November 2016 Prosperity at Work E-Tip

Economics & Job Creation:

Life Sciences:
“Millennials & Politics: Why the Youth Vote Matters”

“Remote-controlled drone helps in designing future wireless networks”

“How cancer’s ‘invisibility cloak’ works”

The Industrials:
“How Employers Can Recruit and Retain Veterans”

Human Capital Solutions, Inc. (HCS) is a Retained Executive Search and Professional Recruiting firm focused in Healthcare, Life Sciences, the Industrials, and Technology. Visit our LinkedIn Company Page to learn more about HCS and receive weekly updates.

HCS has created the Prosperity at Work proposition which focuses on creating prosperous relationships between companies and their employees (associates). HCS assists companies in improving bottom line profitability by efficiently planning, organizing and implementing optimized, practical and value-added business solutions.



Economics & Job Creation:


Total nonfarm payroll employment rose by 161,000 in October, and the unemployment rate
was little changed at 4.9 percent, the U.S. Bureau of Labor Statistics reported today.
Employment continued to trend up in health care, professional and business services,
and financial activities.

| Hurricane Matthew

Hurricane Matthew affected parts of the East Coast during the October reference
periods for the establishment and household surveys. For information on how
severe weather can affect employment and hours data, see Question 8 in the
Frequently Asked Questions section of this news release.

Household Survey Data

The unemployment rate, at 4.9 percent, and the number of unemployed persons, at 7.8
million, changed little in October. Both measures have shown little movement, on net,
since August 2015. (See table A-1.)

Among the major worker groups, the unemployment rate for Hispanics declined to 5.7
percent in October, while the rates for adult men (4.6 percent), adult women (4.3
percent), teenagers (15.6 percent), Whites (4.3 percent), Blacks (8.6 percent), and
Asians (3.4 percent) showed little change. (See tables A-1, A-2, and A-3.)

The number of job losers and persons who completed temporary jobs declined by 218,000
over the month to 3.7 million. The number of long-term unemployed (those jobless for 27
weeks or more) was unchanged at 2.0 million in October and accounted for 25.2 percent
of the unemployed. (See tables A-11 and A-12.)

In October, both the labor force participation rate, at 62.8 percent, and the
employment-population ratio, at 59.7 percent, changed little. These measures have
shown little movement in recent months, although both are up over the year. (See
table A-1.)

The number of persons employed part time for economic reasons (also referred to as
involuntary part-time workers) was unchanged in October at 5.9 million. These
individuals, who would have preferred full-time employment, were working part time
because their hours had been cut back or because they were unable to find a full-time
job. (See table A-8.)

In October, 1.7 million persons were marginally attached to the labor force, down by
216,000 from a year earlier. (The data are not seasonally adjusted.) These individuals
were not in the labor force, wanted and were available for work, and had looked for a
job sometime in the prior 12 months. They were not counted as unemployed because they
had not searched for work in the 4 weeks preceding the survey. (See table A-16.)

Among the marginally attached, there were 487,000 discouraged workers in October, down
by 178,000 from a year earlier. (The data are not seasonally adjusted.) Discouraged
workers are persons not currently looking for work because they believe no jobs are
available for them. The remaining 1.2 million persons marginally attached to the labor
force in October had not searched for work for reasons such as school attendance or
family responsibilities. (See table A-16.)

Establishment Survey Data

Total nonfarm payroll employment rose by 161,000 in October. Thus far in 2016,
employment growth has averaged 181,000 per month, compared with an average monthly
increase of 229,000 in 2015. In October, employment continued to trend up in health
care, professional and business services, and financial activities. (See table B-1.)

Health care employment rose by 31,000 in October. Within the industry, employment growth
occurred in ambulatory health care services (+19,000) and hospitals (+13,000). Over the
past 12 months, health care has added 415,000 jobs.

