Why Diversity Recruiters Should Target Veterans

By Tim Malloy, Inbound Marketing Specialist

Hiring military veterans ain’t what is used to be. Hiring veterans is no longer the cliche “nice thing to do.” Military veterans are bringing the tangible, trackable benefits that companies covet, which is why hiring managers and talent acquisition directors can’t seem to find enough of them.

Have you realized that military veterans might be the very answer to your hiring problems? Are you having trouble finding quality, qualified candidates? Struggling with retention? Need specific skills? Look no further. Here’s why YOU NEED to be targeting military veterans in your recruiting.

Retention and Hiring Results

Naturally, you know that retention is one of the biggest concerns for anyone in talent acquisition and hiring. I’m not breaking anything new to you here. But what if you could hire workers who are qualified and who have a track record of being easier to retain? Take a look at veterans.

According to the 2019 Military Friendly® Companies Survey, 60% of companies reported higher retention rates for military veterans compared to their civilian counterparts. That’s not the only data that backs it up, either. According to the 2018 Veteran Hiring Survey, 67% of surveyed businesses reported better retention rates for veterans. The survey survey also found that 59% of businesses reported that veterans have better interview-to-hire ratios, while 65% of businesses showed better acceptance rates for veterans.

Research by Syracuse University’s Institute for Veterans and Military Families suggests that military veterans are instilled with a strong sense of identity and loyalty to their organization, and that this can contribute to low attrition/turnover numbers for veteran workers.

If these KPIs matter to you, and they surely do, recruiting military veterans can help you hit your numbers.

Veterans Have the Skills You Need

Yes, military veterans are known for their intangible traits such as leadership, work ethic and determination, but they also bring the hard skills you need in order to fill the positions you have open. Here is some telling data from the 2020 Military Friendly® Companies Survey that might change your mind about the types of skills veterans bring to the table.

The top ten jobs surveyed companies hire veterans for are:

Operations Manager (51.71%)
Customer Service Representative (39.5%)
Accountant and Auditor (37.38%)
Computer Information Systems Manager (37.07%)
Software Applications Developer (31.78%)
Computer Systems Analyst (31.46%)
First-line Supervisor: Mechanic, Installer & Repairer (29.6%)
Sales Account Representative (29.28%)
Cyber Security Analyst (28.97%)
Software Systems Developer (28.04%)

While veterans certainly are more than capable of filling roles in customer service, sales and administration, they also possess many of the hard-to-find skills to thrive in accounting, software development, operations and cyber security. The extensive training and on-the-job experience they receive in the military is second-to-none, so why would you view it any differently than somebody who may have only gone to college and had an internship?

It’s time to re-think how you look at military veterans as job candidates.

Diversity

Yes, compliance with diversity regulations is imperative, and military veterans can help you achieve your required or desired diversity numbers. But that is not why you should hire military veterans. Again, this comes back to their skills and their impact on your company’s culture and profits.

Harvard Business Review released a study which found that diverse teams are able to solve problems more efficiently and effectively than cognitively similar teams. Military veterans come from an environment that demands quick, efficient problem solving. Makes sense that you could use a few of those kinds of people on your team, right?

Also, research from McKinsey and Company, a global management consulting firm, found that top teams composed of culturally diverse people significantly outperformed less diverse teams in terms of profit margin.

Bottom line – veterans can help YOUR bottom line.

Take the Stress Out of Recruiting!

Let’s work together to develop a cutting edge recruitment strategy that will capitalize on the technological capabilities of today and the future!

Webinar: Generating Quality Candidates From The Military Community

Join us as we discuss:

What is First Party Data and How Do We Use It to Target a Specific Audience
Best Practices in Military Veteran Recruitment
Advanced Targeting in Veteran Recruitment Marketing Campaigns

5 Tips For Better Veteran Talent Acquisition

By David Dobson, Senior B2B Marketing Manager

According to the 2022 Military Friendly® Employer Survey, the average employee retention among veterans was 78%. That’s big news, and a statistic that can definitely help the bottom line of your organization since having to replace talent costs the organization a significant amount of money and time.

