Military

Are You Really #Veteran Friendly?

Posted by Steve on May 27, 2013
Posted in: Heroes, Memorial Day, Military, Recruiting, Veterans. Leave a comment

For my generation, it was the World War II veterans; for newer gens it’s the War on Terrorism vets. Either way – and for all veterans in between – they’re very special people.

I wrote the words below for the Jones Beach Lifeguard Corps “Bucket and Buoy” newsletter back in 2004; the audience was my lifeguard family. The words and sentiments should never grow old to any Americans of any age…

As you walk down the beach this weekend – or any day for that matter – take a long look around; listen to the banter, the radios blaring, and the crashing of the waves. Some might think to themselves, “It can’t get any better than this.” Now imagine yourself doing the same thing 60 years ago, but instead of walking down to the stand, you’re one of 176,000 soldiers – nearly as many people who watched the Memorial Day air shows at Jones Beach. Most of these soldiers were your age – or younger. Saddled with nearly 100 pounds of gear, they waded in from amphibious landing crafts while bullets whizzed by and mortar shells exploded.

Gold, Juno, Omaha, Sword, Utah – innocuous names for beaches on a grand military plan. These beaches, (today they are beaches as beautiful as ours), determined the course of the next 60 years. When our crowds become large and unruly, when beachgoers leave their garbage buried in the sand, when drunkards become brash and boorish, remember the words of Pvt. Charles Neighbor, 29th Division, who landed on Omaha Beach, “As our boat touched sand and the ramp went down, I became a visitor to hell.”

By nightfall of June 6, 1944, the beaches were secure – the bullets had stopped but more than 9,000 Allied soldiers were killed. If you visit these beaches today, you would never know such carnage took place if it were not for the remnants of German bunkers and many American flags. The sands are soft to the touch and the waves often role in hollow. My Dad, 21 years old at the time, was part of 10th Mountain Division who defeated the Fascist armies in Italy one year later. He recalled how the defeat of the Nazis in France served to bolster the confidences of soldiers fighting Axis armies in other campaigns.

Dad is now 80 and frankly not in the best of health. But he is no different than any other old geezer you see at the beach strolling on the boardwalk, their heads covered with a VFW beret that is adorned with campaign pins, miniature bronze stars, and battalion buttons. These graying reminders of WWII probably sponsored your Little League team when you were a kid or gave you your first job. When they returned from the war, they never asked for anything in return despite the facts that many of their friends didn’t return with them after dying on the beaches in Normandy.

These men are your fathers and grandfathers; many wear hearing aids and knee braces – it doesn’t matter whether they’re nearsighted or farsighted, they can’t see too well. They live on fixed incomes and have to make decisions such as buying drugs or food for the month.

But I’m not here to offer a maudlin commentary on the treatment of WWII veterans. I’m here to implore you to do something that is long in coming: When you see these regal figures of our past at the beach, don’t walk by with your head down. Introduce yourself and shake their hands. Thank them for their sacrifice; ask them how they’re doing. Find them a place on the shore and give them an umbrella for the day. Make them Honorary Lifeguards for the day. Listen to their stories of D-Day.

Then as they leave for the day, smile and wave goodbye then turn around and look at the beach where we are privileged to spend a significant amount of our lives. Then think about Gold, Juno, Omaha, Sword, Utah and the thousands who died on those beaches 60 years ago so we can enjoy our beaches today.

The Finger and Two Pink Slips

Posted by Steve on November 25, 2012
Posted in: GenY, Human Resources, Learning, Military, Millenials, Moron, Social Media, Veterans. 11 Comments

If you’re part of the Millenial or GenY factions in society who whine when some nitwit gets fired for posting something stupid online, it’s time to stop cowering behind your collective sense of superiority, dump the labels that guide your actions, and join the rest of us who take responsibility for our actions and who know that an 8th place finish isn’t worthy of a Blue Ribbon.

She’s 30 years old and her picture was taken by her 38 year-old boss. Both were fired (more here). Outrage by those who are not attorneys yet Freedom of Speech experts aside, all you need to do to figure out why their employer gave these two pink slips is to look at the Board of Directors of “Living Independently Forever”; see why the employees were fired?

These two weren’t born stupid but they sure were raised stupid – to a degree by their parents, their school systems, by the friends they associate with, by the social platforms that allow someone to be more outrageous than the next person then be RT’ed or Liked by others, and by the belief that private means private. In other words, they allowed themselves to be stupid.