Employment in professional and business services continued to trend up in October
(+43,000) and has risen by 542,000 over the year. Over the month, a job gain occurred
in computer systems design and related services (+8,000). Employment in management and
technical consulting services continued to trend up (+5,000).

In October, employment in financial activities continued on an upward trend (+14,000),
with a gain in insurance carriers and related activities (+8,000).

Employment in other major industries, including mining, construction, manufacturing,
wholesale trade, retail trade, transportation and warehousing, information, leisure and
hospitality, and government, changed little over the month.

The average workweek for all employees on private nonfarm payrolls was unchanged at
34.4 hours in October. In manufacturing, the workweek edged up by 0.1 hour to 40.8 hours,
while overtime was unchanged at 3.3 hours. The average workweek for production and
nonsupervisory employees on private nonfarm payrolls was unchanged at 33.6 hours. (See
tables B-2 and B-7.)

In October, average hourly earnings for all employees on private nonfarm payrolls rose
by 10 cents to $25.92, following an 8-cent increase in September. Over the year, average
hourly earnings have risen by 2.8 percent. Average hourly earnings of private-sector
production and nonsupervisory employees increased by 4 cents to $21.72 in October. (See
tables B-3 and B-8.)

The change in total nonfarm payroll employment for August was revised up from +167,000
to +176,000, and the change for September was revised up from +156,000 to +191,000. With
these revisions, employment gains in August and September combined were 44,000 more than
previously reported. Over the past 3 months, job gains have averaged 176,000 per month.

The Employment Situation for November is scheduled to be released on Friday,
December 2, 2016, at 8:30 a.m. (EST).


Life Sciences:

Millennials & Politics: Why the Youth Vote Matters

November 4, 2016 – Millennials and politics. What a hot topic just four days out from the general election. This demographic group is now as large a potential political force as Baby Boomers, poised to make up 25 percent of the vote on Tuesday, according to an analysis of U.S. census data from the Pew Research Center. By comparison, in the 2012 election, voters between the ages of 18-29 made up less than 20 percent of the electorate.

But any further comparisons might stop there. While the Millennial generation is forging a distinctive path into adulthood, they are, in fact, relatively unattached to organized politics, instead linked by social media, burdened by debt, distrustful of people, and optimistic about the future. Is it fair to lump everyone into this narrow ban? Of course not. But current research suggests these are some of the general insights into Millennial thinking and behavior that most do agree on, even Millennials themselves.

Politically Independent

Pew Research Center surveys show that half of Millennials (50 percent) now describe themselves as political independents. These are at or near the highest levels of political and religious disaffiliation recorded for any generation in the quarter century that the Pew Research Center has been polling on these topics. (See Exhibit 1)

“This generation is informed predominately through the social media lens, good or bad,” said Smooch S. Reynolds, an executive recruiter with DHR International, and a Millennial prognosticator. “This generation has had little opportunity to set a foundation to develop critical and key criteria that feel right in order to contribute to being a productive part of this election.”

Why the Millennial Vote Matters

Pew Center research that Millennials stand out for voting heavily Democratic and for their liberal views on many political and social issues, ranging from a belief in an activist government to support for same-sex marriage and marijuana legalization. Not only do half of all Millennials choose not to identify with either political party, just 31 percent say there is a great deal of difference between the Republican and Democratic parties. (See Exhibit 2)

According to U.S. Census data, about a third of people under age 44 (the group for which data was presented) did not vote in the 2012 presidential election, with more than half of those ages 18-24 not voting. If voting in the 2016 election stays on that track, it will be the third election in which fewer younger people decided not to take part in the voting process. Ms. Reynolds said this might have to do with the political structure itself. “Millennials focus their energies where they can be productive in a quick and effective manner,” she noted. “In many ways, our political system simply doesn’t allow for that.”

