a call to duty: strategies for recruiting and hiring veterans michigan works! october 14, 2014...
TRANSCRIPT
A Call To Duty:
Strategies for Recruiting and Hiring Veterans
Michigan Works! October 14, 2014
Michael A. Poyma, U.S. Dept of Veterans Affairs
Topics
• Military Service & Culture
• Obstacles Veterans Face
• Challenges to Employers
• The Business Case for Hiring Veterans
• Sourcing Veteran Talent
• Veteran-Friendly Practices
• Recommended Reading and Resources
Military Service & Culture: Pre-Enlistment Considerations
• Age of average enlistee
• Volunteer
• Lack of significant “civilian” work experience
• Lack of job-seeking skills
• Initial recruitment easy
• Jobs – No Experience Required!
Military Service & Culture: From One to Team
• The culture shock of basic training
• Changing duty stations
• Career progression
• Multiple hats
• Constant training
• Readiness and deployments
Military Service & Culture: “I Got Your Back”
• It’s all about the team and its mission• Success defined• The foundation of military team success requires a
cohesive, supportive culture that demands the highest levels of performance and accountability from the individual; while the individual holds those around him/her to similar standards
• Succession planning
Military Service & Culture: Transition
• DOD prepares and trains civilians for the best military force in the world, but comparatively does very little to prepare our armed forces for civilian transition
• TAP
• From Team to One
Post-Military Employment Obstacles for Veterans
• Lack of significant “civilian” work experience
• Lack of job-seeking skills
• Unrealistic expectations from initial recruitment / military career path
• Capabilities vs. qualifications
• Self-advocacy, boundary issues
Post-Military Employment Obstacles for Veterans (continued)
• Re-acclimation to civilian work culture / on-the-job behavioral expectations
• Transferable skills translation
• Locating community support / resources
• Military / veteran stigma
• Disabilities
Challenges to Employers
• Transferable skills translation
• Perceptions of acclimation issues
• Stereotypes
• Future Deployments
• Too many (different) resources
The Business Case for Hiring Veterans
• Entrepreneurial
• Assume high levels of trust
• Adept at skills transfer across tasks
• Advanced technical training
• Discontinuous, uncertain environments
• Resiliency
• Team-builders and organizational commitment
• Cross-cultural experience and diverse work settings
The Business Case for Hiring Veterans (continued)
• Succession Planning Advantage
• Education and training savings
• VA Healthcare = lower insurance rates
• Tax credits and other incentives
• Company image and public relations
Sourcing Veteran Talent
• Low / no-cost solutions
• State Workforce Agency
• VA VR&E
• Universities
• H2H – MI Talent Connect
• Outreach and events targeted to veterans
Veteran-Friendly Practices• Identify veteran employees• Information and training towards creating a
veteran-friendly work environment• Support informational interviewing, mentoring,
and internship opportunities• Veterans in human resource positions• Amend position descriptions• Buddy systems help with acclimation process• Affinity programs help retention• ESGR Statement of Support / Freedom Award
Recommended Reading and Resources
• Veterans Hiring Toolkit
• National Resource Directory
• Onetonline.org
• SHRM surveys
• Business Case
• Employing America’s Veterans
• TALENT 2025 Veterans Hiring Guide
Michigan
• Michigan Veterans: A Workforce Study• Michigan Veterans Affairs Agency (MVAA) • West Michigan Veterans Coalition• Employer Support of the Guard and Reserve
(ESGR)• LinkedIn: Michigan Veterans Employment
Solutions• Michigan Veterans Employment Council
Questions?
Michael Poyma
Employment Specialist
Dept. of Veterans Affairs
3001 Coolidge Rd. Suite 401
East Lansing, MI 48823
517-203-0947