Federal Government Staffing Agency Division

Establishing a specialized division within a staffing agency dedicated to federal government placements is a strategic move that requires a nuanced understanding of government hiring processes and regulations. This division serves as a focused arm, catering specifically to the unique staffing needs of federal agencies.

Contact Us

Our division specializing in government employment services offers staffing solutions to various federal entities, including:

  • Department of Defense (DOD)
  • Department of Labor (DOL) – Seattle, WA
  • Department of Agriculture (DOA) – Yakima, WA, and Salinas, CA
  • Department of Homeland Security – Dallas, TX
  • Department of Justice – Seattle, WA
  • Department of Interior – Washington, DC, and MT
  • Naval Postgraduate School
  • LA Air Force Base

Relevant NAICS Codes:

  • 561320 – Temporary Help Services
  • 561330 – Professional Employer Organizations
  • 561310 – Employment Placement Agencies
  • 541214 – Payroll Services
  • 5415 – Computed Systems Design and Related Services
  • 541511 – Custom Computer Programming Services
  • 541513 – Computer Facilities Management Services
  • 541519 – Other Computer Related Services
  • 541611 – General Management Consulting Services
  • 54161 – Management Consulting Services
  • 541612 – Human Resources Consulting Services
  • 541690 – Other Scientific and Technical Consulting Services
  • 541990 – All Other Professional, Scientific and Technical Services
  • 561110 – Office Administrative Services
  • 561210 – Facilities Support Services
  • 561311 – Employment Placement Agencies

What is Security Clearance Recruiting?

Security Clearance Recruiting refers to the specialized process of identifying, vetting, and hiring individuals who possess the necessary security clearances for sensitive government or private sector positions. In environments where national security or proprietary information is paramount, obtaining personnel with the appropriate security clearances is crucial.

  • Collaboration with Government Agencies: Successful Security Clearance Recruiting often requires collaboration with government agencies responsible for overseeing clearances. This partnership ensures alignment with evolving security standards and regulations.
  • Customized Recruitment Strategies: Recruiters develop tailored strategies to attract individuals with the required clearances. This may include targeted outreach, networking within relevant communities, and leveraging specialized job boards.
  • Continuous Monitoring and Compliance Updates: The landscape of security clearances evolves, requiring recruiters to stay informed about updates to clearance levels, eligibility criteria, and any changes in government regulations.
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Key aspects of Security Clearance Recruiting include:

  • Thorough Candidate Vetting: Recruiters specializing in security clearance meticulously vet candidates to ensure they meet the specific clearance requirements for a given position. This process involves background checks, interviews, and reference verifications.

  • Understanding Clearance Levels: Recruiters must have a comprehensive understanding of different clearance levels and the associated eligibility criteria. This knowledge is crucial for matching candidates with roles that align with their clearance status.

  • Government Regulations Compliance: Security Clearance Recruiting necessitates strict adherence to government regulations and guidelines, as set forth by agencies such as the Office of Personnel Management (OPM). Compliance ensures that the recruiting process aligns with established security protocols.

  • Confidentiality and Discretion: Given the sensitive nature of the positions involved, recruiters in this field must exercise the utmost discretion and maintain strict confidentiality throughout the hiring process.

Other Specialized Clearances :

In addition to standard security clearances, there are three distinct authorizations that can impact the scope of information accessible to security-cleared employees:

  1. Sensitive Compartmented Information (SCI) Clearance: SCI Clearance grants access to sensitive data pertinent to an individual’s role or department on a need-to-know basis. This specialized clearance is often required for roles involving sensitive projects, such as those related to nuclear weapons.

  2. Special Access Program (SAP) Clearance: SAP Clearance authorizes a select few individuals to work on specific projects requiring an elevated level of secrecy. This clearance is common in projects involving military technology development, where limited personnel have access to critical information.

  3. Agency Specific Clearance: Agency Specific Clearance allows individuals access to low-accessibility information necessary for completing a specific task. Agencies may grant this clearance based on the unique requirements of a particular project or operation.

Considerations for Security Clearance Hiring :

When embarking on the recruitment process for security clearance roles, it is imperative to take into account several crucial factors:

  1. Trustworthiness and Handling of Sensitive Information: Assess whether the applicant demonstrates trustworthiness and the ability to handle sensitive information in a responsible manner.

  2. Criminal Background: Conduct a thorough examination of the applicant’s criminal background to ensure there are no red flags that could compromise their suitability for a security clearance role.

  3. Foreign Ties: Investigate whether the applicant has any affiliations or ties to foreign countries that could pose a potential security risk.

Navigating the Challenge of Recruiting Security Clearance Talent

Fulfilling security clearance roles poses a significant challenge in the recruitment landscape, marked by intense competition and a burgeoning demand for such specialized positions. The scarcity and diminishing pool of qualified candidates compound the difficulty in filling these crucial roles. Historical data underscores this challenge, revealing a notable decline in the number of individuals with active security clearances over the years. In 2013, the count stood at approximately 5.1 million, dwindling to 4.2 million by 2015.

The FY17 Annual Report on Security Clearance Determinations, as provided by the Office of the Director of National Intelligence, indicates a noteworthy trend between 2016 and 2017. During this period, the number of candidates undergoing favorable investigation and adjudication experienced a decline of 1.2 percent. Simultaneously, there was an increase in the number of denials (0.5%) and revocations (0.6%) for clearances, further emphasizing the challenges associated with this specialized recruitment.

Contrary to the common assumption that security clearance jobs predominantly align with government roles, the most sought-after positions fall within the realms of Information Technology (IT) and managerial responsibilities. IT-centric roles, including network engineers, project managers, and systems administrators, represent the pinnacle of demand in this landscape. In 2016, a staggering 44 percent of available security clearance jobs were dedicated to IT positions. Among these opportunities, software engineering and information analyst roles constituted 48 percent, underscoring the dominance of technology-related expertise in the security clearance job market.

In light of these challenges, organizations must adopt strategic and innovative recruitment approaches to attract and retain top-tier talent for security clearance positions. Recognizing the evolving landscape and aligning recruitment strategies with the shifting demands of the industry are pivotal steps in overcoming the hurdles inherent in the recruitment of security clearance professionals.

Identifying Vulnerable Information Types :

Before delving into the intricacies of security clearance, it is essential to grasp the nature of sensitive information that individuals with appropriate authorization will be entrusted to handle. There are two primary types of vulnerable information:

  1. Controlled Unclassified Information (CUI): CUI encompasses data accessible to authorized personnel but is restricted from redistribution to individuals who do not necessitate it for the execution of their job responsibilities. This classification acknowledges the sensitivity of the information, allowing access only to those with a legitimate need for it within the scope of their duties.

  2. For Official Use Only (FOUO): FOUO pertains to information that, although unclassified, is exempt from public release under the Freedom of Information Act. This exemption arises because the content is deemed unsuitable for public dissemination. Only individuals with the proper clearance and a legitimate work-related purpose are granted access to FOUO information.