Wednesday, January 18, 2017

Father and Son found careers through Orion 11 years apart


We are proud to say we have created lasting relationships with our alumni, so much so that they commonly refer their friends and family years later. Recently, Orion recently found careers for a father and son over a decade apart. In 2005, Arthur Benavides Sr. was introduced to an Orion recruiter at a TAP class before exiting the Army. He attended an Orion Hiring Conference where he interviewed for multiple positions. After careful consideration and multiple offers, Arthur accepted a position with Exxon where he is still employed to this day.

Mr. Benavides’ son., Arthur Jr., separated from Active Duty in 2013, found a job and earned his college degree in 2014. After gaining his degree and a few years of work experience he reached out to Orion, upon the recommendation of his father to explore other job opportunities in his field. We were able to match him with a job he loves with Phillips 66 in the fall of 2016.

We are so honored to have had the opportunity to help this father and son 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, January 11, 2017

Why Variable Workforce Staffing Works

Veterans are an outstanding source of proven and dependable talent for temporary, seasonal or project work, without adding to permanent headcount. Companies who utilize this talent through Variable Staffing also enjoy budget flexibility when paying recruiting fees is not an option, or when there’s not a funded permanent position. They also maximize their return on investment on operational and technical talent, while lowering their risk and overhead cost. Variable Staffing allows companies to effectively staff a Variable Workforce, or evaluate candidates over a period of time before extending a permanent employment offer.

Variable Workforce Staffing is great fit for companies looking to fill positions like Equipment Operators, Production and Operations Supervisors, Roustabouts, Assembly Line Workers, Field Service Technicians and Engineers, Test and Manufacturing Technicians, as well as Quality and Project Engineers.

Military Veterans are uniquely qualified for these positions, as they possess mechanical aptitude and a wealth of intangibles, such as outstanding work ethic, self-discipline, eagerness to excel, and proven performance under the most difficult of circumstances. They are focused on safety, physically fit, and are accustomed to working long shifts and in adverse conditions.

When deciding to use Variable Workforce Staffing for temp-to-perm and contract recruiting needs, employers should consider look for companies that offer the following services:
  • Recruitment of top military talent
  • Background checks, drug testing and employment verification
  • Serve as the Employer of Record
  • EEO Compliance
  • Smooth and efficient payroll / benefits administration
  • Liability / Workers Compensation coverage
  • Legal & HR Compliance Assurance
Companies looking for a scalable staffing model that doesn’t add to overhead but provides outstanding military talent should consider adding this type of staffing to their recruiting methods. Click here to learn more about how your company can benefit from Variable Workforce Staffing.

Thursday, January 5, 2017

United Way Launches Mission United in Hampton Roads

United Way improves lives by mobilizing the caring power of communities around the world to advance the common good. United Way is excited to announce a brand new division recently launched in Hampton, Roads, named Mission United.

Mission United focuses on providing education, employment, social/personal connections, and mental/physical healthcare to those who have risked their lives for our country, and will serve Veterans and Active Duty Service Members from all walks of life.

Mission United works with many different organizations to better facilitate the variety of needs of all veterans who may have difficulty finding assistance. They maintain relationships with a wide range of organizations that serve veterans in the Hampton Roads area, and will provide personalized assistance based on the needs of the individual.

Mission United also organizes support groups for military service members and their families. These support groups provide a space for others to share their difficulties and learn about new ways to overcome.

This is a great way to support our veterans. To learn more about Mission United, please visit

Wednesday, December 28, 2016

Be Like Phillips 66: Here’s How They Hire Veterans  

Companies looking to position themselves as an Employer of Choice among transitioning service members may not know where to start. Just posting your jobs on a few veterans jobs sites, or saying that you want to hire veterans is not enough. Luckily, as the national interest in Veteran hiring continues to skyrocket, there are many companies who have robust Veteran hiring programs which illustrate best practices.

Phillips 66, an Orion Featured Employer, is one such company. Companies aspiring to be viewed as “Military Friendly” should study their Military Talent Program and leverage the same innovative techniques. Phillips 66 split from ConocoPhillips in 2012, and as a new company, was faced with the task of putting many new processes into place, including Veteran hiring.

