Your reputation is everything as an HR leader, and it’s composed of a variety of inputs from your colleagues, clients and partners. These inputs include elements such as the quality of your work, timeliness to meetings and your ability to work well with others. But one major aspect of reputation that’s often overlooked is the level of service you deliver to your colleagues, clients and partners.
One could argue that the modern HR leader is all about service, because the role is more consultative than it has been in the past. HR leaders consult on HR technology, offer advice on benefit plans and provide guidance on financial well-being programs.
Service is a big part of HR leaders’ jobs in 2019, yet it’s not often discussed in forums like this. Here are four ways you can enhance your reputation by delivering top-notch service to your colleagues, clients and partners.
Believe in the Power of Persistence
The power of persistence is something I share quite a bit with my Trustmark colleagues, and for good reason. I believe being persistent can have a significant effect on the level of service you deliver. Just consider your colleagues’ work lives. They’re in back-to-back meetings, they travel for work and they face the same demands and deadlines as all of us. These things add up to a hectic workday, so it should come as no surprise they’re often hard to pin down.
However, just because your colleagues/internal clients are busy isn’t an excuse to let your service slip. The key is to be persistent. For example, your boss may be really tough to get in front of — and she may rarely reach out. But you obviously need to keep her happy, even if it’s tough getting her attention. My advice: Make a point to check in with her once a week for a five-minute chat. You might be surprised how much impact five minutes can have. In this case, being persistent and staying on your boss’ radar can make the difference between getting a promotion or staying in your same position.
Focus on Being Responsive
Throughout my career I’ve put a lot of time and energy into being responsive, and it has paid off. What’s the secret? Setting consistent expectations and adhering to them.
In other words, do you want to respond to a request from a colleague within a couple of hours? Or is 24 hours more reasonable? Or end of the day? There’s no right or wrong answer here — the key is establishing the fact that you will respond within a defined period of time.
In some cases you won’t have an immediate solution to the request. But, in my experience, colleagues, clients and partners want to hear from you and want to know you’re working on their particular issue. This has paid dividends for me, and I’m sure it’ll make a difference in establishing your reputation as a service leader too.
Listen with Intent
Listening is one of the most underrated skills in business — more specifically, listening with intent. Over the course of my career I’ve noticed that many people “hear” what people are saying in meetings, but very few are “listening,” and fewer yet are listening with intent.
Everyone wants to talk. Everyone wants to make their point. Instead, resist the urge to always be talking and to fill dead air with words. The best HR leaders are those who ask thoughtful questions and then sit back and listen. The key to listening with intent is to discover those pain points you can help solve. I can almost guarantee that your advice and counsel will be much more well-received and useful if you start listening with intent.
Form Connections
Nurturing personal connections can go a long way toward helping you develop a genuine reputation as a service leader in our industry. At Trustmark I’ve seen many instances where my colleagues work with multiple generations of a family brokerage house. Those relationships began as business relationships and, over time, evolved into friendships. The first step in shaping personal connections is showing a genuine interest in your colleagues, clients or partners. Make it a point to learn about their lives outside of work — their families and outside interests.
My suggestion: Start every meeting by asking one question about a non-work-related item (family, hobbies, sports, etc.). You might be surprised at how consistently asking that one question at the beginning of every meeting can break down barriers and build long-lasting trust.
We don’t often talk about service in our industry, but it’s definitely an area that can make a massive impact on your reputation as an HR leader. I’ve seen many HR leaders embody the qualities, skills and ideas above — and I’ve seen a few who have not. Those who have embraced service in our industry have been successful. It’s no coincidence that these leaders are consistently responsive, persistent and excellent at forming personal connections while always listening with intent.
https://talentculture.com/wp-content/uploads/2019/07/4-Ways-HR-Leaders-Can-Establish-a-Reputation-as-a-Service-Leader-scaled.jpeg12801920Alex Moralhttps://talentculture.com/wp-content/uploads/2020/05/TCLogo_web-272x60-1.pngAlex Moral2019-07-11 09:12:142019-07-11 09:12:144 Ways HR Leaders Can Establish a Reputation as a Service Leader
When it comes to the world of business, there is much that goes on behind the scenes that would scare consumers. As someone who has seen firsthand what goes on in a restaurant’s kitchen, I can tell you, it’s not a place people would find particularly appetizing. This is an example of how sometimes keeping the buying public in the dark is in the best interest of everyone. By contrast, this doesn’t work for all buying decisions, and it’s not uncommon for people to be victims of backroom deals that often turn into situations where consumers are convinced to buy products that benefit the vendor more than the consumer. For example, when you bring your car in for a simple fix, but are, instead, sold a new transmission.
When it comes to HR Technology, especially considering current market conditions, every potential customer should vet service providers thoroughly. Asking, “Can I trust you to do what is in the best interest of my company?” is a start, but you need to dig deeper. It’s important to understand what business model the prospective service provider follows and whether this model serves customers and users or investors and shareholders.
The best companies integrate with other brands to form partnerships which provide a fuller array of products and services to their customers that make the purchased product more comprehensive and of greater benefit. In an ideal world, product manufacturers should select product integrations or alliances based on functionality, price and service… the things that benefit their consumer directly. It’s important to note, there’s a distinguishable difference between companies that offer integrations with third-party products without a financial relationship versus those companies that benefit financially from their recommendations. Unfortunately, there’ll be always be vendors that succumb to the pressure of predatory venture capitalists and/or shareholders to maximize short-term cashflow as their number one priority. This can result in the organization only referring vendors that pay them the highest referral fees versus vendors that serve the best needs of the customer with functional products that are backed with good service and fair pricing. Given this, it’s always fair to ask these two questions, “Do you have outside financiers or shareholders?” and “Do you benefit financially by referring third-party products to me?” The best vendors will always consider the customer their primary business partner and work exclusively on their behalf. For consumers, understanding what is and is not good, honest customer service can be a tough thing to decipher at times, but you should have peace of mind in knowing you can trust your supplier to serve your best interests.
