Angela: Hi everyone and welcome to our webinar Hiring Our Heroes Veteran Hiring 101 my name is Angela Lee and I'm on the marketing team here at Jobvite a little bit of background on Jobvite enabled leading companies to recruit source and on board all within a single platform we have over 10 years of experience focused solely on recruiting and a recruiting strategy that emphasizes putting candidates at the center of recruiting and job ideas helped companies fill over 1 million jobs to date.
Now I'm sure you guys are all eager to start with the webinar so here we go first you'll notice that all lines have been muted to avoid background noise however if you would still like to have your questions answered please chat them in the chat box at the bottom of the ready top panel we'll be monitoring these questions throughout the presentation and saving your questions until the end for Eddie to answer additionally all attendees or receive cherm credits by attending this webinar we will be sending out the code for this in the follow-up email tomorrow next I'd like to introduce our speaker Ed Yvonne Calo VP of TA at Premise Health Eddie.
Eddie: Thank you so much Angela and welcome everybody so I am the VP of Talent Acquisition here at Premise Health and I'm happy to be here I have actually been in talent acquisition now for about 20 years and close to the last six years I've been with Premise Health and the bulk of the recruiting that I've done over the course of my career has been in health care so a little bit of what we're going to talk about as we go through the presentation is an introduction to my company because obviously we want to make sure that you all know how awesome we are and also to talk about more importantly why veteran hiring is important what some of you can do who don't already have a program can do to get that program started so this slide is indicative of the body of work that our company produces Premise Health itself as you see in the slide is the world's leading healthcare access provider if we have very deep roots in the employer-sponsored health center world and to show how long our company has been doing this our very first customer was Random House in 1964.
There's still a client we have an incredibly varied client base from technology companies banking companies automotive and manufacturing and many of you that are on the phone right now may very well work for one of our clients to put it differently there are 17 million or so lives that are covered through on-site health centers in the United States and we at Premise Health believe in what we say when we say that we help people get stay and be well that is something that we're very proud of next slide another thing to make note of is we take our work so seriously we want to make sure that everybody knows that our clinics are what are well represented by either an accreditation or a certification that shows that we treat our patients with the same degree of care that we treat our candidates and our internal team members when we look at how we rank in the top five in the heated score or a Net Promoter Score for our clients that Net Promoter Score means that our clients are incredibly happy with the services that we provide to both their employees and their dependents and to them internally and to both a little bit more about Premise our Net Promoter Score is very close to that number as well on the bottom right of the screen you'll see the Triple A familiar with the Joint Commission Joint Commission is a similar organization that sets standards that focus on high quality healthcare the two Triple H see is the accreditation body that we use to make sure that our clinics meet a standard that our success acceptable for both the patients and for our clients.
Next slide So obviously we're here to talk about veterans and why veterans are important so now we want to talk about why veteran hiring matters well as you know veterans are a key demographic within our population in 2015 we had roughly north of 20 million veterans in the United States of those 8 million of the veterans that came out of the military were women 7 million or Hispanic and 12 million were African American with another 4 million that rounded up to make other races this is incredibly important for us as we continue to try to improve diversity in the workforce the other reason why veteran hiring matters is because these folks are coming out of the military with this unique set of training and skills that we really look for whether it's a focus on leadership a focus on teams building teams being a part of team or it's a focus on completing a mission these are skills that are that are transferable and adaptable in every single organization that you all may be working with the other thing that's really important to note is that veterans are not that expensive to recruit what isn't expensive is try to figure out how you fill that next job when you don't have the talent available to you because the mark is so tight if you think about the fact that there are somewhere in the neighborhood of 220,000 veterans at transition out of the military every year there really is a cost-effective way to recruit these people whether it's networking which means connecting with the Department of Defense programs the transition assistance programs for veterans coming out.
There's a lot of free resources that you all can use to connect with veterans and these veterans are often so eager to transition from their military life to work in a civilian capacity so it's really important to try to figure out how you can best leverage that those veterans within your own organization.
