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LinkedIn Military Recruitment Playbook

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U.S. Military Veterans on LinkedIn


Growth Opportunity

Veterans on LinkedIn and U.S. Companies Hiring VeteransVeterans on LinkedIn 2

Military 101

Background and Buzzwords


Using LinkedIn to Reach, Engage, and Hire VeteransData and Insights

Use LinkedIn to Fine-Tune Veteran Hiring

Veterans on LinkedIn 4This playbook is designed to help you toUnderstand the opportunity to recruit Veterans

Understand military background and buzzwordsGain new insight on Veteran recruiting

Where U.S. Veterans fit into LinkedIns strategyVeterans on LinkedIn 4

U.S. Veterans are a growing segment on LinkedIn

Veterans on LinkedIn 6The economic graphCreating economic opportunity for every member of the global workforce

2 Million+U.S. service members and Veterans on LinkedIn300K+New U.S. service members and Veterans each year 200K+Service members transition out of the military each year

Source: Veterans Talent Pool, October 2015The servicemember and veteran community is a microcosm of LinkedIns broader community. Veterans are highly trained and skilled, and there is high demand for their leadership and experience. In recent years, however, weve seen an inefficient marketplace, and nationwide, veteran unemployment (particularly among post-9/11 veterans) has been higher than the national average. While unemployment among recent Veterans is trending downward, LinkedIn can provide solutions to connect talent with opportunity. LinkedIn has access to a growing network of veterans and over 3 million companies, 380 million members, and 25,000 educational institutions.

LinkedIns networks will be particularly important in the next few years as the US Army the largest of the military branches is drawing down from a high of 550K in 2012 to 450K in 2017.

Veterans on LinkedIn 8Demand for Veteran Talent is IncreasingMilitary leadership experience is a competitive advantageMilitary leaders are over-represented among CEOs (Korn/Ferry study)Companies like Amazon are hiring veterans for ops and logistics roles

Companies with veteran hiring targets White House Joining Forces initiative In April 2015, new companies in energy, transportation and tech hiring commitments of 90K100K Jobs Mission 190 companies with Veteran hiring goal

Federal market New OFCCP regulations set federal contractor benchmark to hire veteran employees (8% of company workforce is the default goal)

Veteran unemployment Since 2011, Veteran unemployment has been a top priority for policymakers. Today, unemployment rate for post-9/11 Veterans has fallen by almost 5 points.

Veterans on LinkedIn 9White House Joining ForcesCompany commitments to hiring veterans, including:AccentureAT&TBAE SystemsBank of AmericaBoeingCiscoCitiComcastDeloitteDuPontGeneral ElectricGoogleHome DepotJP Morgan Chase

Johnson & JohnsonLinkedInLockheed MartinMcDonaldsMicrosoftNorthrop GrummanOraclePricewaterhouse CoopersSafewaySiemensTargetWalmartXerox


These are just some of the companies that have made hiring commitments for veterans

Veterans on LinkedIn 10Demand for Veteran Talent: 100,000 Jobs MissionCompany commitments to hiring veterans, including:AmazonAetnaBloombergBooz Allen HamiltonCSCCoca ColaDowDeltaEli LillyErnst & YoungGenentechGMHPIntelIBM

JP MorganJC PenneyKaiserLeidosMacysMonsantoNovartisOffice DepotPhilipsPfizerSalesforceShellUnitedVerizon

100K Jobs began with a coalition of companies with a goal of hiring 100,000 veterans. It continues with the goal of hiring 300,000

Veterans on LinkedIn 11LinkedIns Veteran Hiring Initiatives


100,000 Jobs MissionWhite House Joining ForcesDept of Veterans Affairs eBenefits Veteran Employment Center

Internal Practices

Veteran employee networkVeteran recruiting

Veteran Resources

LinkedIn Veterans site Veteran Mentor Network Job Seeker Materials Job Seeker Premium

LinkedIn has taken an active role in veteran hiring in 3 main areas. LinkedIn has produced resources for veterans to assist in their transition from the service to the civilian world, establishing veteran job seeker materials, a veteran mentor network group where information can be shared and veterans can connect with employers, and establishing the Job Seeker Premium, where Veterans are featured applicants and enjoy many of the benefits of premium membership, such as advanced search tools and contact with hiring managers.

