In this presentation, you will learn how our relentless focus on meeting customer needs has fueled our growth and helped us evolve to become a valued partner to our customers. Key executives Venkat Mantha, Kyle Laulo, and Ritu Thakur will share stories of how they have successfully adapted processes and leveraged technology to meet the changing needs of new and existing customers. The discussion will focus on real world examples, including the challenges associated with contingent workforce diversity, especially veteran hiring, as well as high volume/high turnover project staffing and onboarding and managing remote roles.
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5 Key Takeaways
Veteran talent is an important DEI subset: Veteran hires are important to most companies in the US, which makes them important to staffing suppliers. What’s more, they often make for ideal candidates given their ability to both lead and follow, they take instruction well, they understand leadership hierarchies, and have a keen instinct on how to take instruction, complete tasks, and take initiative without being asked. They also work well with ambiguity – as they have a lot of experience with “hurry up and wait.”
Aerospace & defense is well-suited for veteran hires: Most veterans transition easily into working within the A&D sector. They have highly applicable military skills, are comfortable speaking that language/working with those familiar machines, and in general have the know-how to work well in these environments.
Proactivity is vital to success: Given the fast-paced nature of the staffing industry, organizations looking to stay ahead of the curve have to continually have lines in the water with viable workers. If it takes too long to source quality talent, the job req. Will likely already be filled by someone else. Staying involved in veteran communities, marginalized communities, or any other talent pools is vital to securing a placement.
Match military and civilian vernacular: There is often a disconnect with the language corporate organizations use and the vernacular military personnel are used to hearing. A great way to increase veteran hiring is to call out certain skills or requirements in job descriptions as they relate to the relevant military skills these talent have. Without it, many veterans may overlook roles they’re qualified for because they don’t see how the skills they have from the military match up with the details of the job. On the other side of the coin, recruiters also need to be better trained in reading military resumes to understand what exactly those skills are.
Flexibility and communication are key: When it comes to sourcing for quick-turnaround jobs, it’s important to remain flexible on both the requirements and conveying new details to hires. Details, like work timing, job duration, etc. can all change quickly, so suppliers need to be in constant communication with their talent to assuage fears, address concerns, and, importantly, retain them so the project can be completed on time.
“There are over 200,000 military active duty members that separate each year from the military and over 90 percent of them engage with their on-base TAPS program as they separate.”
So, it’s in our best interest to work with those programs to secure top talent as soon as they’re available.