Each year, an estimated 200,000+ service members transition out of the Armed Forces and search for civilian opportunities. These service members leave the military with unparalleled leadership skills, have a knack for transforming any project into a success, and have a plethora of soft skills that can impact the organization. They possess discipline, values, and integrity – which are all building blocks for great success.

Now, to attract these highly qualified people, it’s beneficial for companies to promote their support for the military community through their veteran programs and community support. Organizations must work to understand how to translate military skills into civilian ones, provide a culture that welcomes veterans, and provide flexibility to military spouses and Reserve/Guard members who can deploy when needed. We believe this flexibility, support, and investment is worth it because the return is a highly trained and dedicated veteran or military spouse employee.

5 Tips to Help your Company Stand Out in the Veteran Community

1. Develop a Unique Veteran Recruitment Strategy

Expand your reach beyond the usual job boards and develop a robust omnichannel recruitment campaign that consists of custom messaging, ad sets, landing pages, job board profiles, and first-party data targeting.

AECOM, a Fortune 500 firm, launched its first-ever social media talent acquisition campaign and was able to reach veteran job candidates that they were not able to find on any other recruiting platform. They used first-party military audience data, lookalike audiences, and personas to help them acquire 221 job applicants in just 60 days, all while significantly reducing their cost-per-applicant.

2. Market Your Company As a Military Ready Employer

Solidify your company’s reputation and brand as an employer that embraces the military community by featuring your company and veteran hiring initiatives in military-focused publications and communities such as G.I. Jobs, Military Spouse, and Military Friendly®.

G.I. Jobs magazine is the number one choice of service members for advice on career and education opportunities. New veterans look to G.I. Jobs for advice and tools to help them find the right jobs after leaving the military. G.I. Jobs is distributed to 200+ Military Transition (TAP) Classes, VA and military hospitals, base libraries, MWR offices, VA and USO centers, military job fairs, American Job Centers, and hundreds of active-duty commands worldwide. It is distributed to all G.I. Jobs registered users, shared on all social networks, and cross-distributed by external networks.

Military Spouse magazine is a monthly full-color magazine and online community that addresses the unique needs and interests of the almost one million military spouses. Articles cover topics spanning deployment issues, consumer products, moving duty stations, career tips, celebrity interviews, relationship building, budgeting, and family planning. It is distributed to all Military Spouse registered users, shared on all social networks, and cross-distributed by external networks.

3. Leverage Unique Military Job Boards

Attract veteran candidates by posting open positions on job boards or job apps unique to the veteran audience, such as the G.I. Jobs job board and the G.I. Jobs Hot Jobs app. These are great networks for finding qualified veteran employees. Websites such as GIJobs.com, Military.com, HireVetsFirst.gov, TurboTap.org, HelmetstoHardhats.org, and USAJobs.gov, are great resources for recruiting top veteran applicants.

4. Utilize Existing Initiatives

Promote the fact that your organization invests in programs that improve the lives of veterans. “Military friendly” and “veteran-friendly” should be more than just recruitment marketing and military talent acquisition terms. These are very specific promises you are making to a potential veteran hire.

Veterans are leaders who work well in teams and are truly mission-oriented. They are graduates of the premier training institution in the world. Employers know this, which is why they compete to attract military candidates as employees. However, veterans are finding that some businesses are using the term “veteran-friendly” yet don’t have a clue as to what the term means.

Explore opportunities to legitimately promote your organization’s commitment, effort, and success in creating sustainable and meaningful benefits for the military, veteran, and military spouse communities. Learn how the Military Friendly® designation creates better outcomes for veterans.

