It’s no secret that in today’s global economy, if you are not improving you are losing. So if nothing else, you must be moving forward or in the general direction you aspire to go.
When guiding discussions about establishing “SMART” goals for students, transitioning Vets, or professionals I like to use the GPS analogy… When using a gps, you must input the address in order to get directions to your destination. With all the technology in the world, you still can’t arrive at your destination without identifying it. Well, I’d like to add that – you don’t have the luxury of delaying your decision of where to go. Actually, you HAVE to be driving… in some direction…At some speed until you can decide on a destination.
So… what happens when you are behind the wheel of a bus, that can’t slow down and you have no destination? Well Sandra, stopping is not an option. Thus, the title of this post… and what happens now? What for those who have identified that you “don’t know what you want to be when you grow up” but have a career started? You can’t stop the bus, but if you don’t identify your destination soon, you may be traveling in the opposite, or at least wrong, direction until you do.
Typically I like to propose a feasible solution or recommendation each time I highlight a conflict or hurdle. This time, I don’t have one… or at least not a good one. You might want to find your Keanu Reeves, a mentor, or an outside perspective that can help you get on course – before things blow up.
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!
Learning, Leading & Life 
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