Military Hiring Panel

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At the upcoming recruitDC, we will host a panel of recruiters who are on the front line of recruiting veterans to help the community understand the challenges many veterans face and how each recruiter can add military hiring skills to their toolkit.

Business Education

Military Hiring Panel
Many programs are geared toward
hiring veterans and we have a federal
tax credit, then why are so many
veterans unemployed? Many
recruiters don’t know how to
incorporate a veteran candidate into
their talent acquisition strategy.

We will hear from a panel of
recruiters who incorporate military
hiring into their talent acquisition
strategy and what they recommend
every recruiter do to meet this
veteran hiring challenge.

We are honored to have Colonel
David Sutherland, Special Assistant to
the Chairman of the Joint Chiefs of
Staff - Warrior and Family Support to
share with us his comments on our
veterans who have served and are
returning home to find jobs.

Our Panel…..
Chrissa Dockendorf, ICS, needed
veterans for her program. She had
no money, no resources and no
training on how to go about this.
Hear her key points on what she
does now to hire veterans.

Brenden “Bo’ Wright, VEECO
Instruments, knows what veterans
have done, what they bring to the
table and why so many are
unemployed. Why? Because he is a
veteran.

Mike Bruni, SAIC, has always
incorporated veterans into his
talent acquisition pipeline so when
his company wanted to stand up a
program he was at the forefront to
coordinate the effort.

Our Thanks to our Great recruitDC Sponsors!

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Some of the most sought-after competencies employers look for include: leadership, teamwork, critical thinking and problem solving.The U.S. military builds these competencies in every soldier, sailor, marine, and airman--many of whom are now veterans looking to work outside the military.To help HR and talent management professionals recruit, employ, onboard, and retain military veterans, this UNC Executive Development white paper specifically covers:• The upside of hiring and retaining military veterans• Government incentives for employers who employ veterans• The challenges posed by hiring veterans and suggestions for addressing them• Resources available for HR and talent management professionals interested in recruiting and hiring veterans• Examples of three organizations who have successfully developed and implemented programs for hiring veteransThe U.S. military is currently producing the finest workforce the U.S. has ever seen. Read this white paper, and you will quickly learn that hiring veterans is not only good for the country, but also good for your organization.

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Ryan Stene will lead a discussion for the Military Recruiting Session. He will take you through the discovery of why your company should focus on hiring Military professionals and how a company of any size can recruit these types of candidates. He will also show you how your HR department can become a profitable line of business for your organization by hiring veterans. On a personal note, Ryan has been extremely passionate for Military recruiting as his brother is currently serving on his final tour in Afghanistan with the US Marines.

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STRATEGIC COMMUNICATIONS PLAN 1 1. Description a) Find a career you enjoy and get someone to pay you for doing it. I would like to provide indepth resume counselling to perspective job seekers. Redevelop the resume writing training for transitioning Army veterans. Apply this training worldwide as personnel exit the service to pursue other career fields. b) The reason I chose this speech is because it was a very awkward process I experienced just two short years ago. There is a mandatory five-day Transition Assistance Program training every Soldier must attend before transitioning out of the Army. I personally felt the process just touched the surface of what you will face in the civilian world once you transitioned. I went through the mandatory It’s a process that you will continue to refine over and over.2. Goal a) The goal is to provide one on one assistance to help create the individual for the target job market. Whether that is based off the individual’s military background or providing assistance to individuals looking to embark on a new career field. 3. Audience a) Who is your target audience? The audience is the program manager for the Transition Assistance Program, senior military personnel, senior government personnel as well as the individuals who will be providing this assistance to the transitioning war fighters. This modification in the transition program will add additional hours overall to the mandatory requirement for all transitioning Soldiers, but it will provide them with the necessary head start needed to keep their lives in balance. i. What are the professional positions of the audience membersa. Assistant to the Army Chief of Staff in charge of personnel b. Army Transition Office Chief c. Transition Assistance Program manager d. Transition Assistance Program counselors e. Transition Assistance Program trainers f. Human Resource Manager g. Personnel Chief ii. What is the demographic characteristics will the audience comprise? Professional decision makers who can approve this course of action based on perceived results to increase the level of service provided to service men and women looking to transition into the workforce. iii. What is your relationship to the audience? I would work as an independent contractor for the government. I retired from the military April 2016. I found this process to be extremely confusing. The anxiety you experience from knowing you are leaving the military and you do not have a secures source of income to supplement the military annuity you will be receiving is simply nerve wracking. After the five-day training I received, I felt no more confident about my upcoming job search than I did before I participated in the training. Speaking to several participants in the training, the consensus was the training was a check the block for the Army to say all individuals were transitioned better prepared for the outside world. iv. What background knowledge and expertise does the.

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Military Hiring Panel

1. Military Hiring recruitDC

2. Military Hiring Panel Many programs are geared toward hiring veterans and we have a federal tax credit, then why are so many veterans unemployed? Many recruiters don’t know how to incorporate a veteran candidate into their talent acquisition strategy. We will hear from a panel of recruiters who incorporate military hiring into their talent acquisition strategy and what they recommend every recruiter do to meet this veteran hiring challenge. We are honored to have Colonel David Sutherland, Special Assistant to the Chairman of the Joint Chiefs of Staff - Warrior and Family Support to share with us his comments on our veterans who have served and are returning home to find jobs.

3. Our Panel….. Chrissa Dockendorf, ICS, needed veterans for her program. She had no money, no resources and no training on how to go about this. Hear her key points on what she does now to hire veterans. Brenden “Bo’ Wright, VEECO Instruments, knows what veterans have done, what they bring to the table and why so many are unemployed. Why? Because he is a veteran. Mike Bruni, SAIC, has always incorporated veterans into his talent acquisition pipeline so when his company wanted to stand up a program he was at the forefront to coordinate the effort.

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Military Hiring Panel

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