Military Friendly® Announces 2024 Employee Veteran Leadership Awards

PITTSBURGH, April 23, 2024 – Today Military Friendly® proudly announced the 2024 Employee Veteran Leadership Awards, which honor US military veterans who excel in their careers.

The 2024 list features 40 veterans who demonstrate the finest qualities of our nation’s military, including leadership, teamwork, discipline, determination, adaptability, a strong work ethic and a never-quit attitude.

“Too often America only hears about the negative challenges associated with military service. These veterans personify those who are better for their service, who leverage their military training and experience to thrive as civilian employees,” said Dan Fazio, awards program manager. “We are honored to spotlight these veterans who bring excellence to their organizations.”

The 2024 Employee Veteran Leadership Awards honorees will be featured in the June issue of G.I. Jobs magazine, a print and digital publication distributed globally to transitioning service members, veterans and their families.

This year’s award winners are:

Justin Maunz, Safespill

Mihai Sofronie, Olympus Corporation of the Americas

Augie Keene, ADP

Jeff Boudreau, Old National Bank

Carlos Couto, Comcast

Terence Gragston, Amazon

Marc Migala, UPMC

George Garcia, HCA Healthcare

Richard Scott, Norfolk Southern

John Turner, PrimCorp

Fred Mora, Gulf States Toyota

Kenneth Killingsworth, Watco

Karl Williams, Easterseals Redwood

Ruben Martinez, United States Postal Service

Abigail Peterson, Merck

Cappy Surette, The Walt Disney Company

Nelson Labadie, Guild Mortgage Company

Damian Padilla, CoreCivic

Jennifer Cragg, US Navy

Brad Burleson, Stephenville ISD

Jesus Garcia, Lowe’s Companies Inc.

Paul Richardson, Zeiders Enterprises Inc.

Jeff Buchanan, Worthington Enterprises

Jack Fitzgerald, RingCentral

Nicholas Gross, AAR Corp.

Jacqueline Foster, Roche

Michael Edbauer, Highmark Western and Northeastern New York

Timothy Gahr, PRIDE Industries

Justin McEwen, The Office of Congressman Ken Calvert

Brian Moss, AAAC Wildlife Removal

Richard Jaynes, AcqCentric

Terri Page, Humana

Patricia Frost, Seagate Technology

Kyle Giffen, FIS

Elizabeth Chandler, Southern New Hampshire University

James Lane, The Goodyear Tire and Rubber Company

Riley Burdick, Arizona Public Service

Amy Bleken, Client Solution Architects

Brian Geer, The Mannik & Smith Group Inc.

Daniel Clabbers, GE Aerospace

For media inquiries, please contact:

Dan Fazio
dan.fazio@viqtory.com
412-269-1663 x131

About Military Friendly®

The Military Friendly® ratings program was started in 2003 as an advocacy vehicle to encourage civilian organizations to invest in programs to recruit, retain and advance veterans as employees, entrepreneurs and students. By providing a benchmark to aim for, by posting a “score,” this program has encouraged civilian organizations to help veterans thrive in the civilian workforce. We believe that this is the very cornerstone of creating sustainable civilian opportunities for veterans.

For details visit MilitaryFriendly.com

Military Friendly® Announces 2024 Veteran Champions of the Year in Corporate America

PITTSBURGH, April 18, 2024 – Military Friendly® is proud to unveil the distinguished recipients of the 2024 Veteran Champions of the Year (VCOY) in Corporate America awards, honoring those who embody exceptional dedication to supporting America’s veterans in the civilian workforce.

This year, 58 exemplary champions have been selected for their unwavering advocacy on behalf of veterans and military employees across corporate America, government agencies, and non-profit organizations. These individuals are recognized for their roles in establishing and nurturing sustainable opportunities, services and programs within their respective organizations. Examples include recruiting and hiring initiatives, onboarding and mentoring programs, veteran network and affinity groups, bridging the cultural gap between veteran and non-veteran employees, recognizing military service within the organization, and working with veterans service organizations and other community groups.

Those chosen for the award do not have to be veterans themselves.

“The transition from military to civilian life can be challenging, even for the most prepared service members. The remarkable support and guidance provided by these advocates to help veterans thrive in their civilian careers are truly commendable,” said Dan Fazio, awards program manager. “We take immense pride in shining the spotlight on these 58 people.”

The 2024 Veteran Champions of the Year in Corporate America list will be featured in the June issue of G.I. Jobs magazine, a print and digital publication distributed globally to transitioning service members, veterans and their families.

