Recruiting and Retaining the Military Veteran

Transcription

1 HR Collaborative Recruiting and Retaining the Military Veteran Matt Luther, Cintas Military Recruiting Director, Joe Vroman, Macy s Director of Executive Recruitment and Military Initiatives joe.vroman@macys.com 1

2 HR Collaborative Military 101 Finding the Best Retaining Your Veteran Workforce 2

3 Military 101- The US Military- Your Military 3

4 US Army Main Ground Force for the US US Navy Defends the Freedom of the Seas US Marine Corps Specializes in Amphibious Operations US Air Force Defends the U.S. in both Air and Space US Coast Guard The US Military- Your Military Maritime Safety, Security, and Stewardship 4

5 Value Proposition- Veteran Hiring Why hire a Veteran? Patriotism and Awesome Talent 1. Accelerated Learning Curve 2. Leadership 3. Teamwork 4. Diversity and Inclusion in Action 5. Efficient Performance Under Pressure 6. Respect for Procedures 7. Technology and Globalization 8. Integrity 9. Conscious of Health and Safety Standards 10. Triumph over Adversity Tax Incentives There are specific tax credits available to employers that hire military veterans. 5

6 The US Military- Your Military 6

7 Military Ranks O Commissioned Officers - Generally receive training as leadership and management generalists, in addition to training relating to their specific military occupational specialty or function in the military. A minimum of a Bachelors Degree. Grades - Junior Officers O-1 through O-3; Sr. Officers O-4 through O-6; General Officers O-7 through O-10 WO Warrant Officers Are rated as an Officer above the senior-most enlisted ranks, as well as Officer Cadets and candidates, but below the officer grade of O-1. Warrant officers are highly skilled technicians and small unit leaders. Most Army Pilots are Warrant Officers. (Note: The Air Force no longer creates Warrant Officers) Grades W-1 through W-5. NCO Non-Commissioned Officers - Position of authority by promotion from the lower ranks. Often obtain a degree, especially in senior grades. Excellent hands on leaders and technical experts. Grades - In the Army, Marines and Air Force, grades of E-6 and above are considered Senior NCOs, while in the Navy and Coast Guard E-7 and above are Senior NCOs. E Enlisted - Enlisted service personnel perform jobs specific to their own occupational specialty. Grades - E-1 through E-9 7

8 Entry Points Select Senior Roles Key Attributes Policy-Making, Defense Sector, Large-Scale Organization Expertise General Target Populations for Military Skill sets, experience and education vary greatly within the military community so it is important to understand some generalities for different populations. Enlisted: E3 E4 3 6 years of service Enlisted: E5 E years of service Officers: O1 O years of service Colonel to Flag/General Officers Core set of military experiences, education and training Adhere to core set of values Duty Honesty Loyalty Teamwork Follow instructions Meet standards/deadlines Perform under pressure Think and act independently in the absence of their leader Leadership, management, and team-building skills in an operations environment Operations and problem solving experience Technology, logistics and fiscal/finance expertise Some have college degrees Operations and strategic planning experience Superior communications skills Decision-making, Public affairs Technology, logistics and fiscal/finance savvy College degrees from highly competitive programs (Service Academies, ROTC Scholarships) MBAs and other advanced degrees Operations: First line supervisors and managers in diverse fields Customer Service, Manufacturing, Telecommunications and IT, Sales, Accounting, Education, etc. Operations Managers Sales Representatives Leadership Development Programs Analytical and Specialized Fields 8

9 Military Culture Like any other culture, the Military has its unique values, norms, customs, traditions, languages, symbols and clothing. Being in the military is not just a job, it is a way of life. Core Values - Duty, Honor, Country The intangible bonds that are found in the military culture are built on: Loyalty Commitment Army - Loyalty, Duty, Respect, Selfless Service, Honor, Integrity, Personal Courage Navy & Marine Corps: Honor, Courage, Commitment Air Force: Integrity, Service before Self, Excellence Coast Guard: Honor, Respect, Devotion to Duty Teamwork & cohesion with unit - Individualism is set aside for service. The Military hierarchy is core to its structure - Rank is highly respected. The military perspective is quite different in that it is considered a privilege to belong to the military. 9

10 M I L I T A R Y A N D V E T E R A N S A F F A I R S 100K MISSION Generic Military Education and Skill Set Matrix Years of service Enlisted (E1-E9) *high school diploma minimum Rank Mil Education Skill-set E1-E4 IMT Member of a team NCO E5-E6 Small unit leader or team member SNCO E7-E8 Mid-size unit leader/staff leader or member NCO-S E9 Mid and Large unit leader/key senior staff leader or member Officer (O1-O6) *bachelors degree required Warrant Officer (WO1- WO5) *bachelors degree required by year 13 KEY Rank Mil Education Skill-set Rank Mil Education Skill-set O1-O2 OBT Small unit leader CC O3 Mid-size unit leader/staff leader IMT- Initial Military Training (Basic and Technical skillsenlisted) NCO- Non- Commissioned Officer Training (Basic skillsenlisted) SNCO- Secondary Non Commissioned Officer Training (Secondary Leader Skills-enlisted) NCO-S - Non Commissioned Officer Training Senior (Advanced Specialized Leader Skills-enlisted) ILE O4 Senior key staff leader or member O5 Large unit leader/key senior staff leader or member WO1 WO2 WO3 WO4 WO5 WOBC WOAC WOSC WOSSC Small team leader Mid-size team leader Large-size team leader OBT- Officer Basic Training (Initial Basic and Technical Skills- Officer) CC- Career Course for Officers (Secondary-level leadership and technical skills- Officer) ILE- Intermediate Level Education (Secondary Technical Skills Officer) WC- War College (Advanced Specialized Leader Skills- Officer) WOBC- Warrant Officer Basic Course (Initial Basic/Technical Skills) WOAC - Warrant Officer Basic Course (Secondary-level leadership/technical Skills) 10 WOSC- Warrant Officer Staff Course (Specialized schooling) WOSSC- Warrant Officer Senior Staff Course (Specialized schooling) WC O6 Large-size to exceptionally large team leader

