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Veteran Staffing: Everyone is a Four Star General


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In this webinar hosted by Dean Da Costa, he will be covering all the bases on hiring vets, and that ranges all the way from the laws that govern hiring vets, to understanding HOW to hire vets. Information that will also be gleaned from this webinar, how to find info to create a vet search string, what you cannot ask veterans, the framework involved in a vet hiring program, things to know before you begin looking, and much more.

Published in: Business, Career

Veteran Staffing: Everyone is a Four Star General

  1. 1. Military/Veteran Staffing
  2. 2. Why Military/Veterans • Remember when we say Military this includes; Army, Air force, Navy Marines, Coast Guard, Reserves, and National Guard. • About 200,000 service members leave the military each year. • There are about 24 million veterans, over 11 million under age 60. • Relocation, when a vet gets out they can go any place in the US and the military pays for it. • Government sponsored education benefits, allowing a military/veteran to get additional education/training.,, • Work Opportunity Tax credit. – Employers get $2400 for hiring an unemployed vet – Employer gets $4800 for hiring a disabled Vet
  3. 3. Special Employer Incentives (SEI) EMPLOYERS WHO HIRE VETERANS RECEIVE: • Reimbursement of up to 50 percent of the Veteran’s salary during the SEI program, which typically lasts up to 6 months, to cover: o Expenses incurred for cost of instruction o Necessary loss of production due to training status o Supplies and equipment necessary to complete training • VA‐provided tools, equipment, uniforms and other supplies • Appropriate accommodations based on individual needs of the Veteran • The advantage of minimal paperwork to participate • VA support during training and placement follow‐up phase to assist with work or training‐related needs
  4. 4. Making the Case to Hire Veterans 1. 2. 3. 4. 5. 6. 7. Proven Learner, with great skills and training Leadership, strategic and planning foresight Proven ability to work as a team and independently Diversity and strong interpersonal skills Ability to work diligently under pressure Strong sense of responsibility, procedure, and accountability Loyalty and integrity with the ability to see a task through to completion 8. Positively enhances the image of a company 9. High degree of professionalism, respect, health, and safety 10.Adaptability, quick thinking, with the ability to triumph over adversity
  5. 5. USERRA- Uniformed Services Employment and Reemployment Rights Act • • • • • Protects Veterans Applies to ALL employers Part of U.S. Department of Labor Different from EEOC and OFCCP Protects civilian job rights and benefits for veterans and members of Reserve components • Provides protection for disabled veterans, requiring employers to make reasonable efforts to accommodate the disability
  6. 6. More guidelines impacting Vets • Section 503 of the Rehabilitation Act and Vietnam Era Veterans Readjustment Assistance Act (VEVRAA or 4212) unchanged since 1970s - Section 503 prohibits discrimination against Persons with Disabilities (PwD) and requires employers to take affirmative action in employment practices for PwD – VEVRAA prohibits discrimination again protected veterans and requires employers to take affirmative action in employment practices for protected veterans
  7. 7. Understanding Military/Vets Military Ranks VS Pay Grade Pay Grade, Abbreviation, Title • Terms Pay grade and rank are sometimes used interchangeably. • Pay Grade – E=Enlisted, W= Warrant Officer, O = Officer • Enlisted think of as hands on workers or day to day operations • Warrant Officers think of as highly technical and specialized a bridge between enlisted and Officer • Officer the guys in charge, the high level managers
  8. 8. Understanding Military/Vets MOC to Civilian • All branches of the Armed services have a Military Occupational Classification (MOC). Basically their job. Over 80% have a civilian equivalent. • The Army has MOS stands for Military Occupational Specialty. • The Air force has Air Force Specialty Codes (AFSC). • Navy has Navy Enlisted Classification (NEC) • All military personnel will have had an MOC, the issue is equating it to its civilian counter part. Below are links that can help. • For occupations associated with Federal jobs use • Documents that will further outline their skills: DD214, PQR (PERSONNEL QUALIFICATION RECORD), ACE transcript • Also keep in mind most veterans will have had more than one MOC, at the very least they will have a primary and secondary as well as a lot of other training. • You still need to take into account, education, skill set, experience.
  9. 9. • • Sourcing research Military search terms: Army, Air Force, Navy, Marines, Coast Guard, National Guard, Army Reserve, Air Force Reserve, etc.. Organization: VFW, DAV, and more see link below for a list • Other words or Acronyms to use: Veteran, Military, USMC, USArmy, USAF, USCG, USN, Vet, Former, Retired, prior, ex, etc.. see links below for a list of acronyms and words • • • Clearances are huge. There are many types: Secret, Top Secret, Confidential and many more. See list below for types You can also source by agency worked at, see link below You can also source by company supporting federal agencies ( meaning companies providing talent and services to federal agencies). See link for some of them