This year’s award winners are:

Scott Nichol, Shoppas Material Handling

Dylan Kodad, Apex Systems

Tia Prevo, Allegiant Air

Irving Smith, ADP

Matthew Barker, Gulfstream Aerospace Corporation

Zbigniew “Zig” Resiak, American States Utility Services Inc.

Stacey Lane, Staffmark Group

Andrew Doyle, Olympus Corporation of the Americas

Mark Johnson, Leidos

Monique Ruiz, Texas Department of Family and Protective Services

Jennifer Delatte, Cedars-Sinai

Cheri Rubocki, Old National Bank

Yvonne Baros, Sandia National Laboratories

Jonathan Castilaw, MCA

Shannon Parker, Watco

Hannelore Weber, LHH Recruitment Solutions

Erik Orient, UPMC Health Plan

Nicholas Boyle, Norfolk Naval Shipyard

Christina Glennon, Levi Strauss and Company

Ricardo Munoz, Mission Technologies, a division of HII

Casey McEuin, Michaels Stores Inc.

Kelsey Rasmussen, Guild Mortgage Company

TJ Martin, USIC

Brian Morgan, CSX Transportation

Mary Chitwood, Robin’s Home

Tasia Bromell, RingCentral

Angie Rochester, The Citadel, the Military College of South Carolina

Justin Stone, Draper

Dustin Walker, C&W Services

Thomas Marsland, VetSec Inc.

Paul Hannaway, US Marine Corps

Alan Cook, University of Alabama Birmingham

Haley Weaver, The Home Depot

Michelle Mills, Amazon

Caleb Sexson, ADM

Michael Zeiders, Zeiders Enterprises Inc.

Steve Weston, Verizon

Eric Airola, J.B. Hunt Transport Inc.

Raina Stevens, PRIDE Industries

Greg Dellinger, AAR Corp.

Joe Sekely, Pittsburgh Regional Transit

Rick McManigal, Capital One

Ashleigh Glass, EnerSys

Lee Kirby, Salute

Phillip Iddins, Alight Solutions

Kellie Burke, Humana

Wileen Benjamin, CoreCivic Houston Processing Center

Nathan King, FIS

Keith Dotts, Dotts Group

Devon Beard, Department of Veterans Affairs

Rob Arndt, BufferSprings

Carol Borden, Guardian Angels Medical Service Dogs

Heather Kline, Client Solution Architects

John Schuman, Rocket Companies

Jonathan Snider, HCA Healthcare

Greg Burden, XPO Inc.

Greg Hamm, Werner Enterprises

Jennifer Murphy, GE Aerospace

For media inquiries, please contact:

Dan Fazio
dan.fazio@viqtory.com
412-269-1663 x131

About Military Friendly®

For details visit MilitaryFriendly.com

2024 Military Friendly® Supplier Diversity Programs Awardees Announced

PITTSBURGH, March 2024 – Continuing its mission to provide veterans and their spouses with the finest choices for employment opportunities, today, VIQTORY released the 2024 Military Friendly® Supplier Diversity Program list.

Since 2003, the Military Friendly® lists have set the standard for organizations to provide the best opportunities for veterans and military spouses.

This prestigious list provides a comprehensive guide for veterans and their families using data sources through continuously improved methodology, criteria, and weightings developed with the help of an independent research firm and proprietary survey information from participating organizations.

Organizations earning the Military Friendly® Supplier Diversity Program designation were evaluated using both public and government data sources with responses from a comprehensive survey completed by the employer.

We are proud to recognize 142 employers earning this prestigious designation and truly representing what it means to be “Better for Veterans and Better for America.”

The 2024 Military Friendly® Supplier Diversity Program list can also be found at www.militaryfriendly.com.

MEDIA CONTACT: Kayla Lopez, mf2021@militaryfriendly.com.

About Military Friendly® Supplier Diversity Programs:

The Military Friendly® Supplier Diversity Program list is created each year based on extensive research using public data sources for more than 8,800 employers nationwide, and responses to the proprietary, data-driven Military Friendly® Companies survey from participating companies.

The survey questions, methodology, criteria, and weighting were developed with the assistance of an independent research firm. Ernst & Young, a global leader in assurance, tax, transaction, and advisory services, independently evaluated the scoring methodology used for the Military Friendly® Supplier Diversity Program list using the criteria set forth by VIQTORY. The services performed by EY are limited to advisory procedures and do not provide assurance over the scoring methodology.

The survey is administered for free and is open to all employers that wish to participate. Criteria for consideration can be found at www.militaryfriendly.com.