11 The US Military- Your Military Questions? 11

12 HR Collaborative Finding the Best 12

13 Military Veteran Statistical Data (US Census Bureau) Total # of Active Duty and Reserve Members 2.4 Million Total # of living Military Veterans 23.2 Million Total # of military veterans exiting the military every year 165,000 % of veterans over age 25 with at least a bachelors degree 26% Diversity for today s Active Military African American 16.5% Hispanic 12.1% Asian 1.2% American Indian 0.7% Pacific Islander.01% Female- 13.1% 13

14 UNITED STATES MAJOR MILITARY BASES CA Beale AFB Camp Pendleton Edwards AFB Fort Irwin MCAS Miramar NB Point Loma NB San Diego Twenty-nine Palms USCGS San Diego Vanderburg AFB NV Nellis AFB AK Eielson AFB JB Elmendorf- Richardson Fort Wainwright WA - JB Lewis McCord - Bangor Naval Submarine Base - NS Bremerton - NS Everett CO Fort Carson Peterson AFB US Air Force Academy HI Hickam AFB JB Pearl Harbor MCB Hawaii Schofield Barracks AZ Fort Huachuca Luke AFB Yuma Proving Ground NM Kirkland AFB White Sands Missile Base NB Offutt AFB KS Fort Riley Fort Leavenworth TX Fort Bliss Fort Hood Fort Sam Houston Lackland AFB Randolph AFB Sheppard AFB IL NTC Great Lakes Scott AFB LA Barksdale AFB Fort Polk NAS New Orleans MO Fort Leonard Wood KY Fort Campbell Fort Knox AL Fort Rucker Redstone Arsenal Maxwell AFB OH Wright- Patterson AFB FL NAS Jacksonville Eglin AFB NS Mayport NAS Pensacola NY NTPU Ballston Spa Fort Drum Fort Hamilton USMA- West Point DE Dover AFB NC Fort Bragg Camp Lejeune SC NTPU Charleston Fort Jackson Parris Island Jacksonville CT Sub Base New London GA Fort Benning Fort Gordon Fort Stewart Sub Base- Kings Bay NJ JB McGuire- Dix MD JB Andrews Fort Meade US Naval Academy VA Fort A.P Hill Fort Belvoir Fort Eustis Fort Lee Fort Myer Langley AFB MCB Quantico NS Norfolk LEGEND AFB Air Force Base JB MCAS MCB NS Joint Base Marine Corps Air Station Marine Corps Base Naval Station NTPU Navy Training Prototype Unit

15 Where Are They? 40% of all military veterans reside in one of 6 states: California 2.1 Million Florida 1.7 Million Texas 1.7 Million New York 1 Million Pennsylvania 1 Million Ohio 1 Million 15

16 Resources- Hero 2 Hired 16

17 Resources Hiring our Heroes Career Fairs, US Chamber of Commerce Usually free, varying salary expectations Veterans from many different walks of life Many events across the country Post and Base Career Fairs Low cost events across the country at military installations Transitioning service members and family members Servicemembers usually want to go home Your Local Veteran s Employment Representative Subject Matter Expert on resources in your area Puts you in touch with local National Guard and Reserve Units, all branches Veteran Outreach agencies in the local community. 17

18 Benefits of H2H.jobs for Employers Unlimited Free Job Postings XML Feed Automatic Notifications of Job Seekers that meet your search criteria Powerful Resume Search Functionality Virtual Hiring Events Marketing Opportunities 18

19 Resources GI Jobs Top Military Friendly Employer Survey 100,000 Jobs Mission Joining Forces Initiative Veteran Employee Resource Groups Department of Labor 19

20 Interview Do s and Don ts When interviewing a military candidate, you can ask questions about their service the same way you would ask other candidates about their work history. However, there are some things to consider: The Uniformed Services Employment and Reemployment Rights Act (USERRA) protects a veteran's reason for military discharge. You CANNOT ask a candidate why they were discharged from the military. You CANNOT ask to see their discharge papers (DD-214) except when the employer has a bona fide occupational qualification (BFOQ) for doing so (i.e., state job veteran preference or security clearance). DOL's position is that an employer should avoid questions about discharge during the interview unless business necessity can be shown. 20

21 Interview Do s and Don ts DOL s Office of Federal Contract Compliance Programs (OFCCP) "best practice" is NOT to ask about reason for discharge in the interview process as it can lead to equal opportunity type issues. Though you cannot ask about reason for discharge, you can ask about type of discharge (Honorable, General, Dishonorable) to determine eligibility for VETERAN S PREFERENCE. The OFCCP "best practice" is to only ask questions to ascertain veteran's preference status. 21

22 Interview Do s and Don ts Legally, you can ask questions about: Dates of military service Duties performed Rank during service and at time of discharge Pay during service and at time of discharge Training received Work experience It is appropriate to ask questions pertaining to military service or experience when they relate to the bona fide job requirements It is not appropriate to ask questions specific to combat or war experience, even if you were in the military yourself. 22

23 Questions? 23

24 HR Collaborative Retaining Your Veteran Workforce 24

25 Retaining HR Your Collaborative Veteran Workforce Place a value on military service Expand traditional Employee Assistance Programs (EAPs) 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 Consider participating in local Yellow Ribbon Reintegration Programs Understand your responsibilities under USERRA 25

26 HR Collaborative Questions? 26