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Post by 14thebrowns on May 3, 2018 14:35:56 GMT -5
I think so.
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Post by foghorn on May 4, 2018 11:07:58 GMT -5
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Post by foghorn on May 4, 2018 11:09:12 GMT -5
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Post by foghorn on May 8, 2018 16:36:55 GMT -5
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Post by Judge McJudgeypants on May 11, 2018 11:43:08 GMT -5
Seeking anecdotal evidence-- will/do fed agencies hire attorney-advisors into a position in one state when the candidate is from out of state? I know private employers tend to want to stick to local candidates, but do the feds also prioritize local candidates (let's say for an AUSA or ICE attorney for instance?)
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Post by mercury on May 11, 2018 14:24:43 GMT -5
Seeking anecdotal evidence-- will/do fed agencies hire attorney-advisors into a position in one state when the candidate is from out of state? I know private employers tend to want to stick to local candidates, but do the feds also prioritize local candidates (let's say for an AUSA or ICE attorney for instance?) I moved almost 3,000 miles for my first AA job, with no connections to that coast, so it definitely happens. A few of my old SSA cohort are from widely different geographic areas as well.
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Post by foghorn on May 11, 2018 15:14:44 GMT -5
Seeking anecdotal evidence-- will/do fed agencies hire attorney-advisors into a position in one state when the candidate is from out of state? I know private employers tend to want to stick to local candidates, but do the feds also prioritize local candidates (let's say for an AUSA or ICE attorney for instance?) Note--I don't know why some would think you would go to the trouble of applying if you are fully employed (i.e. don't have free time )(and who would be so bored that their time user would be sending jobs via the US jobs system to jobs they wouldn't take?), but according to a post Pixie left on this or another thread there are those who definitely want someone in short distance--either they think your sig other will balk, or whatever--they wan't a local person. Some jobs (e.g. recent listing for an attorney examiner in Indianapolis for EEOC ) state they only hire those within 50 miles. Seems discriminatory if you live in the vast swathes in between, but it seems to be allowed. I wouldn't sweat it unless you are concerned about wear & tear on references. I do not doubt there are cases where the prime candidate is a favored insider and the call for applications and even interviews is but window dressing for the foregone conclusion. Cruel for those making the trip, but that happens too (recent opening for Coast Guard Judge would appear to outsiders to be such a case).
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Post by greatgooglymoogly on May 13, 2018 15:03:52 GMT -5
I know that our office resents hiring people who do their training with us and then transfer to another district. They look for indications that people have put roots down or plan to do so.
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Post by Pixie on May 13, 2018 16:58:17 GMT -5
We have learned to hire locally. In the past those we hire from outside the area tend to want to go back where they came from; those hired locally tend to want to stay local. Once we lose an employee, it may take a year or several to replace her. Meanwhile we are even more shorthanded than usual. Pixie
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Post by sealaw90 on May 13, 2018 20:53:52 GMT -5
I know many military JAGs that have been hired into their state of choice when they were actually stationed thousands of miles away - they wanted to put down roots in the state where the job was. So in that sense, they were living in one state when they sent in an application, were interviewed, and ultimately hired to a job in another state. Pixie is right in that a hiring committee won't seriously consider you if you don't have a local connection. Normally, one would not disclose personal information in an interview, but if you are explaining why you are applying for a job in another state, it does help to explain things
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Post by desert2beach on May 14, 2018 7:26:42 GMT -5
We have learned to hire locally. In the past those we hire from outside the area tend to want to go back where they came from; those hired locally tend to want to stay local. Once we lose an employee, it may take a year or several to replace her. Meanwhile we are even more shorthanded than usual. Pixie I've got a slightly different twist on this. I've been involved in some hiring actions and my office will look to see a local connection as well. We do so because we're looking to hire for the long term. We also don't want to hire someone, only to get a request that they telework from some location hours away. That might be available for an employee with proven performance, but would be frowned upon with a new employee, unless the job was advertised as virtual.