At their ages, it makes sense that at least one neuronal element would have figured that at the very least taking the picture was in bad taste. Another neuronal element should have fired back with “No, no, no” as they were about to press when posting the picture to Facebook (another reason for Facebook quickly becoming the global repository for stupid). A final neuronal element should have flicked on the light switch when the posters reiterated their belief that “Oh, my Privacy settings will ensure that this remains private.”

For those who believe that nothing is sacred (read the Gawker comments) or that what “someone does on their personal time” is immune from “social laws”, please keep in mind that the human cost of all US Wars since 1776 is somewhere in the vicinity of 1.3 million Americans KIA and 1.6 million Americans wounded. Whether you believe it or not, you simply wouldn’t be able to make an ass of yourself or be a hipster or post stupid to Facebook or listen to the music of your choice if it weren’t for Americans putting themselves in the paths of bullets. At the very least, if you’re going to learn to respect something in this life respect those who died in creation of this great country – or for that matter, any great Democracy (please don’t bore me with the faults of our system; it will always be a work in progress and you can both vote and run for office if you want to do more).

Now…should these two have been fired? Absolutely not. I would have made them volunteer at a VA Hospital for a good period of time and write about their experiences. Helping to clean the amputated stumps of soldiers who lost limbs, console those with TBI and PTSD, change the bed linens of those who are permanently bedridden all come to mind.

While we must be intolerant of abject stupidity, we must also be tolerant of people who have yet to learn the real meaning of being an American. Since Civics is no longer taught in schools, some people just take longer.

My question is now What will it take for this social nincompoopery to make a turn off the roadway that leads to a one-thousand foot cliff?

Women Marines: Diversity Under Fire

Posted by Steve on October 31, 2012
Posted in: Culture, Diversity, Leadership, Military, USMC. Leave a comment

“They [Women Marines] don’t have a nickname, and they don’t need one. They get their basic training in a Marine atmosphere, at a Marine Post. They inherit the traditions of the Marines. They are Marines.”

Lt. Gen. Thomas Holcomb, USMC
Commandant of the Marine Corps, 1943

Thank You For Your Service – Now I’ll Ignore You

Posted by Steve on September 17, 2012
Posted in: Heroes, Military, Uncategorized, Veterans. 2 Comments

A current discussion – “Stop Feeling Sorry for American Veterans” – in the LinkedIn US Army group revolves around our reaction to those who served; the article that engendered the post is here and is an incredible read.

While it has become as common as a handshake upon meeting a veteran to add, “Thank you for your service”, I’ve wondered why this response has become de rigueur. I’ve concluded that it is a combination of guilt, sadness, uncertainty, pride, empathy, and compassion in proportions that change for every person. Yet I still don’t understand the “why?”; any thoughts?

My Dad is a WWII vet; saw his best bud hit with a mortar shell from about 10 yards away during the taking of a little hill in Italy. He was sent back from the line for about 3 days, given a few packs of cigarettes, and sent back up. Was begrudgingly diagnosed with PTSD decades later – if I recall, the “battle” took about two years and was obfuscated by the loss of veterans’ records courtesy of a little fire in St. Louis – and given extra vet benefits. After finally telling me about the events of that day on the hill, now I think I know why he “exploded” so often when I was young. He told me he was sorry; I told him I loved him even more than I already did.

I believe many who continue to say “Thank you for your service” don’t really understand what went on/goes on behind the scenes; perhaps for the long-term it might be better to simply ask if you can buy a vet a cup of coffee and spend the time getting to know what it was like for them. Listening is far better than a “Thank you for your service” followed by turning and walking away. It doesn’t make any sense to me to pay homage to a flag or watch veterans marching in a parade without getting to know the very same people who have served to ensure that you can do these.

As for me, I’ll continue to take my Dad to the Ft. Hamilton VA for is weekly Wednesday P/T and talk to any vet who cares to share their story. If you’re there, stop by in the canteen around 10 00 hours and say hi to a Dad and his son.

I’ll never ignore you.
[Next on the RecruitingInferno, my take on recruiting veterans]

How Heroes Should Be Using LinkedIn

Posted by Steve on September 4, 2012
Posted in: Careers, Heroes, Memorial Day, Military, Veterans. 19 Comments

There are an inordinate number of fluff pieces “teaching” those in transition out of the military (or already out) how to use LinkedIn for job search. This won’t be one of them.

