The Secret to Making Energy Companies Great – Talent

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Energy, arguably it’s the most important element of any civilization’s infrastructure. Energy companies today are booming, from the traditional oil and gas companies to the clean energy companies using wind and solar technology. While there has been a downturn in the crude oil markets other energy companies are fairing very well.

According to the latest “Electric Power Monthly” report from the U.S. Energy Information Administration, which includes data through the end of 2014, some 13.91% of electricity generation in the U.S. last year was from renewable sources. (read source here)

New funds for wind, solar, biofuels and other low-carbon energy technologies gained 16 percent to $310 billion last year, according to Bloomberg New Energy Finance. It was the first growth since 2011, erasing the impact of lower solar-panel prices and falling subsides in the U.S. and Europe that hurt the industry in previous years. (read source here)

Industry officials and analysts forecast a continued boom in U.S. solar markets over the near term, with a projected 31 percent growth target for 2015. The growth will be fueled by falling costs for solar panels and modules, business model innovation that allows for more flexibility in ownership, favorable political and regulatory environments, and increased access to low-cost capital. (read source here) 

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While there are a wide variety of technologies that drive energy production the fact every energy company must face is that the quality of their products, services and overall success is directly tied to the caliber of their employees. Great employees make great companies. Energy companies all over the world have learned that hiring top talent makes a huge difference.

Top talent for energy companies cannot be found just anywhere. If it could then being a company recruiter would be an easy job that anyone could do. Those who are involved in recruiting today know otherwise, they are always on the lookout for those “pools” of talent that they can draw from for their companies or for their clients. Successful Energy companies across the United States have found that hiring top military talent helps them meet their corporate mission objectives.

Additional Reading:  Leveraging Veteran Talent: The Opportunity for the Clean Energy Industry 

Energy companies today are looking for veteran skills such as good communication, self management, self motivation, the ability to organize or be a part of a team solution and problem solving skills… just to name a few. Former military personnel typically have the skills and work ethics that energy companies want and need.

Clean Energy companies, like their traditional energy counterparts, leverage the skills, talent and experiences of about a quarter million military personnel who transition annually from military to civilian service. Energy companies benefit also from the inherent resourcefulness and experience of just over one million members of the National Guard and Reserve. These service members are engaged in their civilian careers at the same time they serve in the military.

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Cutting edge energy companies as well as other companies who are employing renewable energy recognize the value of top military talent. Tesla is aggressively recruiting military veterans for the production of their cutting edge electric car line. Tesla is by no means an anomaly when it comes to employing top military talent for mission success, companies such as First Solar have been named Military Friendly Employer by G.I. Jobs Magazine. Currently the energy companies listed on militaryfriendly.com are

  • American Electric Power
  • Arizona Public Service
  • Baker Hughes, Inc.
  • Berkshire Hathaway Energy
  • BP America, Inc.
  • Chesapeake Energy Corporation
  • Colorado Springs Utilities
  • Devon Energy Corporation
  • Dominion Resources, Inc.
  • Exelon Corporation
  • Fugro (USA)
  • Halliburton
  • Pacific Gas & Electric
  • Patterson-UTI Drilling Company, LLC
  • PPL
  • Public Service Enterprise Group (PSEG)
  • Shell
  • Southern Company

Additional Reading: How one company is using top military talent in the clean energy industry.

The Department of Energy announced training for companies which will start them down the road to hiring military talent. DOE Announces Webinars on Hiring Veterans for Solar Energy Jobs, Tribal Energy Development Best Practices, and More.  While programs like this are very good many organizations struggle with implementing a solid military hiring strategy. This is what separates those companies who make the Military Friendly and G.I. Jobs list from the rest of the industry. Military hiring strategies can help your organization focus on the right talent, at the right time for the right job. Read more on how to develop a military hiring strategy here… 

If your company or organization is serious about employing top talent and achieving mission success Forward March Inc. (FMI) has your solution. There are lots of options when looking to an outside organization to assist with your recruiting needs but at the end of the day cost and the quality of your job candidates are most likely your top concerns. FMI makes your job of recruiting easier through a variety of services and scalable solutions we can bring to your organization.

