Welcome Home - A Podcast for Veterans, About Veterans, By Veterans
Welcome Home is a Willing Warriors and the Warrior Retreat at Bull Run project. The program highlights activities at the Warrior Retreat and issues impacting all Veterans. For questions or feedback, please email us at podcast@willingwarriors.org.
Welcome Home - A Podcast for Veterans, About Veterans, By Veterans
Empowering Veterans: Justin Henderson on Harnessing AI for Seamless Career Transitions
Can artificial intelligence truly transform a veteran's job search experience? Join us as we uncover the fascinating journey of Justin Henderson, a former Marine now leading the charge at Veteran Hiring Solutions. Justin shares his personal path from the battlefield to the boardroom, highlighting how his company is breaking new ground with AI to aid veterans in seamlessly transitioning to civilian careers. Discover how performance-based and video job descriptions are changing the game, ensuring veterans' skills are perfectly aligned with what employers need.
In this eye-opening conversation, we provide indispensable advice for service members preparing to transition out of the military. Planning early, leveraging security clearances, and choosing strategic locations are just the start. Whether you're aiming for a slice of corporate America or a role in government contracting, the insights shared here are invaluable. Plus, we tackle the balance between AI-driven recruitment and the irreplaceable human touch while emphasizing the vital role of networking and personal goal-setting. Tune in for a treasure trove of resources and actionable strategies to navigate this critical life transition.
Good morning.
Justin Henderson:I'm your host, larry Z, director of Culinary Services here at the Warrior Retreat at Bull Run, and this week, our guest is Justin Henderson. He's the CEO of Veteran Hiring Solutions. They're out of the Boston area, but they provide services to help veterans find employment, primarily focusing on their skill set that they've gained through their time in the military. I haven't had much content on this subject and I'm really excited about Justin joining us. So, justin, welcome to the podcast.
Larry Zilliox:Well, thank you, Larry. I'm excited for the conversation.
Justin Henderson:So if we could, let's start with a little bit about your background You're a veteran and what that transition was like for you, going from Marine to civilian. And then what got you interested in helping other veterans with your company Well, great, I'd be happy to so.
Larry Zilliox:About me I'm from a small village about an hour south of Pittsburgh, pennsylvania, and I joined the Marine Corps Reserve right out of high school in the mid 90s, was a motor transport operator, truck driver, automatic rifleman In that time. I earned my degree in the University of Pittsburgh in economics and then I went out in the workforce and, like so many other people, I really couldn't find meaningful employment. And what was interesting is I ended up managing a restaurant in Newport News, virginia, the Hampton Roads area, and that's a pretty dense military population, and it was like a bad joke. Three Marines walked into my bar and those three Marines earned their employment through a third party recruiting firm that worked with veterans, and that's how I was made aware of this industry, and that was in 2006. And that's when I started doing this, which was bridging that gap of corporate hiring needs to what military experience can bring to corporate America.
Justin Henderson:So let's talk a little bit about the services that you provide. So the Veteran Hiring Solutions and I want to direct everybody to your webpage, which is VeteranHiringSolutionscom. Take a look at it. There's plenty of resources and things like that. But, number one, do you provide services nationwide or is it just in your local area there? What's your geographic coverage look like?
Larry Zilliox:No great question. Geographically, we're nationwide. I've helped veterans find employment in 48 out of 50 states, so really want to close out those other two. I won't say who they are, but the and what we're doing really is. We're unique because what I find in my 18 years of doing this is we train so hard in uniform to be the best of what we do, but as soon as you get out of uniform, that confidence level plummets and you don't quite know, hey, what skill set do I have? That's going to transition into corporate America, where I'm going to find a job where I could have a good career and I could be satisfied. And so what we did is we ended up really leaning into the AI revolution and, instead of using artificial intelligence to replace humans, we want to use it to empower veterans.