And You Need This, Too
As an example, imagine purchasing a large ticket item such as a company-wide HR technology upgrade. After purchase, you’re presented with an array of complementary third-party solutions that are integrated with your supplier’s product. Once presented, the benefit is obvious, such as job postings or background checking… but do you know why your vendor is recommending this product? If you find that your vendor is pushing a lot of third-party products, and you later discover they’re getting paid to refer these third-party vendors, this should raise an eyebrow and a doubt about whether this vendor’s business model can deliver good customer service.
When It Goes Sideways
As an example, Facebook started as an innovative social media product designed to bring people together into communities of friends, relatives and like-minded enthusiasts. Unfortunately, due to pressure from predatory shareholders demanding more immediate cashflow, Facebook changed their business model from providing a valuable social product into a marketing platform where they make money by selling your information, browsing proclivities and preferences off to the highest bidder, and diverged from the original business model which indelibly changed the customer experience for the worse.
Summary
Keep in mind, there are legitimate and valuable reasons why someone should purchase products from a supplier’s list of vendor integrations. Understanding the motivation and underlying relationship between the supplier/company and its vendors is important, as this may give you valuable clues you can expect to experience over the years.
There are millions of stories in the world of work. But this time, it’s personal. For me, #TChat hit close to home yesterday, when discussing issues and opportunities associated with military veteran employment. Therefore, rather than recapping the event in detail, I’d like to illustrate some key points through one soldier’s story. …
(To see highlights from the #TChat stream, watch the slideshow at the end of this post.)
One Veteran’s Dilemma
A close friend is one of the 2.4 million Americans who have volunteered to serve in the War on Terror. As a “civilian soldier” deployed as an embedded trainer by the Army National Guard, he left behind his full-time job and his comfortable family life in suburban Chicago. Since returning from Afghanistan almost 5 years ago, he has struggled to re-enter the workforce, as so many in uniform must do in these challenging economic times.
It shouldn’t have to be that way. This soldier’s credentials are impressive:
Several decades of business experience — including 14 years as a technical sales specialist at one of the world’s largest telecommunications companies
An honors degree in communications from one of our nation’s most prestigious universities
Meritorious service in three branches of the armed forces
So why was it so difficult for him to find a good employment fit when he returned?
This thoughtful soldier would say, “It’s complicated.” Partially, it’s because businesses seem reluctant to take a chance on someone who could be recalled to active duty at any time. It’s also partially because some decision-makers seem intimidated by an impressive military profile. And, partially, it’s because his years of technical sales experience seem to over-qualify him for positions he would gladly pursue. (Ironically, as he has reminded me, he willingly traveled to a remote destination halfway around the world to perform tasks that were dirty, dangerous and sometimes mind-numbingly mundane, all in service of a higher mission.)
It seems ridiculous that business weren’t finding him attractive. It is even more ridiculous to learn that he was passed over not once, but twice, for a “troops-to-teachers” government initiative. Why? Apparently, the program didn’t feel that inner-city teens could learn English from a man who had trained poor Afghans to protect remote border villages from Taliban invasions, and had fostered productive relationships with wary Afghan tribal elders.
What’s happening here? It seems there are other factors to consider. It may not be obvious, but if we want to crack the employment code for returning veterans, it deserves a closer look.
Hiring Vets: More Than a Few Good Men (& Women)
Here’s my theory: If this soldier’s story is any indicator, we should recognize that this has been a very different kind of war — and its unique character fundamentally shifts the perceptions of those who serve.
Many missions include a strong humanitarian component. Objectives have centered on winning hearts and minds, while equipping Afghans to protect and sustain themselves through improvements in infrastructure, governance, agriculture, education and commerce.
Recent veterans have had a life-and-death hand in the future of the Afghan people. Regardless of their rank, they have contributed in a meaningful way, typically persevering in desperate and desolate conditions.
After such intense involvement in a mission, it’s a tremendous shock to return home to the U.S. and carry on as usual, without a strong sense of purpose. Perhaps that’s one reason why so many veterans sign up for subsequent tours of duty. Despite the clear-and-present need for an income stream, could it be that many vets aren’t simply searching for a job, but instead are seeking meaningful work?
With all the strengths that veterans bring to the table, perhaps some re-framing could lead both sides of the equation to a better sense of fit. Actually, come to think of it, couldn’t most of us benefit by re-framing our work lives as missions?
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NOTE: Many #TChat participants offered constructive ideas to improve the re-entry, recruiting and onboarding experience for veterans. For highlights and links to helpful resources, scroll to the end of this post and check out the Storify slideshow there.
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Highlights & What’s Ahead on #TChat
SPECIAL THANKS to this week’s guest moderator, Brenden “Bo” Wright (@BrendenMWright), director of information technology recruiting at Laureate Education. He’s also a Marine veteran who served as a nuclear, biological and chemical defense specialist. Brenden’s expertise in talent acquisition strategy and as a former member of the military brought tremendous depth and dimension to this week’s discussion. Did you miss the #TChat preview? Go here.
NOTE: If you’re a blogger and this #TChat session inspired you to write about veteran employment issues, we’re happy to share your thoughts. Just post a link on Twitter (at #TChat or @TalentCulture), or insert a comment below, and we’ll add it to our archives. There are many voices in the #TChat community, with many ideas worth sharing. Let’s capture as many of them as possible. And we hope you’ll join us next Wednesday, Nov. 14, at 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are) for another #TChat, when we’ll be exploring issues related to government policy and human resources. Look for the preview early next week via @TalentCulture and #TChat. Enjoy your weekend!
