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Where do veterans stand in today’s labor market? #stats

(BUSINESS NEWS) As 2016 comes to a close, with the recent observance of Veteran’s Day, how veterans have fared in the labor market provides an interesting picture of how their often untapped skills can be of benefit.

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Indeed dug into the data

When thinking about critical skills and attributes that you’re looking for in potential new hires, many employers forget to think about the host of opportunities that come by hiring a veteran of the U.S. armed forces. As 2016 comes to a close, with the recent observance of Veteran’s Day, how veterans have fared in the labor market provides an interesting picture of how their often untapped skills can be of benefit.

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Labor market stats

Composing 7.6 percent of the U.S. population according to the U.S. Census Bureau, veterans have a lower unemployment rate overall than their non-veteran peers. October unemployment rates have been lower for veterans since 2009. The recession, which caused spikes in unemployment rates for all segments of the population, caused an unemployment hike to 9.9 percent in January 2011 for veterans, which has since decreased to 4.9 percent. However, segments of the veteran population have seen variations in levels of employment rates for those seeking to join the workforce.

With overall veteran unemployment at 9.9 percent in January 2011, unemployment rates for Gulf War II veterans (those serving since September 2001) stood at 15.2 percent.

While younger workers can typically face higher levels of unemployment than their older, more skilled competitors, this outstripped the non-veteran rate, which was at 9.3 percent for this segment of the population. This has since improved. The unemployment rate for this segment of the veteran workforce is markedly lower than their non-veteran peers.

Although veterans are less likely than their non-veteran peers to have a bachelor’s degree, they outstrip them in average earnings. Veterans earn a higher median income by over $11,000 annually ($38,334 for veterans, as opposed to $27,248 for non-veterans).

Where vets have landed

Veterans typically seek employment in fields that match their military operational specialty (MOS), or which utilize the skills they were taught and used in their time in the service. Many veterans continue their service for the federal government in other capacities. Over 27 percent of the federal workforce in 2011 was composed of former service members.

As the employment needs of the civilian job market and the military do differ, several of these types of fields are predicted by the Bureau of Labor Statistics in their employment forecast to shrink over the next several years.

High-growth labor markets, such as healthcare, have a unique opportunity to transition their supports to hire veterans. For example, in 2011, President Obama called upon Community Health Centers to make an investment of hiring 8,000 veterans over the next three years. He additionally tasked the Health Resources and Services Administration to identify career paths for veterans and expand opportunities for veterans to become physician assistants.

As was the case with overall unemployment rates, job selection varies by the era of service and the sex of the veteran. Older veterans with dates of service from 1976-2000 were more likely to be employed in roles that were primarily computer-based or mathematical in orientation than their non-veteran peers. More recent veterans tend to find roles that more closely matched their military experiences. For veteran women, many selected healthcare roles, and exceed the rates of employment of their non-veteran peers in computer-based and mathematical roles.

Hard transition

Despite having lower unemployment rates, veterans still find many obstacles in their employment paths. The Center for Talent Innovation’s survey in Indeed asked whether employees felt supported by their supervisor. Nearly 20 percent of civilian men and 15 percent of civilian women in white-collar jobs felt their supervisor was an advocate and champion for their cause. Only 2 percent of veterans in similar roles felt the same.

Beyond feeling supported by their supervisors, an astounding majority of veterans identified that their skill sets weren’t being fully utilized. 67 percent said they had three or more skills that their current employer was not asking them to use in their roles.

Resources for employers

Speaking to Business Insider, Jon Davis, a retired Marine sergeant and current hiring manager identified reasons employers should hire military veterans. “When given a proper framework and adequate training veterans can amaze you at how hard they can work and what they can get done,” said Davis. “Few cultures have been engineered like the one military veterans have been a part of and even fewer … focuses entirely on mission achievement, cooperation, and personal development. The fact is that there is no culture in the world that shapes people in the way the military does,” Davis notes.

