LinkedIn Military Recruitment Playbook
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LinkedIn guide to recruiting from the military
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LinkedIn Military Recruitment Playbook
- 1. U.S. Military Veterans on LinkedIn
- 2. Agenda Growth Opportunity Veterans on LinkedIn and U.S. Companies Hiring Veterans Veterans on LinkedIn 2 Military 101 Background and Buzzwords Recruiting Using LinkedIn to Reach, Engage, and Hire Veterans Data and Insights Use LinkedIn to Fine-Tune Veteran Hiring
- 3. Veterans on LinkedIn 4 This playbook is designed to help you to… Understand the opportunity to recruit Veterans Understand military background and buzzwords Gain new insight on Veteran recruiting
- 4. Where U.S. Veterans fit into LinkedIn’s strategy Veterans on LinkedIn 4
- 5. U.S. Veterans are a growing segment on LinkedIn
- 6. Veterans on LinkedIn 6 The economic graph Creating economic opportunity for every member of the global workforce 2 Million+ U.S. service members and Veterans on LinkedIn 300K+ New U.S. service members and Veterans each year 200K+ Service members transition out of the military each year
- 7. Veterans on LinkedIn 8 Demand for Veteran Talent is Increasing… Military leadership experience is a competitive advantage • Military leaders are over-represented among CEOs (Korn/Ferry study) • Companies like Amazon are hiring veterans for ops and logistics roles Companies with veteran hiring targets • White House Joining Forces initiative – In April 2015, new companies in energy, transportation and tech hiring commitments of 90K • 100K Jobs Mission – 190 companies with Veteran hiring goal Federal market • New OFCCP regulations set federal contractor benchmark to hire veteran employees (8% of company workforce is the default goal) Veteran unemployment • Since 2011, Veteran unemployment has been a top priority for policymakers. Today, unemployment rate for post-9/11 Veterans has fallen by almost 5 points.
- 8. Veterans on LinkedIn 9 White House Joining Forces Company commitments to hiring veterans, including: • Accenture • AT&T • BAE Systems • Bank of America • Boeing • Cisco • Citi • Comcast • Deloitte • DuPont • General Electric • Google • Home Depot • JP Morgan Chase • Johnson & Johnson • LinkedIn • Lockheed Martin • McDonald’s • Microsoft • Northrop Grumman • Oracle • Pricewaterhouse Coopers • Safeway • Siemens • Target • Walmart • Xerox
- 9. Veterans on LinkedIn 10 Demand for Veteran Talent: 100,000 Jobs Mission Company commitments to hiring veterans, including: • Amazon • Aetna • Bloomberg • Booz Allen Hamilton • CSC • Coca Cola • Dow • Delta • Eli Lilly • Ernst & Young • Genentech • GM • HP • Intel • IBM • JP Morgan • JC Penney • Kaiser • Leidos • Macy’s • Monsanto • Novartis • Office Depot • Philips • Pfizer • Salesforce • Shell • United • Verizon
- 10. Veterans on LinkedIn 11 LinkedIn’s Veteran Hiring Initiatives Partnerships 100,000 Jobs Mission White House Joining Forces Dept of Veterans Affairs eBenefits Veteran Employment Center Internal Practices Veteran employee network Veteran recruiting Veteran Resources LinkedIn Veterans site Veteran Mentor Network Job Seeker Materials Job Seeker Premium
- 11. Basics on military culture and skills Veterans on LinkedIn 11
- 12. Veterans on LinkedIn 12 Military culture and values Ethics Leadership Service Community Responsibility Excellence Teamwork
- 13. Each branch of service has its own role US Army Largest of the services, responsible for ground operations: “Soldiers” US Air Force Responsible for air, space and cyber operations: “Airmen” US Navy Naval security, transport: “Sailors” US Marine Corps Responsible for rapid deployment: “Marines” US Coast Guard Protects the coastline, managed under Homeland Security “Coastguardsmen” or “Coasties” Veterans on LinkedIn 13
- 14. There are different ways to serve Active Duty members serve in the military full time Reserve members serve in the military part time National Guard members serve a similar mission as Active and Reserve, but under State control, unless federally mobilized Veterans are those who served in the active components of the military and were discharged or released under conditions other than dishonorable Veterans on LinkedIn 14