Q1: US legislation is creating skill certifications for military experience. What else could be done? #TChatBrenden Bo Wright
A1: Military service is not understood by most civilians – roundtables w/new hires to share stories & learning #tchatAlli Polin
#TChat A1 Skill certifications should count for college level creditFuji Fulgueras
A1: Opportunity to gain civilian certs during military service, documentation of experience (project management?) for certs #tchatJames Schmeling
A1: Clarity followed by autonomy to execute – but most people would benefit from that #tchatAlli Polin
Evening all. A1 Perhaps transition from military > civilian duties should begin well in advance of being relieved from the forces. #TChatEnzo Guardino
A1. The resources that are being pulled out of military should be channeled into the transition. #tchatMichael Clark
A1: #veterans are ready to serve in the private sector,private sector needs to be willing to create jobs that fit their background #tchatJen Olney
A1 Some of those skill certifications do not fully leverage the experience & capabilities of #Veterans. #tchatJoe Sanchez
#Tchat A1 There are thousands of public sector jobs out there. We list them everyday. Social technology can help bridge the gaps.GovernmentJobs
A1. Military veterans need tools and support for transforming internal obstacles. #tchatMichael Clark
A1: Companies can MAP their own skill reqs to the military certs so the Vets don’t have to interpret @MeghanMBiro @BrendenMWright #TChatNancy Barry-Jansson
A1. Maybe teach them a little bit about self-branding ? #tchatAshley Lauren Perez
A1: Unless you are hiring for the Mafia, get over the stereotype that you are hiring trained killers. These people have talent! #TChatTom Bolt
A1: The military has evolved and the civilian sector has to be educated in the skill sets that have each member has received #tchatJen Olney
A1. 2/3rds of the jobs in near future will require certification and/or degree. #tchatMichael Clark
A1: If legislation included required targeting of vets rather than just reporting (VETS-100) then more vets would be hired. #tchatJoey V. Price
A1. The term experience needs to be redefined. Skills for managing conflict, leadership and communication show up in many ways. #tchatSalima Nathoo
A1: Employers can bumble skills and experience screening. Don’t write off vets and/or long-term unemployed and/or part-time employed. #TChatKevin W. Grossman
#Tchat A1 Most transitioning military I know don’t want a handout. They want to earn their stripes in corp america like they did in militaryCyndy Trivella
A1: Military service is not understood by most civilians – roundtables w/new hires to share stories & learning #tchatAlli Polin
A1. Everyone must examine habitual thoughts-emotions-reactions towards all things military. #tchatMichael Clark
A1 These folks have unique skills – they are valuable! #TchatMarla Gottschalk PhD
A1: Military needs to do a better job transitioning #vets BEFORE their last 90 days of service. #TChatBrenden Bo Wright
A1: More information forwarded to employers so that they might understand military job skills better. #TChatRobert Rojo
#Tchat Would B nice to have gov reps who can work with employers to help them understand what programs, plans to have in place. A1Cyndy Trivella
@ReCenterMoment KEY A1- educate civilians. Wonder how this would work? #TChatMegan Rene Burkett
>> @cybraryman1 A1 make everyone aware of MOS (Military Occupation Specialties) and the training that had to be completed for them. #TChatMeghan M. Biro
A1. Organizations have to educated about the diverse experience and skill sets of military veterans. #tchatMichael Clark
A1: Certifications for military service are great. But will employers really value them? #TChatBrenden Bo Wright
A1. teach them to be networking-savvy. even civilians have a hard time finding work without this skill. it’s crucial. #tchatAshley Lauren Perez
A1: How about in Co’s branding message about TRUE stories of how they’ve helped put Vets back to work #tchatSusan Avello
A1: During outprocessing more detailed explanation on how military skills translate into civilian skills. #TChatRobert Rojo
A1 IMO 4 #Vet: transition counseling, business coaching, interview training, PLUS education 4 Employers on the skills gained as #Vet #TChatPam Ross
A1 Let me cut to the chase: Our corporate “head” has no idea as to how a 24 yo who commands 200 fighters fits into biz #HRfail #tchatSteve
a1. Civilians must be educated about the reality of life in the military. #tchatMichael Clark
A1 Have to make everyone aware of MOS (Military Occupation Specialties) and the training that had to be completed for them. #tchatJerry Blumengarten
A1: Because it is true, of course, that not all Vets necessarily have leadership qualifications from their service, right? #tchatMark Salke
A1. Maybe partner with RPOs or staffing agencies to help line up temp or perm jobs once they get out #tchatAshley Lauren Perez
A1. We need stories more than skill certifications to better understand how military experience translates to biz success. #TChatBob Lehto
#tchat @BrendenMWright a1: most important is providing vets resources who help “translate” their qualities to corp jargon/build confidenceMila Araujo
A1: Take advantage of transition assistance planning (TAPS). Start a year out. #tchatWilsonHCG
A1: Perhaps increased patriotism in the workplace can help as well. I haven’t seen too many American flags in local office places. #tchatJoey V. Price
A1: US should offer more accessible & updated job search training to #veterans – don’t just point them to a job board #TChatJobsite.com
A1: Make sure there is understanding by employers and the general public as to what it all means. #tchatRob McGahen
A1. We must transform how people perceive the people that serve in the military. #tchatMichael Clark
A1 Possibly more career counseling before leaving the military (I am not an expert on the current guidelines.) #TchatMarla Gottschalk PhD
Valuable point! @levyrecruits: A1 legislation created by how many of our reps whove served? #TChatMeghan M. Biro
