Executive Summary 

On the surface, federal employees may view Human Resources mainly for its administrative function—recruiting, hiring, and managing benefits, among the many important tasks. Examining its role more deeply, however, HR isn’t just about onboarding and compensation. At its core, HR is the lifeline of an organization. It bridges the gap between uncertainty and certainty for employees. In partnership with managers and supervisors, HR professionals create a stable environment where employees feel secure, valued, and empowered to activate their full potential—a prerequisite for organizational mission success.

Today, in the face of seismic labor market shifts, the strengths and limits of an organization’s HR function will be further put to the test. This year alone, roughly 4.1 million Americans will turn 65, marking the largest surge of retirement-age individuals we’ve ever seen. This wave of retirements puts immense pressure on federal HR departments to address an anticipated talent shortage. Because while leaders in the private sector have been preparing for this shift by implementing new practices and technology that enhance the employee experience, the public sector has lagged behind. 

For those of us who have worked in the federal space as long as I have, you understand the challenges that HR departments must overcome when advocating for modernization. We must account for issues that are unique to the federal environment, such as navigating funding cycles that often disrupt long-term planning, and adhering to specific workforce rules and regulations that can sometimes be limiting.

Given these challenges, it’s no wonder that government agencies struggle to keep pace. As a result, many agencies still rely on traditional methods of HR where processes are often inefficient and outdated. Critical tasks like onboarding are often siloed, causing delays and a lack of cohesion as multiple departments operate within their own systems and timelines. And functions like data entry into human capital management systems and the security clearance process are bogged down by manual, error-prone processes. 

This way of doing things detracts from HR’s ability to focus on strategic initiatives. It also fails to meet the expectations of a modern workforce that values efficiency and transparency. 

It’s not just the digital native generations that expect modern efficiencies. Think about how we as consumers interact online, where our purchases can be tracked in real-time. On our app, we can see when our wireless earbuds have shipped and when they’re on route, and we can see when the food we ordered will be delivered and when the driver is on the way. In the same vein, federal employees could benefit from real-time visibility into their HR requests, and managers from seeing the status of their hiring actions, enhancing satisfaction and reducing uncertainty.  

The stakes are high. A recent report from the McChrystal Group calls this talent crisis one of America’s greatest threats. The challenge lies in attracting and retaining the next generation of workers, who are more diverse and seek purpose-driven careers. These younger workers are also tech-savvy and expect modern, efficient processes that align with their values and lifestyle.

Getting these processes right is critical, not only for employees but also for the success of each agency—and the nation. With Millennials and Generation Z seeking careers that offer opportunities for growth and impact, traditional HR models designed for previous generations are failing to meet these expectations. This talent crisis not only affects the government’s ability to innovate, it has the potential to disrupt the critical missions that keep Americans safe and secure.

The Opportunity for Federal Agency Leaders

At Intact, we’ve seen first-hand the pivotal role technology can play in enhancing the employee experience and creating organizational efficiency. By harnessing this technology, Chief Human Capital Officers (CHCOs) have the opportunity to redefine federal HR. 

Implementing modern HR technologies can empower employees through self-service platforms; connect siloed workflows to boost productivity; and enable data-informed decision-making. These enhancements not only increase employee satisfaction and engagement at every level, but also lead to a dramatic increase in data transparency and reduction in HR technology and time expenditures.  

As a ServiceNow Elite Partner, Intact has collaborated with multiple federal agencies to design and execute HR modernization projects that put people first. Based on our experience and expertise in understanding the public sector’s unique needs, this paper will demonstrate how technology can attract and retain top talent by enhancing transparency and communication, streamlining processes, and increasing efficiency within these organizations. 

