DISCUSSION LEAD BY: RYAN STENEMINNESOTA RECRUITERS
OCTOBER 2012 CONFERENCE
Military Recruiting Strategies
About Me
Twitter: @MNOnlineguy linkedin.com/in/ryanstene
facebook.com/mntalentadvisoryboard
Twitter: @MN_TAB BeKnown: beknown.com/ryan-
stene
Based in 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
Ryan Stene [email protected] M : 952-381-1101
Disclaimer
POLL
How many people have a parent or sibling in the military? Active or Retired?
How many have a Military Recruiting Focus at your company?
Why?
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
Why Recruit for Military?
According to the U.S. Department of Labor Veterans’ Employment and Training Service, here are the top reasons to hire vets.
1. Accelerated learning curve2. Leadership3. Teamwork4. Diversity Inclusion in action5. Efficient performance under pressure6. Respect for procedures7. Technology and globalization8. Integrity9. Conscious of health and safety standards10. Triumph over adversity11. Tax Credits12. Background Checks and Security Clearances13. Government Paid Relocation Assistance14. Work Ethic
VOW to Hire Heroes 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.
Talent Pool of over 10 Million Members
Top Military Employers
Top MN Military Employers
US Bank #72XCEL Energy #99
http://www.gijobs.com/2012Top100.aspx
Top Military Career Sites
Site Monthly Visitors Site Internet Rank
Military.comwww.military.com 10,000,000 646
VA Jobs**www.va.com/jobs 3,941,323 441
USAJobswww.usajobs.gov 73,163 NA
Recruit Militarywww.recruitmilitary.com 50,203 39,927
MilitaryHirewww.militaryhire.com
9,958 148,754
VetJobswww.vetjobs.com 14,847 106,815
*According to compete.com**VA Jobs refers you to other career sites
Areas of Expertise
Degree of Difficulty for Hiring
Jobs with Military Skill Sets
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
How?
The Challenge
Military Skills are difficult to translate to Civilian role
Resumes are poorly formatted Military candidates are unprepared for job
search or interview process
1. DESIGN A STRATEGY AND GATHER INTEL2. CREATE CONTENT AND EDUCATE THE
WORKPLACE3. ACTIVELY RECRUIT VETERANS, WOUNDED
WARRIORS AND MILITARY SPOUSES4. HIRE QUALIFIED VETERANS AND LEARN HOW
TO ACCOMMODATE WOUNDED WARRIORS5. PROMOTE WITHIN THE WORKPLACE TO
GROW AND RETRAIN6. TOOLS AND RESOURCES
Where do I start?
• 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
Design a Strategy and Gather Intel
Strategy
Things to Consider when developing a strategy and finding a partner:
ReachExperienceBreadth & Depth of Solutions
Media, Technology, Expos or Career Fairs, Resume Database, Postings
Seeker Activities Career Fairs, Online events and content for seekers
• CREATE A THEME – MAKE IT RESONATE•DOES YOUR CAREER SITE HAVE A VETERAN FOCUS?• 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
Create Content and Educate the Workplace
You’ll Find Challenging Work (Military)
You’ll find challengingWork (civilian)
“An Army of One”"The few, the proud“"Accelerate your
life""It's not just a job,
it's an adventure""Be all you can be""We're looking for a
few good men"
You’ll be part of an elite group
You’ll find challenging work
You’ll receive training / gain skills that will improve your life
Your work will have an impact on others
You’ll experience great camaraderie
Create A Theme
Best in Class - Themes
Best In Class - Messaging
http://www.youtube.com/watch?v=j6LyNmOMRtY&feature=colike
• 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
Actively Recruit Veterans and Spouses
Strategy Focus
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
Precision Targeting Media
Recruiting for Spouses
• shopped online in the last six months
• are grocery decision-makers
• have social networking profiles
• are employed
• 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
HIRE Qualified Veterans and Learn how to ACCOMMODATE Wounded
Warriors
What is the “Applicant Experience” WhenVeterans 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 questionsInclude Veteran employees in the interview
schedule
Promote within workplace to 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
Best in Class Example
Things to Consider for Your Career Site
Military Skills Translator
•AMERICA'S HEROES AT WORK•NATIONAL RESOURCE DIRECTORY•NATIONAL CENTER FOR PTSD•U.S. DEPARTMENT OF LABOR•EMPLOYING MILITARY PERSONNEL•GI JOBS.COM•BLS MILITARY DATA•MILITARY.COM
TOOLS and RESOURCES
Veteran State By State Stats
SOURCE: U.S. CENSUS BUREAU, 2010 AMERICAN COMMUNITY SURVEY 1-YEAR ESTIMATES
What should I do 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
Thank You
Q & A