The complaints may seem constant from cleared candidates on their interactions with recruiters (and vice versa, for that matter). But in a job market that is driven by the passive candidate, talent professionals have to choose their battles when it comes to arguments like who ghosted who first.
A positive interaction with a potential candidate can serve your long recruiting game even if they aren’t ready to jump ship from their current company yet. They may remember that nice recruiter once they do have a bad day at their current job.
How to Be a Really Bad Actor on ClearanceJobs
Here are three ways that recruiters can be really bad actors on ClearanceJobs.com.
1. Posting Catch All Pipeline Positions
It’s easy to post a generic “All-Source Intelligence Analyst” opening on your careers page or ClearanceJobs profile if you have multiple fully funded contracts and proposal efforts that you are staffing. Pipelining is an essential recruitment function for Department of Defense and Intelligence Community missions where your programs may experience expansions and as you prepare for turnover.
But having positions where candidates are taking the time to formally apply only to learn that there isn’t actually an opening at your company for them can feel like a big-time waster punch in the face. The trick here is to be very explicit in your wording (i.e., “This contract has not yet been awarded and we are looking for key personnel to submit with our RFP response” or “This position is set to be awarded in 2024 with work to start shortly after”).
Candidates will appreciate the candor.
2. Not Responding to Candidate Messages
The expectation when you send a broadcast or direct message to a candidate is that they reply. Whether they are interested or not, recruiters appreciate knowing that they were seen by the candidate. Talent professionals should do candidates the same courtesy when they inquire about your company.
It’s tough because recruiters are likely getting hundreds of messages a month and trying to prioritize responding to candidates that can fill openings today.
If the candidate reaches out letting you know they are interested in entry level cyber roles in the Ohio area, but you don’t have anything available at the current moment, a simple “We don’t have anything that matches your needs at the moment, but we encourage you to join our mailing list to stay in the know for future updates!” will suffice.
Copy and paste can be your friend, and use the personalized note feature in your network settings to immediately engage with people you connect with.
3. Having an Incomplete Company Page
As recruiters are evaluating their online presence and what potential candidates see when they come across your company profile, ensure that you are linked to all of your social media accounts, have a complete summary of your company and its capabilities, share content on job openings, benefits, or program wins, and include a full list of openings by opting for a job scraper that duplicates your careers page daily to hiring needs on ClearanceJobs.
If a candidate comes across a dead profile, they may move on to a company with a little more engagement and excitement.
THEÂ CLEARED RECRUITING CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUT COMPETE THE NEXT NATIONAL SECURITY STAFFER.
