Tag: Veterans

Do You Know Why You Want It?

Posted on by The Organic Recruiter in Employment Value Proposition, Hiring, Latest News and Articles, Military, Millennials, Uncategorized

why-you-do-itAs we move into December and hear the pitter patter of feet running to make their wish lists, we too quietly ponder what we’d like for the holidays and in 2017. After all, haven’t we all been good girls and boys?

During a conversation with one of my best friends this last weekend we discussed the entertainment business he works in. Our conversation was about how the original ideas of some TV shows get lost because the executive producers start fighting over who has the best notes. By the time it gets to the editor, the initial idea of the show is lost.

No one says it better than Simon Sinek in his book “Start with Why”.

Without the Why you have lost your What. If the producers had stopped to remember why they were creating the show, they would not have lost the What. What was the purpose of the show and why? Could the show have been more successful if the judgement was not clouded by ego?

Every day we go after the shiny bullet or the cool new toy that everyone is talking about on Facebook or any other social media or blog. Whether it be the latest ATS such as Workday or Greenhouse to the ever changing LinkedIn. As a society we are always getting sold into the pretty tool because it helped solve someone else’s problem. The question is: will it solve your problem? Are you chasing your own solution or what someone has told you is your solution? Do you know what your Why is? Why are you doing whatever it is?

Companies boast being “military friendly”. Why does the company want to be military friendly and how has the company achieved it? Was the purpose to check a box or was it to reach out to veterans to offer thanks and help transition him/her back into a civilian job? I once sat at a bar with a recruiter and in conversation with a stranger, she learned he was a vet. She immediately reached out to give her business card and offered to help. She mentioned military.com and how it had helped many vets in her network find a position. In my opinion, that’s “military friendly”. Simply posting a position on a supposedly “military friendly” site does not equate to being military friendly. What site is that? How many veteran viewers does it link to? What efforts does that site do to reach out to veterans? What else is the company doing to reach out to the veterans?

What is your why? If you have a wish list, what is on it and why is it there?  Are you looking to appease shareholders? Is it to attract the right talent? Is it to do the right thing at the right time? Is it to increase your ROI of time, money or retention?

you-why“Start with Why” explains how to inspire with ideas rather than product. Simon Sinek goes on in his 2 of his 3 theories being:

  • The Golden Circle:
    • Sinek states, most people in a company know what they do; less people know how they do it; and hardly anyone knows why they do it
  • The Celery Test:
    • If you’re at a grocery store getting food for your health food business, could someone look at your groceries at the checkout line and immediately know what you’re all about?  If you’ve purchased soy milk, chocolate, pudding, and celery the answer is no.  If you’re just purchasing the soy milk and celery, then yes.
    • In business, if you’re not passing the celery test, if you can’t walk the walk after talking the talk, you’ve lost credibility and frankly damaged your integrity.

People buy Apple products because even before Tim Cook, Steve Jobs would only speak on the Why long before he showed you the what.

The founders of Southwest Airlines knew people would love to fly with them because they built their airline on the Why they wanted to fly, rather than just getting to their destination through crappy service.

What’s on your list this year? Why do you want it?

Let’s talk about your Why.

~The Organic Recruiter | Co-wrote with Candy Store

Loyalty, Duty, Respect, Honor, Integrity, Personal Courage

Posted on by The Organic Recruiter in Diversity, Employment Value Proposition, Hiring, Latest News and Articles, Military, Monster, New Job, US Employment Numbers

It is Veterans Day next week and time to figure out if we are as loyal to them as they are to us. Military.com and Monster.com have many ways to help you with your loyalty. Because waiting to help them may in many ways be too late. Like Mayor Garcetti in Los Angeles (largest population of veteran homeless) has begun with the assistance of Military.com, he is trying to end homelessness of our Veterans. Let’s join the forces and do our part.
~The Organic Recruiter

By  Sourcecon

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The 1st Infantry Division of the US Army has a saying: “No mission too difficult. No sacrifice too great. Duty First!”

Over 30,000+ veterans are placed in corporate America each year and there are over 7,500 companies that do the hiring per year of those military individuals. What is even more impressive is that these military officers do not even have online job seeker profiles like those you see daily on the web boards like Monster or Dice. What tops everything else is that these amazing individuals who defend our freedom look to us as civilians in their transition into the corporate environment. However, there are stigmas that they have to fight just the same.

