Newsletter · April 11, 2018
HA News40: VETalent Adapted, Overcame, Suceeded!
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Prudential adapted the original Workforce Opportunity Services (WOS) program (rebranded VETalent) so that it could help train the veteran candidates
April 11, 2018 Click here to read this newsletter in your web browser.
I am overwhelmingly impressed at the VETalent program our next guest editor, Chuck Sevola, helped to construct for Prudential and the impact this program has had not only on Prudential but 70 other firms who use variations of Prudential’s model. The story of how VETalent came to be is an inspiring story about adapting a great existing partnership and program into an even more amazing relationship. This story deserves its own feature so I am going to let Chuck share this story with you next week. This week I would just like to share what VETalent is about.
Prudential adapted the original Workforce Opportunity Services (WOS) program (appropriately rebranded VETalent) so that it could help train the veteran candidates for the myriad of new roles they knew they could fill with vets, and also be a vehicle to ease the transition from the military to the civilian sector. The VETalent program starts with an educational component where participants train at a local college that has partnered with WOS to deliver a custom-built curriculum designed to provide the foundational skills and knowledge veterans need for the roles they will eventually be hired into. The academics provide a balance of the hard and soft skills needed to be successful in the workplace. After completing the academics, the veterans become employees of WOS, consulting with Prudential through on the job training, applying classroom learning to a real-world environment. This allows them to fine tune their skills to become proficient in the jobs they will hold. Once they are ready, they are hired into Prudential as an employee. The duration of each of these phases varies based on the complexity of the roles for which they are being trained. Because of its flexibility, the program can be used for many different jobs types, which generates more opportunities for the veterans.
WOS’ focused support of the candidates is another key component of the program. Each cohort has an assigned mentor that administers each phase of the program. The mentors are closely tied to the students, guiding their development, providing performance counseling and helping solve the multitude of problems that can get in the way of a successful transition. The idea is that mentors can identify challenges or problems early, and help find solutions before these issues become insurmountable barriers, which allows the veterans to focus on their transition without the distraction issues might bring.
This model has been very successful for Prudential and has also been expanded to train military spouses. Prudential has hired more than 150 veterans and spouses via VETalent with many more in the pipeline. Prudential underwrites the full cost of the program with no charge to the veterans for the training. Veterans also receive a stipend to attend class while they are in the academic phase. During the OJT portion of the program, veterans are paid a competitive wage, provided health care coverage at no cost, earn paid time off and paid holidays, and are eligible for other benefits such as tuition assistance and student loan repayment programs.
If any of you are interested in participating in the VETalent program or are wondering if a version of the model may work in your company, Chuck has said you can feel free to contact him to get more details about VETalent and he can also can connect you with WOS for deeper discussions.
I hope you are all super intrigued to hear from Chuck next week to learn how VETalent came about!
-Ann Cardona& The Hiring America Teamann.cardona@hiringamerica.net
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Adapt and Overcome
Good afternoon all,I am overwhelmingly impressed at the VETalent program our next guest editor, Chuck Sevola, helped to construct for Prudential and the impact this program has had not only on Prudential but 70 other firms who use variations of Prudential’s model. The story of how VETalent came to be is an inspiring story about adapting a great existing partnership and program into an even more amazing relationship. This story deserves its own feature so I am going to let Chuck share this story with you next week. This week I would just like to share what VETalent is about.
Prudential adapted the original Workforce Opportunity Services (WOS) program (appropriately rebranded VETalent) so that it could help train the veteran candidates for the myriad of new roles they knew they could fill with vets, and also be a vehicle to ease the transition from the military to the civilian sector. The VETalent program starts with an educational component where participants train at a local college that has partnered with WOS to deliver a custom-built curriculum designed to provide the foundational skills and knowledge veterans need for the roles they will eventually be hired into. The academics provide a balance of the hard and soft skills needed to be successful in the workplace. After completing the academics, the veterans become employees of WOS, consulting with Prudential through on the job training, applying classroom learning to a real-world environment. This allows them to fine tune their skills to become proficient in the jobs they will hold. Once they are ready, they are hired into Prudential as an employee. The duration of each of these phases varies based on the complexity of the roles for which they are being trained. Because of its flexibility, the program can be used for many different jobs types, which generates more opportunities for the veterans.
WOS’ focused support of the candidates is another key component of the program. Each cohort has an assigned mentor that administers each phase of the program. The mentors are closely tied to the students, guiding their development, providing performance counseling and helping solve the multitude of problems that can get in the way of a successful transition. The idea is that mentors can identify challenges or problems early, and help find solutions before these issues become insurmountable barriers, which allows the veterans to focus on their transition without the distraction issues might bring.
This model has been very successful for Prudential and has also been expanded to train military spouses. Prudential has hired more than 150 veterans and spouses via VETalent with many more in the pipeline. Prudential underwrites the full cost of the program with no charge to the veterans for the training. Veterans also receive a stipend to attend class while they are in the academic phase. During the OJT portion of the program, veterans are paid a competitive wage, provided health care coverage at no cost, earn paid time off and paid holidays, and are eligible for other benefits such as tuition assistance and student loan repayment programs.
If any of you are interested in participating in the VETalent program or are wondering if a version of the model may work in your company, Chuck has said you can feel free to contact him to get more details about VETalent and he can also can connect you with WOS for deeper discussions.
I hope you are all super intrigued to hear from Chuck next week to learn how VETalent came about!
-Ann Cardona& The Hiring America Teamann.cardona@hiringamerica.net
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