A few months ago I asked the question, “How Long Will Veterans Be Trendy?“ Well, if social media is any indication, the answer seems to be, “Not much longer.” I think we are beginning to see a slight shift in message about veteran hiring, which in the end is a good thing. I have a feeling the next big thing will be honest and forthright conversation. Stakeholders that are prepared to engage in the right discussions, at the right times, will ultimately be the most successful.
It wasn’t long ago that a Forbes article by Col . David Sutherland talking about the unsung value of veteran Non-Commissioned Officers was making its way around every veteran hiring group on LinkedIn. This article spawned a lot of comments, many of them from disgruntled veterans who found the article sympathetic to their plight. While these discussions between veterans may have been cathartic, I doubt they were very productive.
I don’t take issue with the article in and of itself. Colonel Sutherland’s thoughts were very appropriate for the vast majority of regular readers of Forbe’s Magazine. Sometimes, though, by saying the right thing to the wrong people a positive thought can result in negative results. I think passing this article around military circles probably did this, at least to some extent. We as veterans don’t need anything reinforcing a sense of victimhood.
Feeling like a victim can lead to distrust of the system. I see this not only in the article, Commitment to Veterans- Lip Service, Hype, Or True Investment? by Linda Rosser, but even more so in some of the comments on the article in groups like The Value of A Veteran and Hiring Our Heroes. Unfortunately, every time an organization markets their commitment to military hiring, anyone who unsuccessfully applied to that company may begin to view them as disingenuous. “Just a bunch of hype”, they may say. Even if, unbeknownst to them, said position was actually filled by another veteran.
On the other hand, the article “Congratulations on Your Military Service- Now Here Are Nine Reasons Why I Won’t Hire You” , by Sultan Camp absolutely exploded in the veteran specific LinkedIn groups. I’ve been actively preparing for my transition for over two years and I don’t remember ever seeing one article pop up so often, in so many groups, and been shared by so many different people. This article really initiated some quality discussions (a great example was in the group Military Civilian Coaching Connection).
I think this shows that many veteran job seekers are prepared for the truth. So don’t be afraid to tell us what we need to hear, as opposed to what we want to hear. The former is an integral component of a hiring program, the latter is a marketing and public relations plan.
If your organization is committed to hiring a specific number of veterans but most of those positions are for low skill entry level work, say so. There are a great number of veterans leaving the service that are, in all honesty, perfect candidates for those positions. If your organization only has a need for high level skill sets that require specific qualifications, make that known as well.
One of the best methods of risk management is to think to yourself, “How could this go wrong?” Applying that to a veteran hiring program, one way organizations can (and often do) put themselves in a bad position is by sending personnel to career fairs who have no specific information about open positions. Throw in a non veteran recruiter, and you have the perfect storm.
My work as an Officer Recruiter in the Navy has allowed me the opportunity to work on “the other side of the table” of many a career fair. I know that far too often candidates show up to a booth unprepared. Lack of preparation on the part of some prospects, however, should never justify lack of preparation for the recruiter.
If your organization has job postings on the website that are open, well then, your company rep had better know something about them. Nothing kills the motivation of a job hunting veteran more than when they put forth all the effort of researching a company, finding job postings, preparing a resume, and making their way to a career fair only to be told to just leave your resume and “go ahead and apply online”.
Even if that recruiter doesn’t specifically work in the field the candidate is inquiring about, that booth rep should at the very least be a subject matter expert in the process. Advice on how to navigate your companies Applicant Tracking System is better than nothing, and can go a long way in enhancing credibility.
Private organizations need both a recruitment plan and a marketing plan, and these two functions often do overlap. All candidates want is for organizations to be honest. If your company’s primary reason for purchasing a booth was to hand out free pens and stress balls in order to promote company awareness, then say so.
Conversely, an organization whose recruiters have specific information about actual positions, should absolutely advertise that ahead of time. Telling people what you have open, the skill sets needed, and where to find your booth can actually be a differentiating trait between competing organizations.
In regards to any recruiter /candidate relationship, it’s honest conversation that increases quality interactions over quantity of interactions. And these quality interactions are the crux of any hiring initiative, veteran or otherwise.
photo credit: <a href=”http://www.flickr.com/photos/reenita/4892984424/”>Reena Mahtani</a> via <a href=”http://photopin.com”>photopin</a> <a href=”http://creativecommons.org/licenses/by-nc-sa/2.0/”>cc</a>