• For employers: Insights to recruiting and retaining military, as well as an overview of translating military culture and values to civilian.
• For veterans: Insider (read: recruiter-provided) information on how to apply for jobs and translate military skills to civilian nomenclature and adapt to a civilian work environment.

First, the bad news:  Low employer attendance.  I counted roughly 35 people in the room (once the sessions split into their tracks), but that included the speakers and their entourages, a number of vendors offering military-placement services, and SHRM supporting staff.  So the number of actual employers/HR professionals in attendance was probably closer to 20.  I feel this had a lot to do with limited promotion of the event, not lack of employer interest. I didn’t find out about the event until about 30 days earlier – and all I do is talk to employers about hiring military, so you might think I’d be in the know about these things .  For those HR professionals who made their flight arrangements early, it would have been tough (and expensive) to change plans under short notice, no matter how interested a person was to hear the information.

The good news (and there is a lot of it):

• SHRM President and CEO Lon O’Neil, who attended the opening event, committed to the group that SHRM is going to offer this event each year at the annual conference.   So mark your calendars now for Vegas, baby!  June 26-29, 2011 at the Las Vegas Convention Center.  Expect to see details on the agenda and the dates/times of the military event by late January.
• The keynote speaker for the event, Raymond  Jefferson, the Assistant Secretary for the Veterans’ Employment and Training Service (VETS) at the U.S. Department of Labor, knocked it out of the park.  Click here to see a highlight video of the event (Ray’s remarks begin at 6:18).  Impassioned, dynamic and charismatic – Ray had several calls to action for the HR professionals in attendance.  The two that I think are most beneficial to this readership:
• He asked employers to take advantage of the free services of the more than 2000 Local Veteran Employment Representatives (LVERs) and Disabled Veteran Outreach Program (DVOP) specialists across the US whose job it is to connect veterans in transition with employers looking to hire military.  To find your local LVER or DVOP go to America’s Service Locator to locate the One-Stop Career Center nearest you.
• He announced a new veteran-specific demonstration project in partnership with Job Corps, another Department of Labor initiative.

In case you are not familiar with Job Corps, it recruits, provides free education and career training and placement services to over 60,000 students ages 16-24 annually.

VETs (Ray’s office) and Job Corps are partnering in a demonstration project that will provide Job Corps’ comprehensive array of career development services to eligible veterans 20 to 24 years old to prepare them for successful careers.  This is an accelerated, customized program developed specifically for veterans. This program recognizes the maturity and life experience that veterans have gained from their military experience

Up to 300 service members can participate in this demonstration.  This is a fully-funded, all-expense-paid demonstration project which includes transportation to and from the Job Corps center, housing, meals, basic medical services, academic and career technical training, bi-weekly living allowance, and job placement and post-graduation support.

Career technical training options include, but are not limited to:

• Advanced Manufacturing
• Automotive and Machine Repair
• Construction
• Finance and Business
• Healthcare
• Homeland Security
• Hospitality
• Information Technology
• Renewable Resources and Energy
• Retail Sales and Services
• Transportation

Upon completion of training, Veterans will be assigned to a career transition counselor to assist them with job placement or enrollment in higher education.

Veterans always have the option to enroll in Job Corps training programs at any of the 123 Job Corps Centers across the US; however, this veteran-specific program, while in its year-long demonstration/pilot phase is being run out of only 3 Job Corps Centers:

1. Atterbury Job Corps Center in Edinburgh, Indiana;
2. Earle C. Clements Job Corps Center in Morganfield, Kentucky; and
3. Excelsior Springs Job Corps Center in Excelsior Springs, Missouri.

Veterans:  To  enroll click here go to the Job Corps recruitment site

The enrollment at any of those three centers will be open and continuous until a center reaches 100 Veterans. It is expected that Veteran participants will be enrolling and graduating at various rates. Although Job Corps has set aside 300 slots for the demonstration project, actual participation during the year may exceed that number due to the continuous enrollment.   By the end of the demo year DOL wants to show demand for the program and its effectiveness so they can look to expand it.

