What the work covers
A recruitment strategy is only as good as its picture of the labor market. Before we source anyone, we learn where the people you need actually work, what they are paid, which channels reach them, and what would make a Federal role worth a conversation. Then we write a plan your team can approve and measure.
- Talent market analysis for each occupation or position family you name: employer concentrations, geographic clusters, supply, and competing demand.
- Compensation and value-proposition context: how private-sector pay and benefits compare, and which parts of a Federal offer (mission, stability, work-life balance, public service loan forgiveness eligibility, pay flexibilities your agency uses) carry weight with this audience.
- Channel mapping: professional associations, certification bodies, conferences, academic programs, online communities, and networks where this talent is reachable.
- Segmentation and targeting: which experience profiles, sectors, and regions to prioritize, and which to avoid.
- The recruitment plan: recommended sourcing channels, campaign ideas, events, messaging themes, timeline, and the metrics that will show whether it is working.
What you receive
- Talent market analysisA concise brief per occupation or position family, with sources cited.
- Recruitment management and strategy planDelivered at the start of work and updated when priorities change. Covers every occupation, objective, and target market your agency identifies.
- Market updatesEmerging conditions that affect recruiting, raised at status meetings and in monthly reports.
How it is measured
| Standard | Target |
|---|---|
| Strategy addresses every occupation, objective, and market you identify | 95% or more |
| Strategy delivered by the agreed date | On time |
Questions about strategy and market research
What is talent market research in recruiting?
Talent market research is the study of the labor pool for a specific role: how many qualified people exist, where they work and live, what they earn, how in-demand they are, and how to reach them. It tells an agency whether a position is hard to fill because of supply, pay, awareness, or process, and each cause calls for a different fix.
What data sources do you use?
Public labor statistics such as the Bureau of Labor Statistics Occupational Employment and Wage Statistics, industry and association compensation surveys, professional-network talent data, job-posting trends, and interviews with practitioners in the field. Sources are cited in every brief.
Can market research support a workforce plan or a hiring flexibility request?
It can inform them with evidence about supply and competing pay. Decisions about hiring authorities, pay flexibilities, and workforce plans remain your agency’s.