Military Recruiting

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Military Recruiting

  1. 1. Military Recruiting Strategies DISCUSSION LEAD BY: RYAN STENE MINNESOTA RECRUITERS OCTOBER 2012 CONFERENCE
  2. 2. About Me Based in Minneapolis, MN 8 years of Talent Acquisition/HR experience with over 250 F1000 companies 4 years with Monster Passion for Recruiting Productivity, Branding, Social Media and Recruiting Technology Organizer of MN Talent Advisory Board Speaker / Contributor at MNREC, MNTRN and others Twitter: @MNOnlineguy linkedin.com/in/ryansteneRyan Stene facebook.com/mntalentadvisoryboardryan.stene@gmail.com Twitter: @MN_TABM : 952-381-1101 BeKnown: beknown.com/ryan-stene
  3. 3. Disclaimer
  4. 4. POLL How many people have a parent or sibling in the military? Active or Retired? How many have a Military Recruiting Focus at your company?
  5. 5. Why?
  6. 6. Military Fast Facts In 2012, US Military is projected to budget $172 billion to support Military training In 2010, the Department of Defense spent $542 million on servicemember tuition assistance programs. 250,000 servicemembers transition to the civilian workforce each year – in 2012-13 that is expected to increase by 25% 12.5% unemployment rate in veterans returning from Afghanistan and Iraq Average tenure for military skilled employees is 8 years (4.6 years for us citizen) Over half of our troops have a spouse, children, and/or an adult dependent on them. Women represent 95 percent of military spouses and 80 percent are younger than the age of 35
  7. 7. Why Recruit for Military? According to the U.S. Department of Labor Veterans’ Employment and Training Service, here are the top reasons to hire vets.1. Accelerated learning curve2. Leadership3. Teamwork4. Diversity Inclusion in action5. Efficient performance under pressure6. Respect for procedures7. Technology and globalization8. Integrity9. Conscious of health and safety standards10. Triumph over adversity11. Tax Credits12. Background Checks and Security Clearances13. Government Paid Relocation Assistance14. Work Ethic
  8. 8. VOW to Hire Heroes Act FACT SHEET: The VOW To Hire Heroes Act Tax credit of up to $5,600 for hiring veterans who have been looking for a job for more than six months, as well as a $2,400 credit for veterans who are unemployed for more than 4 weeks, but less than 6 months. Tax credit of up to $9,600 for hiring veterans with service-connected disabilities who have been looking for a job for more than six months.
  9. 9. Talent Pool of over 10 Million Members
  10. 10. Top Military Employers Top MN Military Employers  US Bank #72  XCEL Energy #99http://www.gijobs.com/2012Top100.aspx
  11. 11. Top Military Career Sites Site Monthly Visitors Site Internet Rank Military.com 10,000,000 646 www.military.com VA Jobs** 3,941,323 441 www.va.com/jobs USAJobs 73,163 NA www.usajobs.gov Recruit Military 50,203 39,927 www.recruitmilitary.com MilitaryHire 9,958 148,754 www.militaryhire.com VetJobs 14,847 106,815 www.vetjobs.com*According to compete.com**VA Jobs refers you to other career sites
  12. 12. Areas of Expertise
  13. 13. Degree of Difficulty for Hiring
  14. 14. Jobs with Military Skill Sets
  15. 15. SHRM Survey- 69% agreed that they need more tools to recruit for Veterans- 74% agreed that Veterans skills would help in the workplace BUT they don’t know how to recruit them- 60% don’t know how to translate Military skills to civilian roles- 88% believe that it is the “right thing to do” and make an honest effort to recruit Military candidates- 96% listed the following qualities of military candidates: Responsible, Ability to Multitask, leadership, desire to accomplish tasks under pressure, great at problem solving
  16. 16. How?
  17. 17. The Challenge Military Skills are difficult to translate to Civilian role Resumes are poorly formatted Military candidates are unprepared for job search or interview process
  18. 18. Where do I start?1. DESIGN A STRATEGY AND GATHER INTEL2. CREATE CONTENT AND EDUCATE THE WORKPLACE3. ACTIVELY RECRUIT VETERANS, WOUNDED WARRIORS AND MILITARY SPOUSES4. HIRE QUALIFIED VETERANS AND LEARN HOW TO ACCOMMODATE WOUNDED WARRIORS5. PROMOTE WITHIN THE WORKPLACE TO GROW AND RETRAIN6. TOOLS AND RESOURCES
  19. 19. Design a Strategy and Gather Intel• BUILD A INTERNAL TEAM – DO YOU HAVE VETERANSCURRENTLY EMPLOYED? IS THE PROGRAM BACK BYTHE EXECS?• BECOME FAMILIAR WITH THE BENEFITS OF HIRINGTRANSITIONING SERVICE MEMBERS, VETERANS ANDWOUNDED WARRIORS• LEARN ABOUT TAX INCENTIVES ASSOCIATED WITHTHE HIRING OF VETERANS AS WELL AS DISABLEDVETERANS• PLAN FOR RESULTS: START WITH THE BASICS
