Lead with Speed: Discover the best way to interact quickly

Federal recruitment isn’t a cakewalk. Government agencies grapple with many hiring challenges—from complex process labyrinths that often take far too much time to relentless competition from private-sector jobs.

While placing the right candidates in the right roles can help reduce turnover and improve retention, finding qualified candidates is no easy feat—especially when many DoD applicants face barriers to accession, including age limits and debt-to-income ratios. Identifying ideal candidates requires intentional, thoughtful effort from recruiters in conjunction with process overhauls that greatly enhance the candidate experience.

How can you accomplish this? Discover three methodologies from Monkton below.

1. Supercharge your recruiting team and increase bandwidth with automated reminders

Although recruiters are often stretched exceptionally thin, their requirements continue to expand as they scramble to fill ranks.

The solution? Lean on technology. Stage-change automations, interview reminders, and automatic follow-up nudges are a few ways recruiters can take meaningful steps to engage with candidates in a more timely manner. This is especially important as the recruiting process can be lengthy and timing is everything. For example, if the timing isn’t right for a candidate, instead of having both recruiter and candidate start over when timing is more ideal, custom fields can allow recruiters to seamlessly pick up where they left off weeks or months ago.

Leveraging generative AI in the form of targeted emails to recruits is another easily implemented technology that allows recruiters to engage pools of candidates in a single, swift action. Take, for example, a recruiting event where hundreds of potential candidates are present and engaged. Since time is of the essence, an immediate follow-up is critical. With the added integration of automated drip campaigns, candidates will get the timely nudge needed to complete their applications.

2. Hire confidently with a focus on confidentiality and compliance

Protecting candidates' personally identifiable information (PII) is imperative, especially as recruiters deal with sensitive personal information, including full name, address, work history, gender, disability, and veteran status.

Securing data is important several reasons:

Confidentiality: Protecting applicant data is critical to maintaining confidentiality and protecting candidate privacy.
Legal compliance: Recruiters and recruiting companies must comply with data protection laws and regulations, such as the Health Insurance Portability and Accountability Act (HIPAA) in the United States. Failure to do so can mean legal and financial penalties.
Reputation: Data breaches and privacy violations can damage a recruiter's reputation, the organization's reputation, and erode candidate trust.
Competitive advantage: Effective data protection offers a competitive advantage by differentiating an organization from others who may not prioritize data protection.

3. Targeted outreach = frictionless hiring

Recruiting should feel frictionless for candidates—meaning more like an ongoing conversation instead of multiple rounds of repetitive interviews. This means even the initial application should be intentional and tailored to the open role. For example, custom online fields should gauge experience, expertise, interest, and related training specific to the duties of the job. Forget using the same, standard form—with identical questions and answers—for every candidate.

Targeted outreach is another way to connect with the right candidates.

Avoid the spam folder and help candidates cruise through the hiring process. Improve the candidate-recruiter interaction with thoughtfully designed queries and targeted outreach.

Email targeting is a strategic approach where you tailor your communication and engagement to connect with a specific audience who are highly relevant to your open requisitions. This allows for more personalized and effective interactions, and means more access to candidates primed for participation.

Through modern, secure cloud technologies, target audiences are easily identifiable, further expanding recruiting reach. For example, using this technology, recruiters can easily pinpoint and engage with potential candidates in a highly specialized field, such as cybersecurity, quickly matching their skills with job openings to identify the best fit for crucial government roles.

The Monkton Advantage

Rapid Acquisition Strategy through Monkton’s MATTER IDIQ

Every mission needs a solution, and that’s why MATTER was created. MATTER—short for “Mobile Apps to the Tactical Edge Ready”—expedites the creation of NEW, long-overdue capabilities.

Monkton’s innovative technology solutions allow people to more efficiently perform their core job function–anywhere in the world–securely from the cloud.

As a rapid acquisition strategy, Monkton’s MATTER IDIQ solves problems in a scalable, repeatable manner. Secure mobile apps—that are Cloud Based Edge Capable (CBEC)—are immediate solutions that keep users focused on mission outcomes in any environment.

Specific to recruitment efforts, custom built Monkton capabilities that can be delivered leveraging MATTER can look like:

Instructor tools for student assessment
Interactive content in non-classroom environments
Skill assessment for promotion
Distance learning
VR and simulators

Mobility for Recruiting

While recruiting may begin and end in a traditional office environment, a lot happens at the Edge in the form of face-to-face events. Through years of delivering Edge solutions to the government, Monkton understands the best approach is to future-proof designs from the start rather than building new, separate projects to address Edge requirements.

Leveraging the MATTER IDIQ, customers can rapidly acquire our refined Cloud Based Edge Capable (CBEC) framework to ensure Edge capabilities at the onset of every project. CBEC is fundamental to the delivery of every Monkton solution.

Strong candidates deserve better job placement and recruiters deserve technology that helps them deliver. At Monkton, we provide modern technology solutions designed to help clients achieve their toughest missions—whether in the office or in the field.

Learn more about MATTER IDIQ at monkton.io/MATTER and dive deeper into Monkton’s capabilities.

Recruit the Right Candidates Faster with Three Methods from Monkton