Four DirectEmployers Member Companies Share Their Stories

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Common Challenges Around Military Recruiting

October 29, 2015

•  Introductions •  The Hirepurpose mission

•  Stories from four DirectEmployers member companies and their military recruiting challenges •  Eaton: Increase Employer Brand Awareness •  Johnson & Johnson: Develop a Long-term Veteran Hiring

Strategy •  Staples: Identify and Connect With Veteran Applicants •  Verizon: Shift Veteran Perceptions from “Consumer” to

“Candidate”

•  How the companies are partnering with Hirepurpose •  Lessons learned and best practices

A G E N D A

Over next five years, more than 1 million service members will transition out of the military and into civilian life…

Despite having had experiences that build resilience and character, transition to civilian life and employment can be challenging.

How can employers help bridge the gap for transitioning service members and enhance their hiring approach?

Data from www.bushcenter.org

•  Founded in late 2011 by Zach Iscol, a combat decorated Marine Officer, Iraq veteran and founder of The Headstrong Project

•  Created by veterans for veterans, Hirepurpose is committed to addressing the incredible gaps that exist in the transition from military service to civilian career success

•  Helps transitioning service members make smart career choices and connects them to 110+ leading Fortune 1000 companies

A B O U T H I R E P U R P O S E

M O D E R A T O R S : Steve and Will of Hirepurpose

Steve Amsden VP of Corporate Partnerships

Will has military experience as a USAF officer and National Guard UH-60 pilot with deployments to Iraq and Kosovo. He has been active in the military to civilian transition space since 2007 with recruiting roles at the agency and corporate levels.

Steve brings over 15 years of experience from the recruitment and advertising industries. He has helped to build web 2.0 strategies, employment brands and interactive presence at both mature companies—including Monster.com and TMP Worldwide—and start-up companies—including Jobster and FINS (career site for WSJ).

Will Leineweber Director of Recruiting Operations

P R E S E N T O R S :

EATON | George Bernloehr Senior Military Talent Acquisition Consultant

George is responsible for developing and building Eaton’s Military strategy for professional level positions throughout the U.S. He partners with Talent Acquisition leadership to help

create the necessary framework to implement a successful and sustainable military recruiting

strategy.

J&J | Theresa Bjornsen Manager, Talent

Acquisition - Diversity

Theresa has been with J&J for 23 years. In her current role, Theresa designs, develops and

delivers integrated strategies to attract and engage diverse

talent. She leads the diversity outreach for Veterans, Women,

People with Disabilities, the LGBT communities across the

J&J Family of Companies.

J&J | Joel Burgei Sr. Recruiting Specialist

- Medical Device & Diagnostics

Joel has been with J&J for 10 years, building talent networks and delivering world class sales talent to the Medical Device &

Diagnostic Operating Companies at J&J. He is a Veterans

Leadership Council Member and leads the Veterans Strategy with

Sales Leadership.

!

P R E S E N T O R S :

STAPLES | Holly Matznick Diversity Talent Acquisition Manager

Evan is responsible for creating, developing and overseeing Verizon’s global military strategic recruitment and national engagement across the enterprise. His focus is to create programs that allow transitioning military, Veterans and military spouses find employment in their local communities and across the nation.

Holly has been with Staples for 11 years and brings over 15 years of experience in Human Resources and Recruitment. She leads efforts to attract and hire diverse talent across the U.S.

VERIZON | Evan Guzman Head of Military Programs and Veteran Affairs

The Challenge: Increase Employer Brand Awareness Despite being a global technology leader in power management solutions, Eaton is an unfamiliar brand to many transitioning service members and veterans.

The Solution: •  Eaton received candidate referrals for specific job profiles and markets •  Eaton used Hirepurpose as a force-enhancer, allowing the recruitment

team to impact veteran hiring at all levels •  Eaton has been represented at 50+ bases in 2015 to date

S T O R Y 1: Eaton

The Challenge: Develop Long-term Veteran Hiring Strategy Johnson & Johnson has more than 250 companies in its family and more than 120,000 total employees. As a result, the talent acquisition team needed to develop a long-term strategy that would provide access to veteran talent at all levels.

The Solution: •  J&J gained insights and expertise on what base events to attend as

determined by the target markets and demographics •  J&J got connected with the right contacts at the right bases to directly

build relationships with transition managers •  Migrating from staffing firms to Hirepurpose as a sustainable, long-term

strategy

S T O R Y 2: Johnson & Johnson

The Challenge: Identify and Connect with Veteran Applicants Despite being a household name, Staples was looking for a partner to help extend its military recruiting reach beyond Boston and identify quality veteran candidates.

The Solution: •  Staples was able to expand their veteran reach by working closely with

Career Coaches to represent the brand and key roles at bases across the U.S. •  Staples received monthly reports of confirmed applicants (veterans who

self-reported that they completed applications on the Staples site) to reach out to and track for both reporting and recruiting purposes

S T O R Y 3: Staples

The Challenge: Shift Veteran Perceptions from “Consumer” to “Candidate” Verizon’s military recruiting team needed a different approach to military hiring. Their focus is on becoming a brand that relates to both consumers and job candidates, particularly the military population.

The Solution: •  Verizon was branded as a military-friendly company through editorial

content on Task & Purpose •  Verizon’s military hiring message is amplified by Hirepurpose advocating

on its behalf •  Verizon is able to reach senior-level hires at a more cost-effective rate

S T O R Y 4: Verizon

•  Empower educated and experienced stakeholders to own the program, make decisions and influence talent acquisition and hiring managers

•  Establish investment from senior leadership and accountability from hiring managers

•  Properly resource so employers can grow their footprint in the military community

•  Develop a long-term veteran hiring strategy and build on early success

•  Institute reporting tools to advocate on behalf of every veteran, spouse and diversity candidate and work towards eliminating the “black hole”

•  Leverage 2-3 key partners with expertise in the veteran hiring space

•  Start an employee resource group for veterans to recruit and retain

Best Practices for Employers:

Q&A

Thank you! Questions? Comments? Contact Us: Steve Amsden: steve@hirepurpose.com Will Leineweber: will@hirepurpose.com

www.hirepurpose.com