Wednesday, August 20, 2014

Whirlpool Corporation Partners with Orion International to Hire Veterans

Whirlpool Corporation has partnered with Orion International, the world’s largest military recruiting firm, to utilize their Military Talent Program (MTP) to be its provider of military recruiting, training, employment brand marketing, and retention services.

Recognizing the benefit of hiring veterans, Whirlpool Corporation launched the Whirlpool Veterans Association (WVA) in 2011, a group welcoming all Whirlpool employees interested in recognizing and supporting their veteran colleagues. The group supports community events, advocates veteran recruiting, provides on-boarding support for veterans and their families, and even hosts social events.

The Association has five chapters nationwide, with three more Whirlpool locations in the process of forming chapters. Through this Association, Whirlpool selects employees who had served in the military to represent the company at hiring fairs to collect resumes of Veterans.

With the help of Orion International, Whirlpool is able to more successfully reach former military professionals. Working alongside the WVA, Orion International reviews resumes, interviews applicants to understand their background and experience, and advises Veterans on how to create resumes that are civilian-friendly to hiring managers.

Since the partnership, Orion International has held six on-site and virtual training sessions for hiring managers at Whirlpool to help them identify and match military training to Whirlpool job openings and fit the corporation’s culture with the culture of the branches of service. Kimberly Fry, Whirlpool’s Senior Manager of Talent Acquisition, says this training is significantly helpful, as “unless someone sits down with them for a couple hours,” hiring managers tend to have difficulty identifying these similarities.

"Because of the WVA initiative and partnership with Orion International, Whirlpool is steadily adding Veterans to its executive ranks," said Robert Lemyre, Vice President of Purchasing and Global Operations at Whirlpool. Since the inception of the WVA, the corporation has hired seven Veterans in executive roles, with a goal of adding 22 Veterans as professionals this year with the help of their continued partnership with Orion International.

Orion’s has 23 years of experience in  helping organizations to attract, hire, develop and retain top quality Military Talent. Whether your company needs to quickly ramp up hiring for project based needs, are looking for a company-wide coordinated Military Talent strategy, or are seeking to fill just a few positions with the right Veterans, Orion has the solution. Learn more about Orion's Military Recruiting Services.


Wednesday, August 13, 2014

Three Veteran Stereotypes Dispelled

The greater than 200,000 service members exiting the military each year represent a prime source of talent for many companies. However, even in this age of pro-veteran hiring initiatives like Joining Forces, there are still many stereotypes of veterans that persist, oftentimes impeding companies from leveraging this first-rate labor pool. These stereotypes must be debunked so that the civilian sector truly understands the benefits of hiring veterans.

Stereotype #1: Veterans are less educated than their civilian peers. An article on AOL Jobs cites a 2012 survey by veterans advocacy group The Mission Continues and the production company Bad Robot, that says that only 19% of the public believed that veterans are more educated than their civilian counterparts.  However, the numbers reveal the truth. The same article points out that only 8% of veterans 25 and older didn't have a high school degree in 2009, compared to 15% of the population as a whole. And, as of 2009, veterans with bachelor’s degrees are within 2% of civilians at 26% and 28%, respectively.

Stereotype #2: Veterans have PTSD. While some veterans may come out of the service with this issue, they are in the minority and it does not mean it will affect their work. Many civilians deal with depression or anxiety, but that does not mean they can’t have jobs or do not perform well. Additionally, PTSD has gotten a bad rap with images of soldiers becoming violent, which is an extreme that is not the norm. In fact, a 2012 Washington Post article highlighted studies that found that the link between PTSD and violent behavior is weak.

Stereotype #3: Veterans only know how to follow orders and have no transferable skills. This could not be further from the truth. Service members are given orders to follow; however, they often have to make real-time decisions when the stakes are high. Many veterans say that making corporate decisions is easy when compared to battlefield decisions that mean the lives of their fellow soldiers. In fact, a Society of Human Resource Management survey featured in a Fortune article, reveals that companies that go out of their way to recruit and hire veterans actually value their creative thinking and ability to solve unusual problems. Companies are also finding that they can find the most technologically savvy employees in veterans, thanks to their training and exposure to new technologies. Read more about veterans’ transferable skills here.

