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Onboarding Post-COVID

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Now that award season is in full swing, many companies are hiring to fill open opportunities. Yet, the whole process looks different. We aren’t meeting people in person for interviews, our “first impressions” are only as good as our video connectivity, and once hired, now you have to prepare them for a mostly-virtual environment.

So, how do you do it?

In this 50 minute session, BOOST’s Director of HR, Nicole Ferritto and Director of Recruiting, Caitlin Ruiz walk you through:
• First Day Must-Dos
• Procedures You Can Prepare Ahead of Time
• How to Introduce New Employees to the Team
• and more!

Employer Branding | | The Missing Piece of Your Recruiting Strategy 

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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. 

Take the Stress out of GovCon Recruiting

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.  

Current Events and the Job Market

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Updated 03/17/2023

It goes without saying that the world is in quite an upheaval in culture and moving toward a new normal.
Yet, as we’ve said before, business must continue especially in the GovCon market and that includes hiring.

We must ask: Are you in the job market right now?

If so, you’re probably questioning whether to use your “professional platform” like LinkedIn to express your viewpoint during this #blacklivesmatter social justice movement. Well, you’re certainly not alone. Our talent acquisition team is constantly looking at candidates on a multitude of platforms before moving forward with them in the hiring process*. It would be difficult to present an outwardly misogynistic candidate – per his Instagram page – to a woman-owned/operated small business.  That would probably blow up in our faces as it should. However, simply moving forward with a candidate based on the meeting of requirements alone, sans a full picture of digital activity, is a definite oversight and a lesson learned once and forever. As social media presences have mattered before to recruiters, you can be sure they continue to be important now. The job market is too tight for recruiters to skip checking your platforms, with cultural fit being as important as credentials.

What does that mean for you as a candidate in an already COVID-19 riddled US job market?

Do you shy away from posting things, or go out of your way to make accounts uber private and difficult for a google search or your name to find? Our answer to you would be a resounding “Hell NO!” Do not shy away from posting well-thought-out viewpoints because you’re concerned an organization may use it against your candidacy. Quite frankly if they do, you don’t want to work for them anyway, believe us. The US job market right now is much too nice for you to settle for a company that doesn’t agree with your principles. Our Talent Acquisition team wants to know that you are confident, expressive (a great way to show off your writing skills!), committed, and vocal when it mattered above all else. We wouldn’t want you to be any other way. If the tables were turned (we have ALL been candidates before) we would absolutely post about a ‘controversial’ topic without thinking twice about the ramifications because we’re very secure in our value as a candidate, and we would hope an organization would see it the same way. Our advice to all of the recruiters and the candidates in the market today would be to lean in. Lean in purposefully, kindly, with your eyes and hearts wide open. Through well thought out action we can all work toward the change that we’ve hoped to see in this world. With the job market being what it is, you’re going to make a great candidate for an organization, but you can’t settle for offers along the way that don’t fit who you are.

(*As a note, we are NOT lawyers, but we know some great ones, so to CYA you may want to double-check things with your lawyer friends to be safe.)

If you would like to discuss more about your digital footprint and best practices for job searching as a candidate or as a company, let’s have a conversation. Our Recruiting and Marketing teams know the job market right now, and will work together to determine our client’s company culture and how you appear online to your potential employees.

Why Hire MilSpouses?

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As the local unemployment numbers continue to be a record low rates and we all talk about the war for talent, unicorn candidates and the ridiculous salary expectations for some of the workforce, there is a pool of talent that is often overlooked…the Military Spouse (also known as: MilSpouse). MilSpouse employment can be a wonderful staffing source for your GovCon.

Why should you consider these folks?  Our initial response is why not?
Off the top of our heads:

• Change agents
Businesses change quite a bit and who better to understand and go with it than someone who is used used to packing up their stuff and moving to a completely new environment every few years?  These folks don’t scare away from change…they sometimes crave it. MilSpouse employment brings you employees that aren’t afraid to adapt as the changes come in, and in GovCon, those changes can come quickly.

• New Environments
MilSpouses go into completely new environments all the time.  They can adapt and mold to their new circumstances, quickly.  They don’t waste months trying to figure out the new clients or getting up to speed on new technology.  They immerse and they adapt. MilSpouse employment gives you this edge in your employees, knowing that they’re ready to adapt to whatever may come.

• “Figure it Out” mindset
Often MilSpouses are on their own while their spouse is serving.  They don’t know all the answers, but they can figure stuff out in a hurry.  This extends directly to their work.  We don’t hire folks who know everything…we hire folks who are smart enough to know where to get the information needed.

