Hiring veterans is not only good for society, but it also makes good business sense. Veterans have
unique skills, leadership qualities, and an unparalleled work ethic that can benefit any employer.
You may be surprised to learn that 8.3% of the US adult workforce is made up by veterans. Yet
Veteran job seekers face a daunting challenge in the job market, with almost one-third among them
being underemployed. The underemployment rate is 15.6% higher than non-veteran job seekers,
making it a matter of concern that demands more attention.
As such, it is essential for employers to tap into this talent pool. In this post, we’ll outline five
common mistakes employers often make when recruiting veteran candidates and provide
actionable tips for avoiding them. When you can attract and retain veteran talent, you can create a
dynamic workforce that is both productive and successful.
1. Failing to Understand the Skills and Experience that Veterans
Bring
Veterans possess skills that are highly transferrable to the civilian workforce, such as leadership,
teamwork, and problem-solving. However, many employers fail to recognize this and miss out on
potentially valuable candidates. And when employers do recognize the skills veterans have, they
often lack the knowledge or resources to properly assess them.
For example, a veteran who has led teams in complex and high-pressure situations can bring that
experience to a management role in a civilian company. Similarly, veterans who utilize advanced
technology in the military can bring their expertise to any tech-related position via their unique
skillset and understanding.
To ensure veterans get the recognition they deserve, employers must understand how military
experience can translate into their specific job openings. This requires a deep understanding of the
specialized skills that military personnel develop during their service and how those skills apply to
civilian roles.
2. Not Providing Appropriate Transition Support In The Hiring
Process
Transitioning out of the military and into the civilian workforce can be challenging for veterans.
Studies find that some veteran job seekers are not hired due to a lack of understanding by
employers and a lack of appropriate transition support.
To improve the experience for veterans, employers should provide adequate transition support in
their hiring processes. This can include:
- Offering informational resources to educate employers on veterans’ skill sets and how they
can benefit their company. - Providing job-specific training opportunities for veterans that allow them to learn relevant
skills needed in the civilian workplace. - Establishing relationships with veterans organizations to create opportunities for veteran
job seekers. - Dedicating resources to helping veterans develop their resumes and practice interviewing
skills.
By taking steps to better understand and support veterans’ transition into civilian employment,
employers can increase their chances of hiring qualified military personnel and making a positive
difference in their lives.
3. Not building a veteran-friendly hiring process.
It’s essential to create a hiring process that takes into account the unique skills and experiences of
veterans. This can include ensuring recruiters and hiring managers understand how to read military
resumes, being mindful of the language used in job postings, and ensuring interview questions
focus on relevant experience rather than just military background.
Additionally, employers should ensure that veterans have access to the same resources as all job
applicants, such as resume reviews and interview practice sessions. When applicants feel that their
military background is respected and valued, they will be more likely to apply for positions.
4. Lacking veteran-specific benefits and support resources.
Veterans often have different needs than other job seekers, so it’s important to offer benefits and
support specific to them. This can include providing access to mental health resources or disability
services or offering flexibility and accommodations for those with physical disabilities.
Fortunately, there are a variety of organizations that offer free resources to employers looking to
support veterans. By taking advantage of these, companies can show their commitment to veteran
hiring and create a more welcoming work environment for all employees.
5. Not creating a culture of inclusion and understanding.
When it comes to veteran hiring, fostering an inclusive culture is key. Employers should strive to
understand veterans’ unique challenges and be willing to provide support.
For example, if you’re an employer considering hiring veterans, ensure that your onboarding
process is supportive and considers their experience. Giving veterans a dedicated mentor or
providing additional training on the organization’s policies and procedures can be helpful.
To retain and help veteran employees reach their full potential, employers should offer ongoing
career development opportunities such as mentorship programs, continuing education courses, and
job shadowing. By seeing the individual as more than simpling their job title, employers can help
veterans to thrive in the workplace.
Enhance Your Veteran Hiring Methodology with CoreHire
CoreHire understands the value that veteran candidates bring to the civilian workforce and can
assist employers in recruiting them. Our experienced recruiting staff specializes in connecting
businesses with transitioning military service members, veterans, and former First Responders.
As a leader in Veteran talent acquisition, CoreHire can help employers tailor their hiring processes
to ensure veterans receive the support and respect they deserve. Through our services, we strive to
create a seamless transition into the civilian workforce and ensure veterans can contribute to their
new employers.
Contact us today to learn more about how CoreHire can help you find the best veteran hires to
serve your organization. We look forward to helping you make meaningful connections with
qualified candidates!
