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This will be a power pack search webinar focusing on how to identify military and veteran talent as they transition into civilian employment. ...

This will be a power pack search webinar focusing on how to identify military and veteran talent as they transition into civilian employment.
A True understanding of military ranks
and how that effects your search
Understanding of ranks versus paygrade
Understanding of MOC and how the correlate to civilian jobs
Benefits of why you should hire veterans
Where to look for veterans
How to look for veterans
Documents you need to know about

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    Military staffing Military staffing Presentation Transcript

    • Military/Veteran Staffing
    • Why Military/Veterans • Remember when we say Military this includes; Army, Air force, Navy Marines, Coast Guard, Reserves, and National Guard. • About 200,000 service members leave the military each year. • There are about 24 million veterans, over 11 million under age 60. • Relocation, when a vet gets out they can go any place in the US and the military pays for it. • Government sponsored education benefits, allowing a military/veteran to get additional education/training. http://gibill.va.gov/, http://www.vba.va.gov/bln/vre/, http://www.benefits .va.gov/VOW/vocational-rehabilitation.asp • Work Opportunity Tax credit. – Employers get $2400 for hiring an unemployed vet – Employer gets $4800 for hiring a disabled Vet http://www.doleta.gov/business/incentives/opptax/eligible.cfm
    • Special Employer Incentives (SEI) EMPLOYERS WHO HIRE VETERANS RECEIVE: • Reimbursement of up to 50 percent of the Veteran’s salary during the SEI program, which typically lasts up to 6 months, to cover: o Expenses incurred for cost of instruction o Necessary loss of production due to training status o Supplies and equipment necessary to complete training • VA‐provided tools, equipment, uniforms and other supplies • Appropriate accommodations based on individual needs of the Veteran • The advantage of minimal paperwork to participate • VA support during training and placement follow‐up phase to assist with work or training‐related needs
    • Making the Case to Hire Veterans 1. 2. 3. 4. 5. 6. 7. Proven Learner, with great skills and training Leadership, strategic and planning foresight Proven ability to work as a team and independently Diversity and strong interpersonal skills Ability to work diligently under pressure Strong sense of responsibility, procedure, and accountability Loyalty and integrity with the ability to see a task through to completion 8. Positively enhances the image of a company 9. High degree of professionalism, respect, health, and safety 10.Adaptability, quick thinking, with the ability to triumph over adversity
    • USERRA- Uniformed Services Employment and Reemployment Rights Act • • • • • Protects Veterans Applies to ALL employers Part of U.S. Department of Labor Different from EEOC and OFCCP Protects civilian job rights and benefits for veterans and members of Reserve components • Provides protection for disabled veterans, requiring employers to make reasonable efforts to accommodate the disability http://www.dol.gov/elaws/userra.htm http://www.dol.gov/compliance/topics/hiring-vets.htm
    • More guidelines impacting Vets • Section 503 of the Rehabilitation Act and Vietnam Era Veterans Readjustment Assistance Act (VEVRAA or 4212) unchanged since 1970s - Section 503 prohibits discrimination against Persons with Disabilities (PwD) and requires employers to take affirmative action in employment practices for PwD – VEVRAA prohibits discrimination again protected veterans and requires employers to take affirmative action in employment practices for protected veterans
    • Understanding Military/Vets Military Ranks VS Pay Grade Pay Grade, Abbreviation, Title • Terms Pay grade and rank are sometimes used interchangeably. • Pay Grade – E=Enlisted, W= Warrant Officer, O = Officer • Enlisted think of as hands on workers or day to day operations • Warrant Officers think of as highly technical and specialized a bridge between enlisted and Officer • Officer the guys in charge, the high level managers http://www.military-quotes.com/military-rank.htm
    • Understanding Military/Vets MOC to Civilian • All branches of the Armed services have a Military Occupational Classification (MOC). Basically their job. Over 80% have a civilian equivalent. • The Army has MOS stands for Military Occupational Specialty. • The Air force has Air Force Specialty Codes (AFSC). • Navy has Navy Enlisted Classification (NEC) • All military personnel will have had an MOC, the issue is equating it to its civilian counter part. Below are links that can help. http://www.careerinfonet.org/moc/default.aspx?audience=WP • For occupations associated with Federal jobs use Mil2Fedjobs.com • Documents that will further outline their skills: DD214, PQR (PERSONNEL QUALIFICATION RECORD), ACE transcript • Also keep in mind most veterans will have had more than one MOC, at the very least they will have a primary and secondary as well as a lot of other training. • You still need to take into account, education, skill set, experience.
