Talent acquisition for defense contractors is about finding candidates with the right skills and the right clearance – at the right time. When a contract award notice comes in, open positions need to be filled – yesterday. How do you recruit and hire someone seemingly overnight?
Here are four things to consider when you need to hire quickly:
1. Build a pipeline of talent.
Build a talent pool of vetted and matched candidates who are ready to quickly move through the hiring process. Make sure candidates in your talent pipeline match the diversity of contracts your company is bidding on, including required certifications and security clearances. Look ahead with your program managers and forecast talent needs. Recruiters should encourage program managers to be proactive and plan for turnover. Open positions impact project timelines. Find, build, and maintain relationships with cleared candidates through talent communities, online job sites, and face-to-face networking (yes, people still do that!).
2. Network with other recruiters.
Maybe your fellow recruiter just passed on a candidate…who might be a perfect fit to fill your open position on the new contract. Don’t overlook this option. If your talent pipeline is void of a certain skill, check around with your fellow recruiters. Chances are, someone has some leads for you. At some point, you will have an opportunity to return the favor.
3. Create an engagement-specific employee referral contest.
Employee referral programs are great, and an engagement-specific competition could be just what you need when you’re hiring on a time crunch. The reward amount should reflect the competitiveness of the position – and be enough to get your employees’ attention. If the contract is large and most of thee project team members are already hired, narrow the competition to the project team, as they have a vested interest in the new employee. Making the employees part of the recruiting and hiring process can make the onboarding process a better experience.
4. Streamline your hiring process.
Whenever possible, combine steps in your hiring process. When the right candidate is lined up and the contract is awarded, it’s not time to put on the brakes. Once you’ve identified a viable candidate, everyone in the hiring process needs to be operating on the same page at this point. Don’t be afraid to over-communicate if that’s what it takes to keep everything moving. This is also where your talent pipeline comes in. Divide your sourcing into buckets, and your candidates as well – know which have been pre-screened for clearance, interviewed, etc. Consider eliminating some steps for candidates who you’ve met in person or who have worked with your company in the past.
Recruiting for positions pre-contract award can create confusion for candidates and recruiters. It’s challenging to sell a candidate on a job that may never be available; however, it’s also challenging to find the right candidate in a day. It’s a balancing act to engage talent and keep them interested, so you are in a position to hire quickly when you get the contract award notice.
cleared network tip – use folders to manage your pipeline
As an amazing recruiter you probably already embrace the importance of talent pipelining and building connections that will last in the future. Group your connections on the Cleared Network to make it even easier to reconnect with these special candidates. Use folders on the Cleared Network to label your talent and make sure ‘ready to roll’ is a folder you always keep a few great candidates in. Browsing groups is a great way to find new talent and build connections. And remember that you’ll need to stay-in-touch with that group of candidates more often than others – letting them know right away when the opportunity comes in, and making sure they’re still interested if you don’t have anything available now.
