This document provides information to help companies recruit military veterans via LinkedIn. It discusses the growth of veterans on LinkedIn and increasing demand from companies for veteran talent. It reviews military terminology and skills veterans gain. Data shows veterans have experience in many roles and backgrounds. The document outlines how veterans currently engage with LinkedIn and provides tips for companies on using LinkedIn to reach, engage and hire veterans.
This document provides an overview of LinkedIn Talent Solutions and analytics on KLA Tencor's use of LinkedIn for recruiting. It shows that KLA Tencor has over 500,000 members in its talent pool on LinkedIn, with over 100,000 engaged. Metrics are provided on InMail response rates, job posts and applications, career page views, and hires influenced by LinkedIn. The document also compares these metrics to peer companies and discusses how LinkedIn can help measure and improve KLA Tencor's employer brand.
This document provides a 10 step guide for HR professionals and business leaders to effectively recruit, hire, and support military talent in the workplace. Step 1 involves understanding the unique challenges faced by veterans, reservists, guard members, and their families during transition to civilian employment. Step 2 is to develop a business case for hiring military talent by outlining the tangible benefits. Step 3 is to develop a vision and program concept. Step 4 is to engage senior leadership support. Step 5 is to conduct a needs assessment of the organization's culture and resources related to military employees. The remaining steps provide guidance on implementation. The goal is for organizations to become truly "military ready" and not just military friendly.
reStartEvents Colorado Cleared Virtual Career Fair Employer DirectoryKen Fuller
Looking for your next Cleared Career Opportunity in Colorado?
Join us on March 3rd at the reStartEvents Cleared Colorado Virtual Career Fair and explore hundreds of career opportunities available throughout Colorado Springs, Denver, Centennial, Littleton, Loveland, Englewood, Broomfield, Boulder, Aurora and more....
Whether you are transitioning from the military or federal government, actively seeking employment, furloughed, your contract is coming to an end or window shopping and want to see what else is out there for you, This Is The Event For You!
reStartEvents Cleared Colorado Virtual Career Fair
Thursday, March 3rd, 2022
2pm - 5pm mst
Details & Registration: https://tinyurl.com/yckzpymw
An Active Security Clearance IS Required For This Event
Companies Interviewing:
• Leidos
• Northrop Grumman
• Amazon Web Services (AWS)
• Jacobs
• L3Harris Technologies
• Lockheed Martin
• Maxar Technologies
• Odyssey Systems Consulting Group
• Raytheon Technologies
• Sierra Space
• Software Engineering Institute | Carnegie Mellon University
• United Launch Alliance
and many more.....
Chat with hiring managers & recruiters from some of the nation's leading defense contractors - all from the comfort and safety of your home
Positions available include: Software Engineering, Network Engineer, Financial Analyst, RF/SATCOM Engineers, QA Automation Developer, Configuration Management, Scrum Master, Cyber Security, DevOps Engineer, Project Management, Data Analyst, Systems Administration, Information System Security Engineer, Linux, Systems Engineering, Application Engineers, Principal Engineers (RF), UI/UX Software Engineers, and much more....
This event is targeting cleared job seeking professionals looking for cleared employment opportunities throughout Colorado
Please feel free to share this important event with any of your Cleared colleagues and friends who would benefit from participating
Looking forward to seeing you online on March 3rd
United States Automotive Statistics Full Year 2012 by ModelUli Kaiser
The document summarizes United States domestic vehicle sales from January to December 2012. It reports that a total of 14,489,417 vehicles were sold that year. The top 10 best selling vehicles included the Ford F-Series, Chevrolet Silverado, Toyota Camry, Honda Accord, and Honda Civic. The document is divided into sections ranking the top 100 best selling vehicles that year and provides their market share within their respective rankings.
"Hiring Veterans" advertorial featured in the 11/17/14 issue of Fortune Magazine. Hiring veterans and their spouses is finally becoming a basic part of corporate strategy!
This document provides information about a professional career fair being held on September 14th at the Campus Recreation Center. It includes details about the event sponsors, a map of the venue, and listings of attending companies organized by major. There will be nearly 400 companies present for on-campus interviews. The career fair is being organized by the Division of Experience-Based Learning and Career Education to help connect students with employers and prepare graduates for careers.
SGA Talent Takes A Look Inside Bloomberg's 2018 Stocks To WatchSGA Talent
Study Includes:
Company Descriptions
Leadership & Top Performers
Board Members
Chief Executive Officers Compensation
eadership & Board Members Male vs Female Comparison
Data Noting Diverse Talent
Live Links To Biographies
Company Headquarter Address
Company Corporate Phone Numbers
Corporate Management Page Live Link
Stock Quote Chart Live Link
Analyst Coverage
Bloomberg Page
Live Links To Informative Data
www.sgatalent.com for more studies too
reStartEvents Colorado Cleared Virtual Career Fair Employer DirectoryKen Fuller
The document summarizes several job opportunities at different companies for cleared professionals. It provides details on positions in software engineering, cybersecurity, data science, artificial intelligence, engineering and more. Locations mentioned include Colorado, Maryland, Washington D.C., Alabama, California and Virginia. Companies advertising include Leidos, Northrop Grumman, Jacobs, L3Harris, Maxar, Raytheon, Sierra Space and the Software Engineering Institute.
This document provides an overview of LinkedIn Talent Solutions and analytics on KLA Tencor's use of LinkedIn for recruiting. It shows that KLA Tencor has over 500,000 members in its talent pool on LinkedIn, with over 100,000 engaged. Metrics are provided on InMail response rates, job posts and applications, career page views, and hires influenced by LinkedIn. The document also compares these metrics to peer companies and discusses how LinkedIn can help measure and improve KLA Tencor's employer brand.
This document provides a 10 step guide for HR professionals and business leaders to effectively recruit, hire, and support military talent in the workplace. Step 1 involves understanding the unique challenges faced by veterans, reservists, guard members, and their families during transition to civilian employment. Step 2 is to develop a business case for hiring military talent by outlining the tangible benefits. Step 3 is to develop a vision and program concept. Step 4 is to engage senior leadership support. Step 5 is to conduct a needs assessment of the organization's culture and resources related to military employees. The remaining steps provide guidance on implementation. The goal is for organizations to become truly "military ready" and not just military friendly.
reStartEvents Colorado Cleared Virtual Career Fair Employer DirectoryKen Fuller
Looking for your next Cleared Career Opportunity in Colorado?
Join us on March 3rd at the reStartEvents Cleared Colorado Virtual Career Fair and explore hundreds of career opportunities available throughout Colorado Springs, Denver, Centennial, Littleton, Loveland, Englewood, Broomfield, Boulder, Aurora and more....
Whether you are transitioning from the military or federal government, actively seeking employment, furloughed, your contract is coming to an end or window shopping and want to see what else is out there for you, This Is The Event For You!
reStartEvents Cleared Colorado Virtual Career Fair
Thursday, March 3rd, 2022
2pm - 5pm mst
Details & Registration: https://tinyurl.com/yckzpymw
An Active Security Clearance IS Required For This Event
Companies Interviewing:
• Leidos
• Northrop Grumman
• Amazon Web Services (AWS)
• Jacobs
• L3Harris Technologies
• Lockheed Martin
• Maxar Technologies
• Odyssey Systems Consulting Group
• Raytheon Technologies
• Sierra Space
• Software Engineering Institute | Carnegie Mellon University
• United Launch Alliance
and many more.....
Chat with hiring managers & recruiters from some of the nation's leading defense contractors - all from the comfort and safety of your home
Positions available include: Software Engineering, Network Engineer, Financial Analyst, RF/SATCOM Engineers, QA Automation Developer, Configuration Management, Scrum Master, Cyber Security, DevOps Engineer, Project Management, Data Analyst, Systems Administration, Information System Security Engineer, Linux, Systems Engineering, Application Engineers, Principal Engineers (RF), UI/UX Software Engineers, and much more....
This event is targeting cleared job seeking professionals looking for cleared employment opportunities throughout Colorado
Please feel free to share this important event with any of your Cleared colleagues and friends who would benefit from participating
Looking forward to seeing you online on March 3rd
United States Automotive Statistics Full Year 2012 by ModelUli Kaiser
The document summarizes United States domestic vehicle sales from January to December 2012. It reports that a total of 14,489,417 vehicles were sold that year. The top 10 best selling vehicles included the Ford F-Series, Chevrolet Silverado, Toyota Camry, Honda Accord, and Honda Civic. The document is divided into sections ranking the top 100 best selling vehicles that year and provides their market share within their respective rankings.
