More than 50% of business leaders are worried about impending talent shortages.

Many HRs have identified a skills gap in the existing workforce and are looking for pipelines to tap high-performing candidates quickly.

Your best bet? Try the federal workforce.

As DOGE continues to cut federal employees from the workforce, thousands of federal employees are now looking for jobs in the private sector.

These workers are often highly-skilled, motivated, and loyal employees. Long tenures with the federal government are usually tied to a belief in the overall commitment to public service and the mission of our nation.

Here’s why hiring a former federal employee might be a good strategy for your business:

1. They’re skilled. Many federal employees have skills that transfer to the private sector. For example, a forensics investigator at the IRS might have skills that transfer well to an accounting firm. Specialists from the CDC or HHS are skilled in conducting health research, developing policy, and building project-based teams. Former employees of the now-defunct USDS sat at the intersection of cutting-edge technology and policy; their technical skills are likely to be useful to employers navigating AI-related changes.
2. They understand complexity. The U.S. federal government is enormous—far larger than most businesses. Federal workers understand how to navigate complex work environments that involve interacting with internal and external stakeholders, contractors, agencies, attorneys, and more. If you need people who can come in and quickly understand the scope and complexity of a project, federal workers are a sure bet.
3. They’re pre-vetted and loyal. Many federal employees spend their entire careers in civil service, and they all underwent rigorous background checks to get there. You aren’t likely to find too many skeletons in their closets. Additionally, they have a capacity for loyalty that’s hard to find today. Many viewed their work in the federal government as a mission. If you’re a non-profit or mission-driven organization, a mission-minded federal employee could be the perfect match for your team.
4. They have insider access. If your company routinely works with the federal government, a former federal employee can help you navigate the complex systems involved. As a former employee, they’re likely to know how things actually get done, who the important players are, and any potential pitfalls you should avoid.
5. They’re tactful. Many federal workers have manned their posts regardless of which party controlled the Presidency or Congress. As the nation became more polarized, these workers found ways to rise above the political discourse and remain focused on their mission. They know how to be respectful of others and put the success of their mission first. Being able to work with others, regardless of shared opinions, is a critical skill in the modern-day workforce.

While there are a lot of similarities between the public and private sectors, some important differences remain. Former federal employees who have spent the entirety of their careers in the federal workforce will need some guidance on how to navigate the private sector.

If you’re hoping to start tapping the federal employee talent pipeline, here are a few things you should know.

• Understand resume differences. Federal resumes are quite different from those in the private sector. Generally, it’s best practice in the private sector to keep your resume concise, metrics-driven, and tailored to the role. However, in the federal workforce, employees are expected to mention every element of their job and keep a record of all other previous jobs. Federal resumes go on for pages, and are often full of jargon that won’t make sense to anyone outside the particular department. Therefore, federal employees may need a little extra guidance adjusting to the private sector style. Consider holding a 1-hour remote resume-writing clinic for federal workers. This could give you the opportunity to meet some great talent one-on-one while providing a helpful service to federal job-seekers.
• Highlight mission-focus. Many federal workers could take higher-paying jobs in the private sector. Now, some will be doing so. Many chose to work at a lower pay-scale so for the long-standing stability. It’s likely that exiting federal workers will continue to seek out roles with a strong mission. When posting new job openings, highlight your organization’s mission. What’s the purpose of your organization? Is there a higher-end goal you serve? Federal workers will likely be interested in companies, non-profits, institutions, and other organizations that benefit society, in some way.
• Emphasize skills. Top federal employees have finely-honed skills that can take your business to the next level. They might not have the exact kind of work experience you’re looking for, but stay focused on the skills—that’s what will move the needle. For example, a highly-trained water-flow data analyst at the USGS will be able to transition those skills to analyzing customer acquisition data. What they’re measuring is different, but the principles remain.

To address the looming skills gap, HRs will need to think outside the box. Identifying rich talent pipelines will be critical to staying competitive in the next 5 years. Tapping into the federal workforce might just be the out-of-the-box idea that takes your company across the finish line.

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The information contained in this site is provided for informational purposes only, and should not be construed as legal advice on any subject matter.