Even so, this generation stood out in the past two presidential elections as strikingly Democratic. According to national exit polls, the young-old partisan voting gaps in the last elections of 2008 and 2012 were among the largest in the modern era, with Millennials far more supportive than older generations of Barack Obama. As President Obama’s approval ratings have declined in recent years, however, Millennials have joined older adults in lowering their assessments of him. (See Exhibit 3)

Yet Millennials continue to view the Democratic Party more favorably than the Republican Party. And Millennials today are still the only generation in which liberals are not significantly outnumbered by conservatives.

Again, Ms. Reynolds weighs in. “As Millennials grow older and gain some heft in terms of wisdom through their life experiences and through work experiences, who knows where they’re going to net out politically. My guess is they will try to align themselves with whichever party seems to present concrete, effective answers to societal challenges.” Regardless, she said, they will always focus on the ethics of the candidate pool. “This is even more of a reason for Millennials to get out the vote.”

Millennials by Age and Race

As is the case within any generation, Millennials are not all alike. They are a diverse group with a myriad of views on many of the important issues of their time. And some political analysts have suggested that older and younger Millennials may differ in terms of their political views and party allegiances.

However, Pew Research’s report shows that the shares of younger and older Millennials who identify with the Democratic Party are roughly comparable. Younger and older Millennials also have similar assessments of the job Barack Obama has done as president. Fifty percent of younger Millennials (ages 18 to 25) and 47 percent of older Millennials (26 to 33) approve of the way he is handling his job as the nation’s chief executive.

The political views of Millennials differ significantly across racial and ethnic lines. About half of white Millennials (51 percent) say they are political independents. The remainder divide between the Republican (24 percent) and Democratic (19 percent) parties. Among non-white Millennials, about as many (47 percent) say they are independent. But nearly twice as many (37 percent) identify as Democrats while just nine percent identify as Republicans.

These partisan patterns are closely linked to views of President Obama. While Millennials as a group are somewhat more approving of him than Gen Xers or Baby Boomers, these differences are driven more by race and ethnicity than by age. White Millennials’ views of President Obama are not substantially different from those of older whites. Some 34 percent of white Millennials approve of the job he is doing as president, compared with 33 percent of Gen Xers, and 37 percent of Baby Boomers. By contrast, 67 percent of non-white Millennials give the president high marks for the job he’s doing.

White and non-white Millennials have different views on the role of government as well. On balance, white Millennials say they would prefer a smaller government that provides fewer services (52 percent), rather than a bigger government that provides more services (39 percent). Non-white Millennials lean heavily toward a bigger government: 71 percent say they would prefer a bigger government that provides more services, while only 21 percent say they would prefer a smaller government. The racial gaps are about as wide among Gen Xers and Boomers.

Economic Hardships

Perhaps influencing Millennials’ political views is the fact that they are the first generation in the modern era to have higher levels of student loan debt, poverty and unemployment, and lower levels of wealth and personal income than their two immediate predecessor generations (Gen Xers and Baby Boomers) had at the same stage of their life cycles.

Their difficult economic circumstances in part reflect the impact of the Great Recession (2007-2009) and in part the longer-term effects of globalization and rapid technological change on the American workforce. Median household income in the U.S. today remains below its 1999 peak, the longest stretch of stagnation in the modern era, and during that time income and wealth gaps have widened.

Not surprisingly, the new Pew Research survey finds that about seven-in-10 Americans, spanning all generations, say that today’s young adults face more economic challenges than their elders did when they were first starting out. This might be why Ms. Reynolds said that Millennials “distill conflicts and situations own to simple solutions.”

At the same time, fully a third of older Millennials (ages 26 to 33) have a four-year college degree or more —making them the best-educated cohort of young adults in American history. In an increasingly knowledge-based economy, young adults today who do not advance beyond high school have been paying a much stiffer penalty — in terms of low wages and high unemployment —than their counterparts did one and two generations ago.

