No Skin in the Game – Why?

2 days last week with many of the industries “Thought Leaders” at TRU London, all in one place to talk about what? I anxiously awaited Monday when I knew I would see pictures, videos and read the trail of comments about what a great time everyone had socializing in London. So what was discussed?

Heck, there are some very important topics out there that are discussed by all. We all love the subject of Gen Y –vs- Gen X – I mean, who doesn’t enjoy that? We can always look forward to the helpful, F@%k It Friday & Sunday Shout outs by one of the most Popular bloggers out there (I really do enjoy your blog). Hell, her cat has its own twitter account. We debate Social Media tools, Twitter, LinkedIn, MySpace, Job Boards, Boolean, Sourceology, Sourcery, bacon and even having brownies delivered, etc…! Check out the number and type of topics covered at the most recent gathering of the folks that are shaping the Human Resources and Recruiting industry today at the TRU London Un-Conference:

• Social Media Circus
• Employer branding v Employee branding
• The future for recruiters
• Endangered Species
• Battle of the Bloggers
• Technology shopping list
• Sourceology – The dark arts
• UK Sourcery – A new way of working
• Recruiter Big Brother
• The talent puddle
• Global live lab – A social media experiment
• Culture Clash
• Gen Why & How
• Leadership questions
• H.R. Revolution
• Who cares what the candidates think?
• New tools, old rules?
• H.R. Gen Z
• Future Strategy

I have read the popular “thoughts on the Recruitment Unconference” by everyone and I was especially moved by the person that couldn’t make the last day of TRU London because they had sponsored “Love Balls” – a Male Cancer Charity and had to get to that event. When’s the last time someone sponsored an event for Veterans? It seems we are all concerned about a lot of things – just not the right thing. VETERANS! Not one mention/track/discussion of a “How to” help a veteran during all of the show in London. Nothing, NADA, zilch… Who cares? Do you?

I posted the resume of an individual I represent 3 times on twitter last week  – He is a Major. A Green Beret. A member of Special Forces. A West Point Grad with a BS in Systems Engineering. He played Division I Football for Army. He has four total combat tours between Iraq, Afghanistan, and the Southern Philippines. 2 Bronze Stars. Speaks English, Mandarin and Chinese. Has a Top-Secret Security Clearance. Not one person responded or Re-tweeted any of the 3 times I posted his information. You WILL NOT be able to source, screen, or recruit a person with this type of background that would be a better Project Manager within any type of organization. Skin in the game? Sure he does!! He put his own skin in the game for over 10 years! Why no interest from the masses? Enlighten me please!

 Here are a few of the immediate problems that need to be addressed right away

• There are an enormous amount of recently separated Veterans that have entered the workforce and there will be more on the way with the upcoming withdrawal of troops from Iraq.
• Most companies do not currently have a defined Veteran Hiring Program
• Companies hire differently today than they did after any other major military conflict
• Most organizations are utilizing Internal recruiters who typically have zero military experience (and that’s OK)
• External Recruiters – Companies typically will not pay a fee for Military Personnel with mixed backgrounds and experience – they do not consider Veterans fee eligible
• Hiring from websites does not work for Veterans
• Companies and the Public have a good outward message for supporting Veterans but they are not as a whole, willing to put any real skin in the game…
• A veterans true experience & knowledge is not always conveyed to employers correctly.
• Assessment Tools not available that relate to Military Personnel

What is the Solution – where do you start?

Commitment! It’s not just a word when it comes to veterans. It is a way they have lived their lives and now they need you to commit to prioritizing part of your budget to putting them to work. You can’t just think that the other companies are going to do it, so why should you bother? It’s not happening – primarily because hundreds gather and talk about Twitter or Gen Y instead of what we all need to do to engage just one veteran and make it your purpose to find him/her a job today!

You have to identify internal needs that can be filled by a Veteran. Do it today!! If you have no clue where to start – call me now! I will help you. Get creative and start to build and or suggest training programs and out of the box solutions to allow Veteran hiring within your organization. Identify internal veterans within your company and create a company champion and/or mentor program.

If you need Top Level Support to get this done then get me involved – I can talk a dog off a meat truck and will get those ‘C’ Level folks on board for you! I know that helping Veterans can be Ugly for HR but it has to be done. In the words spoken by the famous Sports Agent Mr. Jerry McGuire, “Who’s with me?”

Step up and do the right thing!

Blake Cannon
Disabled Veteran, US Army and a Proud Recruiter!
blake.cannon@recruitveterans.com

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