2. About Me
Based in Minneapolis, MN
8 years of Talent Acquisition/HR experience with over 250 F1000
companies
4 years with Monster
Passion for Recruiting Productivity, Branding, Social Media and
Recruiting Technology
Organizer of MN Talent Advisory Board
Speaker / Contributor at MNREC, MNTRN and others
Twitter: @MNOnlineguy
linkedin.com/in/ryanstene
Ryan Stene facebook.com/mntalentadvisoryboard
ryan.stene@gmail.com Twitter: @MN_TAB
M : 952-381-1101 BeKnown: beknown.com/ryan-stene
6. Military Fast Facts
In 2012, US Military is projected to budget $172 billion to
support Military training
In 2010, the Department of Defense spent $542 million on
servicemember tuition assistance programs.
250,000 servicemembers transition to the civilian workforce
each year – in 2012-13 that is expected to increase by 25%
12.5% unemployment rate in veterans returning from
Afghanistan and Iraq
Average tenure for military skilled employees is 8 years (4.6
years for us citizen)
Over half of our troops have a spouse, children, and/or an adult
dependent on them.
Women represent 95 percent of military spouses and 80 percent
are younger than the age of 35
7. Why Recruit for Military?
According to the U.S. Department of Labor Veterans’ Employment and Training
Service, here are the top reasons to hire vets.
1. Accelerated learning curve
2. Leadership
3. Teamwork
4. Diversity 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
11. Tax Credits
12. Background Checks and Security Clearances
13. Government Paid Relocation Assistance
14. Work Ethic
8. VOW to Hire Heroes Act
FACT SHEET: The VOW To Hire Heroes Act
Tax credit of up to $5,600 for hiring veterans who
have been looking for a job for more than six
months, as well as a $2,400 credit for veterans who
are unemployed for more than 4 weeks, but less than
6 months.
Tax credit of up to $9,600 for hiring veterans with
service-connected disabilities who have been looking
for a job for more than six months.
10. Top Military Employers
Top MN Military Employers
US Bank #72
XCEL Energy #99
http://www.gijobs.com/2012Top100.aspx
11. Top Military Career Sites
Site Monthly Visitors Site Internet Rank
Military.com
10,000,000 646
www.military.com
VA Jobs**
3,941,323 441
www.va.com/jobs
USAJobs
73,163 NA
www.usajobs.gov
Recruit Military
50,203 39,927
www.recruitmilitary.com
MilitaryHire 9,958
148,754
www.militaryhire.com
VetJobs
14,847 106,815
www.vetjobs.com
*According to compete.com
**VA Jobs refers you to other career sites
15. SHRM Survey
- 69% agreed that they need more tools to recruit for
Veterans
- 74% agreed that Veterans skills would help in the
workplace BUT they don’t know how to recruit them
- 60% don’t know how to translate Military skills to civilian
roles
- 88% believe that it is the “right thing to do” and make an
honest effort to recruit Military candidates
- 96% listed the following qualities of military candidates:
Responsible, Ability to Multitask, leadership, desire
to accomplish tasks under pressure, great at
problem solving
17. The Challenge
Military Skills are difficult to translate to Civilian
role
Resumes are poorly formatted
Military candidates are unprepared for job search or
interview process
18. Where do I start?
1. DESIGN A STRATEGY AND GATHER INTEL
2. CREATE CONTENT AND EDUCATE THE
WORKPLACE
3. ACTIVELY RECRUIT VETERANS, WOUNDED
WARRIORS AND MILITARY SPOUSES
4. HIRE QUALIFIED VETERANS AND LEARN HOW
TO ACCOMMODATE WOUNDED WARRIORS
5. PROMOTE WITHIN THE WORKPLACE TO GROW
AND RETRAIN
6. TOOLS AND RESOURCES
19. Design a Strategy and Gather Intel
• BUILD A INTERNAL TEAM – DO YOU HAVE VETERANS
CURRENTLY EMPLOYED? IS THE PROGRAM BACK BY
THE EXECS?
• BECOME FAMILIAR WITH THE BENEFITS OF HIRING
TRANSITIONING SERVICE MEMBERS, VETERANS AND
WOUNDED WARRIORS
• LEARN ABOUT TAX INCENTIVES ASSOCIATED WITH
THE HIRING OF VETERANS AS WELL AS DISABLED
VETERANS
• PLAN FOR RESULTS: START WITH THE BASICS
20. Strategy
Things to Consider when developing a strategy and
finding a partner:
Reach
Experience
Breadth & Depth of Solutions
Media, Technology, Expos or Career Fairs, Resume Database,
Postings
Seeker Activities
Career Fairs, Online events and content for seekers
21. Create Content and Educate the
Workplace
• CREATE A THEME – MAKE IT RESONATE
•D O E S Y O U R C A R E E R S I T E H A V E A V E T E R A N F O C U S ?
