>> I think it's in a time to bring some of the leading experts into the federal government
and having kind of that firsthand and hands-on experience in making sure that we are recruiting
by going to different fairs, if we're looking for maybe entry-level.
It's something where you can work with the managers day in and day out.
Learn about their business.
Knowing the audience of-- if you're looking for an engineer or an attorney or an economist
and really getting to know that program area really well so that when you're out
and you're networking and it's something that's very big, you can say, oh,
I have the perfect position for you.
I know a great organization that can use those skills.
And just interfacing with the managers and then with the employees that we hire.
I think, specifically within HR, it's the transition
from the viewpoint that it's very transactional.
And it's just processing paperwork.
And that's true.
You do need to make sure that you get all of that done,
but there is more of a strategic aspect to it.
And so, as I mentioned earlier, learning about the business of the managers that you work with
and more of just, oh, I need to hire someone.
Send the paperwork to HR.
It's really more of a, what do I need to do
to really have a full succession plan whether it's recruiting, retention,
looking at ways to develop people.
It's the challenge of getting out of that, say, day to day transactional parts,
which again is very important, but looking at it more globally.