Smart Practices in Veteran Hiring from CEB and NAVSO Practices in Veteran Hiring from CEB and NAVSO...

CEB Corporate Leadership Council™

Smart Practices in Veteran Hiring from CEB and NAVSO

Webinar6 July 2016

© 2016 CEB. All rights reserved. CLC164327PRINT

A Framework for Member ConversationsThe mission of CEB Inc. and its affiliates is to unlock the potential of organizations and leaders by advancing the science and practice of management. When we bring leaders together, it is crucial that our discussions neither restrict competition nor improperly share inside information. All other conversations are welcomed and encouraged.

Confidentiality and Intellectual PropertyThese materials have been prepared by CEB Inc. for the exclusive and individual use of our member companies. These materials contain valuable confidential and proprietary information belonging to CEB, and they may not be shared with any third party (including independent contractors and consultants) without the prior approval of CEB. CEB retains any and all intellectual property rights in these materials and requires retention of the copyright mark on all pages reproduced.

Legal CaveatCEB Inc. is not able to guarantee the accuracy of the information or analysis contained in these materials. Furthermore, CEB is not engaged in rendering legal, accounting, or any other professional services. CEB specifically disclaims liability for any damages, claims, or losses that may arise from a) any errors or omissions in these materials, whether caused by CEB or its sources, or b) reliance upon any recommendation made by CEB.

© 2016 CEB. All rights reserved. CLC164327PRINT 3

Project #

Catalog # CLC3195015SYN

TODAY’S WEBINAR

AGENDA

Opening Remarks and Introductions 5 minutes

Panelists’ Remarks, Insights, and Recommendations 60 minutes

Summary and Q&A 25 minutes

ASKING QUESTIONS DURING THE CALL:

To Ask a Question via Phone:

The teleconference moderator will let you know when the lines have been opened for Q&A. At that time, you may press *1 on your phone keypad to be placed into the phone-based question queue.

To Ask a Question via Online Chat:

You may submit a question via online chat at any point during the call.

1. To do so, please enter your question in the text box on the left labeled “Q&A.”

2. Press the grey button to the right of the text box or the RETURN key on your keyboard to send your question to the moderator.

3. If you would like for your question to be anonymous, please mention that after your question.

Use #VetTalent on Twitter during or after the webinar

4© 2016 CEB. All rights reserved. CLC164327PRINT

YouServeThem.WeServeYou.TM

YOU SERVE THEM. WE SERVE YOU.TM

NATIONAL ASSOCIATION OF VETERAN-SERVING ORGANIZATIONS

Working Together to Serve Veterans and Military Families…

from First Oath, to Final Honors



SmartPrac3cesinVeteranHiring

PresentedbyNAVSOinpartnershipwithCEBGlobaltosupportcompaniesandproviders

focusedonhiringveterantalent

Na#onalAssocia#onofVeteran-ServingOrganiza#ons

#VetTalent



Today’sSchedule

• OverviewandIntroduc3ons• PanelRemarksandInsights• SummaryandQ&A

#VetTalent



OverviewDuring this webinar, you’ll hear from some of thena3on’s leading experts on veteran employeeengagementhelpingyoumoveyourefforts frommerely“veteran-friendly” to “veteran-ready.” Insights willincludetopicareassuchaseduca3nghiringmanagersonveteran experience and breaking through stereotypes,how to develop and leverage strong veteran employeeresourcegroupswithinyourcompanytosupportveterancandidates,ways to iden3fy and partnerwith nonprofitservice providers that develop and support supply-sideveterantalent,andmuchmore.Let’sbegin….



Facilitator:ChrisFordChrisFordcurrentlyservesasCEOofNAVSO.Hisleadershipand passion have posi3oned NAVSO to answer the long-demanded call for a na3onal collabora3ve associa3on forthe Na3on’s 40,000+ veteran-/mi l i tary-serv ingorganiza3ons.NAVSOservesasatrusted,neutralconveners3tching together like-minded public and privateorganiza3onsseekingtodelivermoreeffec3veandefficientservicestoveterans&militaryfamilieswheretheyneedthemmost.Heisa20-yearAirForceveteranre3ringin2014fromtheJointChiefsofStaffwhereheservedintheChairman’sOfficeofWarriorandFamilySupport.Inthisrole,Chrisleveragedhisperspec3vesonveteranreintegra3ontoassistcommuni3esacrosseighteenstatesseekingtoimprovetheirsupportformilitary families.ABronze StarMedal recipient, hepreviously served innearly a dozen countries around the globe suppor3ngOpera3ons SouthernWatch,EnduringFreedomandIraqiFreedom.