One stigma is the negative stereotype. First are the assumptions and stereotypes about members of the military that make some employers reluctant to hire them. About one in three employers considers post-traumatic stress disorder (PTSD) to be an obstacle in hiring veterans, according to a survey report by the Society for Human Resource Management (SHRM). In particular, seven percent of post-9/11 veterans are estimated to be suffering from PTSD, according to the U.S. Army.

Another stigma is how skills can be mismatched or misunderstood by a hiring manager. Hiring managers can easily understand a resume that shows any technical skills whether it is Java or .Net in a related field. What hiring managers do understand and how it correlates to corporate is the skills that a battery fire direction officer or artillery specialists can bring to an organization.

When speaking to a field grade army officer (with a specialty in tanks), who asked for obvious reasons to keep his anonymity, he gave a firsthand account of what the interview process is like for a military veteran. Now keep in mind this is an individual that brought in new equipment (mostly paratrooper equipment) for an army corps and has an MBA from Duke, a prestigious university.

“I interviewed with a few large companies that are looking to hire vets. I think I received interest from them because of my vet status. HR wanted to talk to me and their MDs (and even one CEO of a fortune 500 company) liked me. So I got through many rounds of interviews but then I went to talk to the direct hiring manager and my potential future boss. They needed a plug and play a guy that had experience doing the job (corporate finance, pricing, operations management, etc were some of the jobs I interviewed for). This happened over and over again. That was an obstacle I had to overcome in finding employment.”

A lot of companies have veterans programs. From a top-down perspective, it makes sense and sounds even better. Hire veterans as they offer great skills and attitudes that will add to our company and in the long run, it will make us look good too. There are some companies that are doing their part to help in the hiring of military veterans. In 2016, Union Pacific Railroad hired approximately 3900 new employees of which 15 percent were military veterans, where military experience was more relevant than certifications earned. JPMorgan Chase hired over 40,000 new employees in 2016, where approximately 15 percent were military veterans.

The question remains, how can other companies follow suit? First would be to educate management of the companies so that they are not scared that a few months ago this person was killing someone or seeing others killed, and now they have to integrate them into their “team.” There might even be hiring managers cannot comprehend what really goes on in the military, but they get the college and internship type of experience, so they hire what they are familiar.

There are some companies that have gone the additional mile and have set up assistance programs as well. AT&T has helped launch the 100,000 jobs mission initiative to hire 100,000 veterans and transitioning service members by 2020. Even GE plans to hire 5,000 veterans over the next five years through its “Hiring Our Heroes” partnership to sponsor 400 veterans’ job fairs this year.

Another company, Orion International is a firm that spends over 11 months with each military candidate before they are even hired, to ensure the best possible match for each company and candidate. Orion represents 34 percent of military technicians and technical NCOs separating from the military. A Naval officer from Pennsylvania explained how helpful it is to have someone, a company that can help make the transition that much easier though daunting.

 “To have a company willing to stay with you every step of the way was extremely comforting. I was transitioning out of the Navy and my wife had family here so I needed to find a way to get a job locally. Not too many companies looking for a naval officer. There were coaches that shared with me the proper interview techniques and the things not to do during interviews. It’s a blessing.”  

In November of last year, the Federal Bureau of Labor Statistics found that veterans had a lower unemployment rate at 3.6 percent than Americans overall, who faced a rate of about five percent. This reflects ongoing efforts to train members of the military with valuable job skills before they join the workforce, new initiatives by businesses get veterans jobs and the slowly changing attitudes among everyday Americans about the value that former service members bring to the workforce.

In a time where there is increased the level of violence, political deceit and increasing cost of living we need to find solace in those that put their lives on the line every single day for us to even have a living, to have the ability to speak our mind. When that military personnel leaves the armed forces and transition into civilians looking for employment just like those that haven’t served we need to stand up, recognize and do what we can for them as they have done for us. Hoorah!

 

Vet Employment: Supporting The Spouse/Family

Posted on by The Organic Recruiter in Latest News and Articles, Military, Monster

I can never claim to know what it is like to be a military spouse, nor veteran. However I can tell you what amazing people they are. Our military selflessly serve you to protect the flag, our country and our freedom.

I am bias as my #1 hero for 30 years is Master Sergeant (Ret.), Robert F. McClintock. My brother served 28 years in the US Army, first 10 jumping into hostel areas around the world in the 82nd Airborne. Thank you Robert, I love you.