5. Translate military jargon into civilian skills

The cliche example of what veterans have to offer is leadership and hard work. That’s a given. What’s not a given is the second-to-none experience and extensive job training they received while being in the military. They offer skills to jobs such as operations manager, sales representative, and technical assets to your company that no one else can. So, peel back that resume and dive deep into what that veteran can offer you. Have them explain what they did in the military to help you better understand.

Find tools and resources that can help connect military skills to the skills that you are looking for. Organizations must work to understand how to translate military skills into civilian ones. Utilize sophisticated soft skills matching and career mapping to map beyond MOS (Military Occupational Specialty) codes, and help the perfect candidates find your jobs.

Veterans Have a Lot to Offer

Here’s the deal – we aren’t suggesting that you hire veterans because it feels good, or it’s the patriotic thing to do. We’re suggesting that veterans have a lot to offer the civilian workforce, they deliver tangible results for your organization, and they offer skills and experience that no one else can. They offer a different perspective with things like everyday meetings, business problems, and they can offer solutions that maybe no one thought about before.

If you’re looking to hire veterans, we can help you find the right military veteran candidate, with the right skills to fill your jobs. We help agencies, companies, schools, and brands accelerate their recruiting, enrollment, and growth goals using our first-party data across 3 trusted brands – G.I.Jobs®, Military Spouse®, and Military Friendly®.

VIQTORY Announces Partnership With University of Utah

Pittsburgh, Pennsylvania, July 6th, 2020: VIQTORY is proud to announce a new partnership with the University of Utah. This partnership will grow the University of Utah’s reach within the military community through a highly targeted, cross-platform digital advertising campaign with the G.I. Jobs brand promoting education opportunities at the David Eccles School of Business.

“We chose to partner with VIQTORY because we know they are experts in the military community and respected by our audience,” said Truman Smith, Marketing Coordinator, MBA Programs and Executive Education at the Eccles School of Business.

“Our educational offerings are some of the best in the country. We believe there is no better way to introduce our top-of-the-line product to the military community than by partnering with top-of-the-line experts: VIQTORY. We are excited about our partnership, and we look forward to developing a strong presence within the military.”

“We are very proud to present these higher learning opportunities to the military community on behalf of the University of Utah David Eccles School of Business,” says 20 year Army Veteran Darryl Williams, Director of Sales and Marketing at VIQTORY.

Utah joins dozens of other top notch universities who have chosen to recruit student veterans through VIQTORY.

About VIQTORY: Founded by three Navy veterans in 2001, VIQTORY is the premiere military marketing agency that connects the military community with the companies that want to hire them, the schools that want to educate them and the brands that want to reach them. Using data-driven strategies, smart technologies, and first party data gleaned through our own trusted media brands, VIQTORY is the fusion of both a media company and an ad agency.

About University of Utah Eccles School of Business: The Eccles School is synonymous with ‘doing.’ The Eccles experience provides a world-class business education with a unique, entrepreneurial focus on real-world scenarios where students put what they learn into practice long before graduation.

Founded in 1917 on a rich tradition of business success and leadership, the David Eccles School of Business at the University of Utah offers an experiential learning environment for students. It is home to 12 institutes and centers that deliver academic research and support an ecosystem of entrepreneurship, technology and innovation. The University of Utah in Salt Lake City is nestled in the foothills of the Wasatch Mountains, just 30 minutes from seven ski resorts and less than five hours from five national parks.

Contact: David Dobson, 412-269-1663 x150, david.dobson@viqtory.com

Employee Spotlight – Kyle Golik

At VIQTORY, we put a high value on company culture, and that starts with our employees. Get to know our team in this month’s Employee Spotlight. 20 Questions With Kyle Golik, Web Operations.

How long have you worked at VIQTORY?

Since February 2016.

What is your job title?

Good question. WebOps IT Specialist? To be honest I don’t pay attention to titles and just focus on the job at hand.

Briefly describe your primary responsibilities within that role. (What does a typical day look like?)

Checking backups, making sure operations are all up, assisting team members with any IT needs, and working on my daily projects.

