The Sword - June 2011

Wednesday, June 1, 2011

In This Issue:
National Distinguished Candidate Conferences,
Orion Alumnus Attends White House Launch of Joining Forces,
Upcoming Hiring Conferences,
Military Hiring Strategy Outlined in The American Oil & Gas Reporter,
Meet Our Candidates,
Create a Healthier Workplace,
According to Our Clients,
Improve Your Post Interview Review,
Connect with Orion

National Distinguished Candidate Conferences

Mark your calendar for our upcoming National Distinguished Candidate Conferences

San Diego, CA

Chicago, IL

June 6-7

July 18-19

The Distinguished Candidate Conference, unlike any other Military Hiring Conference of the year, brings you the very best Military Officer candidates that we have identified throughout the past year.  We invite only the top 10% of Officers within our candidate pool, and you will not find this quality of candidate at any other hiring event. 
 
The results of our last Distinguished Candidate Conference speak for themselves –

More than 60% of attending companies choose to pursue 4 or more of the candidates interviewed

96% selected at least one candidate for a final interview

According to a client that hired 50% of the JMOs they interviewed:

 "Our experience at Orion's Distinguished Candidate Conference was a great success. The candidates were of the highest caliber and extremely well matched for our Leadership Development Program. This event enabled us to hire 5 outstanding JMOs very efficiently, saving weeks of time. I look forward to seeing the impact these new leaders will have on my organization." 

Learn more about our Distinguished Candidate Conferences and discover for yourself the impact a Military Officer can have on your organization.

Orion Alumnus Attends White House Launch of Joining Forces

Nicholas Espe, a Service Specialist with Siemens Industry in Beltsville, MD, and former Nuclear Electrician’s Mate, attended the Presidential kick-off of Joining Forces at the White House on Tuesday April 12. Joining Forces, sponsored by President and Mrs. Obama, and Vice President and Dr. Biden, is a national initiative to increase programs and opportunities for military families.

According to the White House website, “Joining Forces is a comprehensive national initiative to mobilize all sectors of society to give our service members and their families the opportunities and support they have earned.”  Key priority areas include employment, education, and wellness. In the area of employment specifically, Joining Forces aims to highlight the workforce potential of veterans and military spouses; expand employment and career development opportunities for veterans and military spouses; and help employers create military family-friendly workplaces.

Several companies have partnered in this initiative, including Siemens Corporation, who has committed to reserve ten percent of its more than 3,000 open positions in their clean tech industries for veterans in a program called Siemens Initiative to Support Military Families. Siemens’ President and CEO, Eric Spiegel, attended the launch event at the White House on behalf of Siemens, along with Nicholas Espe, who found his position at Siemens through Orion a few months ago. 

During his six years on active duty in the Navy, Espe was assigned to the U.S.S. Enterprise and stationed in Norfolk, Virginia.  He also served on two deployments and visited ports including Malaysia, Singapore, Dubai, Cannes, and Lisbon. When it came time to transition out of the Navy, Espe partnered with Orion, which led to interviews with Siemens for three positions: Service Specialist in the Beltsville, MD; Service Specialist position in Chantilly, VA; and an opening with the Security department in Beltsville. 

After a site visit to Beltsville, Espe was offered the Service Specialist position and started just before Christmas.  “I had a very good experience with Orion. I enjoyed the Conference and enjoyed talking to the representatives that I had the chance to communicate with prior to the event. I have already put in good word of Orion with others that I know getting out of the military,” says Espe.

Espe explains his participation in the announcement of Joining Forces by saying, “I am very glad I was given the opportunity to attend as a representative of Siemens.”  While at the White House for the launch, Espe got the chance to meet the Secretary of the Navy, Ray Mabus. Sitting only a few rows back from the podium, he was able to hear the announcement of Joining Forces by President and Mrs. Obama, along with Vice President and Dr. Biden firsthand. “This was a very memorable moment that I shall not forget. I’m thankful I was given the opportunity to be invited to attend,” states Espe.
  
