Hiring Veterans A Step-by-Step Toolkit for Employers

Hiring VeteransA Step-by-Step Toolkit for Employers

JAN WebcastNovember 9, 2010Lisa Stern | [email protected]

What we know about Transitioning Service Members

Transitioning Service Members • Tend to possess an overall skill set that shows tremendous benefit the civilian

workforce: • accelerated learning curve• dedication and focus• gets the job done• works brilliantly under pressure• more…

• Have difficulty translating their military experience into civilian language and terminology – and therefore have trouble getting their resumes to “the top of the pile”

• Are often unsure about exposing their military history due to societal stigma (re “the war” and media-displayed invisible injuries of war)

Injured Returning Service Members

• More than 36,000 service members return with significant physical injuries.

• Signature injuries of the current overseas conflicts are unseen. • Nearly one in five veterans of the Iraq and Afghanistan

wars is currently suffering from depression or stress disorder. Estimates range up to 300,000 with PTSD.

• 19% report they might have experienced a TBI, usually as the result of a roadside bomb. Approximately 60,000 have sustained mild TBI.

• PTSD among returning service members will cost the nation as much as $6.2 billion in the two years following deployment -- an amount that includes both direct medical care and costs for lost productivity.

Stigma

• When the Society for Human Resource Management surveyed its members (June 2010), 46% said they believed post-traumatic stress and other mental health issues posed a hiring challenge. Just 22% said the same about combat-related physical disabilities.

• Although media attention has helped make the diagnosis and treatment of PTSD and traumatic brain injury a government priority, veterans say it has also contributed to the stigma associated with these wounds.

• "They hear so many stories on the news — this soldier got back from Iraq and killed his wife — which makes people a little reluctant to hire you."

America’s Heroes at WorkAn Initiative Created FOR Employers

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Educating Employers on the Invisible Injuries

of War

* Free *

Fact Sheets

Vetted Resources

Training Tools

Employer Toolkits

Newsletters

Presentations

Federal Partners

Links to 1:1 Assistance

Employment Pilot Project

Findings:• Top-level decision makers tend to drive employer participation in a veterans hiring initiative• Recruiter training is an important part of starting a veterans hiring initiative • Work experience, internship and mentorship opportunities are extremely helpful • TBI/PTSD-related stigma exists among many employers - and employers are generally

unaware of the resources that exist to help them provide appropriate workplace accommodations

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NEW Employer Toolkit

http://www.americasheroesatwork.gov/forEmployers/HiringToolkit/

Toolkit Purpose

• The Veterans Hiring Toolkit has been designed to:• assist and educate employers who have made the proactive decision

to include transitioning Service Members, Veterans and wounded warriors in their recruitment and hiring initiatives.

• pinpoint helpful tools and outline some important steps to take when designing a Veterans hiring initiative that works for your particular business.

• showcase promising practices related to recruiting, retaining and promoting Veteran employees.

• Sprinkled throughout:• Did you Know?• Resource Alert!

Step 1: Design a Strategy

Create a Plan:

•Familiarize yourself with the benefits of hiring transitioning Service Members, Veterans and wounded warriors

•Learn about the tax incentives associated with the hiring of Veterans as well as disabled Veterans

•Plan for results: Start with the basics

Step 2: Create a Welcoming & Educated Workplace

Assess your current processes and explore including Veteran-specific actions into your on-boarding strategies:

•Develop an understanding of military culture and experience

•Establish your company and its job application process as Veteran-friendly

•Learn the facts about hiring Veterans with invisible wounds of war: Demystify TBI and PTSD in the workplace

Step 3: Actively Recruit Veterans and Military Spouses

Broaden your knowledge of how and where to find Veterans - and consider instituting a few strategies to help Veterans better find you:•Determine employment opportunities and create detailed job descriptions•Consider using military language in your outreach and job descriptions•Consider alternatives to full-time employment, such as work experiences, internships and apprenticeships•Access credible resources to help you look for qualified Veterans and wounded warriors who are seeking employment •Know what you can and should not ask during an interview

