Editor’s Note: This Article Has Been Updated on September 20, 2022
Here’s a little–known fact: GovCon recruiting is the money-making department you didn’t know you had. If your GovCon recruiting strategy is considering your employer brand, and your hiring process reflects that brand through great candidate experience, then your employee retention rates should be looking great and your costs low. If there is a disconnect anywhere in that ecosystem then it all crumbles, expectations aren’t met across the board, people quit or get fired, and your costs just skyrocketed, making you re-do all of your strategic pricing. (Scary, right?)
Recruiting GovCon Employee Candidates
Finding quality GovCon candidates quickly is essential to your bottom line, as is keeping them retained and not having to backfill them. That whole cycle starts with GovCon recruiting, and your employer brand. When we say “employer brand” we are referring to the unique pieces of your government contractor company and culture that set you apart from other employers. Your employer brand is comprised of elements like your Glassdoor reviews, the voice and tone of your job descriptions, the media (social and news-oriented) on your organization, and of course what people experience when interacting with your brand as a customer OR as a candidate or employee. In order to attract quality candidates in a market flooded with more jobs than talent, your employer brand is the most important differentiating factor you have control over. Your brand isn’t some logo or fancy webpage, it’s how people experience your government contractor organization, it’s what they think of when they think of your organization specifically. Your employer brand begins with the hiring process and how your recruiting process is designed to reflect that.
Why Should Candidates Choose Your GovCon?
If candidates have multiple options in terms of GovCon organizations looking for someone like them, why should they choose you over someone else? What makes you stand out? Do you have a great company culture or mission that would attract candidates? Or would it at least help them take your Recruiter’s phone call? When looking for hard-to-find and highly sought-after talent (Everyone wants the A-Player!) you have to bring something to the table in this talent shortage.
Here are a few questions to ask yourself to determine the strength of your employer branding:
- Do your GovCon have a social presence?
If the answer is yes, does it mirror your mission and values? Does it adequately speak for your company in a what-you-see-is-what-you-get type of feel? Do you have the projects you’re really proud of showcased on your website? Does your website promote diversity in practice?
- Do your GovCon have Glassdoor reviews?
In the GovCon industry specifically, positive (and realistic) Glassdoor reviews are paramount to inviting and retaining top talent.
Here at BOOST we work with our clients on building their brands day-in and day-out to help differentiate themselves in a saturated market. We craft recruiting strategies specific to each search we take on because one size does NOT fit all. We love to help government contractors strategize and grow! Let’s chat, today.