Support through your toughest HR challenges: A network of 285,000 HR professionals.
Shawn Premer shows how doing the right thing for employees leads to positive business results.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
LAS VEGAS—Finding and hiring military veterans takes planning, but the additional effort is worth it, HR professionals were told June 26, 2011, at a workshop held here before the opening of the Society for Human Resource Management's (SHRM) 63rd Annual Conference & Exposition.
About 130 people packed a Convention Center room to get practical tips and guidance from several experts on how to develop strategies that will work in their organizations for tapping the substantial pipeline of veterans, including National Guard and Reserve personnel.
SHRM Immediate Past Board Chair Robb E. Van Cleave, SPHR, IPMA-CP, opened the program by noting that many organizations “are going beyond what’s required by law” to help employees returning from military deployment become reintegrated into the workforce. “I’m very, very proud of our profession.”
However, Van Cleave said veterans and HR professionals “face many hurdles” in this task and in finding and hiring longtime military personnel. He said SHRM is working with several organizations to help smooth the way for new careers for its military heroes.
Sherrill Curtis of the Tip of the Arrow Foundation and principal of Curtis Consulting Group told attendees that veterans constitute “a very special talent pool.”
Curtis said that gaining a greater understanding of how the employment landscape looks to veterans is important for HR professionals. HR needs to help executives and line managers overcome preconceptions about what vets can do and what problems—such as post-traumatic stress disorder—they might bring with them to the workplace.
At the end of the five-hour session, “You’re going to have an action plan and you’re going to be able to go back to the workplace and say ‘we’re going to do X, Y and Z’,” Curtis told attendees.
“It’s not top secret,” she said. “Military talent comes with coveted behavioral traits.” Veterans display qualities such as leadership and collaboration. Most are egoless, focused and goal-oriented, Curtis added.
Presenter Lisa Rosser, a veteran and military hiring expert with The value of a Veteran, told attendees that they need to “start at the bottom and work their way up” in developing a veterans hiring program. “You have got to develop the business case.”
She described four key planning steps:
“Understand what you’re looking for and where you’re going to find them in the military,” said Rosser.
Emily King of Military Transitions, which provides training on military hiring, urged attendees to examine HR’s role broadly when looking for and hiring veterans. “Look at it through an employee-focused lens,” she stated.
For many returning veterans, “the expectation coming in is that the culture is going to look like what they are used to” in the military, noted King. “We have to blaze the trail of being cultural translators” to make veteran hires work.
The program concluded June 26, 2011, with a keynote address by F. Dawn Halfaker, CEO of Halfaker Associates, who received a Purple Heart and Bronze Star after being wounded during a combat patrol near Baghdad, Iraq, in 2004.
Halfaker noted that veterans are a “high-touch” segment of the job pool, but she said their upside is enormous. When she met other injured warriors at Walter Reed Army Medical Center in Washington, D.C., and saw how brave and determined they are, she thought, “That’s who I want to hire.”
Steve Bates is manager, online editorial content, for SHRM.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Talent Attraction Study: What Matters to the Modern Candidate
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies