Security Clearance Careers Podcast

Symone Beez is an influencer who has been working in the GovTech space for a while - started in the security clearance process even before turning 21. Aside from content, Symone does virtual workshops and decided it's time to go bigger than ever - introducing GovTechCon. A three-day career expo and conference for the government technology (GovTech) sector.

The clearance eligibility guidelines are the same, but the way clearances are granted and how suitability is addressed can change significantly between federal agencies. We often talk about the security clearance process as the broad DoD road affecting more than 95 percent of applicants - the red pill, as it were - and the blue pill, which represents the narrow path of Intelligence Community clearances and suitability determinations, where special access programs are much more likely to require a polygraph and have more stringent application of the criteria.

Congress is currently looking to make it easier for prior marijuana users to get jobs with the federal government, but marijuana topics are nothing new over at ClearanceJobs and drug-related articles continue to trend on the site. Sean Bigley and Lindy Kyzer discuss why marijuana use remains a hot topic and why clearance holders still need to 'just say no.'

On Monday, September 17, the INSA Foundation in partnership with ClearanceJobs and GDIT, hosted the second installment of the "Future of the IC Workforce: Technology and Talent Transformation" series. Speakers included Kimberly King, Career Service Manager for Analysis, DIA, The Hon. John Sherman, Dean, The Bush School of Government and Public Service, Texas A&M University, and moderator Lindy Kyzer, Director of Content and PR, ClearnaceJobs. The program opened with speakers discussing the unique values that national security careers offer. Ms. King stated that there is merit in safeguarding the nation by being a part of something bigger than yourself. Joining the workforce there is an opportunity for “combination of mission and chance to drive your own career,” said Ms. King. Dean Sherman reflected on his career pivots and being at the forefront of technological advancement over the years. He noted that “being a trailblazer” in a discipline is distinctive from other career paths.The conversation shifted to the private sector’s competitive strategy to retain and attract new talent. Ms. King highlighted DIA is building their talent pipeline through IC Centers for Academic Excellence. This initiative leverages DIA’s connection with students across the country to onboard internships. The pay gap between the private sector and government presents a complex challenge for recruiting stem talent. Ms. King revealed the agency’s new pay model is a proactive recruiting strategy that is attracting stem students to the DIA. Mr. Sherman responded, that students at the Bush School of Government and Public Service Texas A&M are attracted to the national security mission. To transform mission-focused students to employees; the Bush School of Government and Public Service hosts professors of the practice that extend “tangible real-world example” of careers in the workforce.Upskilling and training are focus areas of the DIA to ensure that employees are digitally- literature on emerging technologies. Kim noted that across-agency there are formal and informal training for employees. Continuing learning opportunities at DIA consist of technical training at universities, senior service schools, and speaker visits. Mr. Sherman urged that academia prepare the future workforce by enforcing effective and concise communication amongst students. “Getting them in a mindset that they’re writing decision-makers,” said Mr. Sherman. The ability to write clearly and brief a policy is a critical skill the workforce values.The speakers agreed that to reach the future workforce there is a need for a flexible workspace. Improving retention and attraction strategies relies on the workforce to effectively track talent. Insufficient communication with applicants is resulting in the workforce losing skilled candidates during the process. 

The ClearanceJobs Cleared Recruiting Guide is a comprehensive resource designed to assist recruiters and hiring managers in navigating the complexities of hiring candidates with security clearances. This guide offers insights into best practices, strategies, and tools for effectively sourcing, recruiting, and retaining professionals who possess the necessary clearances for sensitive or classified positions. It often includes:Understanding Security Clearances: An overview of different types of security clearances, the process for obtaining them, and the implications for both employers and employees.Recruitment Strategies: Tips on how to attract cleared candidates, including where to find them and how to market job opportunities effectively.Compliance and Regulations: Guidance on adhering to government regulations and ensuring that recruitment practices align with legal requirements for handling cleared candidates.Interviewing and Hiring: Best practices for interviewing cleared candidates, including questions to ask and how to assess their suitability for specific roles.Retention and Career Development: Strategies for retaining cleared employees and providing them with career development opportunities to ensure long-term engagement and satisfaction.Market Trends and Insights: Analysis of current trends in the cleared job market, including demand for certain skills and industries that are actively hiring.Overall, the guide serves as a valuable tool for organizations seeking to efficiently manage their cleared workforce and maintain a competitive edge in the defense and intelligence sectors.

Negotiating to get a high offer, whether it's for a job, a business deal, or any other opportunity, requires a combination of preparation, strategy, and communication skills. Malinda Coler Johnson, CEO and founder of Conversa AI (a software that allows you to identify qualified candidates quickly for your job openings) joins the podcast to talk all about money. We discuss things to avoid during money talks, how can recruiters identify candidates that are in their pay bands to avoid time wasting conversations, and how recruiters can negotiate requirements and/or better translate past candidate experiences to fill the current need and salary available.

Every new year brings change, especially in the hiring process. To provide insights into what qualities hiring managers value in candidates this year, Resume Genius surveyed 625 managers across the United States to explore how each phase of the hiring process (such as applications, interviews, and skills assessments) impacts a hiring manager's decision to hire or not hire a candidate.Jill and Katie are going to touch on some of the factors that set candidates apart this year and into 2025.The survey and its results outline the latest criteria hiring managers use to determine the ideal job applicant — covering aspects such as the ideal resume length, interview red flags, and essential skills and qualifications they want to see in candidates this year.

Tim Hinds, Senior Vice President of Human Resources, joined us on a recent episode of the Security Clearance Careers Podcast, ClearedCast. We gained insights into FTI’s dynamic workplace culture and its focus on career development and individual success.  Learn more about FTI and explore careers.