How to Recruit and Retain Veterans

Diversity of thought and diverse representation drive innovation and performance at any organization. Diverse companies see 2.5 times higher cash flow per employee, higher revenues, increased employee engagement, and better retention numbers. 

But, when employers go out to solve for DEI, they often zero in on racial, ethnic, and gender diversity. However, there’s another talent pool to consider when bringing on more diverse viewpoints to the team: veterans. And, interestingly, beyond DEI goals, hiring veterans can be a strategic advantage for organizations in more ways than one. 

Check out this week’s episode of America Back to Work with retired U.S. Navy SEAL officer, Mike Sarraille, who boasts an MBA from the University of Texas and is the author of The Talent War: How Special Operations and Great Organizations Win on Talent, to learn why—or keep reading. 

Benefits of Hiring Veterans 

Veterans come from a background where teamwork, discipline, and adaptability are paramount—the kind of traits that most companies look to cultivate in their workforce. 

Their leadership, problem-solving skills, and work ethic have been tested in the most challenging and unpredictable environments, meaning they’re prepared—even over-prepared—to take on challenges that come up in a professional setting. 

Veterans bring unique skills, experiences, and perspectives that can enhance team dynamics, leadership agility, and organizational resilience. Plus, there are several tax credits available to employers that hire veterans, which makes the business case for hiring veterans that much stronger. 

Companies that hire veterans can take advantage of the Returning Heroes Tax Credit, the Work Opportunity Tax Credit, the Wounded Warrior Tax Credit, and state-by-state tax benefits to improve their bottom line when hiring. 

Recruitment Strategies

Veterans come from extremely unique educational and professional backgrounds, exceptionally different from traditional candidates, meaning employers need to adapt their recruiting strategies to attract and retain these valuable employees. 

First and foremost, recruiters should revisit job postings and the language within them to ensure they’ll resonate with a veteran talent pool. Job descriptions should recognize the value of military experience and clearly state how veteran skills are transferable to the role and organization. They should focus on skills over degrees and job history. 

Recruiters can also collaborate with veteran organizations and participate in veteran job fairs to get in front of the best talent. These platforms can be instrumental in connecting with a wider pool of veteran talent. 

Another effective recruiting tool is to set up a veteran-oriented employee referral program that encourages current employees, especially veterans, to refer candidates from their networks. Or, employers can lean on social media to target veteran groups and communities—and showcase their employer brand (which should showcase veterans thriving within the company). 

Retention Strategies

Hiring veterans is one thing, but keeping them is another. Thankfully there are steps employers can take to help veterans adapt to company life and grow their careers. 

• Promote company values. Veterans are very values-driven. After all, so are the Armed Forces. So, when they transition into corporate life, they often seek employers who promote and live a set of clear and actionable values. Companies that want to retain veteran talent should bring up values at every opportunity, from onboarding to company events to team meetings and beyond.
• Offer clear career development opportunities. Veterans are used to structured career progression and want the same from a job. From the start, employers should provide clear pathways for career advancement and communicate what it takes to get to the next level in order to increase veteran engagement and loyalty.
• Form affinity groups. Veteran-focused affinity groups and mentorship programs help military members transition to the private sector by introducing new hires to a network of peers with shared employment and life experiences. These groups also aid established veteran employees in maintaining a connection to the military and the sense of purpose that military service offers.
• Cultivate a more inclusive workplace. Veterans may have a difficult time adapting to work culture.  In order to prepare other employees and team members on how to collaborate with veterans, HR should offer DEI/sensitivity training that promotes a more inclusive culture. 

Recruiting and retaining veterans is a patriotic endeavor and a strategic business decision. By understanding the unique attributes veterans bring to the workforce and implementing targeted recruitment and retention strategies, HR professionals can unlock the full potential of this talent pool. To get more details on how to do just that, click here to watch or listen to the episode.  

SUBSCRIBE TO PODCAST