“Made in America” by Toby Keith is one of the newest anthems for our armed forces. In this song he talks about how his father would pay extra for things made in the USA by people in the USA like our veterans. In this post we are going to discuss the research and some sourcing techniques for finding veterans.
First military/Veteran search terms such as:
1). Army, Air Force, Navy, Marines, Coast Guard, National Guard, Army Reserve, Air Force Reserve, etc..
2). Organizations such as Veterans of Foreign Wars (VFW), Disabled American Veterans (DAV) etc. The link below will take you to a list of veteran and military organizations.
3). Other words or Acronyms: Veteran, Military, USMC, USArmy, USAF, USCG, USN, Vet, Former, Retired, prior etc. See link below for a list of Military Acronyms, Initialisms, and Abbreviations.
4). Clearances are a huge and there are many types: Secret, Top secret, and more. Most veterans will have or had a clearance. For a list of clearances see link below.
5). Obviously knowing the MOC and actual title used in the military that you are search for helps. So the link below takes you to the best of the MOC finders.
6). Researching government agencies can also help as many veterans may have worked for government agencies. The link below will help identify most agencies.
7). Also there are a lot of companies that support government agencies (meaning companies providing talent and services to federal agencies), below is a link to a list of most of them.
Now with all the research done you are ready to put together a search string. Below is a simple string that will find veterans who have Java, are ex Army and have a Top Secret clearance.
Inurl:resume (Java OR J2EE) AND (Army OR USARMY) AND (“Top Secret” OR TS)
Keep in mind you can substitute subject and title for url and substitute bio, CV, or “curriculum vitae” for resume. Also you can use the pipe “|” instead of OR in Google, and you do not need to use “AND” in Google. In addition you can use terms like –job –jobs –apply -example to remove possible job ads. You can also use the Tilda (~) instead of inurl: in google to save time.
***** Remember to do your research first*****
Next post Military/Veterans specific sites to post jobs and search for resumes
“God Bless the USA” by Lee Greenwood has long been the anthem for are armed forces and for Veterans. Over the years many other songs have come out reminding us to give thanks to those who risk their lives so we can live free. Over the next several blog posting I will go over why you should hire Military/Veterans, Understanding Military/Veterans, Research/Sourcing Military/Veterans and Lastly Sites for finding Military/Veterans.
First why you should hire Military/Veterans:
1). You can get between 2400-4800 in Tax Credits for hiring a Military/Veteran.
The link will take you to the US Dept of Labor, specifically were the WOTC (Work Opportunity Tax Credit) page is and explains further about the credit for hiring a veteran as well as other guidelines. http://www.doleta.gov/business/incentives/opptax/eligible.cfm
2). Over 200,000 service members leave the military every year.
30. Over 80% of military jobs have a civilian counterpart, meaning of the 200,000 getting out, over 160,000 will come out with skills and experience directly relevant to civilian jobs all you have to do is find and hire them.
3). Military/Veterans live by a code of Ethics, they are proven learners, they are proven to be able to work in teams, they are loyal, committed and some much more.
4). Special guideline for Military/Veterans in the USSERA - Uniformed Services Employment and Reemployment Rights Act.
The link goes to the US Dept of Labor page referencing USERRA and explains about USERRA, employer and Vet Rights on USERRA and much more. There is a USERRA Advisor which is a program designed to help employers and employees understand their right under USERRA. http://www.dol.gov/elaws/userra.htm
5). Government sponsored education benefits, allowing a military/veteran to get additional education/training. The link provided take you to the GI Bill page. This page explains the education benefits available to Veterans. These benefits can also be used to make a veteran employable, meaning if a company needs an employee who is a veteran to get training this program can help pay for it. In the case were the GI bill is not an option Chapter 31 Vocational Rehabilitation and employment program can provide the same education benefits. http://gibill.va.gov/ And http://www.vba.va.gov/bln/vre/
In order to recruit/hire a Military/Veteran you need to understand Military/Veteran. What I mean by understand them is understand the terminology, and understand the jobs they had.
