The federal government is undergoing a transformative shift in its cybersecurity hiring and development practices, putting more emphasis on skills rather than relying on degrees and certifications. This shift is aligned with broader efforts to modernize the federal hiring process, as supported by E.O. 13932, the National Cyber Workforce and Education Strategy (NCWES), and the Office of Personnel Management’s (OPM) commitment to implement skills-based hiring by fiscal year 2025.

By adopting solutions such as skills-based selection assessments, the federal government aims to create a more equitable hiring system that ensures candidates can meet and exceed the demands of modern tech roles. Similarly, cyber developmental assessments, when created correctly, provide a resource for consistent skill development through meaningful feedback. In addition, such assessments help organizations maintain, diversify, and improve primary and foundational cybersecurity and tech skills.

Government and industry efforts to address the skill gap in today’s national cyber workforce are heavily focused on ideas like rapid hiring, upskilling, and reskilling. Booz Allen is assisting clients in developing tools to make this approach a reality.

Skills-based selection assessments are tools for evaluating a candidate’s ability to perform the tasks required for a job role. Unlike traditional assessments, which often focus on academic credentials, these assessments measure practical skills and knowledge.

One example of an effective skills-based selection assessment is the Situational Judgment Test (SJT), which presents candidates with hypothetical scenarios and asks them to choose the most appropriate response. This approach allows employers to assess what candidates know and how well they can apply their knowledge in real-world situations.

By aligning candidate skills with job demands, skills-based assessments can streamline the hiring process, identify high-quality talent, and promote hiring equity.

Creating a skills-based selection assessment involves a detailed process that begins with a job analysis to identify the specific knowledge, skills, and abilities (KSAs) required for the role. This job analysis is the foundation for developing the assessment, ensuring its alignment with the job’s demands and legal defensibility.

Industrial and organizational (I/O) psychologists work with subject-matter experts (SMEs) to develop and validate the assessment content. This collaboration ensures the assessment is tailored to the specific role and aligned with practical job requirements. While developing an assessment can be time-consuming, especially for complex roles, the investment is critical to ensuring that the final product is effective, fair, and legally defensible.

• Meeting Technological Change with Real Skills: Skills-based assessments focus on what candidates can do, not just what they know. This approach provides a clearer picture of a candidate’s practical capabilities and fit for the role.
• Empowering Diverse Talent: A skills-first approach can help remove barriers to entry for talented individuals from diverse backgrounds who may not have had access to traditional education paths.

Cyber developmental assessments measure an employee's skill growth over time. These assessments can be used to track workforce readiness, evaluate the effectiveness of upskilling and reskilling programs, and provide employees with opportunities for self-assessment and development.

Cyber developmental assessments are typically conducted at specific checkpoints in an employee's development journey, such as after completing formal or on-the-job training.

• Monitoring Skill Development: These assessments help organizations track employee progress and identify areas for improvement.
• Supporting Employee Growth: By investing in skill development, organizations can demonstrate their commitment to employee growth and enhance job satisfaction, adaptability, and retention.
• Aligning Skills with Business Goals: Understanding employee skill sets allows organizations to match individuals with appropriate roles and adapt to the evolving landscape of tech and cybersecurity.

As the federal government shifts toward a more skills-based approach to hiring and development, it is positioning itself to meet the evolving demands of the tech and cybersecurity sectors while fostering a more equitable and inclusive workforce. By embracing skills-based assessments, organizations can identify and develop top talent, improve workforce readiness, and address future challenges.