About VIQTORY:

Founded in 2001, VIQTORY is a service-disabled, veteran business enterprise (SDVBE) that connects the military community to civilian employment, educational, and entrepreneurial opportunities through the G.I. Jobs®, Military Friendly®, and Military Spouse brands. VIQTORY and its brands are not a part of or endorsed by the U.S. Department of Defense or any federal government entity.

Terms for Use of Intellectual Property:

Military Friendly® is a trademarked term that VIQTORY owns. As such, we have a legal obligation to monitor its use to ensure it retains its strength in the military and veteran community.

Military Friendly® was created as an advocacy vehicle representing the interests of the people who come from the military and veteran community. It does not imply an endorsement from, nor does it have any connection to, the U.S. Department of Defense or the federal government.

You may reference your company as a “Military Friendly® Supplier Diversity Program Designee” but must follow case sensitivity as shown here and use the registered trademark (®) symbol placed after the word “Friendly.” Size, specifications, and use of the Military Friendly® logos can be found in our Branding Guide at www.militaryfriendly.com/Support/.

Pioneering Excellence in IT and Cybersecurity Recruitment

It comes as no surprise that in the employment staffing realm, strategic recruitment has become a cornerstone for organizational success. Nowhere is this more crucial than in the realm of IT and Cybersecurity, where the demand for top-tier talent has reached unprecedented heights. As the industry navigates a talent shortage, VIQTORY Talent emerges as a trailblazer, uniquely positioned to address the high need for skilled professionals by utilizing our extensive military database.

Navigating the IT and Cybersecurity Talent Drought:

The current state of employee recruitment presents a distinctive challenge, especially in fields where technological advancements outpace the talent pool. The need for IT and cybersecurity professionals has surged exponentially, leaving organizations scrambling to secure individuals with the right blend of technical expertise and strategic thinking. In this landscape, VIQTORY Talent stands out as a beacon of expertise, dedicated to filling this critical gap.

Addressing Military Workforce Needs:

Recognizing the invaluable skills and experiences that military veterans bring to the table, VIQTORY Talent has strategically positioned itself as a leading expert in recruiting from this exceptional talent pool. Military veterans, with their disciplined approach, adaptability, and technical acumen, offer a unique advantage in the fast-paced world of IT and cybersecurity.

Our commitment to the military audience goes beyond a mere acknowledgment of their skills; it’s about understanding the distinct language, experiences, and certifications integral to this community. At VIQTORY Talent, we specialize in translating military expertise into the language of IT and cybersecurity, ensuring a seamless integration of these skilled professionals into civilian roles.

Numbers That Speak Volumes:

The statistics underscore the urgency of the IT and cybersecurity staffing challenge. In the United States alone, job postings for cybersecurity positions have increased by 94% over the past six years. This shortage not only amplifies the talent competition but also highlights the critical need for specialized recruitment solutions.

Moreover, military veterans bring a unique advantage to the table. Studies reveal that veterans are 81% more likely to have a security clearance, a crucial asset in the cybersecurity domain. Furthermore, veterans often outperform their civilian counterparts in roles requiring strategic thinking, adaptability, and the ability to navigate complex technological landscapes.

VIQTORY Talent: Your Strategic Partner in IT and Cybersecurity Recruitment:

As organizations grapple with the challenges of recruiting in the competitive IT and cybersecurity landscape, VIQTORY Talent positions itself as the go-to partner for tailored hiring solutions. Our expertise lies not only in identifying and attracting top-tier talent but also in understanding the specific needs of the military community.

We leverage a data-driven approach, backed by over two decades of experience, to streamline recruitment processes and optimize outcomes. VIQTORY Talent acts as an extension of your team, committed to delivering personalized solutions that align seamlessly with the unique requirements of IT and cybersecurity roles.

Empowering Your Organization's Digital Future:

VIQTORY Talent empowers organizations to future-proof their workforce. Our focus extends beyond recruitment to talent development, ensuring that the professionals we place are equipped to navigate the ever-changing technological terrain. From cybersecurity certifications to the latest IT trends, VIQTORY Talent ensures that your organization’s digital assets are safeguarded by a skilled and forward-thinking workforce.

Elevate your Recruitment Strategy with VIQTORY Talent:

In conclusion, VIQTORY Talent emerges as an industry expert, offering a strategic advantage in the recruitment of IT and cybersecurity professionals, particularly from the esteemed military community. As the demand for these specialized skills continues to soar, partnering with VIQTORY Talent ensures not just recruitment but a transformative infusion of talent that drives organizational success in the digital age. Elevate your recruitment strategy with VIQTORY Talent, where expertise meets excellence, and empower your organization’s digital future.