• Community
While a MilSpouse can absolutely figure it out, they also are great at adapting and relying on others in their community.  Need something done?  They will organize and support with precision.  There is nothing a group of MilSpouses can’t tackle.  This extends to their teamwork approach.  MilSpouses are unique in that they can be a rock star individual contributor, but also play quite nicely on a team.  Did we mention that they are adaptable? You’re essentially employing the knowledge of a small community of MilSpouses, as they’re quick to look outward for answers if they don’t have any themselves.

As you struggle to fill your team, ask yourself if you’ve overlooked one of the best sources of employees in the business.

And a quick note to MilSpouses out there – There are employers out there who value the above.  Not every job needs to be 40 hours a week, nor does it need to be done in person.  Don’t put your own career on hold because you feel there aren’t companies that understand your needs. MilSpouse employment is best when you work with employers who understand your value.  “MilSpouse” does not equal unemployed or even underemployed.  Know your value, keep your skillset up to date and seek employers who get it. MilSpouse employment is something we’d strongly recommend to our readers.

 

Be Very, Very Quiet… We’re hunting Unicorns…

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The definition of a unicorn is a mythical beast that looks like a horse with a horn projecting from its forehead.  However, in this context, we’re talking about the ever-elusive purple unicorn; something that is highly desirable but difficult to find or obtain.  In the recruiting world, companies are always looking for the purple unicorn, but is this reasonable?  Unfortunately for the hunters, the answer is no.

Of course, every employer would like to check off every box on the “requirements for the job description” section. Yet there are very few individuals (if any) who would match every job description perfectly, and this becomes a sticking point for any employer, even more so when the employer in question is a GovCon.

As a recruiter, here are a few pointers on how to come close to finding the unicorn for your GovCon:

• Review the job requirements. This step is the most important. You will want to be sure that you have captured everything that the person will need to do as well as any specific knowledge, skills, and abilities or KSAs. These KSAs are a great starting point when performing recruiting services for GovCons, narrowing the candidate field significantly.

• List the requirements from most important to least important. By ranking the requirements, it provides good insight into what are the “must-haves” and “need to have” for the role.  Of course, we want it all, but there is no perfect person or job out there where everything will match 100% of the time.

• Be sure to know the difference between what you want and what you need. Having too many requirements and expecting the individual to have all the KSAs is unreasonable.  By knowing what you want versus what you need, you are in a better position to identify where compromises can be acknowledged to get closer to the individual that would best fit in the organization. If working with recruiting services for GovCons, make sure to emphasize which key points are most important to you for the role you’re looking to fill.

• Be willing to compromise on the KSAs. In some roles, especially for the high-tech positions, certifications are key.  We have found that in some cases, years of experience can be swapped out for certain certifications. In addition, by knowing where you are willing to compromise you will open up the target candidate pool to find those diamonds in the rough.

• Hire not only for KSAs but for cultural fit. When considering hiring someone, make sure that the person will fit into your corporate culture as well as function within the team.  We cannot stress enough that making the wrong hire can be extremely costly to the bottom line.  It is estimated for a role that is considered mid-career it can cost an organization upwards of $50,000 or more.  That is a lot of money and time that has been invested in hiring someone who doesn’t “fit” the company. Ensuring this cultural fit is one of the most important tasks of all recruiting services for GovCons.

As mentioned, hunting and hiring the purple unicorn can be difficult if near impossible.  There are a multitude of factors to consider such as cultural fit and understanding what is really needed to do the job.  When we are hunting the unicorns, we use the mentioned bulleted items to open up our candidate pool to find that diamond in the rough because he or she, just might be the purple unicorn hiding in plain sight. We offer recruiting services for GovCons as part of our offerings, as we have years of experience in finding the best-fitting candidate for your position through this exact technique. 

If you’re looking for purple unicorn search support, let us know! BOOST functions as a boutique recruiting firm, with customized, targeted recruiting efforts for your billable positions, C-suite or corporate positions. Give us a shout, [email protected]

 

Military Spouses as Employees | Part 1

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The following is the first in a two-part piece discussing the challenges and strengths of being, hiring and working with military spouses.

 

Military Spouses are among the most dedicated groups in our nation. It is not easy to understand or imagine their struggle as one half of a highly dedicated and honorable partnership.

I recently watched a show about a military attachment where there was local unrest about a war. A military spouse (mil spouse) stood up to the protestors outside of a prominent military base, and asked why they weren’t supporting their troops?
The leader of the protestors asked something to the effect of “how do we know that the troops even support fighting this war.” The mil spouse responded, “how do we know you have a sense of honor?”

In that one question, she hit a very pertinent nail on its head.
Why do mil spouses make great employees?  Honor.
They have it and that same honor is instilled throughout their families. Honor is the backbone to many of the desired features of a “model” employee. From there you can include the characteristics of someone who is reliable, trustworthy and has a good work ethic. These are highly marketable and employable qualities.

