Veterans Employment Breakdown - How will this change as the military downsizes?

CPT Laurie H. — Wed, 23 Jul 2014 09:32:32 -0400

We've broken down Veterans employment by private sector industry and federal agency as of 2012.

What changes do you think we'll see as more OIF/OEF Veterans transitions to the civilian sector?

Is there a particular sector or industry where we'll see significant growth in Veteran hires in the coming year?

Response by 1SG Private RallyPoint Member made Jul 23 at 2014 9:55 AM

1SG Private RallyPoint Member — Wed, 23 Jul 2014 09:55:49 -0400

The 25% of other, I would have to assume the unemployed is rolled up into that?! If so, sadly, I would have to say, that is where we will likely see the largest rise.

Job market is tough right now (according to the news)

Response by Maj Ahron Oddman made Jul 23 at 2014 10:15 AM

Maj Ahron Oddman — Wed, 23 Jul 2014 10:15:08 -0400

This is another great infographic! Thanks guys. I'm always bothered when I see that veteran unemployment is well above the general population. That hurts. I would think it'd be lower just based on the demonstrated professional qualities of the average veteran.

We have to do better as a force at helping that transition. I don't believe in transition assistance, it should be a transition launch! As my commanding general told me when I was preparing to leave active duty, the Marine Corps needs good, successful former Marines back in the civilian work force; it's good for the individual and it's good for the Corps. We have to not only close the difference in the unemployment figure, we must reverse it. Our community on RP can go a long way in making that happen.

Thanks for this info guys.

Response by SPC Christopher Smith made Jul 23 at 2014 10:28 AM

SPC Christopher Smith — Wed, 23 Jul 2014 10:28:45 -0400

The two areas I see growing would be Self Employment, and unemployment. I'm not saying these are the only two options, just noting that I believe they will be the largest growing of this table. With many vets getting out, and understand there may not be a job for them when they get home, I believe many vets will band together and begin building businesses of their own with the VA loans they are able to tap into. I hope if this happens, they put a preferrence on veterans to hire.

Response by Maj Ahron Oddman made Jul 23 at 2014 1:02 PM

Maj Ahron Oddman — Wed, 23 Jul 2014 13:02:55 -0400

The more I digest the infograph, in particular the 9% veteran unemployment, which for vets 18-26 is closer to 20%+, the more I am hurt by this (some folks think it's hard to be a vet at 18 or 19, but they exist...i.e. wounded early in career, early discharge for myriad of reasons, etc).

I started brainstorming what resources could the DoD, DoL, and DVA provide to help vets. And after I brainstormed, I discovered the vast majority I, as a layperson came up with, already existed, such as the website below. But when I went to my Transition Assistance Program classes, I don't remember being pointed to the American Job Center. I didn't think there was a local resource on the ground, basically wherever I went in the country.

As CPT Dave Shephard pointed out, it's not really a severe lack of government programs. It's more in our execution. It's more in our leaders lacking a general interest and enthusiasm for launching warriors back into the private sector.

Remember the active/reserve/guard force is 2.4M, while the U.S. work force is 155M+. I love the force as much as anyone else, but after service, it's critically important that we transition stellar citizens back into the 155M strong work force.

Currently the DoL budget for TAPS, Transition GPS, whatever we're calling it these days is $14M for the 300,000 service members transitioning this year, or $47 / member, which I assume is slightly less than we spend recruiting and training members (DoD ad spend in 2011 was $667M). The DVA and DoD chip in a little bit as well, but no where near enough.
Going back to brainstorming.
I

Resources for Veterans | American Job Center

Response by SSG Arron Daniels made Jul 23 at 2014 10:40 PM

SSG Arron Daniels — Wed, 23 Jul 2014 22:40:45 -0400

Maj Ahron Oddman has a great point. I have been addressing this issue as I transitioned into the civilian sector. Unfortunately, there isn't an easy answer. There are thousands of Veteran help sites, careers sites, so-called "experts" floating around. They all mean well, but it's information overload to transitioning Veterans. Any program that becomes successful are 1. taken over by the government and become useless or 2. become so large they can't move quickly enough to address market and demographic changes.