  20. 20. StrategyThings to Consider when developing a strategy and finding a partner: Reach Experience Breadth & Depth of Solutions  Media, Technology, Expos or Career Fairs, Resume Database, Postings Seeker Activities  Career Fairs, Online events and content for seekers
  21. 21. Create Content and Educate the Workplace• CREATE A THEME – MAKE IT RESONATE•D O E S Y O U R C A R E E R S I T E H A V E A V E T E R A N F O C U S ?• WHAT IS THE APPLICATION PROCESS LIKE FOR AVETERAN?• CROSS REFERENCE THEIR SKILLS TO YOUR NEEDS• MAKE IT EASY TO CONNECT WITH VETERANRECRUITING TEAM• LIST UP COMING CAREER FAIRS• BE A SHOWOFF! –PARTNERSHIPS, AWARDS, STATS, PR• BUILD A RELATIONSHIP – TALENT COMMUNITYJUST FOR MILITARY
  22. 22. Create A Theme You’ll Find Challenging You’ll find challenging Work (Military) Work (civilian) “An Army of One”  You’ll be part of an elite "The few, the proud“ group  You’ll find challenging work "Accelerate your life"  You’ll receive training / gain "Its not just a job, its skills that will improve your an adventure" life "Be all you can be"  Your work will have an "Were looking for a impact on others few good men"  You’ll experience great camaraderie
  23. 23. Best in Class - Themes
  24. 24. Best In Class - Messaginghttp://www.youtube.com/watch?v=j6LyNmOMRtY&feature=colike
  25. 25. Actively Recruit Veterans and Spouses• UPDATE JOB CONTENT TO REFLECT MILITARYFOCUS INCLUDING JOB REQUIREMENTS• USE INTERNSHIPS AS A WAY TO PROMOTE FORLACK OF EXPERIENCE OR DEGREE• ACCESS CREDIBLE RESOURCES TO HELP YOULOOK FOR QUALIFIED VETERANS ANDWOUNDED WARRIORS WHO ARE SEEKINGEMPLOYMENT• USE SOCIAL MEDIA TO PROMOTE YOUROPPORTUNITIES & VALUES• GO WHERE THE TALENT IS
  26. 26. Strategy Focus
  27. 27. Veteran Job Channel Average 300K unique visitors 1.1 million page-views per month Average 300K job searches per month Over 1 million resumes with military service Over 800K active resumes with security clearance
  28. 28. Precision Targeting Media
  29. 29. Recruiting for Spouses• shopped online in thelast six months• are grocery decision-makers• have social networkingprofiles• are employed
  30. 30. HIRE Qualified Veterans and Learn how to ACCOMMODATE Wounded Warriors• CREATE A SPECIFIC ON-BOARDING PROCESS FORVETERAN NEW HIRES• BUILD THE RELATIONSHIP / CHECK -IN MEETINGS• HAVE AN ORG CHART TO ALLOW THEM TO LEARNTHE HIERARCHY• MAKE IT CLEAR TO THE VETERAN (NEW HIRE)HOW THEIR WORK WILL FIT INTO THE COMPANYSPLAN FOR SUCCESS.• VETERANS UNDERSTAND AND RESPECT HOW THEWORK THEY DO HELPS TO ACCOMPLISH THEOVERALL MISSION
  31. 31. What is the “Applicant Experience” When Veterans Visit your Career Website? Can they “find” themselves on the home page? Do they get the sense they could have a place in your organization? Can they see examples of people just like them who have successful careers in your company? Partner with Official wounded warrior programs Create specific veteran interview questions Include Veteran employees in the interview schedule
  32. 32. Promote within workplace to grow and retrain Place a value on military service (Vet of the Month) Develop and promote peer mentorships in the workplace - Vet to Vet Practice Veterans appreciation and promote a Veteran-friendly workplace Recognize that military families may have different needs than civilian families Have a special Veteran Referral Program Support of the Guard and Reserve
  33. 33. Best in Class Example
  34. 34. Things to Consider for Your Career Site
  35. 35. Military Skills Translator
  36. 36. TOOLS and RESOURCES• AMERICAS HEROES AT WORK LINKEDIN GROUP• NATIONAL RESOURCE DIRECTORY FACEBOOKPAGE• NATIONAL CENTER FOR PTSD• U.S. DEPARTMENT OF LABOR ELAWS ADVISORUPDATES• U.S. DEPARTMENT OF LABOR E -MAIL ALERTS• EMPLOYING MILITARY PERSONNEL ANDRECRUITING VETERANS• GI JOBS.COM• BLS MILITARY DATA• MILITARY.COM
  37. 37. Veteran State By State StatsSOURCE: U.S. CENSUS BUREAU, 2010 AMERICAN COMMUNITY SURVEY 1-YEAR ESTIMATES
  38. 38. What should I do next? Small Organization  Understanding your current openings  Define your goal (# of hires, internal champions, etc)  Create a strategy  Small amount of Military Targeting Medium Organization  Create separate section on your careers site  Create a internal Veteran Focus group  Create a referral program for veteran hiring  Have special content and marketing for Veterans and expand to other business lines Large Organization  Expand your strategy to social media with separate FB/Twitter/LI pages  Acquire a Military Skills Translator – for medium size as well  Have a budget and group dedicated to Military hiring  Attend events and tradeshows Embrace it and Accomplish the goals you put in place
  39. 39. Thank You Q&A

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