This document discusses building connections between the military and private sector companies to help transitioning military members and veterans find jobs. It provides examples of programs from Microsoft and Lockheed Martin that help translate military skills to private sector jobs through training programs, networking opportunities, and dedicated recruiting efforts. The document emphasizes that the military represents a large talent pool and that companies can benefit from hiring veterans.

3. LinkedIn Military Connect, Part 1
Creating opportunities for transitioning military and veterans
Introducing Greg Call, LinkedIn Veteran Program Manager

4. #TalentConnect

5. ​ CDR Edward “Stevie” Smith
​ Commanding Officer, Navy Fighter Weapons School, TOPGUN
Targeting Talent in the U.S. Military

7. #TalentConnect

8. #TalentConnect
• One segment of a diverse network
• Military expert, civilian novice
• Intangible skill set, broad applicability
So Why Me?

9. #TalentConnect
My Journey
• Increased responsibility
• Leading diverse teams
• Accomplishing missions

10. #TalentConnect
My Journey

11. #TalentConnect
So what is a Veteran?
….and why do you want them in your company?
Educated -
Maturity -
Leadership -
Diverse -
89% hold a BA/BS
Average age 28
232,239 Officers
25.4% minorities

12. #TalentConnect
Core Skills That Work for Business
Self-starter
Mission focused
Dynamic problem solvers
Adaptable and innovative
Open to criticism
Incredible work ethic

13. #TalentConnect
How do you Target that Talent?

14. #TalentConnect
There is no one best solution, it takes a
great mix of them all.

15. #TalentConnect
The U.S. Military represents the
single largest talent pool
outside of the college campus…
A 1,429,036 educated and
motivated workforce

16. ​ Sean Kelley
​ Program Director, Military Affairs
​ https://www.linkedin.com/in/pxkelley
Microsoft Software & Systems
Academy (MSSA)
A Case Study in Talent Building

17. #TalentConnect
Microsoft Military Affairs
Vision: A veteran competing and considered for every IT job.
“We collectively recognize the
importance of providing service
members with the types of STEM
education and training that will help
them secure high-paying, career-ladder
jobs in the IT sector.”
MajGen Chris Cortez, USMC (Ret)
Vice President, Military Affairs
Microsoft
Military.Microsoft.com

18. #TalentConnect
Building Talent for the Industry
The Story
• Business Leadership &
Finance deeply involved
• Filling leader void in test
discipline
• Military Talent “bets”:
• Rapid Learners
• Self-motivated
• Technical
The Program
• Job Skills Focused
• Co-hort based
• Hard & Soft Skills
• Guaranteed interviews
• Community of Companies
Military.Microsoft.com

19. #TalentConnect
The Proof: MSSA By the Numbers
Military.Microsoft.com

20. #TalentConnect
When
it
comes
to
U.S.
military
résumés,
Silicon
Valley
is
illiterate.
It’s
a
shame…
The
American
business
world
doesn’t
know
what
to
do
with
them.”
John
Medved,
Start-­‐Up
NaGon
Understanding Military Talent:
Are you Listening? Seeking? Connecting?
Link for reference: https://www.youtube.com/watch?v=tm5ag8W7Odo
“With kinship as the goal, other essential things fall into place; without it, no justice, no peace.”
Fr. Gregory Boyle, Tattoos on the Heart
Military.Microsoft.com

21. #TalentConnect
• Plug into the network. Start.
• Be curious and open-minded. Take
time to connect, learn, find the “fit.”
• Start small. Pick one or two jobs and
start building a pipeline.
• Join our partner network to hire
MSSA graduates:
mssaops@microsoft.com
Your Mission, If You Choose to Accept it
“Tempered radicals set themselves apart by successfully navigating a middle ground. They
recognize modest and doable choices in between, such as choosing their battles, creating pockets of
learning, and making way for small wins.” Debra E. Meyerson, Tempered Radicals
Military.Microsoft.com

22. ​ Marvin Smith
​ Talent Community Strategist
​ Lockheed Martin
Introducing: Military Connect

23. #TalentConnect
©2015
Lockheed
MarGn
CorporaGon

24. #TalentConnect
WHY HOW WIIFM

25. #TalentConnect
WHY WHY
24% of employees are
veterans
Military Relations Managers
visit 200+ events annually
Veterans key talent segment
Taps into veterans
ecosystems--employees,
customers & alumni
34-38% of our external
professional hires
Give back to the
500,000-1,000,000+ people
expected to transition in the
next 5 years

26. #TalentConnect
1
Direct
2
Peer to Peer
3
Knowledge
Base

27. #TalentConnect
27
50
1000
3000
4200
1500
3800
5200
MAY-14 JUN-14 JUL-14 AUG-14 SEP-14 OCT-14 NOV-14 DEC-14 JAN-15 FEB-15 MAR-15 APR-15 MAY-15COMMUNITYGROWTH
May-14 Sep-14 Mar-15 May-15
Members 50 1000 3000 4200
Visitors 1500 3800 5200
MILITARY CONNECT COMMUNITY GROWTH
Data compiled from BraveNewTalent, & Military Connect May 14-May 15

28. #TalentConnect
16% female, 84% male
31% 37% 32%
Gen Y Gen X
Baby
Boomer
34% 34% 32%
Pre-
transition
In
Transition
Post
Transition
Data compiled from Google Analytics, BraveNewTalent, & Military Connect May 14-May 15

29. #TalentConnect
Comments
Content
Conversations
100,000 10,000 10
Data compiled from BraveNewTalent, & Military Connect May 14-May 15

30. #TalentConnect
Net Promoter Score
65

31. #TalentConnect

32. #TalentConnect
1
Content
2
Affinity
3
Pilot
Community

33. #TalentConnect
33

34. 34

35. #TalentConnect
35

36. ​ Philip Dana
​ Vice President, Chief of People Operations
​ The Honor Foundation
Building a Military Talent Program

37. #TalentConnect
The Must - Haves
Regardless of Size or Resources
Executive Sponsorship
Vision, Mission, Goals for the Program
List of Current Veterans
External Partnerships
Employee Value Proposition (EVP)
Program Leader
Retention

38. #TalentConnect
The Foundation

39. #TalentConnect
External Partnerships

40. #TalentConnect
Employee Value Proposition

41. #TalentConnect
Philip Dana | in/militarytalent | @Recrew2
Questions?

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