With RIF (Reduction in Force) and DOGE on the tip of nearly every federal government employee’s and contractor’s tongues of late, there are many challenges facing our career public servants. From the complete closure and dissolution of USAID to the loss of all contracts with any mention of DEI, thousands of public servants and contractors are entering the job hunt at the same time.
Many potential employers in the DC area have slowed their hiring as they wait to see how DOGE reshapes the federal government and contracting. Team morale among those directly (and potentially) impacted, especially with all the unknowns about when and how RIFs may happen, is at an all-time low.
Many career public servants or contractors lack recent prior experience outside the federal government realm. How they competed for jobs within the U.S. government is almost entirely different from how one competes in the private sector. From résumés to LinkedIn and networking, public servants and contractors need a complete refresh of not only their approach to finding employment, but also the standard documentation required.
With so much outside the manager’s control, it is important to remember – as both a manager and as an employee – that there are still ways to have a positive impact. First, acknowledge the uncertainty. Communicate what is known and what is unknown. There is no such thing as over-communication in such a turbulent time. Also, give people space to express intense emotions, whether that be office hours, or professional help from outside.
Documentation Needs
As RIFs loom, one area of control is to update one’s résumé, cover letters, bios, CVs, and more. Unlike the 5- to 10-page résumés previously required to get on a certificate for an interview for a federal government job, the private sector expects a two-page maximum, crisp and tight résumé focused on accomplishments, skills, and experience. With so many candidates flooding the job market in the DC area, and hiring nearing a standstill, the importance of a top-notch résumé cannot be overstated. Recruiters and potential employers take 10-20 seconds to skim a résumé, so it is important to know what they see as key elements to make it to the interview phase for a position. Recruiters routinely cite a clean, easy-to-read résumé as the first step, though often not the most important one (spoiler alert – the most important is generally networking).
The potential for professional networking and job searching via LinkedIn is remarkable, and largely untapped by career public servants. Creating an updated LinkedIn profile and highlighting it on one’s résumé gives candidates another place to underscore knowledge and expertise, as well as stay current on news and developments within their industry. Posting, or reposting with one’s own relevant comments, keeps a profile front and center within its network and can help expand that network as well. There is some concern about the Open to Work badge making candidates appear too desperate, so many opt to make it visible only to recruiters. Many public servants are just starting to engage on LinkedIn – the short advice is, don’t be shy! Post about your leadership style, professional values, and more to get potential employers to know you as a whole human.
Other Networking
In Washington, DC, even in the private sector and NGO spaces, it helps to know people – or at least know people who know people – in the places where a candidate is applying. As noted above, LinkedIn can help with this, as can more traditionally networking through trade or professional associations, friends of friends, coffee dates, and conferences. One CEO in the federal contracting space said, “Rarely do the cold-call applications via LinkedIn move beyond our résumé review stage. Those who do often know someone on the inside who has foot-stomped their application to move it up in the pile.”
Emotions Around (Often Unplanned) Transition
In addition to documentation and networking, a third key element for any transition – especially one in which it feels like there is no individual control or agency – is the emotional and mental impact. Former USAID colleagues had to uproot their families and are mourning their loss of friends, schools, and broader support systems built over distinguished careers. Forced relocations add more fuel to the bubbling emotional fire. It is important to recognize and process these emotions so they don’t potentially taint job interviews or hold candidates back during their job searches. Many are seeking counseling and therapy. Another option is professional coaching. A CEO of a multinational firm based in Brazil, who I have been coaching for nearly a year says, “Coaching with Carrie has improved not only my professional output, but also my personal life. She coaches the whole person in a way that leaves clients feeling better balanced.”
Where to Turn
With the three main concerns of job-related documentation, networking, and emotions, no one has to go it alone. Those in the greater DC area in particular are full of compassion and a desire to help those displaced. Along those lines, Evan Scott, President of ESGI Potomac, notes: “While we are a retainer-based search firm contracted by companies to assist with executive-level candidate searches, we are excited to announce we have now added executive coaching and career development services. These should be of great interest and assistance to federal government and private sector employees seeking new career opportunities.”
A key benefit of our approach is that our Executive Coaching and Career Development Services are part of the broader executive search practice. Therefore, we have a unique understanding about how companies hire and what they look for in an individual. These insights and expertise set ESGI Potomac apart from traditional outplacement companies because we understand how to put together effective search strategies to increase the probability of success.
