NYSE Euronext celebrates 2nd Annual Veteran Associates Program – Photo Credit to Ben Hider at Ben Hider Photography
Through an initial vision, or a Call-to-Action of NYSE Euronext CEO, Duncan Niederauer – the NYSE developed the Veteran’s Associate Program. After Niederauer’s idea was relayed to the Human Resources department, a program was developed from the ground up and implemented for the first time in June 2012. The program offers a paid internship to Veterans of the U.S. Armed Forces who are currently seeking or have recently received a degree. It provides key exposure, education and experience in the corporate world to Veterans. The Veterans, effectively demonstrate their value by demonstrating the high-value, highly sought after, intangible traits they have developed during their military careers. These are the same traits that have made Veteran Specific recruitment a multi-million dollar industry for multiple agencies across the nation.
Now that there is some perspective, I wanted to boast a little bit about an amazing experience. I also wanted to include the first ever, YouTube videos on LifebyDamien.com. Below you will find the recordings of U.S. Military Veterans ringing the closing bell of the New York Stock Exchange. You can find me in the July 5th closing, front and center as I push the button to ring the bell and my adjacent colleague strikes the gavel.
I have included all 3 closing bell ceremonies as participants of the 2013 Veteran Associate Program were part of, if not the entirety of each bell ringing. Lastly, I have included a brief video documenting the 2012 Veteran Associate Program’s Inaugural class, and their closing bell ceremony.
Followers of LifebyDamien.com have a fair understanding of my passion for placing well qualified Veterans into the opportunities they have earned and demonstrate themselves uniquely qualified to take advantage of. It is my passion for the success of my fellow Veterans, and my dislike for the distaste of those who are strictly trying to extort the new buzzword/phrase “Returning Veterans” that leads to today’s article.
First, to my fellow Veterans – Be Warned. Recruiting firms, more often than not are in this game for Money – Period. Any marketing plot that will bring them money in the nation’s fastest growing industry in the 2000s (Based on $ spent by major corporations) is fair game. Placing qualified Veterans is a HUGELY marketable ploy for many reasons. The main reasons include that many Vets leave the military with unique skills, traits, talents and qualifications that make them the perfect walk-on candidate for DoD jobs, Contractor Jobs, and additional spaces through-out. There is also the appeal it has to the general public that a company “supports our troops” and is “committed to returning Veterans”. The truth is, FAR too many of these companies are making claims of commitment, yet they have ZERO or negating proof to support such statements.
Recruiting Agencies, Staffing Firms, Placement agencies… are in it to make money. Many which try to market themselves as “Veteran friendly”, are using the buzzwords and nothing more. They have no idea, have not studied, and are careless in truly understanding why Veterans are unique in the traits they bare in addition to the skills acquired. There is an AMAZING, and overly under-known agency, The Institute for Veterans and Military Families, that has completed and shared empirical research that speaks directly to the FINANCIALLY supported arguments that Veterans make high-value candidates for many of the roles in today’s business world and beyond. The information is out there – it can be supported! But don’t be fooled into thinking that all agencies are created equal and will have the knowledge equipped to help you, and guide you, as well as present you to employers. If this raises question marks behind your brow – please do not hesitate to contact me directly. I will work with you, do what I can – and it doesn’t cost you a thing!
EMPLOYERS: Yes – be cautioned. “Knowing a Veteran”, or just getting excited because your multi-thousand dollar resume screening software found a resume that belongs to a Veteran does NOT make you “Committed to Veterans”. It doesn’t. If you would like a start in the right direction, send one of your recruiters to the Certified Veteran Recruiting Program written by Emily King. It’ll cost you upwards of $3000 or more including tuition, travel and stay for your employee, but that is a drop in the bucket compared to one placement isn’t it? And what about the lifetime value of a new client that values your demonstrated commitment to Veterans and your quality service in its regard to the clients need and desire to hire Veterans? Your recruiter will at least have had some sort of formal education to understand Veteran Transitions. A returning Veteran is more than a catch phrase to add to your write-up when presenting a candidate. Do your research, and then back it up with ACTION! Action first, then profess whatever commitment you have demonstrated. An idea without action is not commitment, it is an idea.
