There’s a gap between underemployed military veterans and the employers that would benefit from their skills — and it’s a clear opportunity. A veteran leaving military service has the training and abilities to land great careers, presuming they can find the right employer. But many employers do not know how to hire veterans and are unaware of the benefits that veterans offer. The solution? Recognize veterans as a vital part of the modern workforce, create a hiring plan that enables a smooth transition to civilian life and work, and augment your ranks.
Understand the Obstacles to the Veteran Transition
When veterans seek to leave military service, they usually discover obstacles to entering the civilian workforce. They often have skills and experience that potential employers would appreciate, but struggle to pass conventional job screenings. They can’t always count on their experience to fit within civilian job expectations — even if they do essentially the same work. Recent research reported by a national veterans’ group indicates that about one in three veterans are underemployed.
Experts suggest many reasons that veterans can easily find jobs, but not necessarily viable, fulfilling ones. The Federal Reserve Bank of New York reports that veterans are less likely to have bachelor’s degrees than non-veterans. Veterans with varied skills and experience may not pass an employment filter that eliminates applicants without degrees. Additionally, hiring managers with little experience interviewing veterans may not know how to assess their knowledge. A lack of nuance in this area may lead companies to miss out on hiring great talent from the veteran community.
Consider the Advantages of Hiring Veterans
While veterans are more likely to face underemployment after they leave military service, they offer plenty of advantages to considerate employers. Veterans can be excellent candidates for the right jobs, with these benefits to the workplace.
In-depth skillsets
Once military service members finish their basic training, they go into roles with detailed tasks and responsibilities. Service members usually receive in-depth training to perform their jobs well, in some cases far above civilian responsibilities. They may learn how to use cutting-edge technology and devices that would make them the envy of their peers. These skills often translate well into civilian roles, with the right adaptations. Even veterans with just a few years of military service can have focused experience beyond civilian job candidates. Hiring managers who know how to identify these skills can get the benefit of the military’s robust training programs.
Soft skills
While hiring managers often look at candidates with ideal technical skills, the soft skills that veterans have can make them better candidates. Soft skills involve the types of things that people may not learn in college but need to know for a job. These skills include the following:
- Time management
- Problem-solving
- Critical thinking
- Interpersonal communication
- Teamwork
- Leadership
When you hire a civilian employee, you may hope that they have most of these skills already. By comparison, veterans often have these skills in a refined form, due to requirement and necessity for working in the military. Military service provides fewer alternatives to following the rules, which means that service members learn early to manage themselves. Hiring a veteran may give you the assurance that you can set deadlines or other rules for conduct and expect strict adherence.
Cultural diversity
For organizations looking to increase their inclusivity or bring in unique perspectives, the veteran community makes a great choice. The U.S. military is more culturally diverse than the rest of the population, although the actual numbers depend on the branch. According to the U.S. Census in 2020, about 75 percent of the population identifies as white only. By comparison, about 68 percent of military service members identify as white only. People who do not fit the stereotype of the typical worker, veterans especially, can bring new ideas to the workplace.
As a general rule, the average military service member has a higher level of cultural competency. Military service requires relocation for most people, in some cases to foreign posts. Veterans with this experience may speak multiple languages and have a greater familiarity with life outside the U.S. These skills can provide benefits to international organizations, as well as companies with overseas clients or partners.
How to Recruit Top Talent From the Veteran Community
Companies can gain access to the skills, experiences and unique perspectives of veterans. Veterans may not look for or apply to jobs in the same way, so businesses must learn how to find them. If you want to create a hiring program that appeals to veterans, you can follow this advice.
Research military jobs and skills
The military may seem like an employer that does not relate to civilian life, but most military roles have some overlap. If you gain some familiarity with the branches of the military and the most common jobs, you can start to see it. Break down the jobs that you need to fill into specific skills and look for military jobs that might fit. Start to think of questions you can ask to gain more information about a veteran’s skills, without using conventional jargon. This information will help you to discover military roles that could meet your business goals.
Use veteran employment resources
Veterans may look for job postings on veteran employment sites. These resources aim to pave the way for veterans to transition after leaving military service. Many employers struggle to assess a veteran’s qualifications, but postings on veteran job sites may be safer. Organizations such as the Veteran Employment Center or the National Labor Exchange allow companies to register as veteran-friendly employers. On these sites, you can post job listings exclusive to veterans. With these resources, veterans can feel more comfortable about the job search, while employers get a chance at hiring the best talent.
Partner with veteran organizations
Some organizations provide a structured transition for veterans, and employers can partner with them. In the last few months of their service, many service members start to work toward transitioning into civilian life. Veteran advocacy organizations offer services to help veterans transition successfully, such as a vehicle donation program or helping them to find fulfilling work. Additionally, many schools and technical programs offer veteran transition programs. You can partner with these programs, to gain the advantage of a vetted candidate pool while providing job opportunities to veterans.
Create fair, effective job listings
Job listings that appeal to veterans may not look the same as they do for civilian candidates. Although many veterans have bachelor’s degrees, the majority have only a high school diploma or some college experience. As such, jobs that list skills instead of educational credentials may suit veterans more. Since veterans learn similar skills in different settings, much of the jargon and terminology also does not apply. Hiring managers may do better to create listings describing desirable knowledge and traits. Veterans can more easily determine which jobs apply to their skillsets that way.
Maintain a veteran-friendly workplace
Creating a workplace friendly to veterans can give companies the best chance of a successful hiring experience. Veterans need compensation and services much like lifelong civilians, with a few exceptions. They expect competitive pay for high skills and experience, and they may look for longer to get it. Although benefits like flex time and health care are important for everyone, veterans may need them more. Veterans are more likely to be divorced or deal with a long-term disability. As such, companies that provide support for personal and family care will be more appealing to many veterans.
Veterans may face difficulties in the transition out of military service, but businesses can help. Veterans offer in-depth skills that companies need, especially soft skills like time management or problem-solving. Businesses that recognize the advantages that veterans present can find ways to tap the potential of the veteran community. By researching veterans’ needs and creating a plan to meet them, companies can gain the rewards of an elite workforce.
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