One solution is easier said than done. Education is key for Veterans and employers alike. Veterans should research what skills they posses and look for companies that hire for those skills. On the flip side to that coin (and arguably far more important) companies should research MOSs and target those Veterans.

A long time ago in a blog post far away I wrote about it/ http://goo.gl/FAhi05

But sadly when I wrote that post it was the trend in HR and has almost been forgotten. It's easy to talk about, but not so easy to sustain. Companies don't want to start entire campaigns and programs because the ROI is not as big (or not there at all).

There isn't an easy fix, but I will always look to hire Veterans and figure a way to work Veteran recruitment into my metrics. No ticker-tape parade needed. Just execution.

Cheers,

Arron

Why Employers Don’t Hire Veterans | Blogging4Jobs

If you are a HR professional, or responsible for hiring at your organization, chances are that you are familiar with WOTC or the Work Opportunity Tax Credit. This tax credit is common for companies to receive when they hire job seekers who have received government assistance. Last year, Obama signed into law a different type of tax credit for Veterans andmilitarywhat is referred to as the VOTC or the Veterans Opportunity Tax Credit. Also know...

Response by 1SG Michael Blount made Aug 21 at 2014 12:24 AM

1SG Michael Blount — Thu, 21 Aug 2014 00:24:54 -0400

This whole effort deserves a double thumbs-up. I'm convinced key to solving the veteran employment issue lies in veterans helping other veterans. We must help ourselves and in so doing - each other.

Response by COL Vincent Stoneking made Sep 21 at 2014 2:57 PM

COL Vincent Stoneking — Sun, 21 Sep 2014 14:57:46 -0400

It would be useful to know
1) What percentage of the population are OIF/OEF vets
and
2) Is the employment by sector (right) info graphic VETERANS or OIF/OEF veterans - I assume this to be the case, but it would be better to confirm.

Initial thoughts is the 29.3% doesn't strike me as surprising. A LOT of these will be vets taking off the uniform, putting on GS camo and reporting back to the same building.

That said, there is a huge wave of baby boomers getting ready to retire from state and federal service (the biggest concern at my current place of employ is that roughly 25-35% of our IT staff could retire today, and a similar % will hit full eligibility within 5-8 years), and there isn't a real career progression pipeline in place (translation - people have been in their job for a LONG time). Meaning that there will be a BIG wave of hiring - at all levels - by both federal and state governments over the next decade. Vets, having experience with government, should have an inside track.

Response by SFC A.M. Drake made Sep 21 at 2014 8:28 PM

SFC A.M. Drake — Sun, 21 Sep 2014 20:28:05 -0400

Laurie,

the VA also has stats compared to the chart you have. How does your statistical research compares to the VA Stats?

http://www.va.gov/vetdata/Quick_Facts.asp

Quick Facts - NATIONAL CENTER FOR VETERANS ANALYSIS AND STATISTICS

Veteran related quick facts

Response by SSG Trevor S. made Sep 22 at 2014 12:29 AM

SSG Trevor S. — Mon, 22 Sep 2014 00:29:50 -0400

I think retail will be a good fit for many veterans.

We have often been trained in presentation and we have experience in customer service through interaction with personnel from various ranks and occupations.

When we progress to leadership ranks we also gain human resources experience through:
Writing evaluations / counseling
Training personnel
Assuring pay and benefits for subordinates (checking LES statements, assisting with pay inquiries)

When we combine these skills retailers benefit from our trained ability to present our ideas and information and being able to readily talk as subject matter experts in our departments. As we progress in the industry we are already set apart by having training in supervision and HR requirements that others may have to adjust to when assuming higher level roles.