By Bill Gaul
There's been a lot of apprehension in the job market, but one thing has not changed: "quality" companies will always need "quality" applicants. Finding that quality using Internet recruiting will not only save you tremendous recruitment dollars, it will also keep up your brand and develop your bench strength.
If you are not already, you should consider tapping the military community to help fill your talent bench. The military has a large pool of highly skilled individuals who are trainable, seasoned workers. Through several articles focused on these topics, I will share with you some of the secrets on how you can reach this group as well as describe current trends in the military recruiting market. When current "hiring freezes" thaw, it will benefit you to be ready and informed about targeting this group.
Why hire the military? Let's look at the basics:
1. MANY READYMADE WORKERS.
Almost 200,000 workers changed uniforms last year. Nearly one out of every six members of the U. S. Military returns to the civilian world each year. (82 percent are between the ages of 18 and 34.)
Case in point: A FORTUNE 100 financial services company hired a retired US Naval Academy surface warfare (ships) and training officer to organize a military recruiting program and train their recruiters. They are now hiring experienced financial managers every day without paying "per head" placement fees.
2. TRAINABLE.
Highly trained and experienced service personnel have had extensive training and more hands-on experience and responsibility than their civilian counterparts. The military does a lot of training. Days, weeks, months are spent training for a mission. They give their leaders ample time and opportunity to train and be trained.
What group of individuals will be better in their adaptability to your business, ability to learn your technology, and learning how to utilize it in record time? Also, companies that evaluate prospective employees before hiring them have found that military personnel have some of the highest test scores on pre-employment testing for aptitude.
Case in Point: While knowing that the military neither has nor trains individuals to do pharmaceutical sales, they focus exclusively on transitioning junior officers because of their leadership qualities and "can-do" attitude.
3. FLEXIBLE.
In today's labor market, top candidates still call the shots for location and salary demands. On the other hand, military candidates realize they have to prove themselves to you. They are eager to do so and are more willing to take an initial assignment that may not be as glamorous to most, but one which could offer a rewarding and fulfilling experience that catapults them into the "civilian" workforce. Shift assignments, stressful work conditions, average pay and remote locations, are the norm for these individuals in the military. Many candidates are willing to move, and with free relocation benefits provided to them by the federal government, you now have prospects for a hard to fill assignment.
Case in Point: A "dot.com" company hired a retired Marine recruiter as a customer service manager and, in the same person, got a network administrator and financial specialist. He can and wants to do everything.
4. PROFESSIONALS AND ENGINEERS.
The combination of education and experience places these men and women among the most sought after professionals in the country. You will be able to recruit: Engineers, Computer Programmers, Project Managers, Logisticians, System Administrators, and Supervisors.
Case in Point: A software company hired a retired Air Force pilot with an engineering degree and no computer experience to be their operations manager. With his experience and leadership, the company is recognized as the best in its business, is increasing its market share, and is generally "exploding."
5. TECHNICAL SPECIALISTS.
The Armed Forces offers a huge pool of these highly technical and sought-after individuals. During this year, the following personnel are available to recruit: 28,000 in Radio, Radar and Communication; 24,000 in Electronic Equipment Repair; 25,000 in Aircraft Maintenance; 15,000 in Plant Maintenance; 15,000 in Vehicle Repairs; 15,000 Craftsman (Machinist, Electricians, General Construction, etc.)
Case in Point: One hi-tech company discovered that enlisted network specialists transitioning from the military require essentially no additional training. They hire about 20% of those they interview.
I speak from experience. As an ex-helicopter pilot myself, I was hired to become a brand manager many years ago.
-- Bill Gaul (bgaul@destinygrp.com) is President and CEO of The Destiny Group (http://www.destinygroup.com), an Internet-based recruiting tool that utilizes the latest patent-pending technology (including audio/visual) for organizations to use to source men and women departing the military services. This article is reprinted by permission from AIRS, a global leader in Internet recruitment, tools, news and information. For more information on AIRS, please go to http://www.CollegeRecruiter.com/pages/airs.php . Copyright © Hanover Capital Management Corporation 1997-2001. All Rights Reserved
