The gap between when talent is needed and when it’s found can be expensive. Talent shortages make an impact beyond just dollars. A slow recruiting process can cause ripple effects that cut across every level of an organization:

• Lost productivity, experience, skills, and leadership
• Employee frustration, increased workloads, and low morale
  
• Lower customer satisfaction
• Higher turnover

The good news? Contingency recruiting costs are much lower than enduring a prolonged vacancy.

Read our Contingency Recruiting Whitepaper.

You pay only after the job is successfully filled with a suitable veteran candidate. You’re still in charge of the whole process – you hire only the candidates who meet your needs.

You’ll partner with a single recruiter who analyzes your specific hiring needs. That analysis becomes a customized order that’s filled with matches using a combination of technology and subject matter expertise to identify the right candidates. We handle all logistical concerns, from candidate negotiations, location and salary to interview scheduling. The final candidates are then referred to you to interview.

Our recruiters are subject matter experts, because most of them are veterans, too. They speak the language of the military and understand both the hard and soft skills that former servicemembers possess, along with deep knowledge of military occupational specialties (MOS) and which military careers best align with civilian roles, removing the guesswork and resume interpretation.

Bradley-Morris/RecruitMilitary doesn’t just talk the talk; we walk the walk of hiring veterans. We are the only military hiring firm awarded the gold 2018 HIRE Vets Medallion Program Demonstration Award by the U.S. Department of Labor for leadership in recruiting, employing, and retaining America’s veterans. We were also one of several companies that helped shape the awards. We’re proud to be one of the few businesses awarded the HIRE Vets medallion in its inaugural year.

“I was extremely impressed with the professionalism, people skills and qualifications of every single candidate that I had the opportunity to interview.” - Technical Manager, Oil and Gas Industry

“Working with Bradley-Morris/RecruitMilitary was a top-notch experience. They provided me with a dream job opportunity that is allowing me to expand my career. They supported me and made sure I was informed and prepared to land the job. I got a maximum salary offer, relocation, and built solid rapport with the hiring company.” – Navy veteran

RecruitMilitary and Google have joined forces to improve our job board experience for both employers and veteran job seekers. Our robust job board is by Google Cloud Talent Solution’s job search functionality, which means there’s no need to worry if your careers web site and job postings are compatible with the Google Jobs API. If you post jobs with RecruitMilitary, Google Jobs will see them, and so will thousands of veterans.

Using Google Cloud’s new remote search technology powered by AI, businesses can now drive more relevant resume search results to military veterans and their spouses. In addition, Google Cloud announced its work from home/remote search capability feature in April 2019 in a post featuring RecruitMilitary. This means that employers posting jobs on our recruitment database will see more veterans apply for them because they yield better, more relevant results.

We’ve seen a 90% increase in the number of jobs being applied to by veterans and their spouses. And by delivering a better search experience for remote work opportunities, veteran job seekers and military spouses alike can unearth more flexible jobs to suit their specific needs.

You can look for talent by military occupational specialty (MOS), geography, security clearance, and more. Since your time is valuable, we offer a saved search feature that allows you to set up a candidate feed right to your email inbox.

Store relevant data for OFCCP compliance and job postings, including gender, ethnicity, disability status, and veteran/civilian differentiation. Your account can be enabled with OFCCP data collection, and an OFCCP applicant report can be generated upon request in the event of an audit.

Don’t need a nationwide search? Our geographic subscriptions searches allow for local resume searches.

The candidate database delivers a key aggregation channel for companies committed to increasing the number of servicemen and -women in their work forces. When you partner with RecruitMilitary, you’re gaining the expertise of America’s leading military-to-civilian recruitment firm. Our database and the products associated with it will help you build, refresh, and maintain veteran candidate pipelines that satisfy long-term veteran hiring initiatives.

“The location on base was great for reaching active duty military. Very well organized and run!” - Joint Base Lewis-McChord attendee

“Being located directly on the military installation made all the difference. Fantastic event.” - Fort Bragg attendee

How accurately you define the job can make a big difference in the number and types of candidates who will apply for it. Make sure your title reflects the job description. If you’re looking to fill a spot in a certain location, include it to avoid confusion. Example: “Logistics Coordinator in Pittsburgh, PA.”

Provide a clear, concise description of job duties (bullet points work best). Distinguish between “must haves” and “would like to haves.”

Get Specific

• Does your position require working outdoors in all kinds of weather? Let applicants know this.
• Use one city/state or zip code for each job posting so candidates searching for jobs in a specific location will find you.
  
• Include a salary range. You do not have to include a specific salary, but keep in mind that positions in the military are based on pay grades.
• Make the most of keywords and tag relevant work categories to boost matches.
  
• Include your organization’s name on the job posting. After all, would you consider hiring a candidate without a name?

Proofread

Once your job is posted, make sure to read through the listing. Are there any spelling or grammatical errors? Ask yourself, “If I were a candidate, would I clearly understand the job requirements and next steps to apply?”

Tell Your Story

A job posting is a unique employee advertisement that provides an opportunity to sell candidates on why your position and company are awesome. Do you offer unique perks? Do you have a veterans’ group? Communicate why your organization is a great place to work!

We are fully optimized to connect with veterans searching for jobs on mobile devices. Your job postings will be seen by both registered veteran candidates and unregistered users since our job search does not require registration, meaning more job views for your opportunities.

There are several options for getting your jobs posted:

• Manual Job Posting: This is the standard methodology for job posting credit options using our web user interface. Clicking on all relevant “categories” relating to the job posting will increase candidate views and applications.
• Standard XML API: Implement programming to post jobs via our API.
• Custom XML Feed: Choose this option if you need us to support an XML format other than our standard format. You provide web endpoint and we crawl nightly, or you can push to us via FTP.
• Custom Web Scrape: We can program a custom web scrape, in most cases, if XML is not an option.

