HIRING OUR HEROES | uschamberfounda-
tion.org/hiring-our-heroes
WHAT YOU CAN AND CAN’T ASK A VETERAN IN A JOB INTERVIEW If you’re interviewing veterans for a position, you want to
learn about their skills but don’t want to risk breaking the law. Here’s a rundown of what you can and cannot ask.
On Type of Discharge DON’T ASK: What type of discharge did you receive from the military?
INSTEAD ASK: Nothing about the type of discharge unless you work for Uncle Sam and are trying to determine the candidate’s eligibility for federal employment.
On Current Military Status DON’T ASK: Will you be deployed anytime soon?
INSTEAD ASK: Nothing. Even if you can read on the resume that a candidate is in the Reserves or the National Guard, you are not permitted to ask them if they are going to be deployed. It is against the law to discriminate against someone who holds membership in the Reserves or the National Guard.
On Potential Disabilities
DON’T ASK: • Are you physically or mentally disabled? • Do you have PTSD? • Do you have any brain injuries? • Do you see a psychiatrist? • Did you get hurt in combat?
INSTEAD ASK: • Did you read the job description?
• Can you tell me about your training and education? • What did you do in the military? • Can you do the minimum requirements for this job?
• With or without reasonable accommodation, can you do the job?
Asking veteran applicants questions about their disability is illegal according to the Uniformed Services Employment and Reemployment Rights Act and the Americans with Disabilities Act.
Source:
ClearanceJobs.com 18 | The Retailer Magazine | May/June
Hiring Our Heroes, a program of the U.S. Cham- ber of Commerce Foundation, launched in March 2011 as a nationwide initiative to help veter- ans, transitioning service members and military spouses find meaningful employment opportu- nities. To date, more than 28,000 veterans and military spouses have obtained jobs through Hiring Our Heroes events. In addition, more than 2,000 companies of all sizes have committed to hire 710,000 veterans and military spouses as part of the Hiring 500,000 Heroes campaign. Of those commitments, there have been more than 505,000 confirmed hires.
HOME BASE IOWA |
HomeBaseIowa.gov Home Base iowa (HBi) is a one-of-a-kind pro- gram that assists veterans and transitioning service members by connecting them with over 1,500 Iowa businesses statewide that have pledged to hire more than 8,000 veterans. HBi connects veterans with businesses, communities, higher education partners and statewide resourc- es which support veterans, as well as an online automated process that puts veteran resumes directly into the hands of Iowa businesses with matching criteria.
VETS.GOV |
vets.gov/employment Vets.gov supports veterans in all stages of their job search. The site has teamed up with the Department of Labor to give career advice and access to employers who want to hire veterans and military spouses. Employers can also post jobs and learn more about hiring veterans.
VETS |
dol.gov/vets/hire
The Department of Labor and VETS prepare America’s veterans, service members and their spouses for meaningful careers, provide them with employment resources and expertise, pro- tect their employment rights and promote their employment opportunities. The site has several resources for employers looking to hire veterans, including assistance finding qualified transition- ing service members and veterans in their area.
In conclusion, as you consider your next group of new hires, don’t discount our nation’s veterans. Dig deeper and ask questions that truly uncover their values and qualities so you can determine how well they mesh with your company’s culture.
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32