So, here is my call to action to employers & higher education institutions:

Having a bunch of really well trained, highly-experienced veterans sitting around unemployed is not going to demonstrate a successful program.  The Job Corps wants to partner with you to make this veteran-specific program a success.

HOW you can partner:

• Internships: Job Corps offers many work-based learning programs and they need employers to offer those internship opportunities.  It’s a Win-Win for all parties:  The veteran gets to demonstrate his/her exceptional skills in a civilian environment; the employer gets a skilled intern at no cost, and has first dibs when it’s time to hire.
• Entry-level hiring: If you are hiring now or anticipate hiring in the next 6-12 months for entry-level positions, the Job Corps will screen eligible students to give you the best possible candidates.  Build a relationship NOW with your local Job Corps contacts to better position your company at the top of the list when the veteran-students graduate from their programs.
• Degree Programs: Some Job Corps centers have cooperative agreements with community colleges or related institutions to teach career area courses or to have individual students take courses to gain college credit. Job Corps will also work with students to help them transfer into college programs when appropriate.  Colleges/Universities: If you are not currently partnered with your local Job Corps Center, get on the band wagon now, in advance of this program being rolled out nation-wide.

WHY you should partner:

• Training tailored to your company’s needs: Your company can establish a training partnership with Job Corps.  Job Corps will specifically tailor their programs to teach the skills your company is looking for in its employees.  For example, Walgreens has a Pharmacy Technician training program offered in a number of Job Corps centers.
• Work Opportunity Tax Credit. Hiring veterans through this program can save you money at tax time by earning you tax credits under the Work Opportunity Tax Credit (WOTC) program.  Refer to the two earlier blogs I wrote on how to apply for the WOTC.

For complete details including brochures and fact sheets on the program go to http://www.dol.gov/vets/jc-info.htm .

And, lastly, for my VOSB/SDVOB readers out there:  Job Corps spends $1.2B on operational, construction and rehabilitation contracts.   A quick search on Federal Business Opportunities for Department of Labor/Employment Training Administration (which runs Jobs Corps) shows over 500 active requests for proposals posted in the last 90 days.  Also, Job Corps is considering re-implementing the mentor-protégée program that will enable young entrepreneurs specifically veteran and service disabled veteran owned small business leaders to learn the Job Corps business model and how they can prepare their businesses to grow and prosper in this environment.

Lisa Rosser

The Value Of a Veteran

www.TheValueOfaVeteran.com

Also mentioned in the article is how the military is continuing to flatten their management structure and push even more decision-making down the chain, providing great experience for when these service members seek a civilian job after their term of service is complete.

For instance, this week a company asked me if there was a “catch” to the relocation benefits provided to military personnel as they transition back to civilian life at the conclusion of their service obligation.

I explained that the government will relocate the individual from their exit location back to their “home of record” (location where they entered the military) or the equivalent distance!

This is another reason why companies find military experienced candidates so attractive as new additions to their staff. Any savings on RELO costs is a huge benefit to a future employer.  Even with some companies dropping relo reimbursement due to economic pressures, the military relocation benefit still makes a transitioning military candidate more “mobile” than a civilian candidate.

Abbott also advises those considering the military-to-civilian transition to carry their unique commitment to duty from the military into their civilian jobs.

“That dedication to mission that service members have is a definite plus in the civilian world,” said Abbott.

Read the full article: “From USMA to eBay”

• Establishing a specific military hiring initiative as part of its overall HR strategy;
• Recruiting at military job fairs, through military job boards and on military installations;
• Preparing their recruiters and/or hiring managers on how to screen veteran resumes and interview service members; and/or
• Updating their marketing materials to attract the military.

1-800-GOT-JUNK? is a full service junk removal company headquartered in Vancouver, Canada. Founder and CEO Brian Scudamore developed the idea for a professional, customer-focused junk removal service as a young university student facing a tight summer job market in 1989. His vision has grown over the last 20 years to a $125+ million dollar business covering over 300 locations in three countries.

