Webinars

Length: 60 minutes (50 minutes content + 10 minutes Q&A)

Audience:  HR professionals, recruiters/sourcing specialists, diversity practitioners, hiring managers, EEO/compliance

An effective military recruiting program doesn’t happen by accident.  There are a number of components to designing a program that gets results.

In this session you will learn:

• The building blocks of an effective military recruitment program
• Business-based incentives for employers to include veterans and veterans with disabilities in their recruiting strategy (tax credits, OFCCP compliance, other incentives)
• The top 9 unconscious biases that may be preventing hiring managers from considering veteran applicants
• What the term “service-disabled veteran” means and the types of illnesses and injuries that may be included (contains specific content on Post Traumatic Stress Disorder and Traumatic Brain Injury)

Length: 90 minutes (75 minutes content + 15 minutes Q&A)

Audience:  HR professionals, recruiters/sourcing specialists, hiring managers

It may not sound like it, but an “Anti-Submarine Warfare Control System Level II Technician” could be a great asset to your team.  But you’ll never know until you learn how to make sense of “foreign” job titles and cryptic job codes on the typical military resume.  More proactively, you want to develop a crosswalk between your most common open positions and the military skill set so you can better source the correct talent.  After attending this session you will be able to understand military jargon and make the connection to civilian job skills.  This session will provide you with tools and techniques to be able to:

• Translate the veteran’s Military Occupational Code
• Understand military grades and ranks and how they relate to managerial experience and salary expectations
• Develop a crosswalk between your hiring needs and military skill sets
• Ask great questions that will more directly help you determine the service member’s transferable skills
• Avoid a lawsuit (also known as “questions you should never ask a veteran during the hiring process”)

Length: 90 minutes (75 minutes content + 15 minutes Q&A)

Audience: Talent acquisition professionals, recruiters/sourcing specialists, diversity practitioners, recruitment marketing specialists, EEO/compliance

Are you completely overwhelmed by the seemingly hundreds of companies that say they can help you recruit veterans?  Or are you on the other end – you have no idea where to find veterans?  This session provides a detailed overview of a dozen approaches to finding military talent and discusses the pros and cons of each source so you can better focus your effort and budget in order to achieve the highest return on investment.  By the end of this session you will have a clear overview of all the sourcing options to help you develop a military talent sourcing strategy.

There are many options for connecting veterans and their resumes to employers and their job postings – what is the right strategy for your company?

What you will learn:

• An overview of the pros and cons of military-specific applicant sourcing options, including:

• Placement firms
• Military job boards
• Military career fairs
• Military publications
• Professional associations
• Military post/base transition centers
• National Guard and Reserve Units
• College campuses
• Government resources
• Non-profit resources
• Social networking sites

At the end of this session you will

• Know a dozen different military talent sourcing options
• Understand the pros and cons of each option

•  Have at least six free resources you can begin using immediately

Length: 90 minutes (75 content + 15 Q&A)

Audience:  Supervisors/Managers, talent management and employee engagement teams

Now that veterans are starting to stream into the civilian workplace, it is critical that supervisors are prepared for their role in helping those military members make a good assimilation into this new culture. Untrained supervisors can inadvertently hinder a service member’s transition through careless thoughts or actions.

What you will learn:

• Common frustrations military veterans have with their first employer and how to mitigate
• How to support the needs of veterans with disabilities (visible and invisible)
• USERRA and the Supervisor: What it means to serve in the Guard / Reserves, requests you may receive and how to support

Length: 75 minutes (60 content + 15 Q&A)

Audience:   ERG leaders, Diversity program managers

While many companies have employee resource groups (ERGs) for women and minority associates, far fewer have them for military veterans. Part of the rational may be due to a belief that veterans are not a true diversity category. The other reason most commonly given is that, beyond social and networking reasons, companies are hard pressed to understand what business value could be derived from establishing and supporting a veteran ERG.

What you will learn: How establishing and cultivating a veteran ERG can reap business value in terms of:

• Talent acquisition and retention
• Sales and market expansion
• Supplier diversification
• Corporate philanthropy and community outreach

Length: 90 minutes (75 content + 15 Q&A)

Audience:   New veteran hires

As part of onboarding new veteran hires, a class on how to navigate the corporate environment, build new networks and address their transition challenges while leveraging what the military taught them about acclimating, adapting and improvising to new environments.