Proven Leaders Among Us: The Case for Hiring Returning Veterans

1. Bob Kinder December 17 @ 1:00 pm - 2:00 pm Proven Leaders Among Us: The Case for Hiring Returning Veterans
2. “No veteran who fought for our nation should have to fight for a job when they come home...” Barack Obama, 2011
3. Agenda  Current Situation – Unemployment  Challenges to Hiring a Veteran  Why Hire a Veteran?  Integration onto your team  Available Employer Resources
4. Are you prepared? "Each year the military separates between 240,000 and 360,000 service members, and as we draw down from the war in Afghanistan, the military is expected to separate a million service members over the next several years.” Office of the President February 2013
5. Veteran Unemployment  The jobless rate for all U.S. veterans was just 6.9 percent in October, 2013— slightly lower than it is for the population as a whole.  But the unemployment rate for veterans who have served since 9/11 stood at 10%, with 246,000 out of work. That's the same rate as it was a year ago, and it's a higher jobless rate than it is for non-veterans, after adjusting for age and demographic factors. Washington Post, November 11, 2013
6. As reported In Washington Post: This chart from the Council of Economic Advisers shows that the unemployment rate for recent veterans remains incredibly high — around 10 percent — and remains noticeably higher than it is for non-veterans in the same demographic group.
7. Why the Higher Unemployment Rates?  Lack of Understanding - Today’s business leaders don’t understand the value that veterans bring to the table.  Negative stereotypes  Cultural Barriers - This is one of the first generations of business leaders that largely didn’t serve in the military, which poses real cultural barriers to understanding military skills and experience.  Skill Translation - In a 2012 survey of new veterans with Prudential, Inc. 60% of veterans reported that translating their military service to the civilian job market was a significant challenge.  Acclimation - Some companies perceive that veterans require time after military service to acclimate to the civilian world  Lack of Certifications - Requirement to re-train to do the job they’ve been doing, in order to meet the requirements for a civilian license or certification.  Finding veterans - It can be difficult for some companies to locate veterans
8. Jason Hansman’s Story “I served in Iraq as a proud noncommissioned officer in the Army from 2004-2005, managing hundreds of reconstruction projects in a Civil Affairs company that totaled millions of dollars. Armed with that experience and a political science degree from the University of Washington, I entered the civilian job market in 2008 with a solid resume. Yet after nine months and 375 resumes sent out, I only received one interview request – from a temp agency, looking to fill a night mall cop position. ”
9. Why Hire a Veteran? Hiring veterans is good business, according to detailed and lengthy interviews with 87 individuals representing 69 companies. The companies reported 11 reasons they hire veterans, with an emphasis on veterans’ leadership and teamwork skills, character and discipline. Employing America’s Veterans; Perspectives from Businesses, June 2012 Center for New American Security Report
10. Top reasons for hiring a Veteran  Leadership and teamwork skills. Veterans typically have led colleagues, accepted direction from others and operated as part of a small team.  Character. Veterans are perceived as being trustworthy, dependable, drug-free and having a strong work ethic.  Structure and discipline. Companies, especially those that emphasize safety, appreciate veterans’ experience following established procedures.  Expertise. Companies value veterans’ occupational skills, job-specific experiences and understanding of the military community. Employing America’s Veterans; Perspectives from Businesses, June 2012 Center for New American Security Report
11. Additional Reasons to Hire a Veteran Simply put: Veterans are good for the bottom line.  Efficient Performance Under Pressure  Triumph Over Adversity – Resilience  Respect for Procedures  Technology and Globalization  Integrity  Accelerated Learning Curve  Diversity and Inclusion in Action
12. Integrating the Veteran into your Team  Assign a Veteran Outreach Coordinator  Educate your HR department  Communication - Help Translate  Assign a Mentor  Welcome and Integrate the family  Introduce to other Veterans within company  Connect Veteran with local Veteran Representative
13. Veterans Opportunity to Work to Hire Heroes Act of 2011 (VOW Act) There are two tax credits associated with this law: 1. The Returning Heroes Tax Credit is a new hiring tax credit that will provide an incentive for businesses to hire unemployed veterans.  Short-term unemployed: Up to $2400  Long-term unemployed: up to $5,600 2. The Wounded Warrior Tax Credit will double the existing tax credit for long-term unemployed veterans with service-connected disabilities – up to $9600.
14. Sources to add to your Company's Strategic Recruitment Plan  Army Career & Alumni Program: The Army’s Official Transition Website: https://www.acap.army.mil/  Employment Partnership of the Armed Forces: http://www.employerpartnership.org/  National Resource Directory: http://www.nationalresourcedirectory.gov/employment  Service Locator: http://www.servicelocator.org  VetSuccess: http://www.vetsuccess.gov/  Social Networking: https://www.facebook.com/pages/Transitioning- Veteran/70286207855
15. Official Wounded Warrior Programs  Official Wounded Warrior Programs are sponsored by each of the five military service branches. Each program can connect companies with wounded Service Members,  Army AW2careerprogram@conus.army.mil (800) 237 - 1336  Air Force afwounded.warrior@randolph.af.mil (800) 581 - 9437  Coast Guard |Navy safeharbor@navy.mil (877) 746 - 8563  Marines wwtransition@usmc.mil (877) - 487 - 6299
16. Summary  Current Situation – Unemployment  Challenges to Hiring a Veteran  Why Hire a Veteran?  Integrating onto your Team  Available Employer Resources
17. Discussion

