The world of government contracting, especially within the Department of Defense (DoD), can feel like [dis]organized chaos. Cleared recruiters—those responsible for hiring professionals with security clearances—must navigate shifting contract requirements, compliance standards, and the ever-present uncertainty that comes with federal contracts…like protests, losses, or that other company snatching up a candidate you were working with. Chasing your tail is an understatement but you don’t even have time to catch your breath when you finally get a moment.
We’ve seen the federal government shutdown previously, weather through hiring freezes, administrations try to shut particular offices down, and even other breaking news headlines related to our industry that make you think, “What the hell were they thinking?”
Here we are again – and even though it may feel different than layoffs before, national security still needs people, even if that person who posted about RIF went viral and their job may be housed in a different home (or agency or building or company) now.
How to Deal with Contracting Chaos
This topic transcends time, or whatever current dimension we’re in now. Because contracting will always be chaotic. So, how can recruiters stay ahead in this unpredictable landscape?
1. Stay Ahead of Contract Award Cycles
One of the biggest challenges in DoD recruiting is the unpredictability of contract awards, surges, and renewals. Contracts can be delayed, re-competed, or even canceled at the last minute. To mitigate risks:
- Maintain close relationships with program managers and contracting officers to get early insights into potential changes.
- Develop a pipeline of pre-vetted candidates so you’re not starting from scratch when a contract is awarded.
- Stay informed on contract recompetes and anticipate when positions may need to be refilled.
2. Build a Deep Bench of Cleared Talent
Security clearances are a significant bottleneck in hiring. Some contracts require a clearance at the time of hire, while others may allow for interim clearances. To ensure your recruiting team’s success:
- Continue to build that pipeline and cultivate relationships with passive candidates who already hold clearances. Join groups that foster this connection.
- Partner with training programs to identify candidates who could obtain clearances in the future.
3. Understand Compliance and Classification Nuances
Recruiters in the cleared space must be well-versed in federal hiring regulations, labor categories, and compliance requirements. Missteps can lead to compliance violations and lost opportunities. Best practices include:
- Familiarizing yourself with the nuances of different labor categories outlined in the contract (e.g., skill level, certification requirements, clearance suitability).
- Keeping up with changing DoD hiring policies, security clearance requirements, or DoD 8570 (now DoDD 8140) certs.
- Ensuring all job postings and recruitment processes align with contract specifications and security policies.
4. Manage Candidate Expectations Effectively
Candidates in the cleared space often face long hiring processes due to contract negotiations and security clearance approvals. To keep them engaged:
- Be transparent about timelines and potential contract delays.
- Provide regular updates, even when there’s no news, to maintain trust.
- Offer career guidance to candidates who may be affected by contract shifts, helping them transition smoothly between roles.
5. Develop Strong Relationships with Key Stakeholders
Recruiters who work with multiple subcontractors have a distinct advantage. By fostering relationships with prime contractors, subcontractors, and teaming partners, you can:
- Get ahead of potential hiring needs before positions become urgent.
- Identify opportunities for transitioning candidates between contracts to retain top talent.
- Collaborate on best practices to navigate changing DoD hiring landscapes.
6. Leverage Technology for Efficient Talent Management
With the complexity of DoD contracts, manually tracking candidates, security clearances, and contract statuses is inefficient. Investing in the right technology can streamline your efforts:
- Use applicant tracking systems (ATS) designed for cleared recruiting.
- Leverage AI-driven tools to match candidates with contracts efficiently.
- Maintain a centralized database of cleared professionals with relevant skill sets and clearance levels.
7. Adapt to the Shifting DoD Landscape
Government priorities shift due to political changes, budget constraints, and global security concerns. Being adaptable is key:
- Stay informed on defense budget allocations and policy shifts.
- Attend industry conferences and networking events to stay connected with hiring trends.
- Be proactive in adjusting hiring strategies based on shifting DoD needs.
- Know when a position and your resources have been drained and you should stop wasting time on it.
While the contracting world can be chaotic, cleared recruiters who take a strategic, proactive approach will thrive. By building strong relationships, staying informed, and leveraging technology, you can turn contracting chaos into a competitive advantage. The key to success lies in agility, transparency, and a deep understanding of both the recruitment landscape and the DoD contracting environment. And also, the ability to keep your cool. Balance your self-care, networking and sourcing activities, while touching base with your cleared pipeline.
Like anything chaotic in life, this too shall pass.
