Hiring at scale? Millions American workers are losing their jobs.

Okay, let’s be real. The job market’s been… interesting lately. You’re pulling your hair out trying to find qualified candidates, right? Everyone is. But I’ve got a theory, a hunch, a bark if you will, about where you might find some hidden gems: the Doge Talent Pool.

Now, before you click away thinking I’ve finally lost it (my wife has her suspicions, too), hear me out. Remember all that Dogecoin craziness? No? Well, let me refresh your memory. Dogecoin, a cryptocurrency that began as a joke, has grown into a significant player in the crypto world. It was created in December 2013 by software engineers Billy Markus and Jackson Palmer. Inspired by the popular “Doge” meme featuring a Shiba Inu dog with comic sans captions, Dogecoin was intended to be a fun and approachable alternative to Bitcoin.

Initially, Dogecoin caught attention for its active and friendly community. It quickly became known for charitable donations and funding causes. One of its early milestones was raising $50,000 to help send the Jamaican bobsled team to the 2014 Winter Olympics. The Dogecoin community also sponsored NASCAR driver Josh Wise in 2014.

Technically, Dogecoin is based on Litecoin’s code, utilizing a proof-of-work system but with faster block times and unlimited supply, making it less scarce than Bitcoin. For years, Dogecoin remained under the radar until it experienced a massive resurgence in 2021. Celebrity endorsements, especially from Elon Musk, who frequently tweeted about it, fueled its rise. The price skyrocketed, reaching an all-time high in May 2021.

Why, you may ask, are we talking about Dogecoin in the context of a million American workers losing their jobs? Because Elon, perhaps as a joke, has been one of the biggest proponents and driving forces behind dismantling entire governmental agencies and other institutions that have been integral to the lives of every American. These efforts have been under the auspices of the so-called Department of Government Efficiency (DOGE), which is not a governmental department at all, despite supporters’ efforts to portray it as such.

As part of the efforts to dismantle many of our societal institutions, DOGE is trying to terminate the employment of millions of workers, including some who have acquired subject matter expertise through years of work, some who are early in their careers, and some who don’t even work for the government but, instead, organizations that contract with the government. In short, we’re in the midst of one of the largest losses of employment in recent history, second only to Covid.

Let’s face it, the job market both for candidates and you as an employer is a beast. You’re wrestling with low unemployment, ghosting candidates, and salary demands that would make a Wall Street wolf blush. It feels like everyone’s fishing in the same depleted pond. But what if I told you there’s a massive, untapped lake teeming with talent just waiting to be explored? I’m talking about the professionals impacted by Elon Musk’s… ahem… “streamlining” of government. You know, the folks now navigating the fallout from the (fictional) Department of Government Efficiency, or as we all know it, DOGE.

Now, before you roll your eyes and say, “Government workers? Red tape and bureaucracy, right?” Hold on a second. Think about what these people actually do. They’re project managers, analysts, cybersecurity experts, engineers, and so much more. They’ve managed complex projects, navigated intricate regulations, and often possess deep subject matter expertise. These aren’t just pencil pushers; they are skilled professionals.

Elon’s (fictional) efficiency drive, while disruptive for them, is a golden opportunity for you. Think of it as a talent windfall. These are individuals who, through no fault of their own, are suddenly on the market, ready for a new challenge. They’re likely feeling a bit bruised, maybe even a little cynical, but also highly motivated to prove their worth.

So, how do you reel in these DOGE-displaced dynamos? Here’s the inside scoop:

• Empathy is Key: Acknowledge the situation. Don’t pretend like their recent job loss didn’t happen. Show that you understand the disruption and that you value their experience. A little empathy goes a long way.
• Highlight the Private Sector Advantage: Many government workers are looking for a faster-paced environment, more autonomy, and the chance to see the direct impact of their work. Show them how your company offers these things. Paint a picture of a dynamic, innovative workplace where their skills will truly shine.
• Focus on Transferable Skills: Don’t get hung up on the fact that their experience is in the public sector. Focus on the skills they’ve developed: problem-solving, critical thinking, communication, project management. These are valuable in any industry.
• Be Flexible on Compensation: While government salaries can be competitive, many of those affected may be more open to negotiation, especially if the role offers other compelling benefits, like strong company culture, clear career growth, or more interesting work.
• Network Strategically: Attend industry events where these individuals might be networking. Connect with them on LinkedIn. Reach out to professional organizations related to their fields. Don’t wait for them to come to you; go to them.
• Reimagine Your Job Descriptions: Review your current job descriptions and see if you can tweak them to better attract candidates with government experience. Focus on the skills and outcomes, not just specific industry experience.

This isn’t about taking advantage of someone’s misfortune. It’s about recognizing a unique opportunity to acquire top-tier talent. It’s about offering these skilled professionals a chance to thrive in a new environment. It’s about turning Elon’s (fictional) DOGE days into your winning days. So, stop fishing in that crowded pond and start casting your line in the DOGE talent lake. You might just catch the biggest fish of your career.

Want to learn more? Join Hung Lee‘s Recruiting Brainfood webcast on Friday, March 21st. Mike Bruni of Talent Acquisition Strategies, Kate Bischoff of k8bisch, LLC, and I will be the guests to talk about the impact on talent acquisition of the DOGE-led terminations.