If you’d like to learn more or connect with a team member, just fill out the form below.

The Missing Piece to the Staffing Puzzle: Military Veterans

In the dynamic and ever-evolving landscape of business, staffing companies play a pivotal role in connecting employers with the right talent. While a diverse workforce is often emphasized for its benefits, there is a particular group of individuals whose unique qualities make them an invaluable asset to any organization – military veterans. With a wealth of skills, discipline, and dedication acquired through their service, veterans bring a distinct perspective to the workplace. This article delves into the importance of staffing companies focusing on military veterans and highlights the transformative impact they can have on a company’s success.

A Bridge Between Skills and Opportunities:

Staffing companies serve as a bridge between job seekers and employers, aiming to match candidates with the right roles. Military veterans, with their extensive training, discipline, and diverse skill sets, are often ideal candidates for a wide array of positions. Their experience in leadership, problem-solving, teamwork, and adaptability makes them valuable assets across industries ranging from technology and healthcare to logistics and management.

Transferable Skills:

The military instills a range of skills that seamlessly translate into the corporate world. Leadership, critical thinking, and adaptability are second nature to veterans, allowing them to excel in dynamic work environments. Moreover, the ability to perform under pressure, make quick decisions, and maintain composure during high-stress situations makes veterans an asset in demanding job roles.

Diversity, Equity, and Inclusion:

Diversity, Equity, and Inclusion are crucial in today’s global marketplace. Staffing companies that prioritize hiring military veterans contribute significantly to fostering a diverse workforce. Veterans come from diverse backgrounds and cultures, reflecting the essence of a multicultural society. Their unique experiences bring fresh perspectives, enhancing creativity and innovation within teams.

Teamwork and Camaraderie:

Military service is built on teamwork and camaraderie. Veterans understand the power of collaboration and the importance of contributing to a common goal. This sense of unity is directly translatable to the workplace, where they can work seamlessly within teams, boosting overall productivity and morale.

Adaptability and Flexibility:

The ever-changing nature of the military requires veterans to be adaptable and flexible in their approach. This agility is highly beneficial in the corporate world, where industries and markets are in a constant state of evolution. Veterans bring a “can-do” attitude and an ability to pivot when faced with challenges, making them a valuable resource for companies striving to stay competitive.

Dedication and Work Ethic:

The military instills an unwavering dedication to duty and a strong work ethic in its servicemen and women. Veterans understand the importance of commitment and hard work, traits that are highly sought after by employers. Their willingness to go the extra mile and persevere through challenges contributes to a positive work culture and improved performance across teams.

Supporting Veterans' Transition:

Transitioning from military service to civilian life can be daunting for veterans. Staffing companies that specialize in placing veterans in suitable roles play a pivotal role in easing this transition. These companies provide personalized assistance, helping veterans identify career paths that align with their skills and interests. By acknowledging the unique challenges veterans face and offering tailored support, staffing companies facilitate a smoother integration into the civilian workforce.

Staffing companies have a profound role to play in shaping the modern workforce, and their focus on military veterans brings a wealth of benefits to the table. The invaluable skills, diverse perspectives, and unwavering dedication veterans offer make them an asset to any organization. By recognizing the significance of hiring veterans, staffing companies not only support these brave individuals but also contribute to the growth and success of businesses across industries. In harnessing the talents of military veterans, companies can create a stronger, more inclusive, and resilient workforce that thrives in today’s competitive landscape.

If you’d like to learn more or connect with a team member, just fill out the form below.

Revolutionizing Talent Management – Better Staffing Solutions

In today’s increasingly tight labor market, attracting, hiring, and retaining top talent is a challenging task. If your open positions require specific skills, experiences, and competencies, you can best serve your needs by building your own talent pool based on those position requirements, rather than casting a wide net and hoping you catch an ideal candidate.

VIQTORY Talent specializes in delivering IDEAL candidates for our partners through one-to-one candidate matching. Our mission is to deliver personalized, data-driven solutions that are tailored to each client’s unique needs. By leveraging the database, relationships, and expertise we’ve cultivated in the space for over 21 years, VIQTORY Talent has become a trusted partner for businesses of all sizes, across an array of industries.

So what sets us apart?

