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Employers WANT Military!
Over the years I've experienced many companies who have successfully tapped into transitioning military talent pools.
Veterans need jobs and companies want to hire them. So what's the problem?
1) The language barrier:
Military occupations in many ways are similar to civilian jobs although civilians don't understand the military jargon and transitioning military unfortunately do not know how to appropriately package their skill sets, training and experience. Companies should research Military Occupation Codes which align with their needs to better target prime candidates. Research can start by using this crosswalk tool.
2) Locations have no boundaries:
Active transitioning military can relocate anywhere on Uncle Sam's dime, but the hiring companies need to know what military bases are ripe with their needed skill sets. Transitioning talent pools located at overseas military installations should be extremely ripe for global hiring as well.
3) Civilian soldiers are everywhere:
Companies need to need to research local National Guard and Reserve units which, once again, could be ripe with local talent. Have you researched units around your company’s various locations?
Don't forget military hires also provide a solid set of attributes many companies do not fully realize.
If your organization is truly committed to hiring veterans these are great places to start and If you would like more information around veteran hiring please feel free to contact me.
Suggested & related reading:
Talent STRONG!
What's your creed?
In the Army Times Now!
Veterans need jobs and companies want to hire them. So what's the problem?
1) The language barrier:
Military occupations in many ways are similar to civilian jobs although civilians don't understand the military jargon and transitioning military unfortunately do not know how to appropriately package their skill sets, training and experience. Companies should research Military Occupation Codes which align with their needs to better target prime candidates. Research can start by using this crosswalk tool.
2) Locations have no boundaries:
Active transitioning military can relocate anywhere on Uncle Sam's dime, but the hiring companies need to know what military bases are ripe with their needed skill sets. Transitioning talent pools located at overseas military installations should be extremely ripe for global hiring as well.
3) Civilian soldiers are everywhere:
Companies need to need to research local National Guard and Reserve units which, once again, could be ripe with local talent. Have you researched units around your company’s various locations?
Don't forget military hires also provide a solid set of attributes many companies do not fully realize.
If your organization is truly committed to hiring veterans these are great places to start and If you would like more information around veteran hiring please feel free to contact me.
Suggested & related reading:
Talent STRONG!
What's your creed?
In the Army Times Now!
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Comment by Tracey Cress on July 14, 2010 at 9:42am -
Chad, I would like to talk to you further on veteran hiring, I am very interested in more information.
Thanks, Tracey
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Comment by Gerry Crispin on July 14, 2010 at 10:33am -
Excellent Chad. There is a company meeting being hosted by GE in DC being planned for August 20 to discuss practices in military hiring. Meeting is limited to 20-25 large firms (no fees, Mark and I are facilitating pro bono) and the Deputy Director for Veteran Transition will participate to add to administration initiatives to improve transition. Call me if you think some specific DE board members might be interested.
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Comment by Chad Sowash on July 14, 2010 at 10:33am -
Sounds great. Drop me an email and we can coordinate a call. chad@directemployers.org
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Comment by Chad Sowash on July 14, 2010 at 10:35am
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Thanks Gerry, unfortunately we'll be having a meeting in Atlanta on that date and will be covering this topic as well. I'll reach out to some DC members to see if they are free and not planning to make the ATL mtg.
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Comment by Gerry Crispin on July 14, 2010 at 10:57am
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great
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Comment by Bobby Whitehouse on July 14, 2010 at 10:57am -
It's nice to see this post. Most people understand the value of intangible character qualities but somewhere through the process the "right people" focus is lost; or it is moved down the priority list at best. The military takes smart, dedicated people and teaches them the particulars of their business. And they are very successful in that. American business has a great opportunity to tap into that core training and expand it to their businesses at many levels. Some do and are likewise very successful.
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Comment by Chad Sowash on July 14, 2010 at 11:10am
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Thanks Bobby. Here's a post from last year that speaks to your points - http://thechad.jobcentral.com/index.php/2009/06/15/military-talent-...
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Comment by Sandra McCartt on July 14, 2010 at 11:36am -
Chad,
Many smaller companies will not take the time to translate military job descriptions into civilian terms. There are a lot of recruiters who will work with transitioning military to redo those resumes into civilian lingo. Please tell vets to ask recruiters for help. If the recruiter says they can't, find another recruiter, many of us will, it's the least we can do.
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Comment by Chad Sowash on July 14, 2010 at 1:03pm
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Thanks for the consult Sandra, I agree and have found recruiters very easy to work with IF they understand the opportunity and what veterans/transitioning military can bring to the table.
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Comment by Gerry Crispin on July 14, 2010 at 1:10pm
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There are also lots of job seekers being repped by third party recruiters to companies who will not spend money on third party sources. As a result, some of the troops don't know that if they had gone direct they might have had a fighting chance. Going in represented by a third party for quite a few types of jobs can be a problem.
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