First in thinking about the military you need to remember, the military is not just the Army, Air Force, Marines and Navy. The military also includes the Reserves, National Guard and Coast Guard. http://www.todaysmilitary.com/service-branches
Within the military there are 3 levels of military personnel:
Every person in the military has an MOC (Military Occupational Classification), basically their job. AS I stated earlier 80% of those have a civilian counterpart. The link here will allow you to take a military persons MOC and see what it means, and what the civilian counterpart is. http://www.careerinfonet.org/moc/default.aspx?audience=WP
When talking with military personnel you will hear about a DD214, this form describes a veterans type of discharge, some of their awards as well as some of the training they have taken and more. Every veteran leaving service gets one.
Another document you will hear about is PQR (PERSONNEL QUALIFICATION RECORD), this is a listing of all their training, awards, places they have serves, ranks and much more.
Lastly you will hear about an ACE transcript, this is a document done by the American Council on Education, and will list all the training a military person has gotten, both civilian and military while on active duty and show what that training would be worth towards a degree.
I know that’s a lot and trust me there is a lot more, but this gives you good foundation about why you should hire a veteran and how to understand them.
Military Staffing Series on Why hire Military/Veterans and How to understand them!!
“American Soldier” by Toby Keith is a song about the life of a soldier in the military, why we do it, and why it must be done. I have long been an advocate for hiring Veterans.
For those of you who follow me you may have seen my past posts on the subject or my labs at Sourcecons on Vet hiring, and you may have seen or been at my webinar on Recruiting blogs on Vet hiring. Were thankful this great cause has gotten even more attention as one of the greatest sourcers, and recruiters ever, Glen Cathey “the Boolean Black Belt” has recently put out a blog about “How to Find Military Veterans for sourcing & Recruiting”.
Having someone the stature of Glen Cathey means the message is getting out, and hopefully soon everyone will understand how and why we should be looking to hire our Military Vets.
This post is the preamble to a 3 part series I am doing. Which will take all the information I put in the webinar, and at the sourcecon labs and put it and more out there for all to use. Most of what I do is to provide the research you need to find Vets. As you all know research comes first in sourcing and I will be providing a top of it.
You will get words to use, boards, programs, and a true understanding of the Military Vets, ranks, MOCs and much more.
One of the newest things that is being used as a catch all for saying no to a candidate, is really not new it is just being used a lot more as of late. It is the whole strong personality rational. Now while I agree having a strong personality can be an issue in some companies. But before jumping to that conclusion we must first determine in what ways do they have a strong personality. If their personality is deemed strong because they are confident, but at the same time has no problem admitting when they are wrong, or following directions does it really matter? The answer is probably not. It really depends on the balance between strong and amiable. Despite what some say you can have a strong personality and still be amiable. You can be a leader and a follower. The key is to know the situation and when it is better to lead and when it is good to follow. So just because someone has a “strong” personality does not mean they not a fit, it really depends on other things, like can they get along, can they follow, do they know when to talk and when to listen, and can they change their style of communication when needed. So in other words, like with all things find out more before you write them off. Otherwise you might lose a great candidate.
How we communicate with our coworkers, hiring managers and candidates will impact our ability to do our job. The question is how do we do it, how do we communicate with all those people with all those different personalities and communication styles.
Well it is very simple, You mirror the person you are talking to. Meaning you mimic their rate of speech, and their style of speech. If they talk slower than you normally do, you slow it down, if faster speed it up. You do this and all the while listen to get a feel for their thought style. Meaning are they all about the facts, are they all about touchy/feely. Once you figure it out you know how to talk with them, and life and work become easier. However keep in mind this tip also applied to anyone you speak to, work, play, home or anyplace.
I read an article someplace were a lady in Utah got fired because she was too good looking. Her boss’s wife felt she was too good looking and was worried about her husband who worked there. Now mind you there had been no inappropriate contact or interaction at all. The wife just was worried and did not trust her husband. This ended up in court, of course one would think it was open and shut and this firing would be deemed illegal. However not only was it upheld but a law was passed stating you can fire someone for being too good looking. Now I realize if it goes to the supreme court it will be over turned, but the fact that it even got this far is ridiculous and just plain wrong. I mean what’s next, your too short, to tall, to fat, to skinny, your hair is to short, it’s too long, to dark, to light, see were this can lead? I am not saying that these things do not come into play, I am not that naive, but to actually pass a law allowing such bias is wrong. Something to think about especially if it stands up in the supreme court, what will it say about our society and our supposed equality.
