Money talks. But in today’s ‘lowest-cost-technically acceptable’ contracting environment, employers can’t always offer top salary – or match what a talented cybersecurity professional will be able to earn in the commercial sector. Fortunately, there are ways to sell your positions – other than salary. Here are some of the top draws for attracting cleared talent to your openings – no money required.
1. Mission first.
It sounds cliche, but cleared professionals really do care about the mission. It’s no surprise to a highly qualified, experienced IT professional that he or she can make more money in the private sector. But many will choose to take on a job in government contracting – if the work is right. A ClearanceJobs survey of cyber professionals found that being challenged and meaningful work ranked first and second in what keeps them engaged on the job – compensation came dead last. Compensation was also third in the list of things they looked for in a new employer.
2. Benefits.
You know it’s not all about salary – total compensation counts. In a time of rising healthcare costs, many professionals can be wooed by better benefits, whether that’s comprehensive healthcare or a great dental plan. If your company has a lot to offer in these areas, make sure you make that a prominent part of your offer. Retirement savings plans and flexible spending accounts can also be major perks. Don’t forget to include them on the equation.
3. Cost of living.
This can be a major selling point if you’re trying to lure talent out of the lucrative Washington, D.C. metro. And keep in mind how even in the DC metro, a shift of 20 miles may mean significant cost of living drops. A candidate moving to the DC area may think they can’t possibly afford the housing, but providing some data about home prices in Maryland vs. Virginia may be essential insight. Unless you’re from the DMV, you probably don’t realize those differences. Provide critical intelligence on housing, schools and other critical data points. Those may be the things that persuade a candidate to accept your position.
4. Work-life balance.
Like ‘mission-first,’ work-life balance may seem like a cliche. But it really is a critical perk to a growing number of candidates. If telework is an option, make sure to highlight that. If you offer two weeks of paid vacation from day one, note that, as well. The more you can demonstrate those advantages, the more a candidate will be willing to accept your offer.
5. Job Security.
You can’t promise everything will work out in the job. But you can show an in-demand candidate how they’ll have a chance to grow in your company. If you can’t pay them top dollar today, highlight other contracts the candidate may be able to move into in the future. Showing a candidate how they can grow with your company – through training programs, education reimbursement, or other perks – may be a great way to attract them to make a commitment.
Salary may seem like the only thing that matters. But the reality is it’s only one component of what your company can offer. By demonstrating other perks and advantages your job, you’re showing candidates the real reason to come to work for you. And making a hire that will be much more profitable than one who’s only motivated by cash.
