Recruiting for Security Clearance Roles

Clearance recruiting. It has a reputation for being the toughest sourcing and recruiting niche in the talent acquisition universe, populated by scrappy sleuths mostly working the Washington, D.C., metro area for clients like Lockheed Martin, Booz Allen Hamilton and the National Security Agency.

Many jobs with federal agencies and the government contractors that serve those agencies require a security clearance, authorization that allows a person to view classified information. About 4.3 million people held security clearances as of October 2015, many in technology roles working in the defense and intelligence sectors, according to the Office of the Director of National Intelligence.

Kathleen Smith, the chief marketing officer for ClearedJobs.net and CyberSecJobs.com, two of the leading job boards for cleared positions, has been involved in the cleared and cybersecurity community for over 16 years. She is also the president of recruitDC, a nonprofit recruiting networking group based in the nation's capital.

She discussed clearance recruiting with SHRM Online, including what makes it challenging, ways to source these under-the-radar candidates and how to be successful in this corner of the recruiting world.

SHRM Online: What differentiates clearance recruiting from the typical process? Is it that much harder?

Smith: There are some atypical challenges in recruiting cleared professionals. For one, the number of cleared individuals is small, finite and in many cases shrinking. Additionally, most cleared professionals don't publicize their security clearance in channels such as mass job boards or social media, making it more difficult to source top talent.

The additional layers of recruiting also make the process more complicated. You've got to identify candidates that hold the proper clearance and from that talent pool screen for necessary skill sets, required education and so on, as you would in a more traditional recruiting environment. And culture fit has different challenges in a contracting environment where employees often sit at a government agency. 

Security clearance requirements are typically non-negotiable, and public-sector salary bands are less flexible and often not competitive with the private sector. Job seekers have been told to apply for a position if they meet 70 to 80 percent of the requirements, not understanding the non-negotiable nature of a clearance requirement. This flow of unqualified candidates makes more work for the recruiter.

SHRM Online: Who are the typical candidates for security cleared jobs?

Smith: The majority of security cleared work revolves around technology or specialized skills, with cybersecurity and software development being some of the most in-demand skills. But companies need security cleared talent in every field, from executives to custodians, administrators to Java developers. And some of the hardest-to-fill positions can often be trades, maintenance work or research.

[SHRM members-only HR Q&A: What questions can an employer ask about a candidate's military service?]

SHRM Online: What are the most effective ways to source these candidates?

Smith: The most effective way to source candidates involves building talent pipelines and remaining engaged with people you know who have the right skill sets and security clearances. Highly security cleared and technical job seekers typically stick to niche job boards and niche job fairs, meaning those that restrict access only to employers who are allowed to hire security cleared individuals.

Reaching out and connecting with veterans is also key. Many candidates coming out of the military have the appropriate qualifications, but what they lack is the knowledge of what it takes to be a good job seeker. Something as simple as connecting with them on LinkedIn while they are still in service can be beneficial in the long run.

SHRM Online: What are some tips for being a successful recruiter in this area?

Smith: A key attribute for a successful security cleared recruiter is the ability to build trust with the talent pool. This can take a long time and is a challenge for many recruiters who have immediate needs. They need to take the time to cultivate a wide community of candidates. 

Security cleared recruiters also need to be salespeople—they must connect with job seekers and sell them on why their company is a better fit. And all good salespeople know how their company excels in the marketplace; they take the time to understand the wants and needs of who they are selling to. Organizations with a solid branding message make the recruiter's job easier.

Effective cleared recruiters must maintain relationships with all their connections because the day will come when they need to reach out with new opportunities. Timing can be a big issue with cleared personnel, so recruiters need to understand that "no" sometimes just means "not now." And they have to be tenacious about asking for referrals.

Finally, recruiters need to understand that the cleared environment is unique—so what worked before may not work here. Highly qualified candidates with top security clearances are not just sitting around hoping someone will offer them a job. They are generally weighing multiple options.

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