Managing the flow of information throughout the hiring process is an enormous undertaking. Government Contractors are faced with increasing pressure to succeed in Talent Acquisition under more complexity compared to commercial enterprise IT businesses. An Enterprise executive with the need to hire exceptional and highly qualified talent faces multiple challenges to source, hire, and retain the right people. However, within the commercial enterprise, the hiring landscape is vastly different compared to Government Contracting because, in the non-cleared world, executives write the job descriptions and are the key decision-makers in Talent Acquisition.
Within the Intelligence Community and Department of Defense, we multiply hiring process complexity by including requirements for top security clearances, restrictive lifestyles, layers of job description and resumé obfuscation, contract lifecycle changes and recompetes, rigid contract requirements resistant to change, decision-makers in disparate organizations, and the beloved government "Red Tape." Just navigating this convoluted sequence increases opportunities for failure factorially and decreases the probability of Talent Acquisition success by the same proportion.
Most companies operating and providing services in the federal government market do not possess the necessary human resources, tools, processes, and best practices essential for repeatable mission success in attracting high-quality IT professionals. The trillion-dollar Federal/DoD IT industry is completely dependent on having the appropriate personnel for each task, yet to this day businesses solely rely mostly on ClearanceJobs.com, LinkedIn, third party general purpose ATS/CRM software, Excel, and legions of Recruiters to deliver top talent in a repeatable fashion and all while creating the highest quality candidate experience. Typically, these efforts do not play out as planned.
IT Professionals in the cleared community are equally limited in their capability to explore career opportunities that meet their short and long term career objectives. Overwhelmed by the flood of recruiters blowing up their phones and email, repetitive preliminary interview assessment conversations, and being added to an unknown amount of ATS/CRM's with no feedback on progress, it is obvious why candidates are reluctant to enter the market. Our data reveals that job candidates are experiencing extremely high levels of frustration managing the time-consuming process of launching a job search, researching right fit companies and opportunities, tracking engagements that lead to successful offers, and receiving any timely or useful data during the process. They continuously get automated messages from the ATS/CRM like "Thanks for applying, unfortunately, you are not the right fit." Recruiters exacerbate this problem when they lack industry knowledge, a deep understanding of the candidates' skill set, or try to force candidates into positions that don't match their skill set or requirements.
We asked ourselves at Cyberjin, "There must be a better way?" Someone needs to deliver commercial enterprise innovation, disruptive thinking, and flawless technical execution to redefine how the Government Contracting industry recruits people. Nobody else is doing it right. That's why we began Cyberjin. At Cyberjin, we decrease Government Contractors' time to hire by reducing complexity, streamlining the interviewing and hiring process, and providing revolutionary AI technology to enhance data analysis and decision support. Our Mission is to rewrite the hiring engine and implement a standardized system for information management that elevates the candidate and employer experience. Actionable data and illuminating insights are necessary to create high-quality interactions, which lead to increased successful negotiations and minimize eleventh-hour "showstoppers."
Most Government Contractors manage their Talent Acquisition processes internally utilizing disparate unsynchronized information systems, ad-hock excel applicant and job tracking spreadsheets, and outdated communication methodologies. What is missing across the federal business enterprise is an encompassing solution that delivers measurable performance benefits in recruiting, hiring, and retaining the genuine "right-fit" talent necessary for businesses to thrive. Proper execution requires data management and analytics, an AI-enabled Talent Management and Placement System (TMAPS), and a trusted advisor to operate "The Big Machine," allowing Government Contractors to finally hire to plan.
Cyberjin is building the most advanced technology platform to automate the interviewing and recruiting process and eliminate the need for disparate in house tools used throughout Talent Acquisition. As the CEO of Cyberjin, I have put a laser focus on this problem and have inspired my entire company to keenly understand how important people are to the Mission of our Intelligence Community and the safety of our Nation.
Yet the processes and infrastructure enabling companies to hire their most valuable asset, human capital, are still fractured and in-complete solutions failing to deliver on the expectations of IT professionals and businesses. Solving this problem is Cyberjin's focused Mission and the reason we are established. Our goal is to create a new hiring system that will enable Government Contractors to leave behind the current broken and obsolete model and utilize a system that was designed for talented professionals and great companies to connect holistically and create meaningful experiences.
If this monologue strikes a chord with your thinking and experience, please reach out to me. I would love the opportunity to understand your company's goals and objectives in detail.