Next one so a little bit about what we were trying to do for us we know that brand is king we know that promoting your company and whether it's social media texting campaigns email and campaign however you need to promote your organization for us we understood that Premise we wanted to make sure that people knew that we were a welcoming employer for military veterans and their spouses again this falls in line with the business imperative and the moral imperative we also want it to expand our military veterans pipeline not just you know where they are we wanted to reach them where they are but we wanted to increase the capacity we know that there's 220,000 people coming out of the military every single year we want to know how we can continue to expand the pipeline that we already have established and keep drawing it so those people will know hey Premise is a company that really values veterans and their spouses I think this is a great place for us to go work the other thing that we wanted to accomplish this year was provide additional education opportunities to hiring managers and we'll go over this a few slides down the road really if you think about this there is already some misconceptions and some perceptions about veterans coming out of the military and I think if you have an organization that's well prepared by giving hiring managers the tools to understand a lot of the nomenclature that they will use when describing what they've done how they've done it and how it applies to what you're looking for.
It really will help you make a better fit instead of trying to figure out whether or not this person is a good fit by just using the typical HR language that we tend to get lost sometimes the other thing that we wanted to do was increase the number of veteran hires 6.4 percent of our total 2018 hires now I know that that number doesn't seem very high but I want you to think about it in a slightly different way the 6.4 percent is not something that we arbitrarily came up with it is a number that is set every single year by the Department of Labor under February if you all are not familiar with it is the Vietnam era veterans readjustment and Assistance Act it is one of the two federal laws that protect veterans along with you are under the OFCCP or through the avec CCP which for all of you folks that work with companies that are federal contractors you'll know what this means the mission of the OFCCP is to protect workers promote diversity and enforce the law so every single year what they do is they set a hiring goal that number is actually decreased over the last several years and that's probably reflective of the fact that we have a tightening labor market full employment low and employment etc and veterans are not they're also affected by the change in our economy and the numbers of folks that are working so now I wanted to talk a little bit about the challenges that veterans face one of the things that happens when veterans come out of the military is the world that they lived in and the world they're coming to is a very different place and we know this for a lot of different reasons.
I personally know this because my brother was in the US Marine Corps and he faced a lot of the same challenges being a you know somebody who's in the military who understood how things work in the military the language that they used in the military and then trying to take those skills and convert them into a civilian life and for many of us you know many of you on the phone and many of us here at this organization you know there is a translation of those military skills into civilian terms that is often lost what this means is that often when you're dealing with a veteran if a great example is if you have a veteran coming out that has an Operations background and let's say for us for example we hire directors of operations there may be an idea that what they do for operations and what we do operations is the same but it's not and really if you think about it in a slightly different way it's trying to figure out what they actually did in the military what transferable skills they have and how they match up with what we're doing there are some tools out there that try to translate military skills but to be frank I think the best way that you can do this is really just listening to what they've done looking at the requirements for the jobs that you have open or the jobs that you may coming open in the next few weeks and month and then figuring out if there is a way that you can make a match the other thing that's really astonishing to me is that in 2018 2019.
We still deal with negative stereotypes believe it or not it's often come up to someone in the vet in the military a veteran coming out or someone will ask them during an interview have you ever killed anyone or have you are you really rigid or do you yell a lot or do you only do things that people tell you to do it and that's an unfortunate stereotype that they have to deal with it on a daily basis and again there are people just like you and I except they've lived in a very different world for however long they've lived in it and realizing that those stereotypes do nothing but damage the way that we view them.
You know we lose out on having an incredible resource for us it's important to take a step back and realize that they're dealing with something that we could never understand and then acclimation is the last part of it again civilian life and military life is very different you know you go from a very rigid black-and-white world to having to live as we all know in HR we tend to live in the gray we have a lot of policies and statutes and laws and things that govern the way that we do things but in reality every single situation is different every person is different in the way that we have to adequate equitably and fairly apply decisions can often be very different than the way the military ceases next slide and now we're going to talk about how we at premise house have built our veteran hiring program so when we wanted to build a veteran hiring program what we wanted to do is make sure that we covered all the different areas within a veteran recruiting that were important and if you think about this these things are no different really from any other type of recruiting except it's keenly focused on veterans and military spouses branding is a huge component having key resources is a huge component key partnership strategic sourcing and having veterans that actually can tell the story to serve as champions for next slide so what we wanted to do if we're looking at that those five pillars that we built this program on we wanted to build key partnerships that we're really going to help us promote the fact that not only are we a military friendly employer but we're an employer that values our veterans by giving them you know whether it's a resource group internally so they can communicate with other veterans here or given them resources.
