Recruiting Candidates With Polygraphs Is Like Executive Headhunting
Sourcing and hiring C-level Executives is a storied art, replete with stories of overcoming adversaries (gate-keeping assistants), clandestine meetings, goodie bags proffered (stock options, signing bonuses), and cutthroat dealings with competitors. Skilled practitioners of the art are held in justly high esteem for their ability to produce these rare and valuable candidates.
Consider for a moment the recruitment of candidates possessing Full-Scope Polygraphs to perform on government contracts. The technical requirements for these positions are high; candidates are expected to be just as skilled as their private sector counterparts AND typically must have experience with agency-specific tools and methodologies. College degrees, and in some cases advanced degrees, are typically a firm requirement-no self-made experts allowed. Often a candidate must have experience working for the exact agency where the work is being performed; like experience in another agency will not suffice. Bill rates have contracted, so salaries can be a hurdle. The possession of the Polygraph is the final kicker. The process to obtain one is arduous and the only path to it centers on performing work of a classified nature that makes the clearance necessary. We’re left with a relatively finite pool of candidates with the requisite skills and clearance…and it’s a very small pool.
Under these conditions if you’re charged with recruiting these highly cleared candidates you’ll need to approach them in the same fashion as an Executive Headhunter.
None of the preceding is visionary by any means. I welcome input from those who have cracked the code in other ways and have insight to share. In the meanwhile we’ll just keep chasing the clearance world’s version of the sacred C-level.
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