- 15. As well as distinct ranks and grades Officers Enlisted Warrant Officers OfficersManagers and leaders of the force, commissioned through Service Academies, Reserve Officer Training Corps (ROTC) or Officer Candidate School (OCS) Enlisted ranks are specialists and supervisors: Senior Non-commissioned officers are leaders within the enlisted ranks. Senior NCOs are (E-7 and above) and junior NCOs (E-4 to E-7) are technical experts and front-line supervisors. Junior enlisted (E-1 to E-4) are new recruits and often in a training status. Warrant OfficersProfessionals and Technical experts in the Army or Navy such as some US Army helicopter pilots Veterans on LinkedIn 15
- 16. Recruiters may encounter unfamiliar terms JMO / NCO Junior Military Officer Non-commissioned Officer ETS / DOS Expiration Term of Service or Date of Separation DD214 Transcript of military experience MOS Military Occupational Specialty Veterans on LinkedIn 16
- 17. Veterans on LinkedIn 17 Commanding Officer Command Master Chief And unfamiliar job titles… Platoon Leader
- 18. Veterans are highly skilled 7,000 positions in over 100 areas 81% of military jobs have a direct translation
- 19. Veterans on LinkedIn 19 Veterans have experience in many roles and job functions… 368K 203K 135K 90K 73K 72K 67K 60K 55K 52K Operations Military &… Support Information… Engineering Sales Healthcare Services Program &… Entrepreneurship Education 0-2 Years 24K 3-5 Years 106K 6-9 Years 241K 10-14 Years 295K 15+ Years 874K Years of Experience Common Job Functions
- 20. Veterans on LinkedIn 20 With a variety of backgrounds and fields of study… 83K 69K 67K 63K 61K 59K 36K 35K 34K 34K 31K 28K 28K 27K 26K Business Information Science & Technology General Computer Science Business Management & Administration Sociology Psychology Education Electrical Engineering Political Science History Law Accounting Mechanical Engineering Science
- 21. With leadership, program management and team building skills 440K 412K 403K 312K 310K 306K 278K 273K 271K 267K 256K 220K 219K 207K 198K Military Leadership Security Clearance DoD Military Experience Military Operations Microsoft Office Program Management Training Management Customer Service Operational Planning Command Team Building National Security Candidates at the entry level listed customer service and troubleshooting as top skills While candidates at the manager and director level are skilled at program management and strategic / operational planning Veterans on LinkedIn 21
- 22. Veterans on LinkedIn 22 This talent pool reflects broad work experience beyond military and defense industries… 684K 260K 92K 62K 53K 51K 33K 30K 29K 28K Military Defense & Space Information Technology & Services Government Administration Higher Education Hospital & Health Care Financial Services Retail Aviation & Aerospace Oil & Energy
- 23. Veterans on LinkedIn 23 Top public sector employees of this talent pool include the military services and federal government… 278K 186K 144K 78K 29K 20K 11K 10K 9K 9K U.S. Army U.S. Air Force U.S. Navy U.S. Marine Corps Army National Guard U.S. Coast Guard U.S. Army Reserve U.S. Air Force Reserve U.S. Navy Reserve Department Of Veterans Affairs
- 24. …and private sector companies in the defense, aerospace, telecommunications, and IT industries Veterans on LinkedIn 24
- 25. Veterans on LinkedIn 25 Myths / Facts Learn to debunk the common myths about hiring military Veterans Myth: Anyone can serve in the military Fact: Standards are very high and only 25% of the population (between 18 to 24) are eligible to enlist Myth: Veterans are unstable because of health issues Fact: Veterans are diverse and resilient. Most do not have health issues as a result of their service, and if so, they have access to treatment and rehabilitative care Myth: All Veterans served in combat Fact: Those classified as “Veteran” did serve on active duty. Military members view force as a last resort, and policy decisions on combat are made by civilian leadership, not military members Myth: Reserve and Guard duty interferes with work responsibilities Fact: Deployment dates are often known months, if not years, in advance. Reserve and Guard members bring tremendous skills and experience to their work
- 26. Veterans on LinkedIn 26 Top Reasons Companies Hire Veterans Dynamic decision-making and performance under pressure Problem-solving, entrepreneurial and collaborative skills Advanced skills and technical training Sense of honor and integrity Leadership Vast expertise in distinct and often adverse environments Team-building and organizational commitment
- 27. How Veterans engage with LinkedIn today Veterans on LinkedIn 27