Saving You Time & Resources:

We act as an extension of your HR and Recruiting teams and allow you the ability to streamline your recruitment processes. By outsourcing your tough-to-fill positions to our team of experts, you save your team time and resources while improving outcomes. Whether you require specific work experiences, hard skills, certifications, clearances, or anything in between, VIQTORY Talent will do the heavy lifting for you, allowing your teams to reduce the time spent on the granular research, vetting, and outreach process.

We specialize in mapping candidate skills to job descriptions and requisitions. What this means for you is improved employee retention rates due to the overall improved quality of your hires. (Not to mention that on average, military veterans retain at a higher rate than their civilian counterparts)

Improved Candidate Experience:

It goes without saying that a positive candidate experience will help increase your overall applications. We specialize in effectively sourcing, screening, and interviewing candidates, and doing so with the white glove service most internal teams don’t possess the bandwidth for. Our team of recruitment professionals understands the landscape and has the necessary tools at their disposal to find the perfect candidates. From the researching phase to the personalized outreach, our team ensures each and every candidate, regardless of the outcome, is handled with care, and doesn’t leave with a bad taste in their mouths.

Additionally, by holding ourselves to certain candidate standards, we deliver to our partners only the most qualified candidates, reducing the likelihood of a mismatch. This cuts down on the long and strenuous recruitment process that far too many of us have fallen victim to. Speed and Efficiency are the names of the game. We pride ourselves on delivering both. Improving your candidate experience will help lead to more quality hires in a shorter amount of time.

Diversity, Versatility, and Availability of Military Talent:

One of the unique advantages of working with VIQTORY Talent is the diversity, versatility, and availability of military talent. VIQTORY Talent has been connecting its partners with top-tier military candidates for over 20 years. With over 20,000 individuals in our database, we are leading the charge for one-to-one recruiting in the military space.

Diversity

The military community is one of the largest pools of diverse talent in the world with more than 10 million across the entire ecosystem. Coming from all walks of life, different backgrounds, beliefs, experiences, work histories, and everything in between, the military is a uniquely diverse talent source you should tap into.

Versatility

Secondly, the versatility of veteran candidates can’t be overstated. Not only do many of them already have the certifications and clearances required of many Government Contracting positions, but they bribing intangible skills and experiences to the table, including leadership, teamwork, adaptability, and problem-solving abilities. Additionally, veterans are known for their work ethic, dedication, and commitment to excellence. Simply put, nobody can get an individual ready for anything quite like Uncle Sam.

Availability

We’ve spoken about the vastness of the military community and our ability to locate and connect with specific individuals, but what is the breakdown of the military audience? VIQTORY Talent is helping to bridge the gap between military service and civilian employment and let us tell you, there is a ton of talent out there:

10+ Million Across the Military Ecosystem
1.3 Million Active Duty Military
800,000+ Guard and Reserve Members
3.7 Million Post 9/11 Veterans
200,000+ Transition Out of the MIlitary Annually
690,000+ Active-Duty Military Spouses
370,000+ Guard & Reserve Spouses

This a renewable source of talent with more than 200,000 transitioning back into the civilian world each year adding to the already massive audience, and we specialize in hand-picking the perfect individual for your hard-to-fill positions. Finding qualified workers doesn’t need to be a time-consuming, arduous process. Leverage our personalized, data-driven solutions that are tailored to your unique needs and fill your positions quickly and efficiently with your ideal prospects.

If you’d like to learn more or connect with a team member, just fill out the form below.

Leveraging Military Veterans: A Strategic Fit For GOVCONs

The realm of government contracting is marked by its intricate nature, demanding both expertise and dedication to navigate the complex landscape. In this arena, military veterans emerge as a natural and advantageous fit for government contracting companies. Their unparalleled skills, acquired through years of disciplined service, position them as assets that can drive efficiency, excellence, and success within the government contracting sector. This article explores why military veterans are uniquely suited for roles within government contracting companies and how their contributions can lead to enhanced performance and mission accomplishment.

A Shared Sense of Mission:

Government contracting companies often operate within the framework of public service, aiming to support various government agencies in their missions. Military veterans, who have already devoted themselves to a higher calling during their service, seamlessly align with the sense of purpose that drives these organizations. Their dedication to the mission at hand and their understanding of the broader goals make them natural allies in government contracting endeavors.

Navigating Regulations and Compliance:

The world of GovCon is laden with regulations, policies, and compliance requirements. Veterans, who are well-versed in adhering to strict rules and procedures during their military service, bring an innate ability to navigate and understand complex regulatory frameworks. This skill not only ensures seamless compliance but also contributes to the efficiency of processes, saving time and resources.

