Working in the Federal Administration
THE FAST LANE
From social media directly to the job exchange of the Republic
learnBKA.club
– bietet mehrsprachige, selbstbestimmte Lernerfahrungen
Engage process bootcamp graduates
Personas – use cases: for example, Julia (bootcamp graduate) designs and starts a process-management session at the BKA within just a few days, in order to pass on experiences and lessons from her previous work in a digestible form to other process managers, users, developers, and so on.
BKA Mezze
1-hour demo video – basics of the federal administration, meaning and purpose – the most important IT procedures, organizational structure, team workflows
BKA EDUsity Twitter
BKAC I program (1 day / 7 hours introduction to administration)
BKAC II program (1 day -> full-stack procedure use)
Fellowship program (1 week job rotation and in residence)
Ambassador program at universities
BKA-certified trainers
LEC – learn, earn and connect – learning, earning, and networking distributed by DAO – an alumni program in a digital BKA cooperative – patronage for students.
TO BE IS TO TAKE PLACE IN MEDIA
Young people increasingly live from situation to situation. From dot to dot – and often, because of all the dots, they find it very hard to see the bigger picture. Job profiles should offer something against this logic: something that provides support, strategic benefit, and the promise of a plan. The actions and processes around first contact should pick up young recruits for public service at their “DOTS”, meet them at “their places and standpoints”. Contemporary communication, rules, and processes are therefore needed.
PROFESSION AND IDENTITY
Young people have a new way of using media that is deeply interwoven with identity. This also affects the profession: self-presentation, maintaining contacts online -> personal profiles, online circles of friends, and so on. New forms of value creation -> prosuming, viral marketing, personalized advertising, and so on. A new employer is also incorporated as a brand into one’s own biography. This means that as an employer for young talent today one often has to offer an “experience” in order to attract and keep them. Adaptability to trends and a long-term perspective also play a major role.
Employee experience begins with first contact:
1. Improve the job ad
The job ad is the most important employer-branding tool. It should absolutely be designed “mobile first”, since today 80% of users access it via mobile phone. If this is neglected, the job posting is a missed opportunity.
Two thirds of readers of a job ad are not actively looking – merely browsing, similar to window shopping.
Passive candidates first have to be convinced of a possible job change. Inspiration and motivation are the magic words here. A classic application is less valuable; the goal is to seek non-binding exchange and open a dialogue.
-
Find the bait for specific target groups, for example an exciting challenge or better earning opportunities.
-
Do not use the same content for all open positions. A manager is addressed by different things than a developer or a clerk. Job ads must be tailored to the needs of the respective target group.
-
First contact today almost always happens on mobile devices – for example via job boards with job agents, email notification, or social media via friends and acquaintances. Job postings and job ads must be optimized precisely for this mobile-device scenario.
-
Orient more toward the needs and circumstances of candidates than toward what the company would like to read or say about itself.
2. Career page
☐ Well-structured information on organizational vision, values, and benefits. What makes the organization recruiting employees unique?
☐ Be found by exciting candidates and rank better on Google: optimize the career page for SEO with the right terms – in the title, the text, the meta description, and the description of image material (geo-tagging). Example: “career” + job title + name of the organization.
KISS. Keep it short and simple. And mobile-optimized!
☐ Job portal with all currently open jobs, updated daily. Summarize each job in 3 to max. 5 special features.
☐ Name a contact person for open questions.
3. Application: quick & easy
☐ Candidates want to apply directly through the job ad – via desktop with a quickly completed form, mobile via one-click application.
4. Know your candidate
☐ Hook into relevant details of previous responsibilities, projects, and experience in the candidate’s CV.
☐ Appreciative interviews on equal footing lead to a positive candidate experience and good employer branding even in case of rejection.
5. Be faster than the competition.
Fast feedback and regular status updates with proactive communication regarding the decision process and waiting times.
6. Give personal insights into the work environment
☐ (Virtual) tours, trial days, getting to know colleagues.
7. Create unforgettable onboarding
☐ Welcome breakfast, welcome folder including organization chart and training plan, buddy system, firmly scheduled feedback conversations, and cross-departmental training.
☐ Prepare the workplace: desk chair, company laptop, mobile phone, email inbox, and so on.
8. Make your benefits tangible
☐ The best employer branding is making the unique and special qualities of an organizational culture tangible in contact with employees and candidates.
Eine Langzeit-Perspektive vermitteln
DIGITAL ACTION PLAN BKA
Such a plan already exists in the tourism sector – and the digital agenda for it was recently presented at a press conference by State Secretary Kraus-Winkler in cooperation with ministries.
Digital competencies, data use, and bureaucracy reduction become digital tourism fields of action.
Recruiting in Web3
One possible entry into blockchain would be to represent BKA training certifications as NFTs.
What are NFTs? A video about this; watched 6.5 million times in one year.
Blockchain and AI – core technologies of digital governance.
– Natural-language interfaces will be the backbone of large organizations.
– The marginal costs of intelligence and the marginal costs of energy will rapidly tend toward zero.
– These are two important factors that influence the costs of everything else.
Metaverse and AI
In the least significant case, the metaverse turns out to be more of a container for software.
Or the metaverse linked with AI proves to be a legitimate technological revolution.
How the metaverse fits into AI > how AI will fit into the metaverse.
Artificial General Intelligence (AGI)
How would an organization like the BKA define AGI and know when it is the case?
AGI is the equivalent of an average human being. One can hire AGI as an employee. It can learn how to become a doctor, programmer, and so on.
One of AGI’s abilities is not a specific milestone, but the meta-ability to learn and figure things out.
We must find out together when we will interrupt huge amounts of economic activity and what the new social contract will look like.
– How we distribute prosperity fairly
– Access to AGI systems
– Governance of AGI systems
We stand at the threshold of this AI development. It will be magnificent or terrible.
But it is better to play this as hard as possible now in order to reach the glorious future than to act in fear and despair.
The purpose of artificial intelligence is not to eliminate people, but to help us work together.
Die vorgespurte Welt
The Pre-Scripted World
Die Lücke ist das Werk
The Gap Is the Work
Stake Casino PayPal Guide Fast, Secure Payments Explained
Die Frontier, die wir nicht sehen
The Frontier We Cannot See