We have the solution. Forward March Inc. (FMI) has over 35 years of collective experience helping employers and veterans connect. Our understanding of military skills translation is second-to-none. We not only understand the military branches and their skills we can help train your HR team to this as well. We have written a Military Hiring Guide that can guide your team step-by-step through the understanding of military skills and rank to finding the right military talent for your various positions you are seeking to fill.

FMI was founded to deal with the very issues we are discussing in this article. We are a company of veterans helping veterans to actually get real and meaningful careers as opposed to just throwing their resumes at potential “jobs”. We never charge a veteran and we are deeply committed to veteran retention, because its not good enough to commit to hiring a veteran, companies need to learn how to retain them. Our customized and scalable solutions can help any company or organization of any size start finding, attracting, and hiring veterans very quickly.

FMI knows EXACTLY where to find your military talent. We understand the skills translation and we have a wealth of resources for helping you to get the positions you are hiring for right in front of both veterans and transitioning military personnel.

The reason our solution is different is because we focus on strategy. A company can come to us and use our services as their one-stop-shop for finding, screening, and hiring of high quality military talent. We can also train HR teams and individuals on how to find, attract, hire and retain military talent. Companies who use both solutions very quickly begin their military hiring program and enjoy the benefit of learning how to do what we do in the process. FMI can also help your company with strategies and solutions for retaining the veterans you hire.

FMI is different because we don’t leave the solution at pipeline services and training. We also train and help build internal strategies and solutions to create a vibrant veteran culture in your company. This helps with retention and also feeds new veteran talent into your pipeline from your most trusted source, your veteran employees.

Support our troops! Give us a call today and get started on your veteran hiring strategy. Together we can change the lives of veterans, help your organization reap the rewards of hiring veterans and bring down the veteran and overall unemployment rates.

FMI is committed to our customers. We know that making the decision to hire veterans can be intimidating. Contact us for a no pressure conversation on how we can help. We can get you started hiring veterans immediately and do it at a cost you can afford!


Are you a Veteran or are you Transitioning out of the military? Check out the links below to start your new career in the energy industry.

Energy Companies Hiring Veterans.

NextEra Energy http://www.nexteraenergy.com/careers/military.shtml

Troops To Energy Jobs   http://www.troopstoenergyjobs.com/

Veterans To Energy   http://www.veteranstoenergy.org/

GE Energy Jobs for Veterans   http://www.ge.com/careers/culture/us-veterans

Top Veteran Employers   http://www.military.com/veteran-jobs/career-advice/job-hunting/top-35-veteran-employers.html

Southern Company Veteran Jobs   http://www.southerncompany.com/about-us/careers/military/military-veterans.cshtml

Alliant Energy   http://www.alliantenergy.com/Careers/RecruitingandCareerPrograms/MilitaryVeterans/

ConocoPhillips Jobs for Veterans   http://careers.conocophillips.com/en/us-military

Chesapeake Energy Hires Veterans   http://www.chk.com/careers/our-team

Devon Energy http://www.devonenergy.com/careers/military-recruiting

Clean Energy Job Training

Training Veterans for Careers in Clean Energy   http://energy.gov/articles/training-veterans-careers-clean-energy

DOE Announces Webinars on Hiring Veterans for Solar Energy Jobs, Tribal Energy Development Best Practices, and More   http://energy.gov/eere/articles/doe-announces-webinars-hiring-veterans-solar-energy-jobs-tribal-energy-development

Why You Need a Military Talent Pipeline

Forward March Inc Military Talent Pipeline Services - Affordable, Customized, Scalable

Forward March Inc Military Talent Pipeline Services – Affordable, Customized, Scalable

America’s military is the most educated, best trained, and highly motivated fighting force the world has ever seen. Those men and women transitioning from the military are a great national resource who can make a huge difference to any organization that has dedicated itself to hiring outstanding military veterans.

At Forward March Incorporated, we understand the true value of those who have served and we are dedicated to teaching companies how to attract, hire, and retain high quality veteran employees. While we are not a staffing company, one of the many ways we accomplish this is through military pipeline development.