"Hiring Veterans" advertorial featured in the 11/17/14 issue of Fortune Magazine. Hiring veterans and their spouses is finally becoming a basic part of corporate strategy!
This document provides information about a professional career fair being held on September 14th at the Campus Recreation Center. It includes details about the event sponsors, a map of the venue, and listings of attending companies organized by major. There will be nearly 400 companies present for on-campus interviews. The career fair is being organized by the Division of Experience-Based Learning and Career Education to help connect students with employers and prepare graduates for careers.
SGA Talent Takes A Look Inside Bloomberg's 2018 Stocks To WatchSGA Talent
Study Includes:
Company Descriptions
Leadership & Top Performers
Board Members
Chief Executive Officers Compensation
eadership & Board Members Male vs Female Comparison
Data Noting Diverse Talent
Live Links To Biographies
Company Headquarter Address
Company Corporate Phone Numbers
Corporate Management Page Live Link
Stock Quote Chart Live Link
Analyst Coverage
Bloomberg Page
Live Links To Informative Data
www.sgatalent.com for more studies too
reStartEvents Colorado Cleared Virtual Career Fair Employer DirectoryKen Fuller
The document summarizes several job opportunities at different companies for cleared professionals. It provides details on positions in software engineering, cybersecurity, data science, artificial intelligence, engineering and more. Locations mentioned include Colorado, Maryland, Washington D.C., Alabama, California and Virginia. Companies advertising include Leidos, Northrop Grumman, Jacobs, L3Harris, Maxar, Raytheon, Sierra Space and the Software Engineering Institute.
Military connect, part one: creating opportunities for transitioning military...LinkedIn Talent Solutions
This document discusses building connections between the military and private sector companies to help transitioning military members and veterans find jobs. It provides examples of programs from Microsoft and Lockheed Martin that help translate military skills to private sector jobs through training programs, networking opportunities, and dedicated recruiting efforts. The document emphasizes that the military represents a large talent pool and that companies can benefit from hiring veterans.
The document provides biographies of the leadership team of Military Accelerator (MHA), an organization committed to helping veterans transition into the civilian workforce. It describes the backgrounds and areas of expertise of MHA's president, managing partner, lead recruiter, military advisor, and two directors. It also includes organizational charts showing MHA's structure and teams focused on COVID, recruiting, and military and government programs.
This document provides information about hiring military veterans. It discusses the benefits of hiring veterans, including their leadership skills, technical aptitude, and ability to adapt. It describes the types of veterans available: junior officers, non-commissioned officers, and corporate-experienced veterans. It also summarizes Lucas Group's expertise in military recruitment and their process for connecting veterans with potential employers.
The document discusses Lucas Group, an executive recruitment firm that specializes in facilitating military veterans' transition to civilian careers. It provides an overview of Lucas Group's services, expertise, and clientele. It also describes the types of military veterans that Lucas Group works with, including junior officers, non-commissioned officers, and corporate-experienced veterans. Key details about candidates' qualifications, experience levels, and suitable civilian roles are also summarized.
Military recruiting strategies - Minnesota Recruiters 10/5/12Ryan Stene
Ryan Stene led a discussion on military recruiting strategies for Minnesota recruiters. He began by providing background on his experience in talent acquisition and passion for recruiting productivity, branding, social media, and technology. Stene then discussed why companies should recruit from the military, noting that veterans have accelerated learning curves, leadership skills, and integrity. He outlined strategies companies can use to attract veterans, including developing military-focused content, attending career fairs, and translating military skills to civilian jobs. Stene emphasized creating veteran-friendly onboarding and promoting programs.
Ryan Stene discussed military recruiting strategies for recruiters in Minnesota. He began by providing background on himself and his experience in recruiting and HR. He then discussed facts about the military labor pool and benefits of hiring veterans. Stene emphasized that veterans have skills in leadership, teamwork, and working under pressure that translate well to civilian jobs. He outlined strategies recruiters can use to engage military candidates, including developing veteran-focused content and actively recruiting from military-centered websites and events.
This document provides tips and guidance for using networking and social media platforms like LinkedIn to facilitate a successful military to civilian transition and job search. It emphasizes the importance of networking, creating a personal brand through developing an elevator pitch, tagline and branding statement. It also reviews how to optimize a LinkedIn profile, leverage connections, follow companies, participate in relevant groups, and utilize LinkedIn's job search functions. The overall message is that an online presence and personal branding are critical for networking and finding opportunities during a job search.
Joshua Kaan, Customer Education Consultant, LinkedIn
Tatjana Andreano, Sr Customer Success Consultant, LinkedIn
Finding the same prospects as everyone else? Feel like you're only swimming in one corner of a vast pool of talent? In this session you will learn how to leverage Search Insights and data driven recruiting to discover a larger talent pool. Having trouble in your student, diversity, and engineer recruiting initiatives? In this session we'll help you find this niche talent in LinkedIn Recruiter to up your search game.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
The document discusses a military network organization that aims to help veterans transition to civilian careers in IT fields. It provides career mentoring, education programs, and connects veterans with a global network of peers and professionals. The organization assists veterans in obtaining certifications, accessing job leads, and preparing for interviews. Their training programs cover a wide range of IT certifications from CompTIA, Microsoft, Cisco, and more to help veterans from entry-level to advanced IT roles.
This document provides information to veterans on how to use LinkedIn to connect to career opportunities. It outlines how LinkedIn can help veterans tell their professional story, build their network, understand civilian career options, and advance their knowledge. It provides guidance on completing a professional profile, connecting with others, exploring companies and jobs, and using LinkedIn Learning.
This document discusses an organization called the Military Network that aims to assist military veterans and their families in career development and transitioning to civilian life. Specifically, it focuses on helping them obtain information technology (IT) careers through training, certification, and job placement assistance programs. The Military Network leverages the unique skills of veterans and the power of their professional network to provide mentorship and opportunities that give members an advantage in the IT job market. It encourages recipients to get involved and invite others who may be interested in an IT career.
What Is A Talent Community, Really? or WTF Is A Talent CommunityMarvin Smith
The document discusses creating a talent community for veterans transitioning from military service to civilian jobs. It notes that around 300,000 service members will be leaving the military each year seeking private sector work. The goals of the talent community are to tap into Lockheed Martin's ecosystem of employees, customers and alumni, given that military experience is important to the company and around 10-12% of external hires are veterans. The talent community will provide a comfortable, safe environment for collaboration around common interests like career networking and management. It outlines plans to establish the vision and recruit a launch team, and measures for tracking the community's growth, valuable content, conversation starters and level of engagement.
This document provides guidance on using LinkedIn for networking and job searching as a military veteran transitioning to civilian employment. It emphasizes the importance of networking and having an online presence on LinkedIn. It recommends having a complete profile including a headline, summary, work experience, skills, recommendations, and connections. It also provides tips on customizing your profile, searching for jobs, and joining relevant professional groups on LinkedIn to expand your network and opportunities.
CAE is a leading training company looking to add talent to develop innovative training solutions. They provide integrated hardware, software and instructor services for military aircraft like the B-2, C-130, F-16, KC-135 and MQ-9. CAE has locations in Florida and Texas and seeks qualified applicants from various backgrounds like engineering, cybersecurity, and program management. Open roles include positions in software, systems engineering, business development and program management.
This document provides information about Military to Corporate (M2C), a specialized recruitment firm that places military veterans in corporate jobs. M2C is staffed by ex-military officers and management consultants who understand both the military and corporate worlds. They have an extensive database of over 5000 officers and 15,000 non-commissioned officers seeking corporate roles. M2C aims to match veterans' skills and experiences to appropriate jobs through a holistic screening and fitting process. The document discusses common myths around veteran hiring and outlines the valuable skills and attributes veterans gain from their military experience.
This document provides an overview of LinkedIn Talent Solutions and analytics on KLA Tencor's use of LinkedIn for recruiting. It shows that KLA Tencor has over 500,000 members in its talent pool on LinkedIn, with over 100,000 engaged. Metrics are provided on job posts, applications, career page views, and hires influenced by LinkedIn, comparing KLA Tencor to peer companies. The document also introduces tools to measure KLA Tencor's employer brand and recruiters' use of LinkedIn profiles.
Bradley-Morris, Inc. is the largest military-focused placement firm in the US. They source former military personnel with skills in engineering, operations, management and place them in civilian jobs. Their ConferenceHire events allow companies to quickly interview and hire qualified candidates in one location over 1-2 days. Past clients report high satisfaction and that military candidates often have leadership abilities and technical training that make them exceptional hires.
