Session 3 - Becoming a Military-Friendly Employer

HEATHER HENRY© 2013 ALLAGASH GROUP LLC

BECOMING A MILITARY-FRIENDLY EMPLOYER

© 2013 ALLAGASH GROUP LLC

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What IS a veteran?

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A person who has served in the U.S. Armed Forces and has a discharge other than dishonorable

Project Veterans in MD in 2014: 435,65787% recorded retention rate


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• Value the traits that most veterans bring from their military background

• Acknowledge the accelerated learning curve of a veteran• Recognize that the U.S. Military excels at cultivating essential

workplace skills in personnel

But also…• Open avenues for veterans within the company• Establish concrete steps to give veterans an opportunity,

support, and consideration in hiring and on the job

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What Does Military-Friendly Mean?


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Case Study: USAA #1 Military-Friendly Employer

Veteran Recruitment• Employs staff to recruit• Has military specific section on company

website• An annual military hiring advertising budget• Internal programs to support disabled

veteran hiring• Accepts certification for military experience• Tracks veteran or spouse applications• Military recruitment training for HR staff

Veteran Retention• OJT programs for veterans and spouses• Managerial level training programs for veterans and spouses• Networking events for military employees• Job relocation assistance for spouses• On-ramping programs for employees returning from duty• Over 6 months formal sponsorships for military new hires

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Veteran Numbers12% - Military or spouse

employees

16% - Transitioning Military/Veteran New Hires

10% - Military Spouse New Hires

45% - Representation of veterans in leadership positions


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6 Steps to Becoming Veteran-Friendly

1. Develop a Strategy for a Veterans Hiring Program

2. Create a Welcoming and Educated Workplace

3. Actively Recruit Veterans, Wounded Warriors, and Spouses

4. Hire Qualified Veterans and Learn How to Accommodate Wounded Warriors

5. Promote an Inclusive Workplace to Retain Your Veteran Employees

6. Keep Helpful Tools and Resources at Your Fingertips

- DOL Veteran Hiring Toolkit5


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Step 1: Develop a Strategy

• Become familiar with benefits of hiring• Tie veteran recruiting to your overall business strategy• Build commitment by establishing a core internal team• Develop a realistic plan of what steps your company

can take• Communicate strategy to all levels of the company

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Understand Build Commitment

Develop a Plan Communicate


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Step 2: A Welcoming Environment

• Develop understanding of military culture and experience

• Establish your company and application as veteran-friendly

- Post on website- Mention value of

veterans in materials- Consider supporting

hiring of military spouses

• Learn about the potential wounds of veterans

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Step 3: Actively Recruit Veterans

• Modify job descriptions• Access credible resources in your search• Add “Have you served in the armed forces of the

United States?” on your application• Know what you can and shouldn’t ask in the

interview• Make someone familiar with military experience

and culture available to help• Offer pre-employment civilian work-experience

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Step 4: Hire Veterans

Create an on-boarding planClearly communicate

• norms, roles and responsibilities• performance expectations, policies on promotions• process for requesting job accommodations

Consider employee mentoringUnderstand compliance responsibilities

• Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA)

• Uniformed Services Employment and Re-employment Rights Act (USERRA)

Know where to go for accommodation assistance9


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Step 5: Retaining Veteran Employees

• Develop and promote peer mentorships• Practice veteran appreciation• Evaluate Employee Assistance Programs (EAP)• Dispel misconceptions through education of

employees and managers• Expose veterans to new roles and give opportunity

for leadership

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Step 6: Helpful Tools and Resources

• Connect with your Local Veterans Employment Representative (LVER)

• Develop partnerships with Veteran Service Organizations or the VA to stay connected

• Join social media groups• Refer to Toolkits

• DOL “Veteran Hiring Toolkit”• SHRM “Support from Behind the Lines”• VA “Veterans Employment Toolkit”

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Become Recognized as Military Friendly

• MDVA “Veteran Friendly Businesses of Maryland”

• Employer Support of the Guard and Reserve (ESGR) Statement of Support

• ESGR Pro Patria Award• Secretary of Defense Employer Support

Freedom Award

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Questions

• Alan Crawley – LVER, Southern Maryland• Robert Pelletier – LVER, Montgomery County• LeRoy Thomas – LVER, Mid-Maryland

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