Shaye Hoobanoff, Public Relations Manager for 1-800-GOT-JUNK? says “our concept is simple: we aim to make the ordinary job of junk removal exceptional.

• We have very clear and simple systems that apply to all franchise owners which help them win over their customers;
• Customers always reach a real person within 60 seconds when they call our call center;
• The junk removal team always arrives on time and can often offer same day service
• We recycle and donate whatever we can and can use the items towards giving back to the communities we live in, either through yard sales for charity, donating household items to disaster centers or donating items to schools and non-governmental organizations.”

1-800-GOT-JUNK? attributes its success as a company to making a point of hiring the right kind of people. The company’s leadership believes that they don’t sell franchises, they award them. They discovered early on that people who have served in the military are exactly the type they wanted running franchises because they know how to follow processes and procedures and they believe in the franchise system.

1-800-GOT-JUNK? demonstrates its appreciation for the skills and attributes of service members in two key ways:

1. It has been awarding franchise territories to veterans through the International Franchise Association’s Veterans Transition Franchise Initiative (commonly known as VetFran) since 1999. 1-800-GOT-JUNK? offers service members an incentive of a 50% discount on the cost of every second territory they purchase, with a minimum of three territories.
2. Many veteran 1-800-GOT-JUNK? franchise owners make it a point to hire other military veterans to work on their junk removal teams and drive the trucks because they make great employees. Many of their locations are looking for enthusiastic, professional, team-oriented members who can operate independently and responsibly and who aren’t afraid of hard work and physical labor. It is a particularly good opportunity for those veterans who are just coming off deployment or who are between deployments.

1-800-GOT-JUNK? has awarded 15 franchises to veterans or current service members since 1999 and it has several dozen service members working as employees for franchise owners throughout the organization. Hoobanoff believes military members excel as business owners “because they are disciplined, motivated to succeed and recognize the advantage of being a part of a franchise system and they make the most of it.”  John Hedges, in Charlottesville, Virginia, one of 1-800-GOT-JUNK? veteran franchise owners agrees: “Franchises are fantastic for military personnel because franchises are like a business in a box. The military is highly organized, and veterans’ experience with strong systems transfers well to running a franchised business.”

To view employment opportunities visit their careers page. To learn more about 1-800-GOT-JUNK? franchise opportunities go to the VetFran page for 1-800-GOT-JUNK? Click here to see a list of available US territories (bonus: many happen to be in states with military installations). To learn more about the company, please send an email to pr@1800gotjunk.com.

• Establishing a specific military hiring initiative as part of its overall HR strategy;
• Recruiting at military job fairs, through military job boards and on military installations;
• Preparing their recruiters and/or hiring managers on how to screen veteran resumes and interview service members;
• Updating their marketing materials to attract the military.

Place Trade Financial, Inc., is a full service broker/dealer [financial services firm] based in Raleigh, North Carolina. Place Trade offers a range of products and services including investment advice, stocks, bonds, mutual funds, 401(k)s and 401(k) rollovers, college, retirement planning and more. Place Trade’s CEO and President is Sarah M. Place, a military spouse and former military “brat”. Says Place, “I am clearly biased in my veteran hiring preference because I know firsthand what veterans have to offer. My father was a career officer and my husband was a career NCO.  I have been around the military all of my life. I have a special appreciation for the characteristics held by most veterans including their honor, dedication, confidence, discipline, respect and ability to get the job done without issues.”

Place Trade has been hiring service members since its inception almost 7 years ago and approximately 30% of its employees are former military. Roughly 25% of the new hires Place Trade made in 2008 are veterans. Military applicants have come to Place Trade mostly by word of mouth and referrals – proof that the expansive military network can be a great source of new employees for a company.

Place believes that veterans do very well as financial advisors; she does not hesitate to describe the benefits she has seen from hiring military. “I feel confident that I have hired and will continue to hire individuals that can be trusted to treat clients with honesty and respect. I know that veterans have the necessary discipline, are able to take charge and get the job done without a lot of supervision.”

