{"id":2767,"date":"2017-05-01T21:02:40","date_gmt":"2017-05-01T12:02:40","guid":{"rendered":"http:\/\/balldiamondball.com\/blog\/?p=2767"},"modified":"2017-07-06T17:44:45","modified_gmt":"2017-07-06T08:44:45","slug":"veteran-hiring-gap","status":"publish","type":"post","link":"https:\/\/balldiamondball.com\/blog\/veteran-hiring-gap\/","title":{"rendered":"Veteran Hiring Gap"},"content":{"rendered":"

Author’s Note: I wrote this point paper for a different\/specific audience. It has gotten a chilly reception. I hope our crew enjoys it and I look forward to feedback from our unique group of veterans and business professionals.<\/em><\/p>\n

Background<\/h1>\n

Transitioning from active duty military to civilian employment or finding a new career after serving is challenging and a new digital obstacle confronts veterans, especially former officers. Previously the interview and employment challenge is bridged by veterans\u2019 assistance firms both for and non-profit along with veteran friendly employers. 21st<\/sup> century recruiting tools designed to streamline talent acquisition may be erecting a new barrier to interviewing and hiring veterans that conventional relationships between veteran transition services and employers isn\u2019t addressing.<\/p>\n

The Veteran Gaps<\/h1>\n

Veterans present unique challenges and opportunities for employers. Military service builds integrity, character, professional bearing, leadership, attention to detail, and unique skills not available to those on civilian career paths after completing baccalaureate studies with similar time since graduation. Veteran\u2019s experience equips them to get started in civilian employment, but employers generally do not reap the excess benefits of veteran experience until later in their career as veteran employees gain specific industry and business experience. Veterans\u2019 initial performance may lag their civilian counterparts, but as experience is gained veterans bring additional value to employers. The respective performance\/learning curves are detailed below.<\/p>\n

\"VeteranGap_Benefit\"<\/p>\n

The vertical axis<\/strong> is performance and the horizontal access<\/strong> is time. The linear red arrow<\/strong> represents an experienced civilian business leader career trajectory and the blue arrow<\/strong> represents a veteran\u2019s career trajectory.<\/p>\n

Starting Veteran Gap<\/h2>\n

The staring gap on the left of the graph where the blue<\/strong> veteran trajectory is below the red<\/strong> civilian trajectory represents lack of specific industry or business experience that initially burdens veterans. The gap may be related to lack of industry certification or recognition, minimum years in a field, experience with specific technology, or other experience not consistent with the mission of the United States armed forces.<\/p>\n

This gap also exists for veterans with some civilian career experience. Experienced veterans\u2019 civilian counterparts are more likely to have the certifications and\/or requisite years of specific mid-level or senior management experience whereas veterans\u2019 experience appear to be lacking due to their years of military service. This is especially problematic for veterans that retired as senior (20+ years) commissioned or non-commissioned officers.<\/p>\n

Long Term Veteran Benefit Gap<\/h2>\n

The long-term gap on the right side of the chart where the blue<\/strong> line exceeds the red<\/strong> is the additional benefit veterans\u2019 military service experience contributes to the employers with the foresight to hire veterans and allow them to gain specific industry and firm experience.<\/p>\n

Organizations truly motivated to consider veterans for leadership positions reap the benefit of hiring veterans knowing the starting veteran gap will soon be moot as the blue<\/strong> line crosses above the red<\/strong>.<\/p>\n

Veterans Transition Assistance and the 21st<\/sup> Century Moat<\/h1>\n

Veterans are blessed with many for and non-profit firms committed to assisting them and their spouses transitioning from military service to civilian careers. The starting veteran gap isn\u2019t new and these firms have navigated it brilliantly, but a new obstacle has been erected that requires new tactics from both veterans and the invaluable transition firms committed to them.<\/p>\n

Many employers, especially Fortune 1000 firms, have instituted automated resume\u2019 scanning and assessment combined with digital profiles to sort applicants according to binary criteria. Unfortunately, veterans\u2019 unique backgrounds and experience do not conform to binary screening of resume\u2019s and digital profiles and may be rejected due to the starting veteran gap.<\/p>\n

Automated resume and digital profile screening reduces the personnel available in human resources and limits ability for veteran transitions services to network and build relationships in those critical departments. That combined with the high rejection rate for veteran resume\u2019s from automated screening and the technology intended to streamline talent acquisition may have dug a 21st<\/sup> century moat around mid-level and senior management positions. The moat is a barrier to veteran career opportunities and to motivated employers who miss out on the long-term benefits accruing in the out years.<\/p>\n

The days of a phone call recommendation or networking are disappearing and bridging the digital moat will benefit veterans, employers, and transition services.<\/p>\n

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\r\n \r\n <\/i>\r\n <\/a>\r\n <\/span>\r\n<\/div><\/div>","protected":false},"excerpt":{"rendered":"

Author’s Note: I wrote this point paper for a different\/specific audience. It has gotten a chilly reception. I hope our crew enjoys it and I look forward to feedback from our unique group of veterans and business professionals.<\/em><\/p>\n

Background<\/h1>\n

Transitioning from active duty military to civilian employment or finding a new career after serving is challenging and a new digital obstacle confronts veterans, especially former officers. Previously the interview and employment challenge is bridged by veterans\u2019 assistance firms both for and non-profit along with veteran friendly employers. 21st century recruiting tools designed to streamline talent acquisition may be erecting a new barrier to interviewing and hiring veterans that conventional relationships between veteran transition services and employers isn\u2019t addressing.<\/p>\n

The Veteran Gaps<\/h1>\n

Veterans present unique challenges and opportunities for … Continue reading → <\/span><\/a><\/p>\n","protected":false},"author":5506,"featured_media":0,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-2767","post","type-post","status-publish","format-standard","hentry","category-uncategorized"],"_links":{"self":[{"href":"https:\/\/balldiamondball.com\/blog\/wp-json\/wp\/v2\/posts\/2767","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/balldiamondball.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/balldiamondball.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/balldiamondball.com\/blog\/wp-json\/wp\/v2\/users\/5506"}],"replies":[{"embeddable":true,"href":"https:\/\/balldiamondball.com\/blog\/wp-json\/wp\/v2\/comments?post=2767"}],"version-history":[{"count":4,"href":"https:\/\/balldiamondball.com\/blog\/wp-json\/wp\/v2\/posts\/2767\/revisions"}],"predecessor-version":[{"id":2773,"href":"https:\/\/balldiamondball.com\/blog\/wp-json\/wp\/v2\/posts\/2767\/revisions\/2773"}],"wp:attachment":[{"href":"https:\/\/balldiamondball.com\/blog\/wp-json\/wp\/v2\/media?parent=2767"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/balldiamondball.com\/blog\/wp-json\/wp\/v2\/categories?post=2767"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/balldiamondball.com\/blog\/wp-json\/wp\/v2\/tags?post=2767"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}