While it would be great if all military personnel had a LinkedIn profile from the time they entered service (not sure if the respective branches would like this idea), at the very least each of you should consider creating one the moment you put in your EAS papers. It doesn’t have to include the grandiose, tell-all content the “career experts” instruct you to have (I’d include a link or two but there are so many and as far as I can tell they all say the same things) but should include some key “identifiers” of your time in such as:

  1. The recruiting station that put you in the service (if you can remember that);
  2. Your first “Camp” – as well as all subsequent “Camps”;
  3. Your “Tours”;
  4. Your chains of commands (you’ll see why in a bit):
  • Air Force: Base, Wing, Unit…
  • Army: Divisions, Brigades, Battalions, Companies, Platoons, Squads…
  • Coast Guard: District, Division, Unit…
  • Marines: Regiment, Battalion, Companies…
  • Navy: Command, Fleet… (don’t expect too many folks to say they’re part of SEAL Team 6 – remember, it doesn’t exist)
  1. Your duties and “accomplishments” for each (I’d consider not mentioning “kills” anywhere in your LinkedIn profile – those who haven’t served or those who don’t have a solid connection to the military can be a bit squeamish);
  2. Honors and Awards: List all of your military accolades.
  3. Summary: This is the toughest part to write because many of you are transitioning out – and you really don’t know what you want to do. That’s fine…do you really believe many new college grads feel any different about their career direction? Yet what you do know – and I’ve spoken to enough folks who have transitioned out to know this is true – is whether:
  • You like to work with your hands;
  • You like to work with your mind;
  • You prefer Coke over Pepsi (use other comparisons too);
  • You prefer Ford over Toyota;
  • You buy or use a specific company’s products or services (make a list)

We’ll return to this list a bit later on – but you’ll see why I’m suggesting such a granular detailing of your service (just a pre-FYI, the Summary might be the hardest part of your LinkedIn profile to write).

The bottom line about LinkedIn is that it’s a tool to help you connect to people who are either like you (or were once like you) and who might be able to connect you to people who are perhaps more like you – and finally to people who are in direct position to help you get into a company – or profession – of your liking.

Let’s see how someone transitioning out of the Army might use LinkedIn to make a BIG difference in their career search:

(incidentally, noticed I didn’t write “post military”; for some, the process of “finding” a career might actually lead you BACK into the military)

My Dad’s an original soldier in 10th Mountain Division – I’m talking WWII original (you might see why I’m using the Army as an example).  The 10th is the most deployed Division in the Army – so let’s use them as an example of how you might use LinkedIn to develop your network.

Once you’ve logged in to your LinkedIn account:

  1. Click on “Advanced” next to the People box (upper right side).
  2. In the “Keywords” box, type in: “10th mountain division” OR “tenth mountain division” (with the quotes – notice how only OR is capitalized)
  3. Click on “Search”

1,173 people on LinkedIn with some connection to the Mountaineers…

You’re probably thinking, “I don’t know these people – and even more, why they would they want to help me?”

Because you share a common bond; do not for a single second think otherwise. My soon-to-be-89-year-old Dad goes weekly to the VA hospital near Ft. Hamilton for treatment and when he sees other – and far younger – 10th soldiers, the walls come down and they’re yapping away like they’ve known each other for eons. Shoot – he’ll even sing the original – and highly bawdy – 10th song to these folks. They all laugh and talk about battles, guns, life…

So start looking at the profiles of the 1,173 people and note the ones who were part of the 10th but also live in an area where you might want to live…for example, Chicago, IL:

  1. Go back to the results page (the page with the 1,173 results);
  2. In the “Postal Code” box, type in “60607” and select “50 Miles” in the “Within” box

17 people live in a 50 mile radius around Chicago…

Connect with all of these folks and ask them if they wouldn’t mind being Mentors to a transitioning Mountaineer. When you do connect, I know you’ll play “20 Questions” with each person – and gain a very solid networking buddy.

