of IQTalent Partners, Chad Sowash the Vice President of Direct Employers, and Sean Kelley a Staffing Director at Microsoft, discussed the challenges organizations have faced in recruiting former and active military members, and having them become a successful part of their organization’s team.
For some organizations the difficulties lie in finding the right recruiters to recruit, hire, and place veterans within their organization, but for others - it’s matching the individual veteran skill sets to the right job. According to the panel, the challenges of recruiting and transitioning veterans into an organization can be contributed to:
· The service members/veterans special mindset: the military is a community built on trust and if trust isn’t established - or worse, broken - focus is lost. Meaning although veterans may be a part of your organization they won’t perform well until they feel they are part of a team they can trust. This mindset - although closely related to that of any organizational breakdown, are as follows:
o Organization: Know who you are working for
o Mission: What are the job objectives
o Unit: Who is on the team
· They’re looking for ways to mesh: it often becomes difficult for veterans to transition back into the workforce because of the “total team/trust” mindset, the effect of the action they may have seen and/or been a part of, and their total dependency of the military community they were surrounded by during their years of service. This makes it hard to relate to their civilian co-workers of non-military status who often work fiercely independent of others.
· Underutilization: some of the biggest issues organizations face are they don’t know how to access or use the hiring resources and tools at their disposal in their effort to recruit veterans or, worse, they don’t fully understand and leverage the veterans’ transferable skills and knowledge to the benefit of the civilian workforce.
To stem off these difficulties the panel suggested recruiters learn to translate the value of a veteran (literally) by understand the jobs and trades they’ve accrued during their military training and to familiarize themselves with programs the veterans underwent during enlistment. They also need to learn how to translate the many skill acronyms in any veterans CV. In order to do this, companies will need to “enlist” and train recruiters to understand and translate acronyms for the Military Occupation Codes (MOCs) - to meet service men and women halfway in their transition back into the civilian workforce and if at all possible provide an inclusive environment for the service men and women to become a part of.
The panel provided examples of the some of the best hiring tools recruiters could use to discover the jobs and skills the military offers:
· Military Crosswalk Search: http://online.onetcenter.org/crosswalk/MOC?s=MOC
· DOD Dictionary of Military and Associated Terms - http://www.dtic.mil/doctrine/dod_dictionary/index.html
· and even Acronym Finder: http://www.acronymfinder.com/
Columnist and writer Paula Santonocito covered these tools in her “TMT Talk” blog postings on TalentManagementTech.com titled “Acronyms for Everything”: http://www.talentmanagementtech.com/community/blogs/1005/646_acronyms_for_everything.html
The most resourceful site by-far (suggested by panelist Chris Murdock) is the Military Crosswalk Search, which provides a detailed description of the Jobs, Tasks, Education, Work Context, and so on, preformed by the veterans. A highly useful and powerful tool provided by O*NET OnLine which was created for the U.S. Department of Labor, Employment & Training Administration.
Also suggested by the panelists was to connect with the local veteran representative at both the State Employment and or the local Armed Forces recruitment offices in order to open the doors more easily for the veterans and help them find your organization and jobs which help them transition back into civilization. By working closely with these representatives, organizations can quickly become known as vet-friendly employers.
Another concern - which can be deterred by using the above resources - is the level of job engagement transitioning veterans face and the underutilization of their transferable skills, which cause them to feel underutilized and leave the organization. To understand their goals, their skills, and how they understand the “mission” is what makes for a successful on-boarding of veterans into the civilian workforce.
Take the time to listen and have at least one military-friendly hiring manager who, like the government, recognize military members are and could be your most powerful asset by leveraging their military training and education, building on the four principals:
· and Teamwork
Here is what VetJobs founder Ted Daywalt has to say about the benefits of recruiting and hiring veterans: “Since the founding of the United States, veterans have played the major role in ensuring the freedoms of our country. While defending America veterans have obtained a myriad of skills, which sets them aside and identifies them as sought-after top employees, which is why the VetJobs byline is Veterans Make the Best Employees.”
He continues to say veterans make the best employees for the following reasons:
Proven Leadership: Veterans were put into leadership roles at early stages of their time in the service. The real world, front line and often battle proven leadership developed in the military is well beyond that of a similar person in a civilian job.