LinkedIn has conducted outreach with partnerships such as the White Houses Joining Forces initiative and the 100,000 Jobs Mission, standing alongside many corporate employers to commit to hiring veterans and improving their transition from the military to the workforce. With the Department of Veterans Affairs, LinkedIn has established a strong partnership with the eBenefits Veterans Employment Center, where military service members who go through the Transition Assistance program are then trained on VEC (and LinkedIn profiles are imported). Source: https://www.ebenefits.va.gov/ebenefits/jobs

LinkedIns Veteran Employee Network group is engaging with the veteran community outside of LinkedIn, planning mentorship activities, and working on recruiting more veterans to LinkedIn.

Basics on military culture and skillsVeterans on LinkedIn 11

Veterans on LinkedIn 12Military culture and values








Being in the military is not just a job, its a way of life. The military is a diverse group, dedicated to service above self. All members of the military are volunteers, and today, less than 1% of our nations population is currently serving (as compared to 6 to 7% during Vietnam, with the draft). The full Veteran community today is about 8% of the US population, and when you include military families, thats a total of 20% of our population.

The military is relatively young, with service in leadership roles, and often making life and death decisions. It takes great responsibility and ownership of their actions and working with a team towards a higher purpose, putting a premier on excellence.

Finally, military Veterans are accustomed to making big sacrifices for their job and taking on tough assignments.

(Also: entrepreneurship, responsibility, team-oriented, comfort with ambiguity, technical skills, cross-cultural and diverse experiences, perform well in tough environments, resilient)

Each branch of service has its own role

US Army Largest of the services, responsible for ground operations: SoldiersUS Air ForceResponsible for air, space and cyber operations: AirmenUS NavyNaval security, transport: SailorsUS Marine CorpsResponsible for rapid deployment: MarinesUS Coast GuardProtects the coastline, managed under Homeland Security Coastguardsmen or CoastiesVeterans on LinkedIn 13

While many things are the same throughout the military, each of the 5 military service branches has its own mandate, assets, lingo, and uniforms. While todays operations overseas often happen jointly, theres a healthy rivalry between the services. There are also distinct ways of referring to each type of servicemember.

The Army is the largest of the services, responsible for large and long term ground operations. The Army is drawing down from a high of 550K troops to 450K by 2017. Best way to refer to someone in the Army is as a soldier.

The Air Force is responsible for air, space, and cyber operations. Born out of the Army in 1947, the Air Force is relatively young. Refer to them as airmen.

The Navy is responsible for naval security, transportation, and force projection. This is the service with aircraft carriers and submarines, but also more aircraft than the Air Force! Refer to them as sailors.

The Marine Corps is known as first to war and the first to deploy in an expeditionary manner.

When in doubt, use troops or service members.

There are different ways to serveActive Duty members serve in the military full timeReserve members serve in the military part time National Guard members serve a similar mission as Active and Reserve, but under State control, unless federally mobilizedVeterans are those who served in the active components of the military and were discharged or released under conditions other than dishonorable

Veterans on LinkedIn 14

Within the military community, there are various definitions: Active duty members serve in the military full time. Some complete a 20 year career until retirement, but most do not. Reserve members serve in the military part-time and have a civilian job as their primary role. Guard members, in the Air Force and Army, are under state control but can be federally mobilized to go overseas. Guard and Reserve often say one weekend a month and two weeks a year, although these members have been deployed repeatedly over the past 13 years at war.

Its important to note that the definition of veteran is those who served in the active components and were discharged or released under conditions other than dishonorable. Reserve and Guard members can also serve on active status. Also, its important to note that women veterans often do not self-identify as veterans.

The total LInkedIn military population of 2M+ members encompasses all of these groups.