Achieving these goals requires:

• Strategic planning: Aligning on the north star outcomes is critical to your organization’s success. Because it’s not just about implementing new tools—it’s about understanding how these tools can achieve your organization’s goals and priorities. This also allows for the intelligent use of out-of-the-box HR technology, which is more efficient and easier to evolve in the long run.  
• Stakeholder engagement: Involving your people in the development of solutions, engaging them in working through challenges, and asking how they envision utilizing the platform. This may also require a cultural shift, given that bringing in new technologies can be met with anxiety and even fear. This is why leaders must help folks get on board by using adaptive leadership and keeping a pulse on how people are responding to new inputs.
• An iterative approach: Being nimble is cost-efficient and can help with employee buy-in. You don’t have to implement everything at once—you can phase it in and collect necessary feedback that can lead to even better outcomes.
• A process for continuous evolution: Ensuring ongoing enhancements and optimizations based on real-world use and feedback—so that the technology evolves with the organization, and helps the organization take on new capabilities.

Adopting this approach is essential for agencies. It’s the only way your organization can attract the best talent, engage and empower its current workforce, and ultimately achieve its mission.

Empowering Employees at Every Level  

HR’s role in the federal government is critical for achieving mission success. As the McChrystal Group report aptly highlights, “The federal workforce is America’s most strategic asset.” These employees include FEMA coordinators who manage our response to hurricanes and wildfires, TSA agents who safeguard our airports, VA healthcare professionals who provide essential services to our veterans, and USDA inspectors who ensure the safety of our nation’s food. 

Each role, supported by effective HR practices, contributes significantly to keeping America safer and more secure, showcasing the profound and often unrecognized impact of federal HR management.

Agencies can integrate AI-driven technologies to automate processes like payroll, benefits administration, and compliance reporting. This reduces the likelihood of human error and significantly speeds up operations, leading to faster response times. Agencies can also provide employees better access to relevant information and features via self-service portals. This increases employee autonomy, management, and satisfaction, while simultaneously allowing HR to reallocate that saved time to matters that require deep technical expertise.         

Take the onboarding process: automating the initial setup and training schedules ensures that new hires are quickly and effectively integrated into the agency, with all necessary access rights and equipment ready from day one. In this scenario, an HR specialist initiates a single request that then kicks off a series of assignments to the various departments—including IT and facilities—so that the new employee’s computer, email account, necessary software, and necessary office equipment (whether onsite or offsite) are all arranged ahead of the employee’s start date. 

Additionally, a self-service portal can guide new hires through essential paperwork, policy acknowledgements, and training modules, allowing them to hit the ground running without the usual delays and administrative burdens. Instead of manually requesting all the individual items and resources for new hires, HR specialists can focus on enhancing employee engagement and personalizing the onboarding experience. Instead of guessing where to find crucial information, new hires and employees can access their self-service portals to view their employment status, benefits, and training progress.

Intact recently implemented this portal at a major agency and measured significant change. Within 45 days, employees were able to accomplish 80% of their HR actions through self service—a far cry from the 12% before the portal. That’s enablement.

Here’s how automation can empower employees at various functions and levels:

For HR professionals: Automation tools break down silos and increase collaboration by streamlining workflows and centralizing information. This setup improves process oversight and enhances the overall strategic capacity of the HR department.

For leadership: Advanced analytics provided by automated systems offer leadership a comprehensive view of workforce data, enabling better-informed decisions regarding workforce planning and policy development.

For managers and supervisors: Automation aids in managing team dynamics and performance. Tools like automated training schedules and performance tracking help managers ensure that all team members are developing the necessary skills to meet their objectives.

For existing employees: Modern HR systems offer employees self-service portals where they can manage their personal information, access HR services, and track the status of their requests in real-time—much like tracking a delivery online. This visibility not only empowers employees but also fosters a culture of trust and accountability within the agency.

For new employees: Automated onboarding processes ensure that new hires have a smooth transition, with immediate access to all necessary tools and information, setting a positive tone for their journey within the agency.

Technology that creates efficiencies and enables more transparency and accessibility transforms the HR department from a traditional administrative function into a strategic partner capable of driving federal agencies forward in a competitive, rapidly changing world. 

As we continue to face a government-wide push for efficiency and effectiveness, the role of technology in HR modernization becomes increasingly crucial, paving the way for more agile, responsive, and strategically focused HR practices.