Here’s the challenge for mil spouses:

  • They move constantly
  • They are readily tasked with rearing their children alone as a result of the active duty service member’s obligations

Here is a solution:

This challenge is surmountable! Do they have skills they can do from anywhere? Simply because they have a license in one state does not mean they are doomed when the PCS (permanent change in station) orders arrive. Consulting is a viable career option that adds schedule flexibility.

 

BOOST provides back-office support services such as accounting, bookkeeping, contracts, and recruiting. While our niche is GovCon, it can be learned by the “right” type of employee. One that is willing to work for the knowledge. Based on the criterion we search for, a mil spouse could be a fantastic addition.

For spouses lacking skills in back-office services, there are a variety of programs to assist with career advancement. A specific program that teaches GovCon back office skills may not readily exist there may be an opportunity for a non-profit to boost mil spouse employment.

*For Example See MyCAA at military.com that describes tuition assistance for spouses of
E-1 to E-5, W-1 to W-2 and O-1 to O-2 members.

If you would like more information regarding the opportunities for mil spouses as employees for BOOST or some of our trusted partners, please connect with us on LinkedIn or email [email protected].

 

 

 

*From https://www.military.com/education/money-for-school/military-spouse-career-advancement-accounts-financial-aid.html

Hiring Green Graduates

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May is a time of year where we shed off the drab winter blues and look forward to the warmth of springtime.  May is also a time for college graduation and students hoping to start a career in their primary field of study.  It is estimated by The National Center for Education Statistics that roughly 2.8 million students will graduate with a bachelor’s degree or higher in 2019.  For employers this is an untapped market of bright, new talent; however, most of these individuals will not have enough on-the-job experience to qualify for jobs in their field of study. That begs the question, how do you as a small business, tap into this talent pool knowing that these graduates may not have internships or relevant job experience?

Here are a few tips to navigate the waters of the Green Graduate:

  • Create an internship or externship program.
    Provide opportunities where students and graduates can obtain on-the-job (OJT) training in their degree program. By creating these types of programs, individuals can get their foot in the door and showcase their talent, while you have the opportunity to evaluate the individual on their merits. When setting up an internship or externship, be sure that it is legally compliant with Department of Labor (DOL) guidelines.
  • Determine if certain job requirements can be reduced or if coursework and projects can be considered as experience.
    Some job postings are identified as entry-level positions only to require that the individual must have some experience.  Try to be loose in what you identify as years of experience. In some cases, especially in the IT arena, there are bright and rising stars in the field who have completed numerous courses and projects that could potentially be counted towards meeting the experience requirement.
  • Be thorough in your interviewing.
    Successfully interviewing candidates is the key to any good hiring practice. Be especially thorough with green graduates, as  you are taking a chance with someone who might not have enough experience or track record in doing the job.  Get to know the candidate and learn what their career ambitions might be, as well as their overall maturity level.  By gauging their ambition and maturity level, you’ll be able to assess if the candidate is ready to make the jump from college grad to being part of the professional workforce.
  • Once hired, provide training.
    Regardless of where you are in your career, it is necessary to consistently attend training and development programs simply because technology or best practices are changing at a rapid pace. This is especially important for the green graduate. Providing OJT will allow the employee to acclimate to the industry and provide opportunities to network with other professionals. Additionally, OJT will also help you as an employer, guide the green graduate to success in a demanding career.

BOOST knows GovCon HR and recruiting and how to incorporate new graduates into your staff We function as a boutique recruiting firm, with customized, targeted recruiting efforts for your billable positions, C-suite or corporate positions. We also help companies build a culture where employees want to work. If you need HR or recruiting guidance email [email protected]

Forced Promotion

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Editor’s Note: This Article Has Been Updated May 10, 2023

Did you fall into management? Were you rewarded for your technical skills with the extra bonus of now having direct reports? This cycle happens time and time again where folks excel at their trade. Generally, very few people are asked if they want the additional responsibility of a leadership role or guiding a team. Even fewer are given any training on how to be a good manager. Instead, they are given timesheet approval responsibilities, a list of when performance reviews are due and told to make the team work. There’s no Cliff Notes or Management 101 class for how it’s done and most learn via on-the-job experience. A trial by fire, if you will.

GovCon Growth and Promotions

As small government contracting organizations grow, the scenario above becomes more normal than unique. This is dangerous for several reasons. First and foremost, it takes a brilliant, high-achiever away from the thing they do best and forces them to spend time on tasks they may not enjoy. Don’t get me wrong; this isn’t always the case. There are some people that want the additional management responsibilities and enjoy managing a team. If that’s the case, good grief, encourage it! Yet in many cases, it’s a technical engineer or high-tech professional who enjoys their trade and wants to spend more time doing it, not less.