As well as distinct ranks and grades

Officers Managers and leaders of the force, commissioned through Service Academies, Reserve Officer Training Corps (ROTC) or Officer Candidate School (OCS)EnlistedEnlisted ranks are specialists and supervisors: Senior Non-commissioned officers are leaders within the enlisted ranks. Senior NCOs are (E-7 and above) and junior NCOs (E-4 to E-7) are technical experts and front-line supervisors. Junior enlisted (E-1 to E-4) are new recruits and often in a training status.Warrant OfficersProfessionals and Technical experts in the Army or Navy such as some US Army helicopter pilots

Veterans on LinkedIn 15

Source: Business Insider, Military One Source for latest demographics (http://www.businessinsider.com/us-military-demographics-2014-8?op=1)

In the military, rank reflects leadership, not just a pay grade. You may encounter the terms grade and ranks. While ranks differ between the services, the grade of that position is the same across all military services (O-1 for officer, increasing in responsibility, and E-1 for enlisted). At 83% of the total force, the clear majority of the total military force are enlisted, and this comprises both junior enlisted and non-commissioned officers. Enlisted members are the technical experts with hands-on tactical training, but many have advanced degrees. Officers, 16% of the force, are the leaders and managers of the organization.

The main difference between officers and enlisted is how each joins the service. Enlisted join up, require a high school degree or equivalent and must meet other recruiting standards. Officers are commissioned, and carry a commission of command directly from the President, through Officer Candidate School, Reserve Officer Training Corps, or a Service Academy.

While there may be some equivalence between ranks and civilian roles (ie. a General is likely a CEO equivalent), we must be careful not to pigeonhole military members into these roles based on their past experience, as they are a varied, highly educated and experienced group.

Recruiters may encounter unfamiliar termsJMO / NCOJunior Military OfficerNon-commissioned OfficerETS / DOSExpiration Term of Service orDate of Separation

DD214 Transcript of military experience

MOSMilitary Occupational Specialty

Veterans on LinkedIn 16

Sources: Compiled from various sources, including employer roadmap, Hire our Heroes, US Chamber of Commerce.

Recruiters may encounter unfamiliar terms when interacting with a veteran candidate. Here are just a few:The DD Form 214 is a Department of Defense Form 214 with service member experiences, training, honor and awards, and dates of service. This is what an employer should use to verify veteran status. The MOS (or AFSC or NEC in other branches) is a job code describing a military members role in the service. For example, 11M2K Mobility Pilot in the Air Force. JMO/NCO: JMO is a junior military officer with leadership experience, and a NCOs are mid to senior level enlisted with significant managerial experience. Many employers have JMO-specific hiring programs. NCOs and enlisted bring exceptional skills, experience, and education ETS/DOS are a members last day in the service.

Veterans on LinkedIn 17

Commanding OfficerCommand Master ChiefAnd unfamiliar job titles

Platoon Leader

Image Sources: Admiral Howard (Public Domain). Command Master Chief Petty Officer Frank Dominguez (http://commons.wikimedia.org/wiki/

Command Master ChiefJosh Dugan, of Naval Station Everett. US Navy photo by mass communication specialist 2nd class Justin A. Johndro / Released 150401-N-MN975-012. Image cropped from original. (https://www.flickr.com/photos/usnavy/16835051888/in/photolist-rDE3pj-nvJAL7-ftb13w-8rX3tY-nSRAPy-qJ5iXH-spCmkT-8rX44q-8CCzqk-d9QP4B-8rTXXv-8CFEDj-5bhArN-8DEsaq-c4bAfE-8QsiEf-2fqC2-583TaH-dxrtZB-dxwWdJ-fL5mkh-mXBbGK-chCT15-anbF3i-7JM6DS-okEiCG-8BTqDZ-pYCdLE-8CCzne-8CCzs2-anerDs-dxru34-fhebmW-cuZRhN-ad8Mhx-8rTXWz-8DEsX9-8DErcw-ebEcxJ-ebEdGJ-8EKoH7-axvpqP-qzWHzM-8FeMAY-e9FWjv-dyZBmK-anevCm-ejFiBi-89c8iR-bVWpqJ)

Platoon Leader: (http://commons.wikimedia.org/wiki/File:Flickr_-_DVIDSHUB_-_Spartan_Platoon_Says_Good-Bye_and_Good_Luck_to_Platoon_Leader_Hart.jpg)

There are many different types of jobs in the military and roles spanning entry level to manager and director. 81% of military jobs have a direct civilian translation, and there are over 7K positions in over 100 functional areas (such as construction, contracting, foreign affairs, lawyers, nurses, security). Military training is specific and technical, and members must meet high standards to be assessed, to compete, and to rise up in selective career paths.

