Recruiting Military Candidates Covered & Concealed in Plain Sight Talent Sourcing, Resumes and Interviewing Military Candidates

Your Corporate Allies Major Noelle Racette Alan Hill 14 Years MN Army National Guard 30 Years Team Building 20 Years Leadership Experience Alan Hill Army & MN Army National Guard service 30 Years Corporate Experience 5 years Veteran Career Coach

Top Challenges Identify one key takeaway you want from this presentation What are your top challenges? Finding Veterans Reading Resumes Interviewing

A Life of Service Warrior Ethos We Still Serve I will always place the mission first. I will never accept defeat. I will never quit. I will never leave a fallen comrade. We Still Serve

Military Lingo & Terms Hooah, Hoorah or Hooyah Squared Away High Speed, Low Drag Locked & Loaded Soup Sandwich Fifth Point of Contact Blue Falcon REMF, Fobbit Integrity Check Got Your Six NCOIC, OIC, ROTC, LMNOP G1, J2, A3, 1st Sergeant, Commander, Staff ????

Myths & Misconceptions Hollywood gets it right Service members mindlessly follow orders Hierarchy is ridged Combat = PTSD Broken or Heroes Trained Killers = Aggressive, Combative Can’t make it in the real world Lack skills & education

Did You know… 200,000 people join the military each year Between 240,000 and 360,000 service members separate annually Only 17% of all service members “retire” With the drawdown, the military is expected to separate 1,000,000 service members over the next few years The nation spends billions of dollars a year to train, educate and outfit service members Until recently there weren’t credential/license transfer options. Still very few (mechanics, pilots, medical) 75% of potential recruits are rejected.

Rank – Simply Complicated

Team Structure Relationships Designed for Success Enlisted – Boots on the Ground Future NCOs and Officers Nuggers NCO – Backbone of the Military Morale and execution NCO Creed Officer - Brains Plans, strategies, vision NCO’s Cares about you Protecting you Holding you accountable to care about others

Cultural Differences Military Civilian Identity related to position/rank Identity related to job Escalate intensity Escalate diplomacy Merit leads to positions Networking leads to jobs Results through relationships Results through merit Success leads to challenges Success leads to bonuses Accomplishments are a team & part of the job Individual accomplishments are exceptional Make as a table Sees accomplishments as part of their job.

Career Differences Military Civilian Leadership experience starts Day 1 Leadership training is a two day seminar in year ten Career focus on development Career focus on job Specialize in several skills Specialize in one field Lower rank promotions happen quickly/ responsibility Promotions happen slowly Promotion based on “potential” Promotion based on success Retirement at 20 years Retirement at 40 years Experience assures education Education assures experience Make as a table Sees accomplishments as part of their job.

Reading a Resume Military Occupational Specialty (MOS) # Years of Service Rank Positions Training & Exercises – Leadership & Technical Awards Translations Current pay is not indicative of market value Rank (enlisted, NCO, Warrant, Officer) Years of service 1 and done, re-enlistment….. 2 – 4 years vs 10-20 years, or 20+ years MOS Infantry, Armor, Signal, PAO, Military Intelligence, ….. Positions Similar or different, focused technical expert or broad experience and perspective Education, Training, Awards Medal vs Ribbon with flair Coins Leadership & Technical Training Current Pay Doesn’t account for room/board, health care, etc. (may vary by 20% - 30%)

Finding Talent Pools Intentions Matter Veterans are drawn to organization with a service mission It's a community, not just an individual The community is protective of its members “Are you someone of whom we should be wary?” Protecting veterans will be an expectation the community has of you – if you’re one of us The community will ‘vet’ the people they refer Mission Companies are not attractive based on benefits Veterans are attracted on the opportunity to serve a greater mission (make health care better, Law enforcement, ) Naïve: Like a farm kid moving to the city Need another protection example to replace the GI Bill

Finding Talent Pools Referrals are Critical Use a high touch approach Follow-Up Matters Veterans prefer to use a team approach to recruiting & basically everything Mentoring, coaching and feedback Ask the veteran you have working for you High touch - meet for coffee, Military has no computer screening system. Has standards i.e. felonies, DUIs, height/weight, HS diploma Ex: USBANK will meet with any referral (What are we doing to be high touch?) Energy for Veteran hiring fair felt different/good Team approach – stripes for buddies

Interviewing Personalize not glamourize military connection Responses tend to be reserved: focused on facts & objectives Be patient, language & experience differences make it hard to explain Relationships are critical The ruler by which veterans measure is different We vs I “What are your accomplishments” is ill-advised “What did your team rely on you to perform?” No ‘individual contributors’ on the battlefield Ruler Essence of Character, self sacrifice and abilities

Your interest is a sincere form of thanks to military veterans

No Longer Lost in Translation Job Titles Commander = Director Executive Officer  = Deputy Director Field Grade Officer = Executive or Manager Company Grade Officer = Operations Manager or Section Manager Warrant Officer =Technical Specialist Senior NCOs = Senior Manager Infantry = security force First Sergeant = Personnel Manager Squad Leader = Team Leader or Team Chief Supply Sergeant = Logistics Manager Operations NCO= Operations Supervisor General Terms Combat = hazardous conditions Company = company/department Personnel office = human resources mission = task/function/objective Squad/platoon = team or section  Service members = employees Subordinates = employees

Recruiting Military Candidates Questions Your Corporate Allies, LLC Noelle Racette noelle.racette@yourcorporatallies.com 952.201.8926 Alan Hill alan.hill@yourcorporateallies.com 612.819.1803

Discussion What 2-3 things did you learn? What will you do differently? What else do you want to know? Now what are your top challenges? Finding Veterans Reading Resumes Interviews

AAR – After Action Review Sustain Improve w/action