By Dr. Amy S. Dufrane, SPHR
In 1919, President Woodrow Wilson proclaimed November 11 as what was originally known as Armistice Day. The tragedies and tensions created by World War I were abating, and the initial intent of the day was to honor the veterans of the war to end all wars. Sadly, WWII followed – requiring the greatest mobilization of the military in the nation’s history. The day of commemoration was expanded to honor American veterans of all wars and is now recognized as Veterans Day.
For some individuals, serving in the armed forces was triggered by wartime activity. For others, it is a deliberate career move that can be short- or long-term. Many veterans begin their military service early in their careers – and, in some cases – their “active duty” obligation is related to their service academy education.
Regardless of how or why one enters military service, one thing is crystal clear. Veterans possess valuable skills and training that are transferable to civilian life. Skills that might take years to develop, such as leadership, teamwork, and critical thinking, are given fertile ground to develop in the military. Added to these “soft skills” are distinct technical skills combined with a discipline and work ethic that is both expected and rewarded in the military.
It has always seemed so logical that veterans represent a desirable and diverse talent pool. And they do. On the employer side, there is a history of having failed them. Some organizations view hiring veterans as part of their corporate social responsibility initiatives to show support for the military community. Others see hiring military talent as a chance to prop up DEI programs. In any case, without resume workshops, interview preparation, properly defined job classification and compensation bands, and mentorship programs, the transition from the military environment to a monetary milieu might not be successful.
Consider some of the reasons why military hiring fails:
- Rigid requirements for civilian roles miss the mark in extending full appreciation for the skills acquired during military service.
- Military credentials don’t necessarily translate into civilian requirements.
- Cultural differences are a harsh reality for veterans transitioning back to civilian workplaces. Adapting to less structured settings with what feels like poorly defined expectations can trigger struggles.
- Although it might not seem readily intuitive, employers with preconceived misconceptions about vets might spark unconscious bias that thwarts hiring success.
Thankfully, there are some excellent examples of military hiring programs to emulate. Deloitte encourages military members, veterans and their families to explore careers by joining its talent network. Through the network, military veterans – and their spouses – can receive career resources, potential job opportunities and insights into working for Deloitte. A career site designed specifically to address the concerns of military veterans includes educational videos, job openings and a tool to explore fit.
Hire Heroes USA is a veteran employment non-profit that provides free job search help to U.S. military members, veterans, and their spouses. Among its services are personalized career coaching, job placement assistance, resume and interview workshops and mentorship programs. Companies committed to hiring military veterans can post open positions, participate in career fairs, and receive pre-screened resumes.
Another notable example is Veterans Jobs Mission, a coalition of over 200 private-sector companies committed to hiring and supporting veterans. Among its members are some of the country’s largest employers, including Walmart, Amazon and Microsoft. These employers have dedicated resources to help transition veterans from military service into meaningful job opportunities. One founding member company – JPMorgan Chase – had a goal of hiring 100,000 veterans by 2020. Using job fairs, career events, and online job postings supported by social media and digital platforms, the bank closely tracked its progress and reported results regularly to measure success and make adjustments as needed.
The exciting movement to skills-based hiring has the potential to be a powerful advance for veterans. A skills-based approach avoids the possibility of under-employing military talent by making more precise matches. Skills-based hiring shifts the focus away from education degrees and puts the emphasis – and reward system – on the ability to perform the job. Fields such as cybersecurity, logistics and healthcare that are notoriously languishing due to open jobs can directly benefit from a complement of skills acquired through military service.
Will skills-based hiring disrupt the hiring hurdles experienced by vets and employers alike? Perhaps no one else than a vet should answer that question: “Veteran hiring should have always been a strategic business decision, not just virtue signaling,” said U.S. Army veteran and recruiting expert Chad Sowash. “The shift to skills-based hiring represents the ideal opportunity to fully recognize the unique value of this exceptional talent pool.”