What is it you enjoy most about your job?

No two days are the same. I could one day be buried in CRMs like Salesforce and HubSpot, another day working on Networking equipment, another day doing data cleansing, and another day assisting development.

What is your favorite memory from working at VIQTORY?

When we as an organization celebrated HONR on the NYSE in NYC and got to go to the NYSE and be on the floor.

Where are you from?

Tarentum, Pa – it is known as T-Town.

Where did you go to school and what was your major?

I went to Point Park University in Pittsburgh, Pa and got my Major in IT Management with a minor in Business Accounting and Administration.

What was your first job?

My first job was as a dishwasher at Tarentum Station restaurant. The story goes my Dad, as summer approached my sophomore year of high school, was giving me this attitude of you are not going to spend the summer laying around and geeking on the computer. So I applied at the Tarentum Station and they called out of the blue, so I ran down because I was excited to have progress and I got the job. So after Chef Tom (whom I am still friends with to this day) told John the owner that he hired me, they noticed me jumping for joy outside. He would ask me later why I did this and I said simply to get my Dad off my back. Little did I know I would get a second Father and lifetime friend out of it.

How do you spend your time outside of the office?

I enjoy going to concerts, cooking, and riding quads. I am part of a sportsman club so I have gotten into skeet shooting and archery. I am a freemason so I enjoy that brotherhood and spend time at Masonic Villages helping and volunteering. Also love the computer… so geeking out on the internet.

What are your favorite sports teams?

New York Yankees, Giants, Knicks, Rangers, Penn State Nittany Lions, and Barcelona FC. Also team Joey Chestnut and the Nature Boy Ric Flair!!! WOOOOOO!!!!!

Who are your 3 favorite bands/artists?

Man this is hard – Led Zeppelin and The Band are easily Top 2. #3 is between Pearl Jam and Miles Davis, depending on the day.

What is your favorite food?

Chicago Style Italian Beef. I love the Italian Combo, which is Italian Beef and Italian Sausage.

If you could have dinner with 3 people from history who would they be?

This is always tough – Linus Pauling, Alan Turing, and Wilder Penfield.

What is the last book you read?

I usually read multiple books at once on my iPad. The last book I completed was Fear and Loathing On the Campaign Trail ‘72, by Hunter S. Thompson. Currently I am reading Cosmos by Carl Sagan, Mamba Mentality by Kobe Bryant (RIP), and Seafire by John Gardner.

What is your favorite place to travel?

This is really tough, I absolutely love doing Niagara Falls/Toronto annually. My favorite combo trip was when my wife, brother, and sister in law went to Washington D.C., London, UK, and Dublin, Ireland all in one trip. I must say that my favorite place I have ever been to is Barcelona, Spain and I would move there tomorrow no questions asked.

Do you have any pets?

I have a pure Shih Tzu named Chai Bear who is 10. He answers to Woo Bear, Ghee, and Choo Choo.

What’s the best concert you’ve ever been to?

Anytime I have seen Pearl Jam live has been special – October 2013 in Pittsburgh is probably my favorite and the best.

If you could only watch one movie for the rest of your life what would it be?

This is hard man – the 1990 Paul Verhoeven classic Total Recall with Arnold Schwarzenegger, Rachel Ticotin, Sharon Stone, and Breaking Bad’s Dean Norris gets the nod today. The other is the 1986 classic Top Gun.

Tea or coffee?

I love tea but man a good coffee roast is like none other. Coffee by a hair.

What ranks first on your, “Bucket List?”

Venture into outer space and potentially try to colonize Mars.

Non-Traditional Student Recruitment Campaigns

Non-Traditional Student Recruitment Webinar

On-Demand Webinar: Sharing Success in Military Veteran Student Recruitment

Did you miss our panel discussion on best practices in military student recruitment, case studies of our partner schools, and integrated student recruitment marketing campaigns?