So we can connect to veterans that are external to the organization we're incredibly proud of the fact that for two years in a row and you'll see the designation on the bottom left of this slide this pat for 2019 we've been named the top 10 employer in our category in a category of 22 other healthcare companies all of which were much larger than we were and we've also been designated a military friendly spouse employer because we have done quite a bit of work to try to get our brand out there our name builder relationships with some groups and on this slide in particular you'll see two different groups represented one which is the military spouse employment partnership and the other is the employers supported the guards reserve and that is one thing that I just wanted to pause on for a second and make sure that everybody understands we're not just talking about veterans we're also talking about those people that are currently serving in the military in this reserve capacity which you know to be frank again there's been several stories in the news where employers have not treated you know in a very positive way so this is a really important group of people that we want to make sure we're giving all the support that we can in this real specifically when it comes to partnerships what we did was establish really deep relationships with these folks at a very local level so if we have a clinic in Seattle that needs support we know that there are folks that are coming out of programs through these two organizations that we can work with to get them connected with our internal team members out in the pick Northwest next slide and these are some other strategic partners that are important for us in some of which we've had an incredible amount of success the first one that I'll make noted is it looks like it says HOH but that is hiring our heroes so the Hiring Our Heroes program is one where we work here in Middle Tennessee.
For example we work with Fort Campbell in Kentucky and we have individuals that are transitioning out of the military through their Transition Assistance Program and what we do is we'll host those folks here within our office our corporate office and we actually have had some success we have gentlemen that's working in talent acquisition today who has come out of that program he was a you know Air Force veteran or maybe recruiter rather for the last 10 or 12 years of his career and he was in the Navy for 21 years total and actually I didn't mention that it's before but our program manager is also a 21 year Air Force veteran and he's really the guy that's been responsible and helping us build a lot of these partnerships and resources that we have another one that I'll just make a quick note is here is Operation stand-down Tennessee now I don't know if this organization exists outside of middle Tennessee or in other parts of the country but there are other organizations like it so what we do with them is really more for example last year we collected about 800 pounds of clothes that went to homeless veterans and that was such a beautiful event because it was people that you know just brought in whatever clothes they could and it would go to the veterans we've also done a food drives where you know we've had collections baskets across our building we've collected a lot of non-perishable foods for homeless veterans and their families so that's another way that we like to give back the other ones that are listed on here the Microsoft Software and Systems Academy is a really great resource that you can use if you're looking for folks that have an IT background and the other ones are just as great.
The other one that I wanted to make note of here is Psych Armor Institute that is like Armor is completely different from the rest of these resources from the standpoint that what they actually do is they provide educational really educational webinars educational information and training for companies to be able to take their internal teams and have them really learn in a more educational way the value of that of veteran as a matter of fact if for those of you that don't have a program I would highly encourage you to go to Psych Armor go to their website and look through their webinars and their materials it is a lot of what we use to help design the program that we have here today at Premise.
Next slide so as you heard me say before branding is king right and one of the things that we've been able to do is really utilize some of our other branding partners to help us get the word out in this case this is a dedicated Glassdoor brand spotlight campaign that we use to drive on military candidates and it was really interesting because in terms of the number of people that actually came to the site it really produced a lot of positive noise for us out in our last door we had out of all of the pages and all the campaigns that we had it was one of the highest rated and not just obviously by people who were veterans but I think because it caught the attention of those people that maybe wanted to do something similar to this so what we did with Glassdoor specifically was we had a dedicated job site for veterans and their spouses that was linked back to our Premise Health career page that is something that's on our page but this dedicated Glassdoor military profile and dedicated military veteran ad campaign was really a way for us to tap into those people that really are having a hard time transitioning out of the military and are looking for their next great opportunity.