Mission Focused: Every member of the military is used to working in an environment that is focused on the mission at hand. They are not clock watchers, but rather are focused on what it takes to be successful in their mission.
Team Players: From the early stages initial training, all members of the military are used to working in a team environment. Some teams are small, others very large, but all members of the team know that their individual efforts are to support the team in reaching the larger objective.
Work Ethic: The work ethic of veterans is unparalleled due to the need to depend on each other for their lives. Every military person knows that their life and success depends on their team mates. As a result, the work ethic of veterans is vastly stronger than the most civilian work ethic. People who have served in the military are used to working long hours in non-traditional environments.
Training and Education: Today's military veteran has been trained in nearly every occupation imaginable, with a strong emphasis on technology. Most of the training schools of the military that teach technology, leadership, sales, management and operations surpass those available to civilians.
Immediate Contributor: Veterans, through their proven experiences in the military, become valuable contributors from day one of employment. Veterans are used to being challenged, encouraged to demonstrate initiative, think quickly on their feet and give recognition for performance to those who earn it.
Background Checks and Security Clearances: Over 90% of those in the military have had extensive background checks for various levels of security clearances. When you hire a veteran, they are less likely to become a risk to your operation. And if your company requires security clearances, a veteran can save you a great deal of money on special background investigations since the veteran can be transferred in status.
Post Military Education: Most veterans continue their education upon leaving the active duty military. Consequently, there is no job done in the civilian work force that cannot be done by a veteran!
Ted went on to say “Since these men and women are the individuals who have made it possible for America to have freedom and a free enterprise society, hiring a veteran is the right thing to do - and can only benefit your organization.”
About onrec Expo (THE Recruiting Conference)
onrec Expo is Onrec.com’s annual international recruitment conference featuring a wide range of industry-specific topics from the top thought leaders and industry experts - and with the 2009 acquisition of Kennedy Information's Recruiting Conference and RecruitingTrends.com, onrec Expo has effectively become the must attend recruitment conference of the year - rebranding themselves as THE Recruitment Conference.
A division of the Tarsus Group - an international B2B media company creating industry-leading events, publications and online media since 1998 - Onrec.com is the world's leading information resource for Human Resource and Recruiting professionals, and is the accompanying website to Online Recruitment Magazine, which takes an in-depth look into recruitment and industry suppliers - helping corporate recruiters, recruitment agencies, and suppliers find the best resources available through a range of media and services. A growing portfolio supported by Tarsus Online Media, features educational and networking products in the talent management, HR and recruiting sector including; TalentManagementTech.com, RetentionInstitute.com, TheRecruitingConference.com, RecruitingTrends.com, and Onrec.com.
For more information on THE Recruiting Conference, contact Anna Brekka at anna@Onrec.com or go to www.therecruitingconference.com
2010 Exhibitors and sponsors included: ZoomInfo, GreenJobInterview.com, Monster Worldwide, Human Resource Management Center (HRMC), Impact Achievement Group, AfterCollege, Q4B Mankuta Gallagher, Maximus Workforce Solutions, Conrep, Talent Hog, Glassdoor.com, Bond Talent, Beyond, Qualigence, AIRS The RightThing, AccuSearch, Broadlook Technologies, CollegeRecruiter.com, KellyOCG, MBA Focus, VetJobs, Dice, Alumwire, Dillistone System, Simply Hired, Jigsaw, Madgex, disABLEDperson, Futurestep/The Newman Group, Shaker Recruitment Advertising & Communications, ChicagoJobs, The Value of a Veteran, Sheila Greco Associates, Ivy Exec, Wanted Technologies, Career Corner Digital, FINS, TweetaJob, BountyJobs, Networked Recruiter, CKR Interactive, SmartBrief Jobs, Corp Shorts (RezBuzz), SkillSurvey, and Arbita…
15 years of Recruitment and Operational Staffing experience, with expertise in designing and implementing complex, high-volume strategic staffing programs and initiatives domestically and internationally. Strong background in all aspects of executing strategic recruitment initiatives to fill various staff, managerial, executive and specialized IT positions within Fortune 500 organizations and start-up ventures in the Financial, Pharmaceutical, Biotech, Healthcare, Medical Device, Insurance/Reinsurance and E-Commerce industries. Organizational development experience includes developing Affirmative Action Plans, applicant tracking compliance, designing and implementing internal referral programs, internship program, process re-engineering, internal departmental/divisional communications, recruitment branding, new employee onboarding programs and policy and procedure development.