Don’t worry. We recorded it and you can access it here 👇

Based on the tremendous feedback, we wanted to make sure you had the chance to catch the discussion.

Student recruitment is the lifeblood of any college, university, trade school, community college, or global online program. Join us as we share examples of some of the best military student recruitment campaigns we’ve been involved in, and how your school can replicate success stories like 👇

Delivering online programs to adult students has been a part of the Ball State Online mission for decades, and the veteran audience is an extremely important part of that equation. We rely heavily on the talent and expertise from VIQTORY to guide strategy and implement tactics that show return on our investment. As marketing director of a small (but mighty) marketing team, it’s important to me that we use our limited time and energy wisely. The team at VIQTORY helps make that happen. And, we see results because of it.

Craig Meinhart, Director of Marketing and Communications, OSL

Reaching Military Spouses Eligible for the MyCAA Scholarship

Are you effectively marketing your institution’s participation in the Military Spouse Education & Training Opportunities program’s My Career Advancement Account (MyCAA) Scholarship?

What is MyCAA?

The My Career Advancement Account Scholarship, or MyCAA, is one of many resources the Department of Defense offers to help military spouses cultivate rewarding careers. Administered through the Spouse Education and Career Opportunities program, MyCAA provides up to $4,000 of financial assistance for military spouses who are pursuing advanced training in portable career fields.

Military Spouses Have Lots of Options

Military spouses have lots of options on how they want to apply their MyCAA scholarship money. But are they aware that your organization participates?

MyCAA scholarship money can go toward licensing, certification, or an associate degree in a portable career field. Military spouses can choose from more than 170 approved career tracks at 2,500+ institutions, or they can talk to a SECO career coach to get another program approved.

There are plenty of options available to the military spouse community – everything from nursing and K-12 teaching to photography, web development, and medical billing. Whether looking to spin their current career into something portable or begin a new pursuit, they can use MyCAA funds to support their goals. The question is, are they finding your organization?

They Have On-Call Support from the DoD

Military life means frequent moves, and the Department of Defense is committed to helping military spouses find fulfilling work that moves with them. The Department of Defense employs SECO career coaches to help military spouses plan a career path and secure MyCAA funding. They can also help write resumes, sharpen interview skills, or launch a business. They can call a SECO career coach for military-grade support that follows them everywhere their family is stationed. This is a big investment from the Department of Defense to help military families. It’s important to make military spouses are aware of your organization’s participation.

They Have to Act While Eligible

Military spouse eligibility is limited. If they’re eligible now, don’t wait to reach them. Eligible spouses are married to active duty service members, or reservists and National Guard on Title 10 orders; ranks E-1 to E-5, W-1 to W-2 and O-1 to O-2.

“I appreciate the college opportunity offered to me as a spouse of an enlisted soldier and I wish more spouses knew about and took advantage of the MyCAA program.” – Jenn Richardson, Army Spouse

Promote Your Military Tuition Assistance Programs

Our Military Spouse network gives you access to hundreds of thousands of spouses and military families. We can help promote your participation in the Spouse Education & Training Opportunities program’s MyCAA Scholarship to an unrivaled reach of over 22 million veterans, active duty, military spouses, and military families.

Accelerate your military spouse student applications with high performing, personalized, cross-channel campaigns. We’ll scale our programmatic marketing solutions to include targeting specific to the degree programs you’re seeking to enroll students in.

How To Reach More Military Spouses

Military Spouse magazine is a monthly full-color magazine and online community that addresses the unique needs and interests of the almost one million military spouses. Articles cover topics spanning education, deployment issues, consumer products, moving duty stations, career tips, celebrity interviews, relationship building, budgeting and family planning.

VIQTORY Announces Navy Mutual Aid Association Partnership

Navy-Mutual-Military--Consumer-Marketing

Pittsburgh, Pennsylvania, June 30, 2020: VIQTORY is proud to announce a new partnership with Navy Mutual Aid Association (“Navy Mutual”). This partnership will aim to grow Navy Mutual’s reach within the military community through a highly targeted, cross-platform digital advertising and educational campaign with the G.I. Jobs and Military Spouse brands.

