Veterans bring unmatched discipline, leadership, and problem-solving skills to the workforce, yet many employers struggle to effectively recruit and integrate them into civilian roles. While the overall veteran unemployment rate was 2.8% in 2023, younger veterans and specific demographic groups still face higher job search hurdles (U.S. Department of Labor).
Despite possessing transferable skills, veterans often encounter barriers like civilian job market unfamiliarity and hiring biases. This post dives into the key challenges of veteran recruiting, debunks common misconceptions, and outlines actionable strategies to attract, engage, and retain military-connected talent in your workforce.
The Value Proposition of Veteran Recruiting
Recruiting from the military community enriches the workforce with unique strengths:
Leadership and Teamwork: Veterans are trained to lead under pressure and collaborate in high-stakes environments. Notably, 42.4% of employed male Gulf War-era II veterans worked in management, professional, and related occupations in 2023, compared to 39.8% of nonveteran men.
Adaptability: Military life requires constant adjustments—relocating frequently, handling unpredictability, and learning new skills on the fly. This adaptability is invaluable in dynamic work settings.
Technical Proficiency: Many military roles involve IT, engineering, logistics, healthcare, cybersecurity, and project management, providing employers with candidates possessing in-demand expertise.
Strong Work Ethic: Military professionals are known for discipline, accountability, and a mission-driven mindset, making them dependable hires across sectors.
Diversity: The military community is diverse, and hiring from this pool supports Diversity, Equity, and Inclusion (DEI) initiatives, demonstrating a commitment to inclusive hiring practices.
Challenges in Hiring Military-Connected Talent and Solutions
Despite their strengths, military-connected candidates face hiring barriers:
1. Translating Military Experience into Civilian Terms
A study by Prudential with 2,453 veterans and soon-to-be veterans revealed that nearly two-thirds of veterans experienced a challenging transition to civilian life, with many attributing difficulties to unemployment and the need to “figure out what’s next” after service.
Veterans often have difficulty articulating their military skills and experiences in a way that aligns with civilian job requirements. This misalignment can lead to qualified candidates being overlooked.
Solution:
- Use military skills translators like O*NET Online, DoD SkillBridge, and Military.com’s skills translator to map military roles to civilian job descriptions.
- Encourage veterans to list achievements in business-friendly language (e.g., instead of “Platoon Leader,” describe it as “Managed and led a 30-person team in high-pressure environments, overseeing logistics, operations, and risk management”).
- Provide resume workshops or career transition coaching at job fairs to help military-connected candidates tailor their resumes.
2. Misconceptions About Military Culture:
Some hiring managers harbor outdated perceptions about veterans—viewing them as rigid or less emotionally adaptable, or assuming military spouses may have disrupted career trajectories due to frequent relocations. Such biases can lead to qualified candidates being unfairly screened out. Expect your hiring managers or recruiting team to have concerns such as”
- “I can’t tell from their resumes what skills they possess.”
- “What’s the point? They’ll likely be deployed or move away.”
- “I require a candidate who can take charge, not just adhere to instructions.”
- “I can’t afford specialized job boards or recruitment agencies.”
- “I’m worried about the impact of PTSD [post-traumatic stress disorder] in my work environment.”
Research from Duke University’s Fuqua School of Business indicates that veterans may be stereotyped as unemotional, potentially leading to their exclusion from roles requiring emotional intelligence.
Solution:
- Educate hiring teams about the modern military workforce and how veterans thrive in dynamic, fast-paced industries like tech, healthcare, and logistics.
- Highlight success stories of veteran employees from your industry or ROI studies on veteran employment to show how they successfully transitioned.
- Offer remote work, flexible scheduling, or project-based roles to military spouses, who often have strong administrative, management, or customer service skills.
3. Addressing Health Challenges
Mental health issues, including PTSD or depression, are often stigmatized in the civilian workplace, causing hesitation among employers. These conditions, while manageable with proper support, can lead to undue concern about a veteran’s long-term performance or workplace integration.
A report by Volunteers of America highlighted that unaddressed mental health and substance abuse issues are significant employment challenges for veterans
Solution:
- Provide Mental Health Support: Offer Employee Assistance Programs (EAPs) and create a supportive environment that encourages veterans to seek help.
- Promote Awareness: Educate staff about mental health to reduce stigma and foster inclusivity.
4. Managing Expectations and Job Alignment
Challenge:
Veterans may enter the civilian job market with expectations shaped by military hierarchy and rapid decision-making, expecting similar rapid career progression or clarity in roles. When the corporate ladder moves at a different pace, it can lead to misaligned expectations, job dissatisfaction, or early turnover.
Solution:
- Provide Transparent Role Overviews: During recruitment, clearly outline job responsibilities, career pathways, and realistic salary bands to help align expectations.
- Offer Career Counseling: Facilitate one-on-one sessions where veterans can learn how their skills match with the role and understand the timeline for growth in a corporate setting.
5. Providing Adequate Onboarding and Integration Support
Challenge:
Transitioning from the structured military environment to the more fluid corporate culture can be jarring. Without a tailored onboarding process, veterans may feel isolated or underutilized, leading to lower productivity and higher attrition rates.