Case Study: Implementing a People-First Approach at a Major Federal Agency 

Background and Challenge

A large U.S. federal agency, supporting nearly 90,000 employees, faced significant challenges due to disconnected and manual HR processes across multiple departments. These inefficiencies not only led to increased costs and time but also adversely affected the employee experience. With an anticipated significant influx of new staff, the agency required a modernized, unified platform to improve service delivery and create a frictionless user experience.

The agency struggled with siloed HR processes that crossed multiple departments, as well as duplicative systems resulting in unnecessary costs and other manual tasks, like email approvals and paper-based processing. These outdated systems were leading to delays and increased error rates.

Solution

To address these issues, Intact implemented two new ServiceNow modules: HR Service Delivery (HRSD) and Workplace Service Delivery (WSD), integrated with existing IT Service Management (ITSM) capabilities. This integration made the agency the first large U.S. federal agency to automate workflows across these three crucial modules.

Approach

Intact’s implementation approach included:

• Outcome alignment: The agency’s goals were to improve the employee experience and reduce wasted resources. Intact aligned the solution to these drivers.
• People focus: The primary focus was on enhancing the employee experience, guiding the project’s direction. A robust adoption plan, including training, supported the transition to the new capabilities.
• Scalable design: The solution was designed to evolve with the organization’s needs, ensuring sustainability.
• Sustainable platform: Utilizing native platform capabilities with minimal custom code ensured the system was easy to upgrade and enhance, paving the way for standardization and reuse.

Results

The implementation and integration of HRSD, WSD, and ITSM modules transformed the agency’s HR operations by:

• Empowering employees through automation and self-service capabilities.
• Connecting previously siloed workflows, which eliminated manual efforts and provided new levels of visibility.
• Introducing 286 new services accessible through the employee portal within just seven months, which was a record in both speed and scale.
• Anticipating cost savings of $150 million over 10 years due to reduced reliance on legacy systems, improved productivity, and due to the fixed-price nature of Intact’s model.

Throughout the project, Intact emphasized the importance of involving employees in the solution development and change management processes. Comprehensive training, communication, and organizational change management ensured that employees were supported throughout their adoption journey, from understanding the changes to realizing the benefits of the new system.

The agency’s Human Capital Office told us how this technology improved HR’s ability to access and organize different case types more easily: “The power of information at their fingertips allows for improved HR productivity and much higher customer satisfaction scores.” 

This successful implementation is a testament to how technology, when strategically applied with a focus on people, can dramatically transform HR operations. The project not only improved the efficiency and effectiveness of HR processes but also significantly enhanced the employee experience, setting a new standard for how federal agencies can leverage technology to meet their strategic goals.

Best Practices for Deployment 

As witnessed in the above case study, integrating the right technology is more than just a valuable upgrade. It helps transform organizational culture and workflows to better meet the challenges of today’s dynamic environment. 

By following these four best practices, federal agencies can ensure that their technology implementations drive real value, supporting their missions more effectively and preparing them for the challenges of the future.

Align the technology with your organizational goals and your stakeholders’ needs. To facilitate this alignment with the agencies we work with, Intact conducts workshops and interactive sessions that bring various stakeholders together to discuss and refine their expectations and needs. These sessions are vital for uncovering not only the spoken but also the unspoken needs and interests, which can vary greatly and change over time. They are also important in exploring each platform’s existing capabilities so agencies can minimize unnecessary customization and leverage built-in features. This approach ensures that the technology is scalable and capable of evolving smoothly with the organization over time, and not a Frankenstein of mismatched components.

Cultivate buy-in and collaboration. It’s essential for agencies to involve a broad range of stakeholders, from top management to everyday users, in the planning and implementation process. This engagement helps to ensure that the tools and processes are well-suited to the needs of those who will use them most. Techniques such as workshops and feedback sessions can be invaluable in building buy-in and fostering a sense of ownership among all participants.

Adopt an iterative approach. Instead of a massive, all-at-once rollout, agencies should consider phased deployments and pilot programs among a sample population of people that represent the larger whole. Intact is an advocate of the agile approach, which allows for continuous improvement and the gradual introduction of new systems. This helps to mitigate resistance, allows time for adjustment, and provides opportunities to gather and integrate feedback into subsequent phases. Each phase of the rollout can be evaluated based on specific criteria, making it easier to tweak and improve the process as it unfolds.