In March 2015, Jonathan Rosenberg - Manager of Development, Talent Planning & Acquisition for Phillips 66, presented on this very topic at Orion’s National Distinguished Candidate Conference in Houston, TX. Titled “Best Practices in Military Hiring,” Rosenberg explained why he feels veterans are a good match for their company and, most importantly, how the company went about recruiting them.

Phillips 66’s values of “Safety, Honor, and Commitment” tie in with the values of the military and made for a natural lead in to hiring veterans. Rosenberg also explains that hiring military has helped Phillips 66 bring a wide variety of people on board with a diversity of thought.

So what blueprint led to the success of the Phillips 66 program, as evidenced by the fact that 25% of hourly workforce hires in Phillips 66’s Refining business are veterans? Here are five of the key elements of their military recruiting program.

1. Senior Leader Commitment and Internal Champions – Phillips 66’s interest in hiring veterans came from the top down, with Executives in the company taking interest and encouraging the hiring of veterans. Phillips 66 also had champions working within their refineries following up the recruiting progress. Having Hiring Managers on board is often not enough to provide the needed momentum for a sustained military recruiting program.

2. Corporate Philanthropy – Phillips 66 supports many veterans groups including, being a Chairman’s Circle member of the U.S. Chamber of Commerce Foundation’s Hiring Our Heroes and sponsoring the Military Family Research Institute at Purdue University. They list these affiliations on their website as tangible examples of their dedication.

3. Military Recruiting Firms – Phillips 66 partnered with Orion in order to scale up their veteran hiring and for the expertise a military recruiting firm brings to the process of matching veterans with civilian jobs while educating civilian companies on how to best implement a Military Talent Program.

4. Veteran-Friendly Careers websites – Both through Orion and on their website, Phillips 66 clearly communicates why they value veterans, spotlights successful veterans within the company and makes finding open positions that match a specific MOS/MOC easy. Job seekers can view videos welcoming veterans from an SVP and of veterans in action at Phillips 66. Veteran testimonials can be throughout the websites. Even though the testimonials may not be from a personal friend, hearing about the company from a fellow veteran lends credibility to the company’s claim to value veterans and provides social proof, as well as illustrates how military skills may translate to the particular careers available. Learn more about how to make a veteran-friendly website here.

5. Phillips 66 Employee Veterans Group – This group provides a way for veterans within the company to network. But this element has also been key in hiring veterans. Veterans already at Phillips 66 help bridge the gap between military candidates and civilian hiring managers, by helping go over a resume and explain what it all means or being present for military hiring events. Rosenberg explains in his talk that this was perhaps one of the most important parts of their hiring strategy.

Phillips 66 has developed a great system for getting veterans in the door. They have made their available careers accessible and attractive to veterans through veteran-friendly branding and websites and have done so in a thoughtful way. Orion is proud to have worked with Phillips 66 to bring 130+ veterans on board. And while every company needs to create its own unique military recruiting program based on their needs and goals, Phillips 66’s strategy is an excellent case study in what to do right.

Wednesday, December 21, 2016

Where Are They Now? Orion Alumni Succeed in Civilian Careers

As part of our resources for transitioning veterans, we offer advice from our alumni who are now enjoying civilian careers. This feature, while aimed at our candidates, is also a great tool for companies interested in hiring veterans. By perusing the many profiles, hiring managers are able to see the transition story of veterans from all branches and ranks who have transitioned into a wide variety of industries. Perhaps most importantly, the profiles detail what advancement these veterans have enjoyed in their new careers illustrating just how qualified, self-driven, and dedicated they are.

Check out these examples and visit Transition Advice to read more:

Elizabeth Woolfolk
Musician, Ordnance Officer, Force Management Officer, CPT
Senior Buyer, Honda North America (2015 – present)

"Since I've taken this position with Honda North America, I have gained a lot of technical knowledge and definitely improved my business and strategy skills. I have been recognized by my management as a strategic thinker, a hard worker, and very professional. In addition, I have been identified as a future leader in the company (with definite potential for promotion)."

Jeff Moehling
Nurse Corps, CPT
Executive Sales Representative, Eli Lilly and Company (2000 – present)

“I celebrated my 16-year anniversary with Lilly in August 2016! My career progression began in Austin with a Sales Representative position, which I held for a little more than three years. In that time, I was promoted to Senior Sales Representative as a result of above average sales results and consistent leadership within my district.