“As an organization established to be there for our service members and their families in their time of need, we appreciate the vital role any spouse or caregiver plays to protect and maintain the home front,” commented Navy Mutual’s Chief Strategy Officer, RDML Brian Luther, USN, Ret.

“At the end of the day, we all leave behind a legacy, and it is our mission to ensure that military families are equipped with timely and accurate information in order to achieve financial security and make the best decisions for their loved ones. Partnering with VIQTORY helps us reach a critical audience of the military community.”

“Preparing for life after service can be a daunting task, one that many don’t give attention to until after service,” said VIQTORY CEO and Navy Veteran, Chris Hale

“Our partnership with Navy Mutual will assist in changing that. By promoting Navy Mutual’s message of educating service members, veterans and their family members on financial preparedness, we enable greater civilian success for the military community.”

About Navy Mutual Aid Association: Navy Mutual Aid Association, a nonprofit founded in 1879, is the country’s oldest federally recognized Veterans Service Organization, and provides life insurance and annuity products to military members and their families. Navy Mutual also assists service members and their survivors in understanding federal benefits to which they are legally entitled, and provides education on matters of financial security which are specifically tailored to the military member and family.

Contact: David Dobson, 412-269-1663 x150, david.dobson@viqtory.com

Ambitious VET Podcast with Darryl Williams

89: Career Development, Recruiting, and Advancing in Life is a Game of Chess Not Checkers with Darryl Williams

Jun 26, 2020

With the world being slowed down economically and some of the biggest industries being hit hard, thus limiting resources and opportunities for us to advance and grow-as Ambitious VETs- it’s still not an excuse to sit on the couch and wait for things to change. Are you ready to hear a message from a retired Army 1stSgt who has been there and knows what it is like to have to reinvent yourself time after time to stay relevant within the marketplace to produce value? Don’t miss this episode as we dive into topics like- talent acquisition with veterans and mil-spouses, recruiting for business and institutions, LinkedIn personal branding, and much more!

Once the interview begins:

0:00- 7:38 Min: How trying to identity parallels between the military and the civilian culture is not the answer- and THE ONE THING that should be the focus for having a successful career path post military.

7:38- 11:33 Min: Darryl’s personal philosophy on how to create open communication loops within your roles in life and how to fuel your continuous improvement mindset everyday.

11:33- 19:52 Min: Going from diamond and parade rest to no one cares and having to suck up pride to reinvent himself.

19:52- 24:30 Min: What you are exposing when you aren’t willing to learn how to brand yourself and properly leverage LinkedIn as a career or life advancement tool.

24:30- 30:58 Min: What industries were hit hard because of the crisis, what are some emerging booming industries, and what are some business models you can take advantage of so you are not put in a furlough position again.

30:58- 36:40 Min: How G.I. Jobs and Mil-Spouse are providing innovative solutions to connect veterans and mil-spouses to opportunities that fulfill them.

36:40- END: Darryl’s three #GoldenGrenades:
1) Find your purpose- find out what you need to be doing tomorrow.
2) Complacency kills- don’t get comfortable- the world will move without you.
3) Less than 1% of population volunteered to serve- don’t forget who you are.

Learn more about Darryl, Viqtory, G.I. Jobs, Military Spouse, and everything else he and the team are doing here:

LinkedIn
Viqtory Website
G.I. Jobs Website
Military Spouse Website
Hot Jobs GI Jobs Website

Originally published on the Ambitious VET podcast.

Generating Quality Candidates From the Military Community

Employee recruitment is the lifeblood of any company.

Join us as our experts review how your company can use a highly targeted approach to generate quality candidates from the military community to fill your talent pipeline.