Espe was placed as part of an ongoing Orion-Siemens recruiting program that fills a large volume of positions across all segments of Siemens Corporation within the U.S. In addition to Espe, Orion has placed nearly 600 veterans into careers at Siemens, and is proud to be the exclusive provider of military talent to Siemens in the U.S.

According to a White House press release on Joining Forces, in addition to the Siemens Initiative to Support Military Families, there will also be job training and mentoring through an internal Veterans Network with more than 150 members for these new hires in which Espe hopes to participate.

Additionally, Walmart and Sam’s Club’s Military Family Promise guarantees a job at a nearby store for all military personnel and spouses, employed at Walmart and Sam’s Club, who move to a different part of the country because they or their spouse have been transferred by the United States military. And Sears’ “PCS Promise” will provide transfers in the cases of Permanent Change of duty Station (PCS), retirement, or separation, depending on job availability and performance, for all military personnel and spouses employed at Sears Holdings.

Orion is proud to have had an alumnus present at the announcement of Joining Forces and wishes Espe continued luck in his new career. We also applaud the creation of Joining Forces and the companies who have made commitments to increase opportunities for military members and their family. Finally, Orion is also proud to maintain an ongoing partnership with Siemens, as they work toward their goal of hiring even more veterans.

For more information:

 

http://www.whitehouse.gov/sites/default/files/uploads/Joining_Forces_Launch_Press_Release_logo.pdf

 

http://www.whitehouse.gov/joiningforces

 

Military Hiring Strategy Outlined in The American Oil & Gas Reporter

Orion Account Executives Dave Lehmkuhl and Mike Harvey were published in a recent issue of The American Oil & Gas Reporter. Their article, “Hiring Military Veterans Calls For Plan”, explores why and how corporations should develop a strategic approach to hiring veterans. Lehmkuhl and Harvey break their suggested plan down into three steps: Develop a strategic plan; Focus and prepare internal resources; and Establish an aggressive, systematic, and thorough hiring process.

Develop a Strategic Plan: Companies with the most successful veteran hiring initiatives also have the most well-thought-out strategy. Lehmkuhl and Harvey suggest that the same amount of planning that goes into identifying growth opportunities each year should also go into creating a hiring strategy for veterans. They point out, too, that the oil & gas industry has done this for quite a while now and in doing so has continually been able to identify strategic areas and positions for which veterans would be a great fit with room for growth. These hiring plans also usually include a goal of hiring a certain percentage of veterans for specific positions, as well as Leadership Development Programs and on-the-job training.

Focus and Prepare Internal Resources: One of the best ways to hire new veteran talent is to leverage the existing veteran talent within the company. While the veterans that already work at a company may not have been hired through a military hiring program, they are often the best asset a company has in developing one. It is also important to guarantee the buy-in of the actual hiring managers who will be managing the new hire. Lehmkuhl and Harvey cite a recent survey that showed that hiring managers attended the initial interviews of 27 out of 30 companies that sought to hire veterans. Once hired, these veterans also need advancement opportunities.

Establish an Aggressive, Systematic, and Thorough Hiring Process: The hiring process must be aggressive in that the company should be actively recruiting for the best talent. It should be systematic in that there should be a defined series of steps with a specific timeline. And finally, it should be thorough in that the screening and interview process should be detailed enough so as to pick the right candidate.

In conclusion, Lehmkuhl and Harvey suggest that to succeed with a military hiring strategy, the interview team should consist of a Human Resources Manager, the hiring manager(s), and an employee with military experience who can best identify a top-tier candidate. Doing this, in addition to the three steps outlined above could mean growth for the company that finds value in veterans. Follow this link to read the article: http://www.aogr.com/index.php/magazine/editors_choice/

Meet Our Candidates

The battle for talent in the workplace can be fierce.  It doesn't have to be if you know where to look. Below is a preview of actual Orion International candidates and the valuable skills and experience they possess.

