The following information is from the completed 2020 event. Please check back in the fall for details on next year. 

Our staff will be working remotely for the next few weeks to promote the health and safety of our community. Please visit the Contact Us page or email to get in touch.  

Maine HR Convention: May 11-15, 2020 – Virtual+ Edition


MegaSession B: Two Intriguing Paths to Securing Talent

Tuesday, May 12th, 2020 @ 2:45 pm - 4:30 pm

Digital Badging and Military Culture

What’s it all about? Given Maine’s unique demographics, employers are peeking around every corner for talent. This session introduces two new ways to view the talent horizon – digital badging and a better understanding of what veterans bring to the table. These are two avenues that on the surface appear very different but are cut from the same cloth. Both will help you define and source the exact talent you need. So, let’s dive into this two-part session and see how these approaches will impact Maine’s workforce development and your hiring practices.

PART ONE: Can digital badges help you find the skilled talent you need? Discover why Maine employers are participating in Education Design Lab’s (The Lab) “BadgedtoHire,” and why the resulting micro-credentials can be a talent signal. Digital micro-credentials are gaining traction by creating discrete stackable learning experiences. The Lab is working directly with hiring managers to identify which 21st-century skills are most important and in tandem with regional groups (e.g., State Workforce Board, Educate Maine, et al). The Lab offers a suite of eight 21stCentury badges that are being integrated into the University of Maine System micro-credentials as well as within the Maine Community College System. The focus of the session will be interactive as the collaborators take participants through T-profile generation for hard to fill positions. The ways in which employers can get involved will also be discussed.

Faculty for this session: Claire Sullivan, University of Maine; David Pease, Bangor Savings Bank; and Don Fraser, Education Design Lab.

PART TWO: Military Culture 202: What you get when you hire a Vet! Financial security and meaningful work are on every job applicant’s agenda. As veterans transition from military service to civilian work, they bring something extra to the table, and that is an ingrained sense of mission and purpose as they seek to build new social networks. Since employers are looking for talented, disciplined team players to join their workforce, a better understanding of military culture will help you determine the value of hiring from among the diverse population of military veterans. In this training developed as part of the Maine Hire-A-Vet Campaign, which is a program of MDOL, Chaplain/COL Andrew Gibson, Director of Deployment Cycle Support, Maine Army National Guard (MEARNG) explores the big picture, misconceptions, differences in branches of the military, rank and structure, the importance of mission and purpose, utilizing leadership skills and experience, educational advantages of hiring veterans, and recommended communication styles. Commissioner of Corrections, Randall Liberty, shares best practices, from an employer’s perspective for recruiting, hiring and retaining veterans in the workplace. And, Andy and Randy share their own stories as soldiers, deployed to combat zones and the implications for adding these unique and talented individuals to your workforce.

Why you’ll want to participate in this MegaSession.

  • Discover and articulate the value of digital badges and micro-credentials in Maine as signals of talent. Understand the next steps to get involved in the badging and micro-credentialing initiative to aid in the hiring process
  • Create a T-Profile and identify the needed combination of 21st century and technical skills for hard-to-fill positions.
  • Learn why myths about veterans are pervasive and why they are not valid. In the process discover why adding veterans to your workforce is a great strategy.
  • Acquire best practices for retaining veterans, once they have been hired.

Approved for SHRM Credit and HRCI General (HR) Credit.