In a recent discussion hosted by the INSA Foundation, in partnership with ClearanceJobs and GDIT, Kimberly King from the Defense Intelligence Agency (DIA) and The Hon. John Sherman from Texas A&M’s Bush School of Government and Public Service, explored the ever-evolving landscape of national security careers. Moderated by Lindy Kyzer, the session revolved around reshaping the talent pipeline for the Intelligence Community (IC) and how new recruitment strategies and technologies can help build a diverse, agile workforce.
Diversity of Opportunities in National Security
King emphasized the diverse opportunities a career in national security offers, highlighting that individuals can either stay rooted in one location or travel globally while engaging in a mission with global significance. She stressed the need to create a robust talent pipeline by offering internships and tech training, especially for STEM-related positions. She also discussed DIA’s efforts to attract entry-level candidates with diverse tech backgrounds, noting the importance of reskilling and upskilling through initiatives like university-funded tech training.
Sherman echoed this sentiment by reinforcing the mission-driven appeal of public service. With a nod to President George H.W. Bush’s ethos that public service is a noble calling, Sherman underlined the unique opportunity national security roles offer to be part of something bigger. He discussed how interdisciplinary education and a focus on “cyber policy” are essential for preparing the next generation of leaders, as technological fluency becomes crucial in the digital age.
Adapting Recruiting and Retention Strategies
A key theme throughout the discussion was the need to adapt recruitment strategies to diversify the talent pool, particularly in fields like cybersecurity and intelligence. Both King and Sherman emphasized that fostering diversity in skillsets, ethnicity, and experience is crucial for the future of the IC workforce. King pointed to the DIA’s recruiting plan targeting events like the American Indian Society and the Women in Engineering Society, while Sherman highlighted academia’s role in broadening exposure to national security careers.
Retention is also a critical issue. King and Sherman both acknowledged that keeping talent in the workforce begins on Day 1. From creating meaningful work to fostering a sense of belonging, it’s vital to ensure employees feel valued and see the long-term impact of their work. King explained that DIA is investing heavily in modernizing HR systems and streamlining processes, recognizing the frustration that many candidates face due to the long clearance process.
Building the Future Workforce
Sherman, drawing from his academic experience, emphasized that educating students with a clear-eyed understanding of the realities of national security work—away from the glamorous portrayals in media—is essential for retaining committed and motivated talent. Both speakers agreed that a blend of veterans and undergraduates is key to building a well-rounded, future-ready workforce. The session underscored the need for a fresh approach to both recruitment and retention if the IC is to thrive in a rapidly changing technological landscape.