Although her employees don’t require a security clearance to work at Place Trade, “it’s always a plus and a confidence booster to know that most veterans have [a clearance] since all of our employees must be fingerprinted and have FBI background checks done” (read my earlier blog on the benefits of knowing that veterans are pre-screened).

In addition, anyone who is currently working and licensed (or has been licensed) in the industry will have a Uniformed Application for Securities Industry Registration or Transfer (commonly known as a “U-4”). At 28 pages, the U-4 reminds me of the government application process for a security clearance, and it asks many of the same types of questions (i.e., “Have you been convicted of a felony?”) and for the same types of background information (i.e., “provide residential history for the last 5 years”).

In order to become a basic registered representative / stockbroker a person needs a bachelor’s degree, a Series 7 and a Series 63 license.  These licenses can be obtained once an individual is “appointed” by a firm (broker/dealer) such as Place Trade Financial.  An individual must be appointed/sponsored by a broker dealer before they can sit for the examinations, and Place Trade is willing to sponsor non-licensed veterans so that they can sit for the exams and enjoy a career at Place Trade Financial.  Service members who begin preparing 8-12 months in advance for transition can use that time to study and prepare for the examinations. Various companies offer study materials and classes online. Smart companies know how to utilize the veteran’s long transition window to help the service member obtain required credentials/certifications/licenses. It is a Best Practice that I advocate in my military hiring web seminar “Military Applicant Sourcing Options”

And now, the best news of all: Place Trade is hiring! “We are actually looking to hire up to 16 experienced, licensed Financial Advisors immediately. Veterans who are experienced, licensed Financial Advisors may be hired as commission-based independent advisors throughout the US. We are currently hiring in several states and are open to adding additional states depending on the specifics of the situation. This offers flexibility to veterans who may be transitioning.”

Place Trade gives military preference in hiring.  Says Place, “In fact, we would prefer to hire as many veterans as possible.” To search for jobs at Place Trade go to its career page.

• Establishing a specific military hiring initiative as part of its overall HR strategy;
• Recruiting at military job fairs, through military job boards and on military installations;
• Preparing their recruiters and/or hiring managers on how to screen veteran resumes and interview service members;
• Updating their marketing materials to attract the military

Corrections Corporation of America (CCA) is a private corrections management firm headquartered in Nashville, Tennessee. CCA partners with local, state and federal agencies to design, build, operate and manage jails, prisons and detention facilities. CCA manages approximately 75,000 inmates including males, females, and juveniles at all security levels, in 63 facilities under contract for management in 19 states and the District of Columbia. It also partners with all three federal corrections agencies, and almost half of all states and several municipalities.

While CCA has been hiring veterans since its inception in 1983, strategic efforts to specifically target and recruit military veterans formally began on a companywide scale in 2005, with a campaign branded “From Camouflage to Corrections,” through which military-friendly recruitment materials (including posters, flyers and brochures) were developed and distributed nationwide at CCA facilities, job fairs, transition centers and other landing points. CCA has since been named among the “Top 50 Military-Friendly Employers” by G.I. Jobs magazine in 2006 and 2008.

Wendy Gardner, CCA senior director, Staffing and Recruiting, explains that “One of the catalysts for the military recruiting campaign was the realization that several of our facilities, which happened to be located near military installations, were experiencing success in recruiting solid correctional professionals, particularly for operations (security) positions, from the military. Some facility human resources managers were attending military job fairs in their local communities. We recognized this as a new and effective best practice, and it served as the inspiration behind more strategic and growing inroads into military recruitment. Today, military veterans comprise a significant portion of the workforce at several identified CCA facilities – Kit Carson Correctional Facility (Burlington, Colo.), Leavenworth Detention Center (Leavenworth, Kan.), Mineral Wells Pre-Parole Transfer Facility (Mineral Wells, Texas), San Diego Correctional Facility (San Ysidro, Calif.), Stewart Detention Center (Lumpkin, Ga.) and Wheeler Correctional Facility (Alamo, Ga.). “

Gardner notes that the CCA workforce is comprised of nearly 17,000 employees, and approximately 10 percent, or roughly 1,700, of their employee base are covered veterans. In 2008 CCA hired 7,286 new employees, of which 439, or six percent, were covered veterans. The majority of veterans with CCA excel in security positions in facility operations, largely due to the training, experience and exposure veterans have had in matters of safety and security. However, veterans can also be found in rehabilitative programs, health services, quality assurance, education and many other areas in a correctional setting.

