One consistent theme we often hear reported in the media is the ‘jobs’ problem in our country. From my perspective, as a small business owner, the employment issue we face is not solely about the unemployment rate or the lack of jobs available. It is the challenge that employers are facing in identifying, recruiting, and hiring highly talented, credentialed, and motivated people for the many positions that are available. ARServices is fortunate to serve an industry that has an incredible and growing appetite for talented, trustworthy, reliable individuals–the federal government contacting industry.
As the CEO of a company striving to be an “employer of choice” in a hyper competitive industry, we have challenges in filling key positions on contracts with qualified candidates. As a company, we offer a very competitive compensation and benefits package including; health, disability and life insurance, 401(k), and a tuition assistance program. Recruiting talented new team members is an area of continued and considerable emphasis. ARServices has established programs to bolster our recruitment efforts such as an employee referral bonus program, a veteran’s hiring initiative and a college summer hire/internship program.
My company is by no means alone in the federal professional services contracting industry in having a number of career openings. The recruiting of skilled and qualified employees is a challenge that exists across our industry; from the largest publicly traded prime contractors to the growing, innovative small businesses like ours. ARServices’ core competencies are in the human capital management, research and development, management consulting and information technology disciplines. Our business is growing vigorously and we have a number of openings available in these areas. Not only are we seeking to fill jobs for highly specialized or mid-career candidates, but also for entry level opportunities for recent college graduates with degrees in engineering, physical sciences, information technology, government and public policy.
One of the key purposes of ARServices’ new media initiative and this blog is to identify and communicate with prospective employees and to promote regular and active communication with our current team members. As with many industries and businesses, advancements in communication and technology have fundamentally changed the way we can reach and recruit skilled, cleared personnel in the government professional services market.
The bottom line is this–many challenges exist when it comes to employment, but the discussion needs to shift from a focus on the rate of unemployment to the re-education of future employees who can fill so many of the jobs that now sit vacant, in my small business and elsewhere. ARServices has built a culture that supports, rewards, and retains talented team members. We aspire to be the employer of choice, and take pride in our continued efforts to reach more candidates in our recruitment efforts and retain skilled employees to help us build our business and continue our solid reputation as a proven small business delivering quality performance.
To review our current career opportunities, visit the ARServices career page and get in touch with us.