Hinweis der Redaktion

As you search for the best candidates to fill positions within your company, are you missing opportunities to acquire top talent? In the coming year, tens of thousands of Veterans, with global experience and unique skills, will enter the job market. Too often employers view military experience as not being easily transferable to a business environment. This perspective overlooks the extraordinary abilities veterans bring to an organization.
Negative Stereotypes
'Less Educated’
2. 'Alcohol And Drug Problems'
3. 'They Have PTSD’ Various studies, however, have found PTSD rates among troops deployed to Afghanistan or Iraq to be between 9 and 20 percent -- a significant portion of our servicemen and women, but a far cry from a majority.
5. 'No Transferable Skills'
When someone has spent 10 or 15 years in the military, many employers are skeptical of the kind of transferable skills they might have, according to Nathan Smith, the COO of Hire Heroes USA. He says the assumption is: "All they did was follow and take orders."In reality, Smith says, the majority of service members were working in offices, dealing with issues such as transportation and logistics. "These are very translatable and valuable skills that have been put to the test in very extreme circumstances," he says. "And they were given vast responsibility for people and equipment," he adds, way beyond anything most private sector employees deal with.And while the skills of combat troops might be harder to list on a resume, Smith says that their leadership and problem-solving capabilities make them ideal employees. "They're trained to deal with almost every circumstance without direction," he says. "And they're very trainable. They're used to receiving instruction, becoming experts, and instructing others in turn."
LeadershipThe military trains people to lead by example as well as through direction, delegation, motivation and inspiration. Veterans understand the practical ways to manage behaviors for results, even in the most trying circumstances. They also know the dynamics of leadership as part of both hierarchical and peer structures.TeamworkVeterans understand how genuine teamwork grows out of a responsibility to one's colleagues. Military duties involve a blend of individual and group productivity. They also necessitate a perception of how groups of all sizes relate to each other and an overarching objective.Conscious of Health and Safety StandardsThanks to extensive training, veterans are aware of health and safety protocols both for themselves and the welfare of others. Individually, they represent a drug-free workforce that is cognizant of maintaining personal health and fitness. On a company level, their awareness and conscientiousness translate into protection of employees, property and materials.
Efficient Performance Under PressureVeterans understand the rigors of tight schedules and limited resources. They have developed the capacity to accomplish priorities on time, in spite of tremendous stress. They know the critical importance of staying with a task until it is done right.

Accelerated Learning CurveVeterans have the proven ability to learn new skills and concepts. In addition, they can join your team with identifiable and transferable skills, proven in real world situations. Such background enhances your company's productivity.