This is also a dangerous move as these types of managers may not have the instincts to follow employment laws, cultivate a team or build morale. Those traits can be gained through experience, but only if the participant wants to. Many times, the management piece is filed under “other duties as assigned” and those who are not prone to leadership are less likely to spend time improving their skills in this area. This leads to issues within the team and potentially putting the company in legal risk (unintentionally). Thus creating more problems where a simple conversation, gauging the interest of your team and gleaning appropriate leaders from the ranks may have avoided many issues.

Finding GovCon Managers

If you are a technical GovCon company, I recommend you seek out those who are keen to manage and have the skills or drive to learn. Encourage this and build from there. For those who don’t, allow them to continue to climb in their careers, but do so with the top cover support from managers who understand their talents. Micro-managing a highly technical person is a recipe for disaster. Instead, hire leaders who respect and understand the technical expertise. In return, they will win the respect of the techies.

Happy Techies, Happy Leaders, Happy Company… for the most part.
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When it comes time for you to seek new leadership for your teams- invest in recruiting, reviewing skill sets, employee goals and find the best fit on paper and in person for the needs of your company. Want to learn more? I’d be happy to throw some pointers your way! [email protected]

ABOUT BOOST’S CEO, STEPHANIE ALEXANDER

Stephanie Alexander has been serving GovCons since 2002. With over 15 years of experience in the industry, Stephanie has a wealth of knowledge and expertise when it comes to navigating the complex world of government contracting.

Prior to starting BOOST LLC, Stephanie worked for a number of large and small government contracting firms, where she gained valuable experience in all aspects of the business, from bidding on contracts to managing employees and subcontractors. It was during this time that she identified a need for a company that could provide government contractors with the support and guidance they need to succeed in a highly competitive market, specifically in the realm of managed GovCon accounting.

GovCon Hiring from the Gut

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Editor’s Note: This Article Has Been Updated May 3, 2023

“Have faith in your intuition and listen to your gut feeling.” Ann Cotton

Ask any Government Contractor CEO, and 90%+ will tell you that their biggest hurdle is people. Hiring the right team, making sure they play well together in the sandbox, work together to meet the mission, and generally push the company forward. The dynamics of a strong, diverse team are invaluable in the progression of your company. So how do you hire the right person? Do you rely on proven experience, or do you go with your gut?

GovCon Hiring

There is plenty of written work around the topic of hiring. Some companies have it down to a science (think alphabet or apple). Most small businesses are lucky to have a standard process, much less something that is consistent and does a good job of screening candidates. Many folks at this stage “go with your gut” and hire specifically based on personality and how the candidate did in the interview.

Does your GovCon go with your Gut?

How effective is this and how detrimental can it be to your company should your gut be off? Depending on your policies, you may be required to excessively retrain, mentor and closely monitor a subpar new hire. The damage to your established team could be expensive regarding time, mindset and resources.

For me, some of my best hires have been based on a combination of experience and/or the right personality traits. The right balance between the two is paramount. For example, is your accounting candidate detailed oriented? Do they have typos on their resume? If so, not a good indicator. I’ve hired folks without any specific industry experience, but they had the right personality and were willing to learn. Personality is just as important as any experience, especially when joining a small team. How well candidates can play with others is one of the key factors, and in my opinion, should be weighed more heavily than experience.

GovCon Hiring and Diversity

With that said, another key factor when considering a new hire is diversity, specifically, diversity of thought and opinion. If you surround yourself with folks who have the exact same background and exact same experience as you, you’ll wind up with total agreement, and stagnation. Total agreement doesn’t challenge you as a CEO, nor does it advance your company.  You need people on your team who will appropriately question your path, question the standard and most importantly, take issue with the soul-wrenching, “but we’ve always done it this way.” Hire folks that push you to be a stronger business leader, and your company will be much improved as a result.

GovCon Hiring Process

Your gut is an important part of your hiring process as we often notice red flags subconsciously. Yet it behooves us to remember to include careful consideration of experience, personality, and diversity. While you’re refining your hiring process, you may want to consider a hiring audition to uncover some candidate characteristics often unseen in an interview. If you’re interested in revamping your policy on hiring, seek out the advice experts in your field as what may work for Apple may not work for you.

See more articles about hiring and recruitment.  Or, for expertise in GovCon regarding hiring, recruiting services for government contractors, and human resources, contact BOOST LLC. www.BOOSTLLC.net

About Stephanie Alexander, BOOST’s Founder & CEO

Stephanie Alexander has spent more decades than she wants to admit supporting high growth government contractors with an eye towards their bottom line. She is the CEO and founder of BOOST LLC which supports back-office functions for government contractors. She is a co-founder and Partner at govmates, a free teaming platform and technology scouting tool to connect business across the federal landscape.