Mission Critical Recruitment: Regarding, Recruiting and Retaining Military Service

© 2012 CareerBuilder/Lisa Rosser


Brian Donahue, Vice President of Strategy, CareerBuilder

Lisa Rosser, Military Recruiting Expert and Author, The Value of a Veteran

Mission Critical Recruitment

Regarding, Recruiting and Retaining Military Service

#RecruitVets

https://twitter.com/search/realtime?q=


Lisa Rosser is on a mission to help organizations improve

their veteran recruiting and retention. Her unique

background with years of experience in both military and

human resources is what makes her the ideal person for

training human resource professionals how to recruit, hire,

and retain military veterans for employment.

► 1 ◄

Meet Your Presenters:

Lisa Rosser & Brian Donahue

Brian Donahue serves as Vice President of Strategy for

CareerBuilder. In this key role, Brian is responsible for

researching, defining, articulating and managing the

ongoing execution of CareerBuilder’s strategic sales goals

through various vital business components such as market

analysis, marketing planning, and sales strategy,

engineering, training and productivity.

#RecruitVets



American Freedom Foundation Inc.:

The American Freedom Foundation provides grants to organizations that support veterans,

including those related to employment. The foundation has a special focus on aiding

wounded or disabled veterans and their families, as well as the children of those killed in

action. CareerBuilder partners with the American Freedom Foundation to host free hiring

events.

America Wants You:

America Wants You brings together the private sector and corporate America to find job

opportunities for men and women who have served in the U.S. military. CareerBuilder

powers the job-search engine, which is free for both veterans and companies. More than

50,000 jobs are available in a variety of fields at companies across the U.S. Learn more at

www.americawantsyou.net.

Military Times:

Powered by CareerBuilder, the Military Times job site matches employers with veterans

looking to return to the workforce. The website provides a variety of resources for veterans,

including a job-search engine, a tool for discovering how one’s military skills translate to the

civilian world, and career advice. Learn more at www.jobs.militarytimes.com.

► 2 ◄

Maximizing Employer & Veteran Potential:

CareerBuilder’s Involvement

#RecruitVets

http://www.americawantsyou.net/

http://www.jobs.militarytimes.com/


© 2012 CareerBuilder/Lisa Rosser ► 3 ◄

Components of Military

Hiring Programs

Education (Leadership,

Recruiters, Hiring Managers, etc.)

Tra

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Skill

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alk

Outr

each S

trate

gy

Rete

ntion P

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Sourc

ing S

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Present the Business Case (get support => staffing, funding, budget)

Identify Champion, Program Mgr (Dedicated Recruiters & Advisory Team)

#RecruitVets



What are the main reasons employers give for not

including veterans in their workforce planning?

I don‟t think they have

the skills to do what we

do here

I can’t figure out what they

know how to do from reading

their resumes

I need someone with more

technical experience

My positions require

certain certifications or

credentials

We’re more focused

on women &

minorities right now

They don‟t have a

college education

I need someone who

can lead, not just

follow orders

I don’t have the budget

for niche job sites or

placement firms

I’m not risking bringing

PTSD into my workplace

Why bother? They’re just

going to get called up anyway

#RecruitVets



Reason #1

The reason I don‟t

recruit military? I don‟t

think they have the skills

to do what we do here.

5 #RecruitVets



What Comes to Mind When You Think

About What We Do In The Military?

Photo Courtesy of U.S. Army

Photographer: Staff Sgt. Mike Pryor

Photo Courtesy of U.S. Army

Photographer: SPC Jeffery Sandstrum

6 #RecruitVets



Veterans Have the Skills

you Want to Hire

The military has over 7,000 job

positions across more than 100+

functional areas and 81% of these jobs

have a direct civilian equivalent.

Welders

Air Traffic Controllers

Lawyers

Doctors

Nurses

Supply Chain / Logistics

IT / Computer

Telecommunications

Media/Graphic Arts

Police / Security

Transportation

Construction

Human Resources / Training /

Recruiting

Food Service

Foreign Area Specialists

Contracting / Purchasing

Postal Operations

Finance / Accounting

Marine Specialties

Engineers

Material Handling

Medical

Specialties

Machinists

Mechanics

Intelligence

Plumbers

Pilots

Satellite

HVAC

7 #RecruitVets



Just by serving in the military, veterans gain skills that are transferable:

Project management

Personnel management

Training/instruction

Counseling

Operations

Interpersonal communication

Leadership

Problem solving / decision making / trouble shooting

Process improvement

Requirements gathering

► 8 ◄

Veterans Have the Skills you

Want to Hire, cont.