A1 MORE awareness like this chat or @meghanMBiro Forbes article > list of WHYs = beneficial to employers #tchatCASUDI
A1: First, employers can reshape job descriptions to match the diverse experiences #vets can bring to a position. #TChatAndrew Henck
A1: Increase positive sentiment about the impact vets can have on the private industry by increasing awareness of skills from service #tchatJoey V. Price
A1: I hope that US legislation includes HR and Recruiting Pros input. Problem is still miscommunication #TChatJobsite.com
A1: Training programs and networks in place to support #vets once on the job for 60 – 90 – 120 + days #tchatAlli Polin
a1. This work must be done from all sides; public, private, personal, professional. #tchatMichael Clark
A1) Need to help vets translate military experience into work experience (on resumes and interviews) #tchatnancyrubin
Agreed** @BrendenMWright A1 Cos can do better understanding skills developed during milit
ary service. Burden shouldnt be #vet alone. #TChatMeghan M. Biro
A1 legislation created by how many of our reps who’ve served? #tchatSteve
A1: How do Vets demonstrate that their military experience translates “skill-wise” into civilian roles? #tchatMark Salke
A1 Offer ex-military rotating internships so they can gain experience, learn the corp culture nuances & select a career path. #TchatCyndy Trivella
A1: An outreach program to employers, to explain to them what the certifications mean… #TChatBrent Skinner
A1. More education of employere – not more mandates – Tax breaks at state & federal level for hiring Vets #TchatDave Ryan, SPHR
A1: Recruiters should take it upon themselves to recognize valuable skillset of #vets #TChatJobsite.com
A1 A “translation” of learned skill sets so they can be applied to jobs – #TchatMarla Gottschalk PhD
A1 more in-depth transition courses upon departure. Usually it’s a 2 day course and then “hadios” #tchatKeith Punches
A1: Organizations could do a better job of translating that experience into private sector leadership opps #tchatAlli Polin
A1. I would love to see them help #vets prepare for civilian transition months in advance. Increase transferable training #tchatAshley Lauren Perez
A1: As employers identify skills gaps, consider how hiring a veteran can specifically solve staffing needs. #tchatJoey V. Price
A1 Like the idea of providing skills certificates. Have to make all employers aware of them and the training & dedication of vets. #tchatJerry Blumengarten
A1: Companies can do better understanding skills developed during military service. Burden shouldn’t be on #vet alone. #TChatBrenden Bo Wright
A1: Turn off stereotypes and employers look at the person who is applying for the position with a full breath of their record #tchatJen Olney
A1. We need national all-channel media blitz teaching civilians how to support transitioning military veterans. #tchatMichael Clark
A1 #Tchat Put ppl into place that can help ex-military with soft skills training to integrate into a corporate environment.Cyndy Trivella
A1: Given that OFCCP compliance is so strict, recruiters should have required training translating #vets to civilian skills #TChatJobsite.com
A1: We all need to know that it takes more than legislation. You can’t legislate “right” and assume it will happen. #TChatTom Bolt
A1: Increase access outplacement training and connect employers with veteran pipelines similar to college recruitment. #tchatJoey V. Price
A1 Are they also providing subsidies for companies hiring #veterans? #TChatPam Ross
A1: Not sure how this legislation gets communicated to employers, but has to have meaning… positive, not punitive to employers #TChatTom Bolt
Q2: What management styles work best when leading an employee with military experience? #tchatBrenden Bo Wright
A2 Ex-Military tend not to ask a lot of questions. They want to power through a problem. Just know that extra help is appreciated. #tchatKeith Punches
#Tchat A2 Comps that encourage a culture of diverse ppl with different experiences may be a good culture fit.Cyndy Trivella
A2 would it be better to include vets in the team and lead like the others or isolate them for unique experience? #tchatJoey V. Price
A2. Based upon my experience, military veterans enjoy the collaborative, relatively free culture of the world of work. #tchatMichael Clark
A2 Ex-Military tend not to ask a lot of questions. They want to power through a problem. Just know that extra help is appreciated. #tchatKeith Punches
A2. The military pays in advance of services rendered! #tchatMichael Clark
A2: Vets have learned, first and foremost, the value of the team. #tchatMark Salke
A2. When I call a military person, they actually answer the phone! #tchatMichael Clark
A2 My experience with vets is they are human; all types of leadership style work. #tchatStephen Abbott
A2: Some of my #vet pilot friends also are also the most emotional individuals I know – They want leaders w/heart #tchatAlli Polin
A2 Military are used to taking orders so a more formal means of leading [in the beginning] should make them more comfortable. #TChatEnzo Guardino
A2. People in the military are clear about exactly what they are supposed to do in diverse situations. #tchatMichael Clark
A2 a leader that is not afraid to hire someone with more leadership experience. Not afraid to develop b/c vet will want to do more #Tchatcbpurdie
A2: On the lighter side, don’t raise ur voice. We’ve been yelled at by professional screamers. :) #veterans #usmc #tchatBrenden Bo Wright
A2. Based upon my experience, the military has intense precision, focus, discipline. #tchatMichael Clark
A2. I think it’s no different for anyone… ASK your employees (military or not) what the respond best to, and collaborate from there #tchatAshley Lauren Perez
A2: Vets are focused on accomplishing the mission, see what they need as far as resources and you’ll be amazed. #TChatRobert Rojo
A2: I’m gonna go for the low-hanging fruit: hierarchical? #TChatBrent Skinner
A2: Probably most any style would work with a #veteran, as long as respectful management is taking place #TChatJobsite.com
A2 Veterans have seen & worked under a variety of leadership styles (yes, they exist in the military). Vets are very adaptable. #tchatJoe Sanchez