A joint report by USAA and the U.S. Chamber of Commerce Foundation emphasizes the critical role of structured onboarding in improving veteran retention.
Solution:
- Design Veteran-Specific Onboarding Programs: Create structured programs that include mentoring, buddy systems, and specialized training sessions that address the differences between military and civilian work cultures.
- Establish Veteran Resource Groups: These internal networks help new hires connect with peers who share similar experiences, fostering a sense of community and support.
Lockheed Martin is well-known for their effective veteran Employee Resource Group (ERG), with 20% of their employees being made up of former service members. Organizations looking to establish a veteran-centric ERG to support veteran recruitment can use this as an template.
Best Practices for Engaging Military-Connected Talent at Government Job Fairs
When it comes to hiring veterans and military spouses, tapping into the right networks isn’t just a nice-to-have—it’s a must-have. Here’s why each outreach strategy can really make a difference:
- Reach Out to ESGR Representatives
Employer Support of the Guard and Reserve (ESGR) serves as a trusted link between employers and military communities. Connecting with local ESGR reps not only shows that you respect military service, but it also gives you access to a pool of National Guard and Reserve candidates who are eager to contribute. - Network with Military Base Community Centers
These centers are at the heart of military life. By networking with them, you’re meeting job seekers where they’re already connecting, which can lead to more genuine, local talent referrals and a better understanding of the community’s unique needs.
💡Here’s the link for the US Army Community Center
- Connect with State and Federal Labor Department Representatives
These professionals specialize in assisting veteran job seekers. By engaging with them, you can streamline your recruitment process and access candidates who are already transitioning into civilian roles with the right skills. - Explore the Services of the Department of Labor VETS
VETS offers a wealth of information and training resources that can guide your veteran hiring strategy. Getting familiar with these services means you’re better prepared to support veterans through every stage of their career transition. - Engage with the Military Spouse Employment Partnership
This initiative is all about connecting employers with military spouses who have honed exceptional adaptability and problem-solving skills. It’s a clear signal that you value the contributions of military families and are committed to their career success. - Connect with College and University Career Centers
Many campuses have special programs for returning service members. By working with these centers, you gain early access to fresh talent, helping you build a pipeline of candidates who are ready to launch or relaunch their careers.
💡Reading material: 7 Schools for Returning Military Service Members
- Advertise in Military-Focused Publications
Targeted advertising in outlets like Military Times means your job postings reach an audience that’s already engaged in the military community. It’s a straightforward way to demonstrate your commitment to hiring from within that community.
💡Here’s a convenient list of Military-centric publications for your team to reach out
Military Spouse and Veteran Recruiting – Interview Best Practices
- Kick Off with Genuine Gratitude
Begin by sincerely thanking military applicants for their service and military spouses for their unwavering support. This isn’t just good manners—it sets a warm, respectful tone from the outset, instantly building rapport and signaling that you value their commitment and sacrifices. - Spell Out the Role Clearly
Lay out the job responsibilities, expectations, and key details upfront. By removing any guesswork, you ensure that candidates know exactly what the role demands, saving everyone time and confusion. - Dive Deep with Open-Ended Questions
Skip the simple yes/no questions and invite candidates to share their stories. Open-ended questions let them elaborate on their experiences, revealing the full spectrum of skills and leadership qualities honed through military life. This approach transforms the interview from a checklist into a conversation, helping you spot those hidden gems of talent. - Practice Active Listening
Give candidates your full attention as they speak. Active listening isn’t just about nodding along—it’s a strategic tool that allows you to pick up on nuances and key strengths that align with your organization’s needs. This level of engagement shows that you’re truly invested in understanding their background and potential. - Customize Your Approach for Military Spouses
Ask behavioral and situational questions that target the unique challenges and strengths of military spouses. Whether it’s adaptability, problem-solving, or managing constant change, these tailored questions help uncover the resilience and resourcefulness that come from a life on the move. It’s about recognizing that their experiences are a powerful asset, not a hurdle. - Maintain a Non-Judgmental Stance
Avoid making snap judgments about career gaps or frequent relocations. Instead, focus on achievements and the transferable skills they’ve developed. This open-minded approach not only enhances diversity but also ensures you tap into a talent pool that’s experienced, adaptable, and ready to thrive in high-pressure environments.
💡 Give your team’s veteran recruiting efforts a boost with this interview guide for enhanced culture-fit!
To Conclude…
Military-connected talent is an untapped recruiting powerhouse, bringing skills, discipline, and resilience that can elevate any workforce. By adopting targeted strategies at government job fairs, recruiters can bridge the gap, break hiring barriers, and build a strong, diverse team.
Whether you’re looking to improve hiring outcomes, boost retention, or tap into government incentives, investing in military-connected recruiting is a win-win for both employers and candidates.
Team Rakuna
The Rakuna Team comprises a diverse group of professionals hailing from various corners of the world.
With a passion to enable organizations to hire their next waves of talents, we are dedicated to help organizations stay updated on important recruiting technology and industry best practices.
