This document discusses strategies for government contractors to shift their mindset from staffing to solutions and provides recommendations for improving the recruiting process. It suggests that contractors view themselves as resource managers rather than just recruiters and see executives as account managers responsible for finding new customers and selling candidates. The document also recommends implementing an agile recruiting process with daily scrums, tracking metrics, and one-on-one check-ins to intensely manage recruiting. It concludes by inviting the reader to schedule a live demo of recruiting software.

1. Recruitment Strategies, Systems
& Tactics for GovCons

2. Who We Are
Adam Weiss
Chief Growth Officer
Laken Kennedy
Quality Assurance Engineer

3. Company Mindset shift:
Staffing vs. Solutions
What does a services company do?
It provides people.
You probably don’t have a product. You probably don’t have a patented process or way of doing things….
Your value is directly attributed to the people you can provide the clients.
Hard truth? Let it sink in.
You are a staffing firm wrapped in a GOVCON wrapper.
Yet many of you have no idea how to recruit, do you?!
Success in GOVCON = (Ability to write compelling proposals) + (Ability to Staff)
Make sure your BD team knows it, make sure Security knows it, make sure HR knows it and make sure everyone knows it!
The Agile Recruiting Process

4. Talent Acquisition/ Recruiter Mindset shift:
Resource Manager vs. Recruiter
You are not just a recruiter! You are a Resource Manager
You are not working for a staffing agency or recruiting company
You’re not “Filling a Job” for someone else. You are hiring fulltime, COMPANY internal employees.
Never say “they are looking for” – you say “We are looking for”
You are building a relationship with a future employee of COMPANY – You must get to know them and
invest in a long-term relationship.
Your job is to help fulfill our customers mission by attracting the best possible talent to COMPANY.
SELL YOUR COMPANY!
The Agile Recruiting Process

5. Executive / Manager Mindset shift:
Becoming an Account Manager
An Account Manager is the person responsible for some (or all) of the following:
• Finding New Customers with open positions to fill
• Building relationships with Customers to gain preferential treatment
• Quality Control screening on RMs candidates – make sure they are perfect.
• Submitting Resumes and “submission packages” to the Customer
• Sell the candidate: Follow up with Customer to push for interview.
• Sell the candidate: Offer training or rate negotiations to ensure your Candidate gets the job
• Coordinate first day reporting instructions with RM
The Agile Recruiting Process

6. The Agile Recruiting Process
Recruiting SCRUM meeting, every morning:
M/W/F= detailed
T/TH = touch base
Call SPRINTS vs. Admin Time:
Must be disciplined in this.
Intensely Managed
Recruiting Leader/Manager will look at weekly/monthly metrics, and dig-deeper with KPIs, if needed
Set up Monthly 1-on-1s w/ recruiting team
Question: Who in your company manages this ^ ????
Who holds the team to these standards?

7. Recruiting Software for
Federal Contractors
Let’s take a quick look…

8. Schedule A Live Demo!
REQUEST A DEMO:
https://agileats.pipedrive.com/scheduler/RpzXwBhy/agileats-demo
CONTACT US:
adam@agileonboarding.com