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Military Recruiting
Ryan Stene discussed military recruiting strategies for recruiters in Minnesota. He began by providing background on himself and his experience in recruiting and HR. He then discussed facts about the military labor pool and benefits of hiring veterans. Stene emphasized that veterans have skills in leadership, teamwork, and working under pressure that translate well to civilian jobs. He outlined strategies recruiters can use to engage military candidates, including developing veteran-focused content and actively recruiting from military-centered websites and events.
Military Recruiting
- 1. Military Recruiting Strategies DISCUSSION LEAD BY: RYAN STENE MINNESOTA RECRUITERS OCTOBER 2012 CONFERENCE
- 2. About Me Basedin Minneapolis, MN 8 years of Talent Acquisition/HR experience with over 250 F1000 companies 4 years with Monster Passion for Recruiting Productivity, Branding, Social Media and Recruiting Technology Organizer of MN Talent Advisory Board Speaker / Contributor at MNREC, MNTRN and others Twitter: @MNOnlineguy linkedin.com/in/ryanstene Ryan Stene facebook.com/mntalentadvisoryboard [email protected] Twitter: @MN_TAB M : 952-381-1101 BeKnown: beknown.com/ryan-stene
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- 4. POLL How manypeople have a parent or sibling in the military? Active or Retired? How many have a Military Recruiting Focus at your company?
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- 6. Military Fast Facts In 2012, US Military is projected to budget $172 billion to support Military training In 2010, the Department of Defense spent $542 million on servicemember tuition assistance programs. 250,000 servicemembers transition to the civilian workforce each year – in 2012-13 that is expected to increase by 25% 12.5% unemployment rate in veterans returning from Afghanistan and Iraq Average tenure for military skilled employees is 8 years (4.6 years for us citizen) Over half of our troops have a spouse, children, and/or an adult dependent on them. Women represent 95 percent of military spouses and 80 percent are younger than the age of 35
- 7. Why Recruit forMilitary? According to the U.S. Department of Labor Veterans’ Employment and Training Service, here are the top reasons to hire vets. 1. Accelerated learning curve 2. Leadership 3. Teamwork 4. Diversity Inclusion in action 5. Efficient performance under pressure 6. Respect for procedures 7. Technology and globalization 8. Integrity 9. Conscious of health and safety standards 10. Triumph over adversity 11. Tax Credits 12. Background Checks and Security Clearances 13. Government Paid Relocation Assistance 14. Work Ethic
- 8. VOW to HireHeroes Act FACT SHEET: The VOW To Hire Heroes Act Tax credit of up to $5,600 for hiring veterans who have been looking for a job for more than six months, as well as a $2,400 credit for veterans who are unemployed for more than 4 weeks, but less than 6 months. Tax credit of up to $9,600 for hiring veterans with service-connected disabilities who have been looking for a job for more than six months.
- 9. Talent Pool ofover 10 Million Members
- 10. Top Military Employers Top MN Military Employers US Bank #72 XCEL Energy #99 http://www.gijobs.com/2012Top100.aspx
- 11. Top Military CareerSites Site Monthly Visitors Site Internet Rank Military.com 10,000,000 646 www.military.com VA Jobs** 3,941,323 441 www.va.com/jobs USAJobs 73,163 NA www.usajobs.gov Recruit Military 50,203 39,927 www.recruitmilitary.com MilitaryHire 9,958 148,754 www.militaryhire.com VetJobs 14,847 106,815 www.vetjobs.com *According to compete.com **VA Jobs refers you to other career sites
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- 13. Degree of Difficultyfor Hiring
- 14. Jobs with MilitarySkill Sets
- 15. SHRM Survey - 69%agreed that they need more tools to recruit for Veterans - 74% agreed that Veterans skills would help in the workplace BUT they don’t know how to recruit them - 60% don’t know how to translate Military skills to civilian roles - 88% believe that it is the “right thing to do” and make an honest effort to recruit Military candidates - 96% listed the following qualities of military candidates: Responsible, Ability to Multitask, leadership, desire to accomplish tasks under pressure, great at problem solving
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- 17. The Challenge MilitarySkills are difficult to translate to Civilian role Resumes are poorly formatted Military candidates are unprepared for job search or interview process
- 18. Where do Istart? 1. DESIGN A STRATEGY AND GATHER INTEL 2. CREATE CONTENT AND EDUCATE THE WORKPLACE 3. ACTIVELY RECRUIT VETERANS, WOUNDED WARRIORS AND MILITARY SPOUSES 4. HIRE QUALIFIED VETERANS AND LEARN HOW TO ACCOMMODATE WOUNDED WARRIORS 5. PROMOTE WITHIN THE WORKPLACE TO GROW AND RETRAIN 6. TOOLS AND RESOURCES
