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.
In this, the ninth year of the ERE Recruiting Excellence Awards, finalists include a New York hospital that’s a finalist in two categories, a flower delivery company, a big technology and a big banking company, government contractors, management consultants, and a fast-growing home-loan organization.
“It really brings me hope to see people doing excellent things,” one judge wrote to me, about the industry’s leading awards for talent acquisition.
We made a few changes since last year’s ERE Recruiting Excellence Award winners and finalists were announced. For the first time we have an onboarding category. We split the “department of the year” into large and small companies. We altered the “careers website” a bit to encompass more than just a company’s own site, but social media and similar sites as well. And, we added an “innovation,” award, which will be announced at the upcoming Recruiting Innovation Summit.
The other winners will be announced at the ERE Recruiting Conference & Expo in San Diego, where the finalists will up on stage in a perennially popular q-and-a session for the audience.
Here are those finalists in alphabetical order within the categories: keep reading…
After closing 2007, at Veterans United Home Loans, the leading dedicated provider of VA Loans, we employed a 109-person workforce, all within our centralized Columbia, Missouri location. We will will advance into 2013 with more than 1,200 employees and a 22-office nationwide presence.
As the human resources director for one of the country’s fastest-growing private companies, I’ve had the pleasure of witnessing the highs and lows, the meltdowns and meaningful moments, and seen the best and worst in people, along with the downright bizarre.
While the previous list would make a great piece in itself, that’s not what I am most passionate about. What drives me is the opportunity I’ve been given, which has been hiring more than 1,000 extraordinary employees in the past five years, leading to recognition from Inc. Magazine as the nation’s No. 29 job creator — No. 1 in the financial and banking industry — and being listed on Fortune Magazine’s Great Place to Work list as the No. 21 best medium workplace.
Results like this are not the production of a boilerplate hiring method or template that fits every company, but the collective achievement of a unit that believes in working as a team to produce a superior end result for the user.
To understand what it takes to assemble a successful entity like Veterans United, read on before you hire your next applicant. keep reading…
This survey from Monster offers the first full-year comparison of attitudes and job-seeking challenges from both veterans and employers. Launched a year ago, the survey results are rolled up into what Monster calls the Veterans Talent Index. It paints a sometimes discouraging look at the difficulties and obstacles veterans, particularly those who served since 9/11, face in finding work.
That group of veterans have the highest unemployment among America’s 21 million military veterans. As a group, the so-called Gulf War-era II veterans had an unemployment rate of 10 percent last month. Women veterans in that group had an unemployment rate of 15.5 percent, nearly twice the 7.9 percent national rate. keep reading…
The unemployment rate among veterans of what the government calls Gulf War II is the highest of all veterans.
Collectively, veterans have an unemployment rate of 6.3 percent, well below the national rate of 7.9 percent. However, post-9/11 veterans have an unemployment rate of 10 percent.
A year ago in October (the most recent month for the data), the unemployment rate for those veterans was 12.1 percent. That month the national rate was 8.9 percent. The gap between the national unemployment rate and that for veterans is still wide, but it has closed considerably in 12 months, narrowing from 3.2 points to the current 2.1.
What’s helped is the Work Opportunity Tax Credit, and in particular the Vow to Hire Heroes Act, which gives employers a tax credit of up to $9,600 for hiring unemployed and/or disabled veterans. That program, like so many other tax programs and rate reductions, will end on December 31 unless Congress acts to extend it. keep reading…
The U.S. Marines are apparently picking up on the “good job is a meaningful job” thing, as it will be using some of its ad dollars to emphasize that a Marines career involves helping people and the community.
The Marines campaign to attract officers is being done with help from the ad agencies UniWorld Group and JWT. The Marines are using the tagline “Fighting with Purpose” and the web address Marines.com/impact. The Marines and the agencies are trying to resonate with millennials, and, in particular, what the Marines call the “diversity prospect audience.”
The marines.com/impact website has sections on “rebuilding communities,” “being quality citizens,” and “community impact.” The messages will also be spread using a 30-second TV commercial, as well as print and mobile advertising.
That’s according to a new report from two private non-profits — the National Academy of Engineering and the National Research Council. The Defense Department itself sponsored the study.
The Defense Department’s recruiting “should be reviewed and overhauled as necessary,” the agencies say, including:
- Rethinking whether you really need a clearance for some STEM positions
- Using employees’ skills better, and helping them grow in their careers better
- Changing the “slow, impersonal, and sometimes opaque” hiring process
The October 31 online event is put on by ON24 and Veteran Recruiting Services, with two U.S. government departments – Labor and Veteran Affairs — also involved.
Lowe’s, Intuit, and Waste Management are among the employers expected to participate.
Back in early Spring, I was approached by a local HR organization to present at its local symposium with regard to an article that I wrote for ERE several months ago — “What Corporate Recruiting Can Learn from the U.S. Military.” Apparently the article struck a chord with the program manager, and he reached out to me and asked me if I could deliver a presentation based on the theme of the article. I obliged.
For those who perhaps missed the article when it ran, the main idea revolved around the high recruiting demands of the U.S. Military (in particular the U.S. Army); and how year after year the Army not only meets, but exceeds, its recruiting goals. An interesting fact to note: in one particular year, the Army needed to recruit 75,000 individuals into its ranks. The question I investigated was how a business (the Army in this case) could successfully recruit several thousand individuals year after year while companies in corporate America fail to reach recruiting goals that are nowhere close to the numbers the Army needs to obtain.
Through my research and personal experience, I drilled down on this concept and arrived at a simple conclusion: for the better part of Corporate America, recruiting is a broken concept. keep reading…