FMI works with companies and organizations of every size, providing military talent pipeline services that are scalable to insure mission success on time and within budget. 

So what’s the difference between staffing and a talent pipeline?

Staffing is the process of recruiting and hiring personnel with a specific set of skill sets, for a specific position within an organization. Doing this requires a dedicated team of recruiters and hiring managers who understand the exact and immediate hiring needs of the company.

For the most part, organizations do a good job of filling positions as new requirements open up, but forecasting staffing requirements proves far more difficult. It’s not always clear what future staffing requirements will be down the road. Predicting future staffing requirements requires forward thinking on behalf of hiring managers. They must account for turnover, promotions, expansions, reductions, and a myriad of other factors that impact staffing needs.

Talent pipeline, on the other hand, provides companies with a pool of qualified candidates ready to fill critical positions as they become available. A robust talent pipeline ensures the right person is placed in the right position at the right time.

Utilizing a talent pipeline is a great way for organizations to adapt to changing staff needs. A talent pipeline allows recruiters to focus on the here and now, while giving hiring managers the peace of mind knowing that the candidate pool can be turned off and on as personnel needs evolve.

We are a company of veterans helping veterans. Unlike other companies FMI NEVER charges a veteran for our services. 

FMI’s unique approach to a military talent pipeline allows us to continuously sell your organization as a great place for veterans to work. Most important of all, FMI is committed to providing our talent services free of charge to the veteran work force. Regardless of your manpower needs, let FMI fill your organization with hard working, loyal, and well trained American veterans.

FMI can meet your talent needs from unskilled labor to highly skilled and technical positions. We have provided military talent solutions that included:

  • IT (information technology) Positions
  • Medical (clinical positions – physicians, physician’s assistants (PAs))
  • Petrolium truck drivers / truck drivers
  • Mechanical Engineering supervisors
  • Project Support Administrators
  • Administrative Assistants
  • Project Engineers
  • Welders
  • Instrument Technicians for Oilfield work
  • Refinery Operations Schedulers
  • Engineers
  • Associate Project Engineers
  • Machinists
  • Dance Instructors
  • Dance Studio Managers & Assistant Managers
  • Unskilled Labor Positions

To learn more visit our website and contact us today! www.forwardmarchinc.com 

~ Article written by Jason Caswell, Forward March Inc – Director of Training and Talent Pipeline Services

How to Hire the Best of the Best!

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Do you want a vibrant and more productive workforce?

Do you want higher caliber employees with skills, training, and leadership experience?

Are you looking for “the best of the best”?

Look no further than today’s military veterans.

Did you know that todays transitioning military men and women are of the highest caliber in US history with regards to their training, their leadership development, and their varied skill sets? Its true, and Forward March Inc (FMI) has been helping organizations find, attract, hire, and retain the perfect veterans for their employment needs. Today’s veterans bring a wealth of experience, talent, and energy to your company.

FMI can help train your organization how to find, attract, and retain high quality military talent or we can manage your military talent pipeline for you. We offer complete training that can get your organization staffing military talent very quickly. Our services are completely scalable to your organization’s needs.

If your company already has a veteran population that you would like to increase FMI stands ready to help you meet your hiring needs. We can also help your organization build a closer more vibrant veteran community. We have helped organizations realize real benefits to building vibrant veteran communities within their organizations.

Check out our website to learn more about what we can do for your organization today!

Don’t forget to check out our Camouflage to Corporate Conference, November 17th, in San Antonio. This is an outstanding opportunity for your company to get started with hiring high quality military talent! Space is limited so register today! Click here to learn more…

Also, check out our Military Hiring 101 Event. This event will give you an introduction to how to get started with hiring high quality military talent.

~ Article by Tobin Pilotte, Directer of Marketing and Technology for Forward March Inc. 

The Forward March Inc. 2014 Roundup

The Forward March Inc. Year in Review

This is just a small part of what we have done during 2014. Make sure to check our blog as we post regularly news and events.