One of the benefits CCA has realized by hiring veterans includes relocation cost savings (see my earlier blog on this topic). Additionally, they have found that some veterans have training and certification in a skilled trade, which can be a training/education savings for the company as well. CCA is very proud to be designated as a G.I. Bill-approved employer, thereby enabling employees at select facilities to use their G.I. Bill benefits for additional career-related training.

Gardner is supported in this military hiring effort by three national-level recruiters and human resources managers at each of the company’s more than 60 facilities across the country. Her team has developed specific initiatives intended to recruit veterans and transitioning professionals with military experience. Such efforts include:

• Attending career fairs and making presentations at military installations across the country
• Developing local contacts at military transition centers and state workforce centers, particularly those within proximity to local CCA facilities.
• Committing to attend four national military job fairs in 2009. CCA hiring managers frequently bring military veterans employed with CCA to these fairs to speak with prospective applicants; they have proven to be a major draw and their influence has led to their presence at such fairs being regarded by some as a best practice worth duplicating (and I would agree – I advocate that practice in my “Marketing to Attract the Military Applicant” web seminar).
• Creating a dedicated page on its Careers section online, which includes a great video with targeted messaging that is crafted to appeal to the needs of military transitioners
• Partnering with DirectEmployers Association, a nonprofit consortium of leading U.S. companies. DirectEmployers posts CCA openings on web sites with high military traffic, including JobCentral.com (formerly known as America’s Job Bank) and its targeted partner site, VetCentral.com. DirectEmployers also sends CCA job announcements to state employment offices, enabling the company to comply with Office of Federal Contract Compliance Programs’ standards and more efficiently utilize internal human resources (see my earlier blog on OFCCP and the Good Faith Initiative for Veterans Employment, also known as G-FIVE).

For additional information on CCA and their veteran-friendly employer initiatives, please contact K. Danielle Edwards, Communications, at danielle.edwards@correctionscorp.com. To search for jobs at CCA go to its career page.

• Establishing a specific military hiring initiative as part of its overall HR strategy
• Recruiting at military job fairs, through military job boards and on military installations
• Preparing their recruiters and/or hiring managers on how to screen veteran resumes and interview service members.

CSRA Technology LLC is an advanced technology and training firm founded in 2003. The company is located in Blythe, Georgia which is near the Ft. Gordon military installation. Ft. Gordon is home to the Army’s premier training schools for Soldiers who work with telecommunications, satellite, radio, and computer systems.

CSRA Technology specializes in applying technological solutions to the government, commercial, outdoor and agricultural industries. Its core focus is to develop and deliver comprehensive solutions to include technical design/planning, training and support, smart home, irrigation, solar technology and security systems.

The firm has been hiring military members since its inception in 2003, and the three managing members of CSRA Technology are retired military (US Marine Corps and US Navy). “We primarily hire veterans as the majority of our larger contracts are for government customers,” says Joe Kirby, Director of Operations/Member LLC. “We find the veterans have the specific subject matter expertise, training and dedication that we look for.” And this in-depth knowledge is what keeps clients coming back to CSRA Technology. “In this capacity, our operational organization mirrors the military planning organization. When you select our team you are getting personnel and experience that have ‘been there and done that’. We believe this is important to our customers, saving them time and money by understanding their needs and providing appropriate solutions.”

And, although they tend to work on the larger government-related contracts, the veterans are found in a variety of positions. “They have a great work ethic, a wide variety of skill sets, are ethical in their conduct and are dedicated to meeting or exceeding the objective set for them.”

