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Cleared Recruiting Challenges: Diverse Locations, Salary Constraints, and Brand Visibility
Recruiting for security-cleared roles is never a one-size-fits-all effort. Whether you’re trying to fill positions in under-the-radar locations, attract candidates despite budget limitations, or stand out in a crowded market, each scenario demands a unique strategy. Behind the scenes of our podcast, Security Cleared Jobs: Who’s Hiring & How, we’ve spoken with over 100 industry professionals to uncover solutions to challenges like these.
Let’s dive into the latest three episodes of our Cleared Recruiting Challenges mini-series for tips to tackle common security-cleared recruiting challenges shared by our guests.
Ep 4. Finding Talent for Roles in Diverse Locations
Location, location, location. It’s not just a mantra for real estate agents—it’s a challenge that recruiters in the cleared community face. While areas like the DMV are well-known hubs for cleared work, there’s a need for security-cleared talent in less obvious places too.
Recruiting for cleared roles in places like Ohio, Pennsylvania, or Utah adds complexity to the equation. Unlike commercial roles, most cleared positions don’t have the luxury of opening up the role remotely to attract more candidates, making it crucial to sell a specific geographic location.
Only a small percentage of cleared professionals are often open to relocating. For recruiters, this means stepping up your game to not just sell the role but the region.
Lean into Your Benefits
To attract candidates to work locations that are hard to fill, you need to put on your salesman hat and figure out how to sweeten the deal. Be sure you’re telling candidates all of the great things you have to offer that can help tip the scales in your favor, whether it be:
- Tuition reimbursement
- Job search support for spouses
- Flexible work schedules or employee leave
- Generous relocation assistance
- Or other unique employee benefits
By understanding what’s most important to the candidate and highlighting how you can address their needs, you can make relocation feel like an opportunity rather than a hurdle.
Sell Candidates on What the Location Has to Offer
Meghan Hayes of the Applied Research Lab at Penn State said getting people to know where they are is one of their toughest challenges. However, once people discover they’re there, geography is actually one of their biggest strengths. She’s able to sell candidates on the small-town feel of State College, Pennsylvania.
In fact, a CBRE global survey of Millennials found that three-quarters of them work in large cities, but more than half would find a small or medium-sized location appealing as they transition into a family-oriented phase of life. A small town with an affordable cost of living and some kind of “cool factor” is right up their alley.
Meghan shared some of the cool factors of Stage College she’s able to emphasize, like big-name concerts and college sports, to outdoor activities like skiing and hiking. Not all locations will have such cool offerings as State College, but it’s your job as the recruiter to know what highlights of the local area you can share with prospective candidates, whether it be short commutes or unique attractions.
If you’ve visited the area or live there yourself, share your personal experiences. Authenticity can make all the difference. Kate Copley from Odyssey Systems Consulting Group recommended sharing personal stories and your genuine enthusiasm about the area to help candidates see the potential for their own future there.
Attack the Challenge from Multiple Angles
Successful recruiting for positions in diverse locations requires a multi-faceted approach. John McCracken of Battelle noted the value of cultivating long-term relationships through university partnerships and internships to build a sustainable pipeline of talent. He said they attack the issue from multiple angles, including reviewing compensation and benefits multiple times throughout the year to make sure they’re aligned with the market to attract and retain talent.
At the end of the day, persistence is the tool that Meg Pexa of Sandia National Labs relies on. As Meg says, you have to love the win so much that the 90% failure rate isn’t going to deter you from continuing on with security-cleared recruiting.
Whether you’re recruiting for Albuquerque, Columbus, or Wallops Island, every location has its strengths. All 50 states have something wonderful to share, your goal is to uncover and amplify those things to attract the right security-cleared candidates.
Listen to the episode here for more tips to recruit talent for roles in diverse locations.
Ep 5. Show Me the Money
Another prominent challenge in the cleared community is winning talent despite salary constraints. Recruiters are caught in a tricky situation, often competing with commercial salaries and candidates’ inflated salary expectations. And social media posts that tout candidates can easily expect to make $200k with a certification under their belt certainly don’t help the situation.
Tony Gilbert of RTX said people in the defense industry tend to go around from one defense contractor to the other and seem to expect extremely high salaries. But as we know, there isn’t a lot of wiggle room due to labor categories on contracts.
As Kitty Maves of GeoLogics summed up the situation, she can always find somebody, she just can’t always afford them, which is a familiar feeling across the community. Let’s take a look at how some of our guests are tackling the challenge.
Manage Candidate Expectations Upfront
One key takeaway from our guests is the importance of setting expectations early in the hiring process. Mike Barnum of RTX highlighted that recruiters should assume cleared candidates often have multiple offers in hand. If your compensation package doesn’t align with what candidates want or need, it’s better to know early than to get all the way to the end and waste valuable time.
- Get ahead of the challenge with proactive communication. Focus on managing expectations from the very first conversation by being upfront about compensation realities. If labor categories limit salaries, clearly explain those constraints to candidates.
- Paint a full picture. Present the total compensation, including benefits, bonuses, and perks like paid professional development opportunities. Many candidates overlook the value of the complete package until it’s broken down for them. This is especially important for transitioning military job seekers who aren’t as familiar with civilian compensation.