The document outlines various resources for veterans, including mentoring programs, certifications, internships, agencies, LinkedIn tips, and volunteering opportunities. It provides details on specific programs under each category to assist veterans with their transition, job searching, resume/profile building, and networking. The speaker is a veteran who has utilized these resources and now works as a project manager and accounting firm co-owner to help other veterans with their career development.
LinkedIn Profile Guide for Government ProfessionalsBrett Mikoy
The document provides tips for creating an effective LinkedIn profile for government employees. It recommends including a professional photo, listing relevant experience with numbers and accomplishments, adding education and skills, and getting recommendations to gain credibility. Volunteer work and involvement in organizations and groups are also suggested to help viewers understand your interests and start conversations.
Military connect, part one: creating opportunities for transitioning military...LinkedIn Talent Solutions
This document discusses building connections between the military and private sector companies to help transitioning military members and veterans find jobs. It provides examples of programs from Microsoft and Lockheed Martin that help translate military skills to private sector jobs through training programs, networking opportunities, and dedicated recruiting efforts. The document emphasizes that the military represents a large talent pool and that companies can benefit from hiring veterans.
The document provides biographies of the leadership team of Military Accelerator (MHA), an organization committed to helping veterans transition into the civilian workforce. It describes the backgrounds and areas of expertise of MHA's president, managing partner, lead recruiter, military advisor, and two directors. It also includes organizational charts showing MHA's structure and teams focused on COVID, recruiting, and military and government programs.
This document provides information about hiring military veterans. It discusses the benefits of hiring veterans, including their leadership skills, technical aptitude, and ability to adapt. It describes the types of veterans available: junior officers, non-commissioned officers, and corporate-experienced veterans. It also summarizes Lucas Group's expertise in military recruitment and their process for connecting veterans with potential employers.
The document discusses Lucas Group, an executive recruitment firm that specializes in facilitating military veterans' transition to civilian careers. It provides an overview of Lucas Group's services, expertise, and clientele. It also describes the types of military veterans that Lucas Group works with, including junior officers, non-commissioned officers, and corporate-experienced veterans. Key details about candidates' qualifications, experience levels, and suitable civilian roles are also summarized.
Military recruiting strategies - Minnesota Recruiters 10/5/12Ryan Stene
Ryan Stene led a discussion on military recruiting strategies for Minnesota recruiters. He began by providing background on his experience in talent acquisition and passion for recruiting productivity, branding, social media, and technology. Stene then discussed why companies should recruit from the military, noting that veterans have accelerated learning curves, leadership skills, and integrity. He outlined strategies companies can use to attract veterans, including developing military-focused content, attending career fairs, and translating military skills to civilian jobs. Stene emphasized creating veteran-friendly onboarding and promoting programs.
Ryan Stene discussed military recruiting strategies for recruiters in Minnesota. He began by providing background on himself and his experience in recruiting and HR. He then discussed facts about the military labor pool and benefits of hiring veterans. Stene emphasized that veterans have skills in leadership, teamwork, and working under pressure that translate well to civilian jobs. He outlined strategies recruiters can use to engage military candidates, including developing veteran-focused content and actively recruiting from military-centered websites and events.
This document provides tips and guidance for using networking and social media platforms like LinkedIn to facilitate a successful military to civilian transition and job search. It emphasizes the importance of networking, creating a personal brand through developing an elevator pitch, tagline and branding statement. It also reviews how to optimize a LinkedIn profile, leverage connections, follow companies, participate in relevant groups, and utilize LinkedIn's job search functions. The overall message is that an online presence and personal branding are critical for networking and finding opportunities during a job search.
Joshua Kaan, Customer Education Consultant, LinkedIn
Tatjana Andreano, Sr Customer Success Consultant, LinkedIn
Finding the same prospects as everyone else? Feel like you're only swimming in one corner of a vast pool of talent? In this session you will learn how to leverage Search Insights and data driven recruiting to discover a larger talent pool. Having trouble in your student, diversity, and engineer recruiting initiatives? In this session we'll help you find this niche talent in LinkedIn Recruiter to up your search game.
Check out the best of Talent Connect: http://bit.ly/1MBqz6m
The document discusses a military network organization that aims to help veterans transition to civilian careers in IT fields. It provides career mentoring, education programs, and connects veterans with a global network of peers and professionals. The organization assists veterans in obtaining certifications, accessing job leads, and preparing for interviews. Their training programs cover a wide range of IT certifications from CompTIA, Microsoft, Cisco, and more to help veterans from entry-level to advanced IT roles.
This document provides information to veterans on how to use LinkedIn to connect to career opportunities. It outlines how LinkedIn can help veterans tell their professional story, build their network, understand civilian career options, and advance their knowledge. It provides guidance on completing a professional profile, connecting with others, exploring companies and jobs, and using LinkedIn Learning.
This document discusses an organization called the Military Network that aims to assist military veterans and their families in career development and transitioning to civilian life. Specifically, it focuses on helping them obtain information technology (IT) careers through training, certification, and job placement assistance programs. The Military Network leverages the unique skills of veterans and the power of their professional network to provide mentorship and opportunities that give members an advantage in the IT job market. It encourages recipients to get involved and invite others who may be interested in an IT career.
What Is A Talent Community, Really? or WTF Is A Talent CommunityMarvin Smith
The document discusses creating a talent community for veterans transitioning from military service to civilian jobs. It notes that around 300,000 service members will be leaving the military each year seeking private sector work. The goals of the talent community are to tap into Lockheed Martin's ecosystem of employees, customers and alumni, given that military experience is important to the company and around 10-12% of external hires are veterans. The talent community will provide a comfortable, safe environment for collaboration around common interests like career networking and management. It outlines plans to establish the vision and recruit a launch team, and measures for tracking the community's growth, valuable content, conversation starters and level of engagement.
This document provides guidance on using LinkedIn for networking and job searching as a military veteran transitioning to civilian employment. It emphasizes the importance of networking and having an online presence on LinkedIn. It recommends having a complete profile including a headline, summary, work experience, skills, recommendations, and connections. It also provides tips on customizing your profile, searching for jobs, and joining relevant professional groups on LinkedIn to expand your network and opportunities.
CAE is a leading training company looking to add talent to develop innovative training solutions. They provide integrated hardware, software and instructor services for military aircraft like the B-2, C-130, F-16, KC-135 and MQ-9. CAE has locations in Florida and Texas and seeks qualified applicants from various backgrounds like engineering, cybersecurity, and program management. Open roles include positions in software, systems engineering, business development and program management.
This document provides information about Military to Corporate (M2C), a specialized recruitment firm that places military veterans in corporate jobs. M2C is staffed by ex-military officers and management consultants who understand both the military and corporate worlds. They have an extensive database of over 5000 officers and 15,000 non-commissioned officers seeking corporate roles. M2C aims to match veterans' skills and experiences to appropriate jobs through a holistic screening and fitting process. The document discusses common myths around veteran hiring and outlines the valuable skills and attributes veterans gain from their military experience.
This document provides an overview of LinkedIn Talent Solutions and analytics on KLA Tencor's use of LinkedIn for recruiting. It shows that KLA Tencor has over 500,000 members in its talent pool on LinkedIn, with over 100,000 engaged. Metrics are provided on job posts, applications, career page views, and hires influenced by LinkedIn, comparing KLA Tencor to peer companies. The document also introduces tools to measure KLA Tencor's employer brand and recruiters' use of LinkedIn profiles.
Bradley-Morris, Inc. is the largest military-focused placement firm in the US. They source former military personnel with skills in engineering, operations, management and place them in civilian jobs. Their ConferenceHire events allow companies to quickly interview and hire qualified candidates in one location over 1-2 days. Past clients report high satisfaction and that military candidates often have leadership abilities and technical training that make them exceptional hires.
The document outlines various resources for veterans, including mentoring programs, certifications, internships, agencies, LinkedIn tips, and volunteering opportunities. It provides details on specific programs under each category to assist veterans with their transition, job searching, resume/profile building, and networking. The speaker is a veteran who has utilized these resources and now works as a project manager and accounting firm co-owner to help other veterans with their career development.
Similar to LinkedIn Military Recruitment Playbook (20)
LinkedIn Profile Guide for Government ProfessionalsBrett Mikoy
The document provides tips for creating an effective LinkedIn profile for government employees. It recommends including a professional photo, listing relevant experience with numbers and accomplishments, adding education and skills, and getting recommendations to gain credibility. Volunteer work and involvement in organizations and groups are also suggested to help viewers understand your interests and start conversations.
