Phillip Sheridan, a 34-year-old government technology contractor, believes his federal security clearance raises his earning power in the Washington metropolitan area by $30,000. “But it makes you insecure because you think you don’t have skills to compete in Silicon Valley,” he said. In his heart of hearts, he “wants to be around people who’re excited about their job every day and absorb that energy from them.”
In government, Sheridan added, the only place you get that excitement is at “the tip of spear,” such as serving in other countries or helping agency cyber-teams fend off hackers. Plus, “government undertrains its employees, and contractors [are] even worse because their companies don’t have extra funds for training,” he said.
Not being able to travel to cybersecurity industry conferences like his private-sector counterparts is a burden because they’re “mandatory for career advancement,” Sheridan told Government Executive. “You have to be able to learn what’s going on in the world.”
The obstacles agency recruiters face in attracting the digitally-absorbed millennial generation (generally considered to be the 18-34 cohort) are by now a well-discussed litany of stereotypes: … (For more, click here.)
Do you agree with the observations discussed in this article? Has your agency implemented the approaches described by OPM officials? What other ideas do you have for recruiting millennials for your agency’s vacant positions?