Economic Optimism 

Despite their financial burdens, Millennials are the nation’s most stubborn economic optimists. More than eight-in-10 say they either currently have enough money to lead the lives they want (32 percent) or expect to in the future (53 percent). No other group of adults is nearly as confident, though when Gen Xers were the age Millennials are now, they were equally upbeat about their own economic futures.

The confidence of Millennials in their long-term economic prospects is even more notable in light of another finding from the Pew Research survey: Fully half of Millennials (51 percent) say they do not believe there will be any money for them in the Social Security system by the time they are ready to retire, and an additional 39 percent say the system will only be able to provide them with retirement benefits at reduced levels. Just six percent expect to receive Social Security benefits at levels enjoyed by current retirees.

About six-in-10 Millennials (61 percent) oppose benefit cuts as a way to address the long-term funding problems of Social Security, a view held by about seven-in-10 older adults. There is a much bigger generation gap, however, on the question of whether government should give higher priority to programs that benefit the young or the old. About half (53 percent) of Millennials say the young, compared with 36 percent of Gen Xers and just 28 percent each of Baby Boomers. All of these beliefs could create a political force if the Millennials can rally and show up ‪next Tuesday morning, said Ms. Reynolds.


In response to a battery of questions in the Pew Research survey about how they think of themselves, Millennials are much less inclined than older adults to self-identify as patriotic.

For example, only about half (49 percent) of Millennials say the phrase “a patriotic person” describes them very well — with 35 percent saying this is a “perfect” description. By contrast, 64 percent of Gen Xers, 75 percent of Baby Boomers say this describes them very well. This gap may be due more to their age and stage in life than a characteristic of their generation. When Gen Xers were young, they too lagged behind their elders on this measure in a similarly worded question.

What Is Important to Millennials In This Election

The Millennial Impact Report, created by research firm Achieve and the Case Foundation, has drawn some important conclusions about how Millennials are responding to the presidential race, and what their attitudes say about their philanthropic motivations.

Here are five top trends that the report found:

  • Millennials are most interested in education, healthcare and the economy. Education consistently ranked highest for respondents across the three surveys, followed by healthcare, the economy and employment/wages. Supporters of Hillary Clinton indicated the most interest in education. Donald Trump supporters are most interested in the economy, but they’re also interested in healthcare and national security.
  • Millennials identify as more conservative-leaning than liberal. Half of the respondents identified as conservative compared to 43 percent liberal and seven percent neutral. However, many conservative respondents have political beliefs that reside closer to neutral than to very conservative. Female Millennials identify much more as liberal than do their male counterparts. Older Millennials are more conservative than younger Millennials.
  • Millennials only somewhat believe that they are activists. When asked how much they agree with this statement – “I am an activist (a person who behaves intentionally to bring about political or social change)” – the average response was just over neutral (54 percent), while the median response for this question was 60 percent. So most Millennials somewhat believe they are activists — male Millennials more than female and conservative-leaning more than liberal-leaning Millennials believe they are activists.
  • The majority of Millennials have little or no trust that the government will do what is right. More than half of Millennials trust the government only a little or not at all, compared to 44 percent who trust the government some or a lot. One quarter of male Millennial respondents reported trusting the government a lot, compared to only 10 percent of female respondents. Half of conservative-leaning Millennials report trusting the government a lot or some, compared to just 37 percent of liberal respondents.
  • The number of respondents planning to vote in the presidential election remains strong. Nearly all male Millennial respondents are registered to vote, compared to 83 percent of female Millennials. Similarly, 84 percent of male Millennials are planning to vote in the presidential election, compared to 79 percent of females. More Millennials aged 25-36 are registered and plan to vote than younger ones, while more conservative-leaning Millennials are registered and planning to vote than liberals. Fewer Midwestern Millennials are registered to vote and plan to vote in the presidential election than Millennials in other regions.

