A question I have been asked by business owners and executives of rapidly growing contractors is, “who do you turn to when you need to respond quickly to a proposal?” What are the options available to GovCons who need support in recruiting for proposals? Proposal recruiting has a unique set of challenges. There are direct costs associated with responding to an RFP and if done properly the payoff for an organization can be high.
Recently, a National Labor Relations Board (NLRB) Regional Director ruled that an employer failed to comply with a requirement to provide available employee contact information to the union prior to an election, thereby resulting in an order to hold a second election (Danbury Hospital, 01-RC-153086). Although the ruling in such a pro-union political climate was not entirely unexpected, the result is still a cause of concern for employers, in part because of the “quickie” election rule implemented this past April.
Frequently, we receive calls from government contracting leaders who are frustrated with the process of recruiting for proposals and are looking for a better solution. Often recruiters have been spending weeks building candidate pipelines for funded roles, and it can be challenging to suddenly shift priorities and focus on proposal recruiting. In addition, with a shorter time frame, leaders depend on recruiters to produce results quickly and rarely feel that they are receiving the results they expect. As a Practice Director of Talent Acquisition leading responses to federal RFPs at Helios and former employers, I understand how dissatisfying this can be to both recruiters and leaders. Here are the five most common problems we see during these scenarios and how to avoid them to successfully recruit for your next big proposal.
Business Management & Strategy | Best Practices | Employee Relations
As a consultant, I am often asked by my clients, “How can I identify employee relations tension before it becomes a company-wide endemic?" Why am I asked this so often? Because employee relations are difficult to assess...
Total Rewards | Benefits | Best Practices | Employee Relations | Talent Acquisition
Very recently I had a conversation with the COO and CFO of a client regarding a top candidate who had turned down an offer. They were shocked and confused. They had offered the candidate the compensation she requested and had thrown in a few small perks, but it unfortunately wasn’t enough to seal the deal. Ultimately that candidate (who had multiple offers on the table) accepted another offer. Why?
