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Round 3 Track A:EMERGING ERG (0-3 YEARS): Fuel a Diverse Talent Pipeline
FACILITATOR:Krishna Powell / Principal / HR 4 Your Small Biz, LLC
PRESENTERS:
Lori Feldman / Executive Recruiter, Global Talent Acquisition / MetLife (Program Leader, Act 2 - Return to Work, Women’s Business Network)
Amy Woltman / Vice President, Corporate Counsel / Prudential Financial (President, VETNET – Military, Veterans, and Veterans Supporters Group)
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Krishna PowellPrincipalHR 4 Your Small Biz, LLC
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• Human Resources Consultant
• Mediator – EEOC
• Owner of HR 4 Your Small Biz, LLC
• Known as Your Multi-Gen Leader
• Employee Engagement Coach
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"The presenter knew a lot on the topic and I left feeling I had a better understanding of how to deal with millennials."
"Great session and an excellent speaker. Ms. Powell kept me engaged and laughing through out!!!"
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Lori FeldmanExecutive Recruiter, Global Talent AcquisitionMetLife (Program Leader, Act 2 - Return to Work, Women’s Business Network)
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MetLife Act 2 ProgramLori Feldman
Global Talent AcquisitionJune 2017
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⸗ What is the Return to Work Program
⸗ Why offer this Program
⸗ Program Details
Agenda
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What is the Return to Work Program and why Act 2?
An internship-like program for experienced talent who left the workforce for an extended period of time (18 months or more), and are now looking to re-launch their careers.
Leverages skills of returnees while giving them an opportunity to re-tool and update skills if needed.
Program is a springboard back into the workforce and allows companies to recapture talent that left the workforce
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Results of Act 2
Diversity results are strong:• 75% current participants are female.• 38% of cohort participants are diverse.• 8% are veterans.
• Program started in 2014• Have had 36 job openings in the program
and have converted 23 to full time (8/36 roles are currently interning)
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Candidates hired into a 10 week internship that turns into a permanent role if participant performs
Participants are part of a “cohort” so start together on the same date, join a specific orientation dedicated to Act 2.
Each participant is assigned a mentor
Mid-year and end of year performance reviews.
Interns will know if they are being hired by week 8
Programs Details
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Questions
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Amy WoltmanVice President, Corporate Counsel Prudential Financial (President, VETNET – Military, Veterans, and Veterans Supporters Group)
The Value of a Veteran
Fuel a Diverse Talent Pipeline
Overview
Objective: To help hiring managers attract, help transition and retain
qualified Veterans
Agenda
► Military Basics► Value of a Veteran► Transitioning Veterans► Veteran friendly postings► Resume► Interviewing► Veterans Workplace Rights► Questions
The Value Veterans Bring
• Advanced Team-Building SkillsVeterans are more adept with regard to organizing and
defining team goals, defining team member roles and
responsibilities, and developing a plan for action.
• Cross-Cultural ExperiencesThose with military backgrounds can have international
experience, have a higher level of cultural sensitivity, and
may speak a second language.
• Leadership CompetenciesService members are trained early on to assume levels of higher responsibility, take initiative
and cause action to get things done.
• Skills Transfer AbilityMilitary training often includes contingency, scenario-based training, and service members
develop the ability to transfer skills between disparate tasks/situations.
• High Level of TrustMilitary service engenders a strong propensity toward inherent trust.
Writing the Job Posting to Appeal to Veterans
Understand target audience
► Experience level
• Officer vs. enlisted
• Senior vs. junior
• One enlistment vs. 20 years
Focus on military position/skills
► Leadership
► Career progression
► Military schools
► Experience over formal education
► Certifications “recommended” not “required”
Use key words and phrases
► Part of an elite group
► Challenging work
► Obtain skills that improve your career
► Impact on others
► Camaraderie
• NCO, officer, staff experience
• “Veteran/military background a plus”
Be mindful of the “knockout” questions for positions i.e. must have PMP.
Meet with staffing for a dynamic strategy session prior to
posting any job:
Have a dialogue about the value a Veteran can bring to the
position.
Review the written job posting to ensure it contains
inclusive language for Veterans.
Being aware of what is preferred vs. what is required in the
posting (ie: knockout questions)
Discuss specific resources for reaching Veteran candidates
(including your own LinkedIn pages).
Practice interview strategies.
Provides best overall results to quickly and effectively find
the most qualified candidate for your opening.
Working with Staffing
Learning Activity – Writing a Veteran Friendly Job Requirement
Associate Manager, Record Keeping OperationsThe Record Keeping Operations department within Group Insurance is currently seeking an experienced professional with excellent
collaboration, communication, and client support/administrative abilities to support existing Group Insurance accounts and/or sales efforts.
This position will work closely with Operations, Account Management, Sales, Brokers, and Clients to offer exceptional customer service
during implementation and ongoing administration of the Group Universal Life! Group Variable Universal Life product.
Qualifications (current)
► Demonstrated knowledge of Group Insurance and/or
related insurance products and services preferred
► Auditing and compliance experience
► Quality review experience preferred
► Leadership and business expertise
► Proven results orientation and ability to meet deadlines
► Proven track record In Process Management
► Experience working with Sales and Brokers
► Excellent relationship building skills both internally and
externally
► Strong analytical and problem solving skills
► Strong project/time management skills
Qualifications (revised to attract Veteran hires)
► Demonstrated knowledge of Group Insurance and /or related
insurance products and services preferred; or willingness and
ability to learn complex new concepts
► Auditing and compliance experience, or ability to listen carefully
while gathering facts
► Quality review experience preferred, or experience reviewing
performance against standards and expectations
► Leadership and business expertise
► Proven results orientation and ability to meet deadlines
► Proven track record In Process Management
► Experience working with Sales and Brokers, or experience
listening carefully while gathering facts to address a person's
needs and present solutions
► Excellent relationship building skills both internally and externally
► Strong analytical and problem solving skills
► Strong project/time management skills
Understanding the Resume
Utilize in-house Veterans’ groups that are available to help review resumes.
Human Resources (HR) staff members have guidelines on interpreting Veterans’
resumes.
►Consider additional filters to identify Veterans during computer screening process.
Understand diverse jobs and skill sets that Veterans held in their past careers.
Recognize candidates that take on additional roles outside of comfort zone.
Difference between primary and collateral duty.
►Primary Duty = Mechanic
►Collateral Duty = Morale Officer (organized family picnic)
Driving the Message Home
Have Veterans participate in the training session to answer attendee questions and
provide personal insights.
Use a Story Board to make the unfamiliar familiar.
►Highlight the story of a Veteran who has transitioned to your company successfully.
►Telling our success stories provides a springboard to increased Veteran hiring.
Reinforce/refresh learnings with Web-based training modules.
Move beyond Hiring Manager-focused training.
►Utilize a modified version of this training for training outside of Hiring Manager circles.
►Broader audience for training as means of increasing Veteran retention.