Through out his career, Luigi has lead national RPO projects for firms such as GlaxoSmithKline, Munich Reinsurance America, Noven Pharmaceuticals, NASDAQ, Citizen’s Bank, Mercy Health System, Aramark, Travelers Insurance, Teva Pharmaceuticals and Eli Lilly, among others. Luigi currently leads both DoubleStar’s Talent Market Research and Sourcing Services Teams, two groups that are critical contributors to our operational excellence on direct-recruiting projects.
Luigi earned his Bachelor’s in Human Resources and Marketing from Temple University and is an active member of the Society for Human Resource Management (SHRM) and Human Capital Institute (HCI). He is also an active member of the Electronic Recruiting Exchange and various other recruitment networks.
Q& A with Luigi Lupo
Six Degrees: Tell us of your home world.
Luigi: I feel like I am very fortunate to have the home and family I do. They provide a great balance to my work life. I’m married to a wonderful wife, Christina, and have been blessed with 2 incredible children, Mia and Joseph. My oldest, Mia is 4 and a half and my youngest, Joseph, is 2. They absolutely keep us on our toes and on the move.
I consider myself a media snacking news junkie and will use all means available to get my fix. Really doesn’t matter whether it’s a newspaper, magazine, newsletter, computer, TV or my phone. I still enjoy reading the newspaper but am addicted to all the snip-its of news and information on the internet.
I’m an avid reader but tend to focus on business and industry related topics. My night table holds my latest group of great reads including “Talent on Demand” by Peter Cappelli, “Extreme Future” by James Canton, “The Leadership Challenge” by James M. Kouzes and Barry Z. Posner, “Big Think Strategy” by Bernd Schmitt and one of my favorites “Blink” by Malcolm Gladwell. I’m a magnet for online newsletters, reports, statistics, surveys, webinars and slide presentations.
I earned a bachelor’s in Human Resources and Marketing from Temple University and am an active member of the Society for Human Resource Management (SHRM), Human Capital Institute (HCI, ERE, Recruitmentblogs.com and various other recruitment networks.
I enjoy pretty much any kind of outdoor activities including mountain biking, hiking and camping . I’m an avid freshwater fisherman and try to get water side as often as possible through out the year and have both a NJ and PA fishing license. I enjoy spending quality time with my family and have recently introduced my daughter to fishing.
Six Degrees: How many years have you been in the staffing industry?
Luigi: I have been in the recruiting industry for 15 years now and have enjoyed every second of the ride. This industry has come a long way from when I started. I can remember my first experience with candidate generation was approving a newspaper ad by 4:00 on Thursday to run over the weekend (when the employment section was about 25 to 30 pages long) and making sure the fax had plenty of toner and paper to run over the weekend. Believe it or not, this was my biggest challenge when I started in the industry.
Six Degrees: How did you get started as a recruiter?
Luigi: I’ve been developing talent acquisition strategies for the last 15 years. I feel like I had found my niche from the very beginning. My first job out of college was as a personnel assistant in the HR department at the Philadelphia Stock Exchange. Within six months I was asked to work as a non-exempt recruiter and the rest is history. Although, I do remember hesitating at first and did not want to get into it – WHAT was I thinking?!?
I enjoy all aspects about recruitment and labor markets and spend a lot of time on the DOL & BLS website. I have been consulting with clients for the last 10 years. Recruitment consulting has provided me the opportunity to work and understand the recruitment functions of many small, mid and large companies globally. I’ve consulted in multiple industries and at multiple levels. I’m proud of my career and feel that my experience has given me the opportunity to view recruitment from a unique perspective.
Six Degrees: What single event had the most impact on your sourcing/recruiting career?
Luigi: I think that would have to be my first employer and boss the VP of HR at the Philadelphia Stock exchange. I was given the opportunity to get into recruitment. My boss at the time was an inspiration and mentor to me and when I hesitated to get into recruitment said “Luigi, I know you will enjoy recruiting and you will run with this and never look back” -- She was right.
