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Cleared Recruiting Challenges: Engaging Candidates, Filling On-Site Roles, and Finding the Right Fit

Behind the scenes of our podcast, Security Cleared Jobs: Who’s Hiring & How, we pose a critical recruitment-focused question to our guests: What is your most difficult recruiting challenge, and what tools or skills do you use to overcome it?

With over 100 guests interviewed since 2022, their insights sparked the creation of a Cleared Recruiting Challenges mini-series. From tackling candidate engagement and culture fit to addressing the significant hurdle of attracting candidates to on-site roles, we’ve compiled some practical strategies and solutions to common cleared recruiting challenges. If you missed the first three installments, here’s a recap of key takeaways you won’t want to overlook.

Ep 1. Candidate Engagement, Experience, and Excellence

When reviewing the various challenges shared by our podcast guests, one of the themes that stood out immediately was candidate engagement. In the first Cleared Recruiting Challenges episode, hosts Kathleen Smith and Rachel Bozeman explore how recruiters can foster stronger connections with cleared professionals.

They discuss how to go beyond surface-level interactions to create authentic relationships that leave a lasting impression. From personalized communication strategies to crafting a seamless candidate experience, this episode offers ideas to help recruiters stand out and build trust in the cleared talent community.

The Power of a Positive (or Not so Positive) Experience

As Kathleen shares in the episode, a Talent Board report revealed that 81% of candidates share positive experiences with their networks, and as many as 66% share negative ones. This statistic takes on even greater importance in the cleared community, where networking plays a pivotal role—53% of cleared professionals rely on their network during job search, according to ClearedJobs.Net survey findings.

For recruiters, every interaction matters. Candidates who feel valued and supported are not just potential hires – they’re also brand advocates. Even those not immediately placed may return with referrals or seek roles with your organization in the future. A single positive experience can ripple outward, benefiting you far beyond your immediate needs.

Candidate Engagement Is All About Relationship Building

Rachel stresses the importance of relationship-building during the discussion. In a world where ghosting is prominent in both personal and professional settings, candidates crave communication and recruiters that make them feel appreciated. Consistent updates—whether about next steps, hiring timelines, or feedback from interviews—ensure candidates feel informed and respected.

And remember, communication with candidates can extend beyond your immediate hiring process. When Dorion Baker of BTI360 responded to our recruiting challenges question, he reminded us that sometimes a candidate may not be available today. You might need to wait for another year, so in that case, it’s essential to nurture the relationship over time.

But as Dorion cautioned, there’s a balance between remaining engaged with candidates and not overwhelming someone who isn’t currently in the market. As Rachel put it, “Don’t become a stalker – but don’t become a stranger.” So use your ATS or a well-organized spreadsheet to help you pace your communications effectively. This is especially important when staying in touch over long periods of time with candidates for contingent positions too.

Ease the Application and Hiring Journey

When discussing the importance of the candidate experience, Kathleen and Rachel shared top drivers for candidates, as reported in a 2023 Global Talent Acquisition Study. One of the top drivers is a fast application process that respects the candidate’s time.

Similarly, Toni Johnson of GDMS suggested employers be wary of adding too many additional steps to the process for candidates. Streamline your application process by:

• Minimizing clicks: Don’t lose candidates with unnecessary steps.
• Gathering only essential data upfront: Avoid creating extra barriers for candidates.
• Conducting a self-audit: Apply for your own jobs to see how many hoops you’re asking candidates to jump through.

Simplifying the process respects candidates’ time and demonstrates your commitment to their experience—an effort that’s likely to be remembered. And keep in mind, that candidates value transparency. So share details about the interview process, timelines, and even the kinds of questions you’ll ask on your careers site and in your initial conversations with candidates.

Quick Tips to Improve Candidate Engagement and Experience

We cover a lot of ground in this episode, but here’s a snapshot of takeaways to help make your candidate engagement efforts more effective:

• Communicate regularly: Keep candidates updated on timelines, changes, and decisions.
• Be human and personal: Call candidates when possible and provide meaningful feedback.
• Tailor your outreach: Ask candidates how they prefer to be contacted—email, phone, or otherwise.
• Create a talent pipeline: Stay in touch with promising candidates, even if you don’t have an immediate role.
• Simplify the process: Reduce hurdles in your application and interview processes.
• Focus on long-term relationships: Engagement isn’t just for filling today’s opening—it’s about building a path toward future opportunities.

Listen to the episode here for more tips to improve candidate engagement and provide a positive candidate experience.

Ep 2. Getting Candidates On-Site & Managing SCIF Stress

Our second special recruiter-focused episode tackles the challenge of recruiting for on-site positions, especially those in Sensitive Compartmented Information Facilities (SCIFs). Recruiting for positions in SCIFs has always been challenging, but changes in workplace expectations—aka remote work preferences—have added a new layer of complexity for cleared recruiters.