    • • • Sourcing research Military search terms: Army, Air Force, Navy, Marines, Coast Guard, National Guard, Army Reserve, Air Force Reserve, etc.. Organization: VFW, DAV, and more see link below for a list http://www.workworld.org/wwwebhelp/veterans_service_organizations_overview.htm • Other words or Acronyms to use: Veteran, Military, USMC, USArmy, USAF, USCG, USN, Vet, Former, Retired, prior, ex, etc.. see links below for a list of acronyms and words http://www.fas.org/news/reference/lexicon/acronym.htm http://www.abbreviations.com/acronyms/MILITARY http://www.cem.va.gov/CEM/docs/abbreviations/Branch_of_Service.pdf http://www.globemaster.de/html/dictionary.html • • • Clearances are huge. There are many types: Secret, Top Secret, Confidential and many more. See list below for types http://securityclearancejobs.blogspot.com/2007/10/most-complete-list-available-for.html You can also source by agency worked at, see link below http://www.usa.gov/directory/federal/index.shtml You can also source by company supporting federal agencies ( meaning companies providing talent and services to federal agencies). See link for some of them http://washingtontechnology.com/toplists/top-100-lists/2012.aspx
    • Sourcing strings Given all the info provided here is a simple example of what a search string might look like, looking for an ex Army person with Java and a top secret security clearance. Inurl:resume (Java OR J2EE) AND (Army OR USARMY OR “Army Reserve “ or “Army Reserves” or USAR OR U.S.A.R.) AND (“Top Secret” OR TS) Keep in mind you can substitute subject and title for url and substitute bio, CV, or “curriculum vitae” for resume. Also you can use the pipe “|” instead of OR in Google, and you do not need to use “AND” in Google. In addition you can use terms like –job –jobs –apply to remove possible job ads. Also notice no mention of rank, main reason is not a lot of vets put their rank on their resume anymore ***** Remember to do your research first*****
    • Posting and Marketing you program • Jobs- make sure you write a JD that will appeal to vets, meaning use some military terms, makes sure somewhere you talk about how vet friendly you are. • Use the right hashtags- #vet #vets #military #veteran etc • Make sure to Market the fact you are veteran friendly.
    • Additional Resources • Every base or installation should have a transition office that helps military find jobs, and would be a good place to connect with and start******* http://www.careeronestop.org/militarytransition/findTransitionCenters.asp Resources for employers http://www.americasheroesatwork.gov/forEmployers http://nod.org/research_publications/americas_best/ http://www.thevalueofaveteran.com/ https://www.armypays.com/INDEX.html Job Fairs http://www.heroeshiringheroes.com/ http://www.uschamber.com/hiringourheroes/ http://sacc-jobfair.com/
    • Additional Resources Job Boards http://100000jobsmission.com/ http://www.showyourstripes.org/ https://h2h.jobs/ https://monster.com/military.com has a great military presence http://www.hireheroesusa.org/ https://www.jofdav.com/ http://recruitmilitary.com/ http://www.helmetstohardhats.org/ https://vetjobs.com/ http://www.patriotjobs.net/ http://www.fedshirevets.gov/ http://www.militaryhire.com/
    • Additional Resources Job Boards Continued http://corporategray.com/ http://home.intelligencecareers.com/ http://us.jobs/ has a vet section http://board.jobcentral.com/usacares has loads of info too http://www.clearancejobs.com/ http://saveourveterans.org/ has a lot of info, and a jobs section http://msccn.org/ http://www.veteranjobs.com/ http://www.militaryconnection.com/ lots of info too http://www.hireveterans.com/ http://www.postmilitaryemployment.com/# lots of info https://msepjobs.militaryonesource.mil/ Board and more
    • Additional Resources Information for use by Vets and Employers http://www.hiremilitary.com/ http://www.onlinecollege.org/2013/02/21/the-war-home-thestruggle-veterans-find-jobs/ http://gibill.va.gov/ http://www.servicelocator.org/ http://www.vba.va.gov/bln/vre/ https://www.acap.army.mil/default.aspx http://www.military.com/veterans-day/hire-veterans.html http://www.military.com/ has job board, a lot of info and more http://www.taonline.com/TAPOffice/ http://info.helmetstohardhats.org/content/woundedwarriors/index http://www.wtc.army.mil/about_us/eei_for_employers.html http://www.dol.gov/elaws/userra.htm