Larry Zilliox:So a good friend of mine helped develop the assessment program from the Navy SEALs 2011 to 15. He's currently the head of AI and assessment for Global Fortune 100. He helped us build an AI bot and what it does is it helps that military transitioning veteran train for their interview, and we think that's really what a veteran needs is that support and that ability to train for the next evolution. So our bot, what we call B-Max. What that bot does is it takes the job description that that veteran's going to interview for and it takes the veteran's resume and then it curates specific interview questions for that role for that person and then it gives them actionable feedback on how to tighten up their answers. So what we're doing is we're letting them train for that evolution, and that what that's doing is that's helping build their confidence and better understand their place in the market.
Justin Henderson:And there's no cost for the veteran. Is there?
Larry Zilliox:No, no, the companies are what pay our fees, you know, for finding the right veterans. So what we're here to do is really to empower them any way we can. You know, another approach I came up with is people don't realize this, but the job description was created in the early 1900s. It was really implemented during the Great Depression. That's when we had an unemployment rate of around 24%. And here we are using that same document to go find talent. We're in the tightest labor market in over 60 weeks. So what we've done is we use what are called performance-based job descriptions. Really, what it is, it's just putting the job into layman terms. This is what you're going to do. These are the challenges you're going to have to overcome. Here's what long-term success looks like. And so we have that so that the jobs you can read about the role, see themselves in the role and kind of make that connection.
Larry Zilliox:But what I'm really proud about what VHS does is we also use video-based job descriptions, and what those are is we bring the hiring manager on camera, because we believe people don't take jobs with companies, they take jobs with leaders. They don't quit companies, they quit leaders. So we bring the hiring authority on camera and we talk about the commander's intent of the role and what does right look like in this position. And again we're putting the language of the veteran job seeker so they can better understand the role and then they can internalize how their military experience correlates for that position's needs. So what's been really fascinating is once those job seekers see that video they usually come back to me and say here's my resume, but here here's a write-up on why I'm a fit and I'm going to talk about every point that a hiring manager put in there about how I tackle that issue and how I can be an asset to the team. So it's been a really interesting progress.
Justin Henderson:So are there particular career fields that you specialize in?
Larry Zilliox:Well, when we talk to our companies, our corporate partners, the first thing we're looking at is is it a good job? Hey, why is this a good role? Because veterans deserve meaningful employment. But as far as the type of role that we specify, we deal with our industry. What we try to stick to is roles that are easily convertible out of the military. So we're not going to get a role that requires a PhD, a chemist, because that's just not in the military right now. But if it's about breaking and fixing things, it's about logistics, it's about leadership. It's about breaking and fixing things. It's about logistics, it's about leadership. It's about being a high performer. Roles like sales, business development, those are project management. Those are the type of roles where we know directly military experience directly correlates with that role.
Justin Henderson:Those are the roles we're taking on and the companies that you've partnered with. Are they always looking for employees, or is some of this contract work?
Larry Zilliox:So for us, we only partner with organizations that are offering full-time W-2 employment. Okay, we're not working with contractors, things like that, because really we believe our biggest asset what we can do to the veteran that is one looking for that full-time job is help them transition didn't are there particularly you found, any larger veteran friendly companies?
Justin Henderson:I mean one that comes to mind around us and there's a huge supporter of us here at the warrior retreat is home depot, uh oh yeah, home depot is a great one.
Larry Zilliox:I think the word's out on what great employees we are. If you look at the data now, the national unemployment rate is 4.1%, where the veteran unemployment rate is 2.8%, so we are a highly desirable group. So I've worked with companies Air, likid, asa, obloy that have really helped us in helping build this program, so they're very veteran friendly. But I find that every leader understands the value of military and they want to hire military. It's not that they don't want to. If they don't know how to and that's where we come in is that translator between that antiquated job description and that antiquated resume system for the translators to make that?
Justin Henderson:Do you find that employers have any reluctance to hire veterans because of stories about issues that veterans have with PTS, TBI, different things.