In light of the ugly behavior demonstrated by both party leaders contending for the highest office in the land four days from today, Ms. Reynolds said that one of the most powerful ways the Millennial generation could positively influence the future of our government is to keep the pressure on as it relates to simplifying messages and therefore solutions, right up until the final day before the election. “Millennials need and deserve to have their voice heard,” she said. “We all need them now to step into the political arena and shake it up a bit!”

Contributed by Scott A. Scanlon, Editor-in-Chief and Adam Shapiro, Director of Marketing & Brand Management — Hunt Scanlon Media




“‘Remote-controlled drone helps in designing future wireless networks

Aerial photographs and photogrammetry together provide an accurate 3D model, which improves the prediction of the propagation of radio waves at millimetre-wave frequencies.

The development of mobile devices has set increasingly high requirements for wireless networks and the emission of radio frequencies. Researcher Vasilii Semkin together with a research group at Aalto University and Tampere University of Technology has recently tested in their research work how aerial photographs taken using a so-called drone could be used in designing radio links.

By using both the aerial photographs taken by the drone and photogrammetry software, they were able to create highly detailed 3D models of urban environments. These models can be used in designing radio links. Photogrammetry is a technique where 3D objects can be formed from two or more photographs.

‘The measurements and simulations we performed in urban environments show that highly accurate 3D models can be beneficial for network planning at millimetre-wave frequencies’, Semkin says.

Towards a more cost-efficient design process

The researchers compared the simple modelling technique that is currently popular to their photogrammetry-based modelling technique.

‘With the technique used by us, the resulting 3D model of the environment is much more detailed, and the technique also makes it possible to carry out the design process in a more cost-efficient way. It is then easier for designers to decide which objects in the environment to be taken into account, and where the base stations should be placed to get the optimum coverage’, Semkin explains.

In the future, it will be possible to utilise the technique in designing 5G wireless connections, among other things.

See a video



How cancer’s ‘invisibility cloak’ works

UBC researchers have discovered how cancer cells become invisible to the body’s immune system, a crucial step that allows tumors to metastasize and spread throughout the body.

“The immune system is efficient at identifying and halting the emergence and spread of primary tumors but when metastatic tumors appear, the immune system is no longer able to recognize the cancer cells and stop them,” said Wilfred Jefferies, senior author of the study working in the Michael Smith Laboratories and a professor of Medical Genetics and Microbiology and Immunology at UBC.

“We discovered a new mechanism that explains how metastatic tumors can outsmart the immune system and we have begun to reverse this process so tumors are revealed to the immune system once again.”

Cancer cells genetically change and evolve over time. Researchers discovered that as they evolve, they may lose the ability to create a protein known as interleukein-33, or IL-33. When IL-33 disappears in the tumor, the body’s immune system has no way of recognizing the cancer cells and they can begin to spread, or metastasize.

The researchers found that the loss of IL-33 occurs in epithelial carcinomas, meaning cancers that begin in tissues that line the surfaces of organs. These cancers include prostate, kidney breast, lung, uterine, cervical, pancreatic, skin and many others.

Working in collaboration with researchers at the Vancouver Prostate Centre, and studying several hundred patients, they found that patients with prostate or renal (kidney) cancers whose tumors have lost IL-33, had more rapid recurrence of their cancer over a five-year period. They will now begin studying whether testing for IL-33 is an effective way to monitor the progression of certain cancers.

“IL-33 could be among the first immune biomarkers for prostate cancer and, in the near future, we are planning to examine this in a larger sample size of patients,” said Iryna Saranchova, a PhD student in the department of microbiology and immunology and first author on the study.

Researchers have long tried to use the body’s own immune system to fight cancer but only in the last few years have they identified treatments that show potential.

In this study Saranchova, Jefferies and their colleagues at the Michael Smith Laboratories, found that putting IL-33 back into metastatic cancers helped revive the immune system’s ability to recognize tumors. Further research will examine whether this could be an effective cancer treatment in humans.

This study was published in the journal Scientific Reports.


