The U.S. Air Force is launching a new recruiting campaign this week featuring the slogan “Aim High,” used 15 years’ back. The campaign is heavy on visuals, including striking photos and powerful videos — see below. keep reading…
When active military are ready for a new assignment, seniority allows them to request certain postings. Military procedure is that they discuss the options with a human resources officer. Even the best of the HR officers, though, can only hope to know of some of the potentially thousands of openings and locations worldwide.
Recently discharged veterans and those not long from returning to civilian life have a different problem. Finding a job for them is complicated by the different languages military HR and civilian recruiters speak. Often, in the translation, too much is lost, leaving highly trained specialists struggling for any entry-level positions. keep reading…
These are two words that can strike fear into a veteran. Yes, the same veterans who have seen unspeakable tragedy defending our country from enemies foreign and domestic. One of the few things that can scare those brave souls is coming back home.
Why? Several reasons associated with post-traumatic stress disorder have already been chronicled, but another source of real concern for our heroes is employment. Getting a job places more worry upon those men and women than just about anything, because while they come home to a country with open arms, several of those soldiers go to a home with a family doing the same.
They want to provide for their family but they have to get a job once their tour is over. According to the U.S. Bureau of Labor and Statistics, unemployment rates among veterans who have served in the Gulf War of 2001 (Gulf War-Era II) and later is 9.0 percent, which equates to more than 700,000 people — individuals who have bravely served our country. Among that, 60 percent are 45 years of age and over. They can’t find a job because they don’t understand they already have the skills.
Is civilian life that difficult to manage? We encounter candidates on a daily basis looking for work, wanting help with their resume, and hoping one of clients in talent acquisition and hiring will scoop them up. They don’t seem to have a problem, so why do our heroes?
Tap Into It keep reading…
Michelle Obama announced today new online resources for hiring veterans, translating military skills, and finding resumes of veterans and their spouses. keep reading…
You saw the list of finalists — a group that, like I said in that post, really all are honorees given how close of a call most every category was, and how many good applications there were that didn’t make the final cut.
Now let’s look at the final winners. Thanks again to the judges.
Best College Recruiting Program keep reading…
You read about the site whose niche is IT jobs for veterans.
Now, there’s one across the Pond.
CompTIA, representing the technology industry, is behind the site; part of its goal is to have veterans go through its certification process to get trained in topics like networking and security.
Monster Worldwide is behind the effort, as are a bunch of professional associations in the tech sector, like the Consumer Electronics Association, as well as associations representing the home security sector, for example.
More Resources keep reading…
Young veterans, those who served in Iraq and Afghanistan — what the government classifies as Gulf War-era II — are struggling the most. For them, finding a job is harder than for other, older veterans. Their 10 percent unemployment rate, 37 percent higher than the population as a whole, tells only part of the story. It only suggests the dimension of a problem that leaves young veterans wondering what happened to the promises their country made to help them reenter civilian life. keep reading…
Those looking to hire veterans have another chance, this one at an event September 26 in Austin.
Speakers will be from Samsung, Whole Foods, Dell, USAA, and SHRM, among other organizations. Attendees will be veterans who are in transition, or about to be. More here.
Disney says it hopes a November 14 event inspires private-sector companies to hire people finishing up their military stints. keep reading…
In case some of you are wondering who the best is, they are up here on this plaque.
That line from the 1986 film Top Gun — a film about Navy aviators — sums up the surprising problem besetting the Air Force. It can’t retain its fighter pilots. Increasingly, its pilots are remembered with retirement plaques.
It wasn’t that long ago that 80 percent of the service’s fighter pilots would re-up after their initial 11 year commitment. Today, the percentage is 65. And unless that improves, the Air Force estimates that its current 200 pilot shortage will grow to 700 in the years ahead.
To combat the problem and get more experienced aviators to stay the Air Force announced a lucrative retention program upping the pay for pilots and offering a bonus worth $225,000 for experienced pilots who sign-on for nine more years. keep reading…
A great many stories have been written extolling the virtues of veterans and why businesses should hire them. Companies have optimistically announced plans to hire as many veterans as they can. Still, statistics indicate that veteran unemployment in many areas is higher than unemployment for the general population.
While corporate hearts are in the right places, hiring veterans in significant numbers has been more difficult than most hiring and staffing executives expected. A combination of factors are at play here, creating a daunting challenge.
