Best Practices in Veteran & Military Recruiting


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Hiring and recruiting former military and veteran employees isn't hard. We will walk you through the fundamentals of engaging, recruiting and hiring former military. What matters to them from benefits, culture and your company and well as how to reach and recruit them online with talent networking social media media recruiting.

This presentation is worth 1.0 Business HRCI Credit. Visit to watch the webinar in full.

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  • Short Term Unemployed Veteran: $2400 creditLong Term (>6 months) Unemployed Veteran-$4800 creditLong Term and Disabled Veteran-$9600 credit
  • We will start with a high level overview of the Ranks, Grades and Titles in the military structure and how they may translate at your firm.Rank - is similar to the corporate titles we use at many companies, such as Executive VP, Sr. VP, VP, AVP, etc. In the military the hierarchy starts at the top with Officers, Warrant Officers, Non-Commissioned Officers and Enlisted.Pay grades - like job grades,are used by the uniformed services of the United States to determine wages and benefits based on the corresponding military rank of a member of the services. While different titles or ranks may be used among the seven uniformed services, pay grades are uniform and equivalent between the services and can used to quickly determine seniority among a group of members from different services. They are also essential when determining a servicemember's entitlements such as base pay and allowances. We’ll look at Grades relative to general compensation shortly.Titles - Are similar to our Job Titles – Operations Manager, Customer Service Rep., Technician, etc. In the military Titles are represented from Private to General or Admiral . There are also titles by assignment (Ex. Company Commander, First Sergeant) A complete list by branch can be found in Addendum A.Transition statement: Enlisted military personnel, in general, may be equivalent to our entry-level and internal career advancement positions. Obtaining Officer status requires being commissioned, which can be accomplished through several sources. Let ‘s look a the those now.
  • There are 5 Military Academies located throughout the country. The term military academy commonly refers to all pre-collegiate, collegiate, and post-collegiate institutions, catering to the development of officers for the service. Academy Graduates serve a minimum of 5 years, after specialized training such as flight school with the exception of the Merchant Marine Academy, which does not obligate the members to serve after the program. The academic programs usually grant a Bachelor of Science degree with a curriculum built on upon a broad academic program, military leadership performance, and mandatory participation in competitive athletics. For admittance to the Air Force Academy, Naval Academy or WestPoint, candidates are judged on their academic record and must pass a fitness test, undergo a thorough medical examination, and secure a nomination, which usually comes from the member of Congress in the candidate's home district. Each academy graduates about 1,000 Officers per year.Transition Statement: In addition to the Academies an Officer can be commissioned through the ROTC or OCS.
  • ROTC programs offer tuition assistance to cadets by granting numerous scholarships to members who qualify. This assistance can help pay for college tuition and miscellaneous fees, textbooks or other school expenses, with a small stipend of up to $500/month.ROTC produces officers in all branches of the U.S. Armed Forces except the U.S. Coast Guard. The Academies, ROTC and OCS, account for over 95% of the Officer population.Servicemembers are also offered additional educational opportunities to earn degrees while stationed on a shore tour by attending programs/courses at accredited schools. Transition Statement: You may also find a candidate served in an area of specialty that requires additional skills and training. Let’s see how that can be identified.
  • You might see MOS in a resume or in other military documents to depict the areas of special occupations the Enlisted servicemember may have performed. The Navy uses the term Rating for specialized occupations such as AirCrewman (AW), Fire control Technician (FT), etc.First three characters of the MOS are the most common portion of the MOS used. The first two characters are always a number, the third character is always a letter. The two-digit number is usually (but not always) synonymous with the Career Management Field (CMF) for military occupations. For example, Career Management Field “11” covers infantry, so the MOS 11B is "Rifle Infantryman". MOSQ is the testing and training required to be successfully completed for an individual to gain the opportunity to work in an Occupational Specialty.Transition Statement: Next let’s gain an better understanding of a military member’s status as they transition to civilian life.
