Editor's Note: Take a look at our featured best practice, Fiaccabrino Selection Process (44-slide PowerPoint presentation). The Fiaccabrino Selection Process is a powerful methodology for interviewing and screening the best people for your organization. The objective is to select those people who will be the highest performers with the lowest turnover.
(Whereas the methodology was originally developed for a sales [read more]
Also, if you are interested in becoming an expert on Human Resource Management (HRM), take a look at Flevy's Human Resource Management (HRM) Frameworks offering here. This is a curated collection of best practice frameworks based on the thought leadership of leading consulting firms, academics, and recognized subject matter experts. By learning and applying these concepts, you can you stay ahead of the curve. Full details here.
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Most U.S. veterans say their military service was useful in giving them the skills and training required for careers outside the military. Specifically, 29% say it was very useful while another 29% say it was fairly useful, Pew Research Center reports. Working age veterans also typically fare just as well as non-veterans when it comes to gaining employment. Entering the corporate world after leaving the military can be challenging, but not as difficult as you may think. By tapping all available resources and strengthening your existing skills, you can improve your chances of landing a corporate job after leaving the military.
Take Advantage of Available Support
Fortunately, support is available to help veterans in all areas of civilian life from careers to housing. For example, a Hero Loan program is available to make it easier for veterans and their families to secure a home loan. VA loans require no down payment and offer low interest rates. They also involve limited closing costs since they’re backed by the Department of Veteran Affairs. When it comes to securing your new career, start by getting in touch with your local transition assistance office for a free career assessment. A career assessment will look at the skills and strengths you developed in the military and how they can best be applied to a corporate job.
Translate Your Military Skills and Experience
Civilian employers don’t always recognize military licenses or certifications. To bridge this gap, the Army’s COOL (Crediting Opportunities Online) can help you turn your skills and experience into industry-recognized qualifications in high demand by civilian employers. COOL can help you find out about various licenses and certificates relevant to your experience and interests. They can help you learn more about whether you should try one of the many trade school programs out there to learn something new, for example. Through this program, you can strengthen your skills — either in your current military occupation specialty (MOS) or in an entirely new area you’re planning on entering as a civilian professional. You also won’t have to pay; COOL funding is available for any credential offered. You get more information and locate your service branch’s COOL website by visiting the Defense Visual Information Distribution Service website.
Contact Your Transition Assistance Office
Get in touch with your transition assistance office, which offers a number of helpful services, including their Transition Assistance Program (TAP). The TAP provides information, tools, and training to aid the transition to all areas of civilian life for veterans and their families. In particular, the Department of Labor Employment Fundamentals of Career Transition offers a comprehensive introduction to a plethora of resources and tools designed to help service members find information about civilian employment, assess their career options, and understand the basic steps of the employment process.
For veterans, transitioning from the military to a corporate job is an exciting yet challenging step. By taking advantage of all available support, translating your military skills and experience, and getting in touch with your transition assistance office, you can stand out to employers and land your desired job as quickly as possible.
33-slide PowerPoint presentation
Recruitment is facing an unprecedented challenge as organizations undergo rapid Transformations. Despite the recognition that the credibility of the function relies on its capacity to swiftly adapt to evolving organization needs, recruiting is currently struggling to keep up with the pace. With an
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Want to Achieve Excellence in Human Resource Management (HRM)?
Gain the knowledge and develop the expertise to become an expert in Human Resource Management (HRM). Our frameworks are based on the thought leadership of leading consulting firms, academics, and recognized subject matter experts. Click here for full details.
The purpose of Human Resources (HR) is to ensure our organization achieves success through our people. Without the right people in place—at all levels of the organization—we will never be able to execute our Strategy effectively.
This begs the question: Does your organization view HR as a support function or a strategic one? Research shows leading organizations leverage HR as a strategic function, one that both supports and drives the organization's Strategy. In fact, having strong HRM capabilities is a source of Competitive Advantage.
This has never been more true than right now in the Digital Age, as organizations must compete for specialized talent to drive forward their Digital Transformation Strategies. Beyond just hiring and selection, HR also plays the critical role in retaining talent—by keeping people engaged, motivated, and happy.
Learn about our Human Resource Management (HRM) Best Practice Frameworks here.
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