Employers, if you truly do want to crack the puzzle and understand how sourcing, presenting and developing Veterans within an organization is legitimately a smart business move that cannot be ignored, contact me – as I can provide consultation. I know there are HR teams, and organizations that want to be a part of hiring well qualified, high-potential candidates into their organizations and are genuine in doing so. I am more than happy to help. If you are looking for your next gimmick, and aren’t ready to make a true commitment – please continue past and come back when you are ready.
For the record, there are some amazing Veteran focused recruiting firms out there, that TRULY know what they are doing, and they have developed relationships with organizations and companies that also want to make true commitments, while also seeing the great value of bringing Veterans into their organizations. HirePurpose is one – and by the way, the Founder is a former Marine. Four Block is another amazing organization – Leading Co-Founder, a former Marine, with co-founding Navy and Army counterparts. Emily King has revolutionized recruiting of Military Veterans at the Buller Group. Diversant has developed an amazing training and work-to-hire program.
There are many amazing companies doing amazing things such as GE, Macy’s and NYSE Euronext – but I cannot forget to add the amazing effort of networking and coordination for those who truly want to be a piece of solution, and that is the team at GoldenOrb.org.
I always welcome feedback, whether in support of my argument, or in support of higher learning through constructive argument. I am not a fan of Group Think.
Please, don’t forget to stay in touch with me on LinkedIn and follow me on Twitter, @Mr_DamienB
My Last Day in Uniform along side my Transition Support Team.
While I decide on the next series of articles for LifebyDamien, I wanted to give an update on the world of Damien Bertolo as it will affect the focus of the next series of articles.
As those of you who follow are aware, I was working to build a Veteran Recruitment Division for a Staffing Agency in Manhattan. While continuing on with that division is no longer in the immediate future plans for that agency, I have been debating the depth at which I will continue to move forward with it. As it stands, I intend to work on two “fronts”. First, I will focus my efforts, as an Independent Consultant, to help employers develop hiring, and on-boarding programs that will provide opportunities to Veterans. Second, I will use my own personal time, at no charge (in sort of an unofficial, self-funded NFP function) to aid Veterans who are transitioning out of the military.
Currently, I will be working for the New York Stock Exchange as in Independent Consultant, aiding (while also learning) in their Talent Acquisition of qualified candidates for needed roles. I am very excited to be offered this opportunity as it provides benefits to me on MANY fronts!
To continue consulting additional organizations, I want to move away from Talent Acquisition, aka Recruiting, in an operational function. Instead of giving employers “fish” when they are hungry, I want to give them the pole, line and tackle box. From those I have talked to, it seems employers don’t have a solid grasp on how to identify the solid Veteran Talent, how to interview Combat Veterans, what to look for, what to dismiss, and what to keep. I’d like to help employers develop their HR functions to be able to do all of the above, successfully. This way they will see the direct, short and long-term value that the unique traits offered by Veterans provide to an organization. Then they can continue with their efforts long after I am gone and WITHOUT having to pay a recruiter fee each time they are seeking a qualified Veteran to add to their organization.
As a Not-For-Profit function, I haven’t decided on a name, but I am thinking “DPB Transitions” might be it. I have already done it before, and I’d like to position myself to do even more of it in an official capacity. I want to help Veterans see the smoothest of transitions to the “civilian world” as possible. In an effort to do so, I intend to offer my knowledge learned in HR, recruiting, and professional development to pass on to Vets, so they aren’t reinventing the wheel. I will offer my help, and my network to any Vet transitioning. This includes but is not limited to, Networking, Resume Construction (not just a template, but actually understanding the coded 8.5” x 11” grail), Interview Prep, Salary Negotiations, Professional Development, Life Coaching and any additional odds and ends that help the Veteran stay focused on a successful mission of transition.
Why do I think my two-laned approach will work? Simple – this is Fire and Maneuver, not Attrition, nor Fire and Movement. When a Recruiting Agency markets their military talent, they offer it one time, with one success per contract, and more importantly, one fee. They will seek through as many candidates as possible until they find one that “makes it through the lines” and gets placed (Attrition, or maybe Fire and Movement if actually done well).
