Sponsored by Orion Talent
The pandemic, the Great Resignation, and the Great Reset are mostly behind us now. But if you’re an employer, you know that the market for top talent is more competitive than ever. Many organizations are still scrambling to attract and retain a diverse workforce with dedicated people who can move their agenda forward. And that means they’re looking for creative sourcing solutions.
How Veterans Fit Into Modern Talent Strategies
If you’re struggling to build a diverse team, I have good news. You’ll find an ample supply of capable candidates among our nation’s veterans. But to successfully hire military veterans, you may need to think outside the typical recruiting box. Why?
Every year, an estimated 200,000 U.S. service members become job hunters. These people have proven themselves as skilled, adaptable team players who understand what it means to commit to a mission. Now they’re ready to transfer their skills and abilities to civilian roles.
And here’s a critical reason to focus on veterans. Because the military welcomes people from all backgrounds, their diversity can become your strength. How? Well, as Deloitte research discovered, cognitive diversity in teams offers multiple benefits:
- It enhances innovation by about 20%.
- It helps teams spot and avoid risks, which decrease by up to 30%.
- It fosters the kind of trust and buy-in that helps teams implement decisions more effectively.
What’s more, diverse teams are a magnet for other standout talent. For example, Glassdoor says about 70% of job seekers consider diversity and inclusion when accepting job offers.
So clearly, people with a military background can add significant business value. Yet, too many organizations still discount or overlook these candidates. Why? Let’s dig deeper…
Military Hiring: A Second Look
I recall discussing this issue on a previous #WorkTrends podcast with Sarah Peiker, CEO of Orion Talent. Sarah brings nearly 25 years of expertise in global recruitment outsourcing and talent management to help match employers with military personnel who are ready to pursue civilian careers.
Although we originally spoke several years ago, themes from that conversation continue to resonate. I think you’ll agree…
PODCAST HIGHLIGHTS
Factors Behind the Military Hiring Divide
Why do we see a disconnect between employers and veterans?
It’s interesting. We hear that 70% of companies are having a hard time finding the talent they need. And the U.S. military is actually the largest employer in the world. So there should be a natural connection here.
But we speak different languages in business and in the military world. Many organizations don’t understand how to transition service members’ hard and soft skills into civilian roles. As a result, there is a military/civilian divide.
When transitioning, military personnel may not know how to transfer their skills, while employers don’t always know what they can do to fully leverage those skills.
Obstacles to Military Hiring
What about bias? How do employers’ preconceived ideas about veterans hold them back?
There are numerous misconceptions about people with military experience. Many people assume veterans are rigid. They only follow orders, so they can’t think for themselves. They have PTSD. They will be called back to active duty. The reality may be different, but presumptions like these are difficult to overcome.
Also, there’s a misconception that a skill must be directly transferable for it to be relevant.
Advantages of Hiring Veterans
Employers are deeply interested in soft skills. How do veterans contribute here?
Definitely, we’re seeing employers placing an importance on soft skills. Veterans come with a variety of these skills, like accountability, reliability, discipline, initiative taking, resilience, stress tolerance, adaptability, leadership, and problem-solving.
Another trend in the civilian world is the importance of hiring a diverse workforce. The military inherently runs 40% racially diverse. And beyond that, it’s a melting pot of diverse socio-economic backgrounds. When we think of diversity we tend to think of race or gender, but we don’t always consider the value of socio-economic differences.
Skills That Shine in Civilian Roles
What military capabilities apply directly to non-military roles?
Persistent training is baked into the military mindset. These individuals are never too busy to train. They are constantly learning and are committed to improving their skills.
Also, they think mission-first and they know how to motivate people with clear communication. These and other military skills are highly valuable in business and other careers.
Ability to Adapt: A Military Hallmark
Service members must always be ready and willing to change and innovate, right?
Yes. It’s about embracing technology and whatever challenges they face in the moment, but still moving forward. This kind of momentum is a reality in the military. It’s also a tremendous advantage in the workforce, at large.
For example, consider the fact that service members must maintain technical equipment in the middle of a desert, an ocean, or a jungle. Technology is critical for them. Keeping it working order requires ingenuity, perseverance, problem-solving and resourcefulness — qualities that are also highly valuable in civilian jobs.
Helping Veterans Thrive at Work
How can employers support veterans who are entering the civilian workforce?
Think of veterans as a valued community, in the same way you would any other underrepresented group. For example, offer employee resource groups.
Also, define expectations and set goals that move new hires forward. Like many people, veterans like to see a clearly defined career path, so be sure to show them what that looks like. Then provide ongoing opportunities for mentorship, training, and skills development, so they can achieve those objectives.
Tips to Get Military Hiring Right
What should employers keep in mind for successful results?
Here are several suggestions:
- Get the buy-in you need from key personnel. From decision-makers, talent acquisition professionals, human resources, and operations managers.
- Make sure everyone understands and supports your strategy for hiring military candidates.
- Track and measure results. This includes metrics on hiring performance and retention rates.
- Be sure to do your homework before building your hiring model. You’ll want a hiring process that supports a positive candidate experience for all.
EDITOR’S NOTE: For more guidance about why and how to integrate military hiring into your recruiting strategy, listen to this full podcast. Also, for more #WorkTrends insights, check our growing collection of episodes at Apple or Spotify and subscribe!
