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Your 2024 Recruitment Recap: Attract, Engage, and Retain Cleared Candidates

The recruitment world may be evolving with new tools and AI innovations, but 2024 showed us that the core principles of hiring remain unshaken. Tried-and-true strategies like clear communication, building strong relationships, and staying responsive remain the bedrock of effective recruitment. These foundational elements not only help attract top security-cleared talent but also create a candidate experience that stands the test of time.

If you missed them the first time, be sure to check out these recruitment tips covering contingent positions, content creation, salary transparency, time-to-hire optimization, and more from the ClearedJobs.Net blog.

How to Win the Recruitment Game for Contingent Positions

Recruiting for contingent positions in the government contracting community presents a unique set of challenges that differ significantly from fully funded requisitions. The unpredictable nature of contingent recruiting demands a unique blend of foresight, flexibility, and effective communication.

Employers must not only identify and attract qualified candidates but also keep them engaged despite the inherent uncertainty of the timeline and outcome. Consider the following best practices:

• Start Early with the Draft RFP: It’s often advantageous to kickstart your recruiting efforts during the draft RFP phase. This allows you to establish a talent pipeline before the final RFP drops, providing you ample time to assess candidates against the evolving requirements.

• Find the Right Balance: Remember when we said to start early? Well, there’s a caveat. Starting too early does have some dilemmas – sometimes requirements or the number of positions can change from the draft to the final RFP. It’s crucial to be adaptable and to figure out how much time you can dedicate to recruiting early, especially if you have a small team and other open reqs to focus on.

• Attract Ideal Candidates: Clearly state that the position is contingent upon contract award to set expectations upfront in both your job postings and initial conversations with prospective candidates. Due to the prolonged timelines involved, the most promising candidates for contingent positions are often people who are already employed and looking for a promotion, versus someone who needs a paycheck ASAP. 

• Keep Candidates Engaged: Building strong relationships with your contingent candidates is key. Keep them updated on any timeline shifts, and keep in touch consistently whether there is something new to report or not. Send them newsletters or invites to webinars and meetups – get creative and ensure they stay engaged!

Read the full article here to navigate the complexities of contingent hiring.

Engage Candidates with Compelling Content Creation Ideas

In today’s competitive market for cleared talent, standing out from the crowd requires more than merely posting job descriptions. Creative content can help your organization build visibility, strengthen your employer brand, and attract the right candidates. Here’s how to use content marketing to amplify your recruitment efforts:

• Visual Job Postings: Transforming traditional text-based job postings into visual content can significantly increase their appeal. Try creating a short video job posting that includes key details from the job description like the title, required years of experience, key duties, and a few attractive benefits. This is not intended to replace job postings, but gives you a visual element to share that will improve click-through rates.

• Behind-the-Scenes Content: Showcase your workplace culture by sharing authentic videos or photos of team-building activities, special events, or day-to-day work environments. This humanizes your brand and helps candidates envision themselves as part of your team.

• Employee Testimonials and Success Stories: Feature employees in short video testimonials or infographics sharing quotes about their experiences. Success stories that highlight career growth and opportunities within your organization provide a glimpse into what makes your company great.

• Live Q&A Sessions: Host topical webinars or live Q&A sessions on social media or platforms like Zoom. Invite current employees to discuss their roles, career paths within the company, and answer questions from potential candidates in real time.

• Career Development Content: Offer value to your audience with blogs, infographics, or webinars on topics like resume tips, interview strategies, and industry certifications. Educational content not only engages job seekers but positions your company as a trusted industry leader.

By diversifying your content and sharing it across platforms like social media, email campaigns, and career pages, you can effectively attract and engage cleared candidates. Read here for more content creation strategies and tactics.

Meet Salary Transparency Mandates and Candidate Expectations

As the demand for fairness and transparency in the workplace continues to grow, more states are enacting salary transparency laws. What started as a gradual shift toward salary openness has now become a legal requirement in several places, including states with large cleared populations. By posting clear salary ranges, employers signal that they are aware of the competitive landscape and are willing to offer fair compensation.

When candidates have a clear understanding of the salary range associated with a position, they are more likely to apply. In fact, candidates are five times more likely to click on a job posting featuring a clear pay range according to Lighthouse Research & Advisory.

Being upfront saves candidates—and your hiring team—time by reducing dropouts due to mismatched expectations. And once onboard, employees who understand how their compensation fits into the larger company pay structure are more likely to feel satisfied with their pay. According to Lighthouse Research & Advisory, companies rated highly on pay transparency are three times more likely to say employee retention has improved in the last year. 

As more states and localities implement pay transparency laws, staying compliant isn’t just a legal matter—it’s a competitive advantage. According to Payscale’s 2024 Compensation Best Practices Report, 60% of respondents now share pay ranges in job postings—a significant jump from 45% in 2023. What’s even more telling is that 39% of participants specifically said they disclose salary ranges in job postings whether or not they are legally required to do so.