Disciplined Work Ethic:

The military instills a disciplined work ethic in its members, fostering a commitment to excellence and attention to detail. This trait is a boon in the government contracting world, where precision and accuracy are paramount. Veterans’ ability to maintain focus under pressure, complete tasks diligently, and adhere to deadlines aligns perfectly with the demanding nature of government contracts.

Effective Communication and Collaboration:

Clear and effective communication is essential in government contracting, where teams must work cohesively to achieve common goals. Veterans’ experience in diverse and high-stress environments equips them with strong communication and collaboration skills. They understand the value of teamwork, making them adept at building relationships and fostering collaboration with clients, colleagues, and stakeholders.

Problem-Solving and Adaptability:

Government contracting often involves navigating unforeseen challenges and adapting to evolving situations. Veterans are adept problem-solvers, accustomed to thinking on their feet and finding innovative solutions in dynamic scenarios. Their ability to adapt to change ensures a seamless flow of operations, even in the face of unexpected obstacles.

Security Clearances and Trustworthiness:

Many government contracting projects involve sensitive information and national security considerations. Military veterans, often holding security clearances from their service, possess a demonstrated level of trustworthiness and reliability. Their experience in handling classified information ensures a heightened level of security awareness and adherence to confidentiality protocols.

Understanding the Client Perspective:

Veterans, having been part of the military machinery, possess a unique perspective that aligns with government agencies’ needs and objectives. Their familiarity with the inner workings of these agencies grants them an edge in understanding client expectations and tailoring solutions to meet their specific requirements.

In the dynamic realm of government contracting, military veterans stand out as an exceptional fit, bringing a wealth of skills, values, and experiences that align seamlessly with the demands of the sector. Their shared sense of mission, disciplined work ethic, problem-solving abilities, and security consciousness position them as assets that can drive success in complex government contracting projects. As government contracting companies seek individuals who can uphold their commitment to excellence and navigate intricate challenges, veterans emerge as the strategic choice that can elevate their operations, foster collaboration, and contribute to the accomplishment of critical missions.

If you’d like to learn more or connect with a team member, just fill out the form below.

Jack Wagner Named 2024 Pittsburgh Veteran of the Year

PITTSBURGH – Jack Wagner, a Marine Corps veteran who earned the Purple Heart in Vietnam, was named the 2024 Pittsburgh Veteran of the Year for his lifetime of advocacy and service to fellow veterans, residents of the Pittsburgh region, and citizens of Pennsylvania.

Wagner was presented the award Sunday by Military Friendly® during a fundraising party at the Soldiers & Sailors Memorial Hall & Museum in Oakland. The event benefited Folds of Honor, Toys for Tots, Soldiers & Sailors Memorial Hall & Museum Trust, and Gunny’s Ridge. The award is presented to one of the region’s outstanding veterans who demonstrates leadership, teamwork, and a commitment to serving others.

After returning from Vietnam and earning a college degree, Wagner devoted 28 years to public service, including eight years as Pennsylvania’s Auditor General, 10 years as a Pennsylvania State Senator, and 10 years on Pittsburgh City Council. He later founded and currently serves as Chairman of the Board for Pittsburgh Hires Veterans, a nonprofit organization that provides free one-on-one employment support to veterans and spouses.

Wagner also serves as the Regional Development Director for Guardian Angels Medical Service Dogs, which rescues, raises, trains, and donates life-saving service dogs to veterans and first responders. He has led the organization in acquiring land and permits for construction, selecting and guiding the contracted architectural firm, and raising funds for a 102-acre training facility a few miles from Pittsburgh International Airport. Wagner also serves with the Sharing and Caring Organization to support hospitalized veterans.

“I cherish the Pittsburgh Veteran of the Year award first and foremost in honor of the Marines I served with in Vietnam that made the ultimate sacrifice,” Wagner said. “In addition, the award brings positive recognition to the veterans that we serve through Pittsburgh Hires Veterans, Guardian Angels Medical Service Dogs, and Sharing & Caring Inc. These are all nonprofits that help veterans in different meaningful ways, including finding quality jobs, receiving a medical service dog, or a day of entertainment on the Gateway Clipper—all services at no cost. These three nonprofits and many others in the Pittsburgh region, along with the Veterans Administration and other government agencies, play a major role in making sure we are not leaving our brothers and sisters behind.”

While Wagner has largely separated himself from politics, he recently began working to change the primary electoral system in Pennsylvania that prohibits those registered as Independents from voting for a Republican or Democrat candidate. This rule prevents those who identify as Independents, a group that includes many veterans, from the primary electoral system.