Larry Zilliox:They're just see it more as a problem you know that isn't that's a great question, because it's, it is a concern at some points in time. I think, um, the larger the conflict we're in, uh, the more that question comes up or that discussion happens, because the news media is focusing on that, because it's occurring more often, but when we're not in these high level conflicts, that does not come up nearly as much. I don't hear it at all anymore, oh good.
Justin Henderson:Okay, say, I'm an active duty service member, I've been in for 18 years and I've decided 20 years, I'm getting out, getting my pension and I'm getting out. So at what point before I transitioned should I be really looking into what I need to do to make that transition smoothly? So should I be trying to take courses on the government's dime? Should I be trying to get certifications in computer work or certain type of certifications that come with particular jobs? What should I be doing to prepare for that transition?
Larry Zilliox:Yeah, it's such a great question and everybody's transition is unique. So one don't follow somebody else's transition. Just because your friend got out a year ago or two years ago and they have an amazing job and they're happy as can be doesn't mean that job's right. So rule number one I've heard that a lot of times, my buddy's doing this when he got out. I'm going to do it Don't chase somebody else's transition.
Larry Zilliox:Really have that edge of bed conversation with yourself of what do I want my next phase of life to look like? And when you're at that 18 year mark, you know your adult life has been in the military, in the government, so some will feel more comfortable go right into contracting, go right into more of that, staying in that kind of lane. But it's something you've got to think about at that mark because, like you alluded to, certain paths, contracting may need a certification to get that contracting job you might want, where corporate America might need a degree, and so the sooner you can really have that conversation with yourself of who you want to be, then then you can understand your path. But at that two year mark, linkedin, you should have a LinkedIn profile. Um, the further we get away from uniform as veterans, the more we want to engage with those in uniform. So it's a great time to communicate with your community.
Larry Zilliox:Start building networks within organizations that you may want to interview with as you're transitioning, because as you build those relationships and you have rapport, you're not asking for anything, you're giving and you're building rapport. And then, with that transition time, you can ask hey, larry, I'm really interested in Home Depot and they have this job at their distribution center. I'm really thinking about applying. Do you know anything about it? Hey, do you know who the hiring manager is? So at the two-year out mark, definitely start getting social, start understanding what you want and then, if it is certifications there, syracuse has a certification system there that you can go to for free for veterans. Uh, it's imvf, so you know there's a lot of places out there that are non-profits you can look at. But definitely at least get the linkedin profile going, start getting networking and truly understand am I going to corporate america or am I going? I think at the two-year mark that's where you should be so let me just say the web page again.
Justin Henderson:It's veteran hiring solutionscom. And at what point should that service member be going to your web page and filling out the form as a job seeker, and then, you know, taking the BMACS interview coach, that kind of thing to get ready.
Larry Zilliox:Yeah, we want to be an asset to anybody that needs us. So, you know, feel free. Hey, you're two years out. Hey, the internet remembers. Go ahead and fill out the profile, put your information in there. We'll have a conversation with you and we'll put it in the system to reach out to you in six months and check in and, as you get closer, have more frequent conversations and you know if you're on the market.
Larry Zilliox:Now it's. You know, we're not a, we are a six month young company that is growing quickly. So, and the team we have, all have our very season in this business. So we may not have something for you today, but we can get something for you soon and then also, like you said, getting in the system and give you access to BMAC so that you can have those conversations and train for other interviews. So, hey, maybe we're not getting you the job, at least we can train you to win the right job. And I didn't even mention I forgot about the other bot we have. The name is up in the air, but I think Lima Charlie is what we should call it, but it's a culture bot. And that is for those veterans that have transitioned out of uniform. They're in corporate America now and are still or just want to better understand how to communicate effectively in corporate America. That's what? That there's a safe space there to ask questions. Yeah, so yeah, any any any point in your career transition, look us up, we're here to help.
