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SlideShare utilise les cookies pour améliorer les fonctionnalités et les performances, et également pour vous montrer des publicités pertinentes. Si vous continuez à naviguer sur ce site, vous acceptez l’utilisation de cookies. Consultez notre Politique de confidentialité et nos Conditions d’utilisation pour en savoir plus.
“With veteran unemployment rates below the non-
veteran population, the veteran community has
entered a new phase of its professional journey.
Instead of merely trying to secure a post-military job,
the veterans of today are high-demand talent,
thriving and leading organizations.”
- 2016 LinkedIn Annual Veteran Insights Report
Inside you will find:
- Event Photos
- LinkedIn Program Updates
- Corporate Panel Highlights
- VSO Panel Highlights
- Veterati Overview
- GuideOn Overview
- Additional Resources
“If you want to earn something in life, you have to go get
it – take chances.” – Florent Groberg, Keynote Speaker
Follow the Flikr link in the “About” section for more event photos!
Veterans on LinkedIn:
A Community of Power Users
The #1 method veterans use to find jobs is leveraging their network
2.23M veterans and servicemembers on LinkedIn
212,000 currently seeking opportunities
● 26% more connections on
LinkedIn than non-veterans
● 28% more likely to follow
● 33% more content shares
● 14% more likely to network
with other professionals
● 25% more likely to answer
● 50% more group views
LinkedIn: Helping Employers Find Veterans
New Recruiter Filter to navigate our 2.2M veteran database!
Learn more about our recruiter product at
Corporate Panel Recap:
Leading Practices in Veteran Recruiting and Retention
• Success begins with strong senior leader buy-in and robust internal communications
to articulate the company’s commitment to employees at all levels. A Center of
Excellence concept allows everyone to contribute, from those who announce the
commitment externally to those who author job descriptions internally.
• Begin by targeting specific roles, focusing on jobs where veterans are best suited for
success. Leverage a targeted outreach strategy to match the types of veterans
you’re looking for, rather than a shotgun approach to just get more veterans at the
top of the funnel. Recruit veterans who will make it all the way through the funnel.
• Make self-identification a priority and easy to do for veterans. Understanding your
veteran employee base and how they are contributing will support your ability to
build an internal business case for how veterans add to your bottom line.
• Leverage veteran employee resource groups to mentor veterans through everything
from the application process to onboarding to long-term career development. This
will make it more likely veteran candidates will succeed and veteran employees will
stay and develop into corporate leaders.
Veteran Service Organization
Leveraging Nonprofits to Meet Hiring Needs
• Retention begins with the up-front work of placing veterans in the right roles, rather
than a role they might be using as an “experiment” in civilian work. Cultural fit is
critical, as is helping veterans envision a career path beyond their current role.
• Veterans should be considered leaders not only because of what they’ve done but
because of what they can grow into. Leadership development programs keep them
engaged and increase retention, but also benefit your company long-term by
adding skills specific to your company’s needs to those they learned in the military.
• The enlisted population is an underleveraged resource due to misperceptions of
qualifications. 1.1M veterans are currently using GI Bill benefits; 90% of these
veterans are enlisted, and 40% of those go on to complete a Masters degree.
Consider collaborating with your campus recruiting team to tap this talent source.
• On-base Career Skills Programs such as HOH’s Corporate Fellowship and IVMF’s
Onward to Opportunity can serve as targeted recruiting tools for companies. Some
have an internship-like phase which eventually reduces attrition post-hire.