Just so you don’t think I’m being biased to one branch over another, run the same top search if you’re a Marine:

  1. Click on “Advanced” next to the People box (upper right side).
  2. In the “Keywords” box, type in: (marines OR USMC) AND (“Force Recon” OR “Force Reconnaissance”) (with the quotes and parentheses; notice how OR and AND are capitalized)
  3. Click on “Search”

347 people on LinkedIn with some connection to Marines who were part of Force Recon…

If you’re in the USAF:

  1. Click on “Advanced” next to the People box (upper right side).
  2. In the “Keywords” box, type in USAF OR “air force” (with the quotes; notice how OR is capitalized)
  3. Click on “Search”

344,408 people on LinkedIn with some connection to the USAF… (notice how I only used the name of the branch and not a specific Wing; if you’re in another branch, do the same for your branch – this is a HUGE network for you to work)

If you’re in the USCG:

  1. Click on “Advanced” next to the People box (upper right side).
  2. In the “Keywords” box, type in uscg OR “coast guard” (with the quotes – notice how OR is capitalized)
  3. Click on “Search”

46,096 people on LinkedIn with some connection to the USCG…

Finally if you’re in the Navy:

  1. Click on “Advanced” next to the People box (upper right side).
  2. In the “Keywords” box, type in: “us navy” OR “u.s. navy” (with the quotes – notice how OR is capitalized)
  3. Click on “Search”

203,477 people on LinkedIn with some connection to the Navy…

I hope you see how adding – or subtracting – keywords from an Advanced search allows you to really fine tune your results; if you’re in the Navy but want to go into Sales in Des Moines, IA, using LinkedIn is just as “simple” as:

  1. Click on “Advanced” next to the People box (upper right side).
  2. In the “Keywords” box, type in: “us navy” OR “u.s. navy” (with the quotes – notice how OR is capitalized)
  3. In the Title box, type in “sales” (without quotes) and select “Current or past” in the drop down box below it;
  4. In the Postal Code box, type in 50301 and select “50 mi” in the Within box;
  5. Click on “Search”

There are 23 people who live near Des Moines, IA, have had a job in sales, and who served in the Navy…sure it’s just 23 but it’s 23 people who might end up being the conduit to your next job.

Remember all those details I wrote about at the top? You can fine tune any search you perform with keywords such as where you did your Basic Training, a Platoon where you had the most “success”, or a carrier you served on. LinkedIn is all about finding common bonds with people who can – and are willing – to help you in your career search…and your service is a bond that few citizens will ever have. So be prepared to compare your experience in your branch of service using these items when you actually have that phone call with someone who might have had the same experience as you; it’s the ultimate form of networking – talking with a fellow American who like you served this country.

That’s enough for now; I’ll be writing a few follow-up posts including what to really say when you connect with someone using the LinkedIn messaging feature and how to focus in on specific careers (because I know many folks transitioning out of the military really don’t know what they want from a career). Likewise, there’ll be a post solely focused on writing a Summary.

Since I’m sure there are questions out there – from those in the USAF, CG, USMC and Navy, comment here and I’ll answer them… Finally, my network is your network; if you really do know what you want to do – and you actually have target companies, I’ll do my best to connect you to some of those companies.

Yeah, I did make that offer…but you served so I feel obliged to help.

The Case for Character

Posted by Steve on November 16, 2004
Posted in: Careers, Character, Military, Uncategorized. 1 Comment

NOTE: This was the very first blog post on ERE. Ancient stuff, eh?

Sometimes I think there are really only two questions that recruiters need to ask – sorry Lou, two, not one: The first is just an amalgam of all variants of behavioral interviewing (yes, this is where Lou Adler gets a shameless plug for his single, greatest interview question of all time). But to master the one question really requires an in-depth understanding of everything about the job.

Since so many recruiters just aren’t up-to-speed in terms of content – I mean, who has the time to really learn, for example, finance when all you really need are the buzzwords to conduct an effective interview, right? ;) – most recruiters might just as well ask a simple “Yes or No” question, something like this:

“Look, let’s cut to the chase – this position is for a CFO of a multibillion dollar multinational. You’ve read the job description so here’s my question: Have you been the CFO of a multibillion dollar multinational corporation where you’ve increased profits as measured by EVA by at least 15% annually over the past three years without putting the company under SEC scrutiny? Now before you say yes, if you haven’t and you lie, then you’ll be fired without any severance and your reputation will be smeared from here to the end of the earth. Now, what is your answer?”