• WHAT IS THE APPLICATION PROCESS LIKE FOR A
VETERAN?
• CROSS REFERENCE THEIR SKILLS TO YOUR NEEDS
• MAKE IT EASY TO CONNECT WITH VETERAN
RECRUITING TEAM
• LIST UP COMING CAREER FAIRS
• BE A SHOWOFF! –
PARTNERSHIPS, AWARDS, STATS, PR
• BUILD A RELATIONSHIP – TALENT COMMUNITY
JUST FOR MILITARY
22. Create A Theme
You’ll Find Challenging You’ll find challenging
Work (Military) Work (civilian)
“An Army of One” You’ll be part of an elite
"The few, the proud“ group
You’ll find challenging work
"Accelerate your life"
You’ll receive training / gain
"It's not just a job, it's
skills that will improve your
an adventure" life
"Be all you can be" Your work will have an
"We're looking for a impact on others
few good men" You’ll experience great
camaraderie
24. Best In Class - Messaging
http://www.youtube.com/watch?v=j6LyNmOMRtY&feature=colike
25. Actively Recruit Veterans and
Spouses
• UPDATE JOB CONTENT TO REFLECT MILITARY
FOCUS INCLUDING JOB REQUIREMENTS
• USE INTERNSHIPS AS A WAY TO PROMOTE FOR
LACK OF EXPERIENCE OR DEGREE
• ACCESS CREDIBLE RESOURCES TO HELP YOU
LOOK FOR QUALIFIED VETERANS AND
WOUNDED WARRIORS WHO ARE SEEKING
EMPLOYMENT
• USE SOCIAL MEDIA TO PROMOTE YOUR
OPPORTUNITIES & VALUES
• GO WHERE THE TALENT IS
27. Veteran Job Channel
Average 300K unique
visitors
1.1 million page-views
per month
Average 300K job
searches per month
Over 1 million
resumes with military
service
Over 800K active
resumes with
security clearance
29. Recruiting for Spouses
• shopped online in the
last six months
• are grocery decision-
makers
• have social networking
profiles
• are employed
30. HIRE Qualified Veterans and Learn how
to ACCOMMODATE Wounded Warriors
• CREATE A SPECIFIC ON-BOARDING PROCESS FOR
VETERAN NEW HIRES
• BUILD THE RELATIONSHIP / CHECK -IN MEETINGS
• HAVE AN ORG CHART TO ALLOW THEM TO LEARN
THE HIERARCHY
• MAKE IT CLEAR TO THE VETERAN (NEW HIRE)
HOW THEIR WORK WILL FIT INTO THE COMPANY'S
PLAN FOR SUCCESS.
• VETERANS UNDERSTAND AND RESPECT HOW THE
WORK THEY DO HELPS TO ACCOMPLISH THE
OVERALL MISSION
31. What is the “Applicant Experience” When
Veterans Visit your Career Website?
Can they “find” themselves on the home page?
Do they get the sense they could have a place in your
organization?
Can they see examples of people just like them who
have successful careers in your company?
Partner with Official wounded warrior programs
Create specific veteran interview questions
Include Veteran employees in the interview schedule
32. Promote within workplace to grow and retrain
Place a value on military service (Vet of the Month)
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
Have a special Veteran Referral Program
Support of the Guard and Reserve
36. TOOLS and RESOURCES
• AMERICA'S HEROES AT WORK LINKEDIN GROUP
• NATIONAL RESOURCE DIRECTORY FACEBOOK
PAGE
• NATIONAL CENTER FOR PTSD
• U.S. DEPARTMENT OF LABOR ELAWS ADVISOR
UPDATES
• U.S. DEPARTMENT OF LABOR E -MAIL ALERTS
• EMPLOYING MILITARY PERSONNEL AND
RECRUITING VETERANS
• GI JOBS.COM
• BLS MILITARY DATA
• MILITARY.COM
37. Veteran State By State Stats
SOURCE: U.S. CENSUS BUREAU, 2010 AMERICAN COMMUNITY SURVEY 1-YEAR ESTIMATES
38. What should I do next?
Small Organization
Understanding your current openings
Define your goal (# of hires, internal champions, etc)
Create a strategy
Small amount of Military Targeting
Medium Organization
Create separate section on your careers site
Create a internal Veteran Focus group
Create a referral program for veteran hiring
Have special content and marketing for Veterans and expand to other business lines
Large Organization
Expand your strategy to social media with separate FB/Twitter/LI pages
Acquire a Military Skills Translator – for medium size as well
Have a budget and group dedicated to Military hiring
Attend events and tradeshows
Embrace it and Accomplish the goals you put in place
