Orion Insights

On Wednesday, May 9, Mike Brown, Vice President of Talent Acquisition, Americas Region, for Siemens USA, joined me at the IndustryWeek Manufacturing & Technology Conference & Expo in Raleigh, North Carolina. We were there to share our ideas on how manufacturers can address one of the most serious challenges we face today: the skilled talent shortage. How big is the challenge?

Tom Wolfe’s “Out of Uniform: Your Guide to a Successful Military-to-Civilian Career Transition” is an invaluable resource to help veterans navigate the job market and succeed in their first post-military career. Tom, a U.S. Naval Academy graduate and former Navy Officer turned career coach, wrote Out of Uniform to help all transitioning military personnel, regardless of service, branch, rank, rating, time in service, time in grade, or specialty. The book provides actionable advice for every stage of the transition process, enhanced by anecdotes based on the experiences of other veterans.

I talked with a transitioning Officer recently and he told me that he had been advised to steer clear of working with a military recruiter. The reason? Because “recruiters are paid a commission that reduces the salary being received by the service member. Working with a Recruiter leads to a lower starting salary.” While I can’t guarantee that this has never happened in the history of recruiting, I think this concern comes from a lack of understanding about how things generally work in the recruiting industry.

Orion Talent has been the top solutions provider to every segment of the oil & gas industry since 1991. We enable our clients to employ motivated, well-matched candidates through our talent solutions. But why are oil & gas talent acquisition professionals turning to Orion? The answer is simple. We are uniquely positioned to address the top recruiting issues facing the oil & gas industry today.

The semiconductor industry is America’s most innovative manufacturing industry, leading in many emerging technologies, including drones, artificial intelligence and self-driving cars. The microchips manufactured by the semiconductor industry can be found in computers, healthcare and military systems, transportation, clean energy, and many more.

How can an HR team of three people manage 60-80 job requisitions, as well as the full cradle-to-grave hiring life cycle for every employee? The answer, as this global leader in the provision of temporary power generation and temperature control found out, is that they can’t!

Over the years, I have talked with many thousands of Veterans getting ready to transition from active duty. A very small percentage of those people think they are interested in considering sales-related positions.

We are pleased to present our fourth issue of Talent Acquisition (TA) Trendsetters. In Efficiency & Engagement in Talent Acquisition, Malaika Kattke, Human Resources Director, Corporate and Field Operations at QAD, shares effective recruitment tools and insights on maximizing efficiency within the industry.

Are you ready to build a military hiring program of your own? In addition to selecting and training the internal team that will create and execute your Military Hiring Program, there are many additional costs and factors to be considered - sourcing tools and resources, travel to military bases and job fairs, appropriate online presence to attract Veterans, and streamlined integration with your ATS System - as well as developing internal resources to support the program and mentor new Veterans as they are hired.

The decision to transition out of the military into the civilian workforce is one that comes with a lot of uncertainty for many veteran job seekers. From knowing your market value to networking, to negotiating and accepting a job offer, the military transition requires diligence and patience.

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