, specialized experience includes knowledge of appropriations law. Applicants must demonstrate the ability to accurately identify and quickly analyze relevant and critical issues related to fiscal law and internal financial controls. Applicants must demonstrate a record of strong interpersonal skills, good judgment and exhibit the ability to work in a supportive and professional manner with other attorneys, support staff and client bureaus. Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations e.g., professional; philanthropic, religious; spiritual; community, student, social). Volunteer work helps build critical competencies; knowledge, and skills and can provide valuable training and experience that translates directly to paid employment. You will receive credit for all qualifying experience, including volunteer experience. Applicants may be hired at any of the grades shown in this announcement, commensurate with the candidate's experience and qualifications. You are encouraged to identify the grade level(s) or salary for which you wish to be considered. Education See Qualifications Above. Additional information This position does not confer non-competitive conversion to the competitive service. Acceptance of an excepted service appointment from applicants in the competitive service will require a written statement of understanding when voluntarily leaving the competitive service. <li/>

Attorney Advisor (Public Notice Flyer)