Forward March, Inc. (FMI) is a Service Disabled Veteran-owned small business based in San Antonio, Texas.  FMI was formed in 2013 by retired US Military Members and successful business professionals with offices in San Antonio and Houston, Texas. We are Veterans serving our military members and corporate America.  FMI is an industry leader in client partner relationships offering second-to-none consultative expertise at an effective cost, making us a premier choice.  We provide our clients with highly qualified Veteran employees who know their business!  FMI offers flexible solutions for your business needs, specializing in:

  • Military Talent Pipeline Services
    – Helping companies find the right military talent, at the right time, for the right skill-set
  • Leadership Training
    – Corporate leadership training with a military flair
  • Strategic Business Services
    – Helping businesses achieve their performance goals
  • Military Hiring 101 Workshops
    – Teaching the information needed to start a military talent pipeline no matter the size
  • Camouflage to Corporate Conferences
    – Providing the tools for mission success through military talent for a more focused, motivated and productive team

We put the HOOAH! in business!

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Forward March Inc. (FMI) opened the doors to our new offices in July and hit the ground running. We are a small company of men and women who are likeminded in our desire to help veterans find meaningful careers while helping industry move America forward with the highest caliber military talent. We don’t just stop there as we offer Leadership Training, Strategic Business Services, and the very best workshops and conferences that your company or organization can attend.

Below are some highlights of our year.

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New year, new website!

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We started off our year with a trip to Washington D.C. and a meeting with the Senior Enlisted Advisor to the Joint Chief of Staff.

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Forward March Inc. held our Camouflage to Corporate Conference in Houston, Texas. This was an outstanding conference giving businesses and organizations an in-depth understanding of how to find, attract, hire and retain high quality military talent.

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New offices were opened in July. Forward March Inc. has hosted training sessions, AUSA breakfast meetings, and much more since then.

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A few of Team FMI at the USAA/Disney Veteran’s Institute conference. We make friends everywhere we go!

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The FMI Operation Outreach program Maui Warrior Appreciation Vacation was started by Farzad Azad working with local businesses around Lahaina, Maui. The mission of the Maui Warrior Appreciation Vacation is to thank veterans for their sacrifice and service to our nation by providing them a one week all expenses paid vacation. Farzad (pictured below) is arguably the most patriotic man on Maui and has made it his mission to give back to those who have given so much for our freedom. Farzad is also the owner of Java Jazz and provides all the food and dining for the vacations. Forward March Inc. and Farzad have formed a partnership to grow the Maui Warrior Appreciation Vacation program and increase its outreach.

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FMI continued our work with the Fred Astaire Dance Studios through Dancing with our Heroes raising well over $300,000 for The Fisher House Foundation helping wounded veterans and their families.

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FMI hosted our Military Hiring 101 workshop in the fall which gave businesses concentrated training to achieve their military hiring goals.

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ACAP to job fairs, FMI could be seen around the town working hard to connect veterans with meaningful careers.

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Through the Forward March Inc. Operation Outreach program we are reaching out to help veterans in our community. Through our Professional Women’s Veterans Coalition we hosted a number of very successful events including a job fair for veterans highlighting the importance of employment for women veterans.

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The fall ushered in our second Camouflage to Corporate conference, this one held in San Antonio.

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FMI is a company of veterans helping veterans. November saw our first Veteran Employment Transition Networking event which was a great success.

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Forward Marc Inc. can train your organization in leadership, hiring, and sales. Here we are with the outstanding folks at Design Materials Inc. at the completion of their sales force training.

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2014 was an exciting year for Forward March Inc. and our partners. 2015 promises to be even better so make sure to join us.

 

Set Your Veteran Hiring Goals High for Mission Success

Military Hiring for Mission Success

We post often on this blog the various attributes and skills that today’s veterans bring to the workplace. The value of our veterans to employers is immense, and employers who recognize this and harness their talents reap immeasurable rewards within their organizations. You can read some of what we have written about the value of veterans in the workplace here. Don’t take our word for it, check out what Syracuse University, Military.com, and Forbes all have to say.

Forward March Inc can help your company or organization learn how to find, attract, hire and retain high quality veteran talent. We can teach you how to form a strong veteran culture within your organization and we can teach you how to retain the veteran talent that you hire. Our proven methods and strategies can help your company or organization join the ranks of those companies who are celebrated as veteran or military friendly employers. Most importantly our proven strategies are customizable and scalable to your organization.

