Defense Hiring 101: How to Build and Scale a Cleared Recruiting Program

Creating a successful recruiting program is essential for attracting, hiring, and retaining the right talent for small or mid-sized defense contractors. A well-structured recruiting program can help your company grow and succeed in a competitive market.

How to Build and Scale a Cleared Recruiting Program

Here is your step-by-step guide on how to build and scale an effective recruiting program.

Step 1: Define Your Recruitment Goals

Before you begin building your recruiting program, it is crucial to define your goals. Ask yourself questions such as:

What funded positions need to be filled now?
What skills and qualities are you looking for in candidates?
What are your long-term hiring needs?
What proposals have been submitted and how many positions for each contract?
What Requests for Proposals (RFP) are scheduled for the next calendar year?

By clearly defining your recruitment goals, you can create a focused and effective strategy.

Step 2: Develop a Strong Employer Brand

Your employer brand is how potential candidates perceive your organization. To attract top talent, ensure that your brand is attractive and reflects your company’s values. Consider the following:

Company Culture: Highlight your company culture through testimonials, videos, and social media.
Benefits and Perks: Showcase the benefits and perks you offer to employees.
Career Advancement: Communicate opportunities for growth and development within the company.
Employees as Brand Ambassadors: Develop marketing assets and copy for currrent employees to share about their employer and openings.

Step 3: Create a Structured Recruitment Process

Developing a structured recruitment process can improve efficiency and ensure consistency. Consider these steps:

Job Descriptions: Write clear and detailed job descriptions that outline responsibilities and requirements. Don’t just pull from the vague Statement of Work (SOW).
Applicant Tracking System (ATS): Implement an ATS to streamline the application process and manage candidates effectively.
Interview Process: Design a standardized interview process, including interview questions and evaluation criteria.
Schedule Standup Meetings with Stakeholders: Ensure every business function is in the loop by scheduling meetings with hiring managers, team leads, PMs and recruiters.

Step 4: Build a Talent Pipeline

A talent pipeline is a proactive approach to recruiting by identifying and engaging potential candidates before positions become available. Consider these strategies:

Networking: Attend industry events and career fairs to network with potential candidates.
Talent Communities: Create a community of potential candidates through newsletters and build your listserv.
Internships and Apprenticeships: Offer programs that allow you to assess and train future employees through organizations like Hiring Our Heroes Skillbridge.

Step 5: Implement a Candidate Experience Strategy

A positive candidate experience can enhance your employer brand and increase the likelihood of candidates accepting job offers. Focus on:

Communication: Keep candidates informed throughout the recruitment process.
Feedback: Provide constructive feedback to candidates after interviews.
Onboarding: Develop a comprehensive onboarding process to help new hires integrate smoothly.

Step 6: Measure and Optimize Your Recruiting Program

To ensure the success and scalability of your recruiting program, continuously measure and refine your strategies. Consider the following metrics:

Time to Fill: Measure the time it takes to fill open positions.
Cost per Hire: Track the expenses associated with hiring new employees.
Quality of Hire: Assess the performance and retention of new hires.

Regularly review these metrics and seek feedback from hiring managers and candidates to identify areas for improvement.

By following these steps, you can build and scale a recruiting program that attracts and retains the best talent for your organization, driving growth and success.

THE CLEARED RECRUITING CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUT COMPETE THE NEXT NATIONAL SECURITY STAFFER.