A SOLDIER WITHOUT A UNIFORM: RECRUITING AND RETAINING TOP-TIER MILITARY TALENT

INTRODUCTION It is easy to discern a soldier from a civilian – crisp pressed uniforms, medals, name tags, polished shoes. Once the soldier is out of their uniform it makes it harder, as most veterans are outwardly unidentifiable to the overall community.

The U.S. military is one of the most diverse organizations in terms of representation. When you hire a veteran, you are hiring a diverse candidate who possesses skills, training and experiences most civilians do not.

Research by Federal Reserve Bank of Chicago Economists in 2013 found that veterans deployed overseas for prolonged periods, struggled to find work because of the traumas of war, as well as training that did not readily translate into the civilian world. Among post, 9/11 military veterans, women continued to bear the brunt of high unemployment, with an 8.5% jobless rate last year - down from 9.6% in 2013. Unemployment was highest among the 25-44 age groups. The military is like many Fortune 500 companies, in that most Military Occupation Codes (MOS’s) performed in the military have transferable skill sets that mirror the job requisitions your company is looking to fill.

If your organization has contracts with the federal government exceeding $10,000 per contract totaling $50,000+ dollars annually, then this information might be of particular interest to your talent acquisition team, as they will be required to provide a diverse slate of candidates – which includes veterans.

VETERAN UNEMPLOYMENTWhile the jobless rate for veterans has decreased from its peak of 12% in 2011, the most current data suggests 7.9% of veterans are still unemployed, compared to the overall civilian unemployment rate of 4.3%.

Dan Goldenberg is the Executive Director for the Call of Duty Endowment, a non-profit, which helps veterans find careers by supporting groups that prepare them for the job market, welcomed the improvement. He said, “More work needs to be done”, citing a 17.3% unemployment rate among male veterans in the 18-24 age groups. “Post-9/11 veterans are still unemployed at a rate almost 50% greater than their peers,” said Goldenberg. Meaningful employment is the cornerstone of a veteran’s success yet their greatest challenge as they transition into civilian life.

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© The Kaleidoscope Group LLC. All rights reserved. No duplication without written permission of The Kaleidoscope Group LLC.

A SOLDIER WITHOUT A UNIFORM: RECRUITING AND RETAINING TOP-TIER MILITARY TALENT

© The Kaleidoscope Group LLC. All rights reserved. No duplication without written permission of The Kaleidoscope Group LLC.

In 2014, the Office of Federal Contract Compliance Programs (OFCCP) revised regulations that significantly impact individuals with disabilities and veterans. The OFCCP set a hiring benchmark for veterans of 7% per affirmative action plan and a 7% utilization analysis that spans all EEO job groups for individuals with disabilities.

Although this piece focuses on veterans, subsequent articles we will take a deeper dive into the most pressing challenges for individuals with disabilities. However, make no mistake, the two intersect and organizations should be mindful of this fact.

PLACING A VALUE ON HIRING VETERANSToday’s veterans are among the most skilled and trained our military have ever produced. To that end many “transitioning Service Members have leadership capabilities above and beyond the typical civilian employee. Value this characteristic and find ways to weave leadership responsibilities into the civilian position.” Veterans are highly loyal to an organization, quickly assess their environment and can make decisions without pause. Veterans also have a global perspective and embrace the inclusion of diverse people and thought. Their enduring dedication to the work makes them well suited for today’s fast paced corporate environment.

www.dol.gov

CUSTOMIZED SOLUTIONSWhether your organization has an established veteran and military recruiting outreach program or is looking to build a sustainable strategy, The Kaleidoscope Group offers our clients a complete host of services and tools that enable employers to achieve success in recruiting and retaining military and veteran talent. A partial list of services we offer include:

• Build a customized military and veteran Dictionary, MOS skill set evaluation and guidance documents for recruiters to understand military rank, structure and culture

• Development of a comprehensive military and veteran outreach strategy (an end to end solution)

• Collaborate with lines of business to recommend military and veteran partner matrix

• Development of military partner evaluation tool

• Design and delivery of an HRBP, hiring manager and talent acquisition training (delivered onsite or virtually)

• Evaluation of HRIS reporting systems, job requirements, and policies that are tied to program success

• Strategies for launching a veteran Employee Resource Group (ERG) or Business Resource Group (BRG)

• Military Talent Acquisition training (delivered onsite or virtually)

Kaleidoscope Group can tailor solutions to meet your organizational short-and long-term needs. This approach enables us to maximize impact and build a culture of understanding and mutuality around military and veteran talent that the organization will embrace and adopt, ensuring success.

T H E K A L E I D O S C O P E G R O U PReal People • Real Conversations • Real Issues • Real Change

CONTACT INFORMATION

O: 312.274.9000 E: info@kgdiversity.com