  10. 10. Sourcing strings Given all the info provided here is a simple example of what a search string might look like, looking for an ex Army person with Java and a top secret security clearance. Inurl:resume (Java OR J2EE) AND (Army OR USARMY OR “Army Reserve “ or “Army Reserves” or USAR OR U.S.A.R.) AND (“Top Secret” OR TS) Keep in mind you can substitute subject and title for url and substitute bio, CV, or “curriculum vitae” for resume. Also you can use the pipe “|” instead of OR in Google, and you do not need to use “AND” in Google. In addition you can use terms like –job –jobs –apply to remove possible job ads. Also notice no mention of rank, main reason is not a lot of vets put their rank on their resume anymore ***** Remember to do your research first*****
  11. 11. Additional Resources • Every base or installation should have a transition office that helps military find jobs, and would be a good place to connect with and start******* Resources for employers Job Fairs
  12. 12. Additional Resources Job Boards has a great military presence
  13. 13. Additional Resources Job Boards Continued has a vet section has loads of info too has a lot of info, and a jobs section lots of info too lots of info Board and more
  14. 14. Additional Resources Information for use by Vets and Employers has job board, a lot of info and more
  15. 15. Additional Resources Continued Information for use by Vets and Employers for looking up ranks w.htm List of vet/military orgnizations List of Clearances and more Agencies Support companies list of transition offices List service locators Lost of info and job boards ways to help and get involved with helping Vets and more
  16. 16. Additional Resources Continued Misc Military Occupational Classification (MOC) military, federal and more
  17. 17. Additional Resources Continued VETS can also post jobs here Organization helpin g vets you can also post jobs here you can also post jobs here has job boards and job fairs
  18. 18. Questions to Avoid • What type of Discharge did you receive? Only ask if the job requirement involves a security clearance. • I noticed your in the National Guard/Reserves. Are you going to be called up for duty anytime soon. No No like asking someone their nationality. • Did you see any action over there, or any question that could hint at wanting a disclosure of possible disability. You cannot ask them about a disability. You can ask if they read the job description and can perform the essential functions but that is all. • What rank were you when you got out.
  19. 19. Framework Checklist for creating a veteran/military staffing program!!! Links to most of this information was given in this presentation • Research all laws, policies and procedures related to hiring veterans. • Decide what things you are willing to do above and beyond what the laws say, for example are you willing to pay an employee who is also a reservist their salary if the get called up for some reason? • Decide what MOCs correspond to positions you have within your company. • Contact the local transition office and work with them. • Identify sites, and events worth participating in based on location, and likely population of veterans that fit your openings. • Brand your company as veteran friendly company • MOST IMPORTANTLY HIRE THE RIGHT PEOPLE TO CREATE, WORK, AND MANAGE THE PROGRAM AS WELL AS GET BUYIN, BACKING, AND CHAMPIONING OF THE PROGRAM FROM SENIOR EXECUTIVES. • Educate you recruiters and sourcers
  20. 20. Things to know before you look! • Make sure you know what you are looking for in a candidate: • • • • • • Education level Career level Location Functional skill Corresponding MOC Career matching VS Job Function
  21. 21. Additional Considerations • Keep in mind it is not just about hiring a veteran it is about helping a veteran. We are a small community that talks and takes care of our own. Helping a veteran now, can lead to hires in the future. • Also remember when hiring a veteran that some of them may have additional commitments to the Armed Forces. There are guideline for these commitments and what responsibilities a company may have. See USERRA for more info. ******************** I am constantly searching for info on finding, hiring and helping vets. The link below is to my website and specifically to the vet part so check it out for updates.
  22. 22. Latest Updates • * Latest OFCCP and Veteran hiring laws nce/vevraa.htm 9/24/20 13 * main changes: • Hiring Benchmarks • EO clause incorporation • Requirements for disabled and vet hiring percentages
  23. 23. My Contact Information Dean Da Costa, SP, TSIS, STL The Search Authority 206-214-5337 Mobile 253-520-3305 Office “Helping people connect with their destiny” Top 25 Must Read Blogs for Recruiters #12 2012 HRE #1 most influential Recruiter Contact me: Text/SMS | IM-MSN | Skype | Twitter