The other heroes who don’t always get the recognition are the spouse who hold down the household, children, finances and help their spouses transition out as well as give them a place they call home to release from their daily grind. When you and I go home after 8+ hours (5 days a week), our troops never get to shut off (they work 24/7 for far less money). Now the spouses are their saving grace and keep them grounded.

Thank you Liz for the article, your service and keeping the home fort ready for your husband. He is a lucky man to have you. And thank you Christy for being there for my brother and all the other spouses giving a pillow to your troops at home. ~ The Organic Recruiter

Vet Employment: Supporting The Spouse/Family

by Liz McLean, Strategic Head of HR & Operations | May 31, 2016

Supporting military spouses/family in their careers—directly shows your support & respect for the service member.

I will be the first to admit that I had a difficult time becoming a “spouse” after leaving the military. I struggled with the fact I had to use my husband’s social security number versus my own and suddenly I wasn’t “expected” to have a career…but instead, needed to ensure I supported my husband’s military lifestyle. Over time however, my appreciation for the role of a military spouse has grown, and my respect for organizations that strive to support the military families has increased ten-fold. Being a spouse is no easy task: a life of uncertainty and unknown…deserves respect.

As this Memorial Day weekend rolled around, I found myself feeling emotion not just as a combat veteran who had dealt with trauma and sadness, but also as a spouse who truly appreciated and understood what it meant as a family member that kept the support going on the home front.

For Example:

  • While in the service, my husband and I spent years apart at a given time—high fiving during deployments, or living a part due to training. Being “independently married” is not easy on a relationship.
  • Over the past few years by husband has been gone 280+ days out of the year flying his aircraft and I was home alone tending to life, work, my father with cancer, my physical and mental health and making sure our home was a well-oiled machine.
  • I was never able to make plans and was having to always “be strong” no matter the situation; I learned what it meant for me to be there for spouses who were also new to the “lifestyle.”
  • At times I had to turn my heart “off” in order to focus on the regime….or I just wouldn’t have been able to function alone. Separation means you miss each other’s triumphs, failures, sadness and experiences. It can foster bitterness, resentment and manifest itself in negative ways if not calibrated.  Military marriages require EXTRA work.

This Memorial Day my husband (who pins on Air Force Major today) and I sat at Laguna Beach in CA being grateful for one another and discussing that no matter how difficult our journey has been, we are thankful.  As I reflected on the importance of being a family support for my husband, I felt proud as a nation in what we are doing to support both the service member and the family in employment.

A few reasons I am personally grateful for my career as a spouse:

  1. I have a career orchestrating national Veteran employment from a virtual position—with travel. I speak to companies specifically on this topic. If you want to show your support for the military spouse, don’t create roles FOR the spouse, but instead ensure you have opportunities that allow flexibility and/or remote offerings. I feel fortunate that I have run veteran programs since my exit of the service from remote setting and it has yet to play into the stagnation of my career. Military spouses cannot relocate due their spouse’s assignments, which often times put them at a disadvantage.  Fortunately, most individuals running vet programs are virtual these days…as veteran employment is a national issue
  2. Being a part of an organization (Military.com/Monster) whose mantra is “family first.” Military life is unpredictable and being a part of a company that supports the unknowns of the military is priceless. It is a culture that is not replaceable.  It is not because the spouse “deserves special treatment,” but there are periods in a military spouse’s life that have extenuating circumstances a civilian will likely never encounter. It is simply being understanding of what pops up in the day to day and not making the spouse feel as though it is assign of weakness to have these intricacies. I see improvements daily in veteran hiring with orgs that emphasize this.
  3. Being in organizations that recognize military spouses as individuals, not only as the support structure. I take pride in being an individual, who ALSO has the dynamic of being a military spouse. I find it imperative that corporations show that they recognize that individual talents, intellects and skill-sets that spouses bring to the table, not only talents as supporting cast. Just like you cannot fit every military member exiting into the same type of position into your org, you cannot have cookie cutter positions for family members. A truly robust spouse program reaches spouses with their job openings and considers the individual talents.

I salute companies striving to make a difference to not only calibrate their needs for service members, but for those who take the opportunity to create a Veteran Friendly Culture by showing support to those spouses who also wish to have a career.

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