Harness People Power: Recruitment For Government Contractors
Table of Contents
- Growth: More than Just Nature’s Game
- The People Factor: Your Key to Success
- Talent Acquisition: Not Just a Cog in the Machine
- The Pitfalls of the “Butts in Seats” Approach
- Turning Recruitment into Growth: A Four-Step Approach
- The Challenge of Systematic Recruitment
- The BOOST Advantage: Supercharging Your Talent Acquisition
- FAQ Section
- Five Key Takeaways
- ABOUT BOOST’S CEO, STEPHANIE ALEXANDER
They say April showers bring May flowers and as we hop headfirst into this spring season we all have GROWTH at the forefront of our minds! After all, that is the end goal, isn’t it? We are all striving for continuous, sustainable, and measurable growth within our organizations’ area of expertise.
While May flowers can bloom and thrive with only a little soil, rain, and sunlight we know that there is A LOT more that goes into expanding your business. We want to take a minute to recognize that one of the major contributing factors in elevating your company to the next level is your PEOPLE, and how recruitment for government contractors is all about harnessing that power.
The gap between your organizational GOALS and RESULTS is your PEOPLE
We cannot emphasize this enough! Your PEOPLE are going to be what helps you reach those strategic milestones as an organization, and because of this we would like to expand the way you view Talent Acquisition (TA). We would encourage you to view recruiting not as a “necessary cog” in the operational machine, but more as a key factor and leading priority for organizational success.
Unfortunately, talent acquisition and recruiting can often be viewed as a bit of a “drag” (we hear so much about how people don’t want to do it!). It tends to be seen as more of an afterthought or “unfortunate necessity” instead of approached as a strategic, step-by-step roadmap focused on expanding business and achieving organization-wide objectives.
We often see people approach recruiting with more of a “butts in seats” approach after the need arises, rather than a well-planned out contributing factor in cultivating a powerful workforce. It’s long past time to shift this mindset and view recruiting as a key strategic initiative, integral to the development of a robust, capable workforce. By anticipating talent needs and strategically filling roles, you’re not just filling seats, but fostering a culture of growth and success.
4 Steps to Turn RECRUITMENT into GROWTH
You might be asking – how do we rebrand our view of recruiting? And then how do we make sure our talent acquisition is acting as a key driver towards our strategic growth goals? We suggest beginning with the 4 steps listed below:
- Establishing short-, mid-, and long-term targets for PEOPLE
- Assess, overhaul, and revitalize your TA function with well-documented SOPs
- Build out a strong, energized recruiting team
- Empower your team with the systems, tools, and network access to excel
This might seem like a daunting process, and we aren’t going to lie – IT ABSOLUTELY IS. It requires true buy-in across all levels of the organization. The systematic assessment, overhaul, and establishment of recruiting as a powerful tool to drive company-wide growth requires dedicated time, careful consideration, attention to detail, elbow grease, a little magic, and finally FOLLOW THROUGH (but fingers crossed – no blood sweat or tears!).
Get the BOOST Advantage: Supercharge Your Talent Acquisition with Our Expert Guidance
This is where BOOST can step in as an invaluable partner. Our consultants are TA experts and they live, eat, breathe, and sleep full-cycle recruiting. We are here and available to offer any guidance or resources if you do not know where to start this endeavor, or have questions about the process. Reach out and connect with us today to discuss how we might be able to help.
Frequently Asked Questions About Recruitment for Government Contractors
How do I start a career in government contracting?
Oh, so you fancy a ride on the rollercoaster of government contracting, do you? Well, it’s no walk in the park, but the rewards can be bountiful for those willing to tackle the challenge.
The first thing you need to do is to get your feet wet in your desired field of expertise. Government contracts cover an array of industries, so having experience in your chosen field is essential. You can’t be all things to all people, so pick your poison and stick with it.
Next, get familiar with the world of government contracting. Learn the lingo, understand the regulations, and wrap your brain around the bureaucratic red tape. It’s like learning a foreign language, only less fun. But hey, no one said this was going to be a party.
Once you’ve got a handle on the rules of the game, it’s time to get your hands dirty. Network like your career depends on it, because guess what? It does. Government contracting is a world where who you know can be just as important as what you know.
Lastly, and most importantly, remember that patience is key. Navigating the labyrinth of government contracts takes time. Don’t expect to land a multi-million dollar contract overnight. It’s a slow burn, but with persistence, the pay-off can be sweet. Good luck, and remember, you asked for this.
What is the difference between HR and talent acquisition?
Picture HR as the Swiss Army Knife of your organization. It handles a bit of everything – employee relations, benefits, payroll, compliance, you name it. It’s your go-to department for managing people once they’re already in the door. Think of HR as the jack-of-all-trades holding down the fort and ensuring everything runs smoothly.
Now, talent acquisition, on the other hand, that’s your specialized marksman, your sharpshooter. This team is all about getting the right people in the door in the first place. They strategize, they scout, they hunt. They’re the ones playing chess while everyone else is playing checkers. Their game is all about future-proofing your organization by bringing in the best talent to help your business grow.
So, in short, HR is about managing the talent you’ve got, and talent acquisition is about finding the talent you need. Both crucial, but different tools for different jobs. Got it? Good.
What are some important soft skills for government contractors?
First up, we’ve got communication. Not just the run-of-the-mill “I can string a sentence together” kind of communication, but the ability to articulate complex ideas clearly and concisely. You’ll be dealing with a lot of bureaucratic jargon, so being able to cut through the noise is crucial.
Next, adaptability. Government contracts can change at the drop of a hat. Can you roll with the punches and adjust your strategies on the fly? If not, you might want to reconsider your career path.
Problem-solving is another biggie. When dealing with the behemoth that is government bureaucracy, you’re going to run into problems. The ability to think on your feet and come up with creative solutions is a must.
Then there’s patience. Government contracting isn’t for the faint of heart. You’re going to need the patience of a saint to navigate the red tape and inevitable setbacks.
Lastly, let’s not forget about relationship-building. In this game, who you know can be just as important as what you know. Being able to build and maintain relationships is key.
Remember, technical skills might get you in the door, but it’s these soft skills that will keep you in the room. So work on them, nurture them, and watch your career in government contracting thrive.
People Power: Your people are not just cogs in the machine. They’re the fuel that propels your business forward. Take care of them, and they’ll take care of you.
Mindset Shift: Recruitment isn’t a necessary evil. It’s a strategic weapon in your arsenal. So, stop treating it like an afterthought and start treating it like the growth catalyst it is.
Plan Ahead: Don’t wait for a vacancy to start your recruitment process. Be proactive. Anticipate your needs and meet them head-on. That’s how you build a strong, capable workforce.
All Hands on Deck: Transforming your recruitment function into a growth driver is not a one-person job. It requires buy-in from all levels of your organization. So rally the troops and get everyone on board.
BOOST to the Rescue: When in doubt, call in the cavalry. Our team at BOOST eats, sleeps, and breathes full-cycle recruiting. We’re here to guide you, support you, and most importantly, help you grow.
And there you have it. Five nuggets of wisdom to guide you on your journey to growth. Happy recruiting!
ABOUT BOOST’S TALENT ACQUISITION TEAM
That Talent Acquisition Team at BOOST includes Maryanne Harring, Carole Satlak, and Jordan Hendrick. This seasoned team of professionals each bring their own flavor of expertise to the table. Maryanne is the guru of Compliance; Carole is a specialist in Organizational Development and Jordan is the wizard of Process Improvement. Together they make the perfect recipe for success.