Step 4: Hire Qualified Veterans and learn how to Accommodate Wounded Warriors

Reflect on your on-boarding strategies and consider adding a few new elements to be inclusive of Veterans, both with and without combat-related injuries:•Create a culturally sensitive new hire orientation plan•Understand your responsibilities under the Americans with Disabilities Act (ADA)•Consider disclosure concerns•Know where to obtain free, one-on-one guidance on job accommodations

Step 5: Promote an Inclusive Workplace to Retain Veteran employees

Retaining a skilled workforce requires effort after the hire:• Place a value on military service• Expand traditional Employee Assistance Programs (EAPs)• Develop and promote peer mentorships in the workplace - Vet to

Vet • Practice Veterans appreciation and promote a Veteran-friendly

workplace• Recognize that military families may have different needs than

civilian families• Consider participating in local Yellow Ribbon Reintegration

Programs• Understand your responsibilities under USERRA

Step 6: Keep Helpful Tools and Resources at your Fingertips

Know the resources available to help employers in their Veterans hiring efforts:•Keeping informed via social networking and e-news•Resources on recruiting, hiring and retaining Veterans •Know the answers to common employer questions about Veteran and disability employment, such as:

• Workplace accommodations• Costs, liabilities and return on investment• Candidate qualifications and capabilities• Stigma and employees with psychological health injuries and

mental health concerns• Staff training and disability-friendly workplaces

Final Thoughts – regarding injured returning Service Members

• The injuries related to military service (physical, psychological health and cognitive) are “acquired injuries.” Allow the Veteran time to figure out what his or her mind and body can do again.

• Every employee with a TBI or PTSD is an individual and therefore a strategy you try with one individual may not work with the next.

• You don’t need to have all of the answers! Trial and error is often the best practice…so long as the Veteran is part of the process.

• Workplace supports and accommodations create a welcoming and productive environment (for all employees).

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For more information:

Project Lead: Michael Reardon

U.S. Department of Labor

Office of Disability Employment Policy

(202) 693-7853 - [email protected]

http://www.americasheroesatwork.gov

Email: [email protected]

so committed, so caring, so successful, so inclusive,

so collaborative, so different,

so sodexoYour future

Military Recruitment& Retention Initiatives

Our Company

SodexoSociété d'Exploitation Hôtelière

“A Company of Service and Hospitality"

A leading provider of integrated food and facilities management services.

● Present in 80 countries

● Consumer impact >40 million people

● Revenues of $20.5 billion

Our Company

120,000 employees 6000 facilities Serve organizations in 6 business lines:

● Campus Services● School Services (K-12)● Corporate Services● Laundry & Linens Services● Government Services● Healthcare

Innovative service solutions:

● Food Services● Clinical Nutrition● Environmental Services (housekeeping)● Facilities Engineering● Asset Management● Service Response Center

Our product to our clients is our people; our ability to source, attract, and retain talented employees is pivotal to our company’s success.

Our Company and Diversity

Fortune – Worlds Most Admired Companies

SHRM - Human Capital Leadership Award for Innovative Business Solutions

Diversity, Inc. - #1 Company for Recruitment & Retention

CollegeGrad.com - Top 50 Employers for Entry Level Jobs; Top 200 Intern Employers

Diversity Edge Magazine - Best Companies Diversity

Hispanic Business Magazine - Top 60 Diversity Elite Employer

GI Jobs - Top Employer; Top 100 Military Friendly Employer

Latina Style - 50 Top Companies to Work For in the US

Black Collegian - Top 100 Employers Award

Black Enterprise – Best Company for Diversity

Ere.Net – Recruitment Department of the Year

Onrec.com - Most Innovative/Best College Recruitment Program

page 20

Key Program Elements

Engage Existing Veterans and HONOR members

Communications / Branding

Recruiter and Hiring Manager Training

Job Postings / Websites

Military / Veteran Association Career Fairs

Sodexo proudly serves and employs the heroes who protect our freedom

Your military background translates into success with Sodexo:

You recognize the importance of teamwork and employ it every day

You thrive on new assignments and the challenges of new locations

Your have developed skills such as leadership, project management, drive and dependability, and integrity, that are essential for the corporate world

Sodexo has long supported its more than 3000 veterans, guard members and reservists. We are a proud recipient of the ESGR Pro-Patria Award and a G.I. Jobs Top 100 Military Employer for our company policies that support veteran employees.

