1. How to Achieve Greater Success in Hiring National Guard Members and Other Veterans April 1, 2014 Stacy Bayton, Chief Operating Officer SBayton@CASY-MSCCN.org 832-458-2508 Erin Voirol, Executive Director E_Voirol@MSCCN.org 757-602-2767 Corporate America Supports You Military Spouse Corporate Career Network Copyright 2014 Center for America Lead National Corporate Sponsor

2.  Free job posting for all types of employers – regardless of the number of job postings you have.  Postings distributed directly to employment counselors in the National Guard and other military branches.  Counselors are working one-on-one with military candidates to match them with jobs.  Post jobs now and anytime – AJAH is ongoing.  More than 1,000 employers are participating.  More than 150 associations are publicizing AJAH.  Thousands of candidates have already been placed. 12/1/20132 The AJAH Job Posting Campaign

3. 12/1/20133 Hiring veterans can be rewarding for your company, but attracting veteran candidates takes preparation and, in some cases, change. Research Know your hiring Needs Understand the skills you are looking for Update job descriptions Strategy Identify the type of candidates you are seeking Take steps to recruit them and retain them

4. 12/1/20134  Attracting veteran candidates who match your business environment.  Understanding veteran candidate experience, skills, and training accurately.  Conducting the most productive interviews with veteran candidates.  How to retain veteran employees.  Gaining the most from the AJAH campaign and military employment counselors.  Q&A - addressing your questions and concerns. Today’s Webinar Topics

5. 12/1/20135 Attracting the Right Talent  Understanding how your position translates to military experience and training  Using this information as you recruit (military classification codes, etc.).  Drafting job postings that will attract veteran candidates and fit the top skills they have attained.  Partnerships with business and trade associations to network your hiring needs.  Networking with organizations that can assist with messaging that attracts veteran candidates. STRATEGY: Appoint a veteran staff member to lead efforts or seek assistance from an organization like CASY or MSCCN.

6. 12/1/20136 Interpreting Military Candidate Experience  Understand the skill sets found in many military occupational specialties and how they can be a fit for your company.  Identify and utilize tools available to aid in translation of military occupational specialties and skills. Example: the Department of Labor’s CareerOneStop tools to identify skills, translate the skills, update job descriptions, and more. http://www.careeronestop.org/businesscenter http://www.acinet.org/acinet/moc/default.aspx?nodeid=213 STRATEGY: Partner with CASY-MSCCN to translate skills and identify the types of military/veteran candidates you need (right background and branch of service) so you get the candidate pool you need.

7. 12/1/20137 Conducting Productive Interviews  Understand your audience and how they think – regardless of their experience. For many this may be their first interview.  Use performance-based interview questions to uncover the qualities and potential the veteran has.  Tailor interview questions to military experience.  Avoid prohibited questions, such as the type of discharge they received, current military status, and potential disabilities.  If your company gives preference points to veterans, let them know. STRATEGY: Ask veterans in your company to help develop questions that effectively highlight the skills and value of the veterans you are interviewing. Some types of questions can cause unintended concerns during the interview.

8. 12/1/20138 Retaining Your Veterans: How to Avoid Losing Good Talent  Promote an inclusive workplace.  Demonstrate respect for military service – show appreciation for veterans and promote a veteran-friendly workplace.  Expand traditional Employee Assistance Programs (EAPs) by adding a veteran component.  Understand how to better support your National Guard and Reserve employees. Participate in Yellow Ribbon programs through your local National Guard. STRATEGY: Work with current employees who are veterans to create a Veteran Employee Resource Group (VERG) as a part of your Inclusion & Diversity strategy. Be visible in your support of military and veterans in the community.

9. 12/1/20139 Utilizing the Benefits of the AJAH Campaign  Free job postings provided directly to employment counselors in the National Guard, Reserve, veterans, and transitioning active duty military in your state.  Access to a pool of qualified veteran candidates.  Advice and help with job posting content and understanding candidate qualifications.  Education training sessions, resources, and tools for your management and HR teams from the CASY-MSCCN team.  Opportunity to provide input to and help develop solutions to hiring obstacles in your industry.  Upcoming AJAH guide to OFCCP regs related to military hiring – free downloads in late March.

10. 12/1/201310 Now, Let’s Have Your Questions, Problems and Stories! Register to post jobs at no cost: www.CenterForAmerica.org

11. Register to post jobs at no cost: www.CenterForAmerica.org Lead National Corporate Sponsor