A2: Again, don’t begin with mil experience… they were not born with a uniform… They were and are real human beings. #TChatTom Bolt
A2: Veterans are mature and can handle more than their share of stress and demands. Respect them and they’ll work wonders! #TChatRobert Rojo
A2 Depends on their experience with their military CO ;) @BrendenMWright #tchatSteve
A2: A more direct mgmt style, but make an effort to promote collaboration and idea. #tchatWilsonHCG
A2: Clear and concise communication – directive and intentions must be understood , no BS #tchatJen Olney
A2 I’d leave the vets in the community answer that one… #TchatMarla Gottschalk PhD
A2: Depends on the Vets experience and *aptitudes* – just like any population #TChatNancy Barry-Jansson
A2. Always have hard time w/generalization questions. Answers are never one size… We can’t fail to recognize the individual. #tchatJustin Mass
A2: Autocratic or Paternalistic mgmt styles both would work well, given the circumstance. #TChatJobsite.com
A2 Vets used to structure, planning, missions and staying on task. Clear communication is essential. #tchatJerry Blumengarten
A2: Indecisiveness is probably unacceptable. #tchatRob McGahen
A2 #Leaders in the military have to watch out for their teams first and themselves second – Lead by EXAMPLE #TChatMeghan M. Biro
A2. Military veterans have intensive training and experience in adapting to diverse circumstances. #tchatMichael Clark
A2: Trust. Mutual respect. Appreciation. Mission-oriented. And if u’ve served urself, an unselfish willingness to learn. #tchatBrenden Bo Wright
A2: I think we’d be surprised that it’s not necessarily “Command and Control” leadership that gets results, Even IN the military! #tchatMark Salke
A2 Structure and clarity of instruction #tchatCASUDI
Set boundaries but give plenty of autonomy, ya? A2. #tchatJocelyn Aucoin
A2: Probably depends on what level of leadership the former military held while in the military – this understanding is imperative #TChatJobsite.com
A2: What management style? Respect and open communication isn’t a style but I would think that’s the starting point… #tchatJoey V. Price
A2. Military veterans do not fe
ar command and control. #tchatMichael Clark
A2: Some orgs could learn a great deal from the structure and routine of most veteran experiences #TChatAndrew Henck
A2 Personal experience w hiring a #vet ~ my management style too “loosey-goosey” ~ I had to adapt = more structure :-) #tchatCASUDI
A2: So many mgrs don’t even know what “Yes, Sir” or “Yes, Ma’am” sounds like they’d prob have a heart attack #TChatJobsite.com
A2 Vets are individuals no one size of MGMT style fit all #TchatDave Ryan, SPHR
A2: Basically these are very bright people… they are very adaptable to any situation… train them… they will learn. #TChatTom Bolt
A2: When mgmt. manages a former military employee, it important to know that the work will be done. #Preciseness #TChatJobsite.com
A2: Familiar with authoritative leadership from TRAINED leaders. Don’t be wishy-washy. #TChatTom Bolt
A2 #Tchat Respect. Clear Communication. No B.S. Hierarchy where information goes up and down chain of command.Cyndy Trivella
Q3: What’s the biggest challenge for veterans in the civilian world of work? #tchatBrenden Bo Wright
A3: Translating your experience and intangible skills to the business world. Especially when you had an unusual job in the military #tchatDC
#tchat A3 19yr old soldier has lots of duties/responsibilities…25yr olds in corporations get the coffeeFuji Fulgueras
A3. With the pace of change, we’re all facing immense challenges in the world of work. #tchatMichael Clark
A3: Need to hear vets answer this question and note the responses #TChatNancy Barry-Jansson
A3. stereotyped. Ppl think of them as vets and forgot vets=people like us, duh. #TChatLiChing Ooi
A3 Some employers think Veterans’ achievements resulted frm ppl having to follow orders. Forget *leadership is about influence.* #tchatJoe Sanchez
A3: I’ve been told by co-workers that only ppl who couldn’t get into college join the military. To my face. #ignorance #veterans #tchatBrenden Bo Wright
A3 Trying to figure out what to do with my secret security clearance I got in the Army! Employers must recognize their service. #tchatJerry Blumengarten
A3. Feeling a sense of sole ownership to adopt new ways of being before walking through the door. Unfair burden. #tchatSalima Nathoo
A3: My experience was having a difficult time translating my military qualifications to civilian requirements #tchat #vetsChance Casas
A3. The greatest challenge is inside each individual. #tchatMichael Clark
A3: Vets will have a prob if they feel they R getting handout. They want to work for it. This ain’t charity, folks. It’s common sense #TChatTom Bolt
A3. Adapting to the unstructured flow of obtaining work is daunting. #tchatMichael Clark
A3: I’ve really got nothing for this question… #tchatRob McGahen
A3. Military parents, students, families face tremendous challenges. #tchatMichael Clark
A3: With recruiting pressures, I think it easier for a recruiter to move on to the next applicant. #TChatRobert Rojo
A3. bridging the gap between military language& civilian business language.need to find a happymedium of understandable communication #tchatAshley Lauren Perez
A3 – young vets may have never previously held civilian jobs, and while they’re adaptable it may be difficult at first #TChatSylvia Dahlby
A3. I can’t answer Q3. But I can ask how can I help? #tchatJustin Mass
A3 Recruiters unwilling to look creatively at transferable, more-than-employable skills. #TChatMark Babbitt
A3: Dealing with immaturity in workplace a challenge. There is an old saying that when you send a boy off to war he comes home a man #TChatTom Bolt
A3 I have hired a lot of vets and theyve lamented about lack of integrity and ethics from leadership. Couldn’t disagree either. #tchatJoey V. Price
A3 Many people dont understand how Military skills can be applied to their company~ they fear perceived aggression! #tchatCASUDI
A3. Most military people are keenly aware of how some people negatively perceive service. #tchatMichael Clark
