CalHR Statewide Recruitment assists departments by coordinating and standardizing guidelines and best practices for the key elements of recruitment by focusing on building talent pipelines to attract the best and brightest from higher education institutions, underrepresented communities and the private sector into state government. An effective recruiting strategy hinges on becoming an employer of choice. This means creating greater awareness of the public service experience that state government offers – awareness that needs to be expanded both inside government and in the talent marketplace.
Eligible lists are created on the basis of merit and fitness, and, as such, shall result from recruitment strategies designed to be as broad and inclusive as necessary to best meet the selection need (Cal. Code Regs., tit. 2, § 250).
All agencies shall engage in general recruitment and outreach programs to all individuals, including persons who are economically disadvantaged. California Government Code allows public sector employers to conduct outreach efforts with a recruitment goal to supplement word-of-mouth recruitment that should result in increasing diversity of the workforce (Gov. Code, §11139.6, subds. (3), (d), added by Stats. 2002).
The CalHR Statewide Workforce Planning and Recruitment Unit is committed to building a quality sustainable workforce for the State of California.
CalHR assists in facilitating State Recruiter Round Table meetings which provides a networking opportunity that is interactive, informative, and relevant to recruitment challenges faced by the State of California.
State Recruiters' Round Table
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Is your organization interested in conducting focused recruitments? Check out the Career Ambassador Program webpage for tools and resources to help with implementing this innovative recruitment strategy!
Check out the Workforce Planning page! Stay up to date with current information regarding clear and relevant guidance for developing a comprehensive workforce and succession plans that contain strategies addressing diverse recruitment, retention, employee development, knowledge transfer, guidance to identify high risk key leadership positions, and prioritize strategies to address the department's succession planning needs.