Next slide the other thing that you can't ignore is the fact that we live in a world that is full of technology right so everything that we do has a technological basis including this webinar so there are so many technology tools that we can use to effectively source and recruit military veterans the one that I wanted to make note of on this page you'll see the little logo for recruit military recruit military is an interesting organization because what we were actually able to do is both use them for job postings throughout through their own internal network that they have as well as for job fairs that we would go to and promote Premise and Premise opportunities and the job here is probably more than that the web based tool believe it or not were incredibly successful I think because of the fact that you were able to promulgate the brand people saw the branding they understood that you were a military friendly employer we sent veteran that work for us to the event so they are able to really relay empathy and they could share stories about being in the military and how hard it's been and it was really a winner for us because when you get face to face and you get to hear their stories it's a pretty powerful message to show that we've had success here internally and I wanted to make a note on this too we have several leaders within our organization that are former veterans from our chief operating officer who is an Army Medic.
One of our VP of IT who's also a military I believe he is a major in the military those folks are especially important to be able to highlight whenever you're sending you know some sort of communication out or you know you want to have a touch point but the technology helps us get those messages out in a very compelling way that we otherwise want to be able to do it the other ones I would say take the time and do some research military is by far the biggest resource that you have for posting jobs but as we all know bigger is not necessarily better it really depends on what you're specifically looking for so I would encourage everybody to research all of the vendors that are out there that you could utilize to help build a bridge between you and transitioning veterans so utilizing Jobvite as everybody who uses Jobvite today knows I mean it's an incredible platform incredibly powerful platform and an incredibly social platform and this is important for everybody to make note of because Jobvite really helped a streamline a lot of the program a lot of the outputs the fact that we had our program manager doing a lot of things prior to Jobvite in a very manual way.
What Jobvite allowed us to do is things like building a search strings to identify potential military talent through keywords it sounds simple but it's so simple that it's powerful enough to get us the results that we needed and engage for those of you that are not using engage talk about a powerful tool it is an incredibly powerful tool that we can use to really connect with folks through web campaigns branded email campaigns to announce the accomplishments I'm going to go through some samples of some of those in the next few slides but if you don't have a CRM that really powers the way to communicate with people you really need one and if you have Jobvite there's no reason for you to not have engaged because the fact that it's part of the same platform and you can create such beautiful web campaigns to connect with people is a very powerful tool.
Next slide this is an example of one of our engaged web campaigns this is generic enough but to think about the fact that this is generic enough that we use to capture veteran information when we're attending military events so we'll have a kiosk we'll have you know people that can we'll have a kiosk or we'll have this do a web campaign where people can give us this information and they can sign up and we can keep track of them and put it put an entire system again it's a very simple it's a very simple web campaign but still believe it or not incredibly powerful and again going along with the notion that sometimes less is more next slide this is one specific email campaign that we used to engage what we did with this and it was incredibly targeted we sent this to about 265 veterans that had attended an event and it was very successful we had a really good click rate and what we did after this is we sent a happy birthday email campaign or we have one coming up for the US Marine Corps and a Veterans Day engage email campaign also scheduled for November 11 and again these are just really simple and powerful ways that we can connect to the veteran talent next slide this is another example of how we celebrate service birthdays in in this particular email campaign.
Obviously we use the United States Air Force graphic and what we did for our own internal folks that are in our system already today we had about 116 candidates that were tagged as Air Force Veterans within our system and we were able to send them out this email just to wish them you know a happy birthday to the United States Air Force for anybody that's in the military or anybody that has a family member or spouse it's in the military they celebrate these days these are important milestones in American history and it's important milestone for them because they were part of these organizations next slide so how do we measure success look unlike some of you all I'm sure that there are some companies that are on this call are some folks that work for companies that are just massive we are not a huge company but every single hire that we make is incredibly important for our success and so if you look at the fact that we have steadily increased the number of veterans over the last three years to put it actually in another perspective prior to 2016 the total number of veterans that we had hired with somewhere in the neighborhood two and a half percent and since then since 2016 alone we've been able to increase those numbers greatly our military candidate pipeline alone increased 120 percent in applications year to date over 2017.