  • A servicemember will be at one of these stages in their career:Active – meansis a servicemember currently serving in a branch of the Military (Note: those in ROTC or OCS, who have not graduated, are not considered Active military until they pass their exams).Reserves are found in all Branches of the military and members can get called up to active duty, participate in training once a month and generally more extensive training 2 weeks a year.Discharged – There are 5 different ways a servicemember may be discharged.- Honorable (most common)- General (discharged for minor disciplinary infraction, inability to adjust to military life)- Other Than Honorable (discharged for serious disciplinary infraction, usually if the servicemember was convicted in a civilian court and must serve jail time)- Bad Conduct Discharge (punitive discharge that can only be given if convicted by a court martial)- Dishonorable (e.g. desertion, sexual assault, murder) Separation means that the servicemember may serve an additional 3 years in Reserve status.Many Retired military are looking to start a second career. In general, 20 years is the minimum time to be eligible, so we may see candidates in their early to late 40’s with some great experience.Transition Statement: The experience, education and structure we have been talking about exists in a very different culture than ours, so we need to understand the basic military culture to be successful with Military candidates.
  • We are a nation of many colors, religions, and ethnicities. Joining the military means giving up much of this and assuming a new identity.The military has its own unique values, norms, customs, traditions, language, symbols and clothing. It takes a lot of time and effort, but the military is very successful in making people conform. From the very beginning the individual becomes part of a culture where individuality is suppressed, the mission has priority over personal concerns, and sacrifice is part of the daily language. This takes time to get used to and can be quite different from the civilian world. It is nothing for a civilian worker to change jobs or ask for higher compensation, where in contrast military servicemembers’ career mobility is structured and defined with a time commitment to serve. The notion that someone can stay in the same job their whole career is an alien concept to many veterans.  Thus, when they do not get promoted in a civilian job, they worry that it means they are about to be fired.Rank and hierarchy are core to respect and following direction.The military perspective is quite different in that it is considered a privilege to “belong to the military.” Transition Statement: Over the years the demographics of the military has changed a lot.
  • Today’s military is made up of servicemembers who over the last 40 years have volunteered to enter into service. The number in the military today is 85% smaller than during WWII and the population in the military today is diverse as a result of racial integration starting in 1948. Today 15% of those serving in all branches of the military are women. Other demographics include: Higher marital status than civilian Higher education, and Higher ages of servicemembers.Transition Statement: When today’s military candidate leaves the service there is a lot of change ahead with culture, structure and pay. Next we will walk through military pay and benefits, as well as a summary of the roles for Recruiters and Hiring Managers
  • All military servicemembers base pay is paid according to rank and tenure. One of the differentiating factors in military pay is that it has a both a Taxable and Tax Exempt component. Taxable Income: Base Pay COLA usually paid in high cost area Bonuses, Special Pay and most Allowances are Taxable (See Detail on Allowances in Addendum C)Tax Exempt: include Basic Allowance Housing & Basic Allowance Subsistence. These are available to servicemembers who are living off base.A general guideline for translating Military Pay to private sector compensations is to add a factor of 30 - 40% of base pay to the servicemember’s base pay to take into account Tax Exempt income and Allowances.A full guide to Military Pay can be found at the site which is provided in the Additional Resources. Transition Statement: In addition to pay and allowances, military servicemembers have access to many benefits.
  • We have already reviewed the key differences in Officer and Enlisted and provided some guidelines on what roles they may fit into. Other considerations may include – (review bullets)You may note that the candidate has worked or are working in the private sector.Servicemembers are ranked according to their peers, which will be dependent on number in the servicemember’s unit. Rank may be a reference point for level of education, performance, or testing.Look at and discuss what functions they performed in their position – how do they map to the position they applied for or other positions referenced in the previous tools or within your LOB.As previously mentioned , NCO and O’s receive leadership training and leadership responsibilities. Some higher level Enlisted E-5 and above can also have leadership responsibilities.The candidate may have specialties such as language and the specialize occupations that they have been trained for are also thing to note to build on for an interview.Resumes from Military candidates may not be well constructed – understand that not all candidates have received resume and interviewing training and they may include a lot of military jargon.