U.S. Nuclear Regulatory Commission Fall 2015 NewsletterBrett Mikoy
The document is an issue of the NRC e-newsletter covering various aspects of the NRC mission. It includes an article on NRC Health Physicists and their role in ensuring safety, focusing on a program at Fort Valley State University that provides a foundation for students pursuing degrees in Health Physics. It also previews upcoming stories on NRC office locations and workforce planning initiatives, and profiles NRC senior leader Greg Suber discussing his career and role at the agency.
Linked in 2015 - Healthcare Talent Trends ReportBrett Mikoy
This document provides insights into what healthcare candidates want at different stages of the job search process based on a survey of over 1,600 healthcare professionals in the United States and Canada. Some key findings include:
- 70% of healthcare professionals in the US and Canada are passive candidates, meaning they are open to new opportunities but not actively looking. The top channels they use to discover jobs are word of mouth, online job boards, and social professional networks.
- The most important factors that would entice candidates to accept a new job are better compensation, better work/life balance, and a better place to work in terms of company culture.
- Candidates want recruiters to include why they are a good fit
This document provides guidance on using LinkedIn publishing to build a company's professional brand and thought leadership. It recommends identifying subject matter experts within the company to publish original long-form content 1-3 times per month on LinkedIn. Case studies show how Symantec, Fisher & Phillips, Edelman Digital, and Applico successfully increased engagement and established themselves as thought leaders in their industries by leveraging LinkedIn publishing in this way. The document provides best practices for content creation, distribution, and measurement to help companies optimize their LinkedIn publishing strategy.
The document is a 12-step playbook from LinkedIn for top executives on becoming social leaders. It recommends that executives create a complete LinkedIn profile to establish their online presence, control privacy settings to share the right level of information, and efficiently connect with important contacts. The playbook also advises executives to demonstrate their leadership by having socially engaged leadership teams, offering a human perspective of their company, and acting as a voice in their industry to build thought leadership.
The document discusses best practices for using social media in federal agency recruiting. It provides guidance on using social media strategically to both promote an agency as an employer and directly recruit candidates. Specifically, it recommends agencies maintain a constant social media presence by sharing stories about employee work, target specialized audiences through groups, have staff bridge public relations and recruiting duties, and facilitate the transition from social media to formal job applications on USAJOBS. The document aims to help agencies leverage social media to attract top talent while following all applicable rules and guidelines.
The document provides a 5-step model for companies to engage followers on LinkedIn: 1) Establish your presence by designing your company page and optimizing for search. 2) Attract followers by engaging colleagues and customers. 3) Engage followers by posting helpful, non-promotional updates consistently and linking to great content. 4) Amplify through the network by targeting updates and engaging in groups. 5) Analyze and refine based on engagement metrics. Case studies show how companies increased followers and engagement by applying these steps.
This document provides a 5-step guide for boosting a company's talent brand through content marketing. Step 1 involves planning by defining the target audience and creating a content calendar. Step 2 is to develop content by curating existing materials, creating original content like blog posts and videos, and engaging the audience with various content types and topics. Step 3 is to share the content on social media platforms like LinkedIn, Twitter, and Facebook at peak activity times. Step 4 is to amplify the content by asking employees to share it and partnering with influencers. Step 5 is to measure the impact of the content and make adjustments based on analytics.
The Antyodaya Saral Haryana Portal is a pioneering initiative by the Government of Haryana aimed at providing citizens with seamless access to a wide range of government services
Combined Illegal, Unregulated and Unreported (IUU) Vessel List.Christina Parmionova
The best available, up-to-date information on all fishing and related vessels that appear on the illegal, unregulated, and unreported (IUU) fishing vessel lists published by Regional Fisheries Management Organisations (RFMOs) and related organisations. The aim of the site is to improve the effectiveness of the original IUU lists as a tool for a wide variety of stakeholders to better understand and combat illegal fishing and broader fisheries crime.
To date, the following regional organisations maintain or share lists of vessels that have been found to carry out or support IUU fishing within their own or adjacent convention areas and/or species of competence:
Commission for the Conservation of Antarctic Marine Living Resources (CCAMLR)
Commission for the Conservation of Southern Bluefin Tuna (CCSBT)
General Fisheries Commission for the Mediterranean (GFCM)
Inter-American Tropical Tuna Commission (IATTC)
International Commission for the Conservation of Atlantic Tunas (ICCAT)
Indian Ocean Tuna Commission (IOTC)
Northwest Atlantic Fisheries Organisation (NAFO)
North East Atlantic Fisheries Commission (NEAFC)
North Pacific Fisheries Commission (NPFC)
South East Atlantic Fisheries Organisation (SEAFO)
South Pacific Regional Fisheries Management Organisation (SPRFMO)
Southern Indian Ocean Fisheries Agreement (SIOFA)
Western and Central Pacific Fisheries Commission (WCPFC)
The Combined IUU Fishing Vessel List merges all these sources into one list that provides a single reference point to identify whether a vessel is currently IUU listed. Vessels that have been IUU listed in the past and subsequently delisted (for example because of a change in ownership, or because the vessel is no longer in service) are also retained on the site, so that the site contains a full historic record of IUU listed fishing vessels.
Unlike the IUU lists published on individual RFMO websites, which may update vessel details infrequently or not at all, the Combined IUU Fishing Vessel List is kept up to date with the best available information regarding changes to vessel identity, flag state, ownership, location, and operations.
Monitoring Health for the SDGs - Global Health Statistics 2024 - WHOChristina Parmionova
The 2024 World Health Statistics edition reviews more than 50 health-related indicators from the Sustainable Development Goals and WHO’s Thirteenth General Programme of Work. It also highlights the findings from the Global health estimates 2021, notably the impact of the COVID-19 pandemic on life expectancy and healthy life expectancy.
Jennifer Schaus and Associates hosts a complimentary webinar series on The FAR in 2024. Join the webinars on Wednesdays and Fridays at noon, eastern.
Recordings are on YouTube and the company website.
https://www.youtube.com/@jenniferschaus/videos
AHMR is an interdisciplinary peer-reviewed online journal created to encourage and facilitate the study of all aspects (socio-economic, political, legislative and developmental) of Human Mobility in Africa. Through the publication of original research, policy discussions and evidence research papers AHMR provides a comprehensive forum devoted exclusively to the analysis of contemporaneous trends, migration patterns and some of the most important migration-related issues.
2. Agenda
Growth Opportunity
Veterans on LinkedIn and U.S. Companies Hiring Veterans
Veterans on LinkedIn 2
Military 101
Background and Buzzwords
Recruiting
Using LinkedIn to Reach, Engage, and Hire Veterans
Data and Insights
Use LinkedIn to Fine-Tune Veteran Hiring
3. Veterans on LinkedIn 4
This playbook is designed to help you to…
Understand the
opportunity to recruit
Veterans
Understand military
background and
buzzwords
Gain new insight on
Veteran recruiting
6. Veterans on LinkedIn 6
The economic graph
Creating economic opportunity for every member of the global workforce
2 Million+
U.S. service members and Veterans on LinkedIn
300K+
New U.S. service members and Veterans each year
200K+
Service members transition out of the military
each year
7. Veterans on LinkedIn 8
Demand for Veteran Talent is Increasing…
Military leadership experience is a competitive advantage
• Military leaders are over-represented among CEOs (Korn/Ferry study)
• Companies like Amazon are hiring veterans for ops and logistics roles
Companies with veteran hiring targets
• White House Joining Forces initiative – In April 2015, new companies in energy,
transportation and tech hiring commitments of 90K
• 100K Jobs Mission – 190 companies with Veteran hiring goal
Federal market
• New OFCCP regulations set federal contractor benchmark to hire veteran
employees (8% of company workforce is the default goal)
Veteran unemployment
• Since 2011, Veteran unemployment has been a top priority for policymakers.
Today, unemployment rate for post-9/11 Veterans has fallen by almost 5 points.