In May 2004, I was promoted to an associate role in our corporate office in Indianapolis, Indiana, and spent two years there as a Sales Training Associate. Following that position, I was promoted again to a District Sales Manager position in Tyler, Texas, where I supervised ten sales representatives all over East Texas. In August 2009, I made the decision to return to Austin and an Executive Sales Representative role in order to spend more time with my family and explore other outside interests. Doing so paid off, as I am now a father of two and a three - time Ironman triathlon finisher.”

Kevin Robillard
Aviation Officer, CPT
Senior SIOP Leader/Sr. Materials Analyst Planner, Honeywell Aerospace (2012 – present)

“I supervised anywhere from 20-70 direct reports in an aerospace manufacturing facility for the first two years of my career with Honeywell, starting on second shift and moving to first shift about a year in. In February 2015, I received a promotion and transfer into the Materials group as a Senior Sales, Inventory, Operations and Planning (SIOP) Leader, where I advise the site leadership on strategic initiatives and the direction to take the factory in terms of census, hours, overtime, inventory, etc.”

These veterans aren’t unique in their ability to stand out among their peers, earning recognition and advancement. Check out Transition Advice to see other examples of veterans in action in their civilian careers.

Wednesday, December 14, 2016

Orion Offices Sign the Employer Support of the Guard and Reserve Statement of Support

Orion’s Raleigh office signed the ESGR Statement of Support back in 2014, and challenged the other four offices to do the same this year. On November 9th, the Raleigh office held a Reaffirmation Signing, and the offices in Virginia Beach, Cincinnati, San Diego and Austin each proudly signed the statement.

About the Employer Support of the Guard and Reserve (ESGR)

ESGR is a Department of Defense program that was established in 1972 to promote cooperation and understanding between Reserve Component Service members and their civilian employers and to assist in the resolution of conflicts arising from an employee's military commitment. ESGR is supported by a network of more than 4,500 volunteers in 54 committees located across all 50 states, the District of Columbia, Guam-CNMI,Puerto Rico, and the U.S. Virgin Islands.
ESGR has served our country for more than 40 years, fostering a culture in which all employers support and value the employment and military service of members of the National Guard and Reserve in the United States. These citizen warriors could not defend and protect us at home and abroad without the continued promise of meaningful civilian employment for themselves and their families. ESGR continues to adapt to meet the needs of Reserve Component members, their families, and America’s employers by joining forces with a network of other national, state, and local government and professional trade organizations.
Orion Raleigh Office
Orion San Diego Office
Orion Austin Office
Orion Cincinnati Office
Orion Virginia Beach Office - Picture Coming Soon
We are honored and proud to support an amazing program that develops and promotes supportive work environments for Service members in the Reserve Components through outreach, recognition, and educational opportunities. Thank you to the ESGR employees who made this possible.

For more information about ESGR Employer Outreach, please visit them online at

Wednesday, December 7, 2016

Here's What Happens at an Orion Distinguished Candidate Conference

As 2016 winds down, recruiting top talent remains a priority. As you assess 2016 hiring efforts and project for hiring needs in 2017, now is the time to reserve your company's seat at Orion’s upcoming Distinguished Candidate Conferences. The first three Orion DCCs of 2017 will be held in Dallas, TX, March 6-7; Philadelphia, PA, May 1-2; and San Diego, CA, June 5-6.  

Read on for a sample DCC schedule and come prepared to recruit from America’s best Military Officers:

Monday Afternoon
Company Presentations

You or a member of your team will have the opportunity to present a 30-minute briefing on the company and available positions.


Monday Evening
Keynote Speaker Address

A keynote speaker will address attendees on topics pertinent to hiring military personnel.


Monday Night
President's Reception

Enjoy an informal reception with Orion's leadership team, other clients, and interviewing candidates. This is a terrific opportunity to observe the networking and interpersonal skills of our candidates.


Distinguished Candidate Interviews

8:00 am - 5:00 pm: Conduct individual interviews with JMOs specifically matched to your hiring needs.

Orion's Executive Leadership Team is available throughout these events to meet and discuss your company's talent planning and how our dedicated on-boarding programs, assessment tools, and other enterprise-scale service offerings may be able to support your organization.

Click here to learn more about Orion Distinguished Candidate Conferences and to request more information.