  • Jessica will kick this slide off with Chris weighing in.
  • Jessica will discuss this slide with Chris weighing in.
  • Jessica or Marylene will talk about the importance of a company centered and branded network focused on military and veteran recruiting.
  • Candidate relationships are about engage, information and conversations setting the stage for the type of culture, leadership and organization you have.
  • Chris can weigh in here and how AT&T used their talent network.
  • Chris will discuss this slide as video was a key differentiator for AT&T’s military recruiting strategy.
  • MOS translators built into the network allow candidates to better understand how their skills translate versus just adding them into your company careers page. This is not essential as Chris will discuss why as well as the cost associated with a decision such as this.
  • We will both talk about companies who offer different programs and how they are different and key in recruiting and working towards hiring and thriving for the veteran as well as the organizaiton.
  • Chris will discuss how he used some of these at AT&T. Jessica will weigh in as well. Bottom line is that analytics dashboards like Talent Circles help elevate the stress of building spreadsheets and taking time to create reports based on the metrics and measurements you need. The average HR professional spends 7 hours a week building reports focused on metrics.
  • Talent Circles tracks 350 data points. You can measure everything happening on the platform!
  • Best Practices in Veteran & Military Recruiting

    1. 1. #BLOGGING
    2. 2. GET HRCI RECERT CREDITS This presentation is worth 1.0 Business HRCI Credit. Visit #BLOGGING
    3. 3. OUR PANELISTS Jessica Miller-Merrell @blogging4jobs #BLOGGING Chris Norton @chrisnorton37 Marylene Delbourg-Delphis @mddelphis
    4. 4. KEY LESSONS • Shoestring Budget • A little focus and a lot of passion go a long way • Four fold increase in documented military hires after 12 months • Twice that again in second year • Top-Down support is key • Passion is a must • Enlist Veterans you already have on board #BLOGGING
    5. 5. AGENDA • • • • • • Qualities of Veterans Social Impact Bottom Line Gap Military 101 How to reach out #BLOGGING
    6. 6. QUALITIES WE’D LIKE EMPLOYEES TO HAVE 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. Accelerated Learning Curve Leadership Teamwork Diversity and Inclusion in Action Efficient performance under pressure Respect for procedures Application of Technology Understands the impact of globalization Integrity Conscious of health and safety standards Triumph over adversity Work effectively with minimal supervision Entrepreneurial Mindset #BLOGGING QUALITIES DEVELOPED IN MILITARY SERVICE 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. Accelerated Learning Curve Leadership Teamwork Diversity and Inclusion in Action Efficient performance under pressure Respect for procedures Application of Technology Understands the impact of globalization Integrity Conscious of health and safety standards Triumph over adversity Work effectively with minimal supervision Entrepreneurial Mindset
    7. 7. FACTS ABOUT UNEMPLOYMENT Veteran Non-Veteran 35.0% Longer term, lower unemployment 30.0% 25.0% 8.90% 7.7% 5.0% 8.90% 16.30% 10.0% 9.8% 15.0% 30.4% 20.0% 0.0% 18-24, Post-9/11 #BLOGGING Post-9/11 (all ages) Overall (18+)
    8. 8. WHITE HOUSE FOCUS • Returning Heroes and Wounded Warrior Tax Credits • A Challenge to the Private Sector to Hire or Train 250,000 Unemployed Veterans or Their Spouses by the End of 2016: • Career-Ready Military • Transition to Private Sector Read more #BLOGGING
    9. 9. BOTTOM LINE IMPACT • Veterans Opportunity to Work (VOW) Act of 2011 • Returning Heroes/Wounded Warrior Tax Credits for each Veteran Hired • If hired through VA Vocational Rehabilitation Program, VA picks up 50% of first six months’ Salary • Reduced Training and Recruitment Costs • Public Relations #BLOGGING
