Posts Tagged ‘veterans’

Veteran’s Day 2017 Blog – Comprehensive Coordinated Support for Our Veterans

Photo sources: The C-Square and myreporter.com

Please do share this blog with a veteran or their family member who can use many of the useful links to help find needed services!

Within the diversity and inclusion sphere, Veterans are very often included as a key diversity constituency. Many companies do have Veterans groups within their portfolio of Employee Resource Groups and hiring initiatives to support veterans. And veterans are also one of those diversity groups that truly intersects all the others: gender, race, LGBT and certainly people with disabilities given the physical and mental challenges many veterans face when returning home.

There years ago I was pleased to publish the blog, “The Value of Hiring our Veterans.” And I was proud to share that I was now a member of the North Carolina Governor’s Working Group on Veterans, Service Members and Their Families. And I was pleased to present “Introduction to LGBT Considerations in Mental Health Challenges,” at the May, 2015 working group meeting. It is important to note that our gay, lesbian, bisexual and transgender service members serving our country truly deserve the same respect and support as all veterans.

At our most recent working group meeting in October, Ilario Pantano, formerly the State of North Carolina’s Director of Veteran Affairs and now Senior Director for Community Services with the Institute for Veterans and Military Families (IVMF) presented a stirring overview of the excellent progress over the past three years and the importance of our work.

What is special about what the working group, NCServes, AmericaServes and the Institute for Veteran and Military Families? Over the past three years, these teams have worked together to foster networking across the many different private and governmental agencies that support veterans in many different ways.

The NC Vets Resource Guide is published annual with scores of various resources with contacts for assistance.

There is certainly no lack of resources and efforts to support veterans in areas such as physical and mental rehabilitation, transitioning into civilian employment, housing and food needs, and more. But the top challenge for veterans, according to recent surveys, is knowing exactly where to go for assistance with particular issues. So providing a comprehensive resource like the 130+ page NC Vets Resource Guide is helping speed matching veteran needs to the best resources.

Ilario, in addition to reminding us that each person’s contribution to this effort, even in saving a single life, is so valuable, provided a 5 point outline for how NC Serves and the IVMF.
Build a community effort to coordinate services
Sustain by continually enlisting support from public and private stakeholders
Partnering which expands the impact of each individual effort
Pioneer by evolving into the broadest set of state and local support services
Transform by enhancing the technological support mechanisms to effectively serve more people most effectively.

It is great to see a community come together and work to share across various initiatives instead of remaining siloed. This is a great example of how networking and team work can make all parties involved more effective. I am proud to be a part of this effort.

2015 Warning – A Talent Shortage! Part 1: Three Great Sources of New Employees

New EmployeesYes, though it may not be as fast or as robust as we would like, the economy continues to improve in 2015. What is one of the major issues now facing US companies? A talent shortage! One of the major contributing factors is that the record number of Baby Boomers (people born between 1946 – 1965) retiring exceeds the supply of new qualified talent entering the market place.

Part 1 of this two part series will look at 3 top sources of bringing in new talent. Part 2 will explore the importance of retaining your existing talent through better engagement and career development.

Let’s examine three great sources for bringing in new talent: Veterans, Older Workers and Millenials.

1) Veterans! Most indications are that the USA as a country will be deploying less troops overseas, resulting in additional veterans ending their tours of duty and entering the domestic job market. Yes, hiring veterans is a good thing to do to thank those who have served our country, but more importantly, the men and women of our Armed Services have received excellent training and have gained valuable skills required by most businesses. Do look for programs in your state promoting and providing connection tools for Veteran hiring. In North Carolina, we have an excellent effort being coordinated by the Governor’s Working Group on Veterans, Service Members and their Families in conjunction with our NC state SHRM (Society of Human Resource Mgt) group and major businesses. Veterans looking for work in NC and companies with job openings should check out the NC Military Pipeline website. And do read my blog about hiring veterans from last November.

2) Older workers! Even has record number of people in their late 50s and 60s are now retiring, many older workers want to keep working or perhaps re-enter the workforce because of continued good health, the desire to keep intellectually stimulated and for financial reasons. This excellent pool of talent can offer deep expertise in their fields or your industry, and can even include former employees who may want to return to work part time or on a contract basis. But a strong value proposition needs to be offered; these valuable workers are seeking flexibility in hours and having responsibilities that leverage their strengths and in which they feel valued. Check out the blog I published in 2013 on considerations for best engaging older workers.

3) The New Millenials! These are people born after 1982, and thus includes all the 20-something recent college graduates. Companies must really work hard to recruit enough of this emerging young talent to fill many positions left by a high retirement rate, realizing that the same things don’t drive this generation as past ones. These younger workers seek more work-life balance, to have their opinions and contributions valued, and companies that embrace diversity and more altruistic global world view. Also companies need to do more recruiting in “virtual space” instead of the old methods. (see my blog “Are your recruiting methodologies up-to-date?”)

Go out and hire some Veterans, older workers and new millennials! In Part 2, I will focus on how to develop and retain this important talent once you have recruited them onto your team.

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