Mission Critical Recruitment: Regarding, Recruiting and Retaining Military Service
-
Upload
careerbuilder-for-employers -
Category
Business
-
view
4.370 -
download
1
Transcript of Mission Critical Recruitment: Regarding, Recruiting and Retaining Military Service
© 2012 CareerBuilder/Lisa Rosser
© 2012 CareerBuilder/Lisa Rosser
Brian Donahue, Vice President of Strategy, CareerBuilder
Lisa Rosser, Military Recruiting Expert and Author, The Value of a Veteran
Mission Critical Recruitment
Regarding, Recruiting and Retaining Military Service
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Lisa Rosser is on a mission to help organizations improve
their veteran recruiting and retention. Her unique
background with years of experience in both military and
human resources is what makes her the ideal person for
training human resource professionals how to recruit, hire,
and retain military veterans for employment.
► 1 ◄
Meet Your Presenters:
Lisa Rosser & Brian Donahue
Brian Donahue serves as Vice President of Strategy for
CareerBuilder. In this key role, Brian is responsible for
researching, defining, articulating and managing the
ongoing execution of CareerBuilder’s strategic sales goals
through various vital business components such as market
analysis, marketing planning, and sales strategy,
engineering, training and productivity.
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
American Freedom Foundation Inc.:
The American Freedom Foundation provides grants to organizations that support veterans,
including those related to employment. The foundation has a special focus on aiding
wounded or disabled veterans and their families, as well as the children of those killed in
action. CareerBuilder partners with the American Freedom Foundation to host free hiring
events.
America Wants You:
America Wants You brings together the private sector and corporate America to find job
opportunities for men and women who have served in the U.S. military. CareerBuilder
powers the job-search engine, which is free for both veterans and companies. More than
50,000 jobs are available in a variety of fields at companies across the U.S. Learn more at
www.americawantsyou.net.
Military Times:
Powered by CareerBuilder, the Military Times job site matches employers with veterans
looking to return to the workforce. The website provides a variety of resources for veterans,
including a job-search engine, a tool for discovering how one’s military skills translate to the
civilian world, and career advice. Learn more at www.jobs.militarytimes.com.
► 2 ◄
Maximizing Employer & Veteran Potential:
CareerBuilder’s Involvement
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 3 ◄
Components of Military
Hiring Programs
Education (Leadership,
Recruiters, Hiring Managers, etc.)
Tra
inin
g P
rogra
m
Skill
s C
rossw
alk
Outr
each S
trate
gy
Rete
ntion P
rogra
m
Sourc
ing S
trate
gy
Present the Business Case (get support => staffing, funding, budget)
Identify Champion, Program Mgr (Dedicated Recruiters & Advisory Team)
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 4 ◄
What are the main reasons employers give for not
including veterans in their workforce planning?
I don‟t think they have
the skills to do what we
do here
I can’t figure out what they
know how to do from reading
their resumes
I need someone with more
technical experience
My positions require
certain certifications or
credentials
We’re more focused
on women &
minorities right now
They don‟t have a
college education
I need someone who
can lead, not just
follow orders
I don’t have the budget
for niche job sites or
placement firms
I’m not risking bringing
PTSD into my workplace
Why bother? They’re just
going to get called up anyway
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 5 ◄
Reason #1
The reason I don‟t
recruit military? I don‟t
think they have the skills
to do what we do here.
5 #RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 6 ◄
What Comes to Mind When You Think
About What We Do In The Military?
Photo Courtesy of U.S. Army
Photographer: Staff Sgt. Mike Pryor
Photo Courtesy of U.S. Army
Photographer: SPC Jeffery Sandstrum
6 #RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 7 ◄
Veterans Have the Skills
you Want to Hire
The military has over 7,000 job
positions across more than 100+
functional areas and 81% of these jobs
have a direct civilian equivalent.