- 28. Veterans are migrating to LinkedIn via these core channels Veterans at LinkedIn Microsite 1.2 million visits during Veterans Week 2014 • Job Seeker Materials • Tips and resources • Job Postings • Success Stories Veterans on LinkedIn 28 Department of Veterans Affairs Over 160K US Service members transition every year eBenefits Veterans Employment Center connects Veterans to LinkedIn Veterans Mentor Network Nearly 75,000 Members • Career Planning Tools • Mentorship and Guidance • Resources for Using LinkedIn • Direct Marketing via several social media channels
- 29. Veterans on LinkedIn 29 Military Candidates are engaged on LinkedIn LinkedIn is helping Veterans make informed decisions about their careers 59% Follow a Company 55% Member of a Group 57% are active on LinkedIn 64% use LinkedIn Mobile
- 30. Veterans on LinkedIn 30 Veterans use LinkedIn to plan their career journeys LinkedIn is helping Veterans make informed decisions about their careers 57% Read an InMail 37% Viewed a Company Page 37% Viewed a Job
- 31. Military candidates are consuming content via LinkedIn Pulse and Company Updates • Since 2014, 60% of Military Candidates have seen a Company Update on LinkedIn and 23% have engaged with an update. Timeframe: January 2014 – March 2015 Veterans on LinkedIn 31
- 32. LinkedIn’s U.S. Veteran recruiting strategy for employers Veterans on LinkedIn 32
- 33. Veterans on LinkedIn 33 Reach Engage Hire
- 34. Veterans on LinkedIn 34 Establish a world class Veteran hiring initiative Train your top-notch recruitment team Establish a Veterans employee network Use LinkedIn Recruiter to Build a Talent Pipeline Use LinkedIn to Map the Veteran Talent Market Use LinkedIn to Target Your Search Use LinkedIn to Attract Veterans with Media Use LinkedIn’s Data to Fine-Tune your Strategy
- 35. Reach the right veteran with information found in our rich profile data Sam Smith Major, United States Marine Corps Quantico, Virginia Military Current United States Marine Corps Previous United States Marine Corps Education University of Virginia 575 connections Background Education University of Virginia Electrical Engineering, B.S. 1998 - 2001 Groups Military Background Veterans on LinkedIn 35 Groups Service member or Veteran Employer, Education Geography Summary I’m a motivated team-player motivated towards service and excellence. I’ve deployed four times to Iraq and Afghanistan, serving with NATO allies and leading a dedicated team through tough situations. Skills, Honors, Awards School and Degree www.linkedin.com/samsmith Connect Rank, Branch of Service
- 36. Use LinkedIn’s new search functionality to find the right Veterans with skills you need Veterans on LinkedIn 36 “Army+logistics” “Military+engineer+management” “Air+Force+aviation+operations” “Naval postgraduate+space” “Army+engineer+management”
- 37. Find the right Veterans with LinkedIn Recruiter • Use LinkedIn Recruiter filters to identify “hidden gem” Veteran markets to recruit from • Target your search for Veterans with the skills you want • Build a pipeline for Veteran talent • Reach out and build relationships with InMail Veterans on LinkedIn 37
- 38. Bring your story to life with a LinkedIn Career Page • Setting up a Veteran specific view will dynamically serve content that is most relevant to them • Videos and testimonials allow you to focus on messaging that resonates most with Veterans Veterans on LinkedIn 38
- 39. Cultivate a Veteran community and keep the conversation going in a group Veterans have an affinity for previous service – and join industry and skill-specific groups Veterans on LinkedIn 39
- 40. Employment branding media keeps you top of mind year-round with Veterans Targeted InMails Status Updates Targeted Ads Veterans on LinkedIn 40
- 41. Best Practices: Verizon Veterans on LinkedIn 41 At Verizon, U.S. Veteran engagement is a business priority. Veterans adapt their military values and skills into organizational success. Verizon uses LinkedIn to recruit Veterans : • LinkedIn Recruiter and InMails to connect with job seekers and passive professionals • Created their own Group “Recruiters 4 Veterans” • Boolean searches, such as combining Military Occupational Specialty Codes and military service branches to narrow results • Sharing featured video on Veterans.LinkedIn.com site
- 42. Best Practices: Starbucks Veterans on LinkedIn 42 Starbucks recruits Veterans for their skills and expertise, leadership ability, and dedication to teamwork Starbucks uses LinkedIn to recruit Veterans with: • Starbucks Career Page on LinkedIn • Advanced Search capability • Veterans.LinkedIn.com site
- 43. Veterans on LinkedIn 43 Fine-tune your U.S. Veteran recruiting strategy with data