Justin Henderson:Yeah, which is is important too, because when you go to the web page, there are jobs posted. I what I don't want somebody to do is to look through those jobs and say I don't see anything for me and move on. I think, yeah, you know you need to. You need to become involved with um veteran hiring solutions just to get the help with resume, the training, the confidence that you need, and they might not have anything for you, but they certainly can help you. And so don't overlook the webpage and Justin and the company as a huge resource for what you may find on your own. Yeah, I don't want anybody to do that.
Larry Zilliox:Well, larry, that's another excellent point is so much about. What we do is relationships and understanding the intent of our corporate partner leadership. So we have partners now that say hey, justin, if you find me a special forces NCO j junior military officer that wants to get into construction that's open to the southeast, let me know, we'll hire them now. Well, that's not a requisition, it's on our system, but when those people do come to us, we talk to them about that client every single time. Yeah. And so there's organizations that have right now we have uh, we've talked about asa. Abloy is a strong corporate partner with Veteran Hiring Solutions. The game plan there is to help develop and upscale veteran talent in the long run to their company. So there's something that you won't see right now, but if you're in our system and we're ready to turn that on, you're going to be the first one we talk to.
Justin Henderson:Yeah, so what do you think companies and HR departments and leaders in corporate America, what are the things that they're looking for that a veteran would have that's not related to their military service, such as community involvement, maybe membership in particular associations or organizations? Is there anything that you see that companies like to see in addition to that strong military background? What a great question.
Larry Zilliox:I think on that one I've never had the conversation of, hey, he's a Boy Scout or she's a Girl Scout or something like that, and except for people that were boy scouts and girl scouts and understand how hard it is to get to that point, yeah, you know, um, that, that that ever was a big deciding factor. Um, I think it's one of those cultural indicators of is this person going to fit into our culture? Hey, for a non-profit under activities, I don't see anything associated with them volunteering anywhere. Maybe they're not a good fit, but that I think that's probably the only time I see that influence Really what HR is looking for.
Larry Zilliox:I mean, it's so funny, every human I talk to and when we're talking about bringing on new corporate partners, they talk about the human they want to hire and we know that military service creates a higher performing human and but it just ends up just the way the process is built now to vet humans is just through experience and the job posting and a resume. So you can't really see us. And what makes us unique and that's why, again, we do the video job description is to bring that kind of experience to life. Yeah, yeah, but that's a great question I'm going to think about that some more in the fact.
Justin Henderson:Let's talk a little bit about the value of a clearance, whether it's just secret, top secret. Here in the Northern Virginia area, they're very valuable, but what's your experience been?
Larry Zilliox:Well, again, that's the edge of the bed conversation. You know, are you going to leverage your clearance and your transition or not? If you're going to leverage it, it's extremely valuable. If you're going right into a corporate job at some sky rise in some big city probably not that right. I see those partners like Northrop Grumman that I used to help. They have a site right there attached to BWI Airport where they hired people like crazy. There If you had that security clearance you got guaranteed an interview that got you in the front door. So if it's something that, especially if you get those hire harder to earn clearances, especially, you're right, if you get those higher, harder to earn clearances, they're more valuable. If you're going into you know, boeing or one of our, where you're building the planes or something like that, I know those are those clearances come into play too. Or contracting overseas, yeah, it just really comes down to if you want to leverage it, you know you should know that at that two-year mark. You know and plan accordingly.
Justin Henderson:Yeah, you know you should know that at that two-year mark you know and plan it for, yeah, and you also have to look for residing in areas of the country where it's more valuable. So you know, you may have ideas of. You know I want to retire and live in small town Kansas, but I'd like to really leverage my clearance and you're not going to be able to do it in small town Kansas. You're going to have to come to the West Coast or the East Coast primarily.
Larry Zilliox:Well, and I'll tell you something else. You said it and I just want to bring this up. You want to find a job. Before the house you mentioned, I want to live in small town, kansas. I've had so many people hey, I'm getting out, I'm moving to this town, I bought this house. Now I'm going to find a job. And it's so much harder to find the job than the house. You know, yeah, and you spend so much more time awake at the job than in the house, yeah. So you know, if you're that person getting out and you're saying, no, no, I've made my, I'm buying this house, just know you're extremely, you're limiting your career opportunities exponentially.
