Driving the shipLeading & Managing a military veteran sourcing programDan PiontkowskiHP Veteran Staffing Program ManagerOctober 2013
Integration, not segregation
Industry experienc
edCollege/
universityMilitary
veterans
More than just recruiting
SourcingInterviewingOnboardingReportingAffinity GroupsRetaining
Individual functions all driving together
Understanding the valueThe veteran talent pool
Easily defined career levelsEasily identifiable skill setsProfile basedGeographically dispersed and mobile
Renewable talent pool
Diversity within diversityInside the veteran talent pool
Veteran profile(s)Fresh out of uniform and active duty• 4 years in uniform or 20+ years in uniform• First career outside of military• Pure, raw talent to business worldWorking for your competitor• Left active duty years ago• Industry/functional expert• Well defined skill set
Tasking 1 person as “the veteran recruiter” slows down the process for career seekers that are veterans
Integrated, not segregated
Jobs are not designated as “veteran only”Veterans are another talent pool to engageDiversity of candidates• Functional skills• Education levelsCater to the hiring authority, not the job posting• Market to the manager, not the job description
Raw Talent
Skill Set
Location
Career Level Hire
Create a presence that draws veterans to youPurpose of your veteran sourcing team
Take your company/brand to the veteran community• Doesn’t require new branding materials• Utilize existing brand, but to the new audience/portals
SME’s in the military space + Recruiting skillsDeveloping pipelines of talent for all Sourcing/RecruitingTrain/Assist Sourcing/Recruiting with knowledge
HUMAN translators• First touch point for a veteran interested in your company• Translates what the veteran has where it fits in your org• Translates what the veteran wants where it fits in your org
Veteran sourcing leader
The straw that stirs the drink100% Full time, dedicated roleConstant presence to military community is paramountConstant presence inside Sourcing/Recruiting is paramountAlign macro-level relationships with veteran organizationsProviding valued tools for sourcers/recruiters to use
Know what you are looking for
Identify the profile you want• Education level• Career level• Location• Functional skillIdentify where to get that profile
Imaginary Obstacles
We don’t have an MOS translator
I don’t know what a Captain is
I don’t understand their resume
Best Practices
Identify your needsEducate your recruitersAlign tools for ALL recruiting to useUse veteran sourcing team to fill the pipelineLean forward and actively engage• If you can’t go out and get them, make it easier for them to get to youCareer matching vs. job function matching
Find a way to say YES,
Before your competitor does.