5-Ways Technology and Big-Data are being used to re-define the Future of Veteran Hiring

Remember when hiring in general was much simpler? Whether a transitioning veteran or a civilian candidate, you simply drafted up role description and job duties, posted an ad in the paper or on your company's website, accepted a pile of resumes, scheduled applicants for interviews (manually), and eventually offered the most qualified person the job?
 
However, thanks to advances in technology, only a few short years later, the stage of automated recruitment efforts began and hiring became slightly more interesting. Job boards evolved and exploded with budding talent. Companies and candidates began developing candidate profiles, entering resumes into applicant tracking systems and increased the selection process with multiple layers of interviews and job assessments. We began to value how technology's insights and the collection of big data could save us time, money and costly mistakes.
 
With that said, technology has hit a new stride of evolution and personality or performance insights are no longer just for those in the later rounds of the hiring process. Today, on-demand, at will, early and often technology and data is readily available to help even the novice Hiring Manager render smarter, better and faster decisions. Below, we've outlined just 5-Ways Technology and Big-Data are being used today to re-define the Future of Veteran Hiring.
 
 
  • 1.)  Auto-Translation of a Veterans' past military experience:  - In a 2016 Survey  produced by the Institute for Veterans and Military Families, Veterans identified their biggest obstacle to attaining employment was finding opportunities that best match past military training and experience. Although this might provide a strong justification for Military Hiring sponsored programs to expedite, streamline, and tailor job searches for veterans of all levels and types, it would be much easier for HR leaders to embrace auto-translation toolsfor veteran hiring, which can instantly and scientifically convert these skills in a more digestible way. Nine out of ten respondents identified the opportunity to use their skills and abilities as the most important aspect of civilian employment, this means translating these values in the most effective ways are worth getting good at.
  • 2.) Best Veteran Role Fits - Beyond the resume and interview: Qualifying a veteran candidate based on their resume and job interview is designed to provide Hiring Managers with insights on strengths and capabilities, however they'll also want to ensure they select a candidate who has an ideal personal brand for the role in question - since even the most qualified candidates can provide an equally different experience. Technology and data can help HR leaders determine the type of experience they want to produce, as personal branding insight s about knowing what to expect before the experience.
  • 3.) Veteran Candidate's Transferable Skills How many skills and qualities might transfer across additional roles: - While working to fulfill open roles, many Hiring Managers tend to focus only on pursuing qualified candidates which specifically meet the requirements in question. However in an ever-evolving, sometimes volatile workforce culture,  titles, roles and duties can quickly become obsolete as people and responsibilities shift or are redefined. This means there is real value in Hiring Managers gaining early-insights on how one's personal brand skills, core strengths and experiences might cross-transfer inter-departmentally and across organizational roles.
  • 4.) Predict a Veteran's Retention likelihood - Indicators which reveal if your candidate will stick around long term: - All too often we hear the stories of companies who kick-off massive hiring initiatives without having a strong retention strategy to support those efforts. This is because qualifying a candidate for the role at hand, is only the first step. Hiring Managers also should have a means by which they can predict retention, sometimes called retention indicators. While this has largely been instinctive on the part of most interviewers who will use a resume to determine if a candidate has a history of jumping, there are scientific indicators that data can instantly reveal.
  • 5.) A Veteran's Culture Fit - An ability to quickly acclimate to established workplace culture: -  Misalignment of culture is one of the top 10 reasons transitioning veteran retention rates, within a civilian workforce, are at an all time high. Employers wishing to increase veteran employee retention should therefore offer specific programs (i.e., opportunities for employees to take part in more advanced or diverse activities, effective compensation programs which may include health care and family friendly benefits, effective communications with senior management, and opportunities for contributions to the organization) to aid in employee retention in the civilian workforce. With this said, Hiring Managers should embrace auto-translator solutions for veteran culture-fits which instantly reveal a Veteran's highest and best professional strengths and value-propositions including how talent managers can more inclusively maximize these across their teams.
 
 
For this and more info, join us on Sept 20th where BrandDisco© will partner with Goodwill's Operation Good Jobs and Walmart, to host The Future of Veteran Hiring, an exclusive event for employers. During this highly anticipated event, our tech team of data strategist, veteran recruitment specialists, military personal branding experts, and career readiness partners will discuss these points, provide live demos and more. 
 
Come for the lunch… stay for the conversations around veteran hiring innovation!  

Not local? No problem. Contact our team directly for this and more at Team@getbranddisco.com or visit our website at www.getbranddisco.com

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