It is unfortunate that myths like these stop companies from hiring veterans. Again, the numbers illustrate the reality. The sixth edition of the Veteran Talent Index from Monster Worldwide, Inc. and stated that the surveyed employers feel that veterans perform as well or better than non-veterans in terms of career advancement, job retention, and job turnover. They also give their top two motivators for hiring veterans as being that the veteran was the best qualified of the candidate pool (68%) and the veteran's prior work experience (59%).

For hiring managers still reticent to hire military, the best strategy may be to hire a military recruiting firm that can guide them through the process and aid in their recruitment and onboarding efforts, resulting in productive and motivated employees. Learn more about Military Recruiting Services or click here to read about veterans from all branches of service who are making a positive impact at their civilian companies.

Wednesday, August 6, 2014

Orion Account Executive Alex Jigger Interviewed on San Diego Radio Station

Orion Account Executive Alex Jigger was interviewed in June on local San Diego radio station 1170AM KCBQ as part of their Military Mondays segment on how Orion International can be a resource for transitioning military and for companies that wish to hire veterans.

Jigger, a former Marine Corps Officer, started off the program recounting his own transition from military to civilian life. Recognizing the need for help finding the right opportunities, Jigger researched different recruiters and reached out to Orion International for help finding positions that would match with his skillset and experience.

Impressed with the transition help that Orion had to offer, including interview preparation, resume building, and more, Jigger expressed an interest in coming on board to join the Orion team as an Account Executive at their San Diego office.

This offered him the chance to be an advocate for transitioning military by working directly with companies to help find them the perfect veteran candidate for positions they are trying to fill.
In this role, Jigger likens himself as a “match-maker” of sorts, helping to pair “veterans who want great jobs but don’t know the industry” with “companies who want to hire veterans but don’t know the skillsets of the [military] industry.”

During the segment, Jigger offered some advice to those getting out of the military and looking for a civilian career to “develop yourself as a product; you are marketing yourself for a role,” he advised.  “All of your experiences from high school to the day that you sit in that interview chair have prepared you for the role that you are going to be taking on.”

Jigger wrapped up his interview by stressing that Orion International can help and act as a go-between to translate skills, both for former military and for companies looking to hire veterans.

Find out more about hiring transitioning military and veterans, or request information about hiring military talent through Orion International.

Wednesday, July 30, 2014

Children of Fallen Patriots Scholarship Recipient Jacob Healy Speaks at Orion International Hiring Conference

Jacob Healy, a scholarship recipient and now Programs Analyst for the Children of Fallen Patriots Foundation, spoke at Orion's Hiring Conference in Jacksonville, FL on July 14 about the loss of his father during a special operations mission and the opportunities that organizations like the Children of Fallen Patriots Foundation have given him, which provides college scholarships and long-term educational counseling to children of those who have lost their lives in military service.

Jacob is the Gold Star son of Senior Chief Navy SEAL Daniel Richard Healy, who died on June 28, 2005 when his helicopter was shot down during a rescue attempt in the Kunar Province of the Hindu Kush Mountains. Eleven Navy SEALs and eight Army Night Stalkers were lost that day, making it the largest loss of special operations personnel since WWII. Only Hospital Corpsman 2nd Class SEAL Marcus Luttrell would survive. Known as Operation Red Wings, the story has since been told in the book and film Lone Survivor.

He recounted his father’s 13 years of SEAL service, which took him all over the U.S. and to many places overseas, from training in Virginia with SEAL Team 10 to studying Russian at the Defense Language Institute in California and time in Russia.

Jacob went on to speak about how losing his father meant losing his hero, with all of the support, encouragement, and ambition that his father gave gone with his death. With his loss, the biggest trial that Jacob faced was discovering his identity.

Jacob credited the grace and support of organizations like the Children of Fallen Patriots Foundation for giving him a hope for the future. With their support, he has been able to graduate with a BA in Architecture from the University of San Diego and now has been able to help and serve other Gold Star families as a Programs Analyst of the Children of Fallen Patriots Foundation. He concluded his speech with excitement about making a difference in the lives of others through the foundation.

Jacob will be accompanying the Orion team on the final event of the Veteran Low to High Challenge, hiking from the lowest point in Death Valley to the summit of Mount Whitney, which will take place over 7 days and cover 130+ miles.

