From Service Member to Supervisor: HR's Role in Helping Veterans Transition
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Condensed version of the longer "From Service Member to Supervisor" presentation focused on helping HR professionals and recruiters overcome the myths and stigmas associated with veteran candidates in an effort to open up their talent pool to a wide variety of qualified candidates.
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From Service Member to Supervisor: HR's Role in Helping Veterans Transition
- 1. FROM SERVICE MEMBERTO SUPERVISOR HUMAN RESOURCES' ROLE IN HELPINGVETERANS TRANSITION INTO CORPORATE AMERICA
- 2. AGENDA: Understanding theNumbers Perception Vs. Reality DebunkingStigmas TranslatingMilitary Skills to Corporate Job Descriptions Military Life Vs. Corporate Culture Veteran Hiring Strategy – GettingStarted @SabrinaLBaker
- 3. One Million Vets RETURNING TO THECIVILIAN WORKFORCE– WITHIN Five Years
- 4. When someone says they served in the military, this is often what we see in our mind. The reality is only 9% of military members are in combat facing roles. Ninety-one percent of military members never see combat. Their skill sets are very different than what we may think.
- 5. Accelerated LearningCurve LeadershipAbility Teamwork Diversity& Inclusion in Action EfficientPerformanceUnderPressure RespectforProcedures Technology& Globalization Integrity ConsciousofHealth & SafetyStandards TriumphOver Adversity
- 6. PTSD only happens to those who can not handle tough situations All service members/veterans have PTSD You can not overcome PTSD PTSD occurs instantly after the traumatic event PTSD makes you unstableand violent
- 7. PTSD only happens to those who can not handle tough situations All service members/veterans have PTSD You can not overcome PTSD PTSD occurs instantly after the traumatic event PTSD makes you unstableand violent
- 8. Translating military skills is reported to be the toughest hurdle for both recruiters and the veterans themselves. Here are three resources that can help.
- 12. Recruitment and on-boarding programs should be created to ensure veterans (and all hires) transition easily into the environment in which they are used to and the one they will be entering.
- 13. There are groups all over the country dedicated to helping veterans get back to work. Companies simply have to reach out and partner with these organizations to open up their talent pool exponentially.
Editor's Notes
- This presentation focuses on the misconceptions individuals have about veterans and ways companies can overcome to create effective recruiting strategies.
- According to the Bureau of Labor Statistics there are 9.3 million unemployed in the US and 511,000 of them are veterans. This number will increase in the upcoming years by 1 million.
- The first perception that HR professionals and hiring managers have to overcome in order to create an effective veteran hiring program is to realize that the picture in our head is not the reality. 91% of veterans never see combat. Current estimates state there are 7 support staff to every 1 combat role. They are in regular roles like HR, finance and engineering.
- The reality is that these are the skills veterans bring to the table as candidates.
- It is a misconception that all veterans or even a majority of veterans have PTSD. The reality is that approximately 11% of veterans have PTSD. Conversely 10% of the US female population have PTSD (both civilian and veteran status females). You are as likely to hire a veteran with PTSD as a female with PTSD.
- It is a misconception that all veterans or even a majority of veterans have PTSD. The reality is that approximately 11% of veterans have PTSD. Conversely 10% of the US female population have PTSD (both civilian and veteran status females). You are as likely to hire a veteran with PTSD as a female with PTSD.
- The hardest thing for HR professionals or recruiters to get past is understanding resumes written in military speak. The next three slides are my favorites and most used. A quick Google search for military skills translators however would show many more.
- Military.com
- Valueofaveteran.com
- Onetonline.com/crosswalk
- Another hurdle for veterans transitioning into the workplace is culture shock. Good onboarding programs will help to alleviate the shock that veterans experience. Good inclusion training will also help your current staff embrace the new diverse workforce.
- The communities for veterans already exist, you simply have to tap into them. Local veteran groups would love to work with local HR professionals who may have a source of hire for the veterans they work with.
- This is our chance to give back to our service members. Hiring our heroes is a commitment to ensuring that we do our part to reach out and hire veteran candidates and not let barriers such as PTSD or not understanding military terms get in the way of hiring what may be the most qualified candidate out there.