U.S. Department of Homeland Security’s Post

Great Start to the week! Let’s talk Careers

The recruiting season kicks off on August 11th with our Career Summit! Are you registered?? Are you ready to make the most of your internship or new grad recruiting this year? Check out this article that my highly experienced colleague Nicole W. wrote to get you set up for success

Six takeaways from VETS Indexes Fall 2023 Employing U.S. Vets Virtual Conference, Breakout 2, Option 2: Thought Leadership Roundtable: How to Keep Your Veterans Program from Fading over Time 1. Measure everything including retention, internal mobility, engagement, referrals, % rejected resumes, level of funding, integration and collaboration with other ERG's (since veterans are diverse). 2. Survey your employees. Ask "What makes our company veteran ready?" "How familiar are you with military service and the transition experience?" Workforce education will support veteran engagement, retention, talent utilization and more. 3.Train your recruiters on military culture, how to review a resume, how to draw out meaningful stories, how to make a real connection. Inspire them to be curious. Take hiring managers to career fairs. 4. Executive sponsorship at the highest level must be observable and modeled. 5. Develop programs and grass-roots opportunities to bring veterans and non-veterans together for meaningful connections. Go beyond "thank you for your service." 6. Leverage your veteran employees to support the selection, hiring and onboarding process. It's pre-hire mentorship so the veteran feels like they belong before Day 1. What else did we discuss, Eddie Dunn, Kevin Traw, Matt Disher?

Military Community, come meet 15 employers, get hired, win free certifications, network, and hear an amazing keynote THIS FRIDAY! Our second FREE virtual hiring fair of the year will kick off June 16th at 9 AM PST! If you haven't signed up yet, there is still time! These hiring fairs are entirely virtual through an innovative platform that allows you to visit different companies' booths, join live keynotes, network with other attendees, have 1-on-1 conversations with recruiters via video and text chat, and get hired! If you have never attended a virtual hiring fair, have no fear! It is super easy to use, our team will send you a walkthrough video for reference (and some other great resources), and we will have a Boots to Books booth to support you throughout the event! So what are you waiting for? Register now, mark your calendar, and SHARE with those who may be interested or be able to get this in front of more folks! Companies registered to hire from the military community include: Oracle Raytheon Technologies Accenture General Dynamics Information Technology BMO NielsenIQ GSA CareFirst BlueCross BlueShield Publicis Media Client Solution Architects Systems Planning and Analysis, Inc. Link Solutions, Inc. Military Hiring Accelerator LLC Sacramento County Sheriff's Office SpinSys #bootstobooks #jobsforveterans #militaryspouses #VHV

RTC members have expressed their top concern for the summer: preparing for the upcoming recruiting cycle. We're here to help! One of our very own, the talented Director of Partner Engagement Nicole W., formerly a University Recruiting expert, is sharing her invaluable tips on acing the recruiting season and making a lasting impression. Dive into "Tips From a Former University Recruiter: How to Make the Most of Your Virtual Career Summit Experience" here: https://bit.ly/3QdsBTa. You don't want to miss out on these valuable insights that will boost your confidence and help you shine!

1- Is it correct to stop the growth of people because of their age? 2- Why don't people get/deserve a good position because of their age? 3- If you don't grow in your middle age i.e. between 35-40, then your career growth comes to a halt. 4-Does capability only matter until a certain age, if something did happen & your work and profile are in a different field & you didn't grow in your medieval age...then you are not capable of growing in your life and career, is this fair? If someone has cleared their interview & all the other processes involved in their career, then age is the only reason to stop their career growth...right? So I request all the citizens, the lower senior authority of the company, the owner of the company, all the directors and the people on your opinion & proper thought.

Today (2/16) is the LAST day to register for FPA of Austin's 2024 Virtual Career Week! Candidates and employers, find registration details below for your last chance to sign up for this year's event. #careerdevelopment #financialplanning #wealthmanagement #austintx

Last spring, Parker Dewey reached out to more than 100,000 students across our nationwide talent network to understand how they prefer to engage with prospective employers. Students shared valuable insights into when they start their career planning, the goals they hope to accomplish when participating in campus recruiting activities, and their most significant obstacles in the job search process. Access the full report now, filled with insights on what students want and how to optimize your #recruiting strategy: https://hubs.ly/Q02dHvRW0 #earlycareer #campusrecruiting #recruitingstrategy

Among the thousands of unaided text question responses I’ve been reading through from students currently participating in SRG’s ‘Recruiting Engagement: Expectations and Experiences’ campus research project, these two verbatim quotes are among those that have caught my attention in the early going: ➡ Although both mention the use of QR codes, the tech tool itself isn’t really the point; it’s personal engagement [or lack of same] that they’re calling out specific to their interaction with these two employers at a career fair; and ➡ The impact of recruiting practices and processes on employer brand is real. As I’ve said at least a million times, execution matters. With two weeks remaining for the data gathering, I’m seeing some distinct patterns in the research ratings and rankings – and can say with confidence that after three+ years of competing narratives about effective early talent recruiting, what students value – and what they don’t – has come into clear and compelling focus.