It’s no surprise that finding talent is becoming increasingly difficult for government contractors. According to Deltek, 73% of talent acquisition professionals in the government contracting industry find it challenging to recruit and retain qualified talent. Growing competition, both online and onsite, provides copious career opportunities for candidates to choose from. As we see younger generations enter the contracting space and shift workplace dynamics, building talent pipelines for the future is imperative. To help you build your pipeline, here are some tips for finding top talent in the government contracting space.
Before engaging candidates, it’s important to know what your company has to offer and how that aligns with what your candidates are looking for. Now more than ever, people want to work somewhere that resonates with purpose. Big brands dominating their industries have established esteem, rapport, and purpose. Oftentimes, individuals aspire to work for companies like these because of their well-known and robust brand identity. However, government contractors often forget to consider brand when recruiting and retaining the newer generations.
To build your talent pipeline, focus on how candidates will perceive your brand, now and in the future. Deltek suggests increasing candidate awareness of company offerings before a candidate even submits their resume. Creating an effective employer brand strategy (1) builds relationships with prospective candidates and (2) entices them to apply for open positions.
When creating your employer brand strategy, ask yourself:
Your brand matters, even during the hiring process. Incorporating Candidate Relationship Management (CRM) tools can impact your ability to engage your talent pipeline. When screening candidates, put your brand first and give them a positive experience with features like texting.
The top challenges affecting talent acquisition in the government contracting industry are (1) the availability of good candidates, (2) attracting better-qualified talent, (3) matching qualified talent to open positions, and (4) improving time-to-fill. To find qualified individuals who fit the bill, analyze your open positions and identify/refine your recruitment strategy.
To recruit better quality talent, consider:
Without knowing where to look and what to offer, your talent acquisition strategy will struggle.
Now that you’ve attracted your ideal candidate, ask yourself, ‘what factors will cause them to consider another employer after an offer has been made?’
People like to say that ‘money isn’t everything,’ but compensation packages can be the difference between recruiting, retaining, and engaging top talent against the competition. Competing with compensation is a top challenge for talent acquisition professionals, especially when searching for high-demand, highly specialized roles in government contracting.
To beat the competition, analyze benchmarking compensation data every year. Consider:
Finding top talent is great, except when you can’t retain them. Deltek found that 39% of TA professionals claimed retaining top talent as one of their biggest HR management challenges. Expired contracts, generational shifts, or recruiting from other businesses all impact retention.
Employers must consider the entire employee journey when identifying what type of experience they want their employees to have.
Despite the HUGE benefits of implementing employee engagement initiatives, they’re often forgotten about. In fact, 69% of employee engagement surveys take place in exit interviews/surveys!
Tying post-hire engagement initiatives to employer branding can attract more candidates and build your talent pipeline.
Employers with successful post-hire engagement initiatives are sure to:
Engaging employees throughout their lifecycle increases loyalty, retention, and productivity, which in turn increases profits and protects your bottom line.
The right talent is truly the greatest asset to government contractors today. The key to remaining competitive is being open to change. As we see a generational shift in government contracting, restructuring your employer brand strategy, including initiatives pre-and post-hire, is crucial to building a candidate pool interested in your company.
To build your pipeline, remember to: