Editor’s Note: This Article Has Been Updated May 3, 2023
Table of Contents:
- GovCon Hiring
- Does Your GovCon Go with Your Gut?
- GovCon Hiring and Diversity
- GovCon Hiring Process
- Key Takeaways
- About Stephanie Alexander, BOOST’s Founder & CEO
“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?
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
Hiring is a significant challenge for Government Contractors, with finding the right people being a top hurdle.
Relying solely on gut feelings in hiring can be risky, as it may lead to subpar hires and damage to the established team.
The ideal hiring approach balances both experience and personality traits. Recruiting for government contractors should focus on finding candidates who align with the company culture and possess the willingness to learn.
Diversity, particularly diversity of thought and opinion, is crucial for driving innovation and avoiding stagnation within the company.
Redefining the hiring process to include careful consideration of experience, personality, and diversity can lead to stronger hires and improved business outcomes.
Incorporating hiring auditions and seeking expert advice can enhance the hiring process and help tailor it to the specific needs of the organization.
Ongoing learning and staying updated on hiring and recruitment practices are essential for refining the hiring process and making informed decisions.
Prioritizing a thoughtful and balanced approach to hiring can lead to the formation of strong, diverse teams that propel the company forward.
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.