- 44. The complete supply and demand map shows all regions with military talent Washington, DC 119K Norfolk, VA 58K San Diego, CA 53K Seattle, WA 48K New York, NY 46K Los Angeles, CA 44K Dallas, TX 37K San Antonio, TX 35K Atlanta, GA 35K San Francisco, CA 28K Top Regions In the coming years, significant personnel reductions may be seen at the following US Army bases: Fort Benning, GA Fort Bliss, TX Fort Bragg, NC Fort Campbell, KY Fort Carson, CO Fort Drum, NY Fort Hood, TX Fort Stewart, GA J.B. Lewis-McChord, WA Veterans on LinkedIn 44
- 45. Value Propositions Ranked by Importance What Veterans care about when considering a career Question asked: Please select the 5 most important factors when considering a job opportunity. Source: LinkedIn Q3 2014 survey; Sample Size: 3,771 63% 56% 43% 40% 39% 37% 36% 31% 31% 27% 24% 23% 23% 22% 7% 61% 52% 31% 29% 43% 32% 30% 37% 30% 26% 30% 33% 32% 26% 7% Compensa… Balance Security Impact Challenging Pride Culture Career Path Contributions Superiors Colleagues Development Vision Flexible Transfer Veterans Non-Veterans 2% 4% 12% 11% -4% 5% 6% -6% 1% 1% -6% - 10% -9% -4% 0% Compared to Non-Military Military Candidates are more concerned with making an impact than the average LinkedIn member. Veterans on LinkedIn 45
- 46. The number of Military Candidates impacted by LinkedIn prior to starting a new position is increasing Indexed Share of Military Candidate Hires Impacted by LinkedIn (100 index = % of military candidate hires impacted in January 2013) 100 124 125 134 118 124 134 110 132 137 147 160 140 170 199 213 200 217 222 198 232 246 255 257 267 294 242 The percentage of military candidate hires impacted by LinkedIn products has nearly tripled in the past two years Veterans on LinkedIn 46
- 47. Veterans on LinkedIn 47©2015 LinkedIn Corporation. All Rights Reserved.
- 48. Veterans on LinkedIn 48 The following slides are guidelines showing similar roles and responsibility between the corporate world and the military
- 49. Business roles and similar Officer rank Veterans on LinkedIn 49 Corporate Officer Rank Typical Role Typical Years Experience CEO General (Navy Admiral), O-7 thru O-10 Responsible for thousands of people, $$ billions in equipment, strategic decisions 22+ years Vice President Colonel, (Navy Captain), O-6 Commands thousands of people with significant impact on strategy and mission 20+ years Senior Manager Lt Col (Navy Commander), O-5 Commands hundreds of troops and holds senior policy job 16-22 years (avg age: 40s) Middle Manager Majors and Captains, O-3 and O-4 May command hundreds in combat, or run staff operations 4-16 years (avg age: 30s) Junior employees 1st Lieutenant (Navy, LT Junior Grade) O- 2 Knowledge of operations, may command platoons 2-5 years (avg age: 20s) Entry level 2nd Lieutenant (Navy Ensign), O-1 First years of service, may lead teams of enlisted members 0-2 years (avg age: 20s) Veterans on LinkedIn 49
- 50. Business roles and similar Enlisted rank Veterans on LinkedIn 50 Corporate Enlisted Rank Typical Role Typical Years Experience Senior Manager E-7 through E-9 (Senior NCO) Commands hundreds of troops with significant impact on policy and mission. Plans, directs, coordinates work activities. 16-30 years (avg age: 40s) Middle Manager E-6 (Junior NCO) Significant operational experience, lead enlisted troops 10-16 years (avg age: 30s) Junior / Middle Management E-4/ E-5 (Junior NCO) First line supervisor for junior enlisted members 4-10 years (avg age 20s to early 30s) Junior Employees E-2 to E-4 Knowledgeable on how things operate but still gaining work experience. 2-4 years (late teens to early 20s)
- 51. Common Military Job Titles Veterans on LinkedIn 51 Commanding Officer: Significant responsibilities as the Officer-in-charge of a unit, with ultimate decision-making authority and responsibility. Command Master Chief: A senior Non-commissioned officer in charge of a specific function, supporting those in a command position. Platoon Leader: A young (in rank) commanding officer, responsibility for managing a large group of subordinates (up to 50 people) towards a common mission and with millions of dollars of equipment. Staff Officer: Director of managing a functional area for a supervisor Executive Officer: Senior role, supporting the commander in the Navy or Marine Corps. Second in command at the squadron or battalion level, or of a ship. In the Army, this is a staff level position, and in the Air Force, this is a junior staff administrative assistant position. Executive Assistant / Aide-de-Camp: Staff, administrative duties and confidential assistant who often travels with and supports the commander.