Sodexo is also a recipient of the Secretary of Defense Freedom Award, the highest recognition given to employers by the Secretary of Defense for exceptional support of our nation's defense.

On November 11, 2009 - Veteran’s Day - Sodexo launched HONOR, our eighth employee network group to support our employees who have selflessly served and who continue to serve our country in the armed services.

The Mission of HONOR:The mission of the Military Network Group is to provide support, guidance and resources to employees and families connected to the military by offering development opportunities, providing a forum to recognize and celebrate contributions made to our country, and establishing partnerships with community groups that support veterans, active duty, National Guard and military reserve.

Whether you have a connection to the Military or if you are just looking for a new Diversity experience, you’re invited to be a part of the HONOR Military Network Group.

Military Network Group Goals

To provide an inclusive environment for military and veteran employees that will lead to strategies toward recruitment, engagement and retention.

To celebrate, share and learn about “the military experience.”

To leverage the military and veteran experience for individual growth and development as well as increase productivity and growth for Sodexo.

To help identify and promote the appropriate training of Sodexo employees and managers.

To educate the Sodexo community on the issue of awareness and the value of embracing an inclusive culture as these issues relate to military veterans.

To expand Sodexo’s involvement in the community related to providing education about and supporting military and veteran initiatives.

To provide mentoring opportunities for Sodexo military and veteran employees .

To provide support for the Armed Forces families in time of need.

page 25

HONOR Organization Structure

National ChairChuck Wooten

TreasurerSue Wetherwax

Communication ChairJulie Branham

Executive SponsorMichael Montelongo

Executive SponsorGreg Verone

Membership ChairAnthony Scarpino

SecretaryTiffany Pourner

Subarna MalakarDir. ENG

National Co-ChairFelicia Brown

National Co-ChairFelicia Brown

Office of Diversity

Community OutreachSub-CommitteeWilliam Clapp

Recruitment and RetentionSub-CommitteeMark Stewart

Awareness and SkillsSub-CommitteeAndy Whisnant

Regional Chair/Co-Chair

Regional Chair/Co-Chair

Regional Chair/Co-Chaiir

Regional Chapters

Sodexo Organization for disAbilities Resources

Sodexo Organization for disAbilities Resources (SOAR) to raise awareness, provide education and resources, and proactively provide outreach to create a culture that embraces, values, and fully utilizes persons with disabilities – by enriching the communities and clients we serve and positively contribute to Sodexo's growth and long term success.

Accommodations● • Accommodations task force will review non-routine accommodations requested at Sodexo or provide

a resource to managers with questions on accommodations.● • ADA online course for Sodexo managers.● • JAN links on SOAR SodexoNet webpage offers creative ideas for accommodations and gives examples

of effective accommodations in the workplace.

Community Outreach● • Project Search is a school to work program for high school students with disabilities. SOAR is working with Project Search on a

customized Project Searchprogram called STRIDe (Sodexo Training and Recruitment for Individuals withDisabilities) program. ● • USBLN annual conference to learn more about workplaces, marketplaces, and supply chains where people with disabilities are

respected for their talents. SOAR, working with Sodexo, is pursuing being a Corporate Partner in the Disability Supplier Diversity Program.

Education● • Discussion Series for Caregivers of Adults ● • Disability is Natural webinar● • Sharpen your Skills around working with People with Disabilities series of Skillport classes● • LifeWorks supports Sodexo with useful information and resources for issues related to disabilities including veteran and transitioning

soldier issues of PTSD and TBI.

