Every year, thousands of military officers retire from their service in the USA, seeking to transition back to a regular lifestyle that often includes finding a job to support themselves and their families. Despite their valuable skill set, some companies may be hesitant to hire older military officers or veterans. However, veterans possess a set of skills that can be beneficial to any organization, such as their disciplined, detail-oriented approach to their tasks and strong work ethic. The important question is, how can companies attract and retain these skilled individuals?
One way to target veterans is by revamping the recruitment process. A company can modify its approach by using various job websites to find specific candidates for various positions in its company. They can also advertise for their company at a military academy to attract officers planning to leave the service. In addition, the company can mention in job advertisements that they are specifically looking for veterans to join their workforce.
Finding the right recruiters who understand how military skills can be put to use for the company is also crucial. Many recruiters may not be familiar with how military skills would transition to a corporate job, and the resumes of many skilled military officers may not make it through an employer’s applicant tracking system. The company can update the system to separate military resumes or create a specific channel for veterans to submit their documents. This will ensure that skilled veterans are not overlooked during the recruitment process.
If a company already has military veterans on their team, it can showcase their names, their service, and how the company has benefitted from hiring them. This will let candidates know that the company takes a special interest in helping veterans transition to the corporate workplace. By educating employees about the importance of hiring veterans, the company can foster a welcoming culture that values diversity and inclusivity. Starting a training program for non-military employees can also help them understand the military community and what they bring to the table. This can help avoid potential confusion and debunk any misconceptions about people from the military.
Once a veteran is recruited, placing them under the guidance of a mentor who can teach them the nuances of the work process in the company is also beneficial. Finding an employee who is the most open-minded and sociable can help make the transition from military to regular life much smoother. The new hire will feel that the company cares about their growth, boosting their motivation and productivity.
Military veterans now form a large, diverse pool of talent that companies can tap into. They possess skills that are not easily learned on the job and have a knack for picking up skills quickly, a necessary attribute in the military. By making the organization military-friendly, companies can transform and succeed with the help of their new veteran employees. The training cost per individual would also be cut down, making it a win-win situation for both the company and the veterans.
Attracting and retaining military veterans in the workforce requires a concerted effort from the company. Modifying the recruitment process, finding the right recruiters, showcasing current veteran employees, educating non-military employees, and finding a mentor for new veteran hires are all important steps in creating a welcoming and inclusive workplace. Veterans possess valuable skills that can benefit any organization, and companies that prioritize hiring them will reap the benefits of a diverse and motivated workforce.