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Recruiting Diversity: Women and Military - Marcelle Yeager

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Companies today want to hire a diverse staff, which includes increasing the number of women and veterans in the workplace. While many employers have the right intentions, their approach to hiring veterans and military spouses is not always appropriately framed. Many spouses continue to try to hide their family’s military service for fear of losing consideration for a job, while others find themselves unable to effectively explain their gaps in work history. As a result, companies are often unaware of the person's status and unable to ask due to compliance issues, and candidates may be screened out based on their gaps in work history. The solution to this is education and awareness building. In order to tell the person's story effectively within your organization, you must engage with the candidate to learn and promote what they have to offer. By doing this, you will reach diversity recruiting goals for yourself and your team.

Published in: Recruiting & HR
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Recruiting Diversity: Women and Military - Marcelle Yeager

  1. 1. Recruiting Diversity: Women & Military Marcelle Yeager CEO, ServingTalent
  2. 2. First Impressions
  3. 3. Military Life  Moves: orders given for relocating to next duty assignment (Army: 60-90 day notice; Navy & AF: 1 year)  Move on average 3x during training; every 2-4 years once job begins (enlisted varies more)  Unaccompanied assignments (deployments & other): 3 months to 1 year – family stays in location or returns to U.S. if overseas
  4. 4. Military Life  Accompanied locations:  Austria  Bahrain  Belgium  Germany  Italy  Japan  Qatar  South Korea  Spain  United Kingdom  United States
  5. 5. Foreign Service Life  Moves: first 2 tours = 4 years total directed (1 year notice)  Officers lobby for all follow on jobs, and typically know 1 year in advance  Maximum length of stay at HQ in D.C.: 6 years  Unaccompanied posts: 1 year – family stays in prior location if approved, or more often, returns to U.S.
  6. 6. Foreign Service Life  Accompanied locations  Everywhere there is a U.S. consulate or embassy worldwide (https://www.usembassy.gov/) with the exception of unaccompanied locations such as:  Afghanistan  Iraq  Pakistan  Sudan
  7. 7. Look Again
  8. 8. Candidate Screening
  9. 9. Candidate Screening
  10. 10. Unconscious Bias  Job description  Reviewing a resume  Phone screening  Interview  Job offer
  11. 11. Agenda  Hiring challenges  The real deal: a close look at these populations  Evaluating candidates  Assess best fit  Promote effectively  Sourcing diverse talent
  12. 12. Hiring Challenges  A bad hiring decision can cost an employer 30% of first-year potential earnings, i.e., a $50K salary = $15K loss (Department of Labor)
  13. 13. The Real Deal  Unemployment rates:  Military spouses: 28% (2017 Blue Star Families [BSF] study)  Women married to veterans: 4x higher than all American women(US Chamber of Commerce)  Adult family members overseas at embassies: 56% (April 2017 Family Member Employment Report)  Male veterans (2016): 4.2% (Department of Labor)  Female veterans (2016): 5% percent (Department of Labor)  66% of U.S. families with children under 18 earn two incomes; only 47% of military families do (BSF study)
  14. 14. The Real Deal  95% of 1.2 million military spouses are women  Majority of active duty military spouses are under 31 y.o.; majority of guard/reserve spouses are over 35 y.o.  75% of 12,064 adult family members overseas at embassies are women (April 2017 Family Member Employment Report)  Our candidate pool of military & foreign service spouses/veterans:  75% possess a bachelor’s or higher  43% hold a master’s, PhD, or JD  10% have a security clearance  20% are bilingual or trilingual (DoD Military Spouse Employment Initiative)
  15. 15. Janine  Janine holds a master of science degree in civil engineering. Prior to moving overseas she was a construction inspector for Pierce County Public Works and a structural engineer for JGC where she prepared 3D models and design drawings of structural steel pipe racks using Tekla Xsteel. After moving to Germany with no knowledge of the language, she landed an engineering role only 5 weeks after arriving.
  16. 16. Lindsay  Lindsay is an HR professional with a master's degree and SHRM certification. She started in benefits management and moved into the role of HR generalist where she liaised with over 130 managers and employees in 5 different states by providing resources, consultation, interpretation, advice, and assistance on human resource issues. Lindsay was eager to get back into her HR career. She’s now in a locally-based role that encompasses HR and other duties.
  17. 17. Kylie  As a successful CPA, Kylie was an auditor and a senior accountant for a large financial firm, medical center and a city municipality. After a military move and the recent birth of twins, Kylie needed a career that both allowed her to continue to grow professionally as well as provide the flexibility required to care for her growing family. She now works for a virtual CPA firm.
  18. 18. Evaluating Candidates  Skills and experience don’t fit a standard application  Understand how to read veteran and spouse resumes  Include spouses in veteran hiring programs if they exist  Ask for self identification on an application  Avoid leading questions in screenings and interviews  Think creatively: how can this person benefit our team? *Provide flexibility, receive loyalty*
  19. 19. Assess Best Fit  What job level is appropriate for a veteran? http://www.military.com/veteran-jobs/skills-translator/  What job level is appropriate for a retired FS officer?  Senior FS (counselor, minister counselor, career minister, career ambassador) is equivalent to military generals/SES  FS-1 = GS-15  FS-2 and FS-3 = GS-14  How can I assess soft skills?  Leader | Adaptable | Resourceful | Creative | Driven | Quick learner | Works well under pressure
  20. 20. Promote Effectively  35% of all workers report changing jobs within the past 3 years (Gallup)  Combination of unique skills  Work history & leadership capability  Lifestyle: broad worldwide knowledge; resilience; drive; adaptability to change  Remote employees: location, flexibility, time zone  Monetary benefit for hiring a veteran  Corporate social responsibility / PR
  21. 21. Sourcing Diverse Talent  Reviewing resumes:  Be cognizant of how jobs & volunteer roles held demonstrate skills sought  Realize some information may not be listed - expand search terms: search for country name when seeking language skills; volunteer positions  Sourcing:  LinkedIn and Rallypoint: search “military”, “veteran”, “military spouse”, “foreign service”, “diplomat”  Facebook: search terms above; also visit communities Veterans Affairs; Supporting Our Veterans  Organizations: Hiring Our Heroes; Iraq & Afghanistan Veterans of America; Gary Sinise Foundation; DoD’s Military Spouse Employment Initiative (MSEP)
  22. 22. Questions & Contact Info myeager@servingtalent.com 703-953-0953 https://www.linkedin.com/in/marcelleyeager/ @servingtalent www.facebook.com/servingtalent

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