#RecruitVets



Reason #5

9

The reason I don‟t recruit

military? Many of my

positions require

candidates to have

professional certifications

or licenses.

#RecruitVets



Military programs fund some or all fees for professional credentialing exams for enlisted members

Army Credentialing Opportunities Online (COOL) https://www.cool.army.mil/

Navy Credentialing Opportunities Online (COOL) https://www.cool.navy.mil/

Air Force Credentialing and Education Research Tool (CERT) https://augateway.maxwell.af.mil/ccaf/certifications/programs/

► 10 ◄

Special Programs Exist to Help Service

Members Obtain Civilian Credentials

#RecruitVets

https://www.cool.army.mil/

https://www.cool.navy.mil/

https://augateway.maxwell.af.mil/ccaf/certifications/programs/



1) Veterans have the skills you need & are an under-tapped resource

with a huge pipeline

2) Compliance – Office of Federal Contractor

Compliance Programs (OFCCP)

3) Tax credits & other cost savings

► 11 ◄

Elements of the Business Case for Actively

Recruiting Veterans / Veterans with Disabilities

#RecruitVets



1) Employment tax credits

a) Federal - Work Opportunity Tax Credit (WOTC)

b) State – varies

2) Funds for training

a) State Workforce Investment Act (varies)

b) GI Bill

3) Tax credits for accommodations

(small businesses)

4) Relocation benefits

5) Security clearances

► 12 ◄

Financial Incentives / Cost Savings Realized for

Recruiting Veterans / Veterans with Disabilities

#RecruitVets



Go to http://blog.thevalueofaveteran.com/ and search on “WOTC” for details on how to attain the credit.

► 13 ◄

Cost Savings:

Work Opportunity Tax Credit

Maximum WOTC for Hiring Veterans

Qualified Veteran Category Hired on or before

November 21, 2011

Hired after November 21, 2011,

but before January 1, 2013

1 – Food stamp program $2,400 $2,400

2a – Disabled and hired

within 1 year active duty $4,800 $4,800

2b – Disabled and

unemployed ≥ 6 months $4,800 $9,600

3 – Unemployed ≥ 4 weeks

but < 6 months $0 $2,400

4 – Unemployed ≥ 6 months $0 $5,600

#RecruitVets

http://blog.thevalueofaveteran.com/



Now that I know why I

should be recruiting

veterans – how can I

identify which veterans

will be a good fit for my

positions?

#RecruitVets



An Army First Lieutenant approaches a recruiter at a military career fair…

The recruiter says…

► 15 ◄

An All Too Common Scenario

“Let me take a look at your resume.

Why don‟t you tell me a little bit about

your experience and what you think

you can do for our company.”

#RecruitVets



“I‟m a 90A, and I just finished up as the S1 for the 728th. I ran

the battalion PAC and was responsible for OERs, NCOERs,

awards and all eMILPO actions.

Until we came out of the box in October, I was XO for the

308th Quartermaster Company. Before that I was a combat

transport platoon leader in charge of 45 soldiers and

13 HEMTTs and generators.

My ETS date is in two months, so I am really eager to find out

what the „real world‟ has to offer and where I might fit in. All of

my experience is listed in my resume.

Do you have any positions for someone like me?”

► 16 ◄

An All Too Common Scenario, cont.

The applicant replies…

#RecruitVets



An All Too Common Scenario

Do you have

any idea what

the lieutenant

just said?

#RecruitVets



What is your grade?

What is your Military Occupational Code?

► 18 ◄

First two questions to ask…

#RecruitVets



Grade structure is common across the Services

Rank equivalent to those grades may differ from Service to Service

► 19 ◄

A few things to understand about

“grades” versus “ranks”

Service Rank Grade

Army Major O-4

Navy Lieutenant

Commander O-4

Air Force Major O-4

Marine Corps Major O-4

#RecruitVets



Letter will be O, W or E

O = Officer

W = Warrant Officer

E = Enlisted

► 20 ◄

A military grade is a

letter/number combination:

Number will be 1 – 10

1 = most junior

10 = most senior

#RecruitVets



Category Grade Range General Characteristics

Junior Officer O1 – O3

• Has between 1-4 years experience (O-1 and O-2) up

to 9 years (O-3)

• Leads organizations of 40-120 employees

• Mission-focused; provides prioritization and direction

to the senior-level enlisted members for execution.