LifeWorks materials

Articles● Building the Resilience of Your Military Family ● Creating a Family Emergency Plan ● Culture Shock● Finding Strength in Community and Family● Having a Baby When Your Spouse Is Deployed● Holiday Stress and Deployment● Keeping and Creating Family Rituals While You're

Deployed● Maintaining a Strong Relationship Through

Deployments and Separations● Maintaining a Strong Relationship with Your Guard

or Reserve Spouse● Preparing for Deployment: The Home Side● Returning Home from Deployment as a New Father● Single Parenting While Your Spouse Is Deployed● Supporting Employees Returning from Military Duty● Teenagers and Deployment● Ways to Support a Co-Worker or Friend Whose

Loved One Has Been Deployed● What to Send Someone Who Is Deployed● When Your Son or Daughter Is Deployed● When Your Spouse Goes on a Repeat Deployment

Booklets and recordings● Coming Home (booklet)● Finding Strength in Family and

Community (CD)● These Boots: A spouse's guide

to stepping up and standing tall during deployment (CD)

Other resources● Quick Tips for Spouses of

Service Members Coming Home● Video: Returning Home from

Deployment● Video: Welcoming Your Loved

One Home After Deployment● Final Wishes Form● Information and Records

Inventory

Communications & Branding

Military Microsite (www.sodexohiresheroes.com) Holiday eCards New Hire Welcome Cards Article & Speaking Contributions (The Boot; GI

Jobs; ERE) Actively engage internal and external audiences in

recruitment and outreach• Career specific messages• Veteran issue updates• Military recruitment initiatives• Profiles (micro site, video, press interviews)• Outreach to personal / professional networks• Involvement in Career Fairs locally• Training offered on Demand and live

webinars

“The diverse population… and the opportunity to live in a variety of places prepared me for the unique challenges of working with a large multi-national corporation and a diverse employee population. I learned adaptability, adjusting quickly to change, and how to quickly respond when necessary to meet the challenges of my career. “

- Tiffany Pourner, HR Manager, Corporate Services

Value of Military Service

“It provided me with structure, accountability, maturity and people skills.”

– Ed Lewandowski, Area Support Manager, Environmental Services, Healthcare

“Organization for starters! Being regimented in that any project or tasking was completed with strict attention to detail which

came naturally being in the military.”- Richard Cestaro, Executive Chef, Corporate Services

Military Sourcing TeamStatement of Purpose

1. To reach out proactively to Active, Reserve and National Guard service members and Veterans for increased inclusion in employment opportunities with Sodexo.

2. To provide support in the career process to internal Sodexo Veterans and encourage referrals.

3. Define veteran sourcing and outreach strategies.

4. Define the internal communication, education and recruitment tactics.

Business Line Regional Outreach

Targeted outreach and sourcing for veteran candidates. Commitment to interviewing and potentially hiring new manager into one account region.

HR Managers in Partnership with Hire Heroes USA. Commitment from each regional HRD to hire one management trainee.

Two HRDs and Training Account Manager identifying potential resource candidates. Outreach to Veterans.

Outreach efforts to the Navy Nuclear and Submarine Units to place candidates within Facilities/Engineering positions throughout Sodexo.

Basic Training - 101

Total U.S. veteran population: 23.6 million

Diversity of U.S. veterans

● 7.6% Women

● 10.2% African American

● 4.7% Hispanic

● 1.3% Asian/Pacific Islander

● 0.7% American Indian/Alaska Native

Veterans re-entering the workforce

● 10.7 million - number of Veterans 18 to 64 in the labor force in 2007

Basic Training - 101

Of 7,000+ job titles in the military, more than 80% have an equivalent civilian position.

Basic Training - 101 Why Hire Veterans?

