The single-most impactful thing you can do to boost your military hiring efforts in 2015 is not a new technology or tool, not a pay-per-click service, or specialized candidate database. This strategy is budget friendly and team-focused.
The answer: search for and identify one person in your organization that is off-the-charts passionate about military and veteran-related issues. Then inspire, influence and persuade them to be your new project lead. keep reading…
Remember how the Navy in the U.S. is moving away from the whole “force for good” message, into something a little more, uh, aggressive?
It’s looking for a new slogan, and looking for up to three ideas from anyone who wants in. keep reading…
You might have heard that in the U.S., the Navy’s “force for good” campaign didn’t go over terribly well, causing the Navy to apparently nix it.
Well, the Navy has uploaded a new commercial to Youtube, and this time around, things blow up. keep reading…
It was just last August that Doug Friedman said on these pages that Oculus Rift could be used in recruiting.
That didn’t take long. keep reading…
As America honors its military veterans today, there is encouraging news on the jobs front: The unemployment rate for the nation’s veterans has declined sharply in the year since the last Veterans Day.
Thanks to a nationwide focus on hiring veterans, and especially younger veterans who served in the post 9/11 military, unemployment for all veterans went from 6.9 percent in October 2013 to 4.5 percent last month. The national unemployment rate dropped 1.4 percentage points to 5.4 percent. (All percentages are non-seasonally adjusted.)
Contributing to the sharp decline was a project launched three years ago by JPMorgan Chase and 10 other large employers. As its name implies, the 100,000 Jobs Mission committed to hiring 100,000 veterans by the end of 2020. Now, with more than 170 companies participating, the project has employed more than 190,000 former military. keep reading…
Military job fairs are producing so-so results for companies, and “job fairs that do not involve virtual technology or provide employers an opportunity to filter resumes in advance appear less useful to companies,” according to a new report on what’s working and what’s not working when it comes to hiring veterans. keep reading…
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?
While chief HR officers are in Atlanta later this month, there’s also a veteran-hiring event going on in North Carolina.
The U.S. Navy’s putting on a May 28-29 conference on “wounded warrior and veteran hiring and support.” There’ll also be a career fair. More information’s here.
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.
Armed for I.T. has information for veterans, employers, colleges, and training programs.
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.
There’s a new website aimed at getting together employers with military veterans, particularly for technology sorts of jobs.
The U.S. Tech Vets site includes a military skills translator, a job search area of course, and links to more info.
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.
Today, as we honor America’s military veterans with parades and speeches and community luncheons, there is one form of recognition veterans value above most others. A job.
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.
Clear Channel is getting some big celebs to help record the public service announcements, including Elton John.