Announcing The 2016 Most Valuable Employers (MVE) for Military® Le-Ma
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Below and on the pages that follow, please find employer profiles of the 2016 MVEs. The brief snapshots capture some of the highlights regarding why these military-friendly companies were recognized as winners, and why they are employers worth seeking out if you are a military-experienced job seeker.
Leidos (Reston, VA): Leidos designs and develops high-technology products. Those include customized and standard hardware and software such as automatic equipment identification technology, sensors and nondestructive imaging and security instruments. The company participates in over 100 veteran-related events annually and also in military events and job fairs, where it reaches hundreds of veterans each month. Open positions range from intelligence analysis, to systems/software engineering, to healthcare and biomedical research. “Our percentage of veteran employees rose from 15 percent to 17 percent and veteran hires rose from 17 percent to 18 percent from 2014 to 2015,” says Alex Verhulst, Talent Acquisition Specialist, Military Veteran Outreach. An employee resource group, called the Military Alliance Group, is dedicated to veteran-related efforts around the company.
Lendmark Financial Services, LLC (Covington, GA): Aligning with its parent company, The Blackstone Group L.P., Lendmark Financial Services committed to supporting and hiring military veterans and their spouses last year. In January 2015, the company launched the Veterans Integration Program. Ten percent of new hires were veterans or military spouses. “Our recruitment strategy involved ESGR, National Guard, Hiring Our Heroes, Military Spouse Employment Program and DOL VETS,” says Paulette R. Jones, HR Program Manager. During the last quarter of 2015, Lendmark implemented a military buddy new hire onboarding program, designed to partner existing employees who are veterans with new military veterans for 12 months of adjustment. Lendmark also created a Veterans Forum, consisting of executives and veterans, “for ideas and proactive, real-time engagement,” Jones says.
Level 3 Communications (Broomfield, CO): Between 2013 and 2016, Level 3 Communications has been actively recruiting veterans into the Operations Tech Academy, a developmental opportunity as part of Level 3’s North American Operations team. The goal is to include 30 percent military recruits in 2016 classes, says Amy Dietrich, Director of Organizational Development & Effectiveness. Ops Tech Academy prepares employees for roles in Field Operations, Planning, Access Management, Managed Services, Service Management, Media Operations and Service Delivery. In 2015, Level 3 attended 19 career events on military bases. The company is a partner of Direct Employers, Recruit Military, LeaderQuest and organizations such as Employer Support of the Guard and Reserve and Hiring Our Heroes. Additionally, the company’s Veteran Employee Resource Group provides transition assistance.
Lockheed Martin (Bethesda, MD): About one-quarter of the workforce at defense/aerospace contractor Lockheed Martin is former military, and the company plans to hire more in all parts of the business, potentially in 47 States and in foreign locations, says Teri Matzkin, Manager, Strategic Sourcing and Military Relations. Military Relations Managers attend approximately 200 military hiring events across the country, plus conduct coaching and transition planning meetings for “returning warriors” (217 in 2015). Lockheed also offers a fully military-branded transitioning careers website, with military occupational code translation, career path suggestions, regular military/wound warrior chats with military recruiters and social media feeds and links. In total numbers, during the past six years, Lockheed Martin hired 17,944 veterans, of which 5,322 transitioned directly from military service.
ManTech International Corporation (Fairfax, VA): ManTech has a Military and Veteran Affairs Office dedicated to hiring and retaining veterans. “One of the MVAO’s responsibilities is to ensure that veteran resumes receive visibility from our recruiters and hiring managers,” says Charles Miles, Director of Military Programs. ManTech handles defense, intelligence, law enforcement, science, administration, health and other governmental needs worldwide. During 2015, ManTech recruiters attended 48 military oriented job fairs and connected with thousands of veterans, ultimately hiring 733, which accounted for 31 percent of ManTech’s total new hires last year. Many employees with military experience work overseas, supporting active military in missions of national importance. Therefore, ManTech’s “ConstantCare” program gives them and their families direct contact with knowledgeable ManTech HR staff to manage concerns.
Marsh & McLennan Companies (New York, NY): Marsh & McLennan Companies has publicly agreed to hire 500 veterans by the end of 2016 and has brought on a full-time veteran director to achieve the goal. In 2015, the company also hired a full-time veteran program manager to provide expert management of a Veteran Talent Initiative. Upon hire, new employees are encouraged to join the Veteran Colleague Resource Group, where they are assigned a “buddy,” or peer advisor. The company has grown that group to over 700 members in two years, says James Tongate, Program Manager of Military & Veterans Affairs. Marsh & McLennan Companies is a global professional services firm with 60,000 employees that offers advice and solutions in the areas of risk, strategy and people.
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