Welders
Air Traffic Controllers
Lawyers
Doctors
Nurses
Supply Chain / Logistics
IT / Computer
Telecommunications
Media/Graphic Arts
Police / Security
Transportation
Construction
Human Resources / Training /
Recruiting
Food Service
Foreign Area Specialists
Contracting / Purchasing
Postal Operations
Finance / Accounting
Marine Specialties
Engineers
Material Handling
Medical
Specialties
Machinists
Mechanics
Intelligence
Plumbers
Pilots
Satellite
HVAC
7 #RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Just by serving in the military, veterans gain skills that are transferable:
Project management
Personnel management
Training/instruction
Counseling
Operations
Interpersonal communication
Leadership
Problem solving / decision making / trouble shooting
Process improvement
Requirements gathering
► 8 ◄
Veterans Have the Skills you
Want to Hire, cont.
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 9 ◄
Reason #5
9
The reason I don‟t recruit
military? Many of my
positions require
candidates to have
professional certifications
or licenses.
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Military programs fund some or all fees for professional credentialing exams for enlisted members
Army Credentialing Opportunities Online (COOL) https://www.cool.army.mil/
Navy Credentialing Opportunities Online (COOL) https://www.cool.navy.mil/
Air Force Credentialing and Education Research Tool (CERT) https://augateway.maxwell.af.mil/ccaf/certifications/programs/
► 10 ◄
Special Programs Exist to Help Service
Members Obtain Civilian Credentials
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
1) Veterans have the skills you need & are an under-tapped resource
with a huge pipeline
2) Compliance – Office of Federal Contractor
Compliance Programs (OFCCP)
3) Tax credits & other cost savings
► 11 ◄
Elements of the Business Case for Actively
Recruiting Veterans / Veterans with Disabilities
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
1) Employment tax credits
a) Federal - Work Opportunity Tax Credit (WOTC)
b) State – varies
2) Funds for training
a) State Workforce Investment Act (varies)
b) GI Bill
3) Tax credits for accommodations
(small businesses)
4) Relocation benefits
5) Security clearances
► 12 ◄
Financial Incentives / Cost Savings Realized for
Recruiting Veterans / Veterans with Disabilities
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Go to http://blog.thevalueofaveteran.com/ and search on “WOTC” for details on how to attain the credit.
► 13 ◄
Cost Savings:
Work Opportunity Tax Credit
Maximum WOTC for Hiring Veterans
Qualified Veteran Category Hired on or before
November 21, 2011
Hired after November 21, 2011,
but before January 1, 2013
1 – Food stamp program $2,400 $2,400
2a – Disabled and hired
within 1 year active duty $4,800 $4,800
2b – Disabled and
unemployed ≥ 6 months $4,800 $9,600
3 – Unemployed ≥ 4 weeks
but < 6 months $0 $2,400
4 – Unemployed ≥ 6 months $0 $5,600
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 14 ◄
Now that I know why I
should be recruiting
veterans – how can I
identify which veterans
will be a good fit for my
positions?
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
An Army First Lieutenant approaches a recruiter at a military career fair…
The recruiter says…
► 15 ◄
An All Too Common Scenario
“Let me take a look at your resume.
Why don‟t you tell me a little bit about
your experience and what you think
you can do for our company.”
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
“I‟m a 90A, and I just finished up as the S1 for the 728th. I ran
the battalion PAC and was responsible for OERs, NCOERs,
awards and all eMILPO actions.
Until we came out of the box in October, I was XO for the
308th Quartermaster Company. Before that I was a combat
transport platoon leader in charge of 45 soldiers and
13 HEMTTs and generators.
My ETS date is in two months, so I am really eager to find out
what the „real world‟ has to offer and where I might fit in. All of
my experience is listed in my resume.
Do you have any positions for someone like me?”
► 16 ◄
An All Too Common Scenario, cont.
The applicant replies…
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 17 ◄
An All Too Common Scenario
Do you have
any idea what
the lieutenant
just said?
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
What is your grade?
What is your Military Occupational Code?
