Bob KinderDecember 17 @ 1:00 pm - 2:00 pm

Proven Leaders Among Us: The Case for Hiring Returning Veterans

“No veteran who fought for our nation should have to fight for a job when they come home...”

Barack Obama, 2011

AgendaCurrent Situation – UnemploymentChallenges to Hiring a VeteranWhy Hire a Veteran?Integration onto your teamAvailable Employer Resources

Are you prepared? "Each year the military separates between

240,000 and 360,000 service members, and as we draw down from the war in Afghanistan, the military is expected to separate a million service members over the next several years.”Office of the President February 2013

Veteran Unemployment The jobless rate for all U.S. veterans was just 6.9 percent

in October, 2013— slightly lower than it is for the population as a whole.

But the unemployment rate for veterans who have served since 9/11 stood at 10%, with 246,000 out of work. That's the same rate as it was a year ago, and it's a higher jobless rate than it is for non-veterans, after adjusting for age and demographic factors.

Washington Post, November 11, 2013

As reported In Washington Post: This chart from the Council of Economic Advisers shows that the unemployment rate for recent veterans remains incredibly high — around 10 percent — and remains noticeably higher than it is for non-veterans in the same demographic group.

Why the Higher Unemployment Rates?

Lack of Understanding - Today’s business leaders don’t understand the value that veterans bring to the table.

Negative stereotypes

Cultural Barriers - This is one of the first generations of business leaders that largely didn’t serve in the military, which poses real cultural barriers to understanding military skills and experience.

Skill Translation - In a 2012 survey of new veterans with Prudential, Inc. 60% of veterans reported that translating their military service to the civilian job market was a significant challenge.

Acclimation - Some companies perceive that veterans require time after military service to acclimate to the civilian world

Lack of Certifications - Requirement to re-train to do the job they’ve been doing, in order to meet the requirements for a civilian license or certification.

Finding veterans - It can be difficult for some companies to locate veterans

Jason Hansman’s Story

“I served in Iraq as a proud noncommissioned officer in the Army from 2004-2005, managing hundreds of reconstruction projects in a Civil Affairs company that totaled millions of dollars. Armed with that experience and a political science degree from the University of Washington, I entered the civilian job market in 2008 with a solid resume. Yet after nine months and 375 resumes sent out, I only received one interview request – from a temp agency, looking to fill a night mall cop position. ”

Why Hire a Veteran?Hiring veterans is good business, according to detailed and lengthy interviews with 87 individuals representing 69 companies. The companies reported 11 reasons they hire veterans, with an emphasis on veterans’ leadership and teamwork skills, character and discipline.

Employing America’s Veterans; Perspectives from Businesses, June 2012 Center for New American Security Report

Top reasons for hiring a Veteran

Leadership and teamwork skills. Veterans typically have led colleagues, accepted direction from others and operated as part of a small team.

Character. Veterans are perceived as being trustworthy, dependable, drug-free and having a strong work ethic.

Structure and discipline. Companies, especially those that emphasize safety, appreciate veterans’ experience following established procedures.

Expertise. Companies value veterans’ occupational skills, job-specific experiences and understanding of the military community.

Employing America’s Veterans; Perspectives from Businesses, June 2012 Center for New American Security Report

Additional Reasons to Hire a Veteran

Simply put: Veterans are good for the bottom line.

Efficient Performance Under Pressure

Triumph Over Adversity – Resilience

Respect for Procedures

Technology and Globalization

Integrity

Accelerated Learning Curve

Diversity and Inclusion in Action

Integrating the Veteran into your Team Assign a Veteran Outreach Coordinator

Educate your HR department

Communication - Help Translate

Assign a Mentor

Welcome and Integrate the family

Introduce to other Veterans within company

Connect Veteran with local Veteran Representative

Veterans Opportunity to Work to Hire Heroes Act of 2011 (VOW Act)

There are two tax credits associated with this law:

1. The Returning Heroes Tax Credit is a new hiring tax credit that will provide an incentive for businesses to hire unemployed veterans. Short-term unemployed: Up to $2400 Long-term unemployed: up to $5,600

2. The Wounded Warrior Tax Credit will double the existing tax credit for long-term unemployed veterans with service-connected disabilities – up to $9600.

Sources to add to your Company's Strategic Recruitment Plan 

Army Career & Alumni Program: The Army’s Official Transition Website: https://www.acap.army.mil/

Employment Partnership of the Armed Forces: http://www.employerpartnership.org/

National Resource Directory: http://www.nationalresourcedirectory.gov/employment

Service Locator: http://www.servicelocator.org

VetSuccess: http://www.vetsuccess.gov/

Social Networking: https://www.facebook.com/pages/Transitioning-Veteran/70286207855

Official Wounded Warrior Programs Official Wounded Warrior Programs are sponsored by each of the five

military service branches. Each program can connect companies with wounded Service Members,

  Army AW2careerprogram@conus.army.mil

(800) 237 - 1336  Air Force afwounded.warrior@randolph.af.mil

(800) 581 - 9437  Coast Guard |Navy safeharbor@navy.mil (877)

746 - 8563  Marines wwtransition@usmc.mil (877)

- 487 - 6299

 

 

SummaryCurrent Situation – UnemploymentChallenges to Hiring a VeteranWhy Hire a Veteran? Integrating onto your TeamAvailable Employer Resources

Discussion