Responsibility = to department head positions in

civilian organizations

Mid-Grade

Enlisted E4 – E6

• Has typically 3-15 years experience

• E-5 serves as first-line supervisor (3-6 employees);

oversees and directs day-to-day tasks of junior

enlisted; E-6 typically supervises 1 or more E-5’s

• Responsible for individual training and the

development , maintenance, and utilization of the

junior enlisted member’s potential

#RecruitVets



O*Net Online can help you decipher these resumes and cross-

reference your hiring needs with military skills

Can search by Military Occupational Code (MOC) (i.e., 90A)

Can also search by military job title (i.e., “Unmanned Aerial Vehicle Operator”

Can crosswalk military occupation to civilian equivalent

► 22 ◄

There are Tools to Help You Translate

the Military Jargon

http://online.onetcenter.org/crosswalk/

#RecruitVets

http://online.onetcenter.org/crosswalk/



http://www.goarmy.com/

http://www.navy.com/

http://www.airforce.com/

http://www.marines.com/

http://www.gocoastguard.com/

23

Use the Military Recruiting Sites for More Info

on MOCs (particularly combat arms MOCs)

Try it:

Army PATRIOT Launching Station Enhanced Operator/Maintainer (14T)

#RecruitVets

http://www.goarmy.com/

http://www.navy.com/

http://www.airforce.com/

http://www.marines.com/

http://www.gocoastguard.com/



Now I‟ll feel more

confident reading the

resumes and speaking

with service members…

Where can I find veterans

to recruit???

#RecruitVets



Military placement firms

Military job boards

Military career fairs

Military publications

Military professional associations

Military post/base transition centers

National Guard and Reserve units

College Campuses

Government resources

Non-profit groups

Social networking sites

► 25 ◄

Approaches to Finding Military Talent

#RecruitVets



Companies that host military job

boards like CareerBuilder‟s

partnership with MilitaryTimes

often offer these services:

Ability to post jobs to their web site

Access to resume database

Opportunities to exhibit at military-

specific career fairs

Opportunities to advertise your

company either through web site

banners and/or printed publications

► 26 ◄

Military Job Boards

#RecruitVets



Onsite and Virtual military career fairs offered by American Freedom Foundation, Millicruit.com and others.

► 27 ◄

Military Career Fairs

#RecruitVets



Military Transition Publications

#RecruitVets



Each service calls its transition center something different:

Army = Army Career and Alumni Program (ACAP)

Navy = Fleet and Family Support Center (FFSC) / Transition Assistance Program

Air Force = Family Support Center (FSC)

Marine Corps = Marine and Family Services / Career Resource

Management Center

Coast Guard = Work Life Staff Transition Relocation Manager

► 29 ◄

Military Post/Base Transition Centers

#RecruitVets



State employment agencies have Veterans Representatives who can assist

employers with finding veteran talent:

Disabled Veterans Outreach Program (DVOP) specialist

Local Veterans’ Employment Representative (LVER)

Search http://www.servicelocator.org/

to find DVOPs/LVERs servicing your area

► 30 ◄

Government Resources

#RecruitVets

http://www.servicelocator.org/

http://www.servicelocator.org/

http://www.careeronestop.org/



Each of the military services has a wounded warrior program, and most of

them actively seek to connect with employers who are interested in hiring

veterans with disabilities.

► 31 ◄

Government Resources, cont.

Army Wounded

Warrior Program

Air Force Wounded

Warrior

Navy Safe Harbor

(for Sailors and

Coast Guard)

Marine Corps

Wounded Warrior

Regiment

#RecruitVets

https://www.aw2.army.mil/about/faq.html




http://www.woundedwarrior.af.mil/employment/

http://www.woundedwarrior.af.mil/employment/

http://www.npc.navy.mil/CommandSupport/SafeHarbor/

http://www.woundedwarriorregiment.org/






The Reserve Officer Training Corps (ROTC) is a college training

program that produces commissioned officers.