    11. 11. HOW TO HIRE MILITARY – Branches of the Military – Ranks – Military Service Status – Military Academies & Commissioning – Military Culture – Military Compensation & Allowances – Military Benefits – Screening and Interviewing Military Candidates #BLOGGING – Addendums
    12. 12. MILITARY RANKS O • Commissioned Officers - generally receive training as leadership and management generalists, in addition to training relating to their specific military occupational specialty or function in the military. A minimum of a Bachelors Degree. • Grades - Junior Officers O-1 through O-3; Sr. Officers O-4 through O-6; General Officers O7 through O-10 WO • Warrant Officers – are rated as an Officer above the senior-most enlisted ranks, as well as Officer Cadets and candidates, but below the officer grade of O-1. Warrant officers are highly skilled, single-track specialty. (Note: The Air Force no longer has the rank of WO) • Grades W-1 through W-5 . NCO • Non-Commissioned Officers - (usually) obtain their position of authority by promotion from the lower ranks. • Grades - In the Army, Marines and Air Force, grades of E-6 and above are considered Senior NCOs, while in the Navy and Coast Guard E-7 and above are Senior NCOs. E • Enlisted - enlisted service personnel perform jobs specific to their own occupational specialty. • Grades - E-1 through E-9 #BLOGGING
    13. 13. MILITARY COMMISSIONING SOURCES - ACADEMIES Air Force Academy (USAFA) Colorado Springs, Colorado United States Naval Academy (USNA) Annapolis, Maryland United States Military Academy (USMA) West Point, New York United States Coast Guard Academy (USCGA) New London, Connecticut United States Merchant Marine Academy (USMMA) Kings Point, New York #BLOGGING
    14. 14. MILITARY COMMISSIONING SOURCES - OTHER • Reserve Officer Training Corps (ROTC) • Officer Candidate School (OCS) • The Academies, ROTC and OCS, account for over 95% of the Officer population #BLOGGING
    15. 15. MILITARY SPECIALTIES • “MOS” is used in resume or in other military documents to depict areas of special occupations the Enlisted servicemember may have performed. – MOS is an abbreviation for Military Occupational Specialty. Applies to Enlisted personnel. DMOS is used to identify what their primary job function is at any given time. (Navy uses Rating) – MOSQ abbreviation of Military Occupational Specialty Qualification. An individual is not MOSQ’d until they have completed & passed all required training for that MOS. #BLOGGING
    16. 16. SERVICE STATUS • Service Status – Active – Reserves – Discharged – Listed on the DD 214 Form – Separated – Retired #BLOGGING
    17. 17. CULTURE • Intangible bonds – Loyalty – Commitment – Teamwork & cohesion with unit - Individualism is set aside for service. #BLOGGING
    18. 18. MILITARY CULTURE Army - Loyalty, duty, respect, Selfless service, Honor, Integrity, Personal Courage Navy & Marine Corps: Honor, Courage, Commitment Air Force: Integrity, Service before Self, Excellence Core Values Duty, Honor, Country Coast Guard: Honor, Respect, Devotion to Duty • Military hierarchy is core to its structure - Rank is highly respected. • Perspective is quite different in that it is considered a privilege to “belong to the military.” #BLOGGING
    19. 19. TODAY’S MILITARY DEMOGRAPHICS Average age is older Educational background is higher Marital status is higher than civilian All Volunteer force for 40 years #BLOGGING 2.2 M total serving in uniform today vs. 15M in WWII Racial Integration began in 1948 15% of the military are women
    20. 20. COMPENSATION • Bpay is paid according to rank and tenure. Military pay is that it has a both a Taxable and Tax Exempt component • Base Pay Compensation based on: – – – – • Taxable Income: – – – – – • Pay Grade (e.g., “O-3” is the third pay grade level for an Officer) Time in Service (e.g., 7 years of total service) Dependency Status (e.g., Married or Single) Geographic Duty Location Base Pay COLA (Cost of Living Allowance) Bonuses (e.g., Aviation Continuation Pay) Special Pay (e.g., Hazardous Duty Incentive Pay) Other Allowances (see Addendum C) Tax Exempt Income: A general guideline for translating Military Pay to private sector compensations is to add a factor of 30 - 40% of base pay to the servicemember’s base pay to take into account Tax Exempt income and Allowances, which may include: – BAH( Basic Allowance for Housing) – BAS ( Basic allowance for Subsistence) #BLOGGING