Recruiters may encounter Servicemember and Veteran member profiles with unfamiliar job titles, here are just a few:

Commanding Officer: Has significant responsibilities as the officer in charge of a unit, with ultimate authority of that unitCommand master Chief: A senior non-commissioned officer in charge of a specific function, supporting those in a command positionPlatoon Leader: Form of a commanding officer, responsibility for managing a large group of subordinates towards a common missionStaff Officer: head of managing a functional area for a supervisor

Veterans are highly skilled7,000 positions in over 100 areas 81% of military jobs have a direct translation

Photo Source: http://commons.wikimedia.org/wiki/File:U.S._Air_Force_Capt._Belinda_Rice,_a_flight_nurse_with_the_34th_Aeromedical_Evacuation_Squadron,_Peterson_Air_Force_Base,_Colo.,_listens_to_feedback_from_an_observer-controller-trainer_during_a_flight_aboard_140313-F-XL333-437.jpg

There are many different types of jobs in the military and roles spanning entry level to manager and director. 81% of military jobs have a direct civilian translation, and there are over 7K positions in over 100 functional areas (such as construction, contracting, foreign affairs, lawyers, nurses, security). Military training is specific and technical, and members must meet high standards to be assessed, to compete, and to rise up in selective career paths.

Because these positions are so varied, encourage you to go beyond the skills translator to understand the narrative of a Veterans experience.

Veterans on LinkedIn 19Veterans have experience in many roles and job functionsYears of ExperienceCommon Job Functions

Source: Veterans Talent Pool slide deck, April 2015

Service members and veteran members of LinkedIn have years of experience at various levels of an organization the vast majority, 874,000, with over 15 years of experience from entry level to managerial and director experience, and job functions spanning operations, security and IT, and healthcare.

Veterans on LinkedIn 20With a variety of backgrounds and fields of study

Source: Veterans Talent Pool slide deck, April 2015

With leadership, program management and team building skillsCandidates at the entry level listed customer service and troubleshooting as top skillsWhile candidates at the manager and director level are skilled at program management and strategic / operational planningVeterans on LinkedIn 21

Source: Veterans Talent Pool slide deck, April 2015

Veterans on LinkedIn 22This talent pool reflects broad work experience beyond military and defense industries

Source: Veterans Talent Pool slide deck, April 2015

Veterans on LinkedIn 23Top public sector employees of this talent pool include the military services and federal government

Source: Veterans Talent Pool slide deck, April 2015

and private sector companies in the defense, aerospace, telecommunications, and IT industries

Source: Veterans Talent Pool slide deck, April 2015

Veterans on LinkedIn 25Myths / Facts Learn to debunk the common myths about hiring military VeteransMyth: Anyone can serve in the militaryFact: Standards are very high and only 25% of the population (between 18 to 24) are eligible to enlist

Myth: Veterans are unstable because of health issuesFact: Veterans are diverse and resilient. Most do not have health issues as a result of their service, and if so, they have access to treatment and rehabilitative care

Myth: All Veterans served in combatFact: Those classified as Veteran did serve on active duty. Military members view force as a last resort, and policy decisions on combat are made by civilian leadership, not military members

Myth: Reserve and Guard duty interferes with work responsibilitiesFact: Deployment dates are often known months, if not years, in advance. Reserve and Guard members bring tremendous skills and experience to their work

Source: compiled from various sources including Hire our Heroes (US Chamber of Commerce). More information on PTSD here: http://www.ptsd.va.gov/public/

There are many common myths when hiring military veterans. While not an exhaustive list, here are a few:

Myth: Anyone can serve in the military. Fact: Standards are high and rigorous.

Myth: Veterans are unstable because of health issues. Fact. Veterans are diverse and resilient. Most do not have health issues as a result of their service, and many have used treatment and rehabilitative care. About 55% of the total population experiences trauma and 10% of those develop Post Traumatic Stress Disorder. Most veterans who experience PTSD or Traumatic Brain Injury (TBI) rehabilitate. Accommodating them with flexible work schedules, and knowing where to find resources (http://www.ptsd.va.gov/public/) can be most helpful.

Myth: All Veterans served in combat. Fact: All those classified as Veteran served on active duty, but not always in a combat environment. Veteran experiences are diverse.