8. Veterans on LinkedIn 9
White House Joining Forces
Company commitments to hiring veterans, including:
• Accenture
• AT&T
• BAE Systems
• Bank of America
• Boeing
• Cisco
• Citi
• Comcast
• Deloitte
• DuPont
• General Electric
• Google
• Home Depot
• JP Morgan Chase
• Johnson & Johnson
• LinkedIn
• Lockheed Martin
• McDonald’s
• Microsoft
• Northrop Grumman
• Oracle
• Pricewaterhouse Coopers
• Safeway
• Siemens
• Target
• Walmart
• Xerox
9. Veterans on LinkedIn 10
Demand for Veteran Talent: 100,000 Jobs Mission
Company commitments to hiring veterans, including:
• Amazon
• Aetna
• Bloomberg
• Booz Allen Hamilton
• CSC
• Coca Cola
• Dow
• Delta
• Eli Lilly
• Ernst & Young
• Genentech
• GM
• HP
• Intel
• IBM
• JP Morgan
• JC Penney
• Kaiser
• Leidos
• Macy’s
• Monsanto
• Novartis
• Office Depot
• Philips
• Pfizer
• Salesforce
• Shell
• United
• Verizon
10. Veterans on LinkedIn 11
LinkedIn’s Veteran Hiring Initiatives
Partnerships
100,000 Jobs Mission
White House Joining Forces
Dept of Veterans Affairs eBenefits
Veteran Employment Center
Internal Practices
Veteran employee network
Veteran recruiting
Veteran Resources
LinkedIn Veterans site
Veteran Mentor Network
Job Seeker Materials
Job Seeker Premium
12. Veterans on LinkedIn 12
Military culture and values
Ethics
Leadership
Service
Community
Responsibility
Excellence
Teamwork
13. Each branch of service has its own role
US Army
Largest of the services, responsible for ground operations: “Soldiers”
US Air Force
Responsible for air, space and cyber operations: “Airmen”
US Navy
Naval security, transport: “Sailors”
US Marine Corps
Responsible for rapid deployment: “Marines”
US Coast Guard
Protects the coastline, managed under Homeland Security
“Coastguardsmen” or “Coasties”
Veterans on LinkedIn 13
14. There are different ways to serve
Active Duty members serve
in the military full time
Reserve members serve in
the military part time
National Guard members
serve a similar mission as
Active and Reserve, but
under State control, unless
federally mobilized
Veterans are those who served in the active components of
the military and were discharged or released under conditions
other than dishonorable
Veterans on LinkedIn 14
15. As well as distinct
ranks and grades
Officers Enlisted
Warrant Officers
OfficersManagers and leaders of the force, commissioned through
Service Academies, Reserve Officer Training Corps
(ROTC) or Officer Candidate School (OCS)
Enlisted ranks are specialists and supervisors: Senior
Non-commissioned officers are leaders within the enlisted
ranks. Senior NCOs are (E-7 and above) and junior NCOs
(E-4 to E-7) are technical experts and front-line
supervisors. Junior enlisted (E-1 to E-4) are new recruits
and often in a training status.
Warrant OfficersProfessionals and Technical experts in the Army or Navy such
as some US Army helicopter pilots
Veterans on LinkedIn 15
16. Recruiters may encounter unfamiliar terms
JMO / NCO
Junior Military Officer
Non-commissioned Officer
ETS / DOS
Expiration Term of Service or
Date of Separation
DD214
Transcript of military
experience
MOS
Military Occupational Specialty
Veterans on LinkedIn 16
17. Veterans on LinkedIn 17
Commanding
Officer
Command Master
Chief
And unfamiliar job titles…
Platoon Leader
18. Veterans are highly skilled
7,000 positions
in over 100
areas
81% of military
jobs have a
direct translation
19. Veterans on LinkedIn 19
Veterans have
experience in many
roles and job
functions…
368K
203K
135K
90K
73K
72K
67K
60K
55K
52K
Operations
Military &…
Support
Information…
Engineering
Sales
Healthcare Services
Program &…
Entrepreneurship
Education
0-2
Years
24K
3-5
Years
106K
6-9
Years
241K
10-14
Years
295K
15+
Years
874K
Years of Experience
Common Job Functions
20. Veterans on LinkedIn 20
With a variety of backgrounds and fields of study…
83K
69K
67K
63K
61K
59K
36K
35K
34K
34K
31K
28K
28K
27K
26K
Business
Information Science & Technology
General
Computer Science
Business Management & Administration
Sociology
Psychology
Education
Electrical Engineering
Political Science
History
Law
Accounting
Mechanical Engineering
Science
21. With leadership, program management and team
building skills
440K
412K
403K
312K
310K
306K
278K
273K
271K
267K
256K
220K
219K
207K
198K
Military
Leadership
Security Clearance
DoD
Military Experience
Military Operations
Microsoft Office
Program Management
Training
Management
Customer Service
Operational Planning
Command
Team Building
National Security
Candidates at the entry
level listed customer
service and
troubleshooting as top
skills
While candidates at the
manager and director
level are skilled at
program management
and strategic /
operational planning
Veterans on LinkedIn 21
22. Veterans on LinkedIn 22
This talent pool reflects broad work experience
beyond military and defense industries…
684K
260K
92K
62K
53K
51K
33K
30K
29K
28K
Military
Defense & Space
Information Technology & Services
Government Administration
Higher Education
Hospital & Health Care
Financial Services
Retail
Aviation & Aerospace
Oil & Energy
23. Veterans on LinkedIn 23
Top public sector employees of this talent pool
include the military services and federal
government…
278K
186K
144K
78K
29K
20K
11K
10K
9K
9K
U.S. Army
U.S. Air Force
U.S. Navy
U.S. Marine Corps
Army National Guard
U.S. Coast Guard
U.S. Army Reserve
U.S. Air Force Reserve
U.S. Navy Reserve
Department Of Veterans Affairs
24. …and private sector companies in the defense,
aerospace, telecommunications, and IT industries
Veterans on LinkedIn 24
25. Veterans on LinkedIn 25
Myths / Facts
Learn to debunk the common myths
about hiring military Veterans
Myth: Anyone can serve in the military
Fact: Standards are very high and only 25% of the
population (between 18 to 24) are eligible to enlist
Myth: Veterans are unstable because of health
issues
Fact: Veterans are diverse and resilient. Most do
not have health issues as a result of their service,
and if so, they have access to treatment and
rehabilitative care
Myth: All Veterans served in combat
Fact: Those classified as “Veteran” did serve on
active duty. Military members view force as a last
resort, and policy decisions on combat are made by
civilian leadership, not military members
Myth: Reserve and Guard duty interferes with
work responsibilities
Fact: Deployment dates are often known
months, if not years, in advance. Reserve and
Guard members bring tremendous skills and
experience to their work
26. Veterans on LinkedIn 26
Top Reasons
Companies Hire
Veterans
Dynamic decision-making and
performance under pressure
Problem-solving, entrepreneurial and
collaborative skills
Advanced skills and technical training
Sense of honor and integrity
Leadership
Vast expertise in distinct and often
adverse environments
Team-building and organizational
commitment
28. Veterans are migrating to LinkedIn via
these core channels
Veterans at LinkedIn Microsite
1.2 million visits during
Veterans Week 2014
• Job Seeker Materials
• Tips and resources
• Job Postings
• Success Stories
Veterans on LinkedIn 28
Department of Veterans Affairs
Over 160K US Service members
transition every year
eBenefits Veterans Employment
Center connects Veterans to
LinkedIn
Veterans Mentor Network
Nearly 75,000 Members
• Career Planning Tools
• Mentorship and Guidance
• Resources for Using LinkedIn
• Direct Marketing via several
social media channels
29. Veterans on LinkedIn 29
Military Candidates are engaged on LinkedIn
LinkedIn is helping Veterans make informed decisions about their careers
59% Follow a Company
55% Member of a Group
57% are active on LinkedIn
64% use LinkedIn Mobile
30. Veterans on LinkedIn 30
Veterans use LinkedIn to plan their career
journeys
LinkedIn is helping Veterans make informed decisions about their careers
57% Read an InMail
37% Viewed a Company Page
37% Viewed a Job
31. Military candidates are consuming content via
LinkedIn Pulse and Company Updates
• Since 2014, 60% of Military Candidates have seen a Company
Update on LinkedIn and 23% have engaged with an update.
Timeframe: January 2014 – March 2015
Veterans on LinkedIn 31
34. Veterans on LinkedIn 34
Establish a world
class Veteran hiring
initiative
Train your top-notch recruitment team
Establish a Veterans employee network
Use LinkedIn Recruiter to Build a Talent Pipeline
Use LinkedIn to Map the Veteran Talent Market
Use LinkedIn to Target Your Search
Use LinkedIn to Attract Veterans with Media
Use LinkedIn’s Data to Fine-Tune your Strategy
35. Reach the right veteran with information found
in our rich profile data
Sam Smith
Major, United States Marine Corps
Quantico, Virginia Military
Current United States Marine Corps
Previous United States Marine Corps
Education University of Virginia
575
connections
Background
Education
University of Virginia
Electrical Engineering, B.S.
1998 - 2001
Groups
Military
Background
Veterans on LinkedIn 35
Groups
Service member or
Veteran
Employer,
Education
Geography
Summary
I’m a motivated team-player motivated towards service and excellence. I’ve deployed
four times to Iraq and Afghanistan, serving with NATO allies and leading a dedicated
team through tough situations.