► 18 ◄
First two questions to ask…
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Grade structure is common across the Services
Rank equivalent to those grades may differ from Service to Service
► 19 ◄
A few things to understand about
“grades” versus “ranks”
Service Rank Grade
Army Major O-4
Navy Lieutenant
Commander O-4
Air Force Major O-4
Marine Corps Major O-4
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Letter will be O, W or E
O = Officer
W = Warrant Officer
E = Enlisted
► 20 ◄
A military grade is a
letter/number combination:
Number will be 1 – 10
1 = most junior
10 = most senior
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 21 ◄
Category Grade Range General Characteristics
Junior Officer O1 – O3
• Has between 1-4 years experience (O-1 and O-2) up
to 9 years (O-3)
• Leads organizations of 40-120 employees
• Mission-focused; provides prioritization and direction
to the senior-level enlisted members for execution.
Responsibility = to department head positions in
civilian organizations
Mid-Grade
Enlisted E4 – E6
• Has typically 3-15 years experience
• E-5 serves as first-line supervisor (3-6 employees);
oversees and directs day-to-day tasks of junior
enlisted; E-6 typically supervises 1 or more E-5’s
• Responsible for individual training and the
development , maintenance, and utilization of the
junior enlisted member’s potential
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
O*Net Online can help you decipher these resumes and cross-
reference your hiring needs with military skills
Can search by Military Occupational Code (MOC) (i.e., 90A)
Can also search by military job title (i.e., “Unmanned Aerial Vehicle Operator”
Can crosswalk military occupation to civilian equivalent
► 22 ◄
There are Tools to Help You Translate
the Military Jargon
http://online.onetcenter.org/crosswalk/
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
http://www.goarmy.com/
http://www.navy.com/
http://www.airforce.com/
http://www.marines.com/
http://www.gocoastguard.com/
23
Use the Military Recruiting Sites for More Info
on MOCs (particularly combat arms MOCs)
Try it:
Army PATRIOT Launching Station Enhanced Operator/Maintainer (14T)
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 24 ◄
Now I‟ll feel more
confident reading the
resumes and speaking
with service members…
Where can I find veterans
to recruit???
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Military placement firms
Military job boards
Military career fairs
Military publications
Military professional associations
Military post/base transition centers
National Guard and Reserve units
College Campuses
Government resources
Non-profit groups
Social networking sites
► 25 ◄
Approaches to Finding Military Talent
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Companies that host military job
boards like CareerBuilder‟s
partnership with MilitaryTimes
often offer these services:
Ability to post jobs to their web site
Access to resume database
Opportunities to exhibit at military-
specific career fairs
Opportunities to advertise your
company either through web site
banners and/or printed publications
► 26 ◄
Military Job Boards
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Onsite and Virtual military career fairs offered by American Freedom Foundation, Millicruit.com and others.
► 27 ◄
Military Career Fairs
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 28 ◄
Military Transition Publications
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Each service calls its transition center something different:
Army = Army Career and Alumni Program (ACAP)
Navy = Fleet and Family Support Center (FFSC) / Transition Assistance Program
Air Force = Family Support Center (FSC)
Marine Corps = Marine and Family Services / Career Resource
Management Center
Coast Guard = Work Life Staff Transition Relocation Manager
► 29 ◄
Military Post/Base Transition Centers
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
State employment agencies have Veterans Representatives who can assist
employers with finding veteran talent:
Disabled Veterans Outreach Program (DVOP) specialist
Local Veterans’ Employment Representative (LVER)
Search http://www.servicelocator.org/
to find DVOPs/LVERs servicing your area
► 30 ◄
Government Resources
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Each of the military services has a wounded warrior program, and most of
them actively seek to connect with employers who are interested in hiring
veterans with disabilities.
► 31 ◄
Government Resources, cont.
Army Wounded
Warrior Program
Air Force Wounded
Warrior
Navy Safe Harbor
(for Sailors and
Coast Guard)
Marine Corps
Wounded Warrior
Regiment
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
The Reserve Officer Training Corps (ROTC) is a college training
program that produces commissioned officers.
