Your People Can Be Your Strongest Competitive Advantage: Identifying and Communicating Employee Competency Models for GovCons

Competency Model for GovCons: BOOST Your Competitive Edge

Editor’s Note: This Article Has Been Updated On 8/8/2023 Introduction to Competency Modeling The Strategic Plan Anchor Gaining a Competitive Edge Identifying Competencies Communicating Competencies Conclusion References Key Takeaways About the Author, Megan Bergen Competency modeling provides a framework to identify and define the specific skills, knowledge, abilities, and behavioral requirements that an employee needs […]

Unlocking GovCon Success: The Key Role of Interview Training for Hiring Managers

The Importance of Interview Training for GovCon Hiring Managers

Table of Contents Introduction Enhancing Hiring Skills Ensuring Compliance and Legal Considerations Promoting Consistency and Standardization Improving the Candidate Experience Enhancing Cost and Time Efficiency Mitigating Bias Understanding GovCon Industry Requirements Embracing Continuous Improvement Conclusion Partner with BOOST Key Takeaways About The Author, Janet Clark The government contracting (GovCon) industry relies on highly skilled professionals […]

Navigating Employee Benefits in GovCon

How to Build a Competitive Employee Benefits Package in GovCon

Is your Open Enrollment coming soon? It’s almost never too early to be thinking about your benefit options! Employee benefits play a pivotal role in attracting and retaining top talent in the competitive world of Government Contracting (GovCon). Determining the right benefits to offer requires careful consideration of various factors specific to the industry, such as compliance with government regulations, budget constraints, and the needs and expectations of employees. Let’s explore the key steps GovCons should take to determine employee benefits and provide practical tips for shopping for these benefits effectively.

Retention Versus Recruitment: Shaping an Organization’s Employee Experience Starts Before Hire – But it Doesn’t Stop There

While most Government Contractors (GovCons) agree that investing in relevant retention strategies will get them closer to a stable and high-functioning workforce, many ultimately devote more resources to recruiting than retention.

This may be because recruiting is a well-defined set of activities with a beginning, middle, and end. It involves activities such as job description development, job posting, resume screening, interviewing, and making job offers to the selected candidates. It begins with the need for a new employee and ends when that role is filled.

The Crucial Role of HR in GovCon Mergers and Acquisitions: Ensuring a Successful Transition

The Crucial Role of HR in GovCon Mergers and Acquisitions

Mergers and acquisitions (M&A) in the government contracting (GovCon) industry bring forth significant changes and challenges for organizations. As the integration process begins after the sale closes, Human Resources (HR) assumes a crucial role in ensuring a smooth transition and maximizing the success of the merger or acquisition. In our previous blog, we discussed the importance of HR due diligence prior to the sale. Any HR due diligence items that were not completed prior to a merger or acquisition due to timing or lack of cooperation during the process should be conducted as soon as possible. Now, let’s explore additional key GovCon HR activities that are vital during the transition phase.

The Importance of HR in GovCon Mergers and Acquisitions: Preparing for Success

The Importance of HR in GovCon Mergers and Acquisitions: Preparing for Success

When it comes to mergers and acquisitions (M&A) in the government contracting (GovCon) industry, there are complex processes involved in integrating multiple organizations. While financial aspects and strategic synergies often receive the most attention, it is crucial not to underestimate the vital role played by Human Resources (HR). HR professionals are instrumental in ensuring a smooth and successful merger or acquisition by effectively managing various people-related challenges and facilitating a seamless transition for employees.