Skills, Honors,
Awards
School and
Degree
www.linkedin.com/samsmith
Connect
Rank,
Branch of Service
36. Use LinkedIn’s new search functionality to find
the right Veterans with skills you need
Veterans on LinkedIn 36
“Army+logistics”
“Military+engineer+management”
“Air+Force+aviation+operations”
“Naval postgraduate+space”
“Army+engineer+management”
37. Find the right
Veterans with
LinkedIn Recruiter
• Use LinkedIn Recruiter filters to identify “hidden
gem” Veteran markets to recruit from
• Target your search for Veterans with the skills
you want
• Build a pipeline for Veteran talent
• Reach out and build relationships with InMail
Veterans on LinkedIn 37
38. Bring your story to
life with a LinkedIn
Career Page
• Setting up a Veteran specific view will
dynamically serve content that is most relevant
to them
• Videos and testimonials allow you to focus on
messaging that resonates most with Veterans
Veterans on LinkedIn 38
39. Cultivate a Veteran community and keep the
conversation going in a group
Veterans have an affinity for previous service – and join industry and skill-specific groups
Veterans on LinkedIn 39
40. Employment branding media keeps you top of
mind year-round with Veterans
Targeted InMails
Status Updates Targeted Ads
Veterans on LinkedIn 40
41. Best Practices: Verizon
Veterans on LinkedIn 41
At Verizon, U.S. Veteran engagement is a business priority. Veterans
adapt their military values and skills into organizational success.
Verizon uses LinkedIn to recruit Veterans :
• LinkedIn Recruiter and InMails to connect with job seekers and passive
professionals
• Created their own Group “Recruiters 4 Veterans”
• Boolean searches, such as combining Military Occupational Specialty Codes
and military service branches to narrow results
• Sharing featured video on Veterans.LinkedIn.com site
42. Best Practices: Starbucks
Veterans on LinkedIn 42
Starbucks recruits Veterans for their skills and expertise, leadership
ability, and dedication to teamwork
Starbucks uses LinkedIn to recruit Veterans with:
• Starbucks Career Page on LinkedIn
• Advanced Search capability
• Veterans.LinkedIn.com site
43. Veterans on LinkedIn 43
Fine-tune your U.S. Veteran recruiting strategy with data
44. The complete supply and demand map shows
all regions with military talent
Washington, DC 119K
Norfolk, VA 58K
San Diego, CA 53K
Seattle, WA 48K
New York, NY 46K
Los Angeles, CA 44K
Dallas, TX 37K
San Antonio, TX 35K
Atlanta, GA 35K
San Francisco, CA 28K
Top Regions
In the coming years, significant personnel reductions may be seen at the following US Army bases:
Fort Benning, GA
Fort Bliss, TX
Fort Bragg, NC
Fort Campbell, KY
Fort Carson, CO
Fort Drum, NY
Fort Hood, TX
Fort Stewart, GA
J.B. Lewis-McChord, WA
Veterans on LinkedIn 44
45. Value Propositions Ranked by Importance
What Veterans care about when considering a career
Question asked: Please select the 5 most important factors when considering a job opportunity.
Source: LinkedIn Q3 2014 survey; Sample Size: 3,771
63%
56%
43%
40%
39%
37%
36%
31%
31%
27%
24%
23%
23%
22%
7%
61%
52%
31%
29%
43%
32%
30%
37%
30%
26%
30%
33%
32%
26%
7%
Compensa…
Balance
Security
Impact
Challenging
Pride
Culture
Career Path
Contributions
Superiors
Colleagues
Development
Vision
Flexible
Transfer
Veterans Non-Veterans
2%
4%
12%
11%
-4%
5%
6%
-6%
1%
1%
-6%
-
10%
-9%
-4%
0%
Compared to Non-Military
Military Candidates
are more concerned
with making an
impact than the
average LinkedIn
member.
Veterans on LinkedIn 45
46. The number of Military Candidates impacted by LinkedIn
prior to starting a new position is increasing
Indexed Share of Military Candidate Hires Impacted by LinkedIn
(100 index = % of military candidate hires impacted in January 2013)
100
124 125
134
118 124
134
110
132 137
147
160
140
170
199
213
200
217 222
198
232
246
255 257
267
294
242
The percentage of military
candidate hires impacted
by LinkedIn products has
nearly tripled in the
past two years
Veterans on LinkedIn 46
48. Veterans on LinkedIn 48
The following slides are guidelines showing
similar roles and responsibility between the
corporate world and the military
49. Business roles and similar Officer rank
Veterans on LinkedIn 49
Corporate Officer Rank Typical Role Typical Years
Experience
CEO General (Navy
Admiral), O-7 thru
O-10
Responsible for thousands of
people, $$ billions in
equipment, strategic decisions
22+ years
Vice President Colonel, (Navy
Captain), O-6
Commands thousands of people
with significant impact on
strategy and mission
20+ years
Senior Manager Lt Col (Navy
Commander), O-5
Commands hundreds of troops
and holds senior policy job
16-22 years
(avg age: 40s)
Middle Manager Majors and
Captains, O-3 and
O-4
May command hundreds in
combat, or run staff operations
4-16 years
(avg age: 30s)
Junior
employees
1st Lieutenant (Navy,
LT Junior Grade) O-
2
Knowledge of operations, may
command platoons
2-5 years
(avg age: 20s)
Entry level 2nd Lieutenant (Navy
Ensign), O-1
First years of service, may lead
teams of enlisted members
0-2 years
(avg age: 20s)
Veterans on LinkedIn 49
50. Business roles and similar Enlisted rank
Veterans on LinkedIn 50
Corporate Enlisted Rank Typical Role Typical Years
Experience
Senior Manager E-7 through E-9
(Senior NCO)
Commands hundreds of troops
with significant impact on policy
and mission. Plans, directs,
coordinates work activities.
16-30 years
(avg age: 40s)
Middle Manager E-6 (Junior NCO) Significant operational
experience, lead enlisted troops
10-16 years
(avg age: 30s)
Junior / Middle
Management
E-4/ E-5 (Junior
NCO)
First line supervisor for junior
enlisted members
4-10 years (avg
age 20s to
early 30s)
Junior
Employees
E-2 to E-4 Knowledgeable on how
things operate but still
gaining work experience.
2-4 years
(late teens to
early 20s)
51. Common Military Job Titles
Veterans on LinkedIn 51
Commanding Officer: Significant responsibilities as the Officer-in-charge of a
unit, with ultimate decision-making authority and responsibility.
Command Master Chief: A senior Non-commissioned officer in charge of a
specific function, supporting those in a command position.
Platoon Leader: A young (in rank) commanding officer, responsibility for
managing a large group of subordinates (up to 50 people) towards a common
mission and with millions of dollars of equipment.
Staff Officer: Director of managing a functional area for a supervisor
Executive Officer: Senior role, supporting the commander in the Navy or
Marine Corps. Second in command at the squadron or battalion level, or of a
ship. In the Army, this is a staff level position, and in the Air Force, this is a
junior staff administrative assistant position.
Executive Assistant / Aide-de-Camp: Staff, administrative duties and
confidential assistant who often travels with and supports the commander.
52. Glossary
Veterans on LinkedIn 52
Branches of Service:
-Army: Largest of the services, responsible for ground operations “soldiers”
-Navy: Responsible for naval security and transportation. “sailors”
-Marine Corps: Responsible for rapid deployment. “Marines”
-Air Force: Responsible for air, space, and cyber operations. “airmen”
-Coast Guard: Protects the coastline, managed under Homeland Security
“coastguardsmen” or “coasties”
Service Status:
-Active: Service members who serve in the military full time
-Reserve members: Service members who serve in a part-time capacity (“one
weekend per month, two weeks per year”)
-National Guard: Service members who also serve part-time capacity, but under
State control, unless federally mobilized
Both Reserve and Guard have been deployed repeatedly over the course of the last
14 years in support of operations in Iraq and Afghanistan
53. Glossary
Veterans on LinkedIn 53
Rank/Grade:
-Officer (O-1 and above): Managers and leaders of the force, commissioned
through Service Academies, Reserve Officer Training Corps (ROTC) or Officer
Candidate School (OCS).
-Warrant Officer (W-1 and above): Technical experts in the Army or Navy
such as some US Army helicopter pilots. A small percentage of the overall
Armed Forces.
-Enlisted (E-1 and above): Enlisted ranks are specialists and supervisors:
Non-commissioned officers (NCOs) are leaders within the enlisted ranks (E-7
and above are Senior NCOs) and Junior NCOS (E-4 to E-7) are are technical
experts and front-line supervisors. Junior enlisted (E-1 to E-4) are new recruits
and often in a training status.
