Category: Veteran Hiring

3 Ways To Hire Qualified Vets Faster and Easier

While quickly and cost-efficiently finding qualified veterans to fill your open positions is your goal, it takes particular tools to accomplish. You ideally want to source from the most qualified candidates on an easy-to-use platform that will help you speed up your time to hire and increase ROI with the right hire.

Here, we’ll break down three surefire ways to broaden your knowledge on the veteran hiring front and ensure you’re finding top veteran talent in the most efficient way possible.

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  1. Get on board with job boards.

Posting your open jobs on military job boards is a cost-efficient and easy way to inform veterans that you’re a veteran-friendly employer that is looking to offer them a civilian role relevant to their skillset. Websites like Military.com and HelmetstoHardhats.org are great places to tap into a pool of vets looking for jobs. Furthermore, on most military job boards, posting a job is free of charge.

  1. Tap into transition-ready vets.

Connecting with veterans is one thing; finding more qualified vets is another. You can simplify and speed up your search for the best vets for the job via transition support sites. For example, Workforwarriors.org is a site that takes a personal approach to helping veterans transition into the workforce through dedicated transition assistance and access to veteran-friendly companies hiring. If you’re one of those companies, you’ll be able to tap into a pool of transition-ready vets that are ready and able to dominate your civilian roles. When considering costs and retention, this route simply makes sense.

3.Guarantee ideal fits.

Transition-ready veterans are solid candidates, but if you want to increase efficiency and efficacy of your job placements even more, consider a veteran-talent acquisition platform that provides you a pool of veterans that have been pre-vetted. This means they’re the most qualified veteran candidates out there. Why? Their military experience has been translated by veterans to correlate with the skills and experiences required in your open positions. Not only is their experience easier for you to understand, but you will have access to more qualified candidates that fit your roles. Quickly sourcing from top talent can reduce cost to hire and attrition, which will impress leadership and make your hiring process a whole lot easier.

If you are looking for the best way to hire the highest quality veterans, the Purepost team is more than happy to walk you through our service. Click below to request a call and start finding the best vets!

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TransUnion is Looking for Talent by MOS/AOC Code

When we first sat down with TransUnion, they explained three things up front:

  1. They want to hire Veterans because they contribute to the bottom line; In other words, they value our talent
  2. They require experienced talent; Something we all have – Officers, NCOs, Junior Officers, and Junior Enlisted
  3. They also know what they’re looking for

Lets look at point 3 – Here is what TransUnion is currently searching for in MOS/AOC speak:

Army

  • Army Cyber Operations – Officer (AOC 17A)
  • Army Cyber Operations Specialist – Enlisted (MOS 17C)
  • Army Cyber Network Defender – Enlisted (MOS 25D)
  • Army Cryptologic Cyberspace Intelligence Collector/Analyst – Warrant Officer (MOS 35Q)
  • Information Protection Technician – Warrant Officer (MOS 255S)
  • Army Information Services Technician – Warrant Officer (MOS 255A)
  • Army Network Management Technician – Warrant Officer (MOS 255N)
  • Army Information Systems Operator/Analyst – Enlisted (MOS 29)
  • Army Operations Research and Systems Analysis (ORSA) – Officer (FA 49)
  • Army Intelligence – Officer AOC (35)
  • Army Finance – Officer (AOC 44)
  • Army Engineer – Officer (AOC 12A)
  • Army Signal – Officer(AOC 25A)
  • Army Acquisition Officer (FA 51)
  • Army Intelligence Analyst – Enlisted (MOS 35F)
  • Army Operations Specialist – Enlisted (All Combat Arms MOS)

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Air Force

  • Air Force Cyber Operations – Officer (AFSC 17SX)
  • Air Force Operations Research Analyst – Officer (AFSC 61AX)
  • Air Force Intelligence – Officer (AFSC 3 Or 4)
  • Air Force Network Operations – Officer (AFSC 17DX)
  • Air Force Acquisition Manager – Officer (63AX)
  • Air Force Intelligence – Officer (AFSC 3 Or 4)
  • Air Force Operations Intelligence – Enlisted (AFSC 1N0X1)
  • Air Force Knowledge Operation Management – Enlisted (AFSC 3D0X1)
  • Air Force Computer Systems Programming – Enlisted (AFSC 3D0X4)