- Understand what matters most. By having these conversations early, you’ll be able to gauge what factors are most important to your candidate. This will allow you to better tailor your offer and approach to the specific individual.
Embrace Salary Transparency
While it’s important to discuss compensation in your initial conversations with candidates, you can get started even earlier—in your job postings. Salary transparency is quickly moving from a nice-to-have to a necessity for employers, especially as various states implement salary transparency legislation.
- According to the 2023 Global Talent Acquisition Trends Study, knowing the salary for the position they’re applying for is the top priority for candidates.
- Lighthouse Research & Advisory found that candidates are five times more likely to click on job postings with clear pay ranges.
- PayScale’s 2024 Compensation Best Practices Report found that 60% of employers now include pay ranges in job postings. And 39% of participants specifically said they disclose salary ranges in job postings whether or not they are legally required to do so.
Posting salary ranges on your job postings is a growing trend to consider adopting as it signals fairness and honesty to candidates, makes them more likely to apply, and also ensures you’re legally compliant across the country.
Leverage Your Employee Value Proposition
While compensation plays a pivotal role for candidates, it’s not the one and only factor at play in the decision making process. Candidates want to know why they should choose your organization beyond a paycheck.
Stephanie Lovett of Leidos explained that even though commercial companies are able to offer high-dollar salaries, the GovCon community can overcome this challenge by looking at the overall package. Stephanie said it’s about the fit, the people, the culture, and being excited to make a difference in defending our security and borders.
Employers need to better articulate their unique value proposition. What makes your workplace stand out? Mike Giovanetti from Axiologic Solutions observed that while some cleared professionals leave the community for higher salaries or remote opportunities, many will stay for a really long time if they like where they work and who they work with.
This highlights a critical point: cleared candidates are looking for more than a job. They want a place where they feel appreciated and supported, can make a difference, and are able to grow.
Play to Your Strengths
Recruiters in the cleared community may feel they’re constantly battling commercial competition, but you might be more competitive than you think. The key is understanding and leaning into your organization’s strengths. Is it the mission? The benefits? The sense of purpose? Whatever sets you apart, make sure your candidates know about it.
By setting expectations upfront, embracing transparency, and showcasing your full value proposition, you can win over candidates—without always relying on the highest salary.
Listen to the episode here for more security-cleared recruiting tips to overcome what may be lacking in your base salary.
Ep 6. Building Visibility and Brand Reputation to Stand Out
In the competitive world of security-cleared recruiting, smaller and mid-sized companies often face an uphill battle to secure sought-after talent. Being known in the community isn’t just about visibility—it’s about building trust, creating a strong reputation, and ensuring candidates see your company as an employer of choice.
Why Your Brand Matters
Candidates are doing their homework. Before they even consider applying, they’re researching your company:
- 86% of passive candidates evaluate a company’s brand before deciding whether to apply, according to ThriveMyWay.com.
- 75% of job seekers research an organization’s reputation before hitting submit on an application, according to research by LinkedIn.
- A strong employer brand doesn’t just attract talent – it can reduce hiring and retention costs by up to 50%.
Your brand exists whether you manage it or not—so why not own the narrative? Recruiters who actively shape their company’s reputation and build authentic relationships will stand out from the pack.
Build Trust Through Personal Touch and Transparency
Reputation begins with trust, and trust begins with meaningful interactions. Job seekers don’t want to feel like another number in a pipeline – they want to connect with real people. Jess Mathias at Core4ce exemplifies this approach, focusing on a personal touch throughout the hiring process:
- Picking up the phone at every stage of the process to communicate directly with candidates.
- Providing constructive feedback to those who don’t make the cut. Helping candidates understand gaps in skills or certifications not only leaves a positive impression but also encourages them to come back better prepared—and potentially land the job next time.
When candidates feel seen, heard, and respected, your brand becomes more than just a name—it becomes a trusted organization they want to be a part of.
Spread the Word
Building trust and reputation doesn’t happen overnight, and it doesn’t happen solely by posting jobs and waiting for candidates to come to you.
- Be present at conferences and hiring events where cleared professionals gather.
- Let your employees be brand ambassadors. Encourage them to share their positive experiences in the community. Branded swag like t-shirts can help spread the word too.
- Share content on social media and your careers page. DJ Brown at DataHaven Solutions uses their YouTube channel to talk about their benefits and hiring process.
- Take advantage of unique opportunities like being a guest on our Security Cleared Jobs: Who’s Hiring & How podcast to reach new audiences.
Building trust and a strong employer reputation isn’t a one-time project—it’s an ongoing effort. Your brand is your calling card. Make it count, and candidates will notice.
Listen to the episode here for more security-cleared recruiting tips to build visibility and stand out in a crowded market.
Stay Tuned for New Episodes
For more tips that address security-cleared recruiting challenges, don’t forget to check out the Security Cleared Jobs: Who’s Hiring & How podcast. Follow the podcast and subscribe to the LinkedIn newsletter to be notified when new Cleared Recruiting Challenges episodes are released. Check out our previous Cleared Recruiting Challenges recap article.
