Wednesday, August 24, 2016

Recruitment Process Outsourcing (RPO): About Novotus

Congratulations to our sister company Novotus, ranked #4 on Recruiter.com’s Top 10 RPO Firms list.

4. Novotus
Novotus
One big downside to RPO: As beneficial as it can be, it’s often out of reach for small companies. Large corporations have no problem finding RPO firms that will partner with them, but the costs can be prohibitive for mid-market businesses. Furthermore, some RPO firms simply won’t work with mid-market companies – it’s just not worth it for them.

Good news, though: If your mid-market company needs an RPO partner, look no further than Novotus, which specializes in serving mid-market businesses. In fact, Novotus was named the top mid-tier RPO firm by HRO Today back in 2014.

See? You don’t have to wait until your organization grows to a titanic size to leverage one of the best talent acquisition teams around.


About Novotus RPO Services
With Novotus’ RPO solution, the Novotus recruiting team will step in to provide a fully integrated recruiting platform. Novotus becomes your voice to the candidates, working seamlessly with hiring managers, within your existing ATS if desired, with client assigned email addresses and other contact info. Novotus will work to execute your recruiting strategy, while building the your employment brand and talent community at the same time.

RPO vs. Staffing Services
RPO vs. Staffing Services Staffing services and RPO are dramatically different.
Here are a few examples of RPO deliverables:
● Establish metrics and reporting structure specific to your organization.
● Novotus recruiters seamlessly integrate to recruit on behalf of your organization.
● Quarterly Review Sessions – Evaluate trends, review KPI fulfillment and discuss future needs.
● Continual evaluation and improvement of recruiting process and related outcomes.
● Workforce planning and strategic talent acquisition to support organizational growth.
● Consistent, predictable results that are metrics driven.


RPO Industry Growth
According to the Digital Journal, Recruitment Process Outsourcing (RPO) Marketing - Global Industry Analysis, Growth, Trends, Forecast 2020, the continuous growth and implementation of software solutions, cloud and web based services, has helped streamline the recruitment process, which supports the growth of the market and provides opportunities for new players to enter the recruitment process outsourcing market.

Learn more about Orion International Sister RPO Company, Novotus, and how its services may benefit your company.

Wednesday, August 17, 2016

10 Perks of Creating a Military Talent Program with Orion International


There is no one-size-fits-all solution for hiring veterans, so it's important to choose a military recruiting firm with a model that allows for flexible, customized solutions. This is where Orion International's Military Talent Programs (MTPs) come in. Clients like Siemens, Honda, and Phillips 66 have built Military Talent Programs through Orion, and enjoy these perks:

1. Orion’s Brand Marketing positions each client as an Employer of Choice for Military Talent. 

2. Our team works closely with our clients to create Veteran friendly websites that cater to their audience by including things like Veteran Spotlights, highlighting specific veteran hiring initiatives, etc. (Click here to learn more about veteran-friendly careers websites.)

3. Our clients enjoy unparalleled access to transitioning service members due to our unmatched reach and network within the military, providing an impact far beyond traditional recruiting efforts. 

4. Our MTP clients also receive the undivided attention of a dedicated account team who works closely with hiring managers.

5. An Orion MTP is full-cycle and addresses all phases of the process, from sourcing, candidate attraction and recruiting, through on-boarding, integration, and retention.

6. We offer flexible methods of interview, including company exclusive on-site hiring events, regional and national hiring conferences, and direct submission of qualified candidates - when, where, and how you need them.

7. Our SHRM and HRCI Accredited training program is designed to educate TA, HR, Hiring Managers and other Key Stakeholders on all phases of Military Hiring, to provide your organization with the knowledge and resources to ensure program success.

8. Our metrics-driven process ensures continuous quality and ongoing improvement through our programs, backed by measurable results.

9. Orion additionally actively promotes MTP clients via our extensive social media presence, as well as through newsletters and email campaigns.

10. Clients enjoy decreased cost-per-hire and increased customer service when compared to traditional fee-per-hire recruiting services.

Interested in hiring top talent with the help of the experienced recruiting team at Orion? Click here to learn more about how an Orion Military Talent Program could help you.

Wednesday, August 10, 2016

U.S. Hiring Managers Expect to Hire More in the Second Half of 2016


DHI Group, a job board operator and leading provider of data insight, conducted its semi-annual hiring survey. The survey found that 61% of hiring managers and recruiters in the US anticipated 30% more hiring in the second half of the year compared to the first half of the year.

What does this mean? Hiring managers in the US are gearing up to hire more and need to be ready with a pipeline of candidates to fulfill their companies’ hiring needs.

If you’re feeling feeling overwhelmed with the thought of hiring and are seeking help to support your hiring needs with military talent, Orion has the solution. Orion positions ourselves above and beyond the competition by offering the highest quality of candidates, flexible and personalized service, reduced cycle time, and cost savings. Learn more about the Orion Advantage. Contact us today to learn more about Orion International and request contact from our team.