A3 Learning that it’s OK to take a coffee break without being court marshalled for going AWOL. ;-) #TChatEnzo Guardino
A3: Perception – I think on both sides (employee and #Veteran) #TChatPam Ross
A3 – I think the biggest challenge for vets is CULTURAL, the military environment is nothing like most civilian employer/corp #TChatSylvia Dahlby
Any examples for us? and welcome! @JVPsaid: A3 inadequate job training. #TChatMeghan M. Biro
A3: I want to know more abt vet-to-civilian translated skills. Biggest challenge is that recruiters don’t know more or want to know. #TChatJobsite.com
A3: I was stereotyped as too rigid, only able to follow orders. Uptight. Inflexible. #veterans #tchatBrenden Bo Wright
A3. One of the greatest challenges is managing personal aspects of professional change. #tchatMichael Clark
A3 Annoying corporate culture “speak” can be a challenge. #TchatCyndy Trivella
A3: The misconception that they are not fit to serve in the civilian ranks #tchatJen Olney
A3: Perhaps stigma meets a lack of skill understanding in the world of work. Communication breakdown? #TChatMeghan M. Biro
A3: Finding meaningful work opportunities where their unique #strengths + experiences are leveraged for good #TChatAndrew Henck
A3: Transitioning in general..job roles/family/civilian life. #tchatWilsonHCG
A3 inadequate job training. #tchatJoey V. Price
A3: Civilians. #TChatKevin W. Grossman
A3: #Vets can be viewed as different than civillians – instead of looking at how we’re the same & ready to contribute #tchatAlli Polin
A3. The transition into civilian life and work can be surreal and intensely challenging. #tchatMichael Clark
A3: Managers who do not take the time to understand a veteran’s full experience could be an impediment to vets #TChatJobsite.com
A3: Being treated as equals, instead of someone who speaks a foreign language. #TChatRobert Rojo
A3: Nature and veterans abhor a vacuum… if nobody is in charge they step in and get things done. #TChatTom Bolt
A3: This is theoretical, but the feel of the urgency behind priorities is probably subtly different? #TChatBrent Skinner
A3: Don’t forget that many Vets serve in Nat’l Guard and have extensive civilian experience, too. #tchatMark Salke
A3 Stereotypes #TchatDave Ryan, SPHR
A3: Biggest challenge is lack of a visible chain of command… Who is in charge? #TChatTom Bolt
A3: They just need to be given a chance, #Veteran work ethic is far superior to most civilians #TChatJobsite.com
A3. Military veterans need comprehensive support before-during-after civilian transition. #tchatMichael Clark
A3 #Tchat Biggest challenge is probably same one civilian employees have: Lack of proper onboarding by employer.Cyndy Trivella
A3: People don’t understand the full value of the #veteran experience and discount it #tchatAlli Polin
A3: “Civilians” are probably the biggest challenge to veterans. #TChatJobsite.com
A3: Being given an opportunity. #TChatRobert Rojo
A3: Stigma, lack of knowledge of skills, education, training of modern military members, and translation of skills, ability, traits #tchatJames Schmeling
A3: Transition to civilian life for a #veteran is extremely difficult, adjusting to different work and mgmt. styles must be insane #TChatJobsite.com
A3: Biggest challenge? understanding the changes in how business communication works. #TChatJobsite.com
A3 Biggest challenge for Veterans in the civilian world of work is getting plugged into and leveraging professional networks. #tchatJoe Sanchez
Q4:
Does long-term loyalty help or hinder the career of a veteran in today’s workplace? #tchatBrenden Bo Wright
A4: Loyal to what – to the company, the brand, the people? I think people are more loyal to people than they are to companies today #tchatSusan Mazza
A4. The #TChat Recap should be required reading for all stake holders. #tchatMichael Clark
A4. Knowing how to connect dots between worlds transforms engagement and performance #tchatMichael Clark
A4 as long as skills stay shape loyalty does not hinder your career. But make sure salary is fair vs your value. #tchatJoey V. Price
A4 They have to learn to put the oxygen mask on themselves first. #tchatKeith Punches
A4: I tend to view most loyalty is from the employee to the employer and not the other way around. #tchatRob McGahen
A4 loyalty must never take a front seat* to skill sharpening and growth. Vet or otherwise. #tchatJoey V. Price
A4: Loyalty… in a world of it’s not what you have done; it’s what have you done for me lately! #TChatRobert Rojo
A4 how are you seeing loyalty hindering #Veterans @brendenmwright #TChatPam Ross
A4. We’ve got to bring colleges, universities, trade schools into the transformational process. #tchatMichael Clark
A4.recruiters sometimes cringe when they see job hoppers but the skills they might gain could be better than a person that had 1 job #tchatAshley Lauren Perez
A4 loyalty must never take a backseat to skill sharpening and growth. Vet or otherwise. #tchatJoey V. Price
A4: Loyalty is not a hindrance…it’s an asset. #tchatJen Olney
A4. I live in San Diego, the need is immense, the funding challenging #tchatMichael Clark
A4 It should help, I would think. Why are we thinking it hinders? #TChatPam Ross
A4: I don’t see how that can be viewed as a negative… #tchatRob McGahen
A4: Loyalty is great, but what distinguishes #vets from competitors is better. #tchat #TchatAlexandra Teague
A4: With the right employer, loyalty and commitment will speak volumes #TChatJobsite.com
A4. Organizations need to be educated about what military loyalty really means. #tchatMichael Clark
A4: I have worked w/ several #Vets – excellent colleagues & are devoted and always on time. Shock, especially among #GenY #TChatJobsite.com
A4. Growth & progress is as important (or more) as loyalty today, whether you are talking about military or civilian experience #TChatBob Lehto
A4: All I can say is – I sure wish I had a loyal “battle buddy” most days of my professional career! #TchatExpertus
A4: Long-term loyalty is what orgs and customers both want. For veterans, hell yea. Why is this a question? :) #TCHATChristina Brown
