best practices in recruiting & hiring military veterans

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OUR PANELISTS

Jessica Miller-Merrell

@blogging4jobs

Chris Norton@chrisnorton37

Marylene Delbourg-Delphis

@mddelphis

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• Shoestring Budget• A little focus and a lot of passion go a long

way• Four fold increase in documented military

hires after 12 months• Twice that again in second year

• Top-Down support is key• Passion is a must • Enlist Veterans you already have on board

KEY LESSONS

• Qualities of Veterans• Social Impact• Bottom Line• Gap• Military 101• How to reach out

AGENDA

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1. Accelerated Learning Curve2. Leadership3. Teamwork4. Diversity and Inclusion in Action5. Efficient performance under

pressure6. Respect for procedures7. Application of Technology 8. Understands the impact of

globalization9. Integrity10. Conscious of health and safety

standards11. Triumph over adversity12. Work effectively with minimal

supervision13. Entrepreneurial Mindset

QUALITIES DEVELOPED IN MILITARY SERVICE

1. Accelerated Learning Curve2. Leadership3. Teamwork4. Diversity and Inclusion in Action5. Efficient performance under

pressure6. Respect for procedures7. Application of Technology 8. Understands the impact of

globalization9. Integrity10. Conscious of health and safety

standards11. Triumph over adversity12. Work effectively with minimal

supervision13. Entrepreneurial Mindset

QUALITIES WE’D LIKE EMPLOYEES TO HAVE

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18-24, Post-9/11 Post-9/11 (all ages) Overall (18+)0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

30.4

%

9.8%

7.7%

16.3

0%

8.90

%

8.90

%

Veteran Non-Veteran

Longer term, lower unemploy-

ment

FACTS ABOUT UNEMPLOYMENT

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• Returning Heroes and Wounded Warrior Tax Credits

• A Challenge to the Private Sector to Hire or Train 250,000 Unemployed Veterans or Their Spouses by the End of 2016:

• Career-Ready Military• Transition to Private Sector

WHITE HOUSE FOCUS

Read more http://b4j.co/civilian-employment-2013

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BOTTOM LINE IMPACT• Veterans Opportunity to Work (VOW) Act of

2011 • Returning Heroes/Wounded Warrior Tax Credits

for each Veteran Hired• If hired through VA Vocational Rehabilitation

Program, VA picks up 50% of first six months’ Salary

• Reduced Training and Recruitment Costs• Public Relations

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MYTHS-EDUCATIONALBOTTOM LINE IMPACT

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– Branches of the Military– Ranks– Military Service Status– Military Academies &

Commissioning– Military Culture – Military Compensation &

Allowances– Military Benefits– Screening and Interviewing Military

Candidates– Addendums

HOW TO HIRE MILITARY

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MILITARY RANKS

O

• Commissioned Officers - generally receive training as leadership and management generalists, in addition to training relating to their specific military occupational specialty or function in the military. A minimum of a Bachelors Degree.

• Grades - Junior Officers O-1 through O-3; Sr. Officers O-4 through O-6; General Officers O-7 through O-10

WO

• Warrant Officers – are rated as an Officer above the senior-most enlisted ranks, as well as Officer Cadets and candidates, but below the officer grade of O-1. Warrant officers are highly skilled, single-track specialty. (Note: The Air Force no longer has the rank of WO)

• Grades W-1 through W-5 .

NCO

• Non-Commissioned Officers - (usually) obtain their position of authority by promotion from the lower ranks.

• Grades - In the Army, Marines and Air Force, grades of E-6 and above are considered Senior NCOs, while in the Navy and Coast Guard E-7 and above are Senior NCOs.

E

• Enlisted - enlisted service personnel perform jobs specific to their own occupational specialty.

• Grades - E-1 through E-9

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MILITARY COMMISSIONING SOURCES - ACADEMIES

Air Force Academy (USAFA)

Colorado Springs, Colorado

United States Naval Academy (USNA)

Annapolis, Maryland

United States Military Academy (USMA)

West Point, New York

United States Coast Guard Academy (USCGA)

New London, Connecticut

United States Merchant Marine Academy (USMMA) Kings Point, New York

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MILITARY COMMISSIONING SOURCES - OTHER

• Reserve Officer Training Corps (ROTC)• Officer Candidate School (OCS)• The Academies, ROTC and OCS, account for

over 95% of the Officer population

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MILITARY SPECIALTIES• “MOS” is used in resume or in other

military documents to depict areas of special occupations the Enlisted servicemember may have performed.

– MOS is an abbreviation for Military Occupational Specialty. Applies to Enlisted personnel. DMOS is used to identify what their primary job function is at any given time. (Navy uses Rating)

– MOSQ abbreviation of Military Occupational Specialty Qualification. An individual is not MOSQ’d until they have completed & passed all required training for that MOS.

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SERVICE STATUS• Service Status

– Active – Reserves – Discharged – Listed on the DD 214 Form– Separated– Retired

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CULTURE• Intangible bonds

– Loyalty– Commitment– Teamwork & cohesion with unit - Individualism is set

aside for service.

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MILITARY CULTURE Army - Loyalty, duty, respect, Selfless service,

Honor, Integrity, Personal Courage

Navy & Marine Corps: Honor, Courage, Commitment

Air Force: Integrity, Service before Self, Excellence

Coast Guard: Honor, Respect, Devotion to DutyCore Values - Duty, Honor, Country

• Military hierarchy is core to its structure - Rank is highly respected.