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Military.com 35 Best Veteran Employers 

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Military Times Best for Vets 2014 

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Top 100 Military Friendly Employers from Military Friendly 

If you are a company that is looking to add veterans to your organization then you will want to reserve the date of November 17th. This is the date of the Camouflage to Corporate Conference and also the VET Networking Event, both hosted by Forward March Inc. Forward March Inc. is committed to continuing our 35+ year history of bringing veterans and companies together to make careers happen! Details can be found here. Make sure you check out or Corporate to Camouflage Conference where we teach businesses and organizations the art of finding, attracting, hiring and retaining veteran talent.

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Retaining Top Military and Veteran Talent

Secretary of Defense

Part 3of a special 3 part series:

Finding the right veteran talent requires a solid military talent recruiting strategy with an executable and measurable plan. Interviewing veteran and military talent requires a certain level of expertise in military skills translations, understanding military lingo, and even interpreting the DD 214. The bottom line is this; finding the right military talent for the right position requires hundreds of man-hours in the recruiting, screening, interviewing, and hiring process.  Unfortunately, all that time and energy is lost when retention rates are low.

Here are some key takeaways for an effective veteran retention strategy.

Onboarding:

Effective onboarding allows new hires to get adjusted to the culture of the company and understand performance aspects of their job quickly and easily. It allows them to learn the attitudes, knowledge, skills, and behaviors required to function effectively within your organization.  Effective onboarding includes:

  • Giving the veteran a written plan of objectives and responsibilities. Within the military culture, this is an expectation.
  • Conducting formal orientations.
  • Introducing the new employee to the team. Veterans need to feel like they belong to the team.
  • Assigning a veteran mentor to capitalize on the brother and sisterhood that exists within the military profession.
  • Indoctrinating the veteran into the company’s culture, mission, and values.
  • Addressing questions or concerns immediately.
  • Being aware of physical limitations, should they exist.
  • Motivating veterans by giving them purpose and direction.

meetingVeteran Resource Group:

A great way to support your veteran employees is to create a veteran employee resource group. The purpose of the veteran employee resource group is to share knowledge across the organization in every aspect of recruiting, hiring, retaining and recognizing the veteran population. Here are ways the veteran resource group can help:

  • Assist in developing veteran hiring strategies.
  • Recognize veteran employees during company events.
  • Coordinating observations of Veterans Day, Memorial Day activities, and service birthdays.
  • Providing assistance, through care packages, phone cards, letter writing and all other means of support, to those currently deployed.
  • Support current National Guard and Reserve members.
  • Mentor veterans who recently left the service.
  • Generating support for veteran hospitals and homeless shelters.
  • Develop organizational partnerships with veteran service organizations.
  • Provide moral and psychological support for your veteran employees as needed.
  • Involve the veteran’s family.

national guard and reservesSupport Guard and Reserve Members:

First and foremost, being a member of the National Guard or Reserve should not be a hiring deterrent. Second, the best way your organization can support your country is by supporting your National Guard and Reserve employees. It’s important to foster a culture in which your company supports and values the employment and military service of members of the Reserve Component.

It is not only the right thing to do to support guard and reserve military personnel, it’s also the law! Under the Uniformed Services Employment and Reemployment Rights Act (USERRA), employers have specific obligations to support their Reserve Component members.

  • The law guarantees the right to take time off from work to meet your military responsibilities during weekend drills and annual training.
  • A military member who leaves a civilian job for voluntary or involuntary service for extended periods of time is entitled to reemployment in the civilian job (with accrued seniority) if he or she meets certain criteria.
  • Discrimination in hiring is unlawful. It is also unlawful to fire someone for being in the National Guard or Reserve, or to discriminate with respect to promotions or other benefits of employment.
  • It is unlawful for you to make the employee use vacation time while in the performance of military duty.
  • You are not required to pay an individual for time not worked due to service, although many organizations do.

