3 HR Processes Human Resources Practices Attracting & Sourcing Veterans

Attracting and Sourcing Veterans

Some organizations, such as TriWest, GAE, and the Combined Insurance Company of America, appoint a key veteran staff member to lead efforts in recruiting high-potential veteran candidates transitioning from military service to the private sector.  This person understands military and corporate culture, and can help HR and hiring managers understand military culture and service.

It is beneficial to utilize multiple media platforms and leverage veteran networks to publicize job opportunities. Military electronic magazines/newspapers provide news and job information to service members and veterans.  While local and national newspapers are other means of advertising job opportunities, most organizations also utilize websites to attract and source candidates for their open positions.  Many organizations use their home pages to communicate job openings as well as post on websites specifically designed for job searching, such as:

Use of social media such as Facebook, Linked-in and Twitter are also being used to communicate hiring needs.

However, general recruiting efforts may not reach prospective employees with disabilities.  Advertising with disability organizations, vocational rehabilitation programs and disability-related job fairs are just few ways to reach potential employees with disabilities.

Another means for attracting veterans is to develop marketing materials that help translate and transfer military skills/experience into civilian job responsibilities.  Organizations that have focused veteran recruiting strategies leverage military classification codes in their application materials and jobs postings. These codes specify an individual’s job, rank and often include additional qualifications such as languages or specialized training.

Numerous organizations also offer specialized websites for veterans.  For example, AT&T has a military-specific recruitment website and a veteran talent recruitment website (http://att.jobs/military, http://att.military.com/jobs-in/employer/att, respectively).  Others include:

Military recruitment channels, career fairs and other similar events are additional avenues where businesses can share their employment opportunities and veterans can explore whether there’s a match with their skills and experience.  Businesses can showcase their job opportunities along with the benefits of joining their organization, while veterans have the opportunity to demonstrate they are some of the most qualified talent in the nation.

Partnerships with business and trade associations represent another important channel for recruiting veteran talent, as well as a means for communicating the value of veterans in the workforce.  Leveraging community collaboration and networking with other firms are excellent means for sourcing veterans.  Encouraging inter- and intra-industry collaboration to identify and utilize the most comprehensive military skills translators creates more effective placement.  The 100,000 Jobs Mission is an example where private-sector collaboration contributes to improved recruiting practices and outcomes.

JPMC has instituted a “High-Touch Gold Desk,” where JPMC recruiters respond to any veteran applicant within five days of receiving the individual’s application for employment. This high-touch approach is positioned to support veterans in finding the right opportunity at JPMC, based on the applicant’s experiences and qualifications.  In addition, this personal response to each and every applicant has the benefit of helping JPMC’s HR staff become better educated as to how military skills and experiences correlate to the firm’s different work roles. The program functions by utilizing integrated, regional teams that map veteran applications against available positions at the firm.  Using those maps, the teams are able to identify positions across the firm that best match the veteran’s skills profile.  This results in a process that aligns the veteran with an opportunity where he or she is most likely to find success and also facilitates an approach to recruitment and hiring that looks across lines of business, as opposed to within a given organizational silo.

Other examples of focused military recruiting are at BAE and the Lockheed Martin Corporation.  BAE provides career pathways for wounded warriors through its Warrior Integration Program (WIP), which is specifically designed to identify, hire and develop qualified wounded veterans into valuable employees.  Lockheed participates in the Army Partnership for Youth Success Program (PaYS), which allows those who serve our country to plan in advance to explore private-sector job opportunities. The program gives new soldiers the opportunity to select a job with a PaYS partner during the time of enlistment. After the position has been selected, a Statement of Understanding is signed, and the PaYS employer/partner promises to interview the returning solider, as long as he or she receives an honorable discharge, is otherwise qualified, and a job vacancy exists.

Many companies, including Walmart, leverage campus recruiting and veteran service organizations, such as the Student Veterans of American (SVA).  Ernst & Young organizes veteran internship fairs at schools, while AT&T leverages internships that provide veterans job shadowing opportunities.

Following are other resources positioned to support employers with veteran-focused recruiting and onboarding initiatives.

U.S. DOL Vet Employment (VETS)
VETS proudly serves veterans and service members by providing resources and expertise to assist and prepare them to obtain careers, employment opportunities, and employment rights, as well as information on transition programs.  VETS offers a multitude of resources for veterans looking for jobs.

Joining Forces
One of President Obama’s veterans initiatives, Joining Forces is a great resource and offers some of the nation’s top job resources for veterans and employers, such as access to the Veterans Job Bank, links to employment tools, like My Next Move for Veterans, and many more.

Virtual Career Fair for Veterans
This event includes military friendly employers that represent thousands of available job opportunities for veterans.

U.S. Veterans Pipeline
An effort of the 100,000 Jobs Mission, a talent networking and career management platform that allows users to connect directly to peers, companies, jobs, schools, education programs and more.

Gold Card Initiative
The DOL’s Employment and Training Administration (ETA) and VETS have joined forces to develop the Gold Card Initiative. The program provides post-9/11 era veterans with intensive and follow-up services, necessary for success in today’s job market. Eligible veterans can present their Gold Card at any One-Stop Career Center to obtain enhanced intensive services that include up to six months of follow-up, job readiness assessment, referral to job banks, and much more.

100,000 Jobs Mission
JPMC, the other founding corporation and coalition members are committed to working together, sharing best recruiting and employment practices, and reporting hiring results.

Hero Health Hire
This initiative is a gathering place where business leaders, government officials and concerned citizens can learn, share information, and commit to helping our nation’s disabled veterans find and retain meaningful employment. This initiative provides information, tools and guidance for recruiting, hiring, training and supporting disabled veterans in the workplace.

Hire Heroes USA
Hire Heroes USA (Hire Heroes) is dedicated to creating job opportunities for U.S. military veterans and their spouses through personalized employment training and corporate engagement.

Military Spouse Corporate Career Network
Offers virtual and in-person meetings or webinars, helping military spouses with resumes, employment resources, training to update skill sets, and assistance in finding employment resources in their current location or the area to which they’re relocating.