The U.S. federal hiring system has undergone a significant transformation with the implementation of the “rule of many,” officially finalized by the Office of Personnel Management (OPM) in September 2025. This change replaces the longstanding “rule of three,” which limited agencies to selecting only one candidate from the top three on a list, with a more flexible and inclusive approach. The new rule is set to take effect on November 7, 2025, with full compliance expected by March 9, 2026, according to Federal News Network.
Understanding the “Rule of Many”
Under the “rule of many,” federal hiring managers are now required to evaluate applicants based on relevant skills and rank them accordingly. Agencies can then determine a cutoff number, score, or percentage to identify the most qualified candidates. This approach allows for a broader pool of applicants to be considered, moving beyond the restrictive “rule of three” and the “category rating” system that grouped candidates into broad categories.
OPM Director Scott Kupor emphasized that this change enables agencies to bring in the best candidates by removing outdated rules that limited hiring managers' ability to assess applicants based on their skills and qualifications.
Implications for Talent Sourcing
The shift to the “rule of many” has significant implications for talent sourcing within federal agencies:
- Expanded Candidate Pool: With the ability to consider a larger number of applicants, agencies can cast a wider net in their recruitment efforts, increasing the diversity and quality of candidates.
- Emphasis on Skills-Based Assessments: Hiring managers are now focusing on specific skills and competencies, allowing for a more nuanced evaluation of candidates' abilities.
- Increased Flexibility in Selection Criteria: Agencies have the autonomy to set their own criteria for selecting candidates, enabling them to tailor the hiring process to meet specific needs and priorities.
- Potential for Faster Hiring Processes: By streamlining the evaluation and selection stages, agencies may reduce the time it takes to fill positions, addressing critical staffing shortages more efficiently.
Impact on Security-Cleared Candidates
For security-clearance candidates, the “rule of many” introduces both opportunities and challenges:
- Broader Consideration of Qualified Candidates: The expanded candidate pool means that individuals with the necessary security clearances who may have previously been overlooked can now be considered for positions they are qualified for.
- Increased Competition: With more candidates being considered, those with security clearances may face stiffer competition, necessitating a stronger emphasis on demonstrating relevant skills and experience.
- Potential for Streamlined Hiring Processes: The flexibility introduced by the “rule of many” may lead to more efficient hiring processes, potentially reducing the time it takes to onboard security-cleared candidates.
Strategic Considerations for Talent Sourcing Professionals
Talent sourcing professionals play a crucial role in adapting to the changes brought about by the “rule of many”:
- Adapting Sourcing Strategies: Professionals should revise their sourcing strategies to identify a broader range of qualified candidates, leveraging various platforms and networks to reach potential applicants.
- Emphasizing Skills and Competencies: Given the focus on skills-based assessments, sourcing professionals should prioritize candidates who possess the specific skills and competencies required for the positions.
- Ensuring Compliance with Security Clearance Requirements: For positions requiring security clearances, sourcing professionals must ensure that candidates meet the necessary eligibility criteria and are prepared for the clearance process.
- Monitoring Changes in Hiring Policies: Staying informed about updates to hiring policies and regulations is essential for sourcing professionals to navigate the evolving federal hiring landscape effectively.
Conclusion
The implementation of the “rule of many” marks a significant shift in federal hiring practices, offering increased flexibility and a broader pool of qualified candidates. For talent sourcing professionals, this change presents both opportunities and challenges in identifying and securing the best talent for federal positions. By adapting strategies to focus on skills-based assessments and understanding the nuances of security clearance requirements, professionals can navigate this new landscape effectively and contribute to building a more capable and diverse federal workforce.