It’s important to recognize that salary transparency doesn’t have to mean a rigid pay structure. Many companies post wide pay ranges that allow for flexibility during negotiations while still providing candidates with a sense of what to expect. Read the full article for more insights here.

Streamline Your Process and Optimize Time-to-Hire

When recruiting sought-after cleared professionals in a limited talent pool, every day counts. Yet, in the GovCon space, many time-consuming factors such as clearance processes and external approvals are beyond your control. Despite these challenges, optimizing areas within your reach can help reduce delays.

Be sure to address the following bottlenecks to enhance the efficiency of your recruitment process and support improved time-to-hire outcomes:

Communication Gaps

Ensuring there is a streamlined and transparent communication channel between all parties involved can significantly reduce unnecessary delays. Regular updates to both candidates and internal teams can help keep the process moving smoothly. Building a strong recruiter and hiring manager relationship (and customer/prime relationship) will help you to navigate the process efficiently at all stages. Implement regular check-ins and set clear expectations for timelines up front.

Prolonged Interview and Decision-Making Stages

Consider implementing structured interview stages with clear timelines. Consolidating interviews or using panel interviews can also speed up the process. Ensure interviewers are prepared and available to meet the scheduled timelines. Encourage prompt feedback and decision-making from all stakeholders involved in the hiring process. Setting expectations early on and streamlining the process in this way can help in making quicker internal decisions without compromising the quality of evaluations.

Inefficient Job Postings and Application Systems

To attract qualified top talent from the outset, ensure your job postings accurately reflect the requirements of the position. Invest in user-friendly application systems that make it easy for candidates to apply and for recruiters to track applications. An optimized system can streamline the initial stages and reduce unnecessary delays. Also, use pre-screening/knockout questions to filter out unqualified applicants early.

By controlling what you can and managing what you can’t, you’ll strike the right balance between time-to-hire and quality-of-hire. Find additional tips in the extended article here.

Build Bridges with Transitioning Military and Veteran Talent

In the niche world of cleared recruiting, finding qualified candidates who also have the right clearance is sometimes a tall order. Luckily with about 200,000 veterans transitioning out of the military each year, you’re able to draw upon a talent pool of cleared individuals who are familiar with supporting the mission. Yet, connecting with this talent pool effectively demands a strategic approach.

Engage Veterans at the Right Time

Building relationships with veterans before they transition is key. Attend niche hiring events, like those on military bases or Cleared Job Fairs, to connect directly and establish your brand within the military community. Take it a step further by engaging online—LinkedIn groups, military spouse networks, and cleared resume databases are effective tools to reach those you might not meet in person. Participating in the DoD SkillBridge program also allows you to onboard active-duty service members during their final 180 days at no cost, creating a mutually beneficial path for transitioning talent.

Break Down Barriers

Veterans may struggle with civilian hiring processes, from crafting resumes to understanding industry jargon. Be their advocate by offering guidance on timelines, job descriptions, and benefits. Clear communication can ease their transition and differentiate your company from competitors. Veterans already in your organization can also serve as ambassadors, offering unique insights and relatable support.

Retain Veteran Talent

Retaining veterans means creating a supportive culture. Assign mentors, foster camaraderie through veteran-focused groups, and provide training tailored to their professional growth. A veteran-friendly workplace encourages loyalty and long-term success.

By engaging and supporting veterans, you not only honor their service but also tap into a skilled and dedicated talent pool essential for mission success. Read the full article here for additional insights.

Follow Through with Candidates and Expand Your Pipeline

Ghosting isn’t just a dating phenomenon—it’s a recruitment issue too. It can be challenging to ensure every individual receives the attention they deserve, but it’s crucial to follow through with candidates, especially those who’ve reached the interview stage. By following through and letting people off the hook, you can cultivate a stronger talent pipeline, turning “no” into “next time.”

Lighthouse Research and Advisory asked candidates what would leave them with a positive impression of a company if they applied but were not selected. They found, 70% of candidates want a clear reason for why they weren’t selected, and 61% want timely responses. Failing to follow up frustrates applicants and tarnishes your employer brand. Conversely, candidates who receive feedback—even bad news—are more likely to refer others or apply again.

For candidates that don’t quite make it across the finish line, don’t let all that legwork go to waste. By adding them to your talent pipeline, you’ll save valuable time and resources in future hiring processes, as you’ll already have a pool of pre-qualified candidates to draw from.

Maintain relationships by sharing updates like new job postings, contract wins, or conference appearances. For example, notify candidates in your pipeline about relevant roles: “We’ve added four Intel Analyst positions thanks to a new contract. Let me know if you or someone you know is interested.”

Following through doesn’t just enhance candidate experiences, it solidifies your talent pipeline and positions your organization as a preferred employer in the cleared job market. For additional insights read the full blog here.

Recruiting might be evolving, but the fundamentals of clear communication, strong relationships, and candidate-focused strategies remain the cornerstone of success. By embracing these best practices, your team can confidently tackle the complexities of today’s recruitment landscape while building a stronger talent pipeline for tomorrow.