In the advent of social media and social recruiting we need to learn how to be more creative with our job descriptions, advertising and how we communicate with perspective candidates/connections. We need to be creative, and find different exciting ways to get their attention. We need to understand that we need to be social and make sure it is not about what the they can do for us, but what we can do for the candidate/connection. We need to lead with, what we can do for them in a creative way that differentiates us from everyone else. That is the key to social recruiting. Creativity and showing the perspective candidate/connection what we can do for them. Do this or you will fail, it is that simple.
Is the answer to an increase in staffing needs always to add more recruiters, or sourcers? Do we really think the answer is always to add more. Is more really better? The answer is not always more but perhaps better, or perhaps educating what you have, or even breaking apart the Staffing Lifcycle (SLC) into parts and assigning different parts to different people, ie sourcing, calling, etc.
What if you have a team of 4, 2 account management recruiters (AMR) and 2 sourcers. If you are having problems filling your openings perhaps the answer is who is doing what. Perhaps one of the AMR’s would make a better sourcers and vice versa. I was speaking to a friend of mine who manages a staffing team of 6. He was talking to me about the fact they are not filling enough positions fast enough. I asked him what he thought the problem was? He said he was not sure, but the management wanted to add more recruiters. I said okay that is one way to go, but perhaps before you do you should do an analysis, find out were in the SLC the issue is. He agreed and we talked about how he should do it. Long story short after doing it, he discovered the issue was 2 fold. One a lack of training, and 2 not taking advantage of what he had. What he had was 3 strong AMR’s and 3 strong sourcers. However since all were full-cycle, he was not talking advantage of their strengths. So a simple switch to a AMR and sourcer model, and 3 months
later all was good.
The point is before you go adding people look at what you have, look at their skills maybe the answer to your problem is not adding more, but utilizing the skills of what you have.
Believe it or not there are hiring managers (HM), and staffing professional who will ignore and not even really read the resume of a candidate if they have had too many jobs in a given span, were some place to long, or someplace not long enough. Enough is enough, can we stop coming up with excuses to not do our jobs, or allow the HM to not do theirs.
While I can agree there are some cases where there is a legitimate reason to not consider a candidate who has had too many jobs in a given span, or been at a particular company for too long, or not long enough. However for the most part you cannot tell that from a resume. You need to contact the candidate and find out the, who, what, when, where, why and how, of the situation. Perhaps they have had 3 jobs in 3 years, so you are concerned about stability, if they will stay with your company for any length of time. The problem is until you ask the reasoning for their moving you really do not know. What if the companies were all startups that went under? In that case the assumptions you may have made would be wrong. Now I understand in a lot of the cases the assumptions will be right, but in some they will be wrong, there will be legitimate reasons for the issues.
The point is, despite the unemployment rate, we are in a crunch for technology talent, and we are going to have to start changing our ways of thinking, and excuses we use to ignore possible candidates and start investing the time to find out the who, what, when, where, why and how of the situation.
Making it easy to apply!!
Over the last few weeks, I have gone out to many company sites and check out the style, process, and length of time to apply to an open position. I was amazed at some of the things I saw. About 50% of the companies had easy, quick ways to apply, took less than 5 minutes. Another 20-30% took 10 minutes or less. However up to 30 % took over 10 minutes with some as much as 25 minutes.
What started me down this was when a recruiter friend of mine had told me how he does not get many applies when he posts his positions on the company site. I knew from experience he wrote great job descriptions so I knew it was not that. So the question was what was it. So I went on the site and started the applies process, 20 minutes later I was done and for me it became obvious.
I then decided to do a little survey, I spoke to about 40 people who were currently looking for work. I asked if they would take the time to apply to a job if it took 15+ minutes. 98% said no. that was huge. I asked why and it was obvious, it took too long, made them wonder if it took this long to simply apply, how long would it take to hear anything if at all, how long would the process be, and if to apply was so long, so cumbersome, what was it like to work there, how serious about finding people are they.
Well there you have it, for those companies who have never bothered to check how long the apply process is, you may be losing some great candidates and not even know it. You may be getting a bad rap, all because you applies process is way too long, As I have said many times, simple is best. Make it simple, allow them to upload a resume, and have the system take the info from the resume, and fill out any forms needed. Then all the candidate needs to do is verify the info, and apply. Simple, quick, and it works.
Helping people connect with their Destiny”