Typical terms for transitioning service members:
-DDForm 214 – Transcript of service member experiences, training, honors
and awards and dates of service.
-MOS/AFSC/NEC – Military Occupational Specialties are job codes describing
a military members role in the service
-JMO/NCO – Junior Military Officer (O-1 to O-3) / Non-Commissioned Officer
(typically E-4 and above)
-ETS/DOS – Expiration Terms of Service / Date of Separation
Editor's Notes
Source: Veterans Talent Pool, October 2015
The servicemember and veteran community is a microcosm of LinkedIn’s broader community. Veterans are highly trained and skilled, and there is high demand for their leadership and experience. In recent years, however, we’ve seen an inefficient marketplace, and nationwide, veteran unemployment (particularly among post-9/11 veterans) has been higher than the national average. While unemployment among recent Veterans is trending downward, LinkedIn can provide solutions to connect talent with opportunity. LinkedIn has access to a growing network of veterans and over 3 million companies, 380 million members, and 25,000 educational institutions.
LinkedIn’s networks will be particularly important in the next few years as the US Army – the largest of the military branches – is drawing down from a high of 550K in 2012 to 450K in 2017.
https://www.whitehouse.gov/joiningforces/commitments
These are just some of the companies that have made hiring commitments for veterans
100K Jobs began with a coalition of companies with a goal of hiring 100,000 veterans. It continues with the goal of hiring 300,000
LinkedIn has taken an active role in veteran hiring in 3 main areas. LinkedIn has produced resources for veterans to assist in their transition from the service to the civilian world, establishing veteran job seeker materials, a veteran mentor network group where information can be shared and veterans can connect with employers, and establishing the Job Seeker Premium, where Veterans are featured applicants and enjoy many of the benefits of premium membership, such as advanced search tools and contact with hiring managers.
LinkedIn has conducted outreach with partnerships such as the White House’s Joining Forces initiative and the 100,000 Jobs Mission, standing alongside many corporate employers to commit to hiring veterans and improving their transition from the military to the workforce. With the Department of Veterans Affairs, LinkedIn has established a strong partnership with the eBenefits Veterans Employment Center, where military service members who go through the Transition Assistance program are then trained on VEC (and LinkedIn profiles are imported).
Source: https://www.ebenefits.va.gov/ebenefits/jobs
LinkedIn’s Veteran Employee Network group – is engaging with the veteran community outside of LinkedIn, planning mentorship activities, and working on recruiting more veterans to LinkedIn.
Being in the military is not just a job, it’s a way of life. The military is a diverse group, dedicated to service above self. All members of the military are volunteers, and today, less than 1% of our nation’s population is currently serving (as compared to 6 to 7% during Vietnam, with the draft). The full Veteran community today is about 8% of the US population, and when you include military families, that’s a total of 20% of our population.
The military is relatively young, with service in leadership roles, and often making life and death decisions. It takes great responsibility and ownership of their actions and working with a team towards a higher purpose, putting a premier on excellence.
Finally, military Veterans are accustomed to making big sacrifices for their job and taking on tough assignments.
(Also: entrepreneurship, responsibility, team-oriented, comfort with ambiguity, technical skills, cross-cultural and diverse experiences, perform well in tough environments, resilient)
While many things are the same throughout the military, each of the 5 military service branches has its own mandate, assets, lingo, and uniforms. While today’s operations overseas often happen jointly, there’s a healthy rivalry between the services. There are also distinct ways of referring to each type of servicemember.
The Army is the largest of the services, responsible for large and long term ground operations. The Army is drawing down from a high of 550K troops to 450K by 2017. Best way to refer to someone in the Army is as a “soldier.”
The Air Force is responsible for air, space, and cyber operations. Born out of the Army in 1947, the Air Force is relatively young. Refer to them as “airmen.”
The Navy is responsible for naval security, transportation, and force projection. This is the service with aircraft carriers and submarines, but also more aircraft than the Air Force! Refer to them as “sailors.”
The Marine Corps is known as “first to war” and the first to deploy in an expeditionary manner.
When in doubt, use “troops” or “service members.”
Within the military community, there are various definitions: Active duty members serve in the military full time. Some complete a 20 year career until retirement, but most do not. Reserve members serve in the military part-time and have a “civilian” job as their primary role. Guard members, in the Air Force and Army, are under state control but can be federally mobilized to go overseas. Guard and Reserve often say “one weekend a month and two weeks a year,” although these members have been deployed repeatedly over the past 13 years at war.
It’s important to note that the definition of “veteran” is those who served in the active components and were discharged or released under conditions other than dishonorable. Reserve and Guard members can also serve on “active” status. Also, it’s important to note that women veterans often do not self-identify as veterans.
The total LInkedIn military population of 2M+ members encompasses all of these groups.
Source: Business Insider, Military One Source for latest demographics (http://www.businessinsider.com/us-military-demographics-2014-8?op=1)
In the military, rank reflects leadership, not just a pay grade. You may encounter the terms “grade” and “ranks.” While ranks differ between the services, the grade of that position is the same across all military services (O-1 for officer, increasing in responsibility, and E-1 for enlisted). At 83% of the total force, the clear majority of the total military force are enlisted, and this comprises both junior enlisted and non-commissioned officers. Enlisted members are the technical experts with hands-on tactical training, but many have advanced degrees. Officers, 16% of the force, are the leaders and managers of the organization.
The main difference between officers and enlisted is how each joins the service. Enlisted join up, require a high school degree or equivalent and must meet other recruiting standards. Officers are commissioned, and carry a commission of command directly from the President, through Officer Candidate School, Reserve Officer Training Corps, or a Service Academy.
While there may be some equivalence between ranks and civilian roles (ie. a General is likely a CEO equivalent), we must be careful not to pigeonhole military members into these roles based on their past experience, as they are a varied, highly educated and experienced group.
Sources: Compiled from various sources, including employer roadmap, Hire our Heroes, US Chamber of Commerce.
Recruiters may encounter unfamiliar terms when interacting with a veteran candidate. Here are just a few:
The DD Form 214 is a Department of Defense Form 214 with service member experiences, training, honor and awards, and dates of service. This is what an employer should use to verify veteran status.
The “MOS” (or AFSC or NEC in other branches) is a job code describing a military member’s role in the service. For example, 11M2K “Mobility Pilot” in the Air Force.
JMO/NCO: JMO is a junior military officer with leadership experience, and a NCO’s are mid to senior level enlisted with significant managerial experience. Many employers have JMO-specific hiring programs. NCOs and enlisted bring exceptional skills, experience, and education
ETS/DOS are a member’s last day in the service.
Image Sources: Admiral Howard (Public Domain). Command Master Chief Petty Officer Frank Dominguez (http://commons.wikimedia.org/wiki/
Command Master ChiefJosh Dugan, of Naval Station Everett. US Navy photo by mass communication specialist 2nd class Justin A. Johndro / Released 150401-N-MN975-012. Image cropped from original. (https://www.flickr.com/photos/usnavy/16835051888/in/photolist-rDE3pj-nvJAL7-ftb13w-8rX3tY-nSRAPy-qJ5iXH-spCmkT-8rX44q-8CCzqk-d9QP4B-8rTXXv-8CFEDj-5bhArN-8DEsaq-c4bAfE-8QsiEf-2fqC2-583TaH-dxrtZB-dxwWdJ-fL5mkh-mXBbGK-chCT15-anbF3i-7JM6DS-okEiCG-8BTqDZ-pYCdLE-8CCzne-8CCzs2-anerDs-dxru34-fhebmW-cuZRhN-ad8Mhx-8rTXWz-8DEsX9-8DErcw-ebEcxJ-ebEdGJ-8EKoH7-axvpqP-qzWHzM-8FeMAY-e9FWjv-dyZBmK-anevCm-ejFiBi-89c8iR-bVWpqJ)
Platoon Leader: (http://commons.wikimedia.org/wiki/File:Flickr_-_DVIDSHUB_-_Spartan_Platoon_Says_Good-Bye_and_Good_Luck_to_Platoon_Leader_Hart.jpg)
There are many different types of jobs in the military and roles spanning entry level to manager and director. 81% of military jobs have a direct civilian translation, and there are over 7K positions in over 100 functional areas (such as construction, contracting, foreign affairs, lawyers, nurses, security). Military training is specific and technical, and members must meet high standards to be assessed, to compete, and to rise up in selective career paths.