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Navy

  • Navy Cyber Warfare Engineer Officer (NEC 184X)
  • Navy Cyber – Warrant Officer (784X)
  • Navy Network Security Vulnerability Technician – Enlisted (NEC 2780)
  • Navy Operation Research – Officer (NEC 3211E)
  • Navy Intelligence – Officer (NEC 183X)
  • Navy Information Systems Technician – Warrant Officer (NEC 782X)

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Marines

  • Marine Corps Cyberspace Officer Officer (MOS 17XX)
  • Marine Corps Cyber – Warrant Officer (MOS 170A)
  • Marine Corps Cyber Technicians – Enlisted (MOS 0689)
  • Marine Corps Operations Research Specialist (MOS 8051)
  • Marine Corps – Officer (MOS 0203)
  • Marine Corps Network Operations and Systems Officer – Officer (MOS 0605)
  • Marine Intelligence Specialist – Enlisted (MOS 0231)
  • Navy Operation Research – Officer (NEC 3211E)
  • Marine Corps Operations Research Specialist (MOS 8051)
  • Marine Corps Tactical Communications Planning and Engineer Officer – Warrant Officer (MOS 0620)

If you fall in one of these MOS or AOC categories and are interested in a potential career with TransUnion, click the button below to get started. If you don’t, I recommend registering anyways! Purepost has partnered with TransUnion to hire Veterans and it just takes 10 mins to create a profile that TransUnion will see immediately.

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Thanks for your time!

Anthony Garcia, CEO

Implementing a Successful Veteran Hiring Initiative That Attracts Top Talent

As companies continually seek talent that contributes loyalty, passion, resilience, and commitment to the workforce, they look to veterans.

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The values of the military align with many corporate goals, such as being customer-centric, providing a consultative approach, and focusing on collaboration and teamwork. It’s no wonder the Department of Veterans Affairs estimates that by the year 2023, there will be more than 3.5 million veterans in the civilian job market.

As companies like yours implement veteran hiring initiatives, it’s crucial that you understand how to optimize your efforts in order to ensure success. This means keeping the cost to hire as low as possible, recruiting top talent, improving retention, and increasing your ROI.

In order to quickly and cost-efficiently fill your veteran initiative with the most qualified candidates that will increase ROI, where do you start? The following tips will help you implement a successful veteran hiring initiative that attracts top talent.

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Executive Support

It’s important that you have buy-in from senior management when working to hire qualified veterans. This will allow you to conduct research, create unique programs, form alliances, and build visibility as a veteran-friendly company. Without this support, many initiatives fall short of meeting objectives, or are phased out as interest and enthusiasm become hard to sustain.

Skill Translating Savvy

Reconnaissance, NCO, Brigade… what do these terms mean? The military uses job codes with descriptions of responsibilities and duties — but most veterans do not have the civilian employee background to intuitively know how those codes translate into civilian roles. If you educate yourself on how to translate military skills into civilian roles — that will likely fit your open job descriptions — you’ll not only help vets understand their true capabilities in the workforce, but you’ll tap into a candidate pool that will help you find extremely qualified individuals for your jobs. Why?

Veterans are among the most highly skilled and experienced employees and managers in the U.S. workforce. The jobs within the military are as diverse and varied as in the civilian world. Many veterans have strong leadership and managerial skills because they were given more fiscal and people management responsibility at younger ages than civilian workers. They have been responsible for equipment worth millions of dollars, and for the safety of dozens to hundreds of people. In short, you can hold them accountable.

Transition Coaching

Offer veterans in the market for a civilian job support in their transition. You can educate them on the accepted ways and customs of civilian employment and company culture. Provide them with mentors and coaches — like the guidance they got in the military from higher ranks — who can help them identify the differences and learn to adapt to new expectations. Investing in these hires and showing your commitment to their career will also improve retention.

Want to learn more about where and how to hire the most qualified veterans for the job? Request a call with our team!

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Myth vs. Fact: Debunking Veteran Hard and Soft Skills

Today, many corporate leaders are in search of veterans that will bring real value to the workplace. According to a survey report from CareerBuilder, one-third of surveyed employers reported they are actively recruiting veterans over the next year, up from 27 percent in last year’s survey. Estimates are that by the year 2023 there will be 3.5 million military veterans in the U.S. workforce.

While this is an exciting initiative for companies seeking to leverage skilled and talented Veterans in their workplace, it’s also challenging. Many hiring managers and recruiters don’t understand veterans’ experience and the related hard and soft skills — which likely stems back to the myths civilians have about military veterans.

Let’s now discuss some common veteran misconceptions and uncover how hiring managers can strengthen their understanding of the real skills veterans can bring to civilian jobs.