Six Degrees: Worst mistake, biggest goof, lousiest practice you thought would fly but didn’t…and how that was a learning experience?
Luigi: One of the mistakes I made earlier in my career was that I did not understand the value of internal consulting. I learned my lesson and better underestimated the change management aspect of the implementations and process changes and have never made that mistake again.
Do you have a mentor to whom you attribute your overall outlook on recruitment, capabilities, and/or model your career after?
Luigi: I have been fortunate to have worked with some amazing people throughout my career. I have had mentors and brilliant individuals coach me through out my career as well as had the opportunity to observe entrepreneurs and leading influencers in the industry. I believe that you can always learn from the individuals and the environment surrounding you at any given time.
Six Degrees: Tell us about your work at Doublestar
Luigi: I’ve been consulting with DoubleStar Inc. for the majority of the last 10 years and have learned so much from the experience. DoubleStar focuses on Talent measurement and Acquisition services including but not limited to RPO, Assessment & Planning Services, Analytics Consulting, Recruitment Training, On-Demand Project Recruiting, and Talent Market Intelligence
I posses a successful track record of recruitment support and alignment to business needs and strategies at all levels. I’ve lead national recruitment initiatives and RPO projects for firms such as GlaxoSmithKline, Munich Reinsurance America, Noven Pharmaceuticals, Philadelphia Stock Exchange, Citizen’s Bank, Mercy Health System, Aramark, Travelers Insurance, Teva Pharmaceuticals, Noven Pharmaceuticals, Vanguard, Merrill Lynch, Aventis, and Eli Lilly, among others.
I currently lead and develop both DoubleStar’s Talent Market Research and Candidate Generation Services and Teams, two groups that are critical contributors to DoubleStar’s operational excellence on direct-recruiting and Talent Intelligence projects.
I’ve always enjoyed training and designed and delivered customized training programs for HR managers and staff recruiters on various topics within recruitment. I enjoy understanding how the latest tools, resources and technologies can help organizations’ improve their recruitment initiatives.
Six Degrees: (A) What other companies' recruiting operations do you admire or have heard are best-practice examples?
Luigi: I’ve had the privilege to have worked as a consultant for the last 10 years and have experienced with quite a few organizational recruitment functions and simply said, admire any organization that realizes recruitment is a team sport.
(B) In what aspects are they superior?
Luigi: I admire the recruitment functions that embrace change and not afraid to both research and take a new approach to talent acquisition. I admire the recruitment functions and recruitment leaders that seek to understand the emerging resources and technologies and can continue to evolve their recruitment functions and harmonize the process with the organization’s culture.
Six Degrees: What recent general news story or industry trend do you feel will have an impact on your work in the future? Why?
Luigi: I have to say that most recent controversy in Iranian elections and how we received our news information impacted by my world and my work. Basically, the country tried to cut itself off from the media and the rest of the world but streams of information and news poured out of the country on Twitter and Facebook. This event combined with every news personality now marketing both their Twitter and Facebook profiles have really had an impact on me. Times are changing - these and other emerging technologies will not only change the way we communicate but the way we recruit globally in the future.
Six Degrees: Tell us about your broader involvement within the staffing industry:
Luigi: I try to stay as active as possible within the recruitment community. I’m a regular blogger on various topics on recruitmentblogs.com, ERE and on Lou Adler’s wall. And I’ve been hooked on Twitter since the moment I clicked on the site.
I’ve always enjoyed mentoring others through out my career as I was mentored and am an active mentor in the SHRM mentoring program as well as my employer. Most recently I have been providing free resume critique and interviewing tips in my local neighborhood and community out of a local coffee shop.
Six Degrees: Can you detail how the recession has affected your particular industry niche?
Luigi: I think we have all felt the impacts of the current recession and it has affected everyone regardless of the industry. I have heard of many colleagues and friends lose their job in this recession and try to help in any way I can.
Six Degrees: Aside from simply the generic term “Networking” what specific efforts have you made on your own behalf, or on behalf of colleagues to broaden your opportunities.
Luigi: I have always enjoyed networking. Most recently I have been connecting with recently laid-off professionals within my neighborhood and local community at a local coffee house to provide free resume critique and interviewing tips. It is a great opportunity to meet people and share experiences and expertise amongst professionals.