Recruiters may encounter Servicemember and Veteran member profiles with unfamiliar job titles, here are just a few:
Commanding Officer: Has significant responsibilities as the officer in charge of a unit, with ultimate authority of that unit
Command master Chief: A senior non-commissioned officer in charge of a specific function, supporting those in a command position
Platoon Leader: Form of a commanding officer, responsibility for managing a large group of subordinates towards a common mission
Staff Officer: head of managing a functional area for a supervisor
Photo Source: http://commons.wikimedia.org/wiki/File:U.S._Air_Force_Capt._Belinda_Rice,_a_flight_nurse_with_the_34th_Aeromedical_Evacuation_Squadron,_Peterson_Air_Force_Base,_Colo.,_listens_to_feedback_from_an_observer-controller-trainer_during_a_flight_aboard_140313-F-XL333-437.jpg
There are many different types of jobs in the military and roles spanning entry level to manager and director. 81% of military jobs have a direct civilian translation, and there are over 7K positions in over 100 functional areas (such as construction, contracting, foreign affairs, lawyers, nurses, security). Military training is specific and technical, and members must meet high standards to be assessed, to compete, and to rise up in selective career paths.
Because these positions are so varied, encourage you to go beyond the “skills translator” to understand the narrative of a Veteran’s experience.
Source: Veterans Talent Pool slide deck, April 2015
Service members and veteran members of LinkedIn have years of experience at various levels of an organization – the vast majority, 874,000, with over 15 years of experience from entry level to managerial and director experience, and job functions spanning operations, security and IT, and healthcare.
Source: Veterans Talent Pool slide deck, April 2015
Source: Veterans Talent Pool slide deck, April 2015
Source: Veterans Talent Pool slide deck, April 2015
Source: Veterans Talent Pool slide deck, April 2015
Source: Veterans Talent Pool slide deck, April 2015
Source: compiled from various sources including Hire our Heroes (US Chamber of Commerce). More information on PTSD here: http://www.ptsd.va.gov/public/
There are many common myths when hiring military veterans. While not an exhaustive list, here are a few:
Myth: Anyone can serve in the military. Fact: Standards are high and rigorous.
Myth: Veterans are unstable because of health issues. Fact. Veterans are diverse and resilient. Most do not have health issues as a result of their service, and many have used treatment and rehabilitative care. About 55% of the total population experiences trauma – and 10% of those develop Post Traumatic Stress Disorder. Most veterans who experience PTSD or Traumatic Brain Injury (TBI) rehabilitate. Accommodating them with flexible work schedules, and knowing where to find resources (http://www.ptsd.va.gov/public/) can be most helpful.
Myth: All Veterans served in combat. Fact: All those classified as Veteran served on active duty, but not always in a combat environment. Veteran experiences are diverse.
Myth: Reserve duty interferes with work. Fact: Reserve and Guard members are able to balance their work commitments and often know training and deployment dates months or years in advance.
Source: compiled from various, including IVMF, Military.com, and Hire our Heroes: http://vets.syr.edu/wp-content/uploads/2014/07/TheBusinessCase7.14.pdf
Veterans have a diverse set of skills and experiences that make them well-suited to team-oriented, top performing corporate environments.
The LinkedIn Veteran microsite was re-launched over Veterans Day 2014 with over 1.2 million visits that week, and continues to receive heavy traffic at approximately 1,000 visits per week. Veterans have access to helpful job seeker materials to assist them in building networks, building and managing their profiles, and connecting with employers. The Veterans site includes company job postings and success stories of LinkedIn members who have successfully found new opportunities through the network.
Through the Dept of Veterans Affairs Veterans Employment Center, LinkedIn is helping veterans make the transition. According to the Department of Labor (http://www.dol.gov/_sec/media/reports/veteranslaborforce/) the military transitions approximately 160K veterans per year.
With over 75,000 members, the Veterans Mentor Network is an outstanding resource for Veterans to share guidance, build mentorship relationships and networks, and for employers to post career opportunities.
Source: April 2015 Veteran Talent Pool report
Veteran Job Seekers are using LinkedIn in many ways to plan the next step on their career path, such as networking, reading and sharing influencer posts and articles , keeping in touch with their connections, and seeking career opportunities.
57% of military candidates are active on LinkedIn
59% follow a company
55% are a member of a group
64% use LinkedIn Mobile
Source: Veterans Talent Pool Report, April 2015
Here are just a few tips to build your Veteran hiring program, and be a preferred employer of veterans:
Gain high level support, dedicate a team and a budget, train your recruitment team on military culture and skills, establish a Veterans employee network, identify roles and training that allow Veterans a path to advancement and careers at your organization.
Next, here’s how you can use LinkedIn to expand your search…
Service members and veterans on LinkedIn can include those who are active duty, Guard and Reserve, those in transition or those veterans who have been in the workforce for a while.
LinkedIn can help you reach veterans with targeted search criteria, including:
Branch of service (using keywords such as USAF or US Coast Guard)
US military schools (The Citadel, Naval Postgraduate School, Service Academies)
Groups (Veteran Mentor Network, US Army, Texas A&M Corps of Cadets, for example)
Tailor your Boolean search strings to find veteran candidates. You can do so by officer, schools or degree, specific military occupational specialty or skills.
Use a LinkedIn career page to generate interest in your company’s career opportunities. Highlight veterans at the company, veterans network, consider a long form post about Veterans working at the company. The LinkedIn career page is a great way to include job postings and mentorship opportunities, as well as pathways to advancement. One best practices is to highlight the ‘How To’ of applying and getting hired at the company.
Veterans have a high affinity to groups. For example, the Veteran Mentor Network is a community of veterans, employers, service members, and leaders. It’s a group designed to connect professionals with Veterans and provides them advice.
Search by group and skill set for a more refined search. Search by or join veteran organizations, examples include:
Veteran Mentor Network
Veteran Service organizations, such as
Iraq and Afghanistan Veterans of America
Student Veterans of America
-Team Rubicon
- Vietnam Veterans of America
- American Corporate Partners
You can use groups a number of ways:
Post jobs into groups to gain visibility
Search for members of groups
Have your Veteran recruiters be active in these groups – use “thought leadership” and successful transition stories to brand your company as a preferred Veteran employer.
Engage veterans with media on the LinkedIn platform, and then drive them to your customized career page. Promote your company’s military friendly values, such as teamwork, service-oriented work, impact and purpose and highlight your company’s Veterans to do so. Also illustrate successful transition stories.
Verizon is a top Veteran employer, using LinkedIn Recruiter to connect with professionals and using advanced search and groups to expand their network.
Verizon has used LinkedIn Recruiter and InMails frequently for veteran hiring.
Verizon created a group called “Recruiters 4 Veterans.” They use it to engage with military groups, make comments on discussions, post jobs, and to drive veteran talent to Verizon’s open positions. The best use they get out of these groups is engaging with veterans to share their experience on resume writing, interviewing techniques and branding yourself. Groups offers great branding and engagement opportunity.
Starbucks is also a leader in Veteran recruiting, and has used their Career Page on LinkedIn for content to brand and attract Veterans.
Source: Veterans Talent Pool Report, April 2015
Source: Veterans Talent Pool slide deck, April 2015
Source: Veterans Talent Pool slide deck, April 2015
However, keep in mind there is not a clear comparison between the private sector and 24/7 job like the military. In addition, the US structure is civilian control of the military, with the President as Commander-in-Chief.
Commissioned officers are similar to the managers of the company, with broad areas of responsibility for the management, organization, and efficiency of various departments of the corporation. Senior commissioned officers (generals and admirals) are the board of directors. Warrant Officers can be thought of as the experienced technical specialists that the company hired to perform highly-specialized functions.
This is meant to be a guide for how these roles and responsibilities might translate to civilian business. It’s important to note that all veteran job candidates should be evaluated on their own merits.
Enlisted members are the experts and technical specialists who are “hands-on” on the job. Non-commissioned officers (Army, Air Force, and Marines) and Petty Officers (Navy and Coast Guard) are the foremen and line-supervisors. They perform the job, but also provide direct supervision to the other workers. Senior NCOs (Army Air Force and Marines) and Chief Petty Officers (Navy and Coast Guard) are senior managers who came up through the ranks of the corporation.
Because of the structure of the relationship between officer and enlisted, officers will always outrank enlisted members – so the most junior officer still outranks the most senior NCO. In turn, the most senior decisions – VP and CEO level - are made by officers.
This is meant to be a guide for how these roles and responsibilities might translate to civilian business. It’s important to note that all veteran job candidates should be evaluated on their own merits.
Senior NCOs are (E-7 and above) and junior NCOs (E-4 to E-7) are technical experts and front-line supervisors. Junior enlisted (E-1 to E-4) are new recruits and often in a training status.