A4 #tchat Loyalty not reciprocated feels unjust. Employers must take care to give an honest view of their commitment to the vetMichael Leiter
A4: Just remember employers, loyalty should be a two-way street. #veterans #tchatBrenden Bo Wright
A4. People in the world of work are loyal to upward movement above all. #tchatMichael Clark
A4: The prob is that orgs don’t have the same loyalty these days as some individuals do #tchatAlli Polin
A4 Loyalty should be a big plus in hiring a #vet (there seems so little to go around these days!) {cynical smile} #tchatCASUDI
A4 For Vets loyalty = Total commitment..life-on-line. Civilians loyalty often means getting to work in time. Problem of perspectives. #TChatEnzo Guardino
A4. Sadly, I’m not sure that long-term loyalty helps veterans much less any job-seeker these days. By moving around, build a network #tchatGarick Chan
A4: Military is the most drug-free workforce in the US. Vets have higher rate of retention post-hire than general employee population #TChatTom Bolt
A4: A loyal employee is one that’s engaged in the mission and the vision – who wouldn’t want that? #tchatAlli Polin
A4. I must says that loyalty is getting harder to find . #Sendemmyway #TchatDave Ryan, SPHR
A4 Believing a company owes you loyalty or ignoring you own options is going to be a hindrance. #tchatStephen Abbott
A4: Loyalty is earned! #TChatRobert Rojo
A4: Long-term loyalty, for me, always a +. A major + if married to best-fit qualifications for the job in question. #tchatAnne Messenger
A4 Does long-term loyalty help or hinder the career of ANY employee these days? #rhetorical #tchatSteve
A4: Who woulda thunk loyalty could ever be negative? But it can be if #vet doesn’t see bad situation. #tchatBrenden Bo Wright
A4. Military veterans are trained to think team first, world of work often me first. #tchatMichael Clark
A4 Nothing better than a loyal employee…valued, rare. #TchatMarla Gottschalk PhD
A4 Where I come from loyalty will never hurt you #TchatDave Ryan, SPHR
A4 Long-term loyalty is never a hindrance for anyone’s career. #tchatStephen Abbott
A4: Both. Helps because employers recognize loyalty. Hurts because career growth becomes stagnant #tchatChance Casas
A4. Long-term loyalty’s dead in the world of work. #tchatMichael Clark
A4: Long-term loyalty could also be interpreted as unwillingness to change or grow in a quickly developing company #TChat Sad, but true.Jobsite.com
A4: For company: Most loyal employees you can hire. For Veterans: Learn to look beyond today and don’t be guilty of blind loyalty. #TChatTom Bolt
A4 #Tchat LT loyalty can help with being accepted and being team a member. Can hinder b/c they R not exploring better opptys.Cyndy Trivella
A4: Long-term loyalty could be seen as a hindrance by hiring manager, might show inflexibility #TChatJobsite.com
A4: It helps and shows employers dependability and dedication. #tchatWilsonHCG
Q5: How can HR/recruiting tech help internally assess and translate veteran assets to employers? #tchatBrenden Bo Wright
A5. Leaders, HR, tech all have priceless expertise to contribute. #tchatMichael Clark
A5 HR professionals know exactly what it takes to be successful in the world of work. #tchatMichael Clark
A5 help #vets learn to speak the civilian language, and translate their skill sets to something companies can understand #tchatChance Casas
A5: Recruiters should understand that many military folks are active on social media on their tours. Seek talent & depth! #milblogs #TChatExpertus
A5 I find HR professionals to be dynamic and helpful, eager to guide and support. #tchatMichael Clark
A5. HR people and military people share a dedication to service and people. #tchatMichael Clark
A5 tech wont differentiate vet skills unleaa vets consistently rate high on personality assessments and leadership assessments. #tchatJoey V. Price
A5: A reputation for hiring and successfully utilizing Vets’ skills might go a long way in employment branding… #tchatMark Salke
A5 By converting experience & skills expressed in military terminology to language relevant to civilian job & using video to show fit #tchatTim Barry
A5: Carefully construct and publish roles and responsibilities for positions – be clear of expectations and requirements #TChatKathy Herndon, GPHR
A5: We HR & recruiter types owe it to the #Vet community to understand what a Vet brings to the table. Who is ready to try? #TChatBob Lehto
A5: Be intentional about #veteran outreach – don’t just expect them to pop up in the ATS and get hired #tchatAlli Polin
A5. Via SoMe, connect military veterans with top teachers of workforce skill sets. #tchatMichael Clark
A5 its not HRs fault. So many companies lack succession plans and career dev
elopment. That is a senior leadership decision. #tchatJoey V. Price
A5: Include #veteran outreach and hiring in your workforce plan. Then do it. #tchatBrenden Bo Wright
A5 Often, HR focus is on Veterans’ tangible skills like security. Know & understand applicability of intangible skills as well. #tchatJoe Sanchez
A5: Use #SocialMedia to learn from one another – look at the success of this chat! #TChatKathy Herndon, GPHR
A5. Organizations must be given incentives to hire military veterans. #tchatMichael Clark
A5. Accessible education, training and development are critical. #tchatMichael Clark
A5: Take your orgs #veterans with you to military job fairs. Don’t just sent ur recruiters. #tchatBrenden Bo Wright
A5: By getting vets placed in positions where they can succeed with the skillset they bring to an organization, not to fill a quota #tchatChance Casas
A5: I think only an HR or recruiter that is a Vet will understand what a Vet brings to the table. #TChatRobert Rojo
A5: Tell them “Follow me” and then don’t be surprised. Tell them to lead and you might be surprised. #TChatTom Bolt
a5. HR builds bridges between organizations and military veterans. #tchatMichael Clark
A5: How about involving a #veteran in the interview process? Hmmmm? #tchatBrenden Bo Wright
Yes! “@MRGottschalk: Brilliant – @TomBolt: A5: Provide new hires with former military mentors early on in their career. #Tchat”Mila Araujo