Post-implementation, focus on ongoing optimization. To cultivate a culture of continuous improvement, prioritize regular reviews and rapid updates. These quick wins are essential for demonstrating the immediate benefits of the new systems, helping to solidify buy-in from all stakeholders—employees and leadership alike. Seeing tangible improvements and understanding the forward momentum encourages everyone to engage more deeply and collaborate more effectively towards shared objectives.

Technology Puts People First

At Intact, we believe that technology doesn’t make outcomes happen, people do. Just as HR helps employees achieve their full potential, technology, when deployed strategically and utilized by dedicated and skilled personnel, helps an organization realize its full potential. By automating routine and time-consuming tasks, technology actually places people first, enhancing the human experience by freeing up time and resources and enabling a layer of transparency and accessibility never experienced before. 

Technology serves as a pivotal ally in transforming HR from a traditional administrative role into a strategic cornerstone of federal agencies. Employees are no longer bogged down by opaque processes and outdated systems; instead, they enjoy clarity and ease in their interactions, fostering a culture of trust and responsiveness.

Making these necessary investments is critical in a competitive, rapidly changing world—where organizations have an imperative to attract and retain top talent in order to achieve their critical missions. The stakes are high and the work must start now. 

Written by Bahar Niakan, Managing Director & Vincent Viola, VP of Delivery

When you think of professions that “save the world,” federal IT might not be the first to come to mind. Doctors, teachers, first responders—these are the heroes we often celebrate. But what about the people who work behind the scenes to keep our country running?

As veterans of federal IT, we can attest that our colleagues are the unsung heroes of public service. They protect our national digital infrastructure from cyberattacks, ensure veterans can access critical healthcare benefits, and enable agencies to hire the staff they need to serve the public. Their work is consequential, impactful, and often overlooked.

Few people grasp the sheer scale of federal IT operations. The impact reaches all Americans and extends globally. From managing data that informs White House decision-making during global crises to ensuring timely benefit payments reach millions of citizens, federal IT touches nearly every aspect of American life.

But this vast responsibility comes with immense pressure and numerous challenges. Federal IT leaders operate under constant scrutiny—a Damocles’s sword, so to speak—facing everything from cybersecurity threats to budget constraints, from shifting political priorities to complex regulatory environments. The knowledge that their decisions impact millions of Americans adds another layer of complexity to their already demanding roles.

Navigating Complex ‘Acquisition Physics’

One common misconception about federal IT leaders is that they lack enterprise strategy. This critique often stems from a lack of understanding about what we call the “acquisition physics” of federal IT.

While both private and public sector CIOs must align their technology initiatives with broader organizational goals, federal CIOs face unique challenges.In particular, they must navigate a complex landscape of congressional mandates, budgetary constraints, and rapidly shifting priorities that can dramatically impact their ability to implement long-term strategies. For example, a CIO might spend months planning a major system upgrade, only to have funding suddenly redirected to an urgent national security initiative.

This requires a unique blend of technical expertise, political savvy, and strategic thinking. Federal IT leaders must be adept at repurposing funds, pivoting strategies, and finding creative solutions within rigid constraints.

Fostering Innovation Within Constraints

Despite the constraints—or perhaps because of them—federal IT can be a hotbed of innovation. While private sector CIOs might have the luxury of deep pockets and fewer bureaucratic hurdles, federal IT leaders must innovate within a complex web of regulations, legacy systems, and budget constraints. This environment breeds a unique type of problem-solver: leaders who can turn limitations into launching pads for creativity. The most effective among them approach each “This is how we’ve always done it” as a challenge to engineer a better way forward.

This innovation often manifests in seemingly small but crucial details that can have outsized impacts. Take, for example, one federal agency’s response during recent hurricane recovery efforts. When they realized that flood victims, many displaced from their homes, couldn’t receive mailed checks for aid, the agency rapidly pivoted to a system of direct deposits. This shift, while appearing simple on the surface, required navigating complex federal payment systems, revamping security protocols, and restructuring entire workflows—all while under the pressure of a national emergency.