Communication is the key to a lasting partnership between the service member, your company, and the military unit. Here are others ways to help your current guard and reserve employees:

  • Learn more about the role of the National Guard and Reserve. Attend open houses and public functions at local military units. Talk about the National Guard and Reserve with military and civilian leaders in your community.
  • Get to know your employees’ military commanders and supervisors. Ask them to provide you with advance notice of their annual military duty schedule.
  • Provide the service member the time and flexibility to perform his or her military duties.
  • Put your support in writing by signing a Statement of Support for the National Guard and Reserve. Publicly show your support and appreciation for all those who serve.

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Military veterans are a loyal, hard-working, and well trained group of individuals that will enhance an organization’s ability to accomplish its mission. But loyalty only goes so far and veterans will stay with your company if you give them a reason to stay by keeping them busy, giving them focus, and above all, purpose.

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Employees turn-over is expensive, but Forward March Inc., has the solution for keeping veteran employees engaged. Companies with strong veteran cultures enjoy many benefits to include greater productivity and professionalism as well as higher referral rates. We can help your organization develop a very strong veteran culture with both new and existing veteran employees. If your organization is up to the challenge, FMI has your back!

Forward March Inc Military Hiring Guide

Forward March Inc Military Hiring Guide

~ Article written by Jason Caswell, Forward March Inc – Director of Training and Talent Pipeline Services

Hiring Military and Veteran Talent

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Part 2 of a special 3 part series:

Hiring Military and Veteran Talent

Attracting military talent can be an overwhelming task, especially for those organizations that do not understand military culture, but attracting military talent is only part of the puzzle. The second piece is the military veteran hiring process.

Here are four things to think about when hiring veterans.

Screening Military Talent.

Often, military resumes can be confusing and too easily dismissed by recruiters and hiring managers.   So what exactly is a Yeoman or a Boatswain Mate in the Navy? What does an Air Battle Manager in the Air Force do? How do the skills of an Army Infantryman translate into civilian skills? What does a Marine Corps Basic Field Artilleryman bring to the table?

Veterans from each branch of service will be given a job specialty and in some cases, more than one job specialty. Many of these jobs transfer directly to civilian occupations, such as a human resource specialist or a lab technician. Some other military specialties may not. The bottom line here is that these are merely the jobs that the service member went to school to learn, and do not paint the whole picture of the intangible skills a veteran possesses.

Let’s go back to the Army Infantryman, for example, and break down a typical career. While it’s true, an infantryman might not be a direct fit for a specific job in your organization, many of the skills and education he receives over the course of a career are invaluable. Sometimes we need to look beyond titles.

A senior infantryman, over his career, has led hundreds of people in the most demanding and chaotic of situations imaginable. This person most likely completed a special duty assignment as a recruiter, drill sergeant, or instructor. He might have performed career enhancing positions such as an equal opportunity advisor, doctrine writer, or advisor to a foreign military. He may have even completed congressional fellowships and been assigned to Capitol Hill, or might have even worked on a Commanding General’s staff. He has attended dozens of professional military education courses or even cross trained into other military specialties. He most likely has a graduate degree. So as you can see, an infantryman at face value might not be a good fit, but when you peel back his various assignments and accomplishments, it’s clear that the individual is bringing a lot to the table.

Instead of filing military resumes into the trash, take the time to look at them and truly understand what it means to serve our great nation. Don’t dismiss applicants simply because they are veterans; embrace their service, support our troops, and schedule them for an interview.

Interviewing Military Talent

Now that we have tackled the screening process, let’s move into the interview. I am sure, at this point, the resume has generated more questions than answers, and that is perfectly acceptable. After all, that’s what the interview is all about.

Perhaps the best way for an interviewer to understand what a veteran did while in the military is to use a technique called behavioral event interviewing. This technique asks the candidate to describe situations and experiences they had while in the service. The answers to these questions cannot be rehearsed ahead of time and allows the veteran to open up about their military experience. Their answers will also help the interviewer find how their experiences and background will fit into the culture of the organization.

