By Amy Schabacker Dufrane
Every May in the U.S., we observe Military Appreciation Month—a time to recognize the service and sacrifice of the military personnel whose contributions often go unseen. Introduced in 1999 by Senator John McCain, a naval aviator who was a prisoner of war during the Vietnam War, the month is marked by national observances including Military Spouse Appreciation Day, Armed Forces Day, and Memorial Day, a collective reminder to commemorate those who serve and protect our country.
Each year, approximately 200,000 active-duty U.S. service members transition back into civilian life, moving from a highly structured environment into one that can feel far less defined. For some, it’s a smooth re-entry into the workforce and communities. For others, the shift is more complex.
According to sources at the U.S. Department of Housing and Urban Development, the U.S. Department of Veterans Affairs, and Statista, 14 percent of male veterans and 24 percent of female veterans receiving care through the VA were diagnosed with Post-Traumatic Stress Disorder (PTSD). Equally concerning is that more than 60 percent of post-9/11 veterans have experienced difficulty adjusting to civilian life.
Despite this, too many organizations still lack structured, veteran-focused hiring strategies—missing a critical opportunity to engage highly trained, mission-driven talent. This gap between intention and impact is not new. Prior HRCI research has highlighted how the veteran and military spouse community remains underutilized in today’s workforce. In fact, according to a November 2025 HRCI poll of HR professionals, 56% of organizations report having no formal measurement in place for veteran and military spouse hiring efforts, while only 9% assess broader outcomes like productivity and cultural impact.
Given their training and extreme focus, mentally rehearsing career success can help veterans prepare for a seamless transition from active duty to meaningful roles in the civilian workforce. However, military hiring success is not a solitary activity. Without intentional HR leadership and veteran-inclusive talent practices, too many veterans remain overlooked or underutilized. There are some major employers—such as Verizon, Amazon, Walmart, and Microsoft—who have built successful military-friendly recruiting and retention programs, leading the way in translating military talent into measurable business impact. Here are some best practices they’re following:
Honor the Differences: Veterans bring a wide range of transferable skills; however, military occupational specialties such as field artillery operations, ammunition technicians, or motor vehicle operators don’t always reflect the full scope of their capabilities. Companies committed to supporting veteran representation in their workforce should help veterans map their tours, training, and security clearances into ATS-friendly language.
Partner with Support Organizations: Military-specific channels, job boards, and career fairs can quickly connect veterans with opportunities. To build a strong pipeline from this skilled talent pool, consider partnering with organizations like Hiring Our Heroes, a U.S. Chamber of Commerce initiative that helps connect veterans, service members, and spouses with employers. Companies such as Orion Talent and Korn Ferry also offer specialized veteran recruitment services.
Emulate the Experience: Consider launching veteran mentorship and leadership cohorts to help veterans see how careers progress within the organization. Highlighting roles that strongly value military experience—for example, complex project management, cybersecurity, and field operations—can reassure veterans that your organization understands how to translate their experience into careers.
Build Community Through ERGs: A veteran employee resource group (ERG) is another powerful way to communicate your company’s commitment to military appreciation. These employee-led groups can support veterans, active-duty service members, reservists who have been deployed, and their families. Opening participation to non-veterans can further strengthen support and foster a more inclusive, informed culture.
Deeply ingrained in the ethos of the U.S. Marine Corps is the saying “Once a Marine, Always a Marine.” This sentiment extends across all branches of the U.S. Armed Forces —military service is not a chapter, but a lasting identity. While May offers a dedicated moment to honor veterans’ contributions, that recognition shouldn’t be confined to a single