At the Government Technology Services Coalition Capacity Building Workshop we covered some of the basics that small to medium size government contractors need to consider in their talent acquisition strategies.

1. How to Find the Talent to
Help Your Company Succeed

2. What Are Your Options?
•Contingency Staffing Firm
•Recruitment Process
Outsourcing
•In House Staff

3. Each Has Its “+” and “–”
Contingency Staffing “+”Immediate results, “+”pay at
90+ days, “-” high cost per hire
or Headhunter
“+”No overhead, “-”but higher
RPO or Contract costs, “+”can turn the function
on/off as needed
Recruiter
“+”Builds a pipeline, “+”sells the
In House Staff company better than someone
outside, “-”overhead costs

4. Overcoming Small
Business
Perception
Challenges

5. The Talent Professionals
Are the Judges
Talented professionals
want to know that your
company has
opportunities for their
skill set, their career path
and benefits that are
different than other
companies.
This is engaging an entire
community rather than
keeping the talent
acquisition a separate
part of your business.

6. Update Weekly
and make sure all
employees have
profiles on
LinkedIn

7. Being a community member
on Twitter to maintain your
pipeline of IT folks

8. Having your key
staff share their
thoughts with the
community

9. Meetups- topic oriented
very specific to skill set,
and bring in your
speakers.

10. How Do You Start
this Journey?
Understand what you
provide a talented
professional in
opportunities,
benefits.
Communicating the
mission, skills set and
culture map for your
customers

11. # 1 Source of Hire:
Referrals
Establish a referral program that
is constantly communicated with
your team.
Celebrate the successes of the
hires and program outreach.
Your client facing managers are
going to be your best recruiters.
Everyone in your recruitment
pipeline is an ambassador; make
sure that they realize this rather
than just pushing paper through
the system.
You might not hire someone, but
they may refer someone to you,
work for you later or at least
spread the good word.

12. #2 Source of Hire: Job
Boards
Utilizing job postings =
Online Advertising
A way to advertise to a key
market by using the search
terms that your key talent
will be searching under.
Use Resume Database
Searches to build your
pipelines that match with
your contracts.
Cultivate candidates with
updates and news.

13. Incorporate Veteran Hiring into
Your Community Engagement

14. Why Go to All of
This Trouble?
Maintaining a
Talent Pipeline
Integrated
Community
Engagement
Employment fraud

15. Thank you!
For more information about supporting your
Talent Acquisition - Give me a shout!
Kathleen Smith
CMO ClearedJobs.Net
KSmith@ClearedJobs.Net