The Industrials:

How Employers Can Recruit and Retain Veterans

On this Election Day our sights turn to country, duty, and of course, voting. But we wouldn’t have what we do, and live under the protections that we have, if it wasn’t for our military service men and women.

To that end, military service is probably the greatest honor that any American we can bestow on the nation, but it is also a sacrifice. The trouble comes for some veterans when they try to rejoin the civilian work world. A recent report looked at the topic and arrived at a discouraging statistic: 85 percent of employed post-9/11 veterans are not completely satisfied with their current job. And, according to the iCIMS report, titled ‘America’s Heroes at Work: The Veteran Hiring Report,’ 86 percent of post-9/11 veterans spend time each week looking for a new job.

In collaboration with RecruitMilitary, the nation’s leading veteran hiring firm, the study was conducted to gain a better understanding of post-9/11 veterans’ experience and expectations while job hunting and at work, following their military experience.

The unemployment rate for post-9/11 veterans has declined 1.4 percentage points from 2014 to 2015 to 5.8 percent. While the unemployment rate for post-9/11 veterans is on the decline, the iCIMS survey reveals just how tough it continues to be for veterans to build a career in the civilian workplace – and why some employers fail to attract talented candidates with military service experience.

“The results from our survey are eye-opening, and reinforces the need for employers to focus on nurturing their veteran employees and enhance their recruitment efforts to attract veteran job seekers,” said Susan Vitale, chief marketing officer at iCIMS. “Although it is encouraging to see the unemployment rates for post-9/11 veterans on the decline, our survey reveals just how tough the transition continues to be for those who are trying to build a career in the civilian workforce and why some employers are missing the mark in attracting talented candidates with experience in the military.”

Job Hunt Challenges

When looking for a job, post-9/11 veterans might not be finding the right opportunities. In fact, 86 percent of post-9/11 veterans decided not to apply for or accept a job after leaving the military. Disappointment with the salary or benefits offered (56 percent) was the top reason, followed by believing they didn’t have enough education or training to do the job (41 percent), and reading negative reviews about the company’s culture or work environment (30 percent).

Corporate veteran hiring initiatives and programs make a difference, but here’s some discouraging news from post-9/11 veterans: 74 percent believe it would take them longer to find a job than a non-veteran with the same level of work experience.

Many veterans expressed the fears and challenges they face during the job search process, including a perceived bias and skills gap. In fact, 41 percent of post-9/11 veterans believe hiring managers do not understand their military experience, 37 percent believe hiring managers devalue their military experience, and 36 percent believe job postings require more specialized experience than they have.

Seeking Equity

In the face of a perceived anti-military bias, veterans in the civilian job market may downplay their military experience. In fact, 47 percent of post-9/11 veterans have understated or excluded their military service on their resume or online job application. Among those who have understated or hidden their military experience, 44 percent were concerned their military service would negatively impact the hiring decision.

Even after being hired, veterans can still experience a career slump. Among those who have been employed post-discharge, 59 percent of post-9/11 veterans believe they have fewer advancement opportunities than expected and 58 percent feel their work was less meaningful than their military service, and 54 percent feel overqualified for their position.

According to a recent survey of employers by the National Association of Colleges and Employers (NACE), leadership, strong work ethic, problem-solving skills, and ability to work in a team were among the top six skills employers seek on a candidate’s resume.

Leadership is something that comes naturally for many veterans – and companies can tap into this if they have a strong mentorship program says the ICIMS study. In fact, 93 percent of post-9/11 veterans would be willing to serve as a mentor to a civilian employee, for example, teaching skills they learned in the military and how they can be applied to the workplace.

Forty four percent of veterans feel they have a strong work ethic, 35 percent say they have good problem-solving skills, 28 percent report they have great adaptability, 26 percent said they work well in a team environment and 24 percent report they excel in organization and discipline.

