In the competitive world of cleared recruiting, four key factors—Relocation, Retention, Rehiring, and Remote Work— play a vital role in attracting and keeping top talent in an increasingly competitive market. With the rising demand for flexible work environments, companies must rethink their approaches to stay ahead. Watch the highlights below and download the full report here.
Relocation remains a challenging aspect, as not all candidates are willing to move unless they see clear benefits such as pay increases or career growth. Only 44% of companies offer relocation expenses, but those that do are better positioned to attract top talent in hard-to-fill regions. Offering a higher salary, career advancement opportunities, and flexible schedules can make relocation more appealing.
Retention is critical. The average turnover rate in the cleared space is 35%, lower than the national average but still significant. Compensation remains the top factor influencing whether employees stay or leave, followed by remote work opportunities and career growth. Retention bonuses, ranging from around $1,800 to nearly $8,000, are a common tool to incentivize employees to stay.
Rehiring former employees is a growing trend. Companies that maintain strong relationships with former staff often benefit from smoother transitions and lower recruitment costs. Over 30% of respondents report rehiring more than 15 former employees in the last year, demonstrating the value of keeping a strong talent network.
Finally, remote work remains a hot commodity. While security restrictions make it difficult for some roles, 74% of recruiters in the cleared space are offering remote options, an 8% increase since 2021. Flexibility in work arrangements not only helps attract candidates but also ensures companies remain competitive in a rapidly evolving job market.
National security recruiters must remain adaptable. By focusing on these four R’s, companies can build a resilient workforce ready for the challenges of tomorrow.