Myth: Reserve duty interferes with work. Fact: Reserve and Guard members are able to balance their work commitments and often know training and deployment dates months or years in advance.

Veterans on LinkedIn 26Top Reasons Companies HireVeterans

Dynamic decision-making and performance under pressure

Problem-solving, entrepreneurial and collaborative skills

Advanced skills and technical training

Sense of honor and integrity

LeadershipVast expertise in distinct and often adverse environmentsTeam-building and organizational commitment

Source: compiled from various, including IVMF, Military.com, and Hire our Heroes: http://vets.syr.edu/wp-content/uploads/2014/07/TheBusinessCase7.14.pdf

Veterans have a diverse set of skills and experiences that make them well-suited to team-oriented, top performing corporate environments.

How Veterans engage with LinkedIn todayVeterans on LinkedIn 27

Veterans are migrating to LinkedIn via these core channels

Veterans at LinkedIn Microsite1.2 million visits during Veterans Week 2014 Job Seeker Materials Tips and resources Job Postings Success Stories

Veterans on LinkedIn 28

Department of Veterans AffairsOver 160K US Service members transition every year eBenefits Veterans Employment Center connects Veterans to LinkedIn

Veterans Mentor NetworkNearly 75,000 Members Career Planning Tools Mentorship and Guidance Resources for Using LinkedIn Direct Marketing via several social media channels

The LinkedIn Veteran microsite was re-launched over Veterans Day 2014 with over 1.2 million visits that week, and continues to receive heavy traffic at approximately 1,000 visits per week. Veterans have access to helpful job seeker materials to assist them in building networks, building and managing their profiles, and connecting with employers. The Veterans site includes company job postings and success stories of LinkedIn members who have successfully found new opportunities through the network.

Through the Dept of Veterans Affairs Veterans Employment Center, LinkedIn is helping veterans make the transition. According to the Department of Labor (http://www.dol.gov/_sec/media/reports/veteranslaborforce/) the military transitions approximately 160K veterans per year.

With over 75,000 members, the Veterans Mentor Network is an outstanding resource for Veterans to share guidance, build mentorship relationships and networks, and for employers to post career opportunities.

Veterans on LinkedIn 29Military Candidates are engaged on LinkedInLinkedIn is helping Veterans makeinformed decisions about their careers

59% Follow a Company55% Member of a Group57% are active on LinkedIn

64% use LinkedIn Mobile

Source: April 2015 Veteran Talent Pool report

Veteran Job Seekers are using LinkedIn in many ways to plan the next step on their career path, such as networking, reading and sharing influencer posts and articles , keeping in touch with their connections, and seeking career opportunities.

57% of military candidates are active on LinkedIn59% follow a company55% are a member of a group64% use LinkedIn Mobile

Veterans on LinkedIn 30Veterans use LinkedIn to plan their career journeysLinkedIn is helping Veterans makeinformed decisions about their careers

57% Read an InMail37% Viewed a Company Page37% Viewed a Job

Source: Veterans Talent Pool Report, April 2015

Military candidates are consuming content via LinkedIn Pulse and Company Updates

Since 2014, 60% of Military Candidates have seen a Company Update on LinkedIn and 23% have engaged with an update.

Timeframe: January 2014 March 2015Veterans on LinkedIn 31

LinkedIns U.S. Veteran recruiting strategy for employersVeterans on LinkedIn 32

Veterans on LinkedIn 33


Veterans on LinkedIn 34Establish a world class Veteran hiring initiative

Train your top-notch recruitment teamEstablish a Veterans employee networkUse LinkedIn Recruiter to Build a Talent PipelineUse LinkedIn to Map the Veteran Talent Market Use LinkedIn to Target Your SearchUse LinkedIn to Attract Veterans with Media

Use LinkedIns Data to Fine-Tune your Strategy

Here are just a few tips to build your Veteran hiring program, and be a preferred employer of veterans:Gain high level support, dedicate a team and a budget, train your recruitment team on military culture and skills, establish a Veterans employee network, identify roles and training that allow Veterans a path to advancement and careers at your organization.

