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Vet Employment: Supporting The Spouse/Family

Posted on by The Organic Recruiter in Latest News and Articles, Military, Monster

I can never claim to know what it is like to be a military spouse, nor veteran. However I can tell you what amazing people they are. Our military selflessly serve you to protect the flag, our country and our freedom.

I am bias as my #1 hero for 30 years is Master Sergeant (Ret.), Robert F. McClintock. My brother served 28 years in the US Army, first 10 jumping into hostel areas around the world in the 82nd Airborne. Thank you Robert, I love you.

The other heroes who don’t always get the recognition are the spouse who hold down the household, children, finances and help their spouses transition out as well as give them a place they call home to release from their daily grind. When you and I go home after 8+ hours (5 days a week), our troops never get to shut off (they work 24/7 for far less money). Now the spouses are their saving grace and keep them grounded.

Thank you Liz for the article, your service and keeping the home fort ready for your husband. He is a lucky man to have you. And thank you Christy for being there for my brother and all the other spouses giving a pillow to your troops at home. ~ The Organic Recruiter

Vet Employment: Supporting The Spouse/Family

by Liz McLean, Strategic Head of HR & Operations | May 31, 2016

Supporting military spouses/family in their careers—directly shows your support & respect for the service member.

I will be the first to admit that I had a difficult time becoming a “spouse” after leaving the military. I struggled with the fact I had to use my husband’s social security number versus my own and suddenly I wasn’t “expected” to have a career…but instead, needed to ensure I supported my husband’s military lifestyle. Over time however, my appreciation for the role of a military spouse has grown, and my respect for organizations that strive to support the military families has increased ten-fold. Being a spouse is no easy task: a life of uncertainty and unknown…deserves respect.

As this Memorial Day weekend rolled around, I found myself feeling emotion not just as a combat veteran who had dealt with trauma and sadness, but also as a spouse who truly appreciated and understood what it meant as a family member that kept the support going on the home front.

For Example:

  • While in the service, my husband and I spent years apart at a given time—high fiving during deployments, or living a part due to training. Being “independently married” is not easy on a relationship.
  • Over the past few years by husband has been gone 280+ days out of the year flying his aircraft and I was home alone tending to life, work, my father with cancer, my physical and mental health and making sure our home was a well-oiled machine.
  • I was never able to make plans and was having to always “be strong” no matter the situation; I learned what it meant for me to be there for spouses who were also new to the “lifestyle.”
  • At times I had to turn my heart “off” in order to focus on the regime….or I just wouldn’t have been able to function alone. Separation means you miss each other’s triumphs, failures, sadness and experiences. It can foster bitterness, resentment and manifest itself in negative ways if not calibrated.  Military marriages require EXTRA work.

This Memorial Day my husband (who pins on Air Force Major today) and I sat at Laguna Beach in CA being grateful for one another and discussing that no matter how difficult our journey has been, we are thankful.  As I reflected on the importance of being a family support for my husband, I felt proud as a nation in what we are doing to support both the service member and the family in employment.

A few reasons I am personally grateful for my career as a spouse:

  1. I have a career orchestrating national Veteran employment from a virtual position—with travel. I speak to companies specifically on this topic. If you want to show your support for the military spouse, don’t create roles FOR the spouse, but instead ensure you have opportunities that allow flexibility and/or remote offerings. I feel fortunate that I have run veteran programs since my exit of the service from remote setting and it has yet to play into the stagnation of my career. Military spouses cannot relocate due their spouse’s assignments, which often times put them at a disadvantage.  Fortunately, most individuals running vet programs are virtual these days…as veteran employment is a national issue
  2. Being a part of an organization (Military.com/Monster) whose mantra is “family first.” Military life is unpredictable and being a part of a company that supports the unknowns of the military is priceless. It is a culture that is not replaceable.  It is not because the spouse “deserves special treatment,” but there are periods in a military spouse’s life that have extenuating circumstances a civilian will likely never encounter. It is simply being understanding of what pops up in the day to day and not making the spouse feel as though it is assign of weakness to have these intricacies. I see improvements daily in veteran hiring with orgs that emphasize this.
  3. Being in organizations that recognize military spouses as individuals, not only as the support structure. I take pride in being an individual, who ALSO has the dynamic of being a military spouse. I find it imperative that corporations show that they recognize that individual talents, intellects and skill-sets that spouses bring to the table, not only talents as supporting cast. Just like you cannot fit every military member exiting into the same type of position into your org, you cannot have cookie cutter positions for family members. A truly robust spouse program reaches spouses with their job openings and considers the individual talents.