Example of questions an interviewer might ask:

  • Tell me about a time in the Air Force where you really stepped up to a challenge, offered an innovative solution, or took a high risk that paid off.
  • Tell me about a project or task in the Navy where you found yourself having to react to a major unexpected obstacle or change. What was the situation and what did you do?
  • Tell me about a time in the Marine Corps you worked on a project where a very diverse group of people were brought together to achieve a common goal.
  • I see on your resume, you attended the Army’s Warrior Leader Course. What did you take away from that training and how does it apply to this organization?
  • Your resume stated you were a Platoon Sergeant in the Marine Corps. What exactly is a Platoon Sergeant?
  • What additional military training and experience do you have, that would make you a good fit for our organization?
Forward March Inc Military Hiring Guide

The Forward March Inc Military Talent Hiring Guide can be customized for your organization.

Verifying Prior Service

The primary means of verifying an applicant’s veteran status is by viewing the Department of Defense Form 214, or DD 214, as is it commonly called.  The DD 214 is basically a one page document that covers a service member’s entire career. It includes information such as their rank, military specialty, awards, schools attended, periods of service, and type of discharge. Since the DD 214 is filled with all sorts of codes, and phrases, this single document is a great source for interview questions.

When a service member is separated from the military, they are given two copies of the DD 214: a long version, or Member Copy, and a short form. The long form has specific information in regard to the type of discharge the veteran was given.

Employers can ask for copies of the DD 214 as a means of verifying prior service. Be cautious of how your hiring managers use the information as it could become an EO issue. The Equal Employment Opportunity Commission, the Office of Federal Contract Compliance Programs, the Veteran’s Administration, and the Department of Labor are all on the same page when it comes to asking for the DD 214. Asking a veteran, “Did you receive an Honorable or General Discharge?” is fine. Asking the reason for discharge, however, can pose a problem. Suppose a veteran received an honorable discharge but was separated for a medical reason. Asking why that veteran was discharged would force them to expose a medical condition, which in turn could lead to discrimination in hiring.

If the veteran applicant served in the National Guard, he or she will be given a similar form as the DD 214 called the National Guard Bureau Form 22 or NGB 22.

Our Camouflage to Corporate Conference can get you on the fast track to developing a Veteran Talent Pipeline. November 17th, San Antonio, Texas.

We can get you on the fast track to developing a Veteran Talent Pipeline. November 17th, San Antonio, Texas.

Military Talent Employment Laws, Rules, and Regulations

For companies that are committed to hiring veterans, not only are they getting top talent that is motivated, well-educated, and full of leadership potential, but there are many other incentives. Companies that hire veterans receive tax breaks, have employees with educational benefits, and see reduced manpower costs. Here are some key protocols in regard to veteran hiring.

  • Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (VEVRAA) prohibits discrimination against veterans and requires federal contractors and subcontractors to take affirmative action to employ veterans.
  • Uniformed Services Employment and Reemployment Rights Act (USERRA) protects the jobs of guard and reserve members called to active duty.
  • Veterans Opportunity to Work to Hire Heroes Act of 2011 (VOW Act) provides tax credits to companies that hire unemployed and wounded veterans.
  • Americans with Disabilities Act (ADA) establishes nondiscrimination practices for the employment of people with disabilities to include disabled veterans.
  • Office of Federal Contract Compliance Programs (OFCCP) enforces, for the benefit of job seekers and wage earners, the contractual promise of affirmative action and equal employment opportunity required of those who do business with the Federal government.

Finding, attracting, hiring, and retaining military talent is a skill that companies looking for the highest caliber employees simply must have. Forward March not only trains top companies to do this, but we have also created a Military Talent Hiring Guide that teaches organizations the basics of military talent acquisition and retention. If your organization is truly dedicated to hiring veterans, leave it to FMI to help make it happen. Click here and take the next step by attending out upcoming Camouflage to Corporate event and gain the skills needed to achieve your veteran hiring goals.

MILITARY HIRING 101 EVENT

Did you know that Forward March Inc also has conducts Hiring 101 Events which will give you the information and tools you need to succeed in hiring the very best military candidates. Our highly successful solutions are based on the proven military leadership models and a systematic approach to organizational growth. Learn more here. 

~ Article written by Jason Caswell, Forward March Inc – Director of Training and Talent Pipeline Services