When seeking to hire veterans, the U.S. government provides resources to the veteran for their transition. They provide financial assistance for higher education, along with enhanced re-employment services for post-9/11 veterans through the Veteran Gold Card, allowing them six months of personalized case management and additional supports at their community work center. The Department of Defense’s Military Credentialing and Licensing Task Force was created to identify opportunities for veterans to earn civilian occupational credentials and licenses without the need for additional training.

Additionally, through Joining Forces, an initiative that serves the U.S. veteran through education, wellness, and employment services, multiple employers have stated their goal of hiring more than 100,000 veterans and their spouses over the next several years.

For the employer, the Returning Heroes Tax Credit, enacted in 2011, provides businesses that hire unemployed veterans with a credit of up to $5,600 per veteran. The Wounded Warriors Tax Credit offers businesses that hire veterans with service-connected disabilities a credit of up to $9,600 per veteran.

The most important thing employers can remember when identifying opportunities for veterans to serve in civilian capacities is that these individuals have been placed into high levels of responsibility, many from a young age, and are typically mission-oriented. While their transition may require support, as is necessary for onboarding any new employee, the outcomes may pay more immediate benefits.

#HireVeterans

Roger is a Staff Writer at The American Genius and holds two Master's degrees, one in Education Leadership and another in Leadership Studies. In his spare time away from researching leadership retention and communication styles, he loves to watch baseball, especially the Red Sox!

Business News

Move over, rented scooters, lil’ baby Vespas are up to bat

(TECHNOLOGY) Scooters + technology + money = a parody of American life, but Lordy, it’s about to get worse (or better, depending on your perspective).

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As Austin learns to co-exist with the multitude of electric scooterists that have taken over its sidewalks and streets (and the detritus that has come to signal their top of the alternative mobility food chain), the popularity of the service has led to an unexpected evolution: the electric razor scooters may soon be replaced by a new machine.

Well, kind of. Vespa-esque scooters, developed by the company Ojo, are slated to appear on Austin streets by the end of February. These scooters can reach speeds up to 20 mph and, like the Birds scooters and similar existing competitors, are available to rent via an app for low prices.

Although this news may feel a little like opening a door in Resident Evil only to find that the Umbrella Corporation has created a new monstrosity, the subtle shift in the scooters’ design from standing to sitting may help address one of the biggest concerns of the original infestation: user recklessness.

Perhaps because these Ojo scooters resemble an actual vehicle, riders (and drivers) may be more apt to follow traffic laws and behave responsibly. The company seems to share this attitude, calling themselves “the adult commuter scooter.”

The truth is that there are three camps of attitudes about technology marrying neato transportation: those that rent the scooters, those that hate the scooters and want to burn them to the ground, and those that are unaware of their existence because they live and work in the suburbs. Seriously, even South Park has mocked the movement in several episodes this season.

Ultimately, this movement that we enjoy laughing at points out that the public transportation systems in many cities is seriously inferior, so we can laugh at bad riders (drivers?) in ties, trying to navigate a crowded sidewalk while also eating a burrito, but we should also note that there is a reason these vehicle rentals are thriving (and it’s not because of cultural douchiness).

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Business News

Is insecurity the root of overworking in today’s workforce?

(CAREER) Why are professionals who “made it” in their field still chronically overworked? Why are people still glorifying a lack of sleep in the name of the hustle?!

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So you got that job you wanted after prepping for months, and everything seems cool and good… but you’re working way more hours than scheduled. Skipping lunch, coming in early and staying late, and picking up any project that comes your way. You’re overworked.

Getting the job was supposed to be a mark of success in itself, but now, work is your life and everyone is wondering how you can be working so much if you’re already successful.

In an article for Harvard Business Review, Laura Empson delves into what drives employees to overwork themselves. Empson is a professor of Management of Professional Service firms at the University of London, and has spend the last 25 years researching business practices.

Her recently published book Leading Professionals: Power, Politics and Prima Donnas, focuses on business organizational theory and behavior, based on 500 interviews with senior professionals in the world’s largest organizations.

