How iQuasar Streamlined Hiring for the Federal Agency’s Second-Shift Role

The Client: 

A prominent Federal agency known for its precision, competence, and dedication to excellence. The organization depends upon trained individuals to keep vital operations running smoothly across several shifts and roles. 

Constraints Faced by the Client: 

• The Client had an opening for a second shift and the job required candidates to be located within 50 miles of the client’s location. 

• The challenge was compounded by the requirement for on-site training during the first two weeks, from 7:30 AM to 3:30 PM, before transitioning to the second shift. Many candidates were reluctant to adhere to this schedule, significantly shrinking the prospective skill pool.  

• In addition, second-shift roles tend to receive fewer applicants, restricting sourcing possibilities and making it difficult to find qualified and driven candidates within the requisite location range. 

• A large proportion of wage and salary workers in the US prefer daytime work, with only roughly 16% working non-daytime schedules (such as evening, night, or rotating shifts), according to the U.S. Bureau of Labor Statistics. Second-shift hiring is much more difficult because there are fewer individuals available for off-hour positions, particularly in cities with a highly competitive market like Washington, D.C. 

Our Solution: 

The iQuasar team approached this challenge using a focused, multi-channel recruitment strategy.

1. We used different jobs, portals, professional networks, and referrals, as well as sector conferences and webinars, to reach out to passive applicants who were willing to work flexible shift times. 

2. We also connected with professionals through LinkedIn groups that were focused on government contracting and used our internal database of pre-vetted, cleared individuals to speed up the process of finding candidates. 

3. By maintaining regular communication and concentrating on candidates’ location and shift preferences, we were able to identify potential candidates who fit the client’s requirements. 

Results: 

• 4 qualified candidates submitted 

• 2 candidates interviewed 

• 1 offer extended and accepted 

• The entire process—from sourcing to placement—was completed within one month. 

Value Created for the Client: 

Our proactive and resourceful sourcing technique resulted in a competent, local candidate who fulfilled the Federal agency’s particular second shift and on-site training criteria. The timely placement not only fulfilled an immediate operational need but also built the client’s trust in our ability to meet specific, time-sensitive hiring requirements.