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3 Ways to Identify the Right Candidate for Your Next Government Contract

Recruiters are responsible for connecting the right candidate to the right position and the right organization. Finding the ideal match can be challenging at times, even with a pool of active job seekers. According to the 2015 Job Seeker Nation Study, half of employed job seekers see their current position as only temporary, which gives recruiters a variety of talent to consider.

However, identifying these candidates for government contracting positions can take time and persistence. Here are three things to consider in identifying the right candidate.

1. Is the candidate qualified?

Government contract opportunities require specific qualifications before a candidate can be considered for the role. From security clearances to certifications, it’s important to know the industry and the requirements for each specific position.

Understand the significance of the required certifications so you are able to speak intelligently about the role with the candidate. You do not want to hire someone who is overqualified or under qualified. Three things to consider:

• Does the candidate have experience as a contractor?
• Is this a career change for the candidate?
• Is the candidate looking for something permanent or temporary?

2. Does the candidate fit with the company culture?

Once the candidate is qualified for the position, the next step is to assess if he or she will be a good fit for the company’s culture. Many companies have values, norms, beliefs, formalities and more that create the overall environment. As with other businesses, government contracting has its own style, so making sure the candidate is aware of the organization’s mission and culture is important.

Provide the candidate with the organization’s website URL or any other documentation that will further educate them on their potential employer. Discussing dress code, hours of operation, PTO and answering the candidate’s questions can help both the candidate and the company to determine if the interest is mutual.

3. Do the candidate’s salary expectations align with the employer’s?

Some candidates shy away from salary discussions and negotiations. However, it is part of the process for recruiters to fully understand the candidate’s expectations. Once recruiters are privy to government contracting budgets and the candidate’s expectations, it lends more insight into choosing the right person for the role. Even if the salary does not meet the candidate’s request, it is important to learn if this is a deal breaker before seeking a new candidate.

Overall, communication is key – before, during and even after the hiring process – to lessen the possibilities of dissatisfaction, termination or resignation. The goal is to effectively fill the government contracting position by thoroughly identifying the candidate’s qualifications, ideas of company culture and salary expectations.