So what did we learn today so some of the things that we've learned today are that veterans are important because they can serve as brand ambassadors and think about the fact that anytime you hire anybody veteran or not they're going to serve as your brand ambassador in this case because we're looking for such a niche group of individuals to come work for us we want to make sure that those folks that we have already that we've brought on board they'll be the ones that will continue to champion the brand both internally and externally within your employer resource group and externally to everybody do they talk to whether their neighbor they go to job fairs etc the other thing that we've learned is it's important to work with your local veterans offices and military installations earlier I mentioned that working with my you have portals that you can use their electronic to post jobs but a lot of the time it's really getting to those local bases talking to transition Assistance Programs leaders and making sure that they know that you're interested in hiring military veterans and they're all over the country there are resources that can help you identify where they are who they are how to get in contact with them and I promise you they're incredibly easier to work with organizations to help veterans the other thing that we learned is that you know companies should really strive to be military friendly.
They should again this is the morale and business imperative if you think about it this way having that designation isn't just to say oh look you know I want an award it's an award that means that to that veteran coming out of the military that you're going to welcome them whether it's to the interview or to the actual job itself you're going to give them an opportunity that a lot of other places otherwise when it it is sends a powerful message both to the veteran their spouses their families and to the community that you're really serious about hiring veterans and most importantly don't forget about the military spouses I'm telling you this is true because so many times that we're recruiting a doctor for a remote location and I'll just use Guam because we do have a facility out in Guam we won't be able to get that doctor to move unless that military spouse does they can move more importantly that military spouse may actually be looking for a job as well and we can help them really gain access to jobs that they otherwise wouldn't have as well as their spouses transitioning out of the military one thing that I missed on this slide is make sure that you partner with organizations that suit your company's industry this goes back to if you saw in one of the previous slides we talked about the Microsoft software and systems Academy the perfect example it's very niche it's for people that have this technology background another good way to look at this is if you're trying to hire healthcare people that have military people that have a healthcare background rather there are organizations that you can go to look for.
Those people as well so make sure that it's an even match you're not going to want to try to hire somebody who's an IT person for a healthcare job but that's not the right job and obviously that makes sense and most importantly network network network it is incredibly important whenever you're building a program that as you're building the putting the building blocks together for that program that you're also looking at how you can take people that you you know connected with in that work network to really build that program I'll give you a really great for instance without giving you the name one of our clients happens to be USAA USAA has obviously they service servicemen and women all over the country they also turned out to be an incredibly great resource for us to give us a lot of the guidance that we needed in helping to build our program incredibly eager incredibly welcoming incredibly thoughtful in sharing best practice for us whenever you are building that program you want to look at what's best practice and you don't want just do this off the side of your desk you want to have a dedicated focus and make sure that whoever is building the program knows how to network is how to build those relationships and I promise you once you do that you'll really start to gain some traction.
Next slide so what about us our job has just begun we know that there is so much more that we want to do and so much more that we can do luckily for us we have the support of everybody from our board all of our c-suite most of our leaders and I just say most because I haven't asked the others but from the ones that we have asked we know for sure that they are a hundred percent on board with helping bring military talent in again selfishly because they know they have the skills that they require for the jobs they have but also because of that moral imperative so some of the things that we're planning to do for 2019 are for example expanding our job descriptions with military friendly language this is a little bit of the skills in this match that I mentioned before when there is not a one-to-one translation of things that you know a marine would do in the Marine Corps that's coming into the civilian world working in an office try to figure out how those job descriptions can be written to be more military friendly really goes a long way there are some programs by the way that could help I'm not sure they would help in this space but if you look at a program like tech company that can really help you with your job descriptions.
It may be something that you all want to look at but definitely making the language friendlier is a step in the right direction the other thing that we are going to do this upcoming year because we're a healthcare company is identify the states that allow military credentials to carry over into the civilian world so this is really interesting because we gave the example here of how Arizona accepts military medical training for medical assistants in lieu of having to attempt a civilian course some of these jobs don't even necessarily require certification medical assistants are a good example but for states that do require training or certification to know that there are states that will allow the carryover of those military credentials into the civilian world really does help the talent coming out of the military a lot.