Myth #1: All veterans serve in combat.

Many civilians (and HR professionals) immediately associate all veteran experience with combat — but there are a plethora of jobs in the military that don’t involve combat. According to the Department of Defense, less than 20 percent of service members serve in front-line combat roles.

In fact, military jobs are categorized into more than 7,000 occupational specialty codes, from radio operator to pilot and tower equipment installer to logistician to procurement clerk and mechanic, just to name a few. That adds a laundry list of both hard and soft skills to the mix, and it’s crucial that hiring managers understand vets’ real qualifications and experiences.

Myth #2: Military skills aren’t transferable to civilian jobs.

You’ve undoubtedly heard that hiring veterans is valuable because of their leadership, teamwork, values, resiliency, focus on mission, accomplishments, etc. While this is all true — and will benefit your workplace— veterans also possess many hard skills that directly transfer to jobs in the civilian world.

The over 200,000 veterans transitioning out of military service each year are bringing hard skills to industries such as healthcare, aviation, finance, logistics, and administration. Because of the training they received in their military careers, veterans are qualified to fill roles such as Patient Care Technician, Registered Nurse, Biomedical Technician, and Clinical Manager.

In this case, there is a cost reduction associated with training and skill building, as veterans already have the skills needed to get to work.

Myth #3: All veterans have PTSD.

A lot of people think that all veterans have post-traumatic stress disorder (PTSD), making them “unstable” and “unreliable” in the civilian work setting.

In reality, 8 percent of all Americans suffer from PTSD, and the number of military veterans with PTSD is relatively low when compared to the total number of those who have served. Hiring managers should not generalize veterans and assume right off the bat that they’re unfit for fast paced, and often high stress, civilian positions. In actuality, veteran skills enable success in competitive environments.

Setting the Record Straight

Veteran hard and soft skills can greatly impact organizations that value integrity, commitment, and accountability. Hiring managers should keep in mind that veterans are capable of succeeding in roles where independent thinking and self-motivation are critical. Veterans’ soft skills like determination, adaptability, and leadership allow them to succeed in challenging, competitive civilian roles.

HR professionals can reframe the way they comprehend veteran skillsets by asking as many questions as possible, engaging their colleagues to further their knowledge on military skills, and analyzing their perceptions and beliefs.

Understanding the real value of veterans in the workplace can provide your company a wealth of opportunity. To learn more about how to improve your understanding of veteran skills for a veteran to civilian resume, request a call with a dedicated member of our team.

Why Hiring Veterans Can Reduce Talent Acquisition and Training Costs

Hiring the best candidate for the job typically takes a lot of time and money. While you feel pressure from leadership to fill your open positions as quickly as possible, recruiting the most qualified candidates will save you more time, money, and frustration in the long run.

Scrambling to just quickly fill your open jobs can result in loss of money, time invested, and increased attrition rates by not having the right talent in the role.

So, how can you cost-effectively hire and retain top notch employees? A good starting point is tapping into a pool of the most skilled, reliable, and impressive candidates. Here’s why the most qualified person for the job could very well be a veteran:

  1. Mission Focus

A military lifestyle by nature is mission focused. Veterans thrive in a culture built on cooperation, personal development, and overcoming obstacles to get the job done. These values naturally translate into civilian roles.

  1. Broad Spectrum Leaders

Veterans possess a wide range of solid leadership experience. Many soldiers become non-commissioned officers who are placed in leadership positions by the age of 20. Throughout military careers, these leaders are taught responsibility, integrity, and decision making techniques that develop into strong, natural leadership qualities.

Intuition is a skill most veterans possess when they exit the military that can enhance civilian job requirements like problem solving, strategizing, and decision making. Because military experience inevitably strengthens intuition, veterans are well fit for leadership and team building roles.   

  1. Shortened Onboarding Process

Often times, candidates are brought into positions with limited training and need to be handheld as they onboard. Veterans’ history of intensive training and formative real world experiences allow them to confidently lead from day one. Because strategic leadership skills have been acquired from years of military experience in rigorous training programs, vets may require less training, saving your company time and money during the onboarding process.

Veterans are extremely qualified for a number of civilian roles, but in order to get a clear picture of how their skills match your job descriptions, you need to first understand how their experience can best support your company — which is easier said than done in most HR departments today. You need a solution to translate military skills from resumes in ways you’ll actually be able to understand.

If you’d like to learn more about a veteran career platform that will provide you with veteran resumes that fit the roles you’re trying to fill as quickly and effectively as possible, request a call with a member of our team!

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