If you or your company would like to help others like Jacob, please consider a donation sponsorship, which will support the Children of Fallen Patriots Foundation and our other partner Veteran organizations, Operation Military Embrace and Warrior Hike. To make your donation even more impactful, Orion will double your donation by matching, dollar-for-dollar, the first $14,505 (symbolic for matching the elevation of Mount Whitney).

It is our goal to raise $100K+ for our partner Veterans Organizations through the Veteran Low to High Challenge and through 5K Run / Walk Races in each of the cities in which we have an Orion office – Austin, TX; Cincinnati, OH; Raleigh, NC; Virginia Beach, VA; and San Diego, CA.

Learn more about the Veteran Low to High Challenge at

Wednesday, July 23, 2014

Veterans Led Federal Hiring in 2013

While Federal hiring has declined nearly 50 percent over the last four years, Veteran employment in Federal agencies has seen an increase, a July 9th Partnership for Public Service report states.

About 77,000 new employees were hired in fiscal year 2013, with Veterans comprising 45 percent, a 10 percent increase from Veteran hiring in 2008. Currently, Veterans make up 32 percent of the federal workforce.

This increase coincides with the Veterans Employment Initiative, signed by President Obama on November 9, 2009 to help men and women who have served in the military find employment in the federal government, with emphasis placed on aligning the talents of transitioning military and Veterans to key positions that they are well suited and qualified.

With the new initiative, it’s no surprise that Veteran hiring has seen a significant increase during the last five years, as the Departments of Defense, Labor, Veterans Affairs, Homeland Security, and other Federal agencies have made it a priority to help transitioning military and Veterans find a career in a government agency with tools such as, a website devoted to providing information on Federal employment to Veterans and transitioning military.

With an increase in Veteran hiring awareness coupled with key government initiatives like the Veterans Employment Initiative and Joining Forces, it is likely that the number of veterans hired in Federal agencies and the private sector will continue to steadily rise.

In March, the Department of Labor reported the jobless rate for all Veterans at 6.6 percent, a bit lower than the jobless rate for the population as a whole. Yet, the unemployment rate for Veterans remains disturbingly high, sitting around 9 percent, noticeably higher than for non-Veterans in the same demographic group.

Regardless, the growing trend of hiring Veterans in federal agencies is an important step in the right direction to raise the employment rate and lower the jobless rate for all Veterans.

Wednesday, July 16, 2014

10 Reasons Your Company Should Be Hiring Military Veterans

At this point, you are probably aware that hiring a veteran comes with a host of benefits. But what exactly are they? Recently, published an article on the benefits of hiring a veteran, as outlined by retired Marine sergeant and hiring manager Jon Davis, who provided ten reasons employers should hire military veterans.

Read on to discover the top ten benefits of hiring a veteran:

Veterans come from a previous culture built for mission accomplishment in mind.

“Few cultures have been engineered like the one military veterans have been a part of and even fewer…focuses entirely on mission achievement, cooperation, and personal development. The fact is that there is no culture in the world that shapes people in the way the military does,” Davis explains.

Veterans have ingrained leadership talents.

The military trains people to lead by example as well as through direction, delegation, motivation and inspiration. Veterans understand the practical ways to manage behaviors for results, even in the most trying circumstances. They also know the dynamics of leadership as part of both hierarchical and peer structures.

Veterans take their responsibilities seriously.

“Military people get responsibility because when they were very young there were serious consequences to the decisions they made,” Davis explains. Additionally, Veterans have gained a unique perspective on the value of accountability. They can grasp their place within an organizational framework, becoming responsible for subordinates' actions to higher supervisory levels. They know how policies and procedures enable an organization to exist.

Intuition is a skill, and the military teaches it.

“What many people think is that leaders are born. Not in the military. The fact is that many people in the military are faced with making life and death decisions in the blink of an eye,” Davis notes.

The military trains people to lead by example as well as through direction, delegation, motivation and inspiration. Veterans understand the practical ways to manage behaviors for results, even in the most trying circumstances. They also know the dynamics of leadership as part of both hierarchical and peer structures.

Military personnel will openly tell you when something is wrong.

Because of their inquisitive and honest mentality, military personnel are not afraid to approach a higher authority with a problem or question, ensuring that every project that they are assigned to is up to the highest standards.

Veterans will get the job done.

