Top Strategies for Hiring Veterans

Employers who are having a hard time finding skilled talent are hardly in the minority. Robert Half research shows that 93% of hiring managers said it’s a challenge. Relatively low unemployment and the fact that, according to the Bureau of Labor Statistics, there are still millions more job openings than available candidates helps illustrate the struggle.

One set of job seekers with common backgrounds and experiences that companies sometimes overlook might be exactly what they need to help them overcome staffing difficulties: veterans.

It’s not that hiring managers dismiss veterans outright, but they often don’t fully understand the breadth of what these candidates might have to offer. Military resumes can be difficult to understand. It’s not always clear to civilian recruiters how ranks, responsibilities, accomplishments and skills related to military service might transfer to a private-sector job. And they may not realize how vets entering the civilian workforce can differ from a typical new college graduate or entry-level candidate.

Professionals who served in the military come with built-in work experience, and a lot of it. The same goes for professional development, especially with those who rose in rank. Vets also tend to be well-educated, be it through military college programs or the training they get throughout their service — akin to professional development, and perhaps more thorough. Plus, military service often instills members with self-discipline and attention to detail — all very desirable traits in an employee.

Many veterans also acquire valuable soft skills during their service, including teamwork, responsibility, accountability, leadership, problem solving, adaptability and a strong work ethic. Beyond that, they’re often mission-driven and tend to stay engaged and focused when working toward accomplishing goals. There’s sometimes a concern that veterans might require time to acclimate to how civilian workplaces operate, but their strong potential can far outweigh any time needed to bring them up to speed.

"My military experience with the United States Air Force greatly impacted my career,” said Robert Half director of supplier inclusion Lou Rosas. “From learning to build high levels of trust with key leaders and as a leader, to committing to complete one mission or goal regardless of challenges and obstacles, to understanding the value of teamwork and being proud of collective accomplishments, the lessons learned are significant.”

If candidates with these qualities sound like they could make good additions to your team, there are many simple things you can do to make your company a place that welcomes veterans.

Learn the language. Veterans’ resumes can look very different from those of civilian candidates, but if you know how to read them right, you’ll see how military experience can transfer to your open jobs in numerous and significant ways. The Hiring Our Heroes program, run by the U.S. Chamber of Commerce offers training and online resources that can help.

Post jobs where veterans will see them. Advertise your open roles on sites like Military.com, CareerOneStop and others that cater to former military members. Partnering with military assistance groups like RecruitMilitary can also help.

Share your mission statement and company vision. Vets tend to get most engaged when they serve a purpose, and your business’ mission statement can help provide that, along with your vision for your team. Describe how the role they’re applying for fits in with the bigger picture of supporting that vision and the mission.

Create a friendly environment. To help veterans feel at ease during interviews, start them off with an informal chat with any former military personnel you have in your company. After they’re on the job, introduce them to staff from your veteran-focused employee network group (ENG) whose members can show them the ropes, answer questions and help them with the transition to the corporate world if this is their first civilian job. If you don’t have a veterans ERG, you can be instrumental in helping vets in the firm create it. You can also forge alliances with organizations dedicated to advancing veterans, such as Hire Heroes USA and the Veterans in Business Network, which offer personal and business development resources and training.

Don’t forget military spouses. Military service often involves relocating every few years. This can leave a veteran’s significant other with a nontraditional or even disjointed work history, making it difficult for them to find permanent work or otherwise adjust to nonmilitary surroundings. Putting them on your list of potential candidates for other jobs you staff can grow your reputation for being vet-friendly. Robert Half partners with Military Spouse Employment Partnership, which connects military spouses with hundreds of partner employers who have committed to recruit, hire, promote and retain military spouses.

Bottom line: Veterans tend to be skilled, hardworking professionals who have a lot to offer private-sector companies. Recruiting workers from this group takes only a little extra effort and can pay off in ways you might not expect.

Need help with hiring skilled talent for your team? Contact us.

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