Communication is typical Federal Government standard. The questions are comprised off of a standard list recommended and employed throughout the agency. Typically, there are at least two rounds of interviews if referred by HR and considered. If referred by HR, can be eliminated in first round. The division being considered was for the Public Building Services Division. History will show that the division typically hires from within. Pretty much wasted time to apply. Accountability is also questionable as part of the work culture. Since the hiring practice is to hire internally, benchmarking against the industry is limited. Have interfaced with the division in performing acquisitions of products and services. It is quite limited on its capabilities outside of construction services.

Potential Candidates coming from external to the agency have a good opportunity to get in to the agency. The agency is quite reluctant to hire intra-division. Work culture is fine however, the level of experience within the field practiced is average at best. The hiring process is standard Government. The initial contacts are well organized. Typically, there are a couple of panel interviews. Questions are selected from a standard list. Not all questions are presented. Indicating skill sets from the private industry will assist in the hiring process. Those coming in from the private industry may actually shine within if management encourages and supports new thinking and ideas.