Military Talent Program Employer Training Programnys.shrm.org/sites/nys.shrm.org/files/Coe NYS SHRM...Military Talent Program Employer Training Program 2015 ... Confidential About

© Orion International 2015 – Confidential

Military Talent Program Employer Training Program

2015


About Orion International

1991 Year founded

275+ Employees operating from 5

regional offices

7,500+ Employers that have hired

through Orion

35,000+ Veterans hired through Orion

Military Grade Talent – On Time, On Target®

Military Grade Talent

We have invested 20+ years in building and developing far-reaching

networks into the military community.

On Time

The Orion process is smooth and efficient, and we operate on your

timeline. We are able to task organize to meet surge demands and

project ramps, while maintaining the highest degree of quality.

On Target

Rather than just providing the talent, we provide the right match,

leading to the best possible fit for each candidate and client company

we represent.

Orion is the Nation’s leading provider of best-in-class Military Talent Programs which enable organizations to

attract, hire, develop and retain Military Talent – supporting both permanent and contingent labor roles.


A Few of our Valued Clients


Best Practices for Successful Military Recruiting

Best Practice Keys to Success

Create a Military Talent Program Plan

Align the decision makers, Talent Acquisition, Human Resources, and Operations Managers to develop your hiring plan.

Set Measurable Goals and Objectives

It is critical to be able to measure program results, so determine your criteria for success at the onset. Select the performance indicators you will track including metrics on hiring, performance data, and retention rates.

Understand Military Talent

Gain a clear understanding about the backgrounds and skill sets that are well suited for the targeted positions within your organization.

Develop a Focused Marketing & Brand Management Campaign

It is important to market to Veterans where they are, keeping in mind the uniqueness of their job search situation.

Make On-boarding a priority

Create networking opportunities, mentorship programs, and pay special attention to benefits that will appeal to Veterans in order to assist them in continuing their transition into the civilian world.


Orion’s HRCI & SHRM-accredited Training Program provides the knowledge and resources needed to ensure the maximum impact and effectiveness, both internally and externally, of your organization’s Military Talent Program.

Delivery

• Training sessions can be provided either on-site or virtually

• Sessions usually run 45 minutes–2 hours depending on the audience and length of content

• Customizable for HR/TA/Hiring Managers

Understanding Military Talent

Provides a fundamental understanding of military talent and finding the best candidates for your organization.

Module 1

Evaluating Military Talent

Designed to bridge the gap in translating military experience and your organization’s hiring needs.

Module 2

Onboarding & Retaining Military Talent

Outlines ‘Best Practices’ for onboarding and retaining military talent.

Module 3

Key topics include:

- Relocation benefits

- Military mindset and expectations

- Onboarding and retention

- Veterans affinity groups

- Mentorship programs

Key topics include:

- Military occupations and corporate equivalent

- Training and certifications

- Decoding jargon

- Pay and benefits

- Resume review

Key topics include:

- Military culture and values

- Dispelling stereotypes

- Veteran demographics

- Organizational structure

- Typical career paths

Employer Training Program


MTP Case Studies

Training

Hiring Employment Brand Marketing

Reporting


Understanding and Evaluating Military Talent Training Curriculum


Veterans at Your Organization


Military Demographics

16% Women / 84% Men

30% Diversity


Military Demographics

16% Officer / 84% Enlisted

Officer Skill Sets

Operations

Engineering

Sales

Enlisted Skill Sets

Skilled Tech

Operations

20%

20% 60%

20%

80%


Understanding Military Structure

Corporate

Business Unit 1

Military

Army

Functional Areas: Logistics, Human Resources, Operations , Finance, Maintenance, Project Management, Engineering, Construction/Facilities Management, Skilled Trades, Training, Sales, IT/Communications, etc.

Officers Enlisted Managers Skilled Trades


Enlisted Rank Years of Service Corporate Equivalent

E-1 – E-4 4-6 Task oriented work, can manage small teams

E-5 – E-6 6-10 Entry Level Management

E-7 – E-8 10-15 Front-line Managers

E-9 15-20+ Senior Manager, Director

Officer Rank Years of Service Corporate Equivalent

O-1 – O-2 4-6 Entry level Management

O-3 – O-4 6-10 Manager

O-5 10-15 Senior Manager

O-6 15-20 Director

Understanding Military Structure


Lost in Translation

They say… You hear…

- I was a Fire Controlman in the Navy.

- My rank was a Petty Officer Second Class.

- I was responsible for maintaining the VNQ-156.

- I worked on the DDG-554 in the Combat Operations Department.

- I was a ελέγχου πυρκαγιάς in the Navy.

- My rank was υπαξιωματικός του ναυτικού.

- I was responsible for maintaining the λέγχο.

- I worked on the αγιάς in the πολεμικές επιχειρήσεις

Department.


Military Training


Enlisted Training

Field Work Within MOS

Core Functional Training

Basic Training

Staff or Leadership Role

Advanced Functional Training

Leadership Training Safety Training

Technical Training Life Experience


Officer Training

Officer Basic Course

Core Functional Training

Advanced Civilian Education

4 Year University

Commissioning Program

Advanced Officer Course

Advance Functional Training

Leadership Training Safety Training

Technical Training Life Experience


Benefits of Hiring Military

Tangibles Intangibles


Veteran Spotlight

Joel Finney Senior Analyst, Whirlpool Corporation

• O-3 in the U.S. Army, separating in 2013 after serving 4 years • Led groups of 20-60 soldiers. Trained more than 300 soldiers on pre-deployment

procedures and supervised installation of equipment valued at more than $3.4 million

• Hired into Whirlpool as a GIS Senior Analyst in August 2013

• On what he likes most about working for Whirlpool:

“I see a number of parallels between my new position as a Senior Analyst in Strategic Supply Management for Whirlpool’s Global Information Systems division

and my military experience…the military has definitely prepared me to face the challenges of them all."


Questions / Conclusion


Senior Vice President 513.459.8311 x 355

[email protected]

David Coe

mailto:[email protected]

Documents

Military Talent Program Employer Training Programnys.shrm.org/sites/nys.shrm.org/files/Coe NYS SHRM...Military Talent Program Employer Training Program 2015 ... Confidential About