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

2. 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

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

4. 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

5. 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
????

6. 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

7. 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.

8. Rank – Simply Complicated

9. 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

10. 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.

11. 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.

12. 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 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%)

13. 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

14. 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

15. 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

16. Your interest is a sincere form of thanks
to military veterans

17. 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

18. Recruiting Military Candidates
Questions
Your Corporate Allies, LLC
Noelle Racette
Alan Hill

19. 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

20. AAR – After Action Review
Sustain
Improve w/action