A5 I will hire life experience over college degree any day #tchatRobert Moore
A5: Skill assessments and performance reviews are not only for #vets but will help orgs better translate & appreciate #tchatAlli Polin
A5 Charge your existing veterans with leading a mission to develop a program for your company #tchatSteve
A5) Learn to understand and translate military language into business language. #tchatTim McDonald
A5. help them find examples that will work well with specific behavioral interview questions #tchatAshley Lauren Perez
A5: Some of the most successful ppl I know w/o degrees are #Vets who were trained in service #TChatNancy Barry-Jansson
A5: Training is no only for the veteran. Co-workers who are non-vets are a key part of the success story. #TChatTom Bolt
A5 #tchat assessing vets skills requires a deep appreciation of ability w/o the prop of credentialsMichael Leiter
A5: If one solid vet hire is made because an HR Dept or Recruiter took the time to learn about cross skills? #GoodInTheWorld #TChatJobsite.com
A5: Create channels to link #vets with internal mentors to ease transition #tchatJen Olney
A5: Get involved. We’re hosting #OpTrans, which is completely free for all veterans, spouses and active military about to transition #tchatWilsonHCG
A5 Many traditionally attractive attributes have fallen by the wayside in today’s work culture. Like Loyalty & Integrity #tchatMark Salke
A5: Competencies and proven problem solving ability or specific experience? #veterans #tchatBrenden Bo Wright
A5: Look at top skills/strengths against experience – think orgs may be surprised by #vets range of skills & impact #tchatAlli Polin
A5: Use tech configuration to protect against discrimination. #TChatKathy Herndon, GPHR
A5: Get in touch with orgs that assist vets in finding work – they will have vital information for the recruiter and Hiring Manager #TChatJobsite.com
A5 REALLY like the idea of Ex-Military Mentors !! Anyone know of any Orgs or associations like this? #tchatKeith Punches
A5: Employees should use valid and reliable skill and experience assessment for all who apply. Simulations depending on jobs. #TChatKevin W. Grossman
A5. HR may be the most essential player in making this transition successful for military veterans. #tchatMichael Clark
A5 Folks in HR/recruiting need to become COIs at the local recruiting stations – they’ll learn very quickly #tchatSteve
A5: OPEN up communication channels and *create opportunity* for #Vets #Veterans to share their personal brands! #TChatMeghan M. Biro
A5 Use the STAR system for interview and equate that to a company problem or challenge. #TchatCyndy Trivella
A5: Seriously assess the college degree requirement. Is is really required? Big roadblock for hiring enlisted vets. #tchatBrenden Bo Wright
A5: Provide new hires with former military mentors early on in their career. #TChatTom Bolt
A5 HR should learn military language for skills. It changes less often than corporate skill naming trends. #tchatStephen Abbott
A5: Target military candidates! Like other classes of people. And consider it a patriotic duty to coach them and hire them. #TChatTom Bolt
A5. what @wilsonhcg is doing – help them get their resumes looking good so recruiters can easily see how they fit within their org #tchatAshley Lauren Perez
A5 Military must be GR8 listeners. Emphasize their listening and information-retention skills. #TchatCyndy Trivella
Jumping the gun on A5: Same as w/civilians? #TChatBrent Skinner
The long-term unemployed get airtime and programs to help them retrain and find new career paths. Millennials looking for the first big job, and a way to pay school loans, draw lots of attention. But we could probably spend much more time, as a society, talking about military veterans and the challenges they face reentering the civilian workforce.
Vets have tremendously strong skill sets. Depending upon their service, they may have skills such as people management, logistics, mechanical engineering, IT, aircraft repair, med tech, civil engineering/construction, language arts and more. Most importantly, they understand teamwork and the practical, rather than theoretical, value of collaboration. So why is it so hard for them to come home to civilian jobs?
The country faces huge cuts in its defense budget. The government is trying hard to wind down one war, and equally hard to avoid formal engagement on other fronts. Caught in the middle are tens of thousands of servicemen and women — and their families — who may need a slot in a shaky civilian economy. What can we do to help them? How can we best manage them? What skills do we, as leaders and HR people, need to refresh or acquire to accommodate our veterans in today’s world of work?
These are tough questions, practical and pressing concerns. And we’re going to take them on this week on #TChat. Here are a few questions to guide our discussion:
Q1: US legislation is creating skill certifications for military experience. What else could be done? Q2: What management styles work best when leading an employee with military experience? Q3: What’s the biggest challenge for veterans in the civilian world of work? Q4: Does long-term loyalty help or hinder the career of a veteran in today’s workplace? Q5: How can HR/recruiting tech help internally assess and translate veteran assets to employers?
You may not know anyone who served in a war, and you may not know much about the Korean conflict or the Vietnam War. That’s OK. Just do some research — i.e., talk to your parents, uncles, aunts and friends. Then, join us for a very special #TChat this Wednesday, Nov. 7, at 7-8pm ET (6-7pm CT, 5-6pm MT, 4-5pm PT, or wherever you are).
We’re not afraid to take on difficult topics, and we know you aren’t either. Our guest moderator this week is Brenden “Bo” Wright (@BrendenMWright), director of information technology recruiting at Laureate Education and, as a veteran marine, a former nuclear, biological and chemical defense specialist. Yours truly (@MeghanMBiro) and the rest of the #TChat gang will be there, too. We look forward to Brenden’s thoughts and yours. Tweet with us!
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