The result? Aid reached victims days or even weeks faster, providing critical support when it was needed most. It’s a prime example of how federal IT can evolve at lightning speed, turning potential bureaucratic roadblocks into pathways for more efficient, citizen-centric service delivery.

This innovation isn’t limited to systemic changes; it often manifests in rapid, hands-on responses to urgent needs. During our time in government, we witnessed this ourselves. One federal CIO personally delivered and set up equipment at sites along the border during a crisis.

This hands-on approach solved immediate logistical challenges while inspiring the entire team. It demonstrated that when crisis calls, everyone—including top leadership—must be ready to show up and take action. The CIO and staff worked tirelessly to establish systems for processing and tracking, facilitating inter-agency communication, and managing complex humanitarian logistics.

The Force That Drives Them

What motivates these professionals to tackle such complex challenges, often for far less compensation than they could earn in the private sector? From our experience, it’s the passion for their work, commitment to their organizations’ missions, and dedication to serving the public.

We’ve witnessed firsthand how their work transforms agencies and improves the lives of millions of Americans. From modernizing legacy systems to implementing cutting-edge cybersecurity measures, federal IT professionals are the backbone of a functioning, responsive government.

So the next time you seamlessly access a government service online or hear about a thwarted cyberattack, remember the federal IT professionals who made it possible. They’re the ones ensuring that our government can meet the challenges of today and tomorrow, one innovation at a time.

After decades in the technology industry, I’ve learned that digital transformation isn’t just a buzzword—it’s a matter of survival for most organizations. But more than 60% of digital transformation efforts fail. It’s not faulty technology that does them in. What usually happens is that organizations consistently stumble over the same few blockers. 

The good news is, these blockers are entirely avoidable. We’ve experienced our share of setbacks and successes, and we’re passionate about helping others navigate this complex landscape. Let’s break down these blockers and chart a course for more consistent digital transformation success.

Blocker 1: Lack of a Clear North Star Outcome

Many organizations dive into digital transformation without a clear destination. They get lost in a sea of technical requirements and deliverables, losing sight of the “why” behind their efforts. It’s like setting sail without a compass—you’re moving, but are you really getting anywhere?

A clearly defined, measurable outcome—a North Star—is essential for aligning teams, focusing resources, and achieving success. This North Star should be:

• • Tangible and measurable
  • Aligned with broader business goals
  • Understood and embraced by all key stakeholders

For instance, when we worked with a large federal agency, the North Star was crystal clear: replace a legacy system that posed significant cybersecurity risks and hindered modernization. With one of our large financial services clients, the goal was to close five specific FDIC audit gaps that were stifling growth. In both cases, having a clear North Star provided the focus and direction needed to drive transformation.

Once defined, your North Star outcome becomes the foundation of your transformation efforts, guiding all organizational communication, setting a clear and unifying expectation across every level of the organization. 

Without a North Star, projects may seem successful on paper, but fail to deliver meaningful business impact, and stakeholders become disillusioned as they struggle to see the value of their investments. This misalignment can create a ripple effect, causing future transformation initiatives to be met with skepticism or resistance. Moreover, without a clear North Star, you’re more susceptible to “scope creep” and endless customizations that deviate from your core objectives.

How to Overcome It: 

The first step is to gather your key stakeholders for a facilitated session to unearth the fundamental “why” behind your transformation efforts. Consider enlisting a neutral third-party facilitator to lead this discussion. An external perspective can help mitigate internal biases and foster more open, honest dialogue.

Begin by creating a secure environment where participants feel safe to voice their thoughts candidly. This trust-building exercise is crucial before diving into the tough questions. Once you’ve established this foundation, probe deeper: What keeps you up at night? What would make this investment a game-changer for your organization?

As you refine your ideas, continuously challenge them with questions like “So what?” and “Who cares?” This process helps distill your North Star into a clear, impactful one-sentence statement. Remember, this exercise requires skill and experience to navigate effectively. If the prospect seems daunting given the personalities in your organization, don’t hesitate to seek expert help.

