Recruiting for government-cleared positions is a challenge unlike any other. Between clearance requirements, candidate shortages, and strict compliance standards, federal contractors are turning to Recruitment Process Outsourcing (RPO) providers to meet their hiring demands.
However, not all RPO strategies are created equal — especially when national security is at stake. In this blog, we share best practices for leveraging RPO services to efficiently, compliantly, and competitively fill cleared roles.
Why Use RPO for Cleared Roles?
RPOs bring scalability, speed, and specialized expertise to your recruiting efforts — making them ideal for large-scale or time-sensitive government contracts. The right RPO partner can:
- Source and vet cleared candidates
- Handle applicant tracking and compliance
- Provide surge support during proposal or contract award phases
- Navigate complex federal hiring protocols
Top 6 RPO Best Practices for Cleared Positions
1. Choose an RPO with Federal & Cleared Hiring Experience
Not every RPO understands the nuances of cleared hiring. You need a partner who:
- Understands clearance levels (Secret, TS/SCI, Poly, etc.)
- Knows how to validate clearances
- Has experience working with defense, intelligence, or federal civilian agencies
Ask for cleared hiring metrics and past performance with clients in the GovCon space.
2. Define Clearance Requirements Clearly
Don’t leave room for interpretation. Be specific in your job descriptions and intake sessions:
- Active vs. inactive clearances
- Acceptable crossover agencies
- Required adjudication timelines
Collaborate with security officers to align HR and FSO expectations.
3. Build a Cleared Talent Pipeline
Waiting until a contract is awarded to start hiring can put your delivery timeline at risk.
Solution: Use your RPO to pre-build a pipeline of:
- Passive cleared candidates
- Individuals interested in contingent offers
- Expired clearance holders eligible for reinvestigation
4. Ensure Compliance in Job Postings and Communications
Federal hiring has strict compliance guidelines around:
- Job ad wording
- EEO statements
- Use of candidate data
Partner with your legal or compliance team to vet all external-facing materials.
5. Accelerate Background Checks & Clearance Verifications
An experienced RPO can help streamline:
- e-QIP submissions
- JPAS/DISS verifications
- Adjudication tracking
Establish standard timelines and SLAs with your RPO for clearance verification.
6. Focus on Retention, Not Just Hiring
Hiring a cleared candidate is hard — keeping them is harder.
Strategy: Work with your RPO to:
- Benchmark salary expectations for cleared roles
- Provide feedback loops to improve candidate experience
- Offer retention bonuses and career growth pathways