After reading a post on How To Recruit Veterans, it got me thinking about my own experience with veterans. I was raised in the Air Force (my Dad flew in B-52's), and in my family and my wife's family, there are many, many military veterans. I believe it's important to honor both the emotional and practical sacrifices our veterans make. These include the risk to their lives, the low pay, the tough hours, and the emotional drain of being away from their families. But with 18 million veterans living in the United States, there is an incredible talent pool to tap into. Coming from a military family, I felt it was important to add my two cents to Emily's article.
In terms of workforce availability, out of the 18 million veterans, about 8.6 million are between the ages of 18-65, and 7.3% are unemployed. So how can your organization tap into this talented pool of candidates?
1. Get a Vet on Your Recruiting Team
The best way to accelerate hiring veterans is by having one on your recruiting team. They bring so much to the table when it comes to understanding their fellow veterans, as well as thorough knowledge about military culture. They understand the pay package differences, the occupation codes, and most importantly, they know how to navigate the local military facilities to help existing military personnel with their transition.
2. Market Your Employer Brand to the Military
Veterans are always looking for employers who truly understand what hiring a veteran means. If you're looking to recruit veterans, it's key to show that your company supports veterans on your website. For example, Intel has a military-specific job portal so veterans can find positions that match their existing skill set. Intel also has a presence on Glassdoor, to help veterans and non-veterans find out what it's like to work for them. When writing job descriptions, you can also use language that will resonate with them.
3. Work with Wounded Warriors
The types of injuries veterans can suffer from range from minor to very serious. As a result, there are 4.7 million veterans that have a service related disability, and most of them are capable of part- or full-time work. There are organizations, like The Wounded Warrior Project, whose mission is to help connect veterans with employers, and create successful programs at your company.
4. Don't Forget the Spouses
When you hire a veteran, many have spouses or partners that have followed them throughout their military career, and as a result, their job history may look very sporadic or inconsistent. Consider developing ways to help military spouses find positions at your organization. Often the local SHRM chapters can be of great assistance.
5. Take Advantage of Incentives
While hiring veterans is already a great idea, there are also some practical reasons to focus on veteran populations. For example, the veteran populations are often diverse, and there are several tax credits employers get for hiring veterans. Military.com is a great resource for more information about this.
A diverse workforce includes military veterans, and how recruiters and hiring managers at your organization engage with these candidates matters and will show up in company reviews. To get involved in the conversation on Glassdoor and start managing and promoting your employer brand reputation, unlock your Free Employer Profile today.