You can track job posting and database activity daily, weekly, monthly, etc. Our setup allows us to provide reports to you, or you may pull them directly.

Studies have shown that the origination point for more than 70% of job seekers begins with a Google search. Our site map is compatible with both Google and Bing, and we’ve implemented Google’s Cloud Jobs API. The result? All the jobs on our site follow Google’s API data structure and are listed in Google’s index. By being an early adopter of the Google Jobs API, RecruitMilitary has seen an increase in organic military job seeker registration.

Added Aggregation + Added Exposure = Added Value

RecruitMilitary also utilizes enhancements to extend your reach to the veteran community across multiple veteran platforms, which means that our clients don’t have to concern themselves with candidate aggregation. We’ve researched and tested who the best partners are, and that’s included in your product purchase.

Once you’ve posted a job, how do you know if anyone will see it? When you post jobs with RecruitMilitary, you’ll get more bang for your buck, and greater exposure to the veteran community. We distribute our manually posted jobs on Jobs2Careers and Startwire. Other job posting sites charge separately for this additional exposure, but this benefit is free with RecruitMilitary. These jobs include “military veteran” language in the job title to target veterans searching these sites.

RecruitMilitary can also collect and report OFCCP data related to your job postings. Your account can be enabled with OFCCP data collection, and an OFCCP Applicants report can be generated by RecruitMilitary upon request. The reports we generate include all relevant OFFCCP compliance and job posting data in the event of an audit:

• Link to vacancy announcement/posting
  
• Date posted
  
• Date expired
  
• Log of all user actions, views/opened/applied/clicks
  

• September | October 2020 ad deadline: July 27, 2020
• November | December 2020 ad deadline: September 24, 2020

Since 2006, RecruitMilitary has held 1,379 recruitment events in 100+ cities for 57,966 exhibitors in 1,500+ industries for 771,721 veterans from all service branches.

Key exhibitor metrics and data:

• Quality of Candidates - 90.4% favorable
• Return on Investment - 91.7% favorable
• Overall Experience – 92.8% favorable
• 4.4:1 candidate-to-exhibitor ratio
• 59.2% expect to extend 2 or more job offers
• 19.3% expect to extend 5 or more job offers

Our Net Promoter Score (the index measuring the willingness of customers to recommend a company) is more than 42.4% higher than the staffing industry benchmark.

Media Promotion: Veterans in every city know we’re coming to town. On average, nine (9) media outlets (tv, radio, print) promote each hiring event, which we rigorously promote on social media channels as well.

Why just show up when you can OWN the hiring event? As a career fair sponsor, your company’s name and brand will become the main attraction and synonymous with veteran hiring in the local community.

Sponsorship packages at our career fairs include Event, Seminar, Beverage, Tote or a combination of two or more.

Is there a formula for success at RecruitMilitary veteran career fairs? Yes! Preparation beforehand and solid strategies at the event will lead to interested veteran candidates and career fair success.

Send the Right Representatives

As the face of your organization, your reps should be personable, outgoing, knowledgeable, and passionate about your company and its opportunities. They should actively work your table and engage job seekers as well as other exhibitors, rather than waiting to be approached. Be prepared to interview candidates on-the-spot.

This is also the perfect environment for a representative from a military background. If you don’t have one, at least send someone who is curious about the military experience and can ask questions that draw candidates out and compel them to tell their stories.

Maximize Your Brand

Tell the veteran community who you are by wearing company gear and displaying banners, backdrops, and panels. Identify veteran representatives with name tags or table signs.

Identify Your Opportunities

Having a list of open positions for which you are recruiting is ideal. Be ready to talk about general roles for which you typically hire. Handouts of open jobs are great takeaways and should include reference numbers in your ATS.

Announce Your Presence

Draw more job seekers to your booth by getting the word out that you want to hire veterans and will be at a RecruitMilitary Veteran Career Fair. Tap into your company’s marketing resources and leverage its social networking tools to announce your participation in the event. Spotlight hot jobs in your company on social media during the week of the event and let candidates know you’ll be looking to hire veterans for these roles.

Get Social

One of the best ways to make your presence known as a RecruitMilitary hiring event exhibitor is to help set the stage on social media. Post event information on LinkedIn, Twitter and Facebook with links to specific job openings. Share RecruitMilitary social media postings about the upcoming event.

Live Tweets: We tweet photos and updates of veterans and organizations making connections in real time during our job fairs (@RecruitMilitary). We love adding tweets from our exhibitors to bring additional exposure their way, such as: Very busy booth today – meeting great veteran talent in Cincinnati #RMHire.

Stay

Don’t leave the career fair early! We discourage our veterans from leaving an event early, often leading them to take another lap around the venue. We’ve had clients make hires at the very end of the day. You may miss your ideal candidate!

Advance preparation and audience engagement can reap big dividends at a RecruitMilitary hiring event. Going into the event with a solid game plan will help you have a satisfying career fair experience that leads to hiring veterans.

Many of the companies who hire veterans at our job fairs come back for more, bringing those hires along to recruit others. Social media grabbed the attention of one Navy veteran and prompted him to attend a RecruitMilitary Veteran Career Fair.

“I saw a RecruitMilitary Career Fair coming to Tulsa on my Facebook feed. I signed up, sent my suit to the cleaners, tailored my resume and looked up who would be there,” he said. “I talked to everyone at the event, came away with two interviews and two offers, and I took one of them.”

Now he works as a maintenance supervisor/facilities maintenance manager for a large equipment company. One year later, he returned to the same RecruitMilitary hiring event to assist the recruiting team in hiring more veterans.