{"id":359,"date":"2026-06-25T22:14:06","date_gmt":"2026-06-25T22:14:06","guid":{"rendered":"https:\/\/marketrelocationreport.com\/?p=359"},"modified":"2026-06-25T22:14:06","modified_gmt":"2026-06-25T22:14:06","slug":"agencies-look-to-ai-to-improve-hiring-and-build-workforce-skills-2","status":"publish","type":"post","link":"https:\/\/marketrelocationreport.com\/?p=359","title":{"rendered":"Agencies look to AI to improve hiring and build workforce skills"},"content":{"rendered":"
\n

Artificial intelligence and other technological advances are streamlining federal hiring and improving employee skills assessments, senior agency human capital officials said at an event on Wednesday sponsored by the software company SAP.\u00a0The event was produced\u00a0by GovExec, Government Executive<\/em>\u2019s parent company.<\/p>\n

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Arron Helm, the chief human capital officer for the General Services Administration, said that AI has helped whittle down the amount of time it takes HR officials and hiring managers to develop General Schedule job classifications.\u00a0<\/p>\n

\u201cAs we’re having our AI do the initial takes, draft the initial narrative and do an initial factor evaluation, our teams still need to go back in there, they still need to work it and massage it and come to agreement, but now we’re averaging about two hours to do what was taking six to eight hours,\u201d he said.\u00a0<\/p>\n

Helm added that his agency does 500 to 600 job classifications annually, so the resulting time savings contribute significantly to GSA Administrator Ed Forst\u2019s \u201cmillion-hour moonshot\u201d to identify one million work hours that can be eliminated, optimized or automated. The CHCO said that officials, so far, have found 600,000 hours.\u00a0<\/p>\n

Colleen Heller-Stein, the executive director of the Chief Human Capital Officers Council and former deputy Treasury CHCO, expressed optimism that a developing effort to consolidate more than 100 agency personnel systems into a single platform would enable the government to pinpoint employees across agencies who could best respond to various challenges.\u00a0<\/p>\n

\u201cI worked in an agency that dealt with financial crises when they popped up,\u201d she said. \u201cWhen we have something pop up and we’ve got to stand something up really quickly, thinking about the federal government as a whole, we might be able to more easily tap into talent that isn’t right in front of us if we have a repository of [employees\u2019] skills.\u201d\u00a0<\/p>\n

Both officials praised the Trump administration\u2019s pivot away from applicants self-assessing their skills and move toward formal evaluations, particularly for roles related to AI.\u00a0<\/p>\n

\u201cThis is seen as a return to merit, where people are showing what they know, not just saying, \u2018Hey, I know all of this,\u2019\u201d Heller-Stein said.\u00a0<\/p>\n

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Helm added that the feedback from hiring managers about the changes is \u201cphenomenal\u201d and that \u201c[candidate] quality is so much higher than what they\u2019re accustomed to in the past.\u201d\u00a0\u00a0<\/p>\n

Mid-career development\u00a0<\/strong><\/p>\n

While both the Trump and Biden administrations prioritized bringing early-career talent into government, Heller-Stein and Helm emphasized the need for agencies to develop mid-career employees, arguing that focusing on one group doesn\u2019t have to come at the expense of the other.\u00a0<\/p>\n

Heller-Stein said that, following the president\u2019s cuts to the civil service, mid-career employees \u201care moving into leadership roles sometimes more quickly than may have been anticipated\u201d and there\u2019s a need to \u201cbuild back that bench.\u201d\u00a0\u00a0<\/p>\n

She noted that Tech Force, a new initiative to recruit early-career technologists into government, also involves bringing on private sector managers to serve temporarily at agencies. Office of Personnel Management Director Scott Kupor said in May that hiring was lagging for the program with only three or four mid-career workers in the onboarding process.\u00a0<\/p>\n

Helm touted a program called \u201cGSA labs\u201d through which early- and mid-career employees from different teams work together on agency-wide problems, such as developing a way to measure AI value and strengthening federal contract oversight.\u00a0<\/p>\n

\u201cTalent development is something that’s often been underfunded and underfocused in the government, so we are really building out and investing in our internal talent development pipelines,\u201d he said. \u201cWe talk a lot about talent acquisition, but just as important, if not more important, is continuing to grow our internal talent.\u201d<\/p>\n

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The chief human capital officers also emphasized the importance of improving the skillset of the mid-career workforce. <\/p>\n","protected":false},"author":1,"featured_media":340,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[],"class_list":["post-359","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management"],"yoast_head":"\nAgencies look to AI to improve hiring and build workforce skills - Market Relocation Report<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/marketrelocationreport.com\/?p=359\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Agencies look to AI to improve hiring and build workforce skills - Market Relocation Report\" \/>\n<meta property=\"og:description\" content=\"The chief human capital officers also emphasized the importance of improving the skillset of the mid-career workforce.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/marketrelocationreport.com\/?p=359\" \/>\n<meta property=\"og:site_name\" content=\"Market Relocation Report\" \/>\n<meta property=\"article:published_time\" content=\"2026-06-25T22:14:06+00:00\" \/>\n<meta name=\"author\" content=\"admin\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"admin\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/marketrelocationreport.com\\\/?p=359#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/marketrelocationreport.com\\\/?p=359\"},\"author\":{\"name\":\"admin\",\"@id\":\"https:\\\/\\\/marketrelocationreport.com\\\/#\\\/schema\\\/person\\\/19c060c848a41baec5bd9c5b313f46d9\"},\"headline\":\"Agencies look to AI to improve hiring and build workforce skills\",\"datePublished\":\"2026-06-25T22:14:06+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/marketrelocationreport.com\\\/?p=359\"},\"wordCount\":655,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/marketrelocationreport.com\\\/?p=359#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/marketrelocationreport.com\\\/wp-content\\\/uploads\\\/2026\\\/06\\\/22798dc7f31f0f92d411073e8d9a6b7a.jpg\",\"articleSection\":[\"Management\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/marketrelocationreport.com\\\/?p=359#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/marketrelocationreport.com\\\/?p=359\",\"url\":\"https:\\\/\\\/marketrelocationreport.com\\\/?p=359\",\"name\":\"Agencies look to AI to improve hiring and build workforce skills - 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