Perhaps is conjures up thoughts of the bridge scene from “Monty Python and the Holy Grail” (What is your quest?). In reality, it is a simple binary – “Yes or No” – that might take about two minutes to ask and answer. If done correctly, for most it is about as effective as a battery of highly targeted behavioral questions (which ultimately get at the same result – assessing whether the candidate can perform the job as described). Since so many recruiters and hiring managers do a less than stellar job at behavioral interviewing – incidentally, this is the greatest opportunity for improvement in our profession; and this opportunity for improvement is part content knowledge, part learning how to effectively drill down – heck, most might as well just ask a “Yes or No” question and move on to a far more difficult trait to assess Character.

Cicero, the Roman Empire-era philosopher believed that “Within the character of the citizen lies the welfare of the nation.” To paraphrase Cicero, within the character of the employee lies the greatness of the company. Recruiters need to understand how this applies to their company or client and then come up with specific ways to assess character in the same way they focus on work-related behaviors.  Because at the end of the day, it is those who are of exemplary character who will create the most value for a company.

Specific ways? How about a business ethics question related to a specific event or series of events that took place in your organization? Something with many levels, potential traps, dead ends, etc. You’ll have to do your homework for this one folks – talking to C-levels, hiring managers, direct reports, suppliers, et. al. – and you may get some funny looks, but when you start talking about why employees really fail to make the grade, once you get past the “Well, they just couldn’t do the job” excuse and dig deep, the reason they failed was most likely character-based.

In interviewing for character and when using developed business scenarios, consider some of the following questions (tailor them anyway you want):

  • How do you define character?
  • What values are the most important ones to you as you make daily business decisions?
  • How do you think your company defines values and values training?
  • What are some of the values highlighted in your work?
  • To what extent do you feel that your values have been consistent with your employer’s values?
  • How do you incorporate character development into interactions with your subordinates?
  • How do you handle situations in which peers hold conflicting values or express values contrary to what you believe are the norms of your employer?
  • What skills do employees need to possess to be able to determine viable alternatives, hold options up to critical examination, and develop strong rationales for their positions as they solve problems and make decisions?
  • In what ways should employees and their bosses demonstrate care and concern for each other?
  • How often and in what context are values-oriented issues discussed in your business meetings?
  • To what extent have your peers been aware of their role in transmitting values to employees?

What criteria should be used to assess the success of a company’s character training program? According to these criteria, how successful are your company’s character training efforts? What would make them more effective?

Character is a rather arcane concept because it means so many things to different people. But assessing character as it relates to one’s organization is the first step in promoting the Daffodil Principle. Ever plant daffodils? Know what happens the next bloom? There are more daffodils – and the bloom is stronger. What recruiter wouldn’t want to be part of a success like this? Rhetorical question, right?

Here’s why you should seriously consider assessing character…

Last Monday I attended the funeral of a United States Marine killed ten days ago in Iraq – I know, well knew, him and his brother (“oddly” enough, also a Marine as was their Dad and Grandfather). Matt Lynch was a Duke grad who when asked by his Dad what his plans are now that he’s entering the “real world” responded by saying, “Dad, the Marine Corps, of course.” He went to Marine Officer Candidate School, then IOC, then E/2/5 and the 1/5 – at one point, he was stationed in a place called Karma (it was a good omen). After his second tour in Iraq, he had the option of going home; instead, learning that his old and intact 2/5 was headed back to Iraq, he chose to go back saying, “They are my guys, I’m going.”

Matt was killed on October 30, 2004, the victim of a roadside bomb. Even in death, character prospers according to the Daffodil Principle.

After the funeral, many of us assembled at a local restaurant, told stories, and yes, hoisted many a toast in the late soldier’s honor. What was clear to me – aside from the buzzing in my head (for the record, Marines can put away adult beverages at an alarming rate), was how so very much alike each Marine was – especially as it pertained to character.

Now I’m not talking about the four guys I spent hours with – every Marine I met this day was of exemplary character – seriously, the kind of person every Mother and Father wants to meet. And commitment – each of these Marines would put their life ahead of each other. Absolutely amazing – how did the USMC recruiters do such an exemplary job in selecting people who were so in tune with the Marine way? Sure Marines are “made” but there has to be something in there to work with. So how do the Marines select on the basis of character? I’ll touch upon this in a very near future post.

Again, I believe that character really does matter. What do you think?