I will develop a sense of employers’ needs, through consulting and developing their HR functions with the ability to seek, screen and on-board Veterans. This gives me a look at the clients’ positions. In Military tactics jargon – I’m turning the map around. Then, I am in touch with Military Talent, Veterans eager to be of value to society. I am able to help them, and guide them, with the insider’s view of the other side of the “battlefield”. Then, Employers can trust I will refer quality talent to them, without any fees per hire. I pin down the employers needs as a Consultant; and I aid the Veterans to move around and penetrate their lines (get hired) as a NPO – Fire and Maneuver.
Advice, support and resources to recommend are always appreciated!
My Personal Brand Part III (Veterans transitioning; from a brand you are given to a Brand you will name)
To conclude my three-part series of “My Personal Brand”, let’s discuss how the dynamics of personal branding changes for U.S. Military Veterans – or at least from my experience. In the “civilian world”, when it comes to Branding, differentiation is critical. Without differentiation, your brand is weak and you are not much more than a commodity in your industry – just another number. In the military, differentiation is largely frowned upon. Members of the military are the epitome of conformity and uniformity. The only approved and sought after differentiation supported and condoned is that which is based on merit and performance. It is okay to stand out because your performance is above that of your peers. Beyond that – don’t try to be different.
To the public eye, a Marine, in or out of uniform is first and foremost a Marine. Your attributes, both good and bad are first accredited to the Marine Corps and THEN you are considered as a person. In the Corporate World, an employee’s attributes are accredited FIRST to his personal brand and THEN to his organization. This is a vital shift in perspective and dynamics that must be understood by Transitioning Veterans. A Veteran can no longer assume that being part of a successful organization will result in the assumption that he or she is successful as a person. Rather, an organization will look at your personal brand, and if your brand will contribute to the organization’s success. From that point forward, your actions will define a brand that is associated with you. Do you care about money? Do you care about philanthropy? Can you be trusted? Are you good at your job? Are you dependable? Anything you do will shape, mold and detail your brand both personally and professionally and you are the SOLE PROPRIETOR responsible for all operations, execution and public relations regarding “I Incorporated” branding.
Professionally, there are two major areas to develop in your brand: Skills and Traits. This is an idea I came up with while building the Veteran’s Recruiting Division (an architecture I will be using to help Veterans transition). Skills are those abilities that we can learn in class, through practice, and are taught – often in an academic environment. One can be taught out to add, type, send emails, develop databases, etc. There are MS Office skills, athletic skills, software development, writing code, completing a SWOT analysis, folding a t-shirt, etc. Traits cannot be taught in a classroom. Traits are embedded abilities, developed over time and speak to a person’s character. These are abilities that have to be ingrained trained over time and reinforced through habit and ultimately retained through confidence in their importance to the quality of one’s personal brand. To give a specific example, the Marine Corps has what they call “14 Leadership Traits”:
– Judgment
– Justice
– Dependability
– Integrity
– Decisiveness
– Tact
– Initiative
– Endurance
– Bearing
– Unselfishness
– Courage
– Knowledge
– Loyalty
– Enthusiasm
Having favorable strength in these areas is not something one can build in a classroom. Traits are force multipliers that vastly improve the efficacy of skill. The fiscal investment needed to build or develop traits like those listed is far more extensive than any certificate course. Traits are what Veterans bring to the table. Traits are what Veterans, and most Employers alike, don’t know how to translate in a resume. It is these traits that will be the guide for Veterans to build their personal brands upon. Understanding the traits and applying them accordingly is what will build the individual brands of Veterans. These traits are differentiators. These traits make skills much easier to acquire and to sharpen.
Skills may provide immediate benefit, and the first 90-days of a job opportunity, but TRAITS are what employers and organizations are truly betting on and will determine success beyond the short-term. Skills are also the medium in which traits are demonstrated. So it is also important for anyone who is trying to display or build their brand to understand, you may have to invest in your own ability to translate your value through appropriate skills.
Veterans – please remember: You went from being in a scenario where everything you did gave credit to a brand you were PART OF. Now you are in a scenario where everything you do DEFINES the brand which YOU are. Also, trust that the contributions you made to your Service Brand have developed the traits that now define YOUR brand.
Learning, Leading & Life 
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