Next, heres how you can use LinkedIn to expand your search

Reach the right veteran with information found in our rich profile data

Sam SmithMajor, United States Marine CorpsQuantico, Virginia MilitaryCurrent United States Marine CorpsPrevious United States Marine CorpsEducation University of Virginia 575 connections

BackgroundEducationUniversity of VirginiaElectrical Engineering, B.S.1998 - 2001


Military BackgroundVeterans on LinkedIn 35

GroupsService member orVeteran Employer, EducationGeographySummaryIm a motivated team-player motivated towards service and excellence. Ive deployed four times to Iraq and Afghanistan, serving with NATO allies and leading a dedicated team through tough situations.Skills, Honors, AwardsSchool and Degreewww.linkedin.com/samsmith

ConnectRank, Branch of Service

Service members and veterans on LinkedIn can include those who are active duty, Guard and Reserve, those in transition or those veterans who have been in the workforce for a while.

LinkedIn can help you reach veterans with targeted search criteria, including:Branch of service (using keywords such as USAF or US Coast Guard)US military schools (The Citadel, Naval Postgraduate School, Service Academies)Groups (Veteran Mentor Network, US Army, Texas A&M Corps of Cadets, for example)

Use LinkedIns new search functionality to find the right Veterans with skills you needVeterans on LinkedIn 36Army+logisticsMilitary+engineer+management Air+Force+aviation+operationsNaval postgraduate+spaceArmy+engineer+management

Tailor your Boolean search strings to find veteran candidates. You can do so by officer, schools or degree, specific military occupational specialty or skills.

Find the right Veterans with LinkedIn RecruiterUse LinkedIn Recruiter filters to identify hidden gem Veteran markets to recruit fromTarget your search for Veterans with the skills you wantBuild a pipeline for Veteran talentReach out and build relationships with InMail

Veterans on LinkedIn 37

Bring your story to life with a LinkedIn Career PageSetting up a Veteran specific view will dynamically serve content that is most relevant to themVideos and testimonials allow you to focus on messaging that resonates most with Veterans

Veterans on LinkedIn 38

Use a LinkedIn career page to generate interest in your companys career opportunities. Highlight veterans at the company, veterans network, consider a long form post about Veterans working at the company. The LinkedIn career page is a great way to include job postings and mentorship opportunities, as well as pathways to advancement. One best practices is to highlight the How To of applying and getting hired at the company.

Cultivate a Veteran community and keep the conversation going in a groupVeterans have an affinity for previous service and join industry and skill-specific groups

Veterans on LinkedIn 39

Veterans have a high affinity to groups. For example, the Veteran Mentor Network is a community of veterans, employers, service members, and leaders. Its a group designed to connect professionals with Veterans and provides them advice.

Search by group and skill set for a more refined search. Search by or join veteran organizations, examples include:

Veteran Mentor NetworkVeteran Service organizations, such asIraq and Afghanistan Veterans of AmericaStudent Veterans of America-Team Rubicon - Vietnam Veterans of America - American Corporate Partners

You can use groups a number of ways: Post jobs into groups to gain visibilitySearch for members of groupsHave your Veteran recruiters be active in these groups use thought leadership and successful transition stories to brand your company as a preferred Veteran employer.

Employment branding media keeps you top of mind year-round with VeteransTargeted InMails

Status UpdatesTargeted Ads

Veterans on LinkedIn 40

Engage veterans with media on the LinkedIn platform, and then drive them to your customized career page. Promote your companys military friendly values, such as teamwork, service-oriented work, impact and purpose and highlight your companys Veterans to do so. Also illustrate successful transition stories.

Best Practices: VerizonVeterans on LinkedIn 41At Verizon, U.S. Veteran engagement is a business priority. Veterans adapt their military values and skills into organizational success.

Verizon uses LinkedIn to recruit Veterans :

LinkedIn Recruiter and InMails to connect with job seekers and passive professionals Created their own Group Recruiters 4 Veterans Boolean searches, such as combining Military Occupational Specialty Codes and military service branches to narrow results Sharing featured video on Veterans.LinkedIn.com site

Verizon is a top Veteran employer, using LinkedIn Recruiter to connect with professionals and using advanced search and groups to expand their network.

Verizon has used LinkedIn Recruiter and InMails frequently for veteran hiring.