Graduates have many of the same qualities as Junior Military Officers (JMOs)
Security clearances
Leadership
High GPA’s
Contact the ROTC program directly or work with your existing contacts in the
college career centers
► 32 ◄
Student Veterans
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Links to colleges and universities with ROTC programs:
Navy - https://www.nrotc.navy.mil/acad_addresses.aspx
Army – http://www.goarmy.com/rotc/find_schools.html
Air Force - http://www.afrotc.com/colleges/detLocator.php
Note: Air Force and Navy Officers have an Active Duty commitment immediately
following graduation. Army officers can choose between Active Duty or
Reserve/National Guard commitment.
► 33 ◄
Source 8: College Campuses, cont.
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Check to see if your local campuses
(or any campus you normally recruit
from) has a Student Veterans of
America chapter
www.studentveterans.org/chapters/
► 34 ◄
Source 8: College Campuses , cont.
To communicate your job
openings/internships/campus visits,
contact the operations director at [email protected]
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 35 ◄
Great! Now that I know
where to find veterans –
how do I get them
interested in working for
my organization?
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
1) Customized marketing collateral
2) Designated info for military on
career website
3) Means to build a relationship with
your military recruiting team
4) Opportunities to learn about your
organization and how their skills will
be of use
5) Global outreach – in person, in print,
and virtually
► 36 ◄
Components of Effective
Marketing to Veterans
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 37 ◄
Website –
Designated Information Page
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 38 ◄
Website –
Designated Information Page, cont.
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Display in a
matrix format
► 39 ◄
Website –
Cross-Reference Your Needs With Their Skills
http://www.csx.com/index.cfm/working-at-csx/job-overviews/military-experience/career-opportunities/
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
http://www.bnsf.com/careers/military/recruiting-events/
► 40 ◄
Website –
List Upcoming Career Fairs
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser ► 41 ◄
Build the Relationship – Make it Easy to
Contact Your Military Recruiting Team
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Specific time for those
with a military
background to chat
with recruiters
► 42 ◄
Build the relationship –
Virtual Open House
http://www.lockheedmartinjobs.com/chat.asp
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
The wall is your recruiter‟s
opportunity to engage veterans by:
Answering questions from veterans and
directing them to where they can get more
info on your website/career page
Congratulating new veteran hires
Highlighting veteran employees
(testimonials or recognition of length of
service i.e., “Congratulations to Joe Smith,
XYZ Company’s distribution manager in
Seattle on being selected for promotion to
Staff Sergeant in the US Army Reserve!”)
Stats on your veteran hiring or awards won
(i.e., “GI Jobs just named us a “Top Military
Friendly Employer” for the 2nd year in a
row!” or “Did you know XYZ Company
hired over 400 veterans in 2011”?
► 43 ◄
Use Social Media to Build the
Relationship
http://www.facebook.com/AmazonWarriors
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
How to build your Military Career page following:
Once you have created your separate Facebook profile just for
recruiting, (i.e. “Military Recruiter Lisa at XXY Company”), “Like” your
XYZ Company Careers for Military Veterans” page and make sure the
URL is in your profile info
Search for other military groups to “like” on Facebook (stick to official
ones first – the services, military associations, military recruiting
battalions, etc.)
Promote your new Facebook page at military career fairs, through
Twitter feed, send announcement/poster/marketing material to military
transition centers, One Stop centers (LVERs/DVOPs) and announce in
military-focused LinkedIn Groups
► 44 ◄
Use Social Media to Build the
Relationship, cont.
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
We specialize in helping companies develop military hiring strategies.
► 45 ◄
The Value of a Veteran
www.TheValueOfaVeteran.com
We do this through:
Public workshops
Onsite or virtual
workshops
Individual web seminars
Hiring guide
2x monthly “Ask the
Military Hiring Expert”
sessions (FREE!)
#RecruitVets
© 2012 CareerBuilder/Lisa Rosser
Contact Information:
[email protected] [email protected]
► 46 ◄
Questions?
#RecruitVets