:Labor shortages persist, and veterans present an underutilized pool of skilled workers, according to an industry expert.
In a call for urgent reform, Ross Dickman, a veteran himself, emphasizes the high degree of technical competence that veterans possess, especially in roles like maintenance management, due to the demanding nature of their military duties. However, the skills developed by veterans can be difficult to convey clearly on paper, given the complexities of their roles and significant cultural and industry shifts.
To more effectively recognize and hire veterans, private sector companies are urged to adopt tools and strategies that translate veterans' unique military skills into civilian job competencies. This approach involves leveraging special hiring authorities and incentives, partnering with veteran employment programs, and utilizing advanced AI-powered platforms like RecruitMilitary Veteran Talent Source. These tools help recruiters understand veterans' roles, outcomes, and how their skills map to civilian jobs, overcoming the challenge that veteran experience often does not align neatly with typical civilian job titles.
Training recruiters and hiring managers to better assess military resumes and conduct informed interviews that explore veterans' transferable skills, leadership, discipline, teamwork, cultural competence, and problem-solving abilities acquired during service is another key method.
Employing veterans-specific hiring authorities and programs, such as the Veterans Recruitment Appointment (VRA), the 30 Percent or More Disabled Veterans Authority, and the Veterans Employment Opportunities Act (VEOA), also facilitates veteran hiring within government and can be mirrored or adapted by private sector entities to streamline recruitment processes.
Taking advantage of government incentives, like the Work Opportunity Tax Credit (WOTC), and collaborating with transition assistance programs that support veteran integration into civilian roles are additional strategies.
Acknowledging veterans’ cultural competence and commitment to service provides benefits especially in roles requiring leadership, discipline, teamwork, and multicultural interaction, such as security or management positions. Incorporating veteran hiring initiatives as a core part of broader diversity, equity, and inclusion (DEI) strategies ensures the sustained prioritization and integration of veteran talent.
By aligning hiring processes with the unique skills and experiences of veterans, private companies can improve recruitment outcomes and retention of veteran employees. This comprehensive approach addresses common challenges such as lack of awareness of veteran qualifications and limited recruiter bandwidth, enabling organizations to tap into a rich, yet often underappreciated, talent pool.
Veterans possess a wealth of skills suitable for addressing ongoing talent shortages in the private sector. They bring aspects such as anticipating operational efficiency holdups, following manuals, and showing initiative and leadership to the table. However, veterans are unfairly penalized in the hiring process due to their skills not translating simply on paper.
The unemployment rate for military spouses is at about 21%, significantly higher than the veteran unemployment rate of 3.7%. Nonprofits like Hire Heroes USA are partnering with about 700 companies that are actively seeking to hire veterans or military spouses. These organizations fill the development gap by offering additional training or support to align veterans' skills with civilian job requirements.
There is a misunderstanding about the roles and leadership positions where veterans truly excel. Employers need to remove criteria that unintentionally filter out veteran candidates. The Defense Department should help ensure that veterans' skills are documented and translated into a language that employers can recognize and integrate into their hiring processes.
On National Hire a Veteran Day, it is crucial to reiterate the importance of recognizing and valuing the unique skills and experiences that veterans bring to the table. By doing so, we can not only improve recruitment outcomes but also contribute to a more diverse and inclusive workforce.
- To maximize the wealth of skills veterans offer, private companies should adopt approaches that translate military skills into civilian job competencies, such as leveraging special hiring authorities and incentives, partnering with veteran employment programs, and utilizing AI-powered platforms like RecruitMilitary Veteran Talent Source.
- Training recruiters and hiring managers to assess military resumes and conduct informed interviews that focus on transferable skills, leadership, teamwork, and problem-solving abilities is essential in recognizing the potential veterans bring to the economy and finance.
- Acknowledging veterans' unique skills, like anticipating operational efficiency holdups, following manuals, and showing initiative and leadership, is crucial in various roles, especially in the business sector where diversity, equity, and inclusion strategies prioritize the integration of talent from diverse backgrounds, including veterans.
