Owning, operating, or being a part of a small business is a unique and challenging experience. One specific challenge revolves around hiring. My colleagues and I have seen companies take hiring very seriously and we have seen them simply “fill a position” and there is a distinct difference in success depending on which option a company chooses. Here are my thoughts on why you should care about hiring and why you should be willing to invest as much as you can in the right people.

For small businesses working with the Department of Defense (DoD), success is determined by more than just securing the contract. Execution, compliance, and reputation all play a critical role in ensuring that the business not only fulfills its obligations but also positions itself for future opportunities. One of the most important factors in this equation is hiring the right people. This means not only hiring employees with the necessary qualifications but also those with the right temperament and attitude to thrive in a high-stakes, structured, and often complex environment.

The Importance of Hiring Qualified Professionals

DoD contracts often come with stringent technical requirements, security clearances, and regulatory compliance mandates. Hiring employees who possess the requisite skills, certifications, and experience is crucial. Small businesses need professionals who understand government regulations, cybersecurity standards, logistics, and other specialized fields. Without qualified personnel, a company risks inefficiencies, contract violations, and reputational damage that could hinder future business opportunities.

Beyond qualifications, however, there is another equally important factor—hiring employees with the right mindset.

The Right Temperament for DoD Contracting

Working with the DoD requires adaptability, precision, and a commitment to excellence. Government projects often involve strict deadlines, detailed documentation, and the ability to navigate bureaucratic processes. Employees must be able to handle stress, work within a structured chain of command, and communicate effectively with government personnel. A lack of discipline or the inability to follow protocol can lead to costly mistakes and strained relationships with contracting officers.

Moreover, problem-solving skills are invaluable. The nature of defense contracts means that unexpected challenges will arise. Employees who are resourceful, proactive, and solution-oriented will help the company navigate complexities more effectively than those who require constant oversight.

The Power of a Positive Attitude

Attitude plays a significant role in the success of a small business’s DoD contract performance. Employees who are mission-driven, dedicated to service, and take pride in their work foster a culture of accountability and excellence. A positive work ethic improves collaboration, enhances productivity, and ensures that problems are met with solutions rather than complaints.

Furthermore, customer service is a crucial aspect of government contracting. How a business interacts with DoD representatives, prime contractors, and other stakeholders can determine whether it secures repeat contracts. Employees who approach their work with professionalism, respect, and a can-do attitude will strengthen the company's reputation and credibility in the industry.

Avoiding the Cost of a Bad Hire

A poor hiring decision can have severe consequences, including missed deadlines, contract non-compliance, and even legal or financial penalties. High turnover rates can disrupt operations, increase training costs, and reduce overall morale. Small businesses, in particular, cannot afford to make costly hiring mistakes when operating within the rigid framework of government contracting.

Building a Strong Team for Long-Term Success

To position a small business for success with the DoD, leaders should focus on developing a hiring strategy that prioritizes both skill and character. This includes:

• Defining Clear Hiring Criteria: Ensure that job descriptions reflect both technical requirements and desired soft skills such as adaptability, integrity, and teamwork.

• Leveraging Veteran Talent: Veterans bring invaluable experience, discipline, and an understanding of military culture, making them great assets in DoD contracting roles.

• Implementing a Rigorous Hiring Process: Utilize structured interviews, background checks, and scenario-based assessments to gauge a candidate’s qualifications and temperament.

• Fostering Continuous Training and Development: Even well-qualified employees benefit from ongoing education to keep up with DoD regulations and industry best practices.

Conclusion

Success in government contracting, particularly with the DoD, goes beyond securing contracts—it requires a team that can execute effectively, maintain compliance, and build strong relationships. Hiring the right people—those who are both highly skilled and have the right temperament—can make all the difference in a small business’s ability to thrive in the defense sector. By prioritizing both qualifications and attitude, small businesses can position themselves as reliable, competent partners for the Department of Defense, ensuring long-term growth and stability in the industry.

Keep Moving Forward,