- 52. Glossary Veterans on LinkedIn 52 Branches of Service: -Army: Largest of the services, responsible for ground operations “soldiers” -Navy: Responsible for naval security and transportation. “sailors” -Marine Corps: Responsible for rapid deployment. “Marines” -Air Force: Responsible for air, space, and cyber operations. “airmen” -Coast Guard: Protects the coastline, managed under Homeland Security “coastguardsmen” or “coasties” Service Status: -Active: Service members who serve in the military full time -Reserve members: Service members who serve in a part-time capacity (“one weekend per month, two weeks per year”) -National Guard: Service members who also serve part-time capacity, but under State control, unless federally mobilized Both Reserve and Guard have been deployed repeatedly over the course of the last 14 years in support of operations in Iraq and Afghanistan
- 53. Glossary Veterans on LinkedIn 53 Rank/Grade: -Officer (O-1 and above): Managers and leaders of the force, commissioned through Service Academies, Reserve Officer Training Corps (ROTC) or Officer Candidate School (OCS). -Warrant Officer (W-1 and above): Technical experts in the Army or Navy such as some US Army helicopter pilots. A small percentage of the overall Armed Forces. -Enlisted (E-1 and above): Enlisted ranks are specialists and supervisors: Non-commissioned officers (NCOs) are leaders within the enlisted ranks (E-7 and above are Senior NCOs) and Junior NCOS (E-4 to E-7) are are technical experts and front-line supervisors. Junior enlisted (E-1 to E-4) are new recruits and often in a training status. Typical terms for transitioning service members: -DDForm 214 – Transcript of service member experiences, training, honors and awards and dates of service. -MOS/AFSC/NEC – Military Occupational Specialties are job codes describing a military members role in the service -JMO/NCO – Junior Military Officer (O-1 to O-3) / Non-Commissioned Officer (typically E-4 and above) -ETS/DOS – Expiration Terms of Service / Date of Separation
Notas do Editor
- Source: Veterans Talent Pool, October 2015 The servicemember and veteran community is a microcosm of LinkedIn’s broader community. Veterans are highly trained and skilled, and there is high demand for their leadership and experience. In recent years, however, we’ve seen an inefficient marketplace, and nationwide, veteran unemployment (particularly among post-9/11 veterans) has been higher than the national average. While unemployment among recent Veterans is trending downward, LinkedIn can provide solutions to connect talent with opportunity. LinkedIn has access to a growing network of veterans and over 3 million companies, 380 million members, and 25,000 educational institutions. LinkedIn’s networks will be particularly important in the next few years as the US Army – the largest of the military branches – is drawing down from a high of 550K in 2012 to 450K in 2017.
- https://www.whitehouse.gov/joiningforces/commitments These are just some of the companies that have made hiring commitments for veterans
- 100K Jobs began with a coalition of companies with a goal of hiring 100,000 veterans. It continues with the goal of hiring 300,000
- LinkedIn has taken an active role in veteran hiring in 3 main areas. LinkedIn has produced resources for veterans to assist in their transition from the service to the civilian world, establishing veteran job seeker materials, a veteran mentor network group where information can be shared and veterans can connect with employers, and establishing the Job Seeker Premium, where Veterans are featured applicants and enjoy many of the benefits of premium membership, such as advanced search tools and contact with hiring managers. LinkedIn has conducted outreach with partnerships such as the White House’s Joining Forces initiative and the 100,000 Jobs Mission, standing alongside many corporate employers to commit to hiring veterans and improving their transition from the military to the workforce. With the Department of Veterans Affairs, LinkedIn has established a strong partnership with the eBenefits Veterans Employment Center, where military service members who go through the Transition Assistance program are then trained on VEC (and LinkedIn profiles are imported). Source: https://www.ebenefits.va.gov/ebenefits/jobs LinkedIn’s Veteran Employee Network group – is engaging with the veteran community outside of LinkedIn, planning mentorship activities, and working on recruiting more veterans to LinkedIn.
- Being in the military is not just a job, it’s a way of life. The military is a diverse group, dedicated to service above self. All members of the military are volunteers, and today, less than 1% of our nation’s population is currently serving (as compared to 6 to 7% during Vietnam, with the draft). The full Veteran community today is about 8% of the US population, and when you include military families, that’s a total of 20% of our population. The military is relatively young, with service in leadership roles, and often making life and death decisions. It takes great responsibility and ownership of their actions and working with a team towards a higher purpose, putting a premier on excellence. Finally, military Veterans are accustomed to making big sacrifices for their job and taking on tough assignments. (Also: entrepreneurship, responsibility, team-oriented, comfort with ambiguity, technical skills, cross-cultural and diverse experiences, perform well in tough environments, resilient)
- While many things are the same throughout the military, each of the 5 military service branches has its own mandate, assets, lingo, and uniforms. While today’s operations overseas often happen jointly, there’s a healthy rivalry between the services. There are also distinct ways of referring to each type of servicemember. The Army is the largest of the services, responsible for large and long term ground operations. The Army is drawing down from a high of 550K troops to 450K by 2017. Best way to refer to someone in the Army is as a “soldier.” The Air Force is responsible for air, space, and cyber operations. Born out of the Army in 1947, the Air Force is relatively young. Refer to them as “airmen.” The Navy is responsible for naval security, transportation, and force projection. This is the service with aircraft carriers and submarines, but also more aircraft than the Air Force! Refer to them as “sailors.” The Marine Corps is known as “first to war” and the first to deploy in an expeditionary manner. When in doubt, use “troops” or “service members.”