    • Additional Resources Continued Information for use by Vets and Employers http://www.dol.gov/compliance/topics/hiring-vets.htm http://www.doleta.gov/business/incentives/opptax/eligible.cfm http://www.va.gov/jobs/hiring_programs.asp http://www.military-quotes.com/military-rank.htm for looking up ranks http://www.workworld.org/wwwebhelp/veterans_service_organizations_overvie w.htm List of vet/military orgnizations http://www.fas.org/news/reference/lexicon/acronym.htm http://securityclearancejobs.blogspot.com/2007/10/most-complete-listavailable-for.html List of Clearances and more http://www.usa.gov/directory/federal/index.shtml Agencies http://washingtontechnology.com/toplists/top-100-lists/2012.aspx Support companies http://www.careeronestop.org/militarytransition/findTransitionCenters.aspx list of transition offices www.servicelocator.org List service locators http://www.wtc.army.mil/soldier/education_training.html Lost of info and job boards http://www.justiceforvets.org/ ways to help and get involved with helping Vets and more
    • Additional Resources Continued Misc http://ementorprogram.org/p/veteran/about http://www.usma.edu/Alumni/SitePages/Home.aspx Military Occupational Classification (MOC) http://www.careerinfonet.org/moc/default.aspx?audience=WP http://www.military.com/veteran-jobs/skills-translator/ https://www.cool.army/search.htm https://cool.navy.mil http://www.dllr.state.md.us/mil2fedjobs/ military, fede ral and more
    • Additional Resources Continued VETS https://www.rallypoint.com/ http://www.postmilitaryemployment.com/ can also post jobs here http://www.woundedwarriorproject.org/ Organization helpin g vets http://www.vetsuccess.gov/ you can also post jobs here http://www.wtc.army.mil/ http://www.operationveteranspromise.org/ http://veteransenterprise.com/ you can also post jobs here http://www.acp-usa.org/ http://missioncontinues.org/ http://www.dhs.gov/operation-warfighter http://superreunion.org/schedule.htm has job boards and job fairs http://www.pva.org/
    • Questions to Avoid • What type of Discharge did you receive? Only ask if the job requirement involves a security clearance. • I noticed your in the National Guard/Reserves. Are you going to be called up for duty anytime soon. No No like asking someone their nationality. • Did you see any action over there, or any question that could hint at wanting a disclosure of possible disability. You cannot ask them about a disability. You can ask if they read the job description and can perform the essential functions but that is all. • What rank were you when you got out.
    • Framework Checklist for creating a veteran/military staffing program!!! Links to most of this information was given in this presentation • Research all laws, policies and procedures related to hiring veterans. • Decide what things you are willing to do above and beyond what the laws say, for example are you willing to pay an employee who is also a reservist their salary if the get called up for some reason? • Decide what MOCs correspond to positions you have within your company. • Contact the local transition office and work with them. • Identify sites, and events worth participating in based on location, and likely population of veterans that fit your openings. • Brand your company as veteran friendly company • MOST IMPORTANTLY HIRE THE RIGHT PEOPLE TO CREATE, WORK, AND MANAGE THE PROGRAM AS WELL AS GET BUYIN, BACKING, AND CHAMPIONING OF THE PROGRAM FROM SENIOR EXECUTIVES. • Educate you recruiters and sourcers
    • Things to know before you look! • Make sure you know what you are looking for in a candidate: • • • • • • Education level Career level Location Functional skill Corresponding MOC Career matching VS Job Function
    • Additional Considerations • Keep in mind it is not just about hiring a veteran it is about helping a veteran. We are a small community that talks and takes care of our own. Helping a veteran now, can lead to hires in the future. • Ensure there are vet support groups or the like within your company • Also remember when hiring a veteran that some of them may have additional commitments to the Armed Forces. There are guideline for these commitments and what responsibilities a company may have. See USERRA for more info. http://www.dol.gov/elaws/userra.htm ******************** I am constantly searching for info on finding, hiring and helping vets. The link below is to my website and specifically to the vet part so check it out for updates. http://thesearchauthority.weebly.com/vets.html
    • Latest Updates • * Latest OFCCP and Veteran hiring laws http://www.dol.gov/ofccp/regs/complia nce/vevraa.htm 9/24/20 13 * main changes: • Hiring Benchmarks • EO clause incorporation • Requirements for disabled and vet hiring percentages
    • My Contact Information Dean Da Costa, SP, TSIS, STL The Search Authority http://www.linkedin.com/in/deandacosta http://thesearchauthority.weebly.com/ searchauthority@comcast.net 206-214-5337 Mobile 253-520-3305 Office “Helping people connect with their destiny” Top 25 Must Read Blogs for Recruiters #12 http://hr.sparkhire.com/human-resources-news/spark-hires-top-25-mustread-blogs-for-recruiters/ 2012 HRE #1 most influential Recruiter http://www.hrexaminer.com/lists/online-influence-recruiting-2012-v5 Contact me: Text/SMS | IM-MSN | Skype | Twitter