I don't want to underscore this idea of creating a mentorship program for newly hired veteran team members I think in general anytime you hire a new person to come up to your organization you should really partner them up with somebody so they're well positioned for success this is even that much more crucial for veterans coming out of the military again a great example we're living in today my managers who are managing the clinical recruitment team there's a gentleman here who sits in our office and he's the 21-year Navy veteran and you know it is shell-shocked coming out of his own he didn't have the veteran support internally to help them it would be even more difficult so really creating that mentorship program is incredibly key even to the extent that our chief operating officer has you know open themselves up to be a resource for people coming out of the military to go and meet with him and talk about their experiences and the translation of what they've done in the past to what they're doing today it's an incredibly important aspect of the program and really what you should do with any employee but again since this is so specific to veterans coming out it's something that everybody should do the last part that I wanted to mention here that we definitely want are going to do is we're going to expand the use of our engaged campaigns now that we know that it is such an incredible way to continue to build our pipeline of candidates it's something that that really we can't live without the fact that the graphics are beautiful the delivery of these of these campaigns is flawless and we've gotten such a positive return really helps us when we're trying to connect with key talent next slide great thing you don't Watch.
Angela: Eddie I think we're ready for audience questions I know everyone's very eager to ask Eddie a variety of different questions and thank you for that presentation Eddie we're going to dive right into the Q&A part so I see one question from an audience member a great question it's around getting started with veteran hiring so the question is how do I get started with veteran hiring at my organization?
Eddie: Yeah that is a terrific question and you know it's funny because a lot of times we think about these things in the old chicken-and-egg conflict the reality is you got to do some research there are so many resources both free and paid that you can use to start thinking about what you want to accomplish by hiring veterans and you have to think about the goal the goals are the goals are imperative to the success of the program what are you really trying to accomplish and what I would say is see what your peers are doing in this space and network the gains and best practices also you want to make sure that you engage with veterans that already work for your company to see if they work in another organization where veteran recruiting programs existed to see what you can glean from them again your internal veterans that you have working for you often are chock full of great ideas that you can use at the ready and just make part of your building blocks as you're building that Program.
Angela: Eddie we have another question in the audience is how do I get buy-in from upper level management to support a veteran hiring program well.
Eddie: So yeah this is another really great question because you you need to have executive level support or it won't work but as with anything any executive including myself is going to want to see a business case so a business case will always work best if you're a federal contractor it should honestly be a really easy sell there's a requirement for you to have you know as diverse a population as you can possibly have but if you're not creating a business case with a cost-benefit analysis including the details and the you know on the broad initiatives within the program you know specifics on how adding veterans to the workplace will bring value will help you sell your case it also helps immensely to have the point person for the program actually be a veteran or veteran spouse it's not 100% necessary but it also helps sell the program to execs imagine a you know 10 15 20 year veteran of the military coming out and having that presentation with a member of the c-suite to tell them why it's important for them to hire more people like them I mean I think it's an incredibly powerful powerful thing to do in our case and as I mentioned before our chief operating officer is a veteran he's a former Army medic and our CEO has an incredible passion for military veterans so it was an incredibly easy sell for us but again you have to remind executives and leaders that this isn't just a business necessity but it's also a moral imperative and having this type of program gives back to those people that have already given us so Much.
Angela: Thanks Eddie and now unfortunately we only have time for one more question that question is if you could go back and change the veteran hiring program at premise what would you change and why?
Eddie: That is a really good question and hindsight is always 20/20 right you always think about the things that you could have done better you should have done better and probably our biggest mistake internally was not engaging in a veteran talent beyond just what we had within talent acquisition and human resources earlier what I mean by that is those people that already work for you in whatever departments in your finance department in the field and you have a field operations those folks are such an invaluable resource for the program they're full of great ideas they know how to connect and engage with other veterans that are in organizations maybe then shinned before worked you know at companies where they had veteran recruiting programs and they've seen it live I think for us it was a really big myth and one that we've been working really hard to cut to catch up on if we had done that in the beginning we probably would have been further ahead but we learn from our mistakes and we're hoping that when other people build their programs they'll engage their veteran talent sooner rather than later.
Rachel: Okay Thank You Eddie unfortunately that's all the time that we have today I just want to thank Eddie again for speaking on today's webinar and having folks learn a little bit more about Premise as well as about veteran hiring.
So again thank you everyone for joining the webinar today if we didn't get to your questions we'll get back to you in the next day or so and try to get those answered thank you again for joining us. and have a great day.