Your North Star should be so clear and compelling that everyone from the C-suite to the front lines can articulate it. In fact, it should be so simple that you could explain the business outcome to your partner at home, without any prior IT knowledge. Remember, if your outcome sounds like “implement XYZ software,” you’re still lost at sea. The clearer and more relatable your North Star, the more effectively it will guide your transformation journey.

Blocker 2: Underestimating the Human Element

It’s easy to get seduced by the allure of new technology, but remember: technology alone doesn’t produce outcomes—people do. If you don’t invest in change management, training, and driving user adoption, your transformation efforts will fall flat.

Think about your smartphone. What percentage of its features do you actually use? Most people only scratch the surface. The same is true for enterprise technology. 

Without proper communication and enablement, low adoption rates will undermine the entire transformation effort, regardless of how cutting-edge your solution is. You may find pockets of resistance throughout the organization, with employees reverting to old processes or creating workarounds. 

This not only diminishes the return on your technology investment but can also lead to deteriorating customer and employee experiences, putting your professional credibility on the line. Once you lose momentum, it’s incredibly difficult to regain. Remember, if you lose people from the outset, it’s an uphill battle to turn things around. While technology can often be fixed, poor communication isn’t so easily mended.

How to Overcome It:

Start by identifying key stakeholders early in the project and understanding their unique needs. Then, launch targeted, multi-channel communications tailored to different audiences. Focus on explaining why the change is happening, what’s in it for them personally, and how it will benefit the organization. Use a variety of formats like town halls, email campaigns, and open house events to create awareness and drive adoption throughout the project lifecycle.

At one federal agency, we created over 450 pieces of communication in 18 months across various projects. This level of engagement was crucial for driving adoption and ultimately achieving the desired outcomes. They reached 80% adoption of their self-service portal in ServiceNow.

But you can’t just talk at people—you have to engage them. Create feedback loops that make employees feel heard. Host “innovation jams” where staff can brainstorm ways to leverage the new technology. And remember, training isn’t a one-and-done deal. Create a continuous learning environment with refresher courses, peer-to-peer coaching, and easily accessible resources. Your goal is to make the new way of working so intuitive and beneficial that going back to the old way feels unthinkable.

Blocker 3: The ‘Project Completion’ Mindset

It’s tempting to draw up a finish line as soon as you start a transformation project. But digital transformation is an ongoing journey of evolution and improvement. If you don’t plan for continuous change and innovation, you’ll quickly lose momentum and fall behind.

Imagine a train that’s been stuck in one place for years. You invest enormous effort to get it moving again, only to immediately cut the fuel supply once it starts rolling. That’s what happens when organizations view transformation as a one-time project rather than an ongoing capability.

Without the right mindset, you risk falling into the “implement and forget” trap. Initial gains may quickly plateau or even regress as the organization fails to keep pace with evolving needs and technologies. This stagnation can lead to a widening gap between your capabilities and market demands. You may find yourself in a cycle of large, disruptive overhauls every few years, rather than benefiting from continuous, manageable improvements.

How to Overcome It:

Start by establishing a “transformation taskforce”—a cross-functional team charged with keeping the momentum going long after the initial project wraps up. Empower them with resources and executive support to continually identify and implement improvements.  Ensure that you have the appropriate leadership, architecture, development, and communications capabilities budgeted into your O&M function. If not, it will feel like the momentum has slowed or stopped, in which case, we have lost credibility, and it is hard to get it back.

Next, bake adaptability into your infrastructure. This might mean adopting modular systems that can be easily updated or creating APIs that allow for seamless integration of new technologies. The goal is to build a flexible foundation that can evolve with your needs.

Finally, shift your budgeting mindset. Instead of allocating all your resources upfront, create an “innovation fund” for ongoing enhancements. This sends a powerful message that transformation is a journey, not a destination. It also allows you to quickly capitalize on new opportunities or address emerging challenges without getting bogged down in bureaucracy.

The Path Forward

As you embark on or continue your transformation journey, keep these key principles in mind: start with a clear, measurable North Star outcome. Invest heavily in the human side of change. And build for continuous evolution, not one-time implementation.

