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SOURCING MILITARY TALENT

Why Hire Military? Person who has served in military possess unmatched experience in the variety of sphere. They are capable to performance in high-stress situations, and are graduates of the recognize military academies, top colleges and leading technical schools in local and overseas. In addition to their invaluable experience, foreign exposure and skills in various field, military candidates come from a diverse talent pool, comprising women candidates. (Orion ICS,2022). Veteran can be defined as “a person who served in the active military, naval, or air service, and who was discharged or released therefrom under conditions other than dishonorable.” It is timely important to understand what characteristics are govern for hiring veterans. Followings are the several reasons (Margaret and Berglass, 2012);

Leadership and teamwork skills: - Veterans typically have led colleagues, accepted direction from others and operated as part of a small team.

Character: - Veterans are perceived as being trustworthy, dependable, drug-free and having a strong work ethic.

Structure and discipline: - Companies, especially those that emphasize safety, appreciate veterans ‘experience following established procedures.

Expertise: - Companies value veterans’ occupational skills, job-specific experiences and

understanding of the military community

Dynamic environment: - Veterans are accustomed to performing and making decisions in dynamic and rapidly changing circumstances.

Effectiveness: - Interviewees report that veterans “get it done.”

Proven success: - Some organizations hire veterans largely because other veterans have already been successful in their organization. Veterans demonstrate that they share company values and fit the organizational culture.

Resiliency: - Veterans are accustomed to working in difficult environments, and to traveling and relocating.

Loyalty: - Veterans are committed to the organizations they work for, which can translate into longer tenure.

Public relations value: - Some companies have found marketing benefits to hiring veterans.

Transitioning out of the military often includes a series of adjustments, such as geographic location, career, relationships, family roles, support systems, social networks, and community (Castro, Kintzle, & Hassan, 2014, cited in US department of veterans affairs, 2018).Some researchers have found that the transfer of skills to civilian employment was as high for military training as for civilian training (45–50 percent), once employer-provided training is excluded from consideration. Furthermore, within two years of their return to civilian life, those who received military training had higher earnings than those who received training in the civilian sector (Stephen and David,1989).

In view of promulgation of country strategy for veteran in United State the prime minister Boris Johnson has noted in Prime minister’s forward of Veterans’ Strategy Action Plan: 2022‑2024;    

“We are determined to go further. This Action Plan sets out the steps we will take in the next two years towards our ambition of making the United Kingdom the best place in the world to be a veteran by 2028. We are doing this not simply because of our moral obligation to those who have given so much. We are acting because our veterans have the skills, experience and expertise to contribute to our country long after their military service ends. This government regards our veterans as a priceless national asset and we will do everything we can to help them to succeed”

The Strategy has to be formulated for setting out how Sri Lankan government will support and empower our veterans. The Strategy must set high level, long term outcomes across a wide range of policy themes and cross cutting factors which will underpin success.  It can be delivers in three areas of action (Veterans’ Strategy Action Plan: 2022‑2024 ,2022):

Understanding our veteran community – it is vital that we have a detailed understanding of our veteran population and their experiences to provide the right services and support for veterans.
Transforming services and support for veterans – Proper channel to be set up in order to acquire required professional knowledge and other preliminary necessities.

Celebrating our veterans and their contribution to society – all veterans should feel that their service is appreciated by the nation. We will fully recognize veterans’ valuable contributions to our society and economy, and challenge damaging misconceptions and stereotypes.

 In addition. employers, veteran advocates and policymakers should recognize and act on the business case for hiring veterans, rather than relying on reasons based on social responsibility or patriotism and pride.

 

 Reference:

 

Margaret, C. H. and Berglass, N. (2012) Employing America’s Veterans

Perspectives from Businesses. [online] Washington: Center for a New American Security. Available from  https://heavy.com/wp-content/uploads/2013/03/cnas_employingamericasveterans_harrellberglass.pdf [Access on 30th April 2022].

Orion ICS (2022) Military Talent Solutions. [online] Orion ICS, LLC. Available from https://www.oriontalent.com/solutions/military-talent/#Request-Services [access on 30th April 2022]

Stephen, L. M. and David E. B. (1989) The Transferability of Military-Provided Occupational Training in the Post-Draft Era. [online] SAGE Publications. Available from https://us.sagepub.com/en-us/nam/journals?_gl=1%2Apejo75%2A_ga%2AMTY5NzU5NDQyOC4xNjQ5ODI2MTky%2A_ga_60R758KFDG%2AMTY1MTMyMzA0Ny4yLjEuMTY1MTMyMzg0OC4w [Access on 30th April 2022]

US department of veteran’s affairs (2018) The Military to Civilian Transition 2018, A Review of Historical, Current, and Future Trends. [online] US department of veteran’s affairs. Available from https://benefits.va.gov/TRANSITION/docs/mct-report-2018.pdf [Access on 01st May 2022]

Veterans’ Strategy Action Plan: 2022‑2024 (2022) Veterans’ Strategy Action Plan: 2022- 2024, Presented to Parliament by the Chancellor of the Duchy of Lancaster by Command of Her Majesty. [online] United Kingdom: HH Associates Ltd. Available from  https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/1047675/Veterans-Strategy-Action-Plan-2022-2024.pdf Access on 01st May 2022.


Comments

  1. P.Janaka Chaminda PereraMay 1, 2022 at 10:50 AM

    According to ( Chambers, 1998) better talent is worth Fighting For, At the senior stages of an organization, the capacity to adapt, to make selections quick in conditions of excessive uncertainty, and to influence thru wrenching alternatives is essential. But at a time while the want for advanced skills is increasing, massive US agencies are locating it hard to draw and maintain precise humans. Executives and professionals factor in an excessive and irritating scarcity of humans who had to run divisions and control essential functions, not to mention lead agencies. Everyone is aware of agencies in which key jobs move begging, enterprise targets languish, and repayment applications skyrocket.

    Reference
    Chambers, E.G., Foulon, M., Handfield-Jones, H., Hankin, S.M. and Michaels III, E.G., 1998. The war for talent. The McKinsey Quarterly, (3), p.44.

    ReplyDelete
  2. Chathura PereraMay 7, 2022 at 2:30 AM

    Veterans are valuable human capital assets that every business should consider adding to their teams. Increasingly, organizations are committing to hire veterans, whether because it is the right thing to do, because veterans are an invaluable source of talent, or because, as a government contractor. Or the effort to hire veterans may stem from a combination of all three of these reasons (Kutsmode and Garrity, 2016).

    ReplyDelete

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