Cleared recruiting means adopting new strategies to stay ahead of the game in the defense industrial base as a contractor. Since talent is passive, there may not be as many qualified secret squirrels attending job fairs. One venue they may be networking at to meet new professionals in this space and learn best practices is conferences.
Conferences to Attend to Recruit Passive Candidates
Here are some upcoming events recruiters may want to think about attending to make contacts in the defense industry:
April 24-26 Army Aviation Mission Solutions Summit
May 5-8 USGIF GEOINT Symposium
June 11-13 NCMS
RECRUITING PASSIVE CANDIDATES
Recruiting passive candidates, who are not actively looking for a job, can be a strategic approach to finding high-quality talent. This process requires a different set of strategies compared to attracting active job seekers.
1. Employer brand is key.
First, it’s crucial to build a strong employer brand. A compelling employer brand not only attracts active candidates but also sparks the interest of passive ones. By consistently showcasing your company culture, values, and employee experiences across various platforms, such as social media, your company website, and industry events, you create a positive image of your workplace that can attract potential candidates even if they’re not looking for a job.
2. Don’t forget to network.
Networking plays a pivotal role in reaching passive candidates. Leveraging professional networks, industry conferences, and events can be a fruitful way to connect with potential candidates.
3. Use your current employees to connect.
Additionally, employee referrals are a powerful tool; encourage your current employees to recommend professionals from their network who fit the company culture and skill requirements. Offering incentives for successful referrals can motivate employees to think carefully about who they recommend, ensuring a good fit for both the company and the candidate.
Make it Personal
Personalized outreach amongst all of these tactics is key. When you identify a potential candidate, take the time to learn about their career interests, achievements, and what might motivate them to change jobs. Tailor your communication to highlight how a position at your company aligns with their career aspirations and offers them growth opportunities they may not find elsewhere.
Remember, the goal is to build a relationship and engage them in a conversation about their career for the long-term as you build trust.
THEÂ CLEARED RECRUITING CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUT COMPETE THE NEXT NATIONAL SECURITY STAFFER.