Our experts will discuss best practices in Military and Veteran Recruitment, how we engage the Military community, and some Advanced Targeting in Veteran Recruitment Marketing Campaigns.

Get Instant Access to the Playback

3 Tips For A Stronger Talent Pipeline

A reliable talent pipeline is the lifeblood of a company’s long-term sustainability. A healthy talent pipeline can reduce time-to-hire, cost-to-hire, and can reduce your number of, “bad hires.” Here are three of our top tips and practices to help ensure that your pipeline doesn’t dry up.

1. Building Your Employer Brand

Your employer brand shows what kind of work environment your company provides and what kind of work your company does. In fact, it’s one of our top recruitment marketing trends for 2020.

It should be meticulously designed to attract only people who will be a fit within your company’s culture and who align with your mission.

The current individuals who are looking for employment want to work with companies that mirror their own values. In addition, over 72% of job-seekers spend at least an hour researching a company before they apply for a position. This means that candidates are doing their homework and makes it imperative to not only build a strong employer brand but to make the information easily accessible online.

This will not only help to fill your pipeline with the quality candidates you are looking for, but it will help your company stand out from the competition.

2. Craft New Hire Personas

Candidate Personas, much like Buyer Personas for marketers, allow recruiters to reach their prospective audience. Specifically, candidate personas give recruiters a chance to craft more detailed job descriptions and pinpoint which channels to use to reach candidates. This persona is created not only by identifying skills, qualifications, and education levels, but also by identifying personality traits, characteristics, and career goals of the ideal hire for your organization.

This ensures that they are both qualified, and a strong cultural fit for your company. Attracting the right people helps to increase your retention-rate while lowering the time it takes to fill open positions as well as the cost. You can then personalize your recruiting content and materials to find the perfect fit for your organization while saving yourself both time and money.

Measure Your Pipeline’s Success

Your talent pipeline is useless unless you can measure how successful its results are. Talent pipeline metrics help you measure the effectiveness of your sourcing strategies in finding and engaging passive candidates to fill future open positions. These metrics will allow you to track your source of hire which is important when mapping your recruiting strategies.

It will help you identify which channels are yielding the strongest results and which channels are the weaker links which will allow you to allocate resources accordingly. These metrics will also help you track the percentage of candidates that move forward in the interview process, your offer acceptance rate, and time-to-hire.

This will be an asset to your company when it comes to identifying what is working, and what needs to be restructured. Talent pipeline metrics can be a powerful tool, but it is only effective when you are using good clean data, and when you are being consistent in your practices.

Webinar: Generating Quality Candidates From The Military Community

Join us as we discuss:

What is First Party Data and How Do We Use It to Target a Specific Audience
Best Practices in Military Veteran Recruitment
Advanced Targeting in Veteran Recruitment Marketing Campaigns

Retention and Hiring Results

Veterans Have the Skills You Need

Diversity

Take the Stress Out of Recruiting!

Webinar: Generating Quality Candidates From The Military Community​

5 Tips to Help your Company Stand Out in the Veteran Community

1. Develop a Unique Veteran Recruitment Strategy

2. Market Your Company As a Military Ready Employer

3. Leverage Unique Military Job Boards

4. Utilize Existing Initiatives

5. Translate military jargon into civilian skills

Veterans Have a Lot to Offer

On-Demand Webinar: Sharing Success in Military Veteran Student Recruitment

What is MyCAA?

Military Spouses Have Lots of Options

They Have On-Call Support from the DoD

They Have to Act While Eligible

Promote Your Military Tuition Assistance Programs

How To Reach More Military Spouses

89: Career Development, Recruiting, and Advancing in Life is a Game of Chess Not Checkers with Darryl Williams

1. Building Your Employer Brand

2. Craft New Hire Personas

Measure Your Pipeline’s Success

Webinar: Generating Quality Candidates From The Military Community​

Webinar: Generating Quality Candidates From The Military Community

Webinar: Generating Quality Candidates From The Military Community