“Military people know what it means to have something that needs to be done. They have a sense of urgency and have seen the world through a big picture type mentality,” explains Davis.

Veterans understand the rigors of tight schedules and limited resources. They have developed the capacity to know how to accomplish priorities on time, in spite of tremendous stress. They know the critical importance of staying with a task until it is done right.

When given the necessary support, veterans are extremely capable.

Veterans have the proven ability to learn new skills and concepts. In addition, they can enter your workforce with identifiable and transferable skills, proven in real world situations. This background can enhance your organization's productivity.

Veterans are independent.

In addition to dealing positively with the typical issues of personal maturity, veterans have frequently triumphed over great adversity. They likely have proven their mettle in mission critical situations demanding endurance, stamina and flexibility. They may have overcome personal disabilities through strengths and determination. (Courtesy of Dept of Labor, HireVetsFirst Initiative)

Military personnel know the meaning of hard work.

Veterans know what it means to do "an honest day's work.” Prospective employers can take advantage of a track record of integrity, often including security clearances. This integrity translates into qualities of sincerity and trustworthiness, which is reflected in the quality of their work.

The government pays for veteran education.

The government provides assistance to veterans who wish to pursue higher education. By hiring a veteran, you can rest in the knowledge that you have hired an employee who can constantly improve both themselves and your company through continuing education initiatives.

Additionally, military job seekers possess experience unmatched by their peers, have demonstrated their performance in stressful situations, and are graduates from the nation’s military academies, top colleges and universities, and technical schools.

With over 220,000 veterans transitioning from service each year, the military represents a continually renewing source of talent from which to hire, comprised of approximately 35% diversity candidates.

Orion candidates represent the highest quality of job seekers available. We screen and select our candidates from the top 10% of Junior Military Officers, Noncommissioned Officers, and Technicians leaving the Armed Services, and we have a constantly replenishing database of approximately 30,000 candidates ready to work within the next 90 days. Our Recruiters perform a multi-tiered screening process, verify our candidates’ backgrounds, and check their references, all prior to presenting them
to our clients.

Learn more about the benefits of hiring veterans, and Hire a Hero, Hire a Vet® today!

Wednesday, July 9, 2014

Five Ways to Manage Remote Workers

With the increase of technological advances that allow for employees to plug into their work files and email as long as they have an internet connection, the office environment is changing. In fact, working remotely is becoming increasingly popular, with 3.3 million employees working from home or out of the office, about 2.6% of the US workforce.

Oftentimes circumstances require that a few of your employees need to work from home, whether it be they are unable to physically come into the office, or other responsibilities require them to be close to home.

The question remains of how to manage those who aren’t in the office. Dan Ingram, Vice President of Marketing at Enkata, touts that “the problem is that many companies…manage telecommuters exactly the same as they would manage people in the office. This doesn’t work,” he explains.

Below are five ways to managing remote workers or potential telecommuters that will lead to success for both your employee and for you.

Understand the employee. Most managers see an employee in the office and assume that the work is being accomplished, without thinking of how the work is actually completed. Consider how much of an employee’s tasks are being accomplished independently or with the help of fellow coworkers, how often they must meet in person for assignments, and how they conduct the sharing of information. This will give you an idea of whether or not the person is equipped to work remotely.

Don’t worry about them not working. While the stereotypical idea of a remote worker is one of lounging on the couch in their pajamas, think again. According to a recent Gallup poll of the State of the American Workplace, remote workers record an average of four more hours a week than those who work in an office. Additionally, Stanford economist Nicholas Bloom found that remote workers did 13 percent more work than those in the office.

Know what makes the employee tick. Don’t allow for an employee with a sociable and outgoing personality to work outside the office, or you will soon have an unhappy employee. Additionally, don’t allow an employee who is easily distracted the freedom to work without the daily interaction of a manager.

Consider them for promotions. Don’t write off an employee who telecommutes as not worthy of a promotion. In a recent poll by Gallup, remote employees are more engaged with their work and company than those who work in the office.

Set up metrics to measure progress. While it’s easy to see progress and results from an employee who is in the office, it may be harder to view accomplishments of remote employees. Set up a form of measurement so that you can easily monitor deadlines and target goals.

Allowing your employees to work remotely does not have to be an insurmountable issue. Keep in mind that these very different work environments call for a different way of managing, and watch your remote workers excel in their job performance.