According to Monster’s Future of Work Report, 91% of recruiters have trouble filling open roles due to a skills gap and 29% feel that the skills gap is worse than a year ago. The pandemic may also end up permanently paring back the size of the U.S. labor force. Yet, a talent pipeline continues to provide highly skilled workers at a rate of 200,000 per year: transitioning military. According to Monster research, veterans are interested in pursuing jobs in fields ranging from defense technologies to healthcare to government and offer a set of high-demand skills like teamwork, commitment, and motivation.
In this downloadable guide, you’ll learn how leaders at the top veteran employers have developed strategies to attract, onboard, and retain veteran and military family candidates, and how you can apply the same approach to your recruitment plans, regardless of the size of your firm.
Why Hire Veterans?
In addition to gaining talent that possesses a high skill level, hiring veterans offers the following benefits, regardless of how large or small your organization is.
Veterans Contribute to a Diverse Workforce
One in four military respondents said that showing diversity in leadership is a top motivator for wanting to work at a particular company. By nature of the diversity of the military, veteran hires will naturally contribute to your diversity initiatives and help to create an inclusive company culture.
You’re Making a Difference
Transitioning from military to civilian work life can be a big change. Making an effort to include this population as part of your workforce can add tremendous value to your company, and to that employee, whether they stay for a year or stay forever.
Veterans Are Natural Leaders
Sixty-three percent of veterans believe they have leadership skills that you may not find in the civilian population, according to Monster research.
Bridging the Veteran Skills Gap
One of the challenges for any organization hiring veterans is that many of the skills they’ve acquired don’t mirror traditional job skills—81% of veterans say their military level doesn’t translate to civilian jobs. And for many recruiters and hiring managers, not understanding the skills that veterans bring to the table can cost you the hire.
Skills translators like the one at Military.com can help. When asked what aspects are most important about prospective employers, 79% of veterans pointed to companies that accept military training in place of civilian credentials, according to Monster’s research. You’re at a clear disadvantage if you don’t know how to translate military skills or explain the translation to your prospective employees.
Hire Veterans: How to Get Started
Try these strategies to get the ball rolling on your pursuit to hire veterans.
Draft a hiring mission statement
It may sound obvious, but your company must verbalize your mission to hire veterans. Building a military-friendly workplace requires commitment, particularly from top levels at your organization.
Create a strong, inclusive culture
It’s not just about reaching out to veterans. You also must create a climate that welcomes them. If you get veterans in the door, but you’re not making an effort beyond recruiting, word will spread within the military community that you’re a company that’s all talk.
Message your commitment to the right audience
As much as a strong leadership commitment is essential to a successful veteran-hiring program, the front line of hiring veterans, transitioning military, and military spouses is with your recruiters and hiring managers. The first step in realizing your commitment to veteran hiring is to include veterans on your search committees.
Onboarding and retention best practices
It’s not just about the hiring—companies must think about how they bring veterans in and what they do to keep the best veteran talent on board.
Focus on fit
One of the keys to keeping veterans at your company is making them feel like part of the team. That means recognizing their contribution to the firm, acknowledging their history in the military, and celebrating their achievements.
Pair them with a mentor or buddy
In general, veterans may struggle with cultural immersion, with only half (46%) saying they felt accepted right away in their new company, and another 42% saying it took a few months. Many companies team new hires up with a “buddy” who can help them adjust to civilian workplace culture.
Ready to Attract America’s Veterans?
These best practices and tips for hiring veterans will help you put your best foot forward to attract and keep this skilled talent. Download our Veteran Hiring Guide for more information on developing a marketing communications plan, veteran-friendly career site do’s and don’ts, and building blocks for a veteran-hiring strategy.
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