recruitDC Military Hiring Panel Case Study
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recruitDC Military Hiring Panel Case Study

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At recruitDC, the recruiters who were part of the Military Hiring Panel share their advice on how to incorporate Military Hiring for this particular case study.

At recruitDC, the recruiters who were part of the Military Hiring Panel share their advice on how to incorporate Military Hiring for this particular case study.

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  • 1. recruitDC - Military Hiring Panel Case StudyA local Washington DC based company would like to launch a military hiring program. The companycurrently has up to 15 veterans working with the company in high level management roles and theyhave influence over the company’s operations. The positions that they would like to hire the veteransfor in particular are operations and management. There is no set target of the number of veterans thatthey will be hiring.Some of their key questions are and the panelists answers:What boards or services should we look at for advertising our positions - both free and with cost?Chrissa:I dont use a lot of websites to post jobs for vets but I do use some- sometimes Recruit Militaryhttp://recruitmilitary.com/employers but mostly I will post jobs in Military/Veteran targeted groups inLinkedIn. I find LinkedIn to be my best resource, Veterans and transitioning Military will see my profileand connect with me regardless of their field because I show I work with military people. If you set up aprofile for one or 2 of your recruiters and just have them show some focus on military they will see anincrease in vets connecting with them.Also Military Spouses should be looked at as a candidate pool as they are more often than not the finaldecision maker for a job acceptance. If you show that you support Military Spouses that is a good sellingpoint. Military Spouse Employment Partnership https://msepjobs.militaryonesource.mil/ is a group youcan join, they have a career portal and you get emails about all the job fairs on the military bases aroundthe US and outside.Brenden:I’m not sure job boards are the way to go. In fact, it may be better to invest in search engineoptimization than to spend money on job boards. If job boards are in fact the direction you take, bothCareerBuilder and Monster have targeted veteran programs. LinkedIn veteran groups a also a greatresource, as is Military.com. Just like any other recruiting initiative, posting jobs isn’t enough. Be part ofthe community and the results will follow.Mike:Leverage the LinkedIn groups, GI Jobs, and local military newspapers.What are the groups we should reach out to, to partner with and what level of involvement should wehave with them?Chrissa:My other huge resource is Veteran Hiring Events, that is where I meet most of my Vets. Recruit Militaryalso has those, so does MOAA, and Corporate Gray- with Carl Savino is good and he will invite youto smaller events too. We just went to the Westpoint Alumni Job Fair a few months ago that was
  • 2. invitation only from Carl. When you are at these events you can really promote the awareness too and ifyou have Military Programs your company does this a good time to show that off. Examples- VeteransDay is celebrated at Living Social in some way, I send out Thank you cards to our Vets; Or you could sendcare packages to current military that are overseas 2x a year or something...things like that appeal tothem.Also Military Spouses- that is a huge one- they are more often than not the final decision maker for a jobacceptance. If you show that you support Military Spouses that is a good selling point. Military SpouseEmployment Partnership https://msepjobs.militaryonesource.mil/ is a group you can join, they havea career portal and you get emails about all the job fairs on the military bases around the US andoutside.Brenden:Find your local military installations and partner with the Transition Assistance Programs (TAP). Youmany even have an opportunity to speak at some of their transition training events. Wounded Warriorhas a great outreach program as well. The level of involvement/partnership depends on your level ofcommitment and the return on that commitment.Mike:You need to partner with the local Transition Centers on the bases, MOAA, SACC, Veteran Organizations,and American LegionHow do we engage?Chrissa:I find LinkedIn to be my best resource, Veterans and transitioning Military will see my profile andconnect with me regardless of their field because I show I work with military people. If you set up aprofile for one or 2 of your recruiters and just have them show some focus on military they will see anincrease in vets connecting with them. Also have someone connect with Milly Strodtman of Military Matters,she will blast out your jobs to her huge network of Vets.Brenden:Get out there with other veterans if you can. They can relate. If you don’t have other veterans, get outthere anyway. Talk with everyone. Let the community know you are interested in veterans as a valuablecandidate resource and you value the traits and skills veterans possess. You’ll find a welcomecommunity willing to put you in touch with the right people.Mike:Research, network, connect, maintain contactWhat types of things should we be asking of current vets in our organization?
  • 3. Chrissa:Veterans can be a big help in supporting your networking with their community and to help train you inbetter understanding the military culture and resume. They should be part of a mentoring program andoutreach.Brenden:You should be asking them to participate in career fairs and veteran recruiting events. You should beasking them to partner with new veterans to assist in the transition. They are ambassadors to theveteran community for your organization and will be trusted and respected because of their priorservice. They have valuable knowledge of making the transition successfully to the civilian workforceand this will greatly assist your veteran hires.Mike:Ask them to be involved with veteran networking and mentorshipOther Best Practices?Chrissa:Once you get some of these things in place you should promote it on your website and show that youare Veteran friendly. My company is small so I am still working on getting the website integrated intothe Veteran hiring more but companies like Amazonhttp://www.amazon.com/b?ie=UTF8&node=2895924011 have a separates site dedicated to Veteranhiring, it highlights their veterans and talks about what they have to offer a veteran.One of the most important things is to work with your hiring staff on not discounting a Veteran resumebecause they dont understand it. Veterans speak military and a lot of times their resumes are still inmilitary speak and it doesnt make sense to a civilian. Take the time to understand what the resumeactually says, Google is a good source as well as Career One Stop- they have a page that translateMilitary Jobs into Civilian Occupations http://careeronestop.org/militarytransition/ .Veterans are still figuring out social media, they werent really allowed to use it until recently so Iwouldnt put too much focus on Twitter or Facebook to start. LinkedIn is good because they are nowbeing told in TAP classes that LinkedIn is where the hiring managers are. TAP classes are anotherresource but really not going to give you much ROI (and its free!), they just dont target transitioningmilitary the right way.Brenden:Provide training to both your recruiters and hiring managers on veterans and military resumes. This isthe area of biggest disconnect because most people evaluating military resumes don’t have militaryexperience.
  • 4. Be sure your organization understands and is committed to the value of veterans. The more committedyou are to the program, the greater your success. If you have leadership that doesn’t truly believeveterans can add value, it can undermine the success of the program.Onboarding is key - preferably with the support of other veterans already within your organization. Ifyou don’t have other veterans, consider a coach or other resources to help the veteran transition.Veterans are coming from a very different environment and it’s naive to think the transition is an easyone.Mike:You need to invest in becoming a valued business partner with all veteran organizations as well astransitioning Service Members.
  • 5. Once you get some of these things in place you should promote it on your website and show that youare Veteran friendly. My company is small so I am still working on getting the website integrated intothe Veteran hiring more but companies like Amazonhttp://www.amazon.com/b?ie=UTF8&node=2895924011 have a separates site dedicated to Veteranhiring, it highlights their veterans and talks about what they have to offer a veteran.One of the most important things is to work with your hiring staff on not discounting a Veteran resumebecause they dont understand it. Veterans speak military and a lot of times their resumes are still inmilitary speak and it doesnt make sense to a civilian. Take the time to understand what the resumeactually says, Google is a good source as well as Career One Stop- they have a page that translateMilitary Jobs into Civilian Occupations http://careeronestop.org/militarytransition/ .Veterans are still figuring out social media, they werent really allowed to use it until recently so Iwouldnt put too much focus on Twitter or Facebook to start. LinkedIn is good because they are nowbeing told in TAP classes that LinkedIn is where the hiring managers are. TAP classes are anotherresource but really not going to give you much ROI (and its free!), they just dont target transitioningmilitary the right way.