Deloide’s internal hiring and reten3on program, Deloide’s pro-bonoprograms with Veteran Non-Profits, and Deloide’s sponsorship andinvestment in programs to support service-member and veteranemployment, educa3on and physical health and recovery.Mr. Goulart alsoserves as Deloide’s senior representa3ve to the United States OlympicCommidee’s Paralympic Military Program and has been the leader ofDeloide’ssponsorshipoftheWarriorGames.Mr.Goulartservedasanofficerin the US Army from 1983-1987. His educa3on includes an MBA inInterna3onal Business and a BA in Economics, both from the University ofRhodeIsland.

Panelist:MarkGoulartMark Goulart is a Strategy & Opera3ons Principal inDeloide’s Federal Services Prac3ce focusing onperformanceandopera3onsimprovementforclientsintheDepartment of Defense and the Department of VeteransAffairs. Currently, Mr. Goulart serves as the leader forDeloide’s programs that serve and support transi3oningservicemembersandveterans.Thoseprogramsinclude



Panelist:RayWeeks

Rockwell Interna3onalandtheUnitedStatesMilitary.DuringWeeks’tenureas the VP of Veterans Ini3a3ves, Pruden3al was recognized as one of thena3ons’Top100Military-FriendlyEmployersbyG.I.Jobs4yearsrunning,andthenumberofveteranshiredat thefirmdoubledduring that sameperiod.He is a member of the Military Family Research Ins3tute’s [at PurdueUniversity] Advisory Council, a member of NAVSO’s Advisory Board andserves as the Veteran Outreach Director for Team Red, White & Blue’sNortheastRegion--allonavoluntarybasis.RayisalsoanamateurathleteandamemberoftheU.S.MilitaryEnduranceSportsProgram.

Ray is the formerVicePresidentofVeterans Ini3a3vesat Pruden3al Financial, Inc. a role he held from 2010un3l he elected to re3re in 2014. Weeks is a MarineVeteran and professionalwithmore than 35+ years ofprofessional experience. Weeks joined Pruden3al in1998andhelpedbuildthefirm’sPrivacy& Informa3onSecurity Prac3ce following successful roleswithAspectCommunica3ons,Ci3Bank,Con3nentalAirlines,



militaryadrac3onstrategy.WhileshehasbeenwithPepsiCoforthepastnineyears, Chelsea began her career as an HR Generalist with the KohlerCompany. She has a bachelor’s degree in Human Resources from theUniversityofMinnesota.

Panelist:ChelseaPeroutkaChelseaPeroutkaistheSeniorTalentAcquisi3onManagerforPepsiCo.InhercurrentroleshesupportsallofthefieldSupplyChain recruitment, covering the salaried recruitment for thefield plants (food and beverage plants) as well as all of thedistribu3on centers and warehouses for North America. Shealsoplaysaleadroleindevelopmentandexecu3onofthe



VeteranEmploymentOverview

• Movingfrom“veteranfriendly”to“veteranready”requireseffortbutit’snotdifficultandyoudon’thavetodoitalone

• Todothiswell,fourimportantphasesrequireequaladen3on:– Recruit– Hire– Onboard– Retain

Manycompaniesstophere…

…butsuccesshappenshere.



UpfrontTipsDuringEachPhase

• Recruit:leverageexis3ngveteranemployees,ensureyourbrandisconsistent,focusonvalueproposi3on

• Hire:lookatdesiredcharacteris3cs,buildtrustwithhiringmanagers,leverageveteranemployees

• Onboard:connectveterantovalues,missionandteam,debunkmyths

• Retain:connecttohighermission,giveopportuni3estocontributebeyondcurrentrole,throwtoughestproblemsatveterans,fosterteamwork



SomeAssump3onsforToday’sWebinar

• Yourcompanywantstohireveteransandmayalreadybedoingso

• Yourcompanyseesvalueinhiringveterans• Youhavesome,ifnottotal,leadershipbuy-in• Despitetheabove,recrui3ng,hiringandretainingveteranshasprovendifficultatyourcompany



YouMayHaveExperienced:

•  Difficultyintransla3ngmilitaryexperiencesandskillsintomeaningfulinforma3onforhiringmanagers

•  Difficultyconvincinghiringmanagerstogiveaveteranachanceforanupcomingvacancy

•  Difficultyiden3fyingandmovingveterancandidatesthroughthehiringprocess

•  Nay-sayerswhothinkyouneedtobuildoutacompletelyseparateHRfunc3ontohireveterans

•  Challengeswithyourbrandscreeningoutcandidates


DeloiEe’sVeteranExperienceJourneyJuly2016



Veteran Experience Assessment

ProjectHighlightsØ Gathered Data: Assessed areas where we can enhance the Veteran experience

throughout the employment lifecycle

Ø Analyzed Data: Identified potential opportunities for enhancements based on surveydata themes and analysis.