Unfortunately, the challenge will get larger as approximately 1.2 million service members are expected to return home from overseas deployment over the next five years. They’ll return home with the hope of transitioning into the private workforce with the help of government and Corporate America.
Getting these veterans-to-be employed will be a herculean task, and will take a great deal of planning. Many companies have made great inroads and have a strong process in place. However, many more firms either haven’t yet instituted a formal plan, or put forth a disjointed effort. Because the labor needs of companies are vastly different, a one-size-fits-all solution does not exist. These following five steps should help. keep reading…
The big media company Clear Channel is running a public-service-announcement campaign related to the hiring of military veterans.
The campaign, valued at about $75 million according to Clear Channel, will run on radio, online and elsewhere (the company’s also involved in billboard ads). It’ll direct people, whether businesses or veteran job-seekers, to the Show Your Stripes website. Monster.com and Military.com (a subsidiary of Monster) are partners in that site.
A recent analysis of who is winning the talent war in social media showed some surprising results. In particular, the strong showing of the military compared to large private sector companies. Who knew the public sector could beat Google at its own game?
We’re used to mocking government departments for their slow uptake of technology and innovation, in everything from administration processes to marketing and communication. In the area of recruitment, however, some military organizations are mopping the floor when it comes to using social media to connect with potential recruits.
So … think you have a handle on social recruiting? Take a lesson from these military organizations. keep reading…
“I was in the wrong place at the wrong time.”
That’s what former U.S. Marine Sergeant Tanner Horsley recalled of the incident while deployed that resulted in severe injuries and thus ending his promising military career. Since his medical retirement from the Corps, Horsley was uncertain of his professional future. He had been expecting to make the USMC a career like family members before him.
He is not alone in his thoughts. Every year, 160,000 military veterans are discharged from service; 15,000 annually in San Diego, making the region home to the nation’s largest number of veterans returning from wartime duty. For Horsley, and a group of young veterans, we helped answer the uncertain questions about their immediate future by accepting them to the Qualcomm Corporate Integration Program for Warrior Veterans.
Developed by Qualcomm and supported by the Space and Naval Warfare Systems Command, QCIP-Warriors is an initiative created to help wounded warriors and military veterans as they move from active duty to employment in the civilian world. keep reading…
It wasn’t a bad-boy, burn-the-bridge resignation that has garnered all the attention for the 31-year-old new father whose friends and co-workers call him Mr. Cake (for reasons that will become obvious in a moment). That might have been more the Ramsay style.
Holmes let them eat cake. keep reading…
A new site from the Labor Department in the U.S. bills itself as a one-stop shop for “hiring, training, and retraining a strong workforce.”
There’s a not a ton new here, and some of it’s a bit basic. But it’s also a pretty handy collection of links, on everything from tax credits, as well as on hiring veterans, people with disabilities, foreign nationals, and ex-offenders.
You’ll also find information on the hiring process, like some illegal interview questions, for example.
The main page is here.
When the same peer group surrounds an individual for an extended period, movements, actions, and language of that group become second nature. Often times, this is seen in members of the United States Armed Forces.
With this in mind, human resources professionals should understand that it is common to witness specific lingo or actions that have become second nature during their tenure in the military. And, as many members of the Armed Forces return home to a progressively competitive civilian job market, you will see more terms, MOS numbers (Military Occupational Specialty codes), and job descriptions that may catch you by surprise.
To ready yourself, read further and learn how to prepare a superior interview experience for both the veteran and yourself.
Push the Breaks
I have seen thousands of resumes in the past few years and had the pleasure of interviewing some great applicants in person, over the phone and recently by hosting Virtual Career Fairs via Google+ Hangouts. One that particularly sticks out was a Navy EOD (Explosive Ordnance Disposal) specialist who caught me by surprise with technical jargon that made no sense to me. I knew his position in the military was important, but had little idea as to what he was talking about. keep reading…
As part of the 100,000 jobs mission, a big hiring event is coming up in Dallas April 11.
The target market: veterans, guard and reserve members, and military spouses.
More than 70 employers are expected, including JP Morgan Chase, Amazon, Cisco, Delta, Freeport-McMoRan, GM, HP, Hyundai, Intel, IBM, Lockheed, Kroger, and Verizon.
Some companies plan to bring managers — some veterans themselves — ready to make offers on site. (That’s one reason they’re calling this a “hiring event” and not a “career fair” — as a way of saying “there’ll be hiring here, not just screening conversations.”)
The event’s at the convention center. Candidates can get all set up beforehand here.