Connecting Veterans and Employers


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A highly experienced and decorated veteran staffing professional, Dean Da Costa is no stranger to recruiting. Please join Dean in this TweetMyJobs webinar as he discusses the tactics involved with military/veteran recruitment and hiring. Topics discussed include:

- Brief discussion of the Heroes for Hire program

- Highlight some examples of what companies are doing to help veterans. This will include internal programs and non-profits helping veterans find jobs.

- Discuss what companies should do to help veterans and recruiters.

- And much more!

At ease soldier, there is still time to register for this webinar, but better hurry up and make it quick, or you best as well drop down and give me 20!

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Connecting Veterans and Employers

  1. 1. Connecting Veterans & Employers
  2. 2. Hiring our Heroes • Hiring Our Heroes, a program of the U.S. Chamber of Commerce Foundation, was launched in March 2011 as a nationwide initiative to help veterans, transitioning service members, and military spouses find meaningful employment opportunities. Working with the U.S. Chamber of Commerce’s vast network of state and local chambers and strategic partners from the public, private, and non- profit sectors, our goal is to create a movement across America in hundreds of communities where veterans and military families return every day. Services • Resume building • Job fairs more than 700 • Jobs Portal • Mentorships • And more Successes • 23k vets and spouses have obtained jobs through HOH job fairs! • Over 1500 businesses have pledged to hire over 411k heroes • Of the 411k over 255k already hired
  3. 3. 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. • Government sponsored education benefits, allowing a military/veteran to get additional education/training. and • Work Opportunity Tax credit. – Employers get $2400 for hiring an unemployed vet – Employer gets $4800 for hiring a disabled Vet
  4. 4. Making the Case to Hire Veterans 1. Proven Learner, with great skills and training 2. Leadership, strategic and planning foresight 3. Proven ability to work as a team and independently 4. Diversity and strong interpersonal skills 5. Ability to work diligently under pressure 6. Strong sense of responsibility, procedure, and accountability 7. 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
  5. 5. USSERA- 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
  6. 6. 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 Understanding Military/Vets
  7. 7. MOCS to Civilian • All branches of the Armed services have a Military Occupational Classification Structure (MOCS). Basically their job. Between them there are over 7,000 job positions and more than 100 functional areas. Over 81% 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. • For occupations associated with Federal jobs use • 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. Understanding Military/Vets
  8. 8. MOCS translator
  9. 9. 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. Distinguish between absence for vacation and an absence for service, include in Employee Assistance Program (EAP) • Come up with a viable complete process, that will identify Vets as they come and ensure all vets are considered, and all vets are communicated with. • Create a dedicated budget for VET hiring. • 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? • Support employees who are VETS that are mobilized • Establish apprenticeship and training programs. • 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, Apply for formal recognition as an employer that is supportive of the military, career fairs, ensure your jobs are on vet boards, etc.
  10. 10. Framework Checklist for creating a veteran/military staffing program 2!!! Links to most of this information was given in this presentation • Get Social with regards to your Vet program, this includes talent communities, outreach programs, blogging etc. • Ensure your career site is vet friendly, and have a vet specific page, things to be on it; career fairs, outreach opportunities, ability to send txt messages as reminders of company vet programs, fairs, outreach, add VIDEO Day in the Life (DIAL) of vet working at company, newsletter, partnerships with vet service run orgs, quote positive vet hiring stats and data, highlight special vet programs, vet awards, info to help Vets such as resume writing, job boards, etc, links to other websites of interest, highlight accomadating of disabled vets, etc. • Have your website reviewed for Section 508 compliance. Section 508 refers to a requirement for the Federal government to make its electronic and information technology accessible to people with disabilities. Veterans who are visually or aurally impaired are using special readers and devices to assist them in reviewing content on the web, including job postings and company information. • Educate you recruiters and sourcers • MOST IMPORTANTLY HIRE THE RIGHT PEOPLE TO CREATE, WORK, AND MANAGE THE PROGRAM AS WELL AS GET BUY IN, BACKING, AND CHAMPIONING OF THE PROGRAM FROM SENIOR EXECUTIVES. SHOULD BE VETs!!!!
  11. 11. Companies Helping Vets • Mentorship programs • Giving more for those still serving • Forums, and Support groups • Designate a POC for Vets • Vet days at work • Allowing vets to take off on vet holidays • Paying for Va visits • Extra Training • Recognition • Vet parking places
  12. 12. 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. • 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. ******************** 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.
  13. 13. • 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******* Resources for employers Job Fairs Additional Resources
  14. 14. Additional Resources Job Boards has a great military presence
  15. 15. Additional Resources Job Boards Continued has a vet section has loads of info too has a lot of info, and a jobs section lots of info too lots of info Board and more
  16. 16. Additional Resources Information for use by Vets and Employers struggle-veterans-find-jobs/ has job board, a lot of info and more warriors/index
  17. 17. Additional Resources Continued Information for use by Vets and Employers for looking up ranks w.htm List of vet/military orgnizations available-for.html List of Clearances and more Agencies Support companies list of transition offices List service locators Lost of info and job boards ways to help and get involved with helping Vets and more
  18. 18. Additional Resources Continued VETS can also post jobs here Organization helpin g vets you can also post jobs here you can also post jobs here has job boards and job fairs
  19. 19. My Contact Information Dean Da Costa, SP, TSIS, STL The Search Authority 206-214-5337 Mobile 253-520-3305 Office “Helping people connect with their destiny” Top 25 Must Read Blogs for Recruiters #12 read-blogs-for-recruiters/ 2012 HRE #1 most influential Recruiter Contact me: Text/SMS | IM-MSN | Skype | Twitter