Ø Developed Recommendations: Developed specific, prioritized recommendations

3 ResearchMethods

18 Lifecycle areasaddressed

1,000 Employees Surveyed

38 LeadersInterviewed

430,000 Rows of HR data analyzed

Areas for enhancements

Opportunity themes

An internal project to assess the existing Deloitte Veteran Experience stemmed from the Deloitte U.S. organizations’ commitment to the White House to increase the organization’s goals for Veteran hiring

Theinternalassessmentoriginatedin2013coveringathreeweekdeepdiveandresultedinanextensive100pageanalysis

Copyright©2016DeloideDevelopmentLLC.Allrightsreserved



Four enhancement opportunity themes emerged

Enhance awareness of Deloitte among qualified candidates • Rebranded our web site to include efforts we make to support veterans and

service members

• Developed Career Opportunity Redefinition & Exploration (CORE) LeadershipProgram to help veterans transition to the corporate world

Help Start new-hire Veterans off on the right foot • Enhanced onboarding practices to include buddy advisors, mentors,

staffing advocates, and customized training/development plans

• Implemented a common learning program, CORE Success, for newlyhired veterans to assist with the transition to a corporate career

Lend ongoing formal and informal support to Veterans • Expanded Veterans Mentorship Program (VPP) to assist veterans in overcoming

cultural challenges, assist in organizational traction and offer a formal supportsystem

• Expanded Armed Forces Business Resource Group chapters to actively engagemore veterans across the organization

Drive broader organization-wide awareness of a Veterans’ value • Educated recruiting and hiring managers about the skills and experiences

veterans bring to Deloitte and developed a Veteran Recruiting Toolkit

• Established senior level champions aligned to the businesses responsible forveteran recruiting and retention goals

.

4

1 2 3

Copyright©2016DeloideDevelopmentLLC.Allrightsreserved


This publication contains general information only and Deloitte is not, by means of this publication, rendering accounting, business, financial, investment, legal, tax, or other professional advice or services. This publication is not a substitute for such professional advice or services, nor should it be used as a basis for any decision or action that may affect your business. Before making any decision or taking any action that may affect your business, you should consult a qualified professional advisor. Deloitte shall not be responsible for any loss sustained by any person who relies on this publication.

As used in this document, “Deloitte” means Deloitte LLP and its subsidiaries. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting.

Copyright © 2016 Deloitte Development LLC. All rights reserved.



RayWeeks• Foundsourcesofvettalent?Nowwhat?

– Preparedtohire?Needtomodifyanyprocesses?• Takestock:culturalcompetency,speedtomarket

– Whoarethebestcandidates?• Jobready,transferableskillsorteachable?• Rolespecificorprogramspecific?

– Veteranswillwanttoworkformyorg,right?• Seaofemployersina“SeaofGoodwill”*• Programsotherthanemployment*OCJCS2010WhitePaperthatcalledforcommunityac3onteamstoaddressthe“reintegra3ontrinity”ofeduca3on,employment,andaccesstohealthcare.


2016PepsiCoVeteranHiringTalentAErac#on&Engagement

ChelseaPeroutkaSr.TalentAcquisi#onManager


Progress

• Leveragingtechnology&veteranresourcegroupstoincreasereachandhiringeffec3veness

• Implement“transla3on”trainingacrossPepsiCoforeffec3veassessmentofveteranprospects

• Moveinvestmentawayfromtradi3onalhigh-cost/lowyieldchannelsofAgencyhiresandCareerFairstoPepsiCosponsoredonlinecontent&events