Equipment Engineering Technician; former Navy Fire Controlman  View Resume

USMC Logistics Officer View resume

Navy Nuclear Electrician View Resume

US Air Force Academy Graduate with an MBA in Human Resources View Resume

Nuclear Electronics Technician with Bachelor’s degree View Resume

Army Field Artillery Officer; US Military Academy Graduate View Resume

Navy Engineman and Auxiliary Equipment Mechanic View Resume

Navy Engineer Officer View Resume

Electronics Technician View Resume

Create a Healthier Workplace

A recent CareerBuilder survey has found that 72 percent of workers still go into work when they are sick. 55 percent of those point to guilt as the reason they insist on working even when under the weather. But what employees fail to realize is that when they show up to work, they are risking spreading their germs to other employees. More than half the workers surveyed said they have gotten sick from a co-worker. This is why it is important for those employees who are truly sick to stay at home.

As a manager, there are tips you can follow to help ensure a healthy and productive workplace.

  • Insist that sick employees go or stay home. If they must come in let them work in a space where they are separated from others, such as a conference room.
  • If you think you have employees that are reluctant to take a sick day, talk to them. Offer them alternatives such as telecommuting, calling in, or delegating their responsibilities while they are out.
  • Provide healthy resources. Make sure items such as hand sanitizers, hand soap, tissues and other supplies are available.
  • Develop company telecommuting policies or adjust existing ones. Determine standards for letting employees to telecommute to reduce the potential spread of germs.

The key is to keep the workplace healthy and positive. Preventing the spread of germs by making employees that are sick feel comfortable staying home is an important step to achieve this.

Click here for original article.

According to Our Clients

"As usual, my expectations were very high that Orion would provide me with a solid lineup of candidates.  And as usual, you did not disappoint.  Once again, the candidates I interviewed were all an excellent fit for Lam’s requirements – achievement oriented with a proven record of success, well spoken and professional in appearance and actions.

In the 10+ years that I have been working with Orion, the candidates with military experience have consistently proven to have dramatically shortened training curves and better performance in a faster time than any other hiring pool we have used.  Not to mention that they consistently require less management effort to obtain this performance since they are so goal oriented and self directed.  Tell them what you want, and they go and achieve it.

When I have open positions, Orion is always my first choice for recruiting, since it saves me so much time and energy while delivering such consistently good results.  I have exclusively used Orion when I recruit military candidates for the last 10 years, since you consistently outperform your peers in professionalism and quality. 

I sincerely look forward to doing business with Orion in the future."

 - Dusty Bryant, Director, Customer Support Operations, Lam Research Corporation

Improve Your Post Interview Review

One way to avoid making common hiring mistakes is to conduct a post interview meeting with everyone involved in the hiring process.  Start by having multiple people interview the job candidates, and then gather everyone together to share their assessment. Here are some steps to take:

1. Share impressions. Allow each interview to share their notes on the candidate. How do everyone’s notes compare? Were they impressed? By sharing, interviewers can verify their reactions.

2. Encourage open and honest commentary. Emphasize that hiring is too important a decision for anyone to hold back honest impressions.

3. Utilize an interview scorecard. Have all interviewers rank the candidates using an interview scorecard. This process forces clear comparisons between candidates.

4. Beware of primacy and recency. As human beings, we have a tendency to remember what comes first and what comes last and forget anything in between. Warn interviewers against this “primacy and recency” dynamic.  If an excellent candidate is interviewed somewhere in the middle of the line up, you don’t want their name getting lost in the shuffle.

5. Create a short list. Exclude anyone who doesn’t have the background or qualifications for the position. Then take both those who are highly qualified and those who have the background to do the job, but may not have communicated their accomplishments as effectively. The latter can often become front runners for the position. When you invite candidates for second interviews, keep everyone in the loop, whether they are involved in the second interview or not.

Click here for original article.

Connect with Orion

Did you know that there are three ways to connect with Orion and learn how veterans impact the civilian workforce?

• You can follow Orion on Twitter (@hirevets) to receive updates about Orion, learn about upcoming hiring events, and find links to articles of interest.

• Secondly, you can join our LinkedIn group for employers, Hire a Hero, Hire a Vet. This group is a great way to show your support of veterans in the civilian workforce.

• Finally, read our blog, Hire a Hero, Hire a Vet. This blog covers everything from veterans in the news to general employer-employee relations. Check it out!