Introduction Successful organizations attract and recruit competent individuals to complete specific functions and meet the changing demands of the targeted customers. This means that the existence of an effective strategy will ensure that a given agency hires the right employees and empowers them accordingly. Workers who are familiar with production and marketing processes are assets to their companies. They possess adequate knowledge that is critical for the positive performance and profitability of the organization. Retaining such individuals is necessary in order to continue improving productivity. Unfortunately, firms are presently facing numerous challenges when pursuing their recruitment and retention issues. The leading issues many leaders encounter when trying to attract and hire new employees include changing workforces, diverse needs, the ineffectiveness of existing organizational models, global culture, and the unavailability of qualified individuals. These challenges are making it hard for many companies to attract and employ individuals who can add value to their business processes (Cardy & Lengnick-Hall, 2011). Similarly, there are specific recruitment issues many firms continue to face. Some of them include continuous monitoring of emerging technologies, the desire for additional income sources, changing workforce, global economic growth, and employees’ bargaining power. Government agencies that develop and implement effective recruitment and retention approaches will record numerous benefits that will result in improved performance. For instance, such a model ensures that every organization attracts individuals who possess personalities and skills that resonate with the established aims, visions, and missions (Cardy & Lengnick-Hall, 2011). The hired workers will apply their competencies to deliver positive results and make the company profitable. The use of a sustainable program will reduce hiring costs and minimize conflicts throughout the process. Corporations with effective strategies tend to have lower chances of recruiting unqualified individuals. This approach also makes it possible for a given company to address the problem of employee turnover, thereby maximizing productivity. Cardy and Lengnick-Hall (2011) support the application of a high-quality retention program because it encourages employees to enjoy their roles, support each other, solve problems, and receive competitive perks. If the human resources (HR) manager at the Defense Information System Agency (DISA) considers these issues, the chances are high that qualified workers will be identified, hired, and retained. Problem Statement Organizational behavior theories support evidence-based practices that have the potential to empower employees and make it easier for them to pursue the outlined aims. Such models encourage HR managers and leaders to implement powerful recruitment and retention measures that resonate with the changing demands of both the industry and the identified individuals. Unfortunately, many companies and leading corporations are currently finding it hard to attract the required talent and encourage their workers to provide high-quality services. This is the reason why cases of high employee turnover continue to be recorded in large and small organizations. This predicament is attributable to the absence of effective and