Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Best Practices in Veteran & Military Recruiting

1,650 views

Published on

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 http://b4j.com/hrciwebinars to watch the webinar in full.

Published in: Business
  • Be the first to comment

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 http://b4j.com/hrciwebinars #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 http://b4j.co/civilian-employment-2013 #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
  10. 10. BOTTOM LINE IMPACT MYTHS-EDUCATIONAL #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
  26. 26. THE RECRUITING FUNNEL #BLOGGING
  27. 27. ONLINE SOCIAL CHANNELS • Transactional recruiting • Communities restricted • Costs for candidate mining • TOS & Privacy #BLOGGING
  28. 28. ONLINE SOCIAL CHANNELS #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
  31. 31. LIVE CONVERSATIONS AND WEBINARS #BLOGGING
  32. 32. MOS TRANSLATOR #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©
  36. 36. QUESTIONS? #BLOGGING
  37. 37. LEARN MORE ABOUT . . . • Chris Norton www.b4j.co/chris-norton-bio • Jessica Miller-Merrell www.b4j.co/JMMbio-12 • Marylene Delbourg-Delphis www.b4j.co/marylenedd Resources: LinkedIn Veteran Program - http://b4j.co/linkedin-veteran; White House Military Readiness Program - http://b4j.co/civilianemployment-2013; Talent Circles Veteran Series – http://blog.talentcircles.com #BLOGGING
  38. 38. GET HRCI RECERT CREDITS This presentation is worth 1.0 Business HRCI Credit. Visit http://b4j.com/hrciwebinars #BLOGGING

×