if you build it, veterans will come

If You Build It, Veterans Will Come Ryan KosowskyTalent AcquisitionERE 2014 Chicago, IL

© 2014 Charles Schwab & Co., Inc. (Member SIPC) All rights reserved.

Charles Schwab & Co., Inc.

Founded: 1971; name changed to Charles Schwab & Company in 1973

Financial Results (2013): Net revenue $5.4 billion; total client assets $2.25 trillion

Employees: ~14,000 full-time employees

Locations: Headquartered in San Francisco, other employment centers in Austin, Boston, Chicago, Cleveland, Denver, El Paso, Indianapolis, Jersey City, Orlando, Phoenix, Raleigh. 300+ branch offices across the US, Puerto Rico and London.

Hiring Summary: >860 current openings (9/3/14); >2,500 new hires to date in 2014 (9/3/14)

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Agenda Who’s a veteran? Promoting a shared vision and purpose from executive leadership− Philosophy / Our Commitment− The power of inertia− It’s not a program

Bridging the gap between recruiters, hiring managers, and veterans− Technology− Training− Employee Resource Groups

Forge strategic partnerships — “it takes an army” Employer branding — military edition− Focused Advertising− Employer of Choice− Veteran Candidate Experience

The secret to hiring veterans

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vet·er·an/ˈvetərən,ˈvetrən/

Who’s a veteran?

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Who’s a veteran?

Who’s a veteran?According to U.S. Government the term “veteran” means a person who served in the active military, naval, or air service, and who was discharged or released therefrom under conditions other than dishonorable;

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sometimes.

Do you now or have you ever served in any branch or component of the U.S. Armed Forces?


Veteran demographics

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ANNUAL UNEMPLOYMENT SITUATION, VETERANS AND NON-VETERANS, 2000-2012

Note: Annual averages for population 20 and over, not seasonally adjusted Source: Institute for Veterans and Military Families, Syracuse University

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Current market In the last few years, veteran hiring has been a national

priority:− legislation to further incentivize hiring (VOW to Hire Heroes

Act 2011)− public hiring pledges (100,000 Jobs Mission, Joining Forces

Initiative, Hiring Our Heroes)− constant coverage from the media

In 2013 OFCCP published new regulations (VEVRRA):− pre-offer applicant self-id (protected veteran status)− annual assessment of outreach/recruitment efforts− defined affirmative action plan with hiring benchmarks

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Source(s):Vietnam Era Veterans’ Readjustment Assistance Act, as amended (VEVRAA), 41 CFR Part 60-300, 2013https://www.veteranjobsmission.com/about-the-mission, 100,000 Jobs Mission, 2011http://www.whitehouse.gov/joiningforces/about, Joining Forces, 2011http://www.uschamberfoundation.org/hiring-our-heroes/our-mission, US Chamber of Commerce Foundation, 2011VOW to Hire Heroes Act 2011, PUBLIC LAW 112–56—NOV. 21, 2011

https://www.veteranjobsmission.com/about-the-mission

https://www.veteranjobsmission.com/about-the-mission

http://www.whitehouse.gov/joiningforces/about

http://www.whitehouse.gov/joiningforces/about

http://www.uschamberfoundation.org/hiring-our-heroes/our-mission

http://www.uschamberfoundation.org/hiring-our-heroes/our-mission


A Shared Vision and Purpose

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Our commitment – Forward March

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We at Charles Schwab express our sincere gratitude to Veterans and their families for their selfless service and sacrifice. Collectively, these skilled Americans represent some of best trained and motivated talent anywhere. By virtue of the hundreds of Veterans and reservists now employed in a wide range of Schwab careers, we know the distinctive value service members bring to the workplace which helps bring our values to life: devotion to teamwork, discipline, tenacity, and proven leadership. With many in the military increasingly moving on to new challenges, Charles Schwab remains dedicated to our ongoing relationship with this community of America’s heroes. We are committed to providing opportunities that support Veterans in applying their unique skills and experience, as well as the training needed to ensure a smooth transition and continued professional growth.