Over the course of her research, Empson encountered numerous reports of people in white-collar positions pushing themselves to work exhausting hours. Decades ago, those with white-collar jobs in law firms, accountancy firms, and management consultancies worked towards senior management positions to gain partnership.

Once partnership was reached, all the hard work paid off in the form of autonomy and flexibility with scheduling and projects. Now, even entry-level employees are working overextended hours.

An HR director interviewed by Empson noted, “The rest of the firm sees the senior people working these hours and emulates them.” There’s a drive to mirror upper management, even at the cost of health.

Empson’s research indicates insecurity is the root of this behavior. Insecurity about when work is really done, how management will perceive employees, and what counts as hard work. Intangible knowledge work provokes insecurity since there’s rarely ever a way to tell when this work is complete.

Colleagues turn into competitors, and suddenly working outside of your regular hours becomes seen as normal if you want to keep up with the competition. You want to stand out from the crowd, so staying late a few days a week starts to feel normal.

This can turn into a slippery slope, and when being overworked feels like the norm, you may not notice taking on even more extra hours and responsibilities to feel like you’re contributing efficiently to the company.

During her research, Empson found that some recruiters admitted to hiring “insecure overachievers” for their firms.

Insecure overachievers are incredibly ambitious and motivated, but driven by feelings of inadequacy. Financial insecurity and disproportionately tying self-worth to productivity are just a few contributing factors to their self-doubt.

As a result, these kind of people are amazingly self-disciplined, and likely to pursue elite positions with professional organizations. Fear of being exposed as inadequate drives insecure employees to work long hours to prove themselves

Even upper level management is subject to this same insecurity.

Organizational pressures can make even the most established leader overwork themselves.

Empson notes, “Working hard can be rewarding and exhilarating. But consider how you are living. Recognize when you are driving yourself and your staff too hard, and learn how to help yourself and your colleagues to step back from the brink.“

Analyze your organization’s conscious and unconscious messaging about achievement, and make sure you’re setting and enforcing realistic expectations for your team.

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Business News

The most common buzzwords (still) used in job descriptions

(BUSINESS) Employers are trying their best to attract really high quality talent, but the buzzwords that continue to plague the process are lame, annoying, and often insulting.

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It’s that time of year again. Year-in-review lists abound and Indeed.com is no exception. The website for employers and potential employees has taken a look back at the year in job descriptions and released its list of the weirdest job titles used in online listings.

They found the usual suspects — yes, sadly rockstar and hero still make the cut — but a few other keywords skyrocketed up the charts in 2018.

Indeed recognized seven top-performing buzzwords in its research: genius, guru, hero, ninja, superhero, rockstar, and wizard. Among these Top 7, some were up over previous years, while others’ popularity seems to be fading.

Employers really loved referencing masked assassins in their descriptions this year, resulting in a 90 percent year-over-year jump for ninja, and a 140 percent increase for the term since Indeed began tracking these stats in 2015.

Wizards and heroes didn’t fare as well. Job titles containing “wizard” were down 17 percent from 2017 and use of the word “hero” was down a whopping 44 percent since last year. Superhero ended the year up over 2017 (19 percent), but is still down by 55 percent since 2015.

So which states are touting these weird (some might say annoying) titles the most? The answers aren’t too surprising. California tops the list for ninja, genius, rockstar, wizard, and guru. Texas, whose capital is Austin, aka Silicon Hills, loves using hero, superhero, guru, rockstar, and ninja. Populous states New York and Florida make the list for using several of the buzzwords — no surprise there. But a few smaller states snuck into the Top 4, including Ohio (No. 1 “superhero” user) and Utah (No. 4 on the “rockstar” and “wizard” lists).

While many companies like to use these so-called creative terms to convey a sense of a hip and cool company culture, does using these “fun” titles actually find the best candidates? According to Indeed, the answer might be “not exactly.” Job seekers aren’t necessarily searching for terms like ninja or guru, so they might not even find the job they would be the perfect fit for. And truth be told, many experienced job seekers are turned off by these weird titles and might not even apply to the job in the first place.

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