Accelerated learning curve

Leadership

Teamwork

Diversity and inclusion in action

Efficient performance under pressure

Respect for procedures

Technology and globalization

Integrity

Conscious of health and safety standards

Triumph over adversity

Key Comparisons - 201

Military Sodexo

Relocation Able to change duty stations and experience new areas of the country and the world to broaden leadership experience.

Managers are able to search for positions to apply to in the US and across the globe. Dependant upon the specific position, relocation can be completely paid for as part of the compensation for that job. The opportunities for spousal employment in our units is also available depending upon the openings in that geography.

Diversity The military is made of up many different races, ethnicities, backgrounds, beliefs and gender diverse.

Sodexo has been recognized for our commitment to diversity in the U.S.

Benefits TRICARE is available to reservists.

Similar co-pay structure.

Key Comparisons - 201

Military Sodexo

Promotion Based on education in the field of service, performance reports from superiors and the Military Occupational Specialty (MOS) I hold.

Based on performance and driven by the employee. Career plans, educational opportunities in your technical field as well as higher education are offered through the company. Performance ratings by your direct supervisor play an important role in the next step in your career as they do in the military.

Pay An E5 knows what his/her base pay will be each year with the cost of living adjustment. No out of pocket expenses for health or dental.

Sodexo positions are structured by grades. For example a Manager 1, Grade 5 will make between x and x with the potential to make up to x% based on his or her job performance. Managers are encouraged to look for opportunities to grow their career in responsibility as well as pay through their performance. Sodexo offers a very comprehensive benefits package with a low monthly premium.

Enlisted Grades Crosswalk - 201

Category

Grade

Experience / Similar Roles

Junior Enlisted

E1 – E3

Less than 3 years experience

Day-to-day operations

Hourly/Supervisor or Entry level mgr

Mid-Grade Enlisted

E4 – E6

Between 3 - 15 years experience

Oversees 3 - 10 employees

Mgr Grade 1-5

Senior Enlisted

E7 – E9

15+ years experience

Direction, Leadership

Sr Ops Level / GM / Exec

Officer Crosswalk - 201

Category

Grade


Junior Officer

O1 – O3

1 – 9 years experience

Leads 40 – 200 employees

GM Role, Large Operations Role

Mid-Grade Officer

O4 – O6


Leads 1,000 – 5,000 employees

Large Multi Site Facility, DM Role,

Executive Leadership

Senior Officer

O7 – O10


Up to 45,000 employees

Executive Positions – VP or higher

level company policy maker

Warrant Officer Crosswalk - 201

Category

Grade


Junior Warrant Officer

WO1 – WO2


Basic level technical expertise

In-unit management/professional

Mid-Grade Warrant Officer

WO3 – WO4


Advanced-level technical expertise

Senior Warrant Officer

WO5

19+ years experience

Master-level technical expertise

Occupational Skills - 201

Every service member is trained in at least one occupational skill

Each branch uses skills codes to classify occupational skills

Resources

● http://online.onetcenter.org/

● http://www.taonline.com/

Screening Military Candidates - 301

Your role as “translator”:● Time in service & rank obtained● Military courses, education, schools with specific certifications

noted● Number of direct reports and leadership responsibilities

- Performance management- Coaching- Job training

● How military service has prepared them to lead in the civilian arena Demonstration:

● Take sample resume and discuss highlights to point out to Hiring Manager

● Outline key experiences and characteristics to help present candidate to hiring manager

● What barriers might you face in presenting military veterans to a hiring manager?

Educating the Candidate

The importance of work experience, internship and mentorship opportunities

Managing expectations of “entry level” leadership Job search tools

● Veterans Resources

● Civilian Job Search

Networking

● Veteran Community

● Employer Community

Communication is a shared responsibility

● Resume

● Interview

so committed, so caring, so successful, so inclusive,

so collaborative, so different,

so sodexoYour future

Anthony ScarpinoSenior Director

Talent [email protected]

om

Hiring Veterans A Step-by-Step Toolkit for Employers

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