• Perspective is quite different in that it is considered a privilege to “belong to the military.”

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TODAY’S MILITARY DEMOGRAPHICS

All Volunteer force for 40 years

2.2 M total serving in uniform today vs. 15M in WWII

Racial Integration began in 1948

15% of the military are women

Educational background

is higher

Marital status is higher than

civilian

Average age is older

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COMPENSATION• Bpay is paid according to rank and tenure. Military pay is that it has a both a

Taxable and Tax Exempt component

• Base Pay Compensation based on:

– Pay Grade (e.g., “O-3” is the third pay grade level for an Officer) – Time in Service (e.g., 7 years of total service)– Dependency Status (e.g., Married or Single)– Geographic Duty Location

• Taxable Income:– Base Pay– COLA (Cost of Living Allowance)– Bonuses (e.g., Aviation Continuation Pay)– Special Pay (e.g., Hazardous Duty Incentive Pay) – Other Allowances (see Addendum C)

• Tax Exempt Income: A general guideline for translating Military Pay to private sector compensations is to add a factor of 30 - 40% of base pay to the servicemember’s base pay to take into account Tax Exempt income and Allowances, which may include:– BAH( Basic Allowance for Housing) – BAS ( Basic allowance for Subsistence)

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MORE ABOUT BENEFITS

• Complete health care • Discounted grocery shopping at the

commissary or exchange • Review found that military benefits in some

cases exceed those offered by the private sector.

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BENEFITS• Medical Coverage - no premiums, low deductibles, co-pays or cost

shares with private medical providers

• Servicemembers Civil Relief Act (SCRA) - protection to those called to military service in the armed forces

• Servicemembers Group Life Insurance (SGLI) - Service members automatically have the maximum $400,000 of SGLI coverage

• Family Servicemembers’ Group Life Insurance (FSGLI) – FSGLI provides automatic coverage to the spouses and dependent children ($10,000) of service members who have SGLI coverage. No cost

• Thrift Savings Plan (TSP) - Federal Government-sponsored retirement savings and investment plan

• Military Vacation System: 2.5 calendar days/month up to 60 accrued days.

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– Skill sets, experience and education vary greatly within the Military community so it is important to understand some generalities for different populations.

General Target Populations for Transitioning Service Members based upon Skill Sets, Experience and Education

Enlisted: E3–E4

3–6 years of service

Enlisted: E5–E7

5–10 years of service

Officers: O1–O3 Lieutenants ,Captains 4–10 years of service

E-8, E-9, Major to Flag Officers

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Understanding Military Experience

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RESUME CRITIQUE FOR MILITARY CANDIDATES

• Officer or Enlisted• Overall Considerations:

– Prior private sector employment– Highest rank in the military – as a reference point for level of

education, performance or testing– Job functions performed– Leadership experience – can start at the E-5 rank and

above– Language skills– Voluntary roles that require specialized training (Special

Warfare, Submariners, etc.)• Resumes from Military candidates may not be well

constructed –not all candidates have received resume and interviewing training and they may include a lot of military jargon. Often they follow the “Federal Resume” format.

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YOUR MILITARY RECRUITING STRATEGY

• Research• Focus Groups• Build Relationships • Candidate Focus on Activities Online

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THE RECRUITING FUNNEL

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ONLINE SOCIAL CHANNELS

• Transactional recruiting

• Communities restricted

• Costs for candidate mining

• TOS & Privacy

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ONLINE SOCIAL CHANNELS

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TALENT NETWORKS: MILITARY CIRCLE

Events: WebinarsLive video discussions

Blog posts: comment & share

Document library

Videopresentation

Job openings

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THE VETERAN’S SOCIAL EXPERIENCE

• Veterans join a network, not a database.

• They have an account• Profiles are automatically

populated and updated from their source.

• Veterans can include a video introduction of themselves

• The end of stale resumes sitting in your databases and the beginning of a live relationship with your company.

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LIVE CONVERSATIONS AND WEBINARS

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MOS TRANSLATOR

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SUCCESSFUL VETERAN PROGRAMS

• GE• AT&T• Goldman Sachs• Home Depot• Amazon• JP Morgan

Chase• Cisco • Microsoft

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HOW TO MEASURE SUCCESS

• Veteran Turnover vs Non-Veteran• Hire vs Service Type• Source of hire • Cost of hire • No. of hires • Veterans by Recruiter

FUN FACT: The average HR professional spends 7 hours a week analyzing & building workforce metrics reports & spreadsheets.

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MEASURING SUCCESS AND CONTINUOUS IMPROVEMENT

TalentCircles Proprietary Information©

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QUESTIONS?

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LEARN MORE ABOUT . . .

• Chris Norton www.b4j.co/chris-norton-bio• Jessica Miller-Merrell www.b4j.co/JMMbio-12• Marylene Delbourg-Delphis www.b4j.co/marylenedd

Resources: LinkedIn Veteran Program - http://b4j.co/linkedin-veteran; White House Military Readiness Program - http://b4j.co/civilian-employment-2013; Talent Circles Veteran Series – http://blog.talentcircles.com

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GET HRCI RECERT CREDITS

This presentation is worth 1.0 Business HRCI Credit. Visit http://b4j.com/hrciwebinars