“Through his remarkable service and commitment, Jack has not only shaped the narrative of veteran support but has also left an enduring mark on the hearts of those he has served. This accolade is a testament to his legacy, reminding us all of the profound impact one dedicated individual can have on the many lives he has touched. Well deserved, Jack, and thank you for your unwavering commitment to our veterans and military community,” said Kayla Lopez, senior director of Military Partnerships for Military Friendly, a VIQTORY company.

Four other veterans were honored Sunday as 2024 Pittsburgh Veteran of the Year finalists for their dedication to serving the military and veteran community:

Dr. Ben Stahl, a US Navy veteran who serves as Chief Executive Officer for the Veterans Leadership Program, a nonprofit organization that provides holistic services to veterans in 30 counties in Pennsylvania, Ohio, and New York.

Jonathan Bliss, a US Air Force veteran who is an Operational Risk Officer for PNC Bank and serves as the Executive Committee Vice Chair of Veterans Leadership Program’s Board of Directors.

Cameron Culliver, a Master Sergeant with the US Space Force who also serves as President of the Sto-Rox School District Board of Directors.

Jody Steinberger, Client Solutions Specialist for PNC Bank who chairs the PNC Mutt Strut and volunteers with Folds of Honor and Guardian Angels Medical Service Dogs.

You can read their full bios at MilitaryFriendly.com/2024PGHVOY

The Rise of Virtual Hiring: Insider Look

In 2023 we’ve seen virtual hiring events take on a life of their own and are becoming increasingly popular among organizations looking to recruit top talent. With remote work becoming more popular and the need for more flexible hiring processes, virtual hiring events offer a range of benefits for both employers and job seekers. Here are some of the marquee benefits of virtual events.

1) Reach a Wider Talent Pool:

One of the major benefits of virtual hiring events is the ability to reach a wider pool of candidates. While in-person recruiting events are limited by geographical locations, virtual events allow you to ditch those physical barriers and attract job seekers from all over the world. This means that you can connect with a more diverse range of candidates and find the best fit for your organization. You would be surprised to see how many job-seekers are willing to relocate for the right opportunity!

2) Cost-Effective:

Virtual hiring events also offer a more efficient and cost-effective method for employee recruitment. In-person hiring events can be expensive to organize with costs associated with venue rental, catering, and travel expenses for recruiters. Virtual events can be organized quickly and easily, conducted from the comfort of your office, give you the chance to connect with more prospects and save time and money for both employers and job seekers.

3) Streamline Your Recruitment Process:

Another advantage of virtual hiring events is the ability to streamline the recruitment process. In addition to the financial costs associated with traditional hiring events, they also often result in a limited number of connections between recruiters and job seekers. This is because, at traditional events, recruiters are often overwhelmed with a large number of attendees vying for their attention in real-time.

Virtual hiring events, on the other hand, offer a more intimate and focused setting for recruiters to connect with potential candidates. These events allow recruiters to schedule dedicated one-on-one chat sessions with candidates, providing a more personalized experience for both everyone involved.

4) Data-Driven Insights:

Furthermore, data-driven insights are becoming increasingly important in the hiring process. They allow recruiters to make more informed decisions and improve their overall hiring outcomes. Gain insights into candidate engagement metrics, such as how many candidates attended a virtual hiring event or how long they spent interacting with recruiters. They can also analyze candidate qualifications, such as education and work experience, to identify the most qualified candidates for a given role. These insights can help recruiters make more informed hiring decisions, improve their time-to-hire, and ultimately, find the best candidates for their organization.

Conclusion:

The benefits virtual hiring events bring from employers speak for themselves, but virtual hiring events are also becoming more popular among job seekers. According to a recent survey by Jobvite, 51% of job seekers said they would prefer to attend a virtual career fair over an in-person event. This suggests that virtual events are increasingly seen as a convenient and effective way to connect with potential employers.

Overall, virtual hiring events offer a range of benefits for both employers and job seekers. From reaching a wider pool of candidates to reducing costs and streamlining the recruitment process, virtual events are becoming an increasingly popular choice for organizations looking to hire top talent.

If you’d like to learn more or connect with a team member, just fill out the form below.