Graduates have many of the same qualities as Junior Military Officers (JMOs)

Security clearances

Leadership

High GPA’s

Contact the ROTC program directly or work with your existing contacts in the

college career centers

► 32 ◄

Student Veterans

#RecruitVets



Links to colleges and universities with ROTC programs:

Navy - https://www.nrotc.navy.mil/acad_addresses.aspx

Army – http://www.goarmy.com/rotc/find_schools.html

Air Force - http://www.afrotc.com/colleges/detLocator.php

Note: Air Force and Navy Officers have an Active Duty commitment immediately

following graduation. Army officers can choose between Active Duty or

Reserve/National Guard commitment.

► 33 ◄

Source 8: College Campuses, cont.

#RecruitVets

https://www.nrotc.navy.mil/acad_addresses.aspx

http://www.goarmy.com/rotc/find_schools.html

http://www.afrotc.com/colleges/detLocator.php



Check to see if your local campuses

(or any campus you normally recruit

from) has a Student Veterans of

America chapter

www.studentveterans.org/chapters/

► 34 ◄

Source 8: College Campuses , cont.

To communicate your job

openings/internships/campus visits,

contact the operations director at [email protected]

#RecruitVets

http://www.studentveterans.org/chapters/



mailto:[email protected]



Great! Now that I know

where to find veterans –

how do I get them

interested in working for

my organization?

#RecruitVets



1) Customized marketing collateral

2) Designated info for military on

career website

3) Means to build a relationship with

your military recruiting team

4) Opportunities to learn about your

organization and how their skills will

be of use

5) Global outreach – in person, in print,

and virtually

► 36 ◄

Components of Effective

Marketing to Veterans

#RecruitVets



Website –

Designated Information Page

#RecruitVets



Website –

Designated Information Page, cont.

#RecruitVets



Display in a

matrix format

► 39 ◄

Website –

Cross-Reference Your Needs With Their Skills

http://www.csx.com/index.cfm/working-at-csx/job-overviews/military-experience/career-opportunities/

#RecruitVets














http://www.bnsf.com/careers/military/recruiting-events/

► 40 ◄

Website –

List Upcoming Career Fairs

#RecruitVets






Build the Relationship – Make it Easy to

Contact Your Military Recruiting Team

#RecruitVets



Specific time for those

with a military

background to chat

with recruiters

► 42 ◄

Build the relationship –

Virtual Open House

http://www.lockheedmartinjobs.com/chat.asp

#RecruitVets

http://www.lockheedmartinjobs.com/chat.asp



The wall is your recruiter‟s

opportunity to engage veterans by:

Answering questions from veterans and

directing them to where they can get more

info on your website/career page

Congratulating new veteran hires

Highlighting veteran employees

(testimonials or recognition of length of

service i.e., “Congratulations to Joe Smith,

XYZ Company’s distribution manager in

Seattle on being selected for promotion to

Staff Sergeant in the US Army Reserve!”)

Stats on your veteran hiring or awards won

(i.e., “GI Jobs just named us a “Top Military

Friendly Employer” for the 2nd year in a

row!” or “Did you know XYZ Company

hired over 400 veterans in 2011”?

► 43 ◄

Use Social Media to Build the

Relationship

http://www.facebook.com/AmazonWarriors

#RecruitVets

http://www.facebook.com/AmazonWarriors



How to build your Military Career page following:

Once you have created your separate Facebook profile just for

recruiting, (i.e. “Military Recruiter Lisa at XXY Company”), “Like” your

XYZ Company Careers for Military Veterans” page and make sure the

URL is in your profile info

Search for other military groups to “like” on Facebook (stick to official

ones first – the services, military associations, military recruiting

battalions, etc.)

Promote your new Facebook page at military career fairs, through

Twitter feed, send announcement/poster/marketing material to military

transition centers, One Stop centers (LVERs/DVOPs) and announce in

military-focused LinkedIn Groups

► 44 ◄

Use Social Media to Build the

Relationship, cont.

#RecruitVets



We specialize in helping companies develop military hiring strategies.

► 45 ◄

The Value of a Veteran

www.TheValueOfaVeteran.com

[email protected]

We do this through:

Public workshops

Onsite or virtual

workshops

Individual web seminars

Hiring guide

2x monthly “Ask the

Military Hiring Expert”

sessions (FREE!)

#RecruitVets



Contact Information:

[email protected] [email protected]

► 46 ◄

Questions?

#RecruitVets




Mission Critical Recruitment: Regarding, Recruiting and Retaining Military Service

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Transcript of Mission Critical Recruitment: Regarding, Recruiting and Retaining Military Service