Verizon created a group called Recruiters 4 Veterans. They use it to engage with military groups, make comments on discussions, post jobs, and to drive veteran talent to Verizons open positions. The best use they get out of these groups is engaging with veterans to share their experience on resume writing, interviewing techniques and branding yourself. Groups offers great branding and engagement opportunity.

Best Practices: Starbucks Veterans on LinkedIn 42Starbucks recruits Veterans for their skills and expertise, leadership ability, and dedication to teamwork

Starbucks uses LinkedIn to recruit Veterans with:

Starbucks Career Page on LinkedIn Advanced Search capability Veterans.LinkedIn.com site

Starbucks is also a leader in Veteran recruiting, and has used their Career Page on LinkedIn for content to brand and attract Veterans.

Veterans on LinkedIn 43Fine-tune your U.S. Veteran recruiting strategy with data

The complete supply and demand map shows all regions with military talentWashington, DC119KNorfolk, VA58KSan Diego, CA53KSeattle, WA48KNew York, NY46KLos Angeles, CA44KDallas, TX37KSan Antonio, TX35KAtlanta, GA35KSan Francisco, CA28K

Top Regions

In the coming years, significant personnel reductions may be seen at the following US Army bases:Fort Benning, GAFort Bliss, TXFort Bragg, NCFort Campbell, KYFort Carson, COFort Drum, NYFort Hood, TXFort Stewart, GAJ.B. Lewis-McChord, WAVeterans on LinkedIn 44

Source: Veterans Talent Pool Report, April 2015

Value Propositions Ranked by Importance

What Veterans care about when considering a careerQuestion asked: Please select the 5 most important factors when considering a job opportunity.Source: LinkedIn Q3 2014 survey; Sample Size: 3,771Compared to Non-MilitaryMilitary Candidates are more concerned with making an impact than the average LinkedIn member.Veterans on LinkedIn 45

Source: Veterans Talent Pool slide deck, April 2015

The number of Military Candidates impacted by LinkedIn prior to starting a new position is increasingIndexed Share of Military Candidate Hires Impacted by LinkedIn(100 index = % of military candidate hires impacted in January 2013)

The percentage of military candidate hires impacted by LinkedIn products has nearly tripled in the past two yearsVeterans on LinkedIn 46

Source: Veterans Talent Pool slide deck, April 2015

Veterans on LinkedIn 472015 LinkedIn Corporation. All Rights Reserved.

Veterans on LinkedIn 48

The following slides are guidelines showing similar roles and responsibility between the corporate world and the military

However, keep in mind there is not a clear comparison between the private sector and 24/7 job like the military. In addition, the US structure is civilian control of the military, with the President as Commander-in-Chief.

Business roles and similar Officer rankVeterans on LinkedIn 49

CorporateOfficer RankTypical RoleTypical Years ExperienceCEO General (Navy Admiral), O-7 thru O-10Responsible for thousands of people, $$ billions in equipment, strategic decisions22+ yearsVice PresidentColonel, (Navy Captain), O-6Commands thousands of people with significant impact on strategy and mission20+ years Senior ManagerLt Col (Navy Commander), O-5Commands hundreds of troops and holds senior policy job16-22 years (avg age: 40s)Middle ManagerMajors and Captains, O-3 and O-4May command hundreds in combat, or run staff operations4-16 years(avg age: 30s)Junior employees1st Lieutenant (Navy, LT Junior Grade) O-2Knowledge of operations, may command platoons2-5 years(avg age: 20s)Entry level2nd Lieutenant (Navy Ensign), O-1First years of service, may lead teams of enlisted members0-2 years(avg age: 20s)

Veterans on LinkedIn 49

Commissioned officers are similar to the managers of the company, with broad areas of responsibility for the management, organization, and efficiency of various departments of the corporation. Senior commissioned officers (generals and admirals) are the board of directors. Warrant Officers can be thought of as the experienced technical specialists that the company hired to perform highly-specialized functions.

This is meant to be a guide for how these roles and responsibilities might translate to civilian business. Its important to note that all veteran job candidates should be evaluated on their own merits.