July5,2016

Leveragingtechnology&veteranresourcegroupstoincreasereach


July5,2016

Implement“transla3on”trainingacrossPepsiCo

Highlights• TrainingwasrolledoutviaTalent

Acquisi3onteamandValorERGsupportandisleveragedonanasneededbasis

• Traininghelpseducateandbuild

awarenessfortransferableskillsets


July5,2016

PepsiCoMilitaryInterviewDays

RecruitinAdvance:• Adrac3onstrategy–toiden3fyand“select”top

qualitytalentinadvanceofneed• On-goingproac3vepipelinedevelopmentfor

specifiedprofiles• Regionspecificadrac3onandassessmentdayswith

pre-qualifiedpassivetalent• Selecttalentforcurrentandfutureneeds

Adrac3on&Engagement/LinkedInCampaigns

PepsiCo’sMilitaryInterviewDays• November13,2015&April20,2016• Loca3on:VariousPepsiCoPlants• Adendee’s:10-12SupplyChainVeterans

(prescreened)• Interviewteam:AimforallMilitaryBackground• Interviewteamconnectswithotherveteranswho

havesuccessfulmadethetransi3on• PepsiCoValorERGgroupspeakstocandidates• Candidatesplaced/offeredrolesshortlyauer

interviewday


July5,2016

ShiuinginvestmenttoPepsiCosponsoredonlinecontent&events

Feb

Mar Apr DecMay Jun Jul Aug

TalentTomorrow>Today

PartnerHiringEvents

Sept

InternalFocusExternalFocus

Internal&ExternalFocus

MiniCampaigns MajorCampaigns

2016PartnerEvents&Messaging

MonthoftheMilitary

Child

Jan Oct Nov

SocialEVPMessagingAc3va3on/ExpansionofBrandAwarenessStrategies

HirePurposeEvent

RecruitMilitaryEvent

RecruitMilitaryEvents

SACCEvent SACCEvent

Na3onalMilitary

Apprecia3onMonth

MilitarySpouse

Apprecia3onDay

MilitaryFamilyMonth

VeteransDay

RecruitMilitaryEvent

SACCEvent

2017PartnerEvents2016PartnerEvents&

Messaging

MilitarySpouseMessaging

VeteranEmployeeMessaging

MilitarySpouseMessaging

VeteranEmployeeMessaging



KeyTake-Aways

• Veteransmayhaveexperienceandeduca3ongapsbuttheyhavethecharacteris3csyourcompanywants;theyare:– Loyal– Accountable– Team-players– Adaptable– Resilient

#VetTalent



KeyTake-Aways(cont’d.)

• Focusonvalue,bothforyourcompanyandfortheveteran

• Changingyourhiringprocesseswillimproveyourabilitytorecruitandhireveterans

• Changingyouronboardingandreten3onstrategieswillhelpyoukeepveterans

• Leveragesupply-sidesolu3onstomeetyourcompany’sdemands

#VetTalent



KeyTake-Aways(cont’d.)

• Beconsistentinyourbrandbutmakesureveteransunderstandallyoudo

• Leverageexis3ngveteranemployeestohelprecruit,hire,onboardandretain

• Makeveteranhiring“personal”byalloca3ng3metolistenandseek

#VetTalent


Con#nuetoday’sconversa#oninouronlineForum!Connectwithlike-mindedprofessionalsfocusedonthesameissues.Gainaccesstonewinsightsandbestprac#cesfromaroundthena#on.Shareyourperspec#vesoninnova#vesolu#onsmee#ngtheevolvingneedsofveteransandtheirfamilies.


Other Resources:

www.navso.org

Interestedinmentoringveteransvia1-hrphonecalls?- [email protected]

WanttoconnectyourVeteranResourceGrouptootherVeteranResourceGroups?- Join‘VERG–VeteransEmployeeResourceGroups’on

LinkedIn


Future Webinars:

www.navso.org

Oct10:VeteranOn-Boarding

Jan17:VeteranReten#on

www.navso.org/events


Project #

Catalog # CLC3195015SYN

DO YOU HAVE ANY QUESTIONS?

Chris Ford CEO and Founder, NAVSO

Ray WeeksVice President of Veterans Initiatives, Prudential Financial, Inc.

Chelsea PeroutkaSenior Talent Acquisition Manager, PepsiCo

Mark Goulart Principal, Deloitte Consulting LLP

Smart Practices in Veteran Hiring from CEB and NAVSO Practices in Veteran Hiring from CEB and NAVSO...

Documents

Transcript of Smart Practices in Veteran Hiring from CEB and NAVSO Practices in Veteran Hiring from CEB and NAVSO...