Take a Chance: Hire a Veteran

In all my years in HR management, Mike, the mechanics laborer, is my most memorable hire and recruit.

The position was with a company in Boise that did industrial repairs for major companies and corporations. It was entry-level, supporting more of the technical and high skilled positions. The work was laborious and the pay was low. We were not hopeful about finding solid candidates, because unemployment was low at the time and the job offered no benefits. It would be a challenge finding someone willing and able to do the work, let alone stay with it more than a few days.

Then we met Mike. After 10 years in the United States Army, working with tanks and combat equipment, he had decided he needed a change. With a couple of tours in Iraq under his belt he headed off into the civilian world to find a new career.

I’ll never forget looking at his resume and being surprised how with his extensive experience he hadn’t found a job after leaving the Army. Actually, I was completely shocked.

I asked him why he thought he hadn’t found a job.  His response was just as surprising. He looked at me, paused for a moment and said, “I guess what I did in the Army doesn’t really make sense to a lot of companies and I don’t have the right skills or experience to fit their needs.”  He said his search had been so disheartening and disappointing he was considering rejoining the military.

I hired Mike on the spot. His supervisor, who was a very tough manager to please, respected Mike so much that he told people every mechanics laborer needed to be “just like Mike.” Mike worked hard and moved up in the company.

The Bureau of Labor Statistics reports that more than 800,000 veterans are currently unemployed nationally. According to a 2012 study, 60 percent of veterans listed “finding a job” as the greatest challenge in transitioning to civilian life.

As we wake up and hurry off to work on Veteran’s Day, many of the people who fought for our freedom would like to be doing the same. Veterans deserve a chance to prove themselves as solid candidates. They deserve more than the opportunity to shake hands and pass out resumes at career fairs.

Employers who choose to unfairly evaluate or consider veterans for open positions could face discriminatory legal liabilities. However, the loss for not considering veterans goes well beyond lawsuits. Employers who choose not to consider veterans as candidates are missing out on a large pool of high-caliber candidates.

While logistics technician, paratrooper or even combat infantry might seem like military jobs with
non-transferable skills, they actually are. Regardless of job title, military service provides high-level leadership development and vocational training to all service members. Many times this extensive and high-intensity training comes in a non-traditional and high-stress environment. Veterans are accustomed to working in diverse and cross-functional teams to accomplish common goals. They are detail oriented and adapt quickly. They have the ability to handle conflicting priorities and expectations and hold others accountable for their responsibilities. High levels of compliance and discipline are engrained into their mindsets and work ethics.  Dedication, loyalty, team-work and perseverance are also traits that can’t be forgotten when considering veterans as employees.

So the question is why wouldn’t a company consider a veteran as a candidate?  Companies like JP Morgan Chase, Disney, Capital One, Toyota, Johnson and Johnson and Verizon have come up with programs to recruit and hire veterans and are wondering why other companies aren’t doing the same.

I am not suggesting that employers simply hire a veteran over another candidate just because of the veteran’s status. I am suggesting, however, that if you have entry level positions, a general pool of candidates, or are in a situation where you are considering Candidate A vs. Veteran Candidate B that you take an extra look at that veteran’s resume and really consider the potential.

As a business owner and proud wife of a veteran, I am dedicated to giving those who have served a chance to find careers and opportunities and enjoy the American dream they fought for. I challenge you today to take a stand and make a difference for these brave men and women. Isn’t your freedom worth it?

Monica Bitrick is CEO of Bitrick Consulting Group, an Idaho Falls human resources company.

I.F. Ad Fed taking entries for 2015 Gem Awards

The Idaho Falls Advertising Federation is taking entries for the 2015 edition of the Eastern Idaho Gem Awards. The competition is open to any company, organization or individual that produced advertising work at facilities here in eastern Idaho. The finished work must have appeared in 2014.

Once again, winners and others (there are no losers!) will be recognized at a blowout in late February or early March. You can find all the entry materials and instructions here.  Early-bird deadline is Dec. 9. Late deadline is Jan.12.

To make things more fun, IFAF is holding a LEGO® Building Contest on its Facebook page, now through January. It's an all-ages contest with sweet prizes, so build us something neat. You know you want to be a LEGO® Building Master. Prove it!

Victor man named to national utilities co-op board

Jay Hanson

Fall River Rural Electric Cooperative’s board president, Jay Hanson of Victor, has been elected to the board of the National Rural Utilities Cooperative Finance Corporation. Hanson will represent District 9, which is comprised of 12 western states and territories.

