Veterans believe it takes them longer to find a job relative to equally-qualified civilians. This struggle in the job search has been ongoing since before the pandemic, as transitioning veterans found it difficult to secure employment opportunities for years. Consequently, many wonder if they should remove their military experience from their resumes, believing it might impair their chances of employment after their discharge. In many cases, some are left feeling that they have been overlooked for jobs that require intelligence, leadership, and interpersonal skills, all in spite of their development of these qualities during their terms of service.
Is Job Search Really a Struggle for Veterans?
Many veterans have historically struggled to find a job. This is due to multiple factors, including the cultural differences between civilian society and veterans’ military backgrounds, in addition to a lacking veteran case system. Â Every year, almost 200,000 veterans struggle to find employment following their military service. According to the Pew Research Center, only one in four American veterans have a job lined up after leaving the military.
Some vets feel the pressure of taking a job right away, in spite of their qualifications. Nonetheless, they must be able to provide for their families. Part of the reason why these talented professionals settle is that they are unable to clearly articulate or communicate to potential employers their talents, accomplishments, and translatable skill sets.
How Can Employers Make Hiring Veterans Inclusive?
Any company must first realize that recruiting a veteran means hiring someone with years of work experience, education, and on-the-job training. Chances are such professionals will rise to the occasion if placed in a challenging situation.
Although companies are making efforts to hire veterans, these efforts often fall short when it comes to placing these resources in the right roles. Here’s how to prevent this trend within your own organization:
Make a Commitment to Hire Veterans
To attract and keep veterans, an organization must make a top-down commitment; it starts with creating a veteran-centric hiring program, with a goal to increase the number of veteran candidates in the current hiring pool.
It helps to mention that your company is “dedicated to hiring veterans and military spouses” on the organization’s Careers page, in job descriptions, and in candidate outreach messages. Make it clear that your business welcomes veterans. It will quickly garner their attention and compel them to apply.
Craft Inclusive Job Descriptions
Someone who has entered the military straight after school might not have a college degree or work experience. However, they might have still possessed the right skills for the job. An inclusive job description that focuses on more relevant skills than degrees or years of experience might also encourage more veterans to consider applying to the role.
Set Up a Feedback Program
Most veteran candidates are never asked to give feedback on the hiring process. To recruit and retain veteran talent, it’s imperative to ask for holistic feedback, from the application process, and interview process through to onboarding. Strive to build an employer brand that is inclusive of veterans and values their feedback. Make adjustments to the hiring process based on feedback to encourage more candidates with military experience to apply.
Value Their Soft Skills
When assessing any candidate pool, the soft skills of veterans should be given priority. It might well be their biggest competitive edge, as it takes years for most candidates to develop and refine their communication and teamwork acumen. Even if they don’t have all the necessary credentials, most veteran candidates are eager to learn, will necessarily prove to be a valuable asset to the business, and are often a commanding presence in the workplace.
Veterans may have a variety of backgrounds and professional experiences, but their time in the military instills qualities that employers admire – commitment, leadership, teamwork, initiative, and dedication.
Military Experience Is Not Irrelevant. It Always Counts!
Hiring military candidates is more than an act of altruism. These individuals are highly capable, skilled, and committed, all of which makes them a viable asset to a growing business.
Besides engaging with veterans to understand their experiences as they transition into your applicant pool, hiring managers must focus on understanding the hiring bias and overcome it as they evolve their own hiring methodologies.