How to Overcome Challenges in Cleared Recruiting

Updated September 3, 2025

Cleared professionals can be some of the toughest candidates to recruit. Getting a security clearance is a long process, and once it’s secured, it has to be regularly maintained. These factors, along with a few others, make it challenging to fill critical roles with cleared talent.

So, what exactly makes hiring cleared talent difficult, and how can you overcome these hurdles?

Let’s dive in.

Common Challenges in Cleared Recruiting

Recruiting cleared professionals presents unique obstacles for government agencies. Understanding the challenges is the first step toward building resilient teams and supporting critical goals.

Limited Talent Pool

One of the main challenges in recruiting cleared professionals is the limited talent pool. Estimates put the total number of people with U.S. security clearances around four million. That’s a small slice of the U.S. labor market, which in 2025 is around 170 million.

Obtaining a security clearance requires rigorous background checks, a process that can take months or even a year, depending on the level of clearance. Once secured, clearances need periodic renewals and ongoing updates to stay active, and some professionals may fall out of eligibility if they aren’t able to maintain their clearance.

This level of scrutiny results in a pool of candidates significantly smaller than the general workforce. And that pool gets smaller at higher levels. Recruiting Secret-level or below roles is one thing. Recruiting for Top Secret/SCI, or Top Secret + Polygraph, is even more difficult.

Add in the growing demand for specific technical skills in AI and cybersecurity—already a challenge in the general labor market—and it’s easy to understand why government entities might need to partner with a professional services and staffing provider to source cleared talent.

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Read: Types of Security Clearances You May Need for Government Positions

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Stiff Competition

Federal agencies have long needed to hire cleared talent, but now state and local government entities are increasingly seeking candidates with security clearances as well. Programs like the FBI’s State and Local Law Enforcement Executives and Elected Officials Security Clearance Initiative allow state and local officials to obtain clearances so they can access classified information relevant to public safety, such as intelligence on cyber threats or foreign influence operations.

Additionally, federal-state-local law enforcement partnerships like Joint Terrorism Task Forces require state and local personnel to hold clearances, further intensifying competition for a limited pool of qualified professionals.

Finally, specific roles within the National Guard require security clearances as well.

With organizations at every level of government vying for the same cleared candidates, the recruiting landscape becomes even more competitive.

Hard-to-Reach Candidates

Cleared professionals are in high demand, and with fewer candidates in the overall talent pool, many are already employed. This means that some of the best potential candidates are passive candidates. Attracting them requires a more proactive approach—but direct outreach can still present a challenge.

Many cleared professionals work in Sensitive Compartmented Information Facilities (SCIFs), high-security spaces designed to protect against electronic surveillance and data leaks. Because of the strict security measures in these facilities, employees are typically prohibited from bringing in their personal devices, like cell phones or tablets. This can make it challenging for recruiters to connect with potential candidates during regular business hours.

Procurement Challenges

Navigating the procurement process can be time-consuming and confusing, especially for agencies with urgent needs. Government entities face complex procurement processes, strict compliance requirements, and budget constraints. These hurdles can slow down hiring and make it difficult to respond quickly to changing workforce needs.

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4 Tips for Recruiting Cleared Professionals

Recruiting cleared talent requires a strategic approach. Here are four tips that can help any organization improve their results.

Use AI to Streamline Recruiting

Our AI in Hiring survey found that out of all hiring managers using AI, a full 98 percent saw improvements in hiring efficiency.

AI-powered tools can help recruiters quickly sort through resumes and identify candidates with the right clearance and skills. By leveraging technology, organizations can automate initial screening and filter for clearance status.

Pro tip: Need a custom-built AI tool? Insight Global offers robust AI solutions through our professional services division, Evergreen. From devising AI strategy to building sophisticated AI models, we partner with federal, state, and local entities to develop bespoke solutions, tailored to your challenges and goals.

Target Passive Candidates

As already mentioned, much of the cleared talent pool already has jobs—but you can still appeal to passive candidates. They often respond to roles that offer growth or advancement they may not have in their current position. Emphasizing career growth and professional development in outreach can help attract these candidates.

Building a strong employer brand, leveraging employee referrals, connecting with veterans, and using professional networks are also effective ways to connect with passive talent.

Finally, money talks. Don’t underestimate the power of a competitive compensation package.

Pro tip: If budget is tight, be creative. Professional development isn’t the only enticing differentiator. Many government jobs are no longer hybrid or remote, but candidates still want a flexible work schedule. If the role needs to be on-site daily, consider other options that allow for work-life balance, like a 9/80 schedule or generous PTO.

Improve the Candidate Experience

Clear communication, transparency, and respect for privacy are essential when working with cleared candidates. Organizations should:

• Communicate clearly about job requirements and the hiring process
• Eespect candidate confidentiality
• Provide timely feedback

A positive candidate experience can make all the difference in attracting and retaining cleared professionals.

Pro tip: Keep engaging with the candidates you didn’t hire. They could be a great fit for the next available role!

Partner with Experts

Partnering with a professional services and staffing company that specializes in cleared talent can help agencies find the right candidates faster. Experienced partners like Insight Global understand the nuances of government hiring and clearance requirements, and we can provide support for onboarding, compliance, and workforce planning. Leveraging professional services can help organizations build resilient, high-performing teams.

Pro tip: Look for a partner with experience specifically in cleared recruiting. In 2024 alone, we placed 1,500+ cleared resources, just across the federal government.

Retaining Cleared Talent is More Important Than Ever

Retaining cleared professionals is just as important as recruiting them. High turnover can disrupt operations and increase costs. Here are a few ideas to implement:

• Create a robust onboarding program
• Invest in professional development and upskilling
• Benchmark compensation against industry standards to remain competitive
• Offer flexible work options whenever possible

But the best tip is to survey employees and talk candidly with direct reports to find out how your people feel and what they would like to see change.

Cleared Recruiting FAQ

Cleared recruiting comes with unique questions. Here are answers to some of the most common ones.

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Recruit Cleared Professionals with Insight Global

While there are many steps agencies can take to improve their cleared recruiting, partnering with Insight Global means gaining access to a deep network of cleared professionals and a team that understands the nuances of government hiring. Through our professional services division, we offer support that goes beyond staffing—helping agencies build resilient teams, streamline procurement, and achieve their mission.

Here’s a quick look at what we accomplished in 2024:

Are you ready to discover what Insight Global can do for you? Fill out our form, and a hiring partner will reach out shortly.