Formed in 1969, CFC is a non-profit finance cooperative created and owned by America’s electric cooperative utilities, and is guided by a 23-member board of directors that represent ten geographically defined districts. It helps ensure access to low-cost funding for electric cooperatives.
Hanson has been on Fall River Electric’s board for the past nine years. Before that, he spent 33 years as an agricultural extension agent for the University of Idaho and the University of Wyoming.

CFC was instrumental in helping Fall River Electric secure $14 million in clean renewable energy bonds, to finance the Chester hydroelectric project. “In addition to assisting us toward securing the financing, CFC’s fixed interest rate of 1.4 percent will save our owner-members over $9 million when compared to conventional financing options,” said Bryan Case, Fall River’s  CEO and general manager.

Salon h. davis holding canned food drive to aid Soup Kitchen

Salon h.davis, 2450 E. 25th Street, is partnering with Idaho Falls Soup Kitchen, 301 S. Boulevard, to collect canned food items to stock its pantry.

Founded in 1985, the Soup Kitchen is open seven days a week and serves more than 55,000 meals a year, relying solely on donations and community volunteers. People served by the Soup Kitchen include the working poor, homeless, transients, low income, elderly, children, unemployed and handicapped. No one is turned away and no questions are asked.

“In preparation for cold weather, we want to make sure they have enough donations to feed anyone who needs a good meal,” said salon owner Niki Young.

“The Soup Kitchen is an incredible resource to our community. Many of the guests that they serve are employed, but are not making a wage that is allows them to be food-secure. We cannot stand idly by while families with children struggle to obtain food. Our salon needed to find a way to help.”

From not until Nov. 29, salon h.davis is offering a $5-off coupon for any service at salon h.davis in exchange for five cans of food or five non-perishable food items. Canned fruits and vegetables, creamed soups like cream of mushroom, chicken, tuna, etc., canned chili and canned spaghetti sauce are good, too. Please consider purchasing a few extras and dropping them off this month, Tuesday through Saturday.

On a personal note, I would encourage anybody to eat lunch at the Soup Kitchen sometime. The food is always good, but you will get more than something to eat — you will meet real people who aren’t a whole lot different from yourself. You will not be taking food out of anyone else's mouth. No one is going to hassle you about whether you are deserving or “gaming the system.” What you will come away with is a true appreciation for God's love at work in the world.

"If anyone has material possessions and sees his brother in need but has no pity on him, how can the love of God be in him? Dear children, let us not love with words or tongue but with actions and in truth." 1 John 3:17-18

Melaleuca hands out $1.6 million in bonuses to 150 longtime employees

Melaleuca CEO Frank VanderSloot with Jolene Hill and Dauphne Lords at Tuesday's annual employees' meeting.

Melaleuca, Inc., paid out more than $1.6 million in bonuses Tuesday at its annual employee meeting, recognizing 150 longtime employees for their years of service.

The company's loyalty and longevity bonus is available to all full- and part-time employees, regardless of position or pay level, and is simply based on length of service. The company pays $5,000 for five years, $10,000 for 10, $15,000 for 15, $33,361.55 ($20,000 net) for 20, $25,000 for 25 and $30,000 for 30 years.

Jolene Hill, a product development operations manager, and Dauphne Lords, Idaho Falls store manager, each received $25,000 checks from Melaleuca CEO Frank VanderSloot at the event.

Fourteen employees walked away with $20,000 net checks, and 16 employees picked up $15,000 checks. Melaleuca also presented$10,000 checks to 72 employees and $5,000 checks to 46 employees.

"This check is a 'thank you' bonus for your hard work," VanderSloot told recipients. Before the meeting, VanderSloot encouraged employees receiving bonuses to think about planning for retirement. The company has created a program for a 30-year employee to have more than $1 million in the bank when they retire. All they need to do is invest the longevity bonuses, participate in the company's 401(k) matching program and achieve a modest rate of return.

"I've always put money aside, even when I didn't have much to put away," Hill said. "In a couple of years I hope to retire, and these longevity bonuses will give me freedom to do so."

Melaleuca pays its employees many types of incentives based on performance and productivity. In addition to the company's loyalty and long-term contribution bonus, Melaleuca offers many benefits that can be found on the Melaleuca jobs Web site.