If you’re looking for the best and the brightest veterans to join your team, keep in mind the job qualities post-9/11 veterans say would most attract them to a company: salary or employee benefits (67 percent), advancement or promotion opportunities (58 percent) and on-the-job training opportunities (32 percent).

Where to Find Job-Seeking Veterans

General job boards such as Indeed or CareerBuilder are the most popular among job-seeking post-9/11 veterans with 61 percent looking for jobs on them, followed by government websites (45 percent) and career websites of specific companies (42 percent). While our research has shown that many jobs seekers now use social media to search for and apply to jobs, surprisingly only two percent of veterans said they use these sites to look for open jobs.

“Executive recruiters can also help military personnel transition out to the civilian business community to land jobs, especially in an era of tightening labor supplies,” said Scott A. Scanlon, founding chairman and CEO of Greenwich-based Hunt Scanlon Media. “The U.S. military is a workforce similar to any other major corporation that goes through an expansion or contraction. Leveraging their human assets during times of contraction, such as now, is a strategic business move for companies looking to bolster talent reserves in areas as diverse as supply chain, cyber security and logistics to name just a few,” he said.

What Employers Can Do to Improve

Even when companies recruit and hire veterans, they may be failing to make the most of their talents and experience. Disappointingly, 63 percent of employed post-9/11 veterans believe they use 50 percent or less of the job skills they learned in the military. This could be causing frustration and even boredom for veterans transitioning to civilian jobs. By gaining an understanding of the top skills veterans hold, employers can tap into this talent and ensure they are providing a challenging and rewarding career path.

Employers are still missing the mark when it comes to building out great veteran hiring programs and continuing to improve them. In fact, 89 percent of post-9/11 veterans who have been employed post-discharge have never been asked by an employer or prospective employer for their feedback regarding its veteran hiring program. In order to recruit and retain veteran top talent, employers need to be asking for feedback about the application, interview, and employee onboarding processes to make sure they are not missing the mark.

Below are three tips on how to put these insights into action with technology:

1.   Monitor and Adjust Sourcing Strategies – In order to make an organization more visible, employers should regularly use multiple channels to discover which sources are most effective. Employers can make open positions easy to discover by advertising where candidates are looking, such as government websites or veteran job boards. Dedicated talent acquisition technology helps companies more effectively build candidate pipelines with automation and ease. Companies of all sizes can explore and test candidate outreach channels to attract more candidates and reduce their time to fill. Employers should partner with a technology provider that allows for a seamless flow of information from multiple vendors into a single talent acquisition system of record.

2.   Encourage Employee Referrals – Leverage your existing veteran employees’ networks and encourage them to refer others to your open positions. Part of the reason employee referrals are considered so successful by employers is because they are effective at attracting talent that easily fits into a company’s existing culture. By capitalizing on employee networks, companies can enhance their ability to compete for veteran talent.

3.   Promote Your Employment Brand – In order to market your organization as an employer of choice for veterans, companies need to build their employment brand in the military community. Allow candidates to sign up for email communications and automate the process with a recruitment marketing tool. Produce veteran facing recruitment marketing email campaigns that highlight the veterans who work in your organization and what they have accomplished while working for you. Address why your company is interested in recruiting veterans and clearly outline how a military background is a good fit for your open positions.

“It is evident that there is a disconnect and a lack of understanding between veterans and employers,” Ms. Vitale concluded. “Our servicemen and women, who have received some of the most sophisticated training and experience and have made extreme sacrifices for our country, are having trouble gaining job security, stability, and a sense of purpose as civilian workers. By gaining more awareness of the top skills veterans hold, employers will be more equipped to tap into this talent and create mutually beneficial relationships with candidates who have served.”

Employers That Are Doing It Right

According to MilitaryTimes, the top five employers for veterans in 2016 were Verizon, Union Pacific Railroad, USAA, PwC, and BAE Systems.

Contributed by Scott A. Scanlon, Editor-in-Chief, Hunt Scanlon Media


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