Business roles and similar Enlisted rankVeterans on LinkedIn 50

CorporateEnlisted RankTypical RoleTypical Years ExperienceSenior ManagerE-7 through E-9 (Senior NCO)Commands hundreds of troops with significant impact on policy and mission. Plans, directs, coordinates work activities. 16-30 years (avg age: 40s)Middle ManagerE-6 (Junior NCO)Significant operational experience, lead enlisted troops10-16 years(avg age: 30s)Junior / Middle ManagementE-4/ E-5 (Junior NCO) First line supervisor for junior enlisted members4-10 years (avg age 20s to early 30s)Junior EmployeesE-2 to E-4Knowledgeable on how things operate but still gaining work experience. 2-4 years(late teens to early 20s)

Enlisted members are the experts and technical specialists who are hands-on on the job. Non-commissioned officers (Army, Air Force, and Marines) and Petty Officers (Navy and Coast Guard) are the foremen and line-supervisors. They perform the job, but also provide direct supervision to the other workers. Senior NCOs (Army Air Force and Marines) and Chief Petty Officers (Navy and Coast Guard) are senior managers who came up through the ranks of the corporation.

Because of the structure of the relationship between officer and enlisted, officers will always outrank enlisted members so the most junior officer still outranks the most senior NCO. In turn, the most senior decisions VP and CEO level - are made by officers.

This is meant to be a guide for how these roles and responsibilities might translate to civilian business. Its important to note that all veteran job candidates should be evaluated on their own merits.

Common Military Job TitlesVeterans on LinkedIn 51

Commanding Officer: Significant responsibilities as the Officer-in-charge of a unit, with ultimate decision-making authority and responsibility.

Command Master Chief: A senior Non-commissioned officer in charge of a specific function, supporting those in a command position.

Platoon Leader: A young (in rank) commanding officer, responsibility for managing a large group of subordinates (up to 50 people) towards a common mission and with millions of dollars of equipment.

Staff Officer: Director of managing a functional area for a supervisor

Executive Officer: Senior role, supporting the commander in the Navy or Marine Corps. Second in command at the squadron or battalion level, or of a ship. In the Army, this is a staff level position, and in the Air Force, this is a junior staff administrative assistant position.

Executive Assistant / Aide-de-Camp: Staff, administrative duties and confidential assistant who often travels with and supports the commander.

GlossaryVeterans on LinkedIn 52

Branches of Service:

Army: Largest of the services, responsible for ground operations soldiersNavy: Responsible for naval security and transportation. sailorsMarine Corps: Responsible for rapid deployment. MarinesAir Force: Responsible for air, space, and cyber operations. airmenCoast Guard: Protects the coastline, managed under Homeland Security coastguardsmen or coasties

Service Status:

Active: Service members who serve in the military full timeReserve members: Service members who serve in a part-time capacity (one weekend per month, two weeks per year)National Guard: Service members who also serve part-time capacity, but under State control, unless federally mobilized

Both Reserve and Guard have been deployed repeatedly over the course of the last 14 years in support of operations in Iraq and Afghanistan

GlossaryVeterans on LinkedIn 53

Rank/Grade:-Officer (O-1 and above): Managers and leaders of the force, commissioned through Service Academies, Reserve Officer Training Corps (ROTC) or Officer Candidate School (OCS).-Warrant Officer (W-1 and above): Technical experts in the Army or Navy such as some US Army helicopter pilots. A small percentage of the overall Armed Forces.-Enlisted (E-1 and above): Enlisted ranks are specialists and supervisors: Non-commissioned officers (NCOs) are leaders within the enlisted ranks (E-7 and above are Senior NCOs) and Junior NCOS (E-4 to E-7) are are technical experts and front-line supervisors. Junior enlisted (E-1 to E-4) are new recruits and often in a training status.

Typical terms for transitioning service members:-DDForm 214 Transcript of service member experiences, training, honors and awards and dates of service.MOS/AFSC/NEC Military Occupational Specialties are job codes describing a military members role in the serviceJMO/NCO Junior Military Officer (O-1 to O-3) / Non-Commissioned Officer (typically E-4 and above)ETS/DOS Expiration Terms of Service / Date of Separation

Senior NCOs are (E-7 and above) and junior NCOs (E-4 to E-7) are technical experts and front-line supervisors. Junior enlisted (E-1 to E-4) are new recruits and often in a training status.

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U.S. Military Veterans on LinkedIn
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