The power of inertia

Communicate veteran related activities (internally/externally)

Share meaningful metrics broadly Recognize Veteran Employment Champions Observe Veteran Holidays Recognize great veteran talent Build excitement

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It’s not a program

At it’s core, building and sustaining a long term commitment to hiring veterans ultimately rests on a shared vision and purpose from executive leadership to every people manager:

Managers need to understand that otherwise qualified veterans will almost never have the same background as a typical industry candidate, but that they should be assessed on cultural fit, leadership, initiative, drive, motivation and ability to learn the job quickly. Hiring a veteran is an investment in the future, and we are a company built on smart investments.

“We are purposefully committed to providing career opportunities for veterans in recognition of their unique skills and experience. Their spirit of teamwork and disciplined approach to serving others are a perfect fit for our culture of client service.” – Walt Bettinger, CEO, Charles Schwab & Co., Inc.

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Bridging the GapCreating common ground.

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The divide

A recent study by the Center for a New American Security found that over 60% of companies believe that poor military skills translation prevents them from hiring more veterans

A recent study by the CEB found that the 38% of recruitment professionals felt the difficulty understanding military experience and culture was the #1 barrier to recruitment

A recent study by IAVA found that nearly 60% of veteran respondents felt they could not effectively explain how their military experience translated to skills of interest to a civilian employer

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Source(s):Employing America’s Veterans: Perspectives from Businesses, Center for a New American Security, 2012Boosting the Effectiveness of Military Hiring Practices, CEB (CLC Recruiting), 2012Veterans’ Employment Challenges: Perceptions and experiences of transitioning from military to civilian life, IAVA and Prudential, 2012


Technology MOC Translation Tools are only a web search away:− http://www.military.com/veteran-jobs/skills-translator/− http://veteranjobs.stripes.com/military-skills-translator/− http://www.careerinfonet.org/moc/− http://www.taonline.com/mosdot− http://www.onetonline.org/crosswalk/MOC/

Don’t let your ATS/CRM work against you:−Veterans are often disproportionally “screened out”−Veteran applicants almost never match an industry profile−Recommend: Modify Job Descriptions to include military jargon−Better Recommendation: Actively track veteran applicants

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http://www.military.com/veteran-jobs/skills-translator/



http://veteranjobs.stripes.com/military-skills-translator/



http://www.careerinfonet.org/moc/

http://www.careerinfonet.org/moc/

http://www.taonline.com/mosdot

http://www.taonline.com/mosdot

http://www.onetonline.org/crosswalk/MOC/




Training

Unless you bring in a cadre of experienced military veteran recruiters, investing time to train your existing recruiting staff is paramount−Basic military culture−Organizational design/hierarchy−Grade and wage structure− Interview do’s and don’ts−Military skills mapping

Don’t forget Hiring Managers Consider On-Boarding/Orientation Programs

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Employee Resource Groups

Provide additional transition assistance (sponsorship)

Involved in the veteran communities (mentorship)

Maintain camaraderie through their military experiences

Work to recruit more veterans into the organization

Act as an internal focus group for efforts/initiatives

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Strategic PartnersNot an army of one.

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Strategic partners

U.S. DOL Vet Employment (VETS) Joining Forces U.S. Veterans Pipeline 100,000 Jobs Mission Hero Health Hire Hire Our Heroes Student Veterans of America Employer Support of the Guard and Reserve Military Spouse Employment Program Military Spouse Corporate Career Network

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EmployerBrandingMilitary Edition.

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Advertising

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Advertising

Focus your efforts where they count:

Published weekly and sold on every military post/base; high subscriber rate & single copy sales (avg 240k issues/week); high “pass along” rate.

Published monthly, with free copies distributed to every transition center; Annual G.I. Jobs “Top 100 Military Friendly Employers” list (November issue).

Stars and Stripes exists to provide independent news and information to the U.S. military community. Average daily readers number about 420,000.

Installation Newspapers

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http://www.stripes.com/

http://www.gijobs.com/default.aspx

http://www.aerotechnews.com/forthuachuca/


Social advertising

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Employer of choice

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Military landing pages

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Military landing pages

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Key Features: Vanity URL Link to translator (Military Crosswalk) Listing of our military partnerships and

recognition Statement around our military

philosophy/approach/etc. “Meet Our People” (Veterans Highlighted) Calendar of Military/Veteran Careers Fair

Events

http://schwab-veterans.jobs/

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The SecretWhat’s the most important thing?

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Start at the end

Create Momentum

Build Your Brand

Attract Talent

(Leverage Referrals)

Hire Veterans

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Thank you