Talent Connect 2018 - Military Talent
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8 simple tips to help your org, regardless of size or location, bolster your abilities to attract, assess, select, and retain Military Talent.
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Talent Connect 2018 - Military Talent
- 1. MilitaryTalent Hire them to help you win! Philip Dana VP,Talent, HR Ops, &Total Rewards Bridgepoint Education
- 2. Today’s agenda 9:30 Introductions 9:35 Eight Simple Tips 10:00 Q&A 10:15 Close
- 3. 1. Look inside your lifelines
- 4. 2. Select the right point person
- 6. 4. Retention
- 7. 5. Resumes
- 8. 6. Benchmark
- 11. Eight simple tips Have an executive sponsor Select the right point person Retention Look inside your lifelines Resumes Benchmark Value Proposition Overwhelming help
- 12. Thank you
Editor's Notes
- What this session will be: Encouragement and Advice for more organizations to target military talent, from someone who has personally done it across numerous industries and company sizes. 8 simple tips to follow for successful military talent programs. What this session will not be: Looking for your business, or riding the wave of veteran popularity.
- LOOK INSIDE YOUR LIFELINES. It's critical to identify the veterans already working for your company and engaging them in the process of attracting, assessing, selecting, and retaining military hires. This may take some social media and internal communication skills, since your self-id rates could be low. Knowing who is/was enlisted vs officer, Guard, Reserves, and Retired is critical. If they carry a DoD ID, then they can go on/off military installations and represent your program. It's also important to know, so you can pair candidates and new-hires with the right internal mentor.
- HIRE, or SELECT, a MILITARY TALENT REPRESENTATIVE. Your program will take flight if you park an internal or external hire into the HR/Talent Acquisition team with real goals and numbers to achieve. Know your hiring needs and get the right representation, ie; if you hire technicians across the country, select a Senior NCO who can get on and off bases at will, to engage with the correct NEC/MOS's. If you hire consultants or technical PM's, then you may want a previous JMO for their networking ability within the alumni associations and websites.
- EXECUTIVE SPONSORSHIP. It's very difficult for the hiring of veterans to flourish without someone in the exec ranks helping you create the buy-in, and the Demand for the talent. They also come to play with several events, and publications. CEO preferred. It also helps to recognize that Military Talent programs should not be singularly focused on transitioning vets, but should have percentage goals up and down the chain of command. It would not make any sense to flood an org with military hires, if you didn't have vets in the Dir, VP, SVP/EVP ranks to help mentor and support.
- RETENTION. Retaining military hires is a challenge, but similar to Early Career talent...you need to plan. Mentorship, rigorous on-boarding, career path design, and continuous feedback all have to be in place.
- RESUMES. http://www.slideshare.net/militarytalent/a-good-template-for-military-resumes. Too many recruiters and hiring managers, new to hiring veterans, get stuck on the resumes and translating skill-sets. Stick to open ended behavioral questions, or prove-your-craft exercises, and listen carefully to the answers in order to shape the competency. If you're a data-driven culture, then listen for the proper answers laced with analytic thought process and data. You don't have to understand the language 100%. A competency is a competency, and a value is a value in both the military and the corporate world.
- BENCHMARK. Hundreds of companies are now hiring veterans and doing a good job at it. Grab a GI Jobs Magazine, US Veterans Magazine, or look at the companies attending SACC and Military MOJO to reach out and do some benchmarking. A great organization to tie into is the Direct Employers Association.
- VALUE PROPOSITION - BRANDING. Screaming Eagles, Red/White/Blue, stock photos of military who clearly are not military in the all the wrong ways.....These websites and ads in magazines really crack me up. How about the skill sets, values, and success stories from within. Don't try to entice vets to your org with the flag waving...entice them with world class value proposition for TALENT!
- OVERWHELMING HELP. At last count, there are over 4,000 organizations that "help vets with jobs." Know your talent needs, geographies, and be careful in selecting your partners. Also, you don't need a huge budget to grow a program. There are several amazing programs that will feed your funnel - PaYS, ESGR, H2H, MSEP, Joining Forces, 100,000 Job Mission, Hiring Our Heroes, etc. ACAP/TAP events, and a few others - pretty much free. Grabbing your vet employees to get busy on linkedin, facebook, and twitter is also free.