Sure there are many ways to show appreciation to your employees, but at the end of the day, a strong foundation is needed for employees to feel appreciated. We all need clear guidance and a common understanding of how we work with each other and for our customers.
If this foundation is established – a plethora of additional ways of showing employee appreciation is the icing on the cake.
Christina (Purepost Marketing Manager) and I were discussing mentoring a few weeks ago and something struck me. Since I’ve been mentoring Veteran entrepreneurs over the past few years – I mentor out of selfishness.
What I mean by this is if I’m going to devote an hour phone call or coffee every month or two – I need to:
- Know they will take some of my advice and apply it to make themselves better either professionally or personally
- Become a better person from my relationship with the mentee
When I left the military in 2007, my next move was business school. As a fresh veteran, I knew little about the private sector, let alone business. What I learned one short week after arriving was that networking is everything.
Networking can be unusual and unnatural for soldiers. We do little of it in our military careers. For the most part, our OER and NCOERs (military performance appraisals) speak for our professionalism and experience. The Army and sister branches rely on this system, in my opinion, for these three reasons: Continue reading
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. Continue reading
We spend a lot of time talking about connecting and explaining military experience and credentials in ways the civilian world understands. It’s our passion and vision at Purepost. It’s who we are and what we do best. But, it’s important not to miss the amazing rise of veteran awareness, outreach, and connectivity outside of the military community. People are listening. Companies are creating initiatives to hire and place qualified veterans. Communities are rallying together to support the veteran population across the board.
If you are uncertain as to where and how your service and skills are being valued and doubt the workforce is aware of your transition as a veteran into the civilian community, here are 3 ways we see it happening as we work with corporate America in placing veterans into civilian positions. Continue reading
When we first sat down with TransUnion, they explained three things upfront:
- They want to hire Veterans because they contribute to the bottom line; In other words, they value our talent
- They require experienced talent; Something we all have – Officers, NCOs, Junior Officers, and Junior Enlisted
- They also know what they’re looking for
Let’s look at point 3 – Here is what TransUnion is currently searching for in MOS/AOC speak: Continue reading
Your organization is seeking candidates that will positively impact operations, culture, and bottom line. The problem is, pressing demand for skilled talent has made hiring more difficult than ever. As the overall talent pool shrinks, especially for highly specialized skill sets, recruiters have to adapt to these challenges by sourcing outside the box.
When it comes to sourcing the best of the best, business leaders are increasingly understanding the value of hiring veterans. After all, many of the qualities hiring managers look for when sourcing talent — such as leadership, drive, problem-solving skills, and integrity — are evident in veteran candidates.
Here, we’ll offer tips on how recruiters can source top talent (which includes veteran talent!) more innovatively and effectively. Continue reading
As companies continually seek talent that contributes loyalty, passion, resilience, and commitment to the workforce, they look to veterans.
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. Continue reading
Whether you are crossing off the days on the calendar or wringing your hands in anticipation of the new adventures ahead, the active duty to civilian career transition process can be long and stressful.
As most spouses know, there is really very little official work that can be done on behalf of the soldier in helping them navigate, prepare, finalize the paperwork, attend workshops, and take phone calls on the Army side of the house.
So, what can Military Spouses do?
You’ve been by your soldier’s side through it all. You’ve endured and outlasted the many odds against you and you are ready to be just as involved in this military transition process as everything else. But how?
Here are a few ideas to get you started: Continue reading
cul·ture shock (noun):
the feeling of disorientation experienced by someone who is suddenly subjected to an unfamiliar culture, way of life, or set of attitudes.
The most common hurdles in military transitions are frequently discussed: employment, VA benefits, paperwork, medical out processing, etc. But what other elements of this transition experience exist that aren’t being as openly discussed?
We often tend to keep “culture shock” in strict reference to locational or geographical changes. A deployment to the Middle East warrants culture shock. A duty assignment in Korea warrants culture shock. A redeployment from Iraq back to Fort Bragg after 15 months is an acceptable reason for culture shock. (Even a PCS from Fort Drum to Fort Polk can be deemed worthy of culture shock. If you’ve been to Fort Polk, you’ll get it.)
But what happens when the “shock” isn’t so widely accepted or understood? It quickly changes from a cliché term thrown around in vague description to something deeply personal and conflicting. Continue reading