- Within the military community, there are various definitions: Active duty members serve in the military full time. Some complete a 20 year career until retirement, but most do not. Reserve members serve in the military part-time and have a “civilian” job as their primary role. Guard members, in the Air Force and Army, are under state control but can be federally mobilized to go overseas. Guard and Reserve often say “one weekend a month and two weeks a year,” although these members have been deployed repeatedly over the past 13 years at war. It’s important to note that the definition of “veteran” is those who served in the active components and were discharged or released under conditions other than dishonorable. Reserve and Guard members can also serve on “active” status. Also, it’s important to note that women veterans often do not self-identify as veterans. The total LInkedIn military population of 2M+ members encompasses all of these groups.
- Source: Business Insider, Military One Source for latest demographics (http://www.businessinsider.com/us-military-demographics-2014-8?op=1) In the military, rank reflects leadership, not just a pay grade. You may encounter the terms “grade” and “ranks.” While ranks differ between the services, the grade of that position is the same across all military services (O-1 for officer, increasing in responsibility, and E-1 for enlisted). At 83% of the total force, the clear majority of the total military force are enlisted, and this comprises both junior enlisted and non-commissioned officers. Enlisted members are the technical experts with hands-on tactical training, but many have advanced degrees. Officers, 16% of the force, are the leaders and managers of the organization. The main difference between officers and enlisted is how each joins the service. Enlisted join up, require a high school degree or equivalent and must meet other recruiting standards. Officers are commissioned, and carry a commission of command directly from the President, through Officer Candidate School, Reserve Officer Training Corps, or a Service Academy. While there may be some equivalence between ranks and civilian roles (ie. a General is likely a CEO equivalent), we must be careful not to pigeonhole military members into these roles based on their past experience, as they are a varied, highly educated and experienced group.
- Sources: Compiled from various sources, including employer roadmap, Hire our Heroes, US Chamber of Commerce. Recruiters may encounter unfamiliar terms when interacting with a veteran candidate. Here are just a few: The DD Form 214 is a Department of Defense Form 214 with service member experiences, training, honor and awards, and dates of service. This is what an employer should use to verify veteran status. The “MOS” (or AFSC or NEC in other branches) is a job code describing a military member’s role in the service. For example, 11M2K “Mobility Pilot” in the Air Force. JMO/NCO: JMO is a junior military officer with leadership experience, and a NCO’s are mid to senior level enlisted with significant managerial experience. Many employers have JMO-specific hiring programs. NCOs and enlisted bring exceptional skills, experience, and education ETS/DOS are a member’s last day in the service.
- Image Sources: Admiral Howard (Public Domain). Command Master Chief Petty Officer Frank Dominguez (http://commons.wikimedia.org/wiki/ Command Master ChiefJosh Dugan, of Naval Station Everett. US Navy photo by mass communication specialist 2nd class Justin A. Johndro / Released 150401-N-MN975-012. Image cropped from original. (https://www.flickr.com/photos/usnavy/16835051888/in/photolist-rDE3pj-nvJAL7-ftb13w-8rX3tY-nSRAPy-qJ5iXH-spCmkT-8rX44q-8CCzqk-d9QP4B-8rTXXv-8CFEDj-5bhArN-8DEsaq-c4bAfE-8QsiEf-2fqC2-583TaH-dxrtZB-dxwWdJ-fL5mkh-mXBbGK-chCT15-anbF3i-7JM6DS-okEiCG-8BTqDZ-pYCdLE-8CCzne-8CCzs2-anerDs-dxru34-fhebmW-cuZRhN-ad8Mhx-8rTXWz-8DEsX9-8DErcw-ebEcxJ-ebEdGJ-8EKoH7-axvpqP-qzWHzM-8FeMAY-e9FWjv-dyZBmK-anevCm-ejFiBi-89c8iR-bVWpqJ) Platoon Leader: (http://commons.wikimedia.org/wiki/File:Flickr_-_DVIDSHUB_-_Spartan_Platoon_Says_Good-Bye_and_Good_Luck_to_Platoon_Leader_Hart.jpg) There are many different types of jobs in the military and roles spanning entry level to manager and director. 81% of military jobs have a direct civilian translation, and there are over 7K positions in over 100 functional areas (such as construction, contracting, foreign affairs, lawyers, nurses, security). Military training is specific and technical, and members must meet high standards to be assessed, to compete, and to rise up in selective career paths. Recruiters may encounter Servicemember and Veteran member profiles with unfamiliar job titles, here are just a few: Commanding Officer: Has significant responsibilities as the officer in charge of a unit, with ultimate authority of that unit Command master Chief: A senior non-commissioned officer in charge of a specific function, supporting those in a command position Platoon Leader: Form of a commanding officer, responsibility for managing a large group of subordinates towards a common mission Staff Officer: head of managing a functional area for a supervisor