Six Degrees: Given your own Trial and Error experiences as a Networker, what advice do you have for your peers on what NOT to do? Be specific
Luigi: I think that we should all be open to networking in this market and it’s a real opportunity to build strong relationships. if I had to think of something not to do it would have to be to Not forget that networking is a two way street and professionally you can develop long lasting relationships.
Six Degrees: What is your next career goal? What do you need to do to get there?
Luigi: My overall career goal is to continue learn and evolve and educate myself through emerging technologies within the industry and to be an asset to my clients globally.…
, today announced the integration of BeKnownTM, its professional networking app on Facebook, into the Monster site experience across 34 countries in North America, South America, Australia and throughout Europe. Job seekers can use Monster’s unrivaled semantic search technology to find the right jobs and now instantly see how they’re already connected to those opportunities through their Facebook and BeKnown contacts. The site integration also greatly expands employers’ social recruiting reach by getting their jobs in front of a growing professional network among Facebook’s 901 million members.
“Over the past 10 months, we’ve continued to expand BeKnown’s features and functionalities for both users and companies. Combined with the power of Monster, BeKnown is well poised for growth.”
“Each month, more than 100 million people visit Monster to access millions of jobs worldwide, using our world class semantic search technology,” said Sal Iannuzzi, Chairman, President and Chief Executive Officer for Monster Worldwide. “We’ve now combined the power of Monster’s search technology with BeKnown, our professional networking app on Facebook, as another great way of connecting employers and seekers that doesn’t exist elsewhere.”
This latest milestone continues Monster’s strategy to use any means or method to connect job seekers with employers across a wide variety of platforms including the web, mobile and social using the world’s most advanced technology to match the right person to the right job. BeKnown networking built into Monster allows members to:
See inside connections at jobs from over 300,000 companies
Search for jobs – be matched to the right jobs - and immediately see how they’re connected to people at the companies they want to work for most
View/Apply for jobs and contact connections to help get a foot in the door
Create a professional networking profile available in both Monster and the BeKnown app on Facebook
Take control over profile visibility and network connection invites on Facebook
Network and keep personal and professional lives separate with privacy features users have come to expect from Monster
BeKnown networking built into Monster allows Employers to:
Automatically expand social recruiting reach and engage top talent through referrals
Invite recruiters and employees to join BeKnown to increase referral opportunities
Access public profiles linked between Monster and BeKnown, for up-to-date candidate information
Engage the emerging workforce wherever they spend time online, on Facebook or Monster
Turn Facebook fans into potential hires with free Jobs App for Facebook timeline powered by BeKnown
Showcase their recruitment brand with a BeKnown company profile allowing job seekers to learn more about their company and engage as they search for jobs on Monster
“When we launched BeKnown in June 2011, our objective was to leverage Monster’s industry expertise and use the world’s largest social site as a platform for enabling a professional networking platform,” said Matthew Mund, Vice President Product Management for Monster. “Over the past 10 months, we’ve continued to expand BeKnown’s features and functionalities for both users and companies. Combined with the power of Monster, BeKnown is well poised for growth.”
BeKnown is also accessible for free via mobile apps on Android, iPad and iPhone devices. For more information on BeKnown, visit http://beknown.monster.com, follow BeKnown on Twitter and Facebook and visit the BeKnown blog for regular updates. About Monster Worldwide
Monster Worldwide, Inc. (NYSE: MWW), parent company of Monster®, is the worldwide leader in successfully connecting people to job opportunities. From the web, to mobile, to social, Monster helps companies find people with customized solutions using the world's most advanced technology to match the right person to the right job. With a local presence in approximately 55 countries, Monster connects employers with quality job seekers at all levels, provides personalized career advice to consumers globally and delivers vast, highly targeted audiences to advertisers. To learn more about Monster's industry-leading products and services, visit http://www.monster.com. More company information is available at http://about-monster.com.
Facebook(R) is a registered trademark of Facebook, Inc.
MonsterKathy O’Reilly, 978-823-2002 begin_of_the_skype_highlighting 978-823-2002 end_of_the_skype_highlightingKathy.email@example.comBurson-MarstellerAnna Svaldi Sekaran, 212-614-4277 begin_of_the_skype_highlighting 212-614-4277 end_of_the_skype_highlightingAnna.Sekaran@bm.com