You Need A Dynamic Speaker!


You are planning a major event and you want a dynamic speaker to make the event head-and-shoulders above any other events like it. So, where do you go? You can turn to a trusted source with Forward March Inc. We can provide dynamic speakers with military backgrounds that can speak on a wide variety of topics.

  • Leadership subject matter
  • Business process improvement
  • Military subject matter
  • Military transition and transition subject matter
  • Veteran issues and subject matter
  • Military hiring
  • Trends in the military
  • Veteran workforce subject matter
  • Motivational speaking
  • Boot camp style motivational speaking

These are just a handful of the topics that Forward March Inc. can supply speakers to cover. If you have a topic in mind and you are not sure if we can cover it, give us a call.

paul volpe

We have over 20 years of experience in public speaking and we would be thrilled to help you make your next event an OUTSTANDING one!

Contact Forward March Inc. today –  Send Email


Veterans, the True Workplace Minority!

veterans minority

Over the course of my 24 year career in the United States Army, I have met hundreds of people who were all too willing to shake my hand and thank me for my service; I have had countless offers to buy my cup of coffee. Some have even been willing to give up their first class seats on one of my many flights across our great nation.

“Support our Troops” is proudly displayed at businesses and civic buildings across the country. Soldiers, Sailors, Airmen, Marines, and Coast Guardsman across the country are welcomed home from a deployment with open arms. It’s a far cry to the reprehensible behavior of our country displayed to our returning heroes from Vietnam. Our country, it seems, has learned to separate the politics of war from those who actually serve to fight it. Despite the support of the general population, we can’t look past the minority status our veterans face every day in terms of employment.

soldiers_military_usaIt’s estimated that only about 10% of the U.S. population can even call themselves military veterans. Furthermore, a recent Pew Study showed that at any given time, less than 1% of the population is wearing the uniform. The fact is, the overwhelming majority of Americans have never served in the military. The DoD estimates that over half of the youth in the U.S. population between the ages of 16 and 21 do not meet the minimum requirements to enter military service. This lends itself to why veterans are deeply seated in the minority in both the general population and in the civilian workforce. As a result, Veteran unemployment continues to hover several percentage points above the general population.

Understandably, it is difficult for someone who never served in the military to appreciate the immeasurable experience a military member brings to the workplace. A 20-something-year-old corporate recruiter probably has little understanding of what an infantryman does or can do. Most recruiters not familiar with military service struggle to understand rank and what it means to be a sergeant for instance. While military jobs and duties may differ from those in the civilian world, there are real skills and experience that a service member brings to an organization. The skills and experience may not be readily discernible to the vast majority of corporate recruiters. As veterans, we must do a better job at our own skills translation both on our resumes and during the interview process. This will go a long way toward helping the civilian recruiter to understand our experience and what we are capable of. This will ultimately stem the tide of military resumes that are automatically funneled to the “rejected” pile.

invisible woundsVeteran unemployment is further exacerbated by the many unfounded misconceptions that continue to plague our national treasures. Post-traumatic stress, lack of civilian skills, rigid operating environment, and workplace violence; you name it and veterans have been labeled with it. There are real visible, and invisible wounds, that many service members have to live with. However, the media and poor information have contributed to a fear among many recruiters that veterans may bring “baggage” to the workplace that would prevent them from performing their duties. The statistics however show that issues like PTSD affect no greater percentage of veterans than it does within the general population. There are valuable resources available to companies and veterans alike through organizations such as Veterans 360 and the Wounded Warrior Project It takes courage for a hiring manager to set those fallacies aside and welcome veterans to the team.

We have been helping companies hire veterans for over 35 years!

We have been helping companies hire veterans for over 35 years!

Perhaps the best way to “support our troops” is to ensure they have gainful employment after their dedicated term of service. Let Forward March Inc. show you how to get the most out of military talent with our comprehensive training program and military talent pipeline services. Combined, we have 110 years of combined military service with over 35 years dedicated specifically to hiring veterans. We have unmatched experience with proven results. Within the military, we leave no one behind. Is your organization willing to do the same for our veterans?  

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


If you want to get started hiring veterans Forward March Inc stands ready with a special offer. On November 17th we will be holding our Camouflage to Corporate Conference in San Antonio, Texas. This is an outstanding opportunity for companies and organizations to learn how to get started hiring high quality military talent. The information in this conference has helped many other companies to develop highly successful hiring strategies, military pipelines, and learn how to retain quality military talent. Click here to learn more…

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

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

Veterans, Transitioning Military Personnel, and their families are encouraged to meet with employers at this free event.

Veterans, Transitioning Military Personnel, and their families are encouraged to meet with employers at this free event.

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,, 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.

mil-monster-vet-jobs-header 35 Best Veteran Employers 


Military Times Best for Vets 2014 


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.

camo to corp logo

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.


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.


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.


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