Wednesday, August 3, 2016

Hiring Conference v. Job Fairs



While a Military Hiring Conference and a Veteran Job Fair may seem like synonymous hiring methods, they are very different. 

While job fairs have helped companies find veterans, it is a more anonymous and less targeted way to go about it. There is no interview involved and the company representatives collecting the resumes may not have been educated on the best practices for hiring veterans or have time to discuss specifics with potentially qualified candidates, therefore losing out on quality recruits.

A Military Hiring Conference is not a Job Fair. Attendance is by invitation only. Our clients conduct one-on-one interviews with prescreened, qualified, top-tier military candidates, matched with the open position, location and salary, all in a private interview suite.  A Hiring Conference is the best opportunity to interview up to ten candidates in just two days

Cynthia Jones, HR Manager at Interplex Nascal, Inc, describes her experience at a recent Hiring Conference, “We discovered this Hiring Conference by accident but wanted to attend. Our Account Executive was so very helpful in making this happen. This was one of the best hiring events I have ever been to.”


Common feedback from our Hiring Conferences is that with so many qualified veterans, it's difficult to pick whom to hire. “Orion provided us with many qualified candidates. The hard part was choosing which ones we wanted," explains Ryan Carr, an Equipment Engineer at X-Fab Texas.
When it comes time to hire veterans, it is important to go to the best source for recruiting them. And while job fairs remain popular events, they are not necessarily as effective as Hiring Conferences. This is especially true according to our recent Military Transition Survey, conducted in January of this year. When asked to rank the effectiveness of Job Fairs and Hiring Conferences, Hiring Conferences were ranked as "Very Effective" 10 times more often than Job Fairs.

Military Job Fairs can be a great way to meet many service members in a single day and collect a high volume of resumes. However, when it comes to hiring effectiveness, Hiring Conferences can't be beat. An Orion Hiring Conference gives employers a chance to interview the best military job seekers, selected specifically for their open positions.

Click here to see a schedule of Orion Hiring Conferences.

Wednesday, July 27, 2016

Orion helps both father and daughter find civilian careers...Sixteen years apart!

How often can the members of a company say that they have helped generations of family veterans find their civilian careers? Orion is proud to say that we have!

In 1999, before Dwayne Williams exited the Army, he was introduced to an Orion Recruiter at a TAP class. Little did he know that this single connection would lead to his daughter finding her own civilian career sixteen years later.

After leaving the military, Dwayne landed his first civilian job through Orion in 2000, as a Production Supervisor with Office Depot. After some time in his first role, Dwayne used Orion again to find a new position.

Nearly sixteen years after his first experience with Orion, Dwayne referred his daughter, Andrea Salas to use Orion as she prepared to transition from four years in the Army.

Andrea began her job search in January of this year, and contacted Orion while she was still deployed. She began working with a Recruiter and soon learned about a great opportunity with Google. She is now a Field Operations Specialist working on Google’s Project Maps, and Andrea is enjoying her new position.

According to Andrea, “The Orion team was great -- all of my questions were answered, and I was coached and mentored throughout the interview process, which led to a job offer. I am so happy with the outcome, and very glad my dad mentioned Orion.”

At Orion, we are so honored to have had the opportunity to help both Dwayne and Andrea find rewarding careers, and we look forward to matching qualified candidates with great companies for decades to come! To learn more about how your company can recruit talented veteran candidates for your open positions, please click here.

Wednesday, July 20, 2016

Do You Struggle to Find and Hire Veterans? Part 2

Today we present Part 2 of Tim Sweeney's advice on the struggles of finding and hiring veterans. Last week you read about the challenges that hiring managers may face, and this week we share the best practices that will help overcome these challenges.


After evaluating various organizations that are sourcing and hiring veterans effectively and asking them what they have done to be successful, we were able to narrow down their success to five areas of focus. Whether they were able to accomplish this on their own or utilized outside help, these five best practices ultimately led them to become an Employer of Choice within the military community.



