Welcome Veterans Home - With a Job

On this Memorial Day in the United States of America, we remember those who served their country and made the ultimate sacrifice. They weren’t able to reunite with their friends and families to enjoy the rest of their lives. Our veterans who come home should be embraced and thanked for their service. One way we can welcome them back is to hire them into the civilian workplace.

Those who serve weren’t away on vacation. Veterans have trained and worked hard under the auspices of the military. They are seasoned, valuable resources with unique experiences. Hiring managers should consider these “Top 10 Reasons to Hire Veterans”, originally identified in 2010 for “Veterans Today” by Capt. Benjamin Jones (with my commentary added).

1. Accelerated Learning Curve: Veterans are used to learning new things quickly, and putting them into action without fuss. They may have a positive influence on your productivity/

2. Leadership: The military has a strong focus on developing leaders. Veterans also understand how to operate within a organizational leadership structure

3. Teamwork: Where is teamwork more ingrained than within a military troop? Survival may depend upon it.

4. Diversity and Inclusion in Action: Our armed forces are very diverse in race, ethnicity, religion, gender, and geographic origin. They often have experience with and respect for cultures in other parts of the world.

5. Efficient Performance under Pressure: As stressful as your job may be, have you ever had to do it while enemies are dropping bombs on your workplace? Probably not, unless you are a veteran yourself.

6. Respect for Procedures: Our military is famous for documenting and applying SOP, or Standing Operating Procedures. Veterans understand the value of quality control via SOP.

7. Technology and Globalization: Service personnel are usually aware of technical trends and their application in an international, multicultural environment. They may have valuable specialized experience in a technical discipline.

8. Integrity: Many veterans have a trustworthy sense of right and fairness. Sometimes this is supplemented with useful security clearances.

9. Conscious of Health and Safety Standards: Military training provides an awareness of health and safety protocols for self and others, which translates well into the workplace.

10. Triumph over Adversity: Experience in the Armed Forces develops maturity, strength, and determination. Individuals who have served in combat are good at putting petty office politics and distractions in their proper perspective and focusing on important objectives.

If you are a hiring manager, work with your Human Resources representative to insure that Veterans are included in your candidate pool. Take advantage of you opportunities to hire a hero.

When Hiring Contractors Makes Sense

You are faced with a project and a deadline that cannot be accomplished with the resources you have on staff. It doesn’t make sense to hire full-time team members to meet that need, only to lay them off after the crunch is over. In this type of scenario, as in some others, temporary contractors are the answer. How do you know when you should consider adding contractors to your team to achieve your goals?

• You are managing a project that requires skills you don’t have internally (and you don’t have time to learn them).
• You simply need more hands and heads than you have, due to time constraints.
• There isn’t anything to be gained by your team doing some tasks themselves (their expertise adds no specific value), and your people’s time is better spent on other things.

• It’s cheaper to hire help than to pay your people to do the work. Remember, you pay 20% + for benefits for your full time employees.

• Your project requires a spike in activity that doesn’t continue later into the schedule.

• When you want to “audition” a candidate for a permanent position.

But BEWARE:

• Don’t spend time and money educating contractors to do things that would enrich the skills and experience of your team – unless your team can partake in the education as well. Otherwise, your people will resent the heck out of the situation (and you).

• Avoid giving contractors work that your team considers “choice”, like working with new, cool technology, traveling to exotic work locations, or getting exposure to executive management.

• Don’t give contractors the same benefits/privileges as your employees, unless you want to risk a lawsuit.

• Don’t treat your contractors like slave labor. They are people too and deserve your respect. Besides, you may need them again someday.

• Be sure there is a transfer of knowledge/learning from your contractors to your employees before the end of the contract. Don’t let the knowledge walk out the door, or you may have to buy it back again later.

Differentiate Yourself to Win

Happy New Year, and welcome to 2011. The U.S. economy continues a slow rebound, but the general consensus is that the recovery won’t be truly complete until the unemployment rate is reduced to a healthier (lower) level. For many companies, a new calendar year brings shiny new budgets and staffing plans. People return from their winter holidays ready to tackle a whole new set of challenges…and they may need you!

Job hunting today is a very competitive activity. So many qualified people are looking for good positions. Tension is high for those who have been unemployed for any length of time. It’s a “buyer’s market” right now, and employers can be choosy to make sure they hire the right people.

A friend of mine is currently competing with three other finalists being considered for an attractive position. They have been asked to prepare a presentation for the management team of the hiring company. Although the situation is a little nerve-wracking, she has been given a great opportunity to differentiate herself from the other candidates.

If you are up against multiple candidates, what might you do to differentiate yourself?

• Research, research, research the hiring company. Scour their website, the annual reports (for a publicly-traded company), blogs, reviews, and product descriptions. If your network contains anyone already employed by the company, take them to lunch and pick their brain. Use the information you gather to insert knowledgeable commentary during your interview(s), and to ask informed and insightful questions.

• If asked to do a presentation, don’t just do a boring PowerPoint presentation with a bunch of bullets that you read! Try something different, such as all graphics as a mere backdrop for you (which is where you want them to focus their attention anyway). Or introduce yourself using another presentation product, like Animoto (animoto.com), where you can create a free 30-second presentation with original music and photos you choose. It’s easy, and different.

• Think about ways to showcase your unique personality. You want to draw people to you so they can imagine how pleasant it would be to have you around. Tell an engaging story, spice up your interview suit with a colorful tie or scarf. Don’t forget to smile! Appearing too serious, or even grim, can be a real turn-off.

• Be sure to tell your prospective employers how excited you are about the opportunity, that you appreciate their time, and that you really want the job. They have the gift of employment to give, and expect a little appreciation and enthusiasm.

• Follow up any face-to-face interaction with a “Thank You” communication. Hand-written notes are still always appropriate, and I personally don’t think there’s anything wrong with a creative digital thank you sent via email.

Good luck, and keep your chin up! There’s a good job out there for you.