- Photo Source: http://commons.wikimedia.org/wiki/File:U.S._Air_Force_Capt._Belinda_Rice,_a_flight_nurse_with_the_34th_Aeromedical_Evacuation_Squadron,_Peterson_Air_Force_Base,_Colo.,_listens_to_feedback_from_an_observer-controller-trainer_during_a_flight_aboard_140313-F-XL333-437.jpg There are many different types of jobs in the military and roles spanning entry level to manager and director. 81% of military jobs have a direct civilian translation, and there are over 7K positions in over 100 functional areas (such as construction, contracting, foreign affairs, lawyers, nurses, security). Military training is specific and technical, and members must meet high standards to be assessed, to compete, and to rise up in selective career paths. Because these positions are so varied, encourage you to go beyond the “skills translator” to understand the narrative of a Veteran’s experience.
- Source: Veterans Talent Pool slide deck, April 2015 Service members and veteran members of LinkedIn have years of experience at various levels of an organization – the vast majority, 874,000, with over 15 years of experience from entry level to managerial and director experience, and job functions spanning operations, security and IT, and healthcare.
- Source: Veterans Talent Pool slide deck, April 2015
- Source: Veterans Talent Pool slide deck, April 2015
- Source: Veterans Talent Pool slide deck, April 2015
- Source: Veterans Talent Pool slide deck, April 2015
- Source: Veterans Talent Pool slide deck, April 2015
- Source: compiled from various sources including Hire our Heroes (US Chamber of Commerce). More information on PTSD here: http://www.ptsd.va.gov/public/ There are many common myths when hiring military veterans. While not an exhaustive list, here are a few: Myth: Anyone can serve in the military. Fact: Standards are high and rigorous. Myth: Veterans are unstable because of health issues. Fact. Veterans are diverse and resilient. Most do not have health issues as a result of their service, and many have used treatment and rehabilitative care. About 55% of the total population experiences trauma – and 10% of those develop Post Traumatic Stress Disorder. Most veterans who experience PTSD or Traumatic Brain Injury (TBI) rehabilitate. Accommodating them with flexible work schedules, and knowing where to find resources (http://www.ptsd.va.gov/public/) can be most helpful. Myth: All Veterans served in combat. Fact: All those classified as Veteran served on active duty, but not always in a combat environment. Veteran experiences are diverse. Myth: Reserve duty interferes with work. Fact: Reserve and Guard members are able to balance their work commitments and often know training and deployment dates months or years in advance.
- Source: compiled from various, including IVMF, Military.com, and Hire our Heroes: http://vets.syr.edu/wp-content/uploads/2014/07/TheBusinessCase7.14.pdf Veterans have a diverse set of skills and experiences that make them well-suited to team-oriented, top performing corporate environments.
- The LinkedIn Veteran microsite was re-launched over Veterans Day 2014 with over 1.2 million visits that week, and continues to receive heavy traffic at approximately 1,000 visits per week. Veterans have access to helpful job seeker materials to assist them in building networks, building and managing their profiles, and connecting with employers. The Veterans site includes company job postings and success stories of LinkedIn members who have successfully found new opportunities through the network. Through the Dept of Veterans Affairs Veterans Employment Center, LinkedIn is helping veterans make the transition. According to the Department of Labor (http://www.dol.gov/_sec/media/reports/veteranslaborforce/) the military transitions approximately 160K veterans per year. With over 75,000 members, the Veterans Mentor Network is an outstanding resource for Veterans to share guidance, build mentorship relationships and networks, and for employers to post career opportunities.
