New Partner Bridges Transitioning Veterans With Employers
October 11, 2019
For Bob Hogan, it’s all about building bridges.
When the founder—and his business partner and Navy Veteran Branden Marty, launched Bridge My Return (BMR), they envisioned building a modern bridge that would connect military service members seeking private sector success with employers looking to add military talent and advance their diversity and inclusion agenda.
At the core of BMR is its desire to combat dismal veteran underemployment and first-year job dropout rates, the latter which sits near a numbing 50 percent.
The company has zeroed-in on the root causes of the problem—stereotyping, skills misunderstanding, and acclimation difficulty—and takes a holistic approach that addresses both the supply and demand side of the military hiring challenge.
“Stereotyping goes beyond common notions to include more subtle forms like pigeonholing. ‘You drove a truck in the Army, that’s what you should do when you get out,’” says Hogan.
Additionally, service members have a tough time translating their military skills to the civilian workplace; conversely, employers have trouble making that translation in the other direction.
When it comes to acclimating to the private sector, one thing is certain—it’s damn hard. Acclimation difficulty has no bias—not gender, age, race, military rank, or years of service or education level.
The BMR solution: A technology platform that increases efficiency and effectiveness and reduces stress, paired with support services that increase the readiness level for both sides.
Service members have access to a technology platform that translates their military skills, creates a professional resume, then matches them to career opportunities with military-ready employers via the BMR algorithm. The software works 24/7—allowing opportunities to flow naturally—and throughout the process service members can receive personalized career coaching. All at no cost to them.
Employers can leverage BMR’s technology to instantly identify candidates based on skills-to-skills matching. Consulting and training services are also available from BMR in partnership with PsychArmor to increase their organizational readiness to recruit, develop, and retain military talent.
“A fundamental tenet of our philosophy is achieving a level of readiness on both sides that allows the technology platform to deliver superior outcomes,” Hogan told me. “So, you can see how the PsychArmor partnership is so strategic and symbiotic.”
Hogan uses a fishing metaphor to make his point.
“Today, it’s like service members are fishing in an ocean for career opportunities. Likewise, employers are fishing in an ocean for military talent. We want service members to fish in a tank—a tank that’s stocked with opportunities with military-ready companies; and for employers, to fish in a tank stocked with vets who’ve been vetted.”
While the BMR community includes both officer and enlisted, BMR’s sweet spot is the enlisted community where private sector success can be even more difficult.
Hogan’s goal is to position BMR as an efficient, trusted military hiring platform that complements traditional resources currently offered.
Next up for BMR: Expanding the platform to encompass another underserved market—military spouses.
Their slogan says it all: Ready. Aim. Hired.
About the author
Victoria Carlborg is PsychArmor Institute’s Education Manager, a military spouse who has often struggled with finding gainful employment. She can be reached at firstname.lastname@example.org.