1.  Spend time educating talent acquisition and hiring managers on the Veteran candidate.  Companies that were successful in hiring Veterans spent time and resources to ensure their managers have an understanding of the military candidate.  They realized that before you can successfully hire a Veteran, you first must be able to translate their experience.  This can be accomplished through development of a training curriculum and by using existing employees that have served in the armed forces or by partnering with a military consulting firm.  My goal with each company I work with is to ensure they have:
  • A good understanding of the experience a Veteran has and how it relates to their business.
  • The knowledge and tools to be able to effectively evaluate a military candidate’s experience.
  • Implemented best practices to onboard and retain a Veteran hire.
2.  Create a brand within the military community as an employer of choice with Veterans.  The organizations we reviewed that had effective military hiring strategies placed a priority on improving their brand within the military.  Each company accomplished this with their own unique strategy; however, there were some common practices among each of them:
  • Development of a Veteran focused website.
  • Military base presence at transition classes.
  • Shared Veteran hiring success stories.
  • Active social media presence focused towards military communities.
3.  Make hiring a priority and ensure you are identifying roles that are good fits for military.  All successful military recruiting initiatives placed a priority on hiring.  Now, you may be thinking, "isn't that obvious?"  But over 50% of the companies I speak with have spent time and resources in marketing, but have not changed anything within their recruiting process.  Sure, marketing and training are critical, but they only serve as support tools to assist with your ultimate goal.  To be effective, your senior leadership, talent acquisition team and hiring managers should all be aligned with the same end state in mind - hiring Veterans. 

Once everyone is on the same page and you have established a reachable goal, then you must identify open requisitions that are ideal for a transitioning military candidate.  Spinning your wheels trying to recruit a Veteran into a role that requires specific industry experience or certifications will waste time and ultimately discourage managers towards hiring someone with a military background.

4.  Develop a Veteran Resource / Affinity Group to assist during the interview and onboarding process. Do you have a firm grasp on the number of Veterans that currently work within your company?  Are you utilizing them to assist with recruiting and onboarding your military hires?  Military friendly organizations have developed Veteran Resource / Affinity Groups to assist with hiring and retaining talent. Identify an executive sponsor, invite employees who were in the service to join and set goals for the group to provide expertise during the hiring & onboarding process.  You will not be short on volunteers as Veterans will jump at the chance to help each other out.

5.  Make onboarding & training a priority.  Historically, this is the most ignored area of recruiting and we see no difference with companies who struggle to retain military hires.  At this point, you have invested a lot of time and resources in setting goals for your military hiring strategy, making sure managers have a good understanding of a military candidate, ensuring the business is an employer of choice in the military community, and utilizing your existing Veteran workforce to hire, so why wouldn't you spend equal time to ensure you retain your investment? 

Veterans come from a very organized and structured work environment.  They are used to working in an atmosphere that is mission focused and provides the highest level of camaraderie.  Organizations, and specifically hiring managers, should set expectations early and ensure the new hire is given clear guidance on their responsibilities.  Use the Veteran Resource Group to assign mentors to help with the transition from military to corporate life.  Ultimately, investing time and resources to your new hires will ensure you maximize the impact of your new employee.

Hiring Veterans can be a struggle, but I believe most of you would agree that the impact the military candidate can have on your organization is enormous.  Their experience of doing their job and making critical decisions in high stress situations have given them skillsets that cannot be replicated within the corporate sector.  For the past 12 years, I have worked with companies to ease the challenge of bringing this large and highly experienced workforce into corporate America.  Some organizations have been able to do this successfully by utilizing their existing workforce; however, most have needed to enlist some sort of outside help.  There are plenty of resources and companies available to assist you, but I will leave you with one last piece of advice, whatever route you take - ensure you implement a strategy that keeps the focus on hiring!


If you missed last week's post on the challenges, you can check it out here.


Tim Sweeney studied Computer Science at the United States Naval Academy, graduating in 2002. As a Navy Surface Warfare Officer, Tim was attached to the USS Tarawa in San Diego.  In 2003, he deployed for seven months with the Tarawa Amphibious Ready Group and Amphibious Squadron Seven, in support of Operation Iraqi Freedom.

Following his service in the Navy, Tim joined Orion’s Virginia Beach Office as an Account Executive in 2004. Tim was instrumental in the growth and expansion of the Virginia Beach office and has been a key contributor in developing Orion’s Military Talent Programs (MTP). Tim obtained Partner status within the company in 2009, and was promoted to his current position as Strategic Accounts Manager in 2015.

Wednesday, July 13, 2016

Do You Struggle to Find and Hire Veterans? Part 1

Orion is excited to announce that one of our Strategic Account Managers, Tim Sweeney will be sharing advice on the struggles of finding and hiring veterans over the next few weeks. 

Tim graduated from the United States Naval Academy and joined Orion in 2004, following his time as a Navy Officer. 

In the article below, Tim shares the most frequent problems and challenges he hears from employers, and the best practices to overcome them. 

Do You Struggle to Find and Hire Veterans?

Did you know that the transitioning service member is the 2nd largest renewable candidate pool after college graduates, with over 200,000 military candidates leaving the service each year? Whether it is due to a desire to hire from this talent pool, OFCCP regulations, or simply learning the value military Veterans have within a company, corporations are placing more and more emphasis on hiring transitioning military.  So why do these same organizations continue to struggle to hire Veterans?  