    21. 21. MORE ABOUT BENEFITS • Complete health care • Discounted grocery shopping at the commissary or exchange • Review found that military benefits in some cases exceed those offered by the private sector. #BLOGGING
    22. 22. BENEFITS • • • • • • Medical Coverage - no premiums, low deductibles, co-pays or cost shares with private medical providers Servicemembers Civil Relief Act (SCRA) - protection to those called to military service in the armed forces Servicemembers Group Life Insurance (SGLI) - Service members automatically have the maximum $400,000 of SGLI coverage Family Servicemembers’ Group Life Insurance (FSGLI) – FSGLI provides automatic coverage to the spouses and dependent children ($10,000) of service members who have SGLI coverage. No cost Thrift Savings Plan (TSP) - Federal Government-sponsored retirement savings and investment plan Military Vacation System: 2.5 calendar days/month up to 60 accrued days. #BLOGGING
    23. 23. Understanding Military Skill sets, experience and education vary greatly within the Experience important to understand some Military community so it is General Target Populations for Transitioning Service Members based upon Skill Sets, Experience and Education generalities for different populations. 5–10 years of service Policy-making, Defense Sector, Large-scale organization expertise 3–6 years of service Officers: O1–O3 Lieutenants E-8, E-9, Major to ,Captains 4–10 years of service Flag Officers Sel. senior roles Enlisted: E5–E7 Key attributes Enlisted: E3–E4 Entry points – #BLOGGING
    24. 24. RESUME CRITIQUE FOR MILITARY CANDIDATES • Officer or Enlisted • Overall Considerations: – Prior private sector employment – Highest rank in the military – as a reference point for level of education, performance or testing – Job functions performed – Leadership experience – can start at the E-5 rank and above – Language skills – Voluntary roles that require specialized training (Special Warfare, Submariners, etc.) • Resumes from Military candidates may not be well constructed –not all candidates have received resume and interviewing training and they may include a lot of military jargon. Often they follow the “Federal Resume” format. #BLOGGING
    25. 25. YOUR MILITARY RECRUITING STRATEGY • • • • Research Focus Groups Build Relationships Candidate Focus on Activities Online #BLOGGING
    27. 27. ONLINE SOCIAL CHANNELS • Transactional recruiting • Communities restricted • Costs for candidate mining • TOS & Privacy #BLOGGING
    29. 29. TALENT NETWORKS: MILITARY CIRCLE Document library Video presentation Job openings #BLOGGING Events: Webinars Live video discussions Blog posts: comment & share
    30. 30. THE VETERAN’S SOCIAL EXPERIENCE • Veterans join a network, not a database. • They have an account • Profiles are automatically populated and updated from their source. • Veterans can include a video introduction of themselves • The end of stale resumes sitting in your databases and the beginning of a live relationship with your company. #BLOGGING
    33. 33. SUCCESSFUL VETERAN PROGRAMS • • • • • • GE AT&T Goldman Sachs Home Depot Amazon JP Morgan Chase • Cisco • Microsoft #BLOGGING
    34. 34. HOW TO MEASURE SUCCESS • • • • • • Veteran Turnover vs Non-Veteran Hire vs Service Type Source of hire Cost of hire No. of hires Veterans by Recruiter FUN FACT: The average HR professional spends 7 hours a week analyzing & building workforce metrics reports & spreadsheets. #BLOGGING
    35. 35. MEASURING SUCCESS AND CONTINUOUS IMPROVEMENT #BLOGGING TalentCircles Proprietary Information©
    37. 37. LEARN MORE ABOUT . . . • Chris Norton • Jessica Miller-Merrell • Marylene Delbourg-Delphis Resources: LinkedIn Veteran Program -; White House Military Readiness Program -; Talent Circles Veteran Series – #BLOGGING
    38. 38. GET HRCI RECERT CREDITS This presentation is worth 1.0 Business HRCI Credit. Visit #BLOGGING