Fall 2017 Speaker Preview: Placing Diversity: Women, Veterans & Beyond

By Marcelle Yeager

As part of our Fall 2017 Speaker Preview, Marcelle Yeager gives us a peek into her talk at our next event on Dec 7. 

Elizabeth is a Certified Public Accountant (CPA) who has been unemployed for almost two years as a result of moving with the military as the spouse of a service member.

Jamie is studying toward her Bachelor of Science degree, having been unemployed and unable to find work for two years as a military spouse, though she worked previously for seven consecutive years.  

Sharon holds a Master of Science degree in civil engineering. As the spouse of a diplomat, she has gaps in employment and is uncertain about her ability to find work abroad.

These stories are common. According to a 2013 study by the Institute for Veterans and Military Families at Syracuse University (IVMF) and the Military Officers Association of America (MOAA), 55% percent of spouses said it was difficult to find their most recent job, and 85% said it’s difficult for military spouses to get hired.

Why? These candidates are often immediately screened out of a hiring process because of gaps in work history and frequent moves. When that happens, an employer loses a candidate with soft skills that are almost impossible to teach in exchange for a local, presumably long-term candidate who may depart within a few years. According to a recent Gallup study, State of the American Workplace, 35% of employees have changed jobs in the last three years.

While companies aim to increase the number of women and veterans in the workplace, many struggle to do so. As recruiters, we must educate and build awareness among hiring managers by effectively marketing diverse candidates. You may be concerned about longevity among military or diplomatic spouse candidates or not fully understand their resumes. As a recruiter, it is your job to uncover the whole story and convince hiring managers that there are no tenure guarantees for any new staff. It is important that we not only find a common thread but also use the candidate’s varied background to tell the story of someone unique. Take the time to engage with the candidate so you can learn and promote what he or she has to offer. By doing so, you can reach diversity recruiting goals for yourself, your team, and your company.

Source: http://vets.syr.edu/research/research-highlights/milspouse-survey/

To hear more about these stories and how to improve your military and diversity recruiting efforts, join me at the next recruitDC event at the North Bethesda Marriott on Thursday, December 7. Get your tickets today