Collector - November 2017 - 40

BUSINESSOPERATIONS

Hire Purpose
Job skills and training received in the military can be assets in the civilian
workforce, but how can you help veterans successfully acclimate?
By Katy Zillmer

I

n recent years, U.S. businesses have
made significant strides in hiring
veterans, an advancement that helps
service members acclimate to civilian life
and benefits companies seeking the skill
sets they possess.
However, there is still a cultural
divide between the civilian and military
populations, and greater efforts are needed
as veterans return from service and settle
into private-sector work environments.
According to the U.S. Bureau of Labor
Statistics, the unemployment rate for
veterans who have served since 2001
declined to 5.1 percent in 2016. While this is
good news, companies still need to dedicate
resources to hiring veterans and keeping
them on board through an added focus on
retention and support.
"Outreach efforts don't necessarily require
a large HR team or budget," said Sherrill
Curtis, principal and creative director for
Curtis Consulting Group LLC and author
of Support from Behind the Lines: 10 Steps to
Becoming a Military-Ready Employer.
These efforts are especially important
in the credit and collection industry as
veterans and their families are big part of the
workforce. According to ACA International's
white paper, "Diversity in the Collections
Industry: An Overview of the Collections
Workforce," a little more than half (51
percent) of the respondents to a 2015 ACA
survey reported that 60 percent or more of
their employees were veterans or military
spouses, disabled persons, members of
underrepresented minorities or women.

STARTING POINTS
Given that many companies in the
credit and collection industry are small
businesses, it's important to remember that
a little can go a long way in connecting

40

with the veteran population seeking
employment.
"Similar to a relocated employee,
when a military family moves to a new
state or country, often they are without
a support network of family or friends,"
Curtis said. "By establishing on-boarding
and engagement processes, combined
with face-to-face communication, an
employer creates opportunities to more
effectively address issues either before or
as they arise."
Organizations embarking on a veteran
recruitment effort should follow diversity
and inclusion basics by ensuring their
website reflects and connects with the
talent they want to attract. For militaryaffiliated talent, this includes branding
your company as a veteran-inclusive
employer, posting job descriptions that list
military-job/skill equivalents and curating
photos that reflect the desired talent.
"A talent sourcing strategy should
encompass all military-affiliated talent,"
Curtis said. That means it should cover
all branches of service, including the U.S.
National Guard and Army Reserve, along
with military spouses.
The veterans' representative in your
local Department of Labor & Workforce
Development office can also offer
opportunities for employers to connect with
ready-to-work veterans.
According to the Bureau of Labor
Statistics' Veterans in the Workplace Survey,
organizations rank veteran recruiting as
one of their top three priorities, yet "more
than 80 percent of HR and recruiting
professionals say that their organizations
lack specialized training to help civilian
employees and staff relate to veterans."
Of the veterans surveyed, 49 percent
said their greatest challenge is translating

skills learned in the military to civilian job
requirements.
To ease the military occupational skills
translation process for each job description,
Curtis suggested organizations consider a
twofold talent pipeline-building solution by
creating internship opportunities.
"Source business or human resource
student veterans for the project by
connecting with the student veteran
representative or Student Veteran
Organization president at local colleges or
universities," Curtis said.

DURING THE INTERVIEW
Military veterans are often disciplined,
punctual, efficient and loyal, and those
traits maximize their ability to learn
any additional skills through on-the-job
training. Be sure to discuss these skills and
any training opportunities you offer during
the interview process.
To avert missed expectations, explain the
job as well as your organization's culture
during the initial interview.
Avoid starting any interview by stating,
"Tell me about yourself." Instead, you could
"use behavioral questions to understand
how the applicant thinks, as well as how they
make decisions," Curtis said.
It will likely be helpful to describe or play
a sample collection call the candidate might
experience.

ACAINTERNATIONAL.ORG


http://www.ACAINTERNATIONAL.ORG

Table of Contents for the Digital Edition of Collector - November 2017

Upfront
Industry News
Best Practices
FYI
Collection Tips
Making the Right Choice
Getting Your Ducks in a Row
Highlight Reel
Putting it all Together
Calendar
Honor Roll
On Call
Hire Purpose
CFPB Pursues Two Student Loan Servicers
Compliance
ACA SearchPoint
Last Word
Collector - November 2017 - Cover1
Collector - November 2017 - Cover2
Collector - November 2017 - 1
Collector - November 2017 - Upfront
Collector - November 2017 - 3
Collector - November 2017 - Industry News
Collector - November 2017 - 5
Collector - November 2017 - 6
Collector - November 2017 - 7
Collector - November 2017 - Best Practices
Collector - November 2017 - 9
Collector - November 2017 - FYI
Collector - November 2017 - 11
Collector - November 2017 - Collection Tips
Collector - November 2017 - 13
Collector - November 2017 - Making the Right Choice
Collector - November 2017 - 15
Collector - November 2017 - 16
Collector - November 2017 - 17
Collector - November 2017 - Getting Your Ducks in a Row
Collector - November 2017 - 19
Collector - November 2017 - 20
Collector - November 2017 - 21
Collector - November 2017 - 22
Collector - November 2017 - 23
Collector - November 2017 - 24
Collector - November 2017 - 25
Collector - November 2017 - Highlight Reel
Collector - November 2017 - 27
Collector - November 2017 - 28
Collector - November 2017 - 29
Collector - November 2017 - 30
Collector - November 2017 - 31
Collector - November 2017 - Putting it all Together
Collector - November 2017 - 33
Collector - November 2017 - 34
Collector - November 2017 - 35
Collector - November 2017 - Calendar
Collector - November 2017 - Honor Roll
Collector - November 2017 - On Call
Collector - November 2017 - 39
Collector - November 2017 - Hire Purpose
Collector - November 2017 - 41
Collector - November 2017 - CFPB Pursues Two Student Loan Servicers
Collector - November 2017 - 43
Collector - November 2017 - Compliance
Collector - November 2017 - 45
Collector - November 2017 - ACA SearchPoint
Collector - November 2017 - 47
Collector - November 2017 - Last Word
Collector - November 2017 - Cover3
Collector - November 2017 - Cover4
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