1. Stereotypes of the military candidate

I often hear managers say that military candidates are too rigid or too structured and will therefore struggle to fit in with their current workforce.  Some of these opinions are formed from the entertainment industry and others are developed through actual experience.  The fact is the military does have a rank structure and promotes discipline within its workforce. Without it, the military would not be able to succeed in completing its mission.  However, this does not mean that the men and women in our armed forces are incapable of fitting in or thinking "outside the box."  In fact, most hiring managers I speak with value the attention to detail and organization a Veteran brings to the team.  Ultimately, teaming up employees from non-military backgrounds with a Veteran is a win for the employees as well as the company.

2. Challenge translating military experience into their industry


Sure … it is great when you hire a Veteran who also has experience in your industry, but that can be difficult to find on a consistent basis, and your Veteran hiring will suffer if you are relying on this strategy.  Therefore, you must focus your recruiting efforts on the transitioning military service member.  A common response I hear is, "these candidates do not have industry experience."  And you are correct, they do not have corporate experience; however, they have an enormous amount of training and experience performing in high pressure situations.  Their experience is very similar to many of the roles you have open within your organization, the simple difference being the end product of their work. As I mentioned before, transitioning military candidates are the 2nd largest candidate pool hitting the market each year, after college graduates.  One big difference - the Veteran has years of work experience making decisions in high impact situations.

3. Difficulty identifying best jobs for Veterans

I think we can all agree that there will be plenty of open roles that are not ideal fits for individuals who are transitioning out of the service.  So how do you know if a position is a good fit for a Veteran?  First, you must gain an understanding of the mission associated with each branch of service.  The military is operationally focused with a goal to complete missions as safely and efficiently as possible.  In order to do this, each branch of service must first be able to operate and maintain all of its equipment, to include aircraft, ships, tanks, etc.  Leaders within the military must then be able to analyze information, develop and sell a solution to superior officers, and lead their subordinates in completion of their plan.  Their experience ranges widely -- from Navy personnel on Nuclear Submarines, to Army soldiers in Iraq; Marines in Afghanistan, to Air Force pilots flying missions in the Middle East. You must also include the supply chain community that ensures our service members have all of the equipment they need to be successful.  In summary, any position within your company that supports Operations, Maintenance, Analysis of Data, Sales, Supply Chain, Engineering or hands on Technicians can be a great opportunity for a Veteran with proper training.

4. Salary expectation does not match experience

So you have overcome the challenge of translating experience and have identified the best jobs for Veterans, but now you are having difficulty finding the right pay band for a person with great performance in the military, but unrelated to your industry.  You are not alone as I face this issue with my clients on a daily basis.  I believe it is important to know a couple of things.  First, military candidates do not expect equal compensation to what they were making in the service.  They are able to earn compensation a number of different ways (housing pay, tax free benefits, hazardous pay, etc.); however, they understand that they will most likely have to take a reduction in pay to gain experience before they can promote to an equal level.  Setting a clear picture of career progression will overcome small shortcomings in initial pay.   Second, remember they are an experienced employee and have a proven track record of leading people, fixing equipment and problem solving.  This should be factored into the equation when determining initial pay. 

It's also important to note that salary for Veterans is typically set by the market.  We always advise a military candidate if he/she is too high in their expectations.  The demand and competition for candidates with military backgrounds is at an all-time high and this directly impacts the average salary.

5. Lack of outreach into the military community

Unless you are located near a large military base, it is very difficult to gain access to transitioning service members. And since Sept. 11th, 2001, it has become extremely difficult to gain access to the bases.  Job postings and job fairs can help, but do they truly have a big impact on identifying and hiring the best candidates for your organization?  I typically ask a company two questions to determine their overall outreach within the military community: If you walked on a military base, would the service members you meet 1) Be familiar with your company? 2) Know what types of opportunities are available to them within your organization?  Ultimately, your marketing efforts need to be focused on addressing those two questions.  Your goal should be to connect with candidates who have skillsets that are ideal for your company and also share your success in hiring Veterans. 

Can you relate to any of the above?  If so, you are not alone.  Sourcing and hiring Veterans is challenging, but there are companies that are doing it well.  Hire a Hero will share Tim Sweeney's five areas to focus on to become an Employer Of Choice within the military community next week. Stay tuned!

Tim Sweeney studied Computer Science at the United States Naval Academy, graduating in 2002. As a Navy Surface Warfare Officer, Tim was attached to the USS Tarawa in San Diego.  In 2003, he deployed for seven months with the Tarawa Amphibious Ready Group and Amphibious Squadron Seven, in support of Operation Iraqi Freedom.

Following his service in the Navy, Tim joined Orion’s Virginia Beach Office as an Account Executive in 2004. Tim was instrumental in the growth and expansion of the Virginia Beach office and has been a key contributor in developing Orion’s Military Talent Programs (MTP). Tim obtained Partner status within the company in 2009, and was promoted to his current position as Strategic Accounts Manager in 2015.