- Source: April 2015 Veteran Talent Pool report Veteran Job Seekers are using LinkedIn in many ways to plan the next step on their career path, such as networking, reading and sharing influencer posts and articles , keeping in touch with their connections, and seeking career opportunities. 57% of military candidates are active on LinkedIn 59% follow a company 55% are a member of a group 64% use LinkedIn Mobile
- Source: Veterans Talent Pool Report, April 2015
- Here are just a few tips to build your Veteran hiring program, and be a preferred employer of veterans: Gain high level support, dedicate a team and a budget, train your recruitment team on military culture and skills, establish a Veterans employee network, identify roles and training that allow Veterans a path to advancement and careers at your organization. Next, here’s how you can use LinkedIn to expand your search…
- Service members and veterans on LinkedIn can include those who are active duty, Guard and Reserve, those in transition or those veterans who have been in the workforce for a while. LinkedIn can help you reach veterans with targeted search criteria, including: Branch of service (using keywords such as USAF or US Coast Guard) US military schools (The Citadel, Naval Postgraduate School, Service Academies) Groups (Veteran Mentor Network, US Army, Texas A&M Corps of Cadets, for example)
- Tailor your Boolean search strings to find veteran candidates. You can do so by officer, schools or degree, specific military occupational specialty or skills.
- Use a LinkedIn career page to generate interest in your company’s career opportunities. Highlight veterans at the company, veterans network, consider a long form post about Veterans working at the company. The LinkedIn career page is a great way to include job postings and mentorship opportunities, as well as pathways to advancement. One best practices is to highlight the ‘How To’ of applying and getting hired at the company.
- Veterans have a high affinity to groups. For example, the Veteran Mentor Network is a community of veterans, employers, service members, and leaders. It’s a group designed to connect professionals with Veterans and provides them advice. Search by group and skill set for a more refined search. Search by or join veteran organizations, examples include: Veteran Mentor Network Veteran Service organizations, such as Iraq and Afghanistan Veterans of America Student Veterans of America -Team Rubicon - Vietnam Veterans of America - American Corporate Partners You can use groups a number of ways: Post jobs into groups to gain visibility Search for members of groups Have your Veteran recruiters be active in these groups – use “thought leadership” and successful transition stories to brand your company as a preferred Veteran employer.
- Engage veterans with media on the LinkedIn platform, and then drive them to your customized career page. Promote your company’s military friendly values, such as teamwork, service-oriented work, impact and purpose and highlight your company’s Veterans to do so. Also illustrate successful transition stories.
- Verizon is a top Veteran employer, using LinkedIn Recruiter to connect with professionals and using advanced search and groups to expand their network. Verizon has used LinkedIn Recruiter and InMails frequently for veteran hiring. Verizon created a group called “Recruiters 4 Veterans.” They use it to engage with military groups, make comments on discussions, post jobs, and to drive veteran talent to Verizon’s open positions. The best use they get out of these groups is engaging with veterans to share their experience on resume writing, interviewing techniques and branding yourself. Groups offers great branding and engagement opportunity.
- Starbucks is also a leader in Veteran recruiting, and has used their Career Page on LinkedIn for content to brand and attract Veterans.
- Source: Veterans Talent Pool Report, April 2015
- Source: Veterans Talent Pool slide deck, April 2015
- Source: Veterans Talent Pool slide deck, April 2015
- However, keep in mind there is not a clear comparison between the private sector and 24/7 job like the military. In addition, the US structure is civilian control of the military, with the President as Commander-in-Chief.
- Commissioned officers are similar to the managers of the company, with broad areas of responsibility for the management, organization, and efficiency of various departments of the corporation. Senior commissioned officers (generals and admirals) are the board of directors. Warrant Officers can be thought of as the experienced technical specialists that the company hired to perform highly-specialized functions. This is meant to be a guide for how these roles and responsibilities might translate to civilian business. It’s important to note that all veteran job candidates should be evaluated on their own merits.
- Enlisted members are the experts and technical specialists who are “hands-on” on the job. Non-commissioned officers (Army, Air Force, and Marines) and Petty Officers (Navy and Coast Guard) are the foremen and line-supervisors. They perform the job, but also provide direct supervision to the other workers. Senior NCOs (Army Air Force and Marines) and Chief Petty Officers (Navy and Coast Guard) are senior managers who came up through the ranks of the corporation. Because of the structure of the relationship between officer and enlisted, officers will always outrank enlisted members – so the most junior officer still outranks the most senior NCO. In turn, the most senior decisions – VP and CEO level - are made by officers. This is meant to be a guide for how these roles and responsibilities might translate to civilian business. It’s important to note that all veteran job candidates should be evaluated on their own merits.
- Senior NCOs are (E-7 and above) and junior NCOs (E-4 to E-7) are technical experts and front-line supervisors. Junior enlisted (E-1 to E-4) are new recruits and often in a training status.