How To Craft Student Personas: Turn Prospects Into Students

It’s essential for companies to have a strategic approach to student recruitment as the war for admissions wages on. One important step in developing your recruitment strategy is creating student personas. In layman’s terms, student personas are fictional representations of your ideal students. While the terminology may be construed as discriminatory at first, in reality, the process simply allows you to assess your programs, GPA requirements, Extracurricular Requirements, Test Scores, and all of your school’s offerings to allow you to target prospects who fit the bill. Instead of casting a wide net and marketing to everyone under the sun, build your own pond of qualified candidates who are likely to engage with your marketing.

In this article, we’ll explore the benefits of creating personas and provide practical advice for getting started.

Why Create Recruitment Personas?

Student personas can help you streamline your recruitment efforts, cut down on time-to-fill, and improve your student quality. By having a clear understanding of your ideal candidate for your different majors, you can tailor your marketing outreach, social media activity, and interview questions.

This customized approach improves the effectiveness of your student recruitment efforts across all channels and will help you to attract the most qualified candidates in the quickest amount of time.

How to Create Recruitment Personas:

While understanding the concept and value behind it is one thing, developing effective recruitment personas isn’t quite so simple. It requires research, testing, analysis, optimizations, and collaboration. To get started, you need to understand the market, and an even better understanding of your organization:

Market Research – By researching your industry, geographical location, and your competitors, you’ll gain a better understanding of the market and identify your niche. Get online and see who your competitors are targeting, what their messaging looks like, which channels their leveraging, and the qualifications they’re recruiting for. This can help you learn from what is already working at other schools, and identify areas of opportunities for you to jump on. Here are some of the things your admissions teams should be asking:

1. Who are your direct competitors
2. What are their strengths and weaknesses?
3. What type of media are they leveraging?
4. Which pools are they recruiting from?
5. What are the trends in your industry?
6. Are there geographical locations being targeted more than others?
7. What are the GPA requirements at similar schools?
8. What platforms do they utilize?
9. Are there any recruitment trends from your competitors you can identify?
10. What does the current Higher Education Landscape look like?

There are a number of ways you can gather the needed information including interviews with current students, surveys of industry professionals, focus groups, and online research.

Internal Research – Most, if not every school, regardless of institution type, has minimum requirements for admission. We’re more interested in the opposite side of the spectrum. What does the above-average student look like? Here’s what you’ll need to know:

1. All Degree Offerings & Prerequitis for Each
2. GPA Range
3. SAT Scoring Range
4. ACT Scoring Range
5. Extracurricular Requirments
6. Advanced Placement Credit Requirments
7. Volunteer Requirements
8. Weight of Legacy on Application Process
9. Ideal Interview Responses
10. “It Factor” Define and Weigh Value

It’s important to note that during the process the goal is to identify what makes up the ideal student for specific degree programs, not to discriminate or disqualify potential candidates. Prioritizing diversity in your recruitment process will lead to a more inclusive and well-rounded campus. Now it’s time to put all of that research to use. Use the data you’ve gathered to develop fictional representations of your ideal students.

Now it’s time to put all of that research to use. Use the data you’ve gathered to develop fictional representations of your ideal candidates for each different degree program you offer. Each persona should have specific requirements and hit certain thresholds by using the recommendations we covered above. If you have the ability to include information about their values, interests, and personality traits, it will only help with the success of your efforts.

Example Exercise:

Now let’s look at a practical example. Let’s say we’re developing a persona for a Pre-Medicine Undergrad Student. Here’s what a general persona might look like:

Major – Pre-Medicine
- GPA Range – 3.8 – 4.0+
- SAT Scoring Range – 1300 – 1600
- ACT Scoring Range – 30 – 36
- Extracurricular Requirments – Member of 3 or more Sports Teams and/or Clubs
- Advanced Placement Credit Requirments – 4 or higher in Biology and Chemistry
- Volunteer Requirements – 400+ total hours over 4 years of High School
- Weight of Legacy on Application Process – If a parent or sibling is an Alumni, leniency is awarded on GPA and Test Score requirements
- Ideal Interview Responses – It’s important to know how you hope prospects will respond to certain questions during the interview

Once you’ve put in the legwork and crafted your Ideal Student Personas, you have your blueprints in hand and can start to customize your marketing efforts based on the characteristics of your perfect student. Now that you’ve identified your target audience, you can cater your content and message across all channels: social media, email, paid advertising, job postings, interview questions, and your company website just to name a few.

The goal of student recruitment personas is to help attract, enroll, and retain the best possible candidates for your academic departments, campus culture, and school values. Start streamlining your recruitment efforts by incorporating student personas into your process and ultimately, start enrolling higher-quality students quicker.

You can fill out the form below if you’d like to discuss your recruitment effort and goals with one of our military recruitment experts.