I salute companies striving to make a difference to not only calibrate their needs for service members, but for those who take the opportunity to create a Veteran Friendly Culture by showing support to those spouses who also wish to have a career.

Connect with Liz McLean

New LinkedIn Recruiter – Is It Worth The Big Bucks?

Posted on by The Organic Recruiter in Hiring, Latest News and Articles, Monster, Tools

Without sounding like I am speaking ill of my competition, I want to preface this that I use LinkedIn everyday and I admit I pay $25 a month because I am grandfathered in on the top level-account for dirt cheap so it makes for a great business expense.

This all being said, I agree a ton with the article below as I find hundreds of prospects a week without paying much (my $25 for LinkedIn gives me merely a few contacts), but remember Linkedin is a brag sheet and does not give you the whole story of the candidate / prospect you are looking for.  Also, it takes a ton of work to validate the information.  Coupled with LinkedIn, I use a ton of Chrome extensions as well as Monster (I work here), TalentBin (phenomenal tool, owned by Monster) and gosh darn it, awesome boolean skills.

To the writer’s point, here is a google string I used to use for Java Developers in LA.  And if that isn’t enough, here is one using a backdoor to LinkedIn, albeit gives me 3,800 to my google 223. Now you do your own math of efficiency for time to fill and cost of a recruiter.  Do you want to wait for 3,800 potential developers to open your inmail when it takes upwards of 50 days to get them to respond and half of them go into their social box if they have gmail.

Even if I didn’t work for Monster, I would still say TalentBin, pound for pound is the best choice if you were to pay for anything.  it gives you access to over 400M profiles and 70% of them have either personal emails and phone numbers or both as well as all their social footprints and why they are perfect for your job.

~The Organic Recruiter

By  | SourceCon

It’s safe to say that while some recruiters would argue LinkedIn Recruiter is worth big bucks, there are many others who would say that LinkedIn Recruiter is not worth the time of day as most of the data can be found by anyone for free online these days. So why pay the big bucks?

There was an ambivalence within me when I attended a LinkedIn event two weeks ago where they showcased their next generation LinkedIn Recruiter product. I wasn’t sure if the product was as good as they say and I wanted to find out what all the hype was. By the end of the product demo, I must say I was not convinced.

So according to the LinkedIn, the new product is much simpler, faster, and more intuitive to use. LinkedIn Recruiter essentially is an advanced search engine that finds profiles using parameters such as job titles, skills, and company names. It will show you other terms you can add to your search and provide you a list of potential profiles, helping you quickly review the matches for your open job.

If you have a potential employee in mind (assuming they are on LinkedIn) simply enter their name and LinkedIn Recruiter will guide you in building your search. For example, if you were to search for Java Developers, LinkedIn Recruiter will automatically generate a list based on top skills, companies, location and more. If you can’t find who you’re looking for, you can narrow the search by adding sections based on elements within the profile (e.g. school, current company, years of experience, etc.).

I guess many of you reading this are thinking – If the next generation of LinkedIn Recruiter is so intuitive and is able to do all these by itself, then it must be pretty cool and really is worth the big bucks!

However, it’s not all conquering as they make us recruiters believe.

The Challenge

As a recruiter, you must have realized by now that candidates are an innovative bunch and they express themselves in many different ways on LinkedIn. Have a read of this blog I had written and you will know what I mean.

Think of all the available LinkedIn data produced by these candidates as the haystack, keeping in mind LinkedIn today has 450 million profiles globally, and all the targeted profiles in your search as the needles. The haystack is getting bigger by the minute, therefore, the needles are getting buried deeper and deeper. Even now, some of these needles are making themselves “ghosts” so you and I can’t find them, hence, your targeted profiles are becoming harder to spot by the minute.

