Newsletter · May 9, 2018
HA News44: The Force Behind The Force
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Prudential opened a business and technology operations center with the intent to have military talent comprise a significant portion of the employee b
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With the El Paso office’s close proximity to Fort Bliss, we quickly realized that the area had a large population of military spouses. We used our VETalent program to recruit, train and hire staff for the office and, with our first El Paso cohort, we included a military spouse for the first time. While we only had one spouse enter that cohort, she graduated and became a stellar employee. We knew we were on to something. Today, we are recruiting for our 15th VETalent cohort in El Paso – and the program continues to include military spouses. This begs the question – Why? What did we see or experience that made us keep going back to this talent pool? Quite simply, we found that military spouses were well-educated, talented, and experienced – and often either unemployed or underemployed due to the circumstances caused by military moves, the inevitable inability to maintain tenure.
Why hire a military spouse? Here are some of the typical traits we have found: They are resilient, adaptable, civically engaged, educated, socially aware, multitaskers, resourceful, diverse, entrepreneurial, and team-oriented – descriptors any manager would want regarding their team members or new hires. Perhaps the one word that best describes military spouses though is – GRIT. The strength of character and resolve military spouses exhibit as they manage the household, taking care of everything while the service member spouse is deployed or training, and still find time and energy for education, work, and often raising a family, is just the kind of talent every company should want to hire.
In order to better understand the military spouse population, their employment challenges, and create meaningful career opportunities, we commissioned a thought leadership series with the Institute for Veterans and Military Families at Syracuse University in 2016. This was intended to help Prudential and other like-minded companies successfully navigate this new talent pipeline opportunity. The series, The Force Behind the Force, confirmed our thinking: Military spouses are an incredibly undervalued talent pool, despite often being quite educated and having professional experience...
Tune back in next week to hear more about The Force Behind the Force!
Jim BeamesderferVice President, Veterans InitiativesPrudential Financial
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Military Spouses –Why Your Company Should Add This Talent Pipeline to Your Hiring Programs!
Prudential has enjoyed a long history of commitment to the military, whether it was its president serving as the American Legion’s first commander, or donating the use of its downtown Newark, N.J. building to support troops in World War II. Our early military talent programs focused specifically on hiring military veterans. So much so that, in 2014, Prudential opened a business and technology operations center in El Paso with the intent to have military talent comprise a significant portion of the employee base.With the El Paso office’s close proximity to Fort Bliss, we quickly realized that the area had a large population of military spouses. We used our VETalent program to recruit, train and hire staff for the office and, with our first El Paso cohort, we included a military spouse for the first time. While we only had one spouse enter that cohort, she graduated and became a stellar employee. We knew we were on to something. Today, we are recruiting for our 15th VETalent cohort in El Paso – and the program continues to include military spouses. This begs the question – Why? What did we see or experience that made us keep going back to this talent pool? Quite simply, we found that military spouses were well-educated, talented, and experienced – and often either unemployed or underemployed due to the circumstances caused by military moves, the inevitable inability to maintain tenure.
Why hire a military spouse? Here are some of the typical traits we have found: They are resilient, adaptable, civically engaged, educated, socially aware, multitaskers, resourceful, diverse, entrepreneurial, and team-oriented – descriptors any manager would want regarding their team members or new hires. Perhaps the one word that best describes military spouses though is – GRIT. The strength of character and resolve military spouses exhibit as they manage the household, taking care of everything while the service member spouse is deployed or training, and still find time and energy for education, work, and often raising a family, is just the kind of talent every company should want to hire.
In order to better understand the military spouse population, their employment challenges, and create meaningful career opportunities, we commissioned a thought leadership series with the Institute for Veterans and Military Families at Syracuse University in 2016. This was intended to help Prudential and other like-minded companies successfully navigate this new talent pipeline opportunity. The series, The Force Behind the Force, confirmed our thinking: Military spouses are an incredibly undervalued talent pool, despite often being quite educated and having professional experience...
Tune back in next week to hear more about The Force Behind the Force!
Jim BeamesderferVice President, Veterans InitiativesPrudential Financial
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