Digital transformation is challenging, but with the right approach, it’s also incredibly rewarding. By avoiding these common pitfalls, you can position your organization to thrive in the digital age. The journey may be complex, but with a clear vision, a focus on people, and a commitment to ongoing innovation, you can navigate the path to digital transformation success.

Years ago, we had an epiphany in the way we hire people at Intact. 

This epiphany was born out of big shifts we made to our business: shifts from focusing on short-term project delivery to driving long-term customer outcomes, and the realization that the implementation of software is just the beginning of a customer’s outcome journey.

We were building a company focused on customer success, and in order to do this effectively, we knew we had to prioritize hiring for, and training in, emotional intelligence.

In IT projects, the focus is often solely on technical expertise and much less on the emotional intelligence and behaviors of a consultant or developer. At Intact, we believe that the balance between EQ and IQ is critical. Ensuring a client feels seen and heard, understanding the pressures they face, and solving their problems—all essential ingredients of success—require staff with high EQ.

Ten years ago, we decided to add a powerful Managed Service offering to our business model to drive long-term outcomes and customer success. Because these resources did not readily exist in our industry, we chose to build our own recruiting and training program to create our own supply of talent. From that experience, we have built a highly successful workforce development program—one that attracts the best of the best, from all over the country.

A rigorous EQ interview

Our need, and subsequent learning, led to us building a unique hiring process that balances EQ needs along with traditional credentials.

This process begins with an interview that assesses key EQ attributes: situational awareness, empathy, resilience, and a growth mindset. Unlike traditional interviews, we shift the initial focus away from background and work experience. Those indicators have always felt less predictive of success in the job, anyway.

Instead, we drew on principles from Daniel Kahneman’s Thinking Fast and Slow and Daniel Goleman’s Emotional Intelligence and worked closely with a behavioral psychologist to shape our interview questions. This was around the time that Heineken aired The Candidate, its search for an employee that involved the interviewer faking a heart attack in the room to see how candidates responded. While no one in our interviews fakes heart attacks, we draw on a similar principle: we’re looking for situational awareness and a bias to action for helping others. 

Some sample questions from the interview include:

• “When was the last time you unintentionally offended someone?” This assesses self-awareness and willingness to take responsibility and apologize. If people can’t own up to their mistakes, they can’t learn and grow.
• “Tell me about a time when you sensed something was bothering a peer—what did you do about it?” This evaluates proactive empathy and ability to read and respond to others’ emotions. It’s essential for putting ourselves in our customers’ shoes.
• “What’s the most difficult thing you’ve ever experienced?” This gauges resilience and ability to stay composed under pressure, important for client-facing roles. 

Beyond technical skills

Candidates who pass the interview enter an intensive, paid, 8-12 week training program. Each cohort is about 20 people, and the curriculum they experience includes modules on technical capabilities, like Intact’s delivery model and products, IT concepts, and ServiceNow training, as well as broader skills training, like consulting 101 and communication.

In the curriculum, there’s also a dedicated EQ training module led by a behavioral expert. The topics she covers with the cohort include active listening, emotional regulation, and the role of empathy in business. We teach this because we believe it’s both essential for success in delivery of client work and also for building a company where people are cared for. 

The results: A high-performing, people-centric team

After the training, candidates “graduate” to support federal and commercial customers as full-time technical consultants—the backbone of Intact’s managed services offering. We have a 95% graduation rate from the program, a 95% first-time pass rate for ServiceNow CSA certification (vs. 34% industry average), and a 90%+ retention rate over the last four years. 

By prioritizing people skills in hiring and training, we have built a team uniquely equipped to navigate the human challenges of sustained digital evolution. We empower our team to be sponges, to learn and grow, and to inspire others.

Despite rapid modern enhancements, technology does not deploy itself. People deploy technology; you can’t have great technology without great people. It’s time for the industry to recognize this and prioritize putting people first.

At Intact, we’re not afraid to be different, and we love to share what we’ve learned. We hire differently, train differently, and work differently from your typical IT consultant. This is how we have built an award-winning, high-growth, human-centric company that delivers for our clients.