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Executive recruiters share best practices for federal employees navigating midcareer transitions

The Partnership for Public Service recently hosted a FedSupport Webinar discussing executive recruiters’ best practices for current and former federal employees navigating mid-career transitions. The conversation provided key insights into resume building, networking and identifying opportunities across sectors amid recent disruptions to the civil service. 

Partnership Senior Manager of Workforce Programs Danica Harootian led the conversation with guests Julian Ha, a managing partner with Heidrick & Struggles, and Doug Trout, CEO of DRiWaterstone Human Capital. See a few highlights from the conversation below: 

How can former public servants translate their skills and experiences to private sector openings? 

When transitioning from the public service to the private sector, it is more important to translate your skills and achievements than the details of your previous position. Target terminology that is well understood in the private sector and focus on how you can create value for the company. 

Federal employees bring many valuable and transferrable skills to the private sector, such as: 

• Experience interpreting complex regulations or policies, especially in highly regulated areas such as defense, healthcare, energy or finance.
• Experience working in sensitive information environments.
• Subject matter expertise.
• Experience with process discipline.
• Evidence of your mission-driven nature.
• Ability to pivot and be adaptable, collaborative and innovative. 

How should federal employees tailor their resumes to private sector openings? 

Federal resumes tend to be quite long to satisfy the criteria of USAJOBS.  

Private sector resumes are two pages in length, results-oriented and tailored to the position for which you are applying. Consider highlighting the following attributes when creating a private sector resume: 

• Trajectory of your career. Tell your story—this gives employers a holistic picture of who you are.
• Language that mirrors the job description.
• Examples of how you have created value, such as generating revenue, improving processes, reducing risk, or meeting customer needs.
• Your achievements and leadership experience.
• Quantitative descriptors (Ex. team size, budget amount). 

How can a former federal employee stand out in the applicant pool? 

Many firms use sourcing rather than advertising to fill open positions. Once you have determined the industry, company or position you are seeking, reach out to your network or develop new relationships with people in your desired field to inquire about vacancies. 

During conversations with recruiters or current employees, provide your resume and convey your understanding of the organization, the role for which you are applying, the individual with whom you are connecting and your specific interests. Authenticity and enthusiasm can go a long way.

How should applicants discuss work on targeted programs such as DEIA? 

Although corporate language has changed under the current administration, many organizations have not altered their internal commitments to diversity and inclusion. Do not be afraid to talk about your experiences, especially if an organization has pushed back against recent moves away from diversity initiatives. On a fundamental level, most companies still believe that having different perspectives in the workplace is valuable.

How can current federal employees prepare themselves for a career transition in advance of a separation? 

For federal employees who have not yet separated from the civil service but are uncertain about their longevity, consider preparing the following materials: 

• A polished resume tailored to a specific job description.
• A strong LinkedIn profile. Include a professional photo and highlight your skills and accomplishments. However, be aware that your experiences may get lost if there is too much content.
• A dynamic list of references. Ensure that each reference understands the position for which you are applying, will be responsive and can speak to working closely with you.
• A cover letter tailored to both the role and organization for which you are applying.
• A favorable reputation. A history of unprofessional behavior often gets back to prospective employers.
• A professional social media footprint. Employers sometimes hire external organizations to conduct social media checks on finalists during the hiring process. Make sure that what you post reflects positively on your character.
• Be responsive. Regularly update your LinkedIn and pursue informational interviews with individuals in your desired field.

Stay Informed 

Explore our FedSupport hub for timely updates about the latest civil service proposals affecting federal employees and resources to navigate this time of uncertainty.  

Join our webinar series for guidance on navigating change in the federal government and enroll in our free online Career Pivot Bootcamp for support in transitioning to private sector employment.

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