- 19. Design a Strategyand Gather Intel • BUILD A INTERNAL TEAM – DO YOU HAVE VETERANS CURRENTLY EMPLOYED? IS THE PROGRAM BACK BY THE EXECS? • BECOME FAMILIAR WITH THE BENEFITS OF HIRING TRANSITIONING SERVICE MEMBERS, VETERANS AND WOUNDED WARRIORS • LEARN ABOUT TAX INCENTIVES ASSOCIATED WITH THE HIRING OF VETERANS AS WELL AS DISABLED VETERANS • PLAN FOR RESULTS: START WITH THE BASICS
- 20. Strategy Things to Considerwhen developing a strategy and finding a partner: Reach Experience Breadth & Depth of Solutions Media, Technology, Expos or Career Fairs, Resume Database, Postings Seeker Activities Career Fairs, Online events and content for seekers
- 21. Create Content andEducate the Workplace • CREATE A THEME – MAKE IT RESONATE •D O E S Y O U R C A R E E R S I T E H A V E A V E T E R A N F O C U S ? • WHAT IS THE APPLICATION PROCESS LIKE FOR A VETERAN? • CROSS REFERENCE THEIR SKILLS TO YOUR NEEDS • MAKE IT EASY TO CONNECT WITH VETERAN RECRUITING TEAM • LIST UP COMING CAREER FAIRS • BE A SHOWOFF! – PARTNERSHIPS, AWARDS, STATS, PR • BUILD A RELATIONSHIP – TALENT COMMUNITY JUST FOR MILITARY
- 22. Create A Theme You’ll Find Challenging You’ll find challenging Work (Military) Work (civilian) “An Army of One” You’ll be part of an elite "The few, the proud“ group You’ll find challenging work "Accelerate your life" You’ll receive training / gain "It's not just a job, it's skills that will improve your an adventure" life "Be all you can be" Your work will have an "We're looking for a impact on others few good men" You’ll experience great camaraderie
- 23. Best in Class- Themes
- 24. Best In Class- Messaging http://www.youtube.com/watch?v=j6LyNmOMRtY&feature=colike
- 25. Actively Recruit Veteransand Spouses • UPDATE JOB CONTENT TO REFLECT MILITARY FOCUS INCLUDING JOB REQUIREMENTS • USE INTERNSHIPS AS A WAY TO PROMOTE FOR LACK OF EXPERIENCE OR DEGREE • ACCESS CREDIBLE RESOURCES TO HELP YOU LOOK FOR QUALIFIED VETERANS AND WOUNDED WARRIORS WHO ARE SEEKING EMPLOYMENT • USE SOCIAL MEDIA TO PROMOTE YOUR OPPORTUNITIES & VALUES • GO WHERE THE TALENT IS
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- 27. Veteran Job Channel Average 300K unique visitors 1.1 million page-views per month Average 300K job searches per month Over 1 million resumes with military service Over 800K active resumes with security clearance
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- 29. Recruiting for Spouses •shopped online in the last six months • are grocery decision- makers • have social networking profiles • are employed
- 30. HIRE Qualified Veteransand Learn how to ACCOMMODATE Wounded Warriors • CREATE A SPECIFIC ON-BOARDING PROCESS FOR VETERAN NEW HIRES • BUILD THE RELATIONSHIP / CHECK -IN MEETINGS • HAVE AN ORG CHART TO ALLOW THEM TO LEARN THE HIERARCHY • MAKE IT CLEAR TO THE VETERAN (NEW HIRE) HOW THEIR WORK WILL FIT INTO THE COMPANY'S PLAN FOR SUCCESS. • VETERANS UNDERSTAND AND RESPECT HOW THE WORK THEY DO HELPS TO ACCOMPLISH THE OVERALL MISSION
- 31. What is the“Applicant Experience” When Veterans Visit your Career Website? Can they “find” themselves on the home page? Do they get the sense they could have a place in your organization? Can they see examples of people just like them who have successful careers in your company? Partner with Official wounded warrior programs Create specific veteran interview questions Include Veteran employees in the interview schedule
- 32. Promote within workplaceto grow and retrain Place a value on military service (Vet of the Month) 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 Have a special Veteran Referral Program Support of the Guard and Reserve
- 33. Best in ClassExample
- 34. Things to Considerfor Your Career Site
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- 36. TOOLS and RESOURCES •AMERICA'S HEROES AT WORK LINKEDIN GROUP • NATIONAL RESOURCE DIRECTORY FACEBOOK PAGE • NATIONAL CENTER FOR PTSD • U.S. DEPARTMENT OF LABOR ELAWS ADVISOR UPDATES • U.S. DEPARTMENT OF LABOR E -MAIL ALERTS • EMPLOYING MILITARY PERSONNEL AND RECRUITING VETERANS • GI JOBS.COM • BLS MILITARY DATA • MILITARY.COM
- 37. Veteran State ByState Stats SOURCE: U.S. CENSUS BUREAU, 2010 AMERICAN COMMUNITY SURVEY 1-YEAR ESTIMATES
- 38. What should Ido next? Small Organization Understanding your current openings Define your goal (# of hires, internal champions, etc) Create a strategy Small amount of Military Targeting Medium Organization Create separate section on your careers site Create a internal Veteran Focus group Create a referral program for veteran hiring Have special content and marketing for Veterans and expand to other business lines Large Organization Expand your strategy to social media with separate FB/Twitter/LI pages Acquire a Military Skills Translator – for medium size as well Have a budget and group dedicated to Military hiring Attend events and tradeshows Embrace it and Accomplish the goals you put in place
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