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Post by aljwishhope on May 14, 2018 8:21:26 GMT -5
We have learned to hire locally. In the past those we hire from outside the area tend to want to go back where they came from; those hired locally tend to want to stay local. Once we lose an employee, it may take a year or several to replace her. Meanwhile we are even more shorthanded than usual. Pixie I've got a slightly different twist on this. I've been involved in some hiring actions and my office will look to see a local connection as well. We do so because we're looking to hire for the long term. We also don't want to hire someone, only to get a request that they telework from some location hours away. That might be available for an employee with proven performance, but would be frowned upon with a new employee, unless the job was advertised as virtual. i have a quitter perspective. I moved far for a NTE 2 year position with SSA. I enjoyed the position ; however, when I reached the 21 month mark with no statement from TPTB on my future status I accepted a position back home. I might have had more commitment locally but being in a NTE position I did not. My first job out of law school was a NTE position that ended as advertised. Therefore, I fully expected SSA job to end. I did not want to be dumped into the local market competing against the dozens of other, many local, attorneys when the NTE ended. I also note we had local attorneys leave to work at claimant rep firms and for OGC. Bottom line NTE status (and limited advancement) folks with options will leave. Granted options will be more attractive to non-locals.
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Post by charlsiekate on May 14, 2018 9:08:52 GMT -5
I was hired by SSA as an attorney decision writer in South Carolina while living in Georgia, BUT - I was a member of both state bars. I went to a GREAT deal of trouble to join the SC bar, for reasons that had nothing to do with my eventual application to SSA, but I cannot overstate what a hassle it is to become a member of the SC bar, especially if you are already practicing law.
I’ve always assumed my SC bar membership played a positive role in my hiring at a SC office. That and I had a friend who was already working in the office. Having a friend internally who can vouch for you goes a long way in a LOT of offices, from what I understand.
I was hired almost ten months after my initial application, offered the job on a Wednesday, asked if I could start Monday, I said no, and they said, great, then you can start the next Monday! Ten days later I started my new job 150 miles away in a different state.
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Post by chicagoirish on May 14, 2018 10:43:29 GMT -5
Yep, as someone who has been on the hiring and trying-to-get hired side, I can understand an agency preferring those with local ties. Same goes for private sector hiring. I have made it a point to emphasize local ties in my cover letters because I went to out-of-state schools and moved around with the military for years, so my hometown is not evident in my resume.
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Post by Judge McJudgeypants on May 14, 2018 12:01:30 GMT -5
Yep, as someone who has been on the hiring and trying-to-get hired side, I can understand an agency preferring those with local ties. Same goes for private sector hiring. I have made it a point to emphasize local ties in my cover letters because I went to out-of-state schools and moved around with the military for years, so my hometown is not evident in my resume. I'm in the same boat. I've moved around so much in my life (oil brat), I don't have a home state. I'm willing to go to most states to work in the federal government (thus, the pretty wide ALJ GAL). Based on these replies, I'm thinking I'll only be considered places where I can show a local tie, so this helps me narrow down where to apply. Thanks for the input everyone.
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Post by SPN Lifer on May 14, 2018 12:48:57 GMT -5
Perhaps get a local “burner” (pre-paid) cell phone for the city in which you apply, to use in connection with the application.
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Post by mercury on May 14, 2018 12:59:56 GMT -5
Perhaps get a local “burner” (pre-paid) cell phone for the city in which you apply, to use in connection with the application. Google voice allows you to get a local number and have it forwarded to your main one, and you can always change it afterwards.
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Post by sealaw90 on May 15, 2018 6:29:47 GMT -5
Perhaps get a local “burner” (pre-paid) cell phone for the city in which you apply, to use in connection with the application. Google voice allows you to get a local number and have it forwarded to your main one, and you can always change it afterwards. I'd put that tactic in the 'cute but not clever' category. It would feel like a lie to me, but others are free to see this differently.
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Post by desert2beach on May 15, 2018 6:54:47 GMT -5
We have learned to hire locally. In the past those we hire from outside the area tend to want to go back where they came from; those hired locally tend to want to stay local. Once we lose an employee, it may take a year or several to replace her. Meanwhile we are even more shorthanded than usual. Pixie I've got a slightly different twist on this. I've been involved in some hiring actions and my office will look to see a local connection as well. We do so because we're looking to hire for the long term. We also don't want to hire someone, only to get a request that they telework from some location hours away. That might be available for an employee with proven performance, but would be frowned upon with a new employee, unless the job was advertised as virtual. To address aljwishhope's valid point, note that the positions I was referring to were permanent, i.e., not NTE.
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Post by greatgooglymoogly on May 16, 2018 13:59:06 GMT -5
OPLA (ICE counsel) just sent out an email to all employees seeking transfers to the following offices:
New Orleans (Oakdale) NYC Phoenix (Eloy) San Diego San Diego (El Centro) and (Otay Mesa) and San Francisco.
Once these vacancies are filled, I would expect additional hiring to be done. (of course, depending on the budget)
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