Triumph Over AdversityIn addition to dealing positively with the typical issues of personal maturity, veterans have frequently triumphed over great adversity. They likely have proven their mettle in mission critical situations demanding endurance, stamina and flexibility. They may have overcome personal disabilities through strengths and determination.

Diversity and Inclusion in ActionVeterans have learned to work side by side with people, regardless of diverse race, gender, geographic origin, ethnic background, religion and economic status as well as mental, physical and attitudinal capabilities. They have the sensitivity to cooperate and work successfully with many different types of people.

Respect for ProceduresVeterans have gained a unique perspective on the value of accountability. They can grasp their place within an organizational framework, becoming responsible for subordinates' actions to higher supervisory levels. They know how policies and procedures enable an organization to function efficiently and effectively.Technology and GlobalizationBecause of their experiences in the service, veterans are usually aware of international and technical trends pertinent to business and industry. They can bring the kind of global outlook and technological savvy that all enterprises of any size need to succeed.

IntegrityVeterans know what it means to do "an honest day's work." Prospective employers can take advantage of a track record of integrity, often including security clearances. This integrity translates into qualities of sincerity and trustworthiness.
There are two tax credits associated with this law:
The Returning Heroes Tax Credit is a new hiring tax credit that will provide an incentive for businesses to hire unemployed veterans.
Short-term unemployed: A new credit of 40 percent of the first $6,000 of wages (up to $2,400) for employers who hire veterans who have been unemployed at least 4 weeks.
Long-term unemployed: A new credit of 40 percent of the first $14,000 of wages (up to $5,600) for employers who hire veterans who have been unemployed longer than 6 months.
2. The Wounded Warrior Tax Credit will double the existing tax credit for long-term unemployed veterans with service-connected disabilities.
Maintain the existing Work Opportunity Tax Credit for veterans with service – connected disabilities (currently the maximum is $4,800).
A new credit of 40 percent of the first $24,000 of wages (up to $9,600) for firms that hire veterans with service-connected disabilities who have been unemployed longer than 6 months.
There are multiple resources available to help employers connect their civilian career opportunities to job – seeking Veterans. In fact, that is one of the challenges – there are so many resources that employers can become confused
And overwhelmed when determining where to go, whom to talk to and whether resources are reputable. Rather than conduct an Internet search for possible connections, and then wonder if the agency is trustworthy, employers can access the following vetted resources.
ACAP was created by the Army to help soldiers succeed in their transition from federal service. ACAP's Employers path was created to help employers find the experienced and reliable employees they need to support their economic growth.

Employer Partnership of the Armed Forces , operated by the Army Reserve, lends assistance not only to those looking for a job, but also public and private employers who are ready to hire former service members.

The Departments of Defense, Labor, and Veterans Affairs partnered together to create the National Resource Directory (NRD), a website that connects Wounded Warriors, Service Members, Veterans and their families with those who support them.
The objective of the website is to provide access to services at the national, state, and local levels to support recovery, rehabilitation, and community reintegration. In addition to providing information on topics like education and training, health, and homeless assistance, the website also powers the Veterans Job Bank. The Veterans Job Bank is a central location where Veterans can find employment Opportunities, and employers can find qualified veterans.

Service Locator is an online resource that allows you to find workforce – related resources according to your location. Simply enter your zip code, click "go" and you will receive a list of One – Stop Career Centers in your area. All One –Stop Career Centers have Veterans Representatives who work on both the supply and demand side of recruitment. Ask to speak with the Local Veterans Employment Representative (LVER) or the Disabled Veterans Outreach Program (DVOP) specialist at the center nearest you

VetSuccess.gov is a website sponsored by the U.S. Department of Veterans Affairs. It provides the opportunity for Veterans to post their resumes, and for Employers to post job openings, and links directly to Vocational Rehabilitation and Employment (VR&E) national employment resources for employers.
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Proven Leaders Among Us: The Case for Hiring Returning Veterans

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