Military Hiring

1. Military Hiring September 2008

2. Embarq Enterprise Rent-A-CarErnst & YoungFirst Command FinancialGartner Gartner International Genesis Healthcare Henry Schein Herman Miller Honeywell International Paper Int’l Truck & Engine Johnson & Johnson JP Morgan Chase Lilly Limited Brands Macy’s Microsoft Millipore Nationwide Insurance Nestle/Purina Northrup Grumman Pactiv Pepsi Pepsi Bottling Pfizer Pitney Bowes RBC Financial REI RIM Rohm & Haas Rolls Royce RSM McGladrey Sanofi-Aventis Schering-Plough Schneider National Sears Shell Starbucks Target Texas Instruments Time Warner Tyco Vale Inco Verizon Wireless Wal-Mart Washington Mutual Wegmans Wells Fargo Whirlpool Wolters Kluwer Yahoo! Agilent Technologies Alstom Transportation Amazon American Cancer Society American Eagle Aramark Astra Zeneca Bank of America Bausch & Lomb Baxter Healthcare BearingPoint Becton Dickinson Booz Allen Brickman Group Campbells Celanese CH2MHill Comcast CIBC Corning DaVita Dell Deloitte Disney Edward Jones

3. 200,000 military personnel ”separate” each year - just don’t know

4. 1/3 have no “formal” strategy [Regional approach, Disabled Vets, Spouses]

5. Other -HIREHEROES USA -Campus -Veteran Outreach (Programs such as Heroes at Home, Wish Registry) -Careers site

6. Build Landing Pages and Micro-sites Military 15%

7. Build Landing Pages and Micro-sites 15%

10. 2/3 have no special measures and skipped this question

12. Proof of concept – is a critical need. “All have done quite well in 0-3 year assessments.” “We have looked at retention numbers and sales production numbers.”

13. Final Comments 1. We have had success at local level in military recruiting. As a company we are recognized for our support of employees in the military and we have done some interactive marketing but, while interest is high, results have not been strong. Still struggle with hiring managers who don't see the value of the non-traditional experience. 2. There is a strong perception in our organization that workplace behaviors reinforced in the military may be inconsistent with our management philosophy, so there is a bias against mass recruitment of former military members. We are trying to overcome those perceptions to tap the most effective sources and recruitment tactics so both sides feel a stronger culture fit prior to offers. 3. Obviously, Military hires bring strong leadership skills, and make fabulous sales professionals. I may be hallucinating, but I thought that the Government provided assistance to help with their transition a few years back. Now I get calls from agencies who want to charge significant fees to place Military folks.

14. Final Comments 4. We are in the process of evaluating the manner with which our military hiring is done within XXXX, we have many inconsistencies, and pockets of excellence as well. Our hope was to harmonize the military recruiting efforts, but with budget constraints, our efforts have somewhat stalled. 5. We are in process of formalizing relationship with HIRE HEROES USA. We have a very senior level commitment to this organization, but in general this is more off a one-off in that there is not a military recruitment strategy per se. We're hopeful that that success with this organization leads to a broader effort and engagement by XXXX with the military as a more viable source of talent. 6. Understanding the importance of workforce planning is critical to the successful recruitment of the best available military talent.

15. Final Comments 7. When we participated in a JMO hiring event, the number of placements was strong, but retention became an issue when several left due to the fact that advancement was not as rapid as expected. We have had success hiring more experienced veterans transitioning into business development and program management roles. 8. We do have a Military Transition program called JOLP (Junior Officer Leadership Program) but JOLPs comprise at most 50 hires a year - less than 1% of our total vet hires....the vast majority of our military hires do not have a transition program or employee group and further note that within each of our sub-businesses the percentage of military hires vary – XXX and YYY are the clear leaders. 9. [Try] finding a group on campus from a graduate perspective. Except for schools like Texas A&M, this is like pulling teeth. 10. I have a ton to say - Jobing.com (search Military Talent), our landing page; ere.net; and GIJOBS.net.

16. Final Comments 11. Our company and partners are involved in a variety of associations that support hiring military community members (veterans, those currently serving, and military spouses). These efforts include Hire America’s Heroes; all of our postings being posted on military.com, hireahero.org, and msjs.org; frequent articles and ads in GIJobs and Military Spouse Magazines; partnerships with the Army Spouse Employment Partnership and Marine Civilian Development Program; and more. We have assigned a recruiter as the lead in military recruiting; this individual’s responsibility is to explore opportunities to increase our outreach efforts to the military community. This work will include all military branches and veterans, existing service members, and families. Furthermore, there are several partners in the process of formalizing a Military Partner Network Group, which is designed to capitalize on the energy, passion, and experience of our partners in the advancement of XXXX’s diversity and inclusion strategy. Built on a model of shared accountability, the program empowers partners to foster inclusion, develop solutions that contribute to business success, and enhance personal and professional development. Outside of our recruiting efforts,XXXX and our partners have consistently demonstrated support of U.S. military personnel. For example, since 2005 [we've donated a lot of product] to the American Red Cross for distribution to U.S. troops serving in Afghanistan, Iraq and Kuwait. We have made a commitment to the Red Cross to continue providing [product] for American troops serving in these areas of conflict.

17. Final Comments 12. We have a long standing program of recruiting the military. We also have a lot of clients that are current, retired or separated military and we speak with all our clients we feel can advise about the opportunities with our firm. 13. Most do not meet our specs and we are not flexible as yet. 14. We need to do this better - we are hit and miss with no traction in place. We have a Director of TA that leads a team but they are off and on or so it seems. I think that the military is a great place to find and import talent.

18. Final Comments 15. I created the first Officer Recruiting Program for this particular industry - w/250+ hires in a little over 2 years. Our biggest challenge - location, as we recruit for a high cost of living area (DC, Northern VA) 16. Have been recruiting out of the military for the past 18 months and find that the candidates are a great fit for XXXX. We are currently exploring the option of becoming a transitional employer for the Wounded Warriors organization. More to come! 18. We tend to look for research specialists either within the military or in civilian vendors for the small group of researchers supporting Military contracts.