I have questions about Cameron-Brooks JMOs/Candidates
JMO stands for Junior Military Officer (JMO). All JMOs, at a minimum, are college graduates and have qualified for the Officer role by meeting various physical, medical and mental criteria. Some also have advanced degrees or specialized training/education depending on years of service and specialty. Typically, JMOs have anywhere from 4 to12 years of military experience when transitioning out of the military.
JMOs gain invaluable leadership experience during their military career that can be directly applied to many roles in business. Cameron-Brooks works with only the most successful military officers; those who are self-starters, constant learners, problem solvers, quick thinkers and have a track record of success. In their first jobs out of college, these JMOs can find themselves responsible for multi-million-dollar aircrafts, large maintenance organizations, enormous supply chain logistics, or leading a team of people in dangerous situations. These responsibilities build strong, confident leaders that think strategically and can greatly impact any business.
It depends on the role and the person. We have seen time and time again that leadership capability far outweighs industry knowledge in many positions. A high-performing JMO can learn your industry much faster than their level of leadership could be taught or instilled in another industry candidate. They can also add a level of diversity (in experience and background, but also ethnicity and gender) that benefits the innovation and future of your company.
You could, but not all JMOs offer the same level of leadership prowess. Cameron-Brooks has a thorough screening process that most companies report is hard, if not impossible, to duplicate internally. Here at Cameron-Brooks, we find the best of the best, only working with the top 15% of the JMOs we interview. Additionally, our team spends time preparing each candidate for business through our development program and gets to know them as individuals. The success of our program is demonstrated in the success of our alumni—who stay and develop within their placed company far longer than their peer group.
I have questions about Cameron-Brooks
First, at Cameron-Brooks, we are laser focused on placing one population into the business world—high-performing JMOs. That means we don’t split our time and attention on a myriad of candidate groups.
Secondly, we invest time getting to know our candidates deeply on a personal and professional level, which is critical to making successful interview pairings between companies and candidates.
Thirdly, our proven Development and Preparation Program© is completed by every candidate and enables your hire to hit the ground running on day one. Lastly, you are presented a lineup of fully screened, well-prepared-for-business candidates whose personality, career goals, and skills match your specific needs.
This in-depth business model focuses on quality of placement for the company’s benefit, rather than quantity of placements for our benefit. Our resulting high retention rates are a testament to our success.
Cameron-Brooks has a reputation in the military for being the most selective junior military officer recruiting firm. Our rigorous behavioral interview tools allow us to identify and narrow our talent pool to the top 15% of the candidates we interview; helping our clients hire A-player JMOs.
Cameron-Brooks provide the ability to attract a highly screened pool of candidates who offer a high return on investment and retention rate. We offer expertise in the JMO psyche, efficiency, and cost-effectiveness. The breadth of the Cameron-Brooks service would be daunting to duplicate in-house without a significant investment of time, money and experience in the military recruiting industry. We not only source the highest caliber junior leaders, but we also prepare them thoroughly for their transition to Corporate America. Our proven candidate/company matching system creates lasting placements, and feeds the leadership pipeline for our client companies.
Our retention rate is 98% at the 1-year point and 92% at the 2-year point, which is the highest in the industry and significantly higher than most companies’ internal recruiting metrics.
I have questions about the Cameron-Brooks Hiring Conference.
Though our Hiring Conferences are 2 days in length, we tailor schedules to fit the interviewer’s availability. Because we work on each company’s openings individually, each schedule is unique to the company’s needs. You will only interview with candidates we feel will result in the most success.
Cameron-Brooks has hosted in-person Hiring Conferences for 50 years. However, in April of 2020, we switched to Virtual Hiring Conferences due to COVID-19. We have found some benefit to client companies and most likely will continue offering some form of hybrid participation in the future when travel is acceptable.
Cameron-Brooks takes great care to carefully design an interview schedule that maximized your company’s hiring success. We will only present you candidates we feel will 100% fit the skills and characteristics of the position as well as the culture of your company.
Our program is designed to allow us to build relationship with each candidate who enters. Throughout their time working with us, we get to know their strengths, weaknesses, hard and soft skills, career goals, values and much more. We also work hard to understand each company’s opening and critical success factors for a hire. This enables us to closely match candidates with your company’s position requirements and team fit.
We are 100% dedicated to your hiring success. No timeframe is too long or too short to call us with openings. That means when you have a hard-to-fill position or positions, we create a custom interview schedule for you with candidates we believe will successfully fit the skills and characteristics of the position as well as the culture of your company. We do this whether you come to us a week before or 2 months before the Hiring Conference.
There is no cost to attend a Cameron-Brooks Hiring Conference.
On average, 99% of client companies that attend a conference end up pursing a candidate into the follow up interview phase. Cameron-Brooks continues to work with both the client company and the candidates to tailor travel schedules, phone calls and anything else that is needed to make the process easier and more efficient.