A 2023 study by the American Psychological Association highlighted that 57% of workers experience negative impacts from work-related stress, such as emotional exhaustion and burnout. For some cleared professionals, this stress is compounded by the often restrictive nature of SCIFs.

With more professionals seeking flexibility, recruiters must find creative ways to address candidate concerns about working on-site. Consider these tips to make on-site roles more appealing in a competitive market.

Selling On-Site Positions

When it comes to recruiting for on-site roles, you really need to lean into your employee value proposition and put on your salesman cap. Here’s how some of our guests are combatting candidate hesitations to accept on-site positions with little to no opportunity for flexibility:

• Highlight Mission-Driven Work: Emphasize that on-site/SCIF roles offer unparalleled opportunities to contribute to the mission. For many cleared professionals, the chance to engage in challenging, meaningful work is a strong motivator.
• Promote Career Growth: Being on-site can foster organic learning and mentoring opportunities. This is especially beneficial to early-career professionals or transitioning military personnel.
• Showcase the Benefits of Being In-Person: From water cooler conversations to hands-on collaboration, being on-site allows employees to engage with colleagues and absorb organizational culture more effectively.
• Pay a Premium for On-Site Roles: Some employers now offer higher salaries to professionals willing to work on-site.
• Customize Total Compensation Packages: Beyond salary, recruiters are promoting unique perks like academic benefits, wellness programs, and family-friendly initiatives such as flexible Fridays or backup childcare options.
• Have an Open Dialogue: Simply asking candidates why they prefer remote work can uncover specific pain points, such as commuting costs or family obligations. Solutions like transportation benefits or enhanced leave policies can address these concerns directly. As Rachel aptly put it, “Don’t assume—ask. Find out what candidates need and meet them where they are.”

Another solution comes from Shawn Devroude of SIXGEN. They understand there’s a high rate of burnout in SCIFs, so they rotate employees between SCIF work and projects outside of the SCIF to keep them fresh, sharp, and challenged. This model not only reduces burnout but also provides employees with a broader skillset, keeping them engaged and well-rounded.

Listen to the full episode here to learn more about getting candidates on-site and managing SCIF stress.

Ep 3. Finding the Right Culture Fit

Another topic that frequently came up in our discussions with guests was the challenge of finding candidates who fit the culture. It’s easy to assume that qualifications and experience are the most important factors, but cleared recruiters know that an ideal candidate should also align with the culture.

In the government contracting space, this can get a little complicated, with layers of culture within the company, the client, and even the program. You may think you’re hiring a perfect fit for one layer, only to find they don’t gel with the next.

The Impact of a Good Culture Fit

Sounds like a lot of hassle, so why should you care about culture fit? Research proves that culture fit doesn’t just feel good—it leads to tangible benefits for both the company and the employee. According to Gallup, employees who feel connected to their culture are:

• More engaged: Almost four times more likely to be engaged at work, contributing to higher productivity.
• More likely to give referrals: They’re five times more likely to recommend their company to others, which can lead to a better talent pipeline.
• Less burnout: A significant 68% of employees experiencing a good culture fit report less burnout.
• Better retention: 55% of employees who mesh with company culture are far less likely to leave, meaning lower turnover and fewer recruitment costs.

Best Practices for Ensuring a Culture Fit

So how can you ensure a strong culture fit? Here are a few strategies to consider:

• Use In-Person Events: Face-to-face interactions, whether through Cleared Job Fairs or other meetups, can help avoid bringing a candidate all the way through the hiring process only to be turned down by the client. In-person events make it easier to quickly determine if the candidate matches what the customer is looking for.
• Take Your Time: Jim Rebesco of Striveworks noted that in a smaller company, a new hire can alter the makeup of the entire company, so taking time to get to know candidates can help ensure you’re making the right choice. It’s a balance between quality-of-hire and time-to-hire. As Scott Tekesky of Chameleon Consulting Group said, it’s a race to the right person.
• Get to Know Their Passions: Don’t just focus on the basics. Dive deeper into what motivates the candidate. What drives them? What excites them about the mission? Understanding their passion can help you gauge whether they’ll be aligned with your company’s long-term goals and how likely they’ll be to stick around.
• Explain Career Paths: It’s important to demonstrate potential career growth within the company. It’s not just about filling a role—it’s about showing candidates they’re joining a team where they can grow, contribute, and thrive.

Listen to the episode here for more insights about finding the right culture fit.

Stay Tuned for New Episodes

For more tips that address 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. This special mini-series airs every other week. We’re only on episode three of 10, so be sure to check back for future installments.