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2012 Center for Energy Workforce Development Summit November 14-16, 2012 Crystal Gateway Marriott • Arlington, VA

2012 Center for Energy Workforce Development Summit November 14-16, 2012 Crystal Gateway Marriott • Arlington, VA. Setting Up Veterans for Success in the Recruiting Process. Andrew Bouldin, Southern Company . Overview Topics. Introduction to Southern Company Military-Friendly Culture

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2012 Center for Energy Workforce Development Summit November 14-16, 2012 Crystal Gateway Marriott • Arlington, VA

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  1. 2012 Center for Energy Workforce Development Summit November 14-16, 2012 Crystal Gateway Marriott• Arlington, VA

  2. Setting Up Veterans for Success in the Recruiting Process Andrew Bouldin, Southern Company

  3. Overview Topics • Introduction to Southern Company • Military-Friendly Culture • Success Factors • Troops to Energy Jobs Partnership • Recruiting/Outreach Model • Results

  4. Southern Company Premier Provider of Electric Power Attractive Investment Strong Culture, Employer of Choice • 4.4 million customers • 4 State footprint • Operating Companies • Alabama Power • Georgia Power • Gulf Power • Mississippi Power • Southern Nuclear • Southern Power • SouthernLINC Wireless • Over 300 locations Simple, transparent business model #149 on Fortune 500 list History of sustainable, predictable growth Strong financial performance Consistent top quartile, customer satisfaction Values driven by Southern Style - Unquestionable Trust - Superior Performance - Total Commitment Loyal, long tenured workforce 92% of workforce has a high level of engagement

  5. Military-Friendly Culture • Commitment from senior leadership • Military employee resource group • Company HR policies that go above and beyond legal requirements to support military reserve/guard members • Continuation of Pride, Honor, Duty and Discipline in civilian work

  6. Success Factors • Employ dedicated Recruiting Strategist to serve as COE for veteran hiring • Educate Hiring Managers on the value of veteran hires • Integrate military recruiting into ATS and recruiting processes • Target routine/high volume jobs and create and maintain pipelines • Operations , Maintenance, Security, IT, Nuclear • Source from military for individual jobs as needed • Engineers, Emergency Preparedness, Etc. • Match job skills to MOSs for more targeted recruiting • Provide interview support/prep to veterans • Demonstrate that hiring veterans is more that a patriotic gesture.  It is an opportunity to enhance the quality and diversity of our workforce

  7. Troops to Energy Jobs • Pilot initiative led by five investor-owned utilities • CEWD – www.cewd.org • Troops to Energy Jobs – www.troopstoenergyjobs.com • Provides a pathway for veterans to transition to energy industry jobs • Accelerates training and employability of veterans • Three phases: • Ready Now veterans transition directly to energy jobs • Someeducation/training • Extensivepost-secondary education • Provides career resources and coaches • Provides resume and interview tips • Matches participants to career or educational pathways

  8. Military Recruiting/Outreach Model

  9. Results • Southern Company Workforce – 11% Veteran or Reservist • 2012 YTD Hires – 15% Veteran • 2012 YTD Nuclear Hires – 37% Veteran • Highest Ranking Utility – GI Jobs Military Friendly Employers • Most Valuable Employer (MVE) for Military by CivilianJobs.com

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