Kirby goes on to say “By recruiting veterans we have found that we are receiving a package deal. The majority of today’s veterans have at least some college experience if not a degree. They also have (as a minimum) at least four years of pertinent experience. This helps the company save on training and education costs. As we are an IT firm that deals with government contracts, it is also beneficial for us that the veterans that we recruit have existing security clearances that can be transferred to our company.”

100% of the new employees CSRA Technologies hired in 2008 are former military. The company uses a variety of methods for finding great candidates, including posting positions on job boards with a heavy military population such as ClearanceJobs.com. Their greatest successes have come from relying on the veteran-employees themselves as sources of referrals. “The military is a large network, and being able to recruit via that network has been beneficial to us.” Not to mention a great cost savings as well!

For more information on CSRA Technology LLC, please contact Joe Kirby, Director of Operations/Member LLC

Moran Industries, headquartered in Midlothian, Illinois, is one of the nation’s largest and fastest growing automotive aftermarket repair center franchisors.  Moran Industries offers a variety of in-demand services including building and repairing transmissions;  car alarm/navigation system/hands-free phone installation; complete auto care from tune ups to brakes;  and mobile window tinting for residential and business customers through several highly respected brands. 

When asked how long Moran Industries has been employing veterans, Barb Moran, President and CEO of Moran Industries, had this to say: “In some form or fashion we have always had the military component in our business system.  When our first brand (Mr. Transmission) began franchising they looked to develop the businesses near military bases across the country.  This growth plan allowed for the military personnel to become familiar with the brand.”

In her experience, military veterans make for excellent business owners.   She attributes their success to a number of factors, all which stem from their experience in the service:

• A demonstrated ability to follow and improve upon well-defined operational procedures
• A “team player” mindset, which is ideal when working with a national franchise system
• Hard working
• Strong dedication to their work
• Aggressive when it comes to meeting their goals 

Moran notes that a veteran’s tendency toward strong process orientation coupled with the understanding of team effort dramatically improves the probability of success in a competitive environment.

Moran Industries currently has 14 veteran franchisees in its system. It also recently hired a new operations manager who previously served as an officer in the military and who can still be recalled to active duty.

Many veterans are attracted to the automotive aftermarket sector as it allows them to take advantage of the training they received in the military and apply it in an entrepreneurial approach.  Moran Industries has been so pleased with the results attained by its veteran franchise owners that it became a part of the International Franchise Association’s Veterans Transition Franchise Initiative (commonly known as VetFran) in 2002.  “I am thrilled to have the opportunity to offer the VetFran program to my franchisees. Moran Industries provides military veterans with a one-time $5,000 discount of their franchise fee and I think this is a great way to show respect for the men and women who have served our country.” 

VetFran is a voluntary effort of IFA member-companies that is designed to encourage franchise ownership by offering financial incentives to honorably discharged veterans. To date, more than 350 franchise companies participate in the program, each offering some form of financial incentive.  As of early 2008, military veterans have acquired nearly 1100 franchises through the VetFran program.  And the program is available to any veteran who has been honorably discharged – even if that discharge occurred 20+ years ago.  Read a testimonial from one of Moran Industries veteran franchise owners who was honorably discharged from the Marine Corps two decades previously and was able to take advantage of the VetFran program.

Moran Industries realizes an additional benefit in that their veteran franchise owners often work closely with organizations such as the American Legion and the Veterans of Foreign Wars in order to reach out to this tight knit community.   In this way they take advantage of a great referral network for the franchises.   Many of the franchisees, especially those that served in the military, offer discounts to customers who have also served in the military, thereby building goodwill and brand recognition within the military community as well.

Says Moran, “I believe that because of the dedication and drive that military personnel have shown to our country they have an enhanced opportunity of being successful in any business venture they may attempt. “

For additional information on Moran Industries, please contact Virginia Garcia, Franchise Development Manager at (800) 581-8468.