Recruiting cleared candidates is a critical challenge for government agencies and contractors, as it requires navigating a complex landscape of security clearance requirements, limited talent pools, and specialized skills. The stakes are high, as these individuals must handle sensitive information while adhering to strict security protocols. To overcome these hurdles, it’s essential to understand the unique value cleared candidates bring, including their experience, integrity, and familiarity with security protocols. By leveraging their expertise, government agencies can ensure the success of classified government projects while maintaining the trust of the public.

In this blog, we will explore the challenges of recruiting cleared candidates, the best practices for recruiting them, and why it is vital for government projects dealing with sensitive information.

Challenges in Recruiting Cleared Candidates

Government contractors and agencies face several hurdles when trying to recruit cleared candidates, including:

  • Limited Talent Pool: Over the past few years, there has been a noticeable decrease in the number of individuals holding security clearances has decreased significantly. According to a report by Clearance Jobs, as of 2023, around 3.7 million individuals have security clearances. Despite this, there is a shortage, with over 70,000 open positions for cleared professionals. Several factors have contributed to this decrease, including reduced military enrollment and people holding valid security clearances. 
  • Discreet Candidates: Many professionals with security clearances prefer keeping some information private to protect their privacy. This makes it hard to find them, as usual hiring methods might not work well to spot potential hires. 
  • Delays in Clearance Processing: Getting or renewing a security clearance can take a long time, ranging from a month to over a year. A report by Clearance Jobs shows that In 2023, security clearance processing times have slightly increased, with Top Secret clearances averaging around 170 days and Secret clearances taking about 100 days. These figures apply to the fastest 90% of cases, though complex ones can take longer
  • Retention Issues: Retaining employees with security clearances proves tough when companies in the private sector pay more and offer a better work-life balance. To tackle this problem, government agencies must streamline the hiring process, boost job satisfaction, and devise ways to keep staff on board.

Best Practices for Recruiting Cleared Candidates

To overcome these challenges, government agencies can implement several best practices:

  • Leverage Specialized Job Boards and Networks: Government agencies should leverage job boards that cater to cleared professionals, such as ClearanceJobs.com and MilitaryHire.com. By targeting the right candidates with the right skills and clearance, government agencies can increase their chances of finding the best fit for their projects.
  • Develop a Strong Employer Value Proposition (EVP): Government agencies must develop a strong Employer Value Proposition (EVP). According to a case study, Lockheed Martin, a global defense contractor, successfully created and activated a compelling EVP to enhance recruitment and retention. This means communicating the value of working for the agency, including meaningful work, career growth, and diversity. Government agencies must show candidates why working for the government is a rewarding and fulfilling career choice.
  • Streamline the Hiring Process: Government agencies should streamline their hiring process. By automating screening and scheduling and maintaining clear communication with candidates, government agencies can reduce delays and get the right people on board faster.
  • Build Partnerships with Educational Institutions and Military Organizations: Government agencies should partner with universities and military programs to create direct talent pipelines. This will give agencies access to a pool of qualified candidates eager to start their careers in public service. For example, NASA offers internship programs that provide opportunities for high school and college students to contribute to agency projects under the guidance of NASA mentors.
  • Offer Competitive Compensation and Benefits: Government agencies must offer competitive compensation and benefits. This means benchmarking salaries against industry norms and offering flexible perks that set the agency apart from other employers. Whether it’s flexible work hours, health benefits, or student loan assistance, agencies must show candidates that they care about their well-being and are invested in their success.
  • Utilize Employee Referrals: Government agencies should utilize employee referrals. By incentivizing existing employees to refer their connections to the cleared community, agencies can tap into a hidden talent pool and find candidates already vetted and trusted.
  • Outsourcing to Specialized Cleared Recruitment Agencies: Government agencies should consider outsourcing to specialized cleared recruitment organizations. These organizations have the expertise and networks to find qualified candidates quickly, saving agencies time and resources.

Conclusion

Recruiting cleared candidates for government projects is considered a question of careful and intentional planning. While recruiting new employees, government agencies should focus on selective job boards, work on employer branding, have a smooth hiring process, and offer adequate remunerations to attract talented staff for the most significant positions. Therefore, these tips have to be adopted by government recruiters and hiring managers to meet the increasing demand for clear employment seekers in today’s market. 

As experts in recruiting cleared candidates at iQ GovSolutions, we assist government agencies and contractors in overcoming various obstacles they encounter. Thus, using our experience in attracting talent and considering the specifics of the government jobs search, we will help optimize your staff search. If you’re seeking to fill a new job posting or need help identifying the right candidate for a current position, contact us today to find out how we can help your business attract the right candidate!