Driving the shipLeading & Managing a military veteran sourcing programDan PiontkowskiHP Veteran Staffing Program ManagerOctober 2013

Integration, not segregation

Industry experienc

edCollege/

universityMilitary

veterans

More than just recruiting

SourcingInterviewingOnboardingReportingAffinity GroupsRetaining

Individual functions all driving together

Understanding the valueThe veteran talent pool

Easily defined career levelsEasily identifiable skill setsProfile basedGeographically dispersed and mobile

Renewable talent pool

Diversity within diversityInside the veteran talent pool

Veteran profile(s)Fresh out of uniform and active duty• 4 years in uniform or 20+ years in uniform• First career outside of military• Pure, raw talent to business worldWorking for your competitor• Left active duty years ago• Industry/functional expert• Well defined skill set

Tasking 1 person as “the veteran recruiter” slows down the process for career seekers that are veterans

Integrated, not segregated

Jobs are not designated as “veteran only”Veterans are another talent pool to engageDiversity of candidates• Functional skills• Education levelsCater to the hiring authority, not the job posting• Market to the manager, not the job description

Raw Talent

Skill Set

Location

Career Level Hire

Create a presence that draws veterans to youPurpose of your veteran sourcing team

Take your company/brand to the veteran community• Doesn’t require new branding materials• Utilize existing brand, but to the new audience/portals

SME’s in the military space + Recruiting skillsDeveloping pipelines of talent for all Sourcing/RecruitingTrain/Assist Sourcing/Recruiting with knowledge

HUMAN translators• First touch point for a veteran interested in your company• Translates what the veteran has where it fits in your org• Translates what the veteran wants where it fits in your org

Veteran sourcing leader

The straw that stirs the drink100% Full time, dedicated roleConstant presence to military community is paramountConstant presence inside Sourcing/Recruiting is paramountAlign macro-level relationships with veteran organizationsProviding valued tools for sourcers/recruiters to use

Know what you are looking for

Identify the profile you want• Education level• Career level• Location• Functional skillIdentify where to get that profile

Imaginary Obstacles

We don’t have an MOS translator

I don’t know what a Captain is

I don’t understand their resume

Best Practices

Identify your needsEducate your recruitersAlign tools for ALL recruiting to useUse veteran sourcing team to fill the pipelineLean forward and actively engage• If you can’t go out and get them, make it easier for them to get to youCareer matching vs. job function matching

Find a way to say YES,

Before your competitor does.