Even if you had gone through the haystack, how can you be sure that have you found all the needles? With all the variation in the data, are you certain you haven’t missed any potential needles (or profiles) during your search?

Can you rely on LinkedIn Recruiter to do this for you? I don’t think so, well not to the level you need.

Let’s forget about LinkedIn Recruiter for a moment.

Remember that the process of candidate searching is all about data retrieval and pattern recognition.

It’s a systematic approach to:

  1. Gather your requirements (what you need to search for)
  2. Run your search
  3. Review your results
  4. Identify the patterns and false positives (e.g. exclude terms you don’t want)
  5. Modify and re-run your search
  6. Continue the above 5 steps until you get it right and are confident you haven’t missed anything

It’s about the Execution

You can have the fastest car in the race, but if you don’t have the skill to steer it around the track without crashing, then having the best car is not a guarantee you will always win the race.

Now apply this analogy onto LinkedIn Recruiter. Sourcing is more about how you execute your search by following an iterative/systemic approach rather than just keying parameters into a search field. I know that practicing iterative/systemic approach in my search whether using LinkedIn Recruiters or my free LinkedIn account will enable me to uncover the profiles most can’t.

For me, I will always trust my search capability and don’t see the need to pay LinkedIn the big bucks, even if they have a much simpler, faster, and more intuitive search function. It’s free all the way for me.

What about you?

This post originally appeared on the ATC Blog.

HOW TO MANAGE CANDIDATE DATA FOR MAXIMUM INSIGHTS

Posted on by The Organic Recruiter in Big Data, Latest News and Articles

by Charlene Li, Founder and CEO, Altimeter Group | February 2016

Data, data, data – The talent industry has been talking about this for the last 5 years and unfortunately it gets more confusing each year. The biggest problem is that we buy systems that collect data, but rare is the company that knows how to use this data well when they get it.  For more information on how to manage your data, please ask me about Eightfold.ai. ~The Organic Recruiter

In this excerpt from our new e-book The Digital Transformation of Recruitment, author Charlene Li discusses how the ability to get good data—and act on it—is critical for today’s recruiter.

At the center of the digital transformation is the unified management of candidate data, which gives you the ability to develop and act on deep candidate insights. Many organizations have some type of applicant tracking system (ATS), which is a good starting point.

Layer in data from identity platforms like Gigya and Janrain that link to social media profiles on channels like Facebook and Twitter. And then add on behavior and engagement data from platforms like Adobe, HubSpot, Marketo, Oracle, or Salesforce.

Comcast invested in the development of a candidate relationship management platform that went beyond tracking applicants’ progress through a hiring process, to capturing all interactions, even using social listening tools to integrate unstructured social data. And early in their digital transformation process, staffing firm Kforce realized the importance of deep, unified candidate data. Glen Cathey, senior vice president of talent and innovation at Kforce, explains, “I know that there is predictive value to information and I want to be the company that can best leverage this data in the war for talent.”

Kforce takes a “Moneyball” approach, searching through resumes, interview notes, and even social media profiles and behavior data to identify the traits of a good fit or a high performer among those who are already employees. Kforce then looks for those traits in candidates’ profiles and behavior data.

“You can find information, chats, interview notes, that give you a more complete picture,” he says. “I’m looking for patterns to more quickly identify people who are more likely to be the right match.”

If you are at the start of your digital transformation process, start small. A simple step is to use social login as your registration tool because it can link profiles across an organization (ATS, customer service, transactions, etc). The goal isn’t to build a complete 360-degree view of the candidate. Instead, identify the key pieces of data that will allow you to create a better candidate experience immediately, given that the people, processes, and organization are evolving as well. Knowledge may be power but it’s useless unless you can act on it.

Charlene Li is founder and CEO of Altimeter Group, a research and consulting firm that helps companies understand—and act on—digital disruption. She is also the author of the bestselling books Open Leadership, Groundswell, and The Engaged Leader. Recently, she has been working with Monster to help recruiters understand how they can respond to changes in the industry. This article is excerpted from a new e-book she’s written called The Digital Transformation of Recruitment that offers recruiters advice on how to develop their talent brand, scale with employee advocacy, and build digital operational excellence. download your free copy here.

6 TRAITS MILLENNIALS SHOULD LOOK FOR IN A NEW EMPLOYER

Posted on by The Organic Recruiter in Latest News and Articles, Millennials, Monster

By Isabel Thottam | January 07, 2016

Are you sourcing to what your candidates are looking for? Ethics, Environmental practices, Work-life balance, Profitability, Diversity and Reputation ~The Organic Recruiter

Maybe you’re a job-hopping millennial that’s ready to settle down and start your career. Stability sounds nice, right? You’ve built up your skill set, know your worth and are ready to commit to a company long-term. But now the problem is actually finding “the one”—the company that meets all of your needs and is a perfect fit.

Aside from a good salary, what else should you be looking for in a company?

We spoke to millennials to learn more about why these employer traits matter and why they should be on the top of your must-have list. Millennials prioritize ethics and strong social missions when it comes to seeking employment at a company.

Kelsey Reinke, 25, a cargo agent with Delta Air Lines, says a company’s corporate responsibility is important, especially for millennials who are passionate about environmental practices.

Eighteen percent of millennials say work-life balance is the most important trait in a company, compared with 19% of the working population, according to the CNBC All-America Economic Survey.

Profitability Like any generation, millennial job seekers want to work for a profitable company; one that has a sustainable business and can provide growth for its employees.

Deloitte’s survey found that millennials believe an organization’s treatment of its employees is the most important consideration in determining whether a company can be considered a leader.

“I want to work for a place that has a plan for me to grow with the company, as well as having people willing to teach me.” Millennials also say they look for a company that is diverse in terms of culture, gender and race.

A Bentley University study found 95% of millennials say a company’s reputation matters to them and 91% say that a company’s social impact efforts are important when they are considering which companies to work for.

“I really admire the company I work for, and I think that’s important for other millennials,”

~ for complete article click here: http://www.monster.com/career-start/a/6-traits-millennials-should-look-for-in-new-employer?WT.mc_n=SM_PR_FB

THIS MAY BE THE BEST FIELD FOR VETERANS RIGHT NOW…THE CYBERSECURITY INDUSTRY WANTS YOU.

Posted on by The Organic Recruiter in Latest News and Articles, Military, Monster

By Robert Fucci, Monster staff | November 11, 2015

U.S. Marine Major Nick Swaggert, who assists veterans shifting into the public and private workforce via New York-based staffing firm Genesis10’s Veterans Program, says your best bet right now is the cybersecurity field.

Best of all, Swaggert notes that veterans inherently have an edge when it comes to these jobs.

From defense to cyber defense Swaggert says that veterans’ understanding of “Defense in depth, redundant systems and active defense” make them particularly well-suited to these jobs.

“Think of protecting a house as an analogy for defense of depth,” he says.

“Most people would say, ‘Just build a fence.’ But defense in depth would mean have a wooden fence, a dog, locks on the door, and maybe a motion light.”Redundant systems are power back-ups, like exterior lights with a battery pack.

Think if the power went out on the block-if this house had exterior battery-powered lights, would it likely be robbed?” Active defense is defined as using limited action to defend against an attack, according to MilitaryFactory.com.

“The worst houses-or military defense or cyber defenses-try to hole up,” Swaggert says.

Lockheed Martin, an aerospace, defense, security and advanced technologies company in California, particularly courts veterans for these jobs “They bring their dedication, loyalty, learning agility, problem solving and leadership capabilities to our workforce and they have been instrumental to the continuing success of the company,” says Teri Matzkin, a military relations manager at Lockheed Martin.

“In addition to understanding and sharing the national security and defense mission, many have worked on or beside our systems and platforms while in the military.

There are some tuition-free options veterans can consider, including the Florida Center for Cybersecurity, the SANS CyberTalent Immersion Academy, and the Warrior to Cyber Warrior Program, to name a few.

~ for complete article: http://www.monster.com/blog/b/veterans-cybersecurity-industry