Cleared recruiting in 2025 is colliding with forces that are reshaping the talent landscape in real time. From heightened concerns around candidate blacklisting and reputational risk, to government budget cuts slowing or stalling programs, recruiters are being asked to do more with less, while still preparing to scale at a moment’s notice.
top three Cleared Recruiting Articles
This edition of The Cleared Recruiting Chronicles explores the top three articles at news.clearancejobs.com this year.
1. Recruiters Blacklisting Candidates
Blacklisting in recruiting is a serious and uncommon step, typically reserved for candidates whose actions pose risks to clients or professional standards. In the cleared recruiting community, where networks are small and reputations travel fast, behaviors such as dishonesty, unprofessional conduct, confidentiality breaches, ethical or legal issues, excessive job-hopping, poor exits from roles, and inappropriate social media activity can all lead to long-term career consequences. To avoid being blacklisted, candidates should prioritize honesty, professionalism in every interaction, respectful job transitions, and a clean, thoughtful digital presence. Ultimately, protecting trust and integrity is central to both recruiter decisions and candidate success.
Full article here.
2. 7 Ways to Recruit Top Federal Talent
During periods of economic uncertainty, government shutdowns, or administrative changes, many experienced federal employees begin exploring private-sector roles. These professionals offer in-demand skills, active clearances, and institutional knowledge, making them highly attractive to government contractors, but they require a targeted recruiting approach. To attract this talent, employers should use clear, jargon-free job descriptions that highlight transferable skills; engage in trusted professional networks and events; partner with outplacement services; run focused recruitment campaigns; simplify the application process; build relationships with government contacts; and offer competitive compensation and flexible benefits. An intentional, streamlined strategy enables contractors to tap into this talent pool efficiently and maintain stability across the defense industrial base.
Full article here.
3. Defense Hiring 101: How to Build and Scale a Cleared Recruiting Program
Building and scaling a cleared recruiting program is critical for small to mid-sized defense contractors competing for scarce talent. A successful program starts with clearly defined hiring goals tied to funded roles, upcoming proposals, and future RFPs. From there, companies must establish a strong employer brand that highlights culture, benefits, growth opportunities, and employee advocacy. A structured recruiting process, supported by clear job descriptions, an ATS, standardized interviews, and regular stakeholder alignment, improves consistency and efficiency. Long-term success also depends on building a proactive talent pipeline, delivering a positive candidate experience through clear communication and onboarding, and continuously measuring performance through metrics like time to fill, cost per hire, and quality of hire. Together, these steps create a scalable recruiting framework that supports sustainable growth.
Full article here.
THEÂ CLEARED RECRUITINGÂ CHRONICLES: YOUR WEEKLY DoD RECRUITING TIPS TO OUT COMPETE THE NEXT NATIONAL SECURITY STAFFER.