Justin Henderson:Yeah, how much of the job availability that you see in the market today is remote.
Larry Zilliox:Yeah, you know that's going down. And again, you can't. You can't fix an airplane remotely. Yeah, you can't work in a manufacturing plant remotely. So that number is going down. You know, I think we're under 30%. Again, I haven't looked at it in a couple months. So it really comes down to what type of role you want, and also somebody who's been working remotely since 2018. My wife has been remote since 2007. What more was cool? It has its own challenges. Yeah, as a father, it's amazing. As a husband, it's amazing. As an individual, it can get nerve wracking because you don't have the socialization as you did in and on. So there are perks, but again, really sit down and have a long conversation with yourself about if that's the right thing for you.
Justin Henderson:So you have started to explore and really put to good use AI, but what impact do you see it having on job seekers and their ability to connect with a company? Hr departments using more AI to go through resumes and to it just seems like it has the potential to really make it hard for people to tune in to try and find specific employment. What's your experience been like? You're right.
Larry Zilliox:First, we live in an attention economy. Every piece of technology wants our attention and we're leveraging technology to find a job, and people are using these automated interview, these automated application bots, and corporations are using automated screening bots, and so right now we're right in the middle where there's just a lot of noise. There's just a lot of noise in the application system. I think AI is going to come in in time and be able to clear that out and really help identify the right personas to look for, not just the right words on the resume. And I could even see companies moving to the point where they have their own bot that you could talk to about the culture of the organization and what it's like to work there and have conversations with, so I could see it actually becoming a value add. It's just right now. We're in this moment where a lot of companies are looking going hey, how can I implement this to replace a few humans in our team? But I think that time's going to pass.
Justin Henderson:So you sort of see it as maybe even taking over the human role in interviewing, maybe.
Larry Zilliox:Yeah. So the father of AI said hey, ai will beat a human 10 out of 10 times pretty much, but it will not beat a human empowered with AI. So I think that where we're going to go is just like now with VHS. We have the AI interview training bot, but after you're done training with BMAX, you sit down and talk to one of our recruiters about that experience and we help you human to human make that connection. I don't think there's ever going to be a point where a corporation, anyone that truly values the human talent they have, is ever going to stop that human non-human interaction. It just, you know, cause what a high performer doesn't want to go to an organization like.
Justin Henderson:Yeah, you don't want to go to work with a bunch of robots. No, right, yeah, well, again, the webpage page is VeteranHiringSolutionscom. This is one of the rare episodes where I'm not telling our listeners to bang on that donate button on the top right-hand corner, but reach out to Justin and his team and make full use of the resources that they have. Really great to see this kind of thing offered to veterans who are transitioning, because, you know, when I got out in 83, it was a fine howdy-do and here's a ticket home, you know. And so it has gotten better.
Justin Henderson:The branches have done more for separating service members. They don't do as much as they could and that's primarily because it costs money and it's going to take a long time for the mindset to change and move from. Oh, we're not going to spend money on people who aren't going to be here anymore. Oh, we're not going to spend money on people who aren't going to be here anymore. To you know, the Army, I think, has really the best approach with their Soldier for Life program. I was just going to mention that, yeah, and really just kind of saying okay, we really want to help beyond your time in uniform and until the other branches catch up. There is veteran hiring solutions. That's the bridge. And so, justin, thank you so much for joining us. I really appreciate it. It's been wonderful.
Larry Zilliox:Yeah, larry, thanks again for the opportunity and look forward to helping all the audience transition.
Justin Henderson:Okay, Well, hey, everybody, look him up on LinkedIn and check out the webpage and, you know, take advantage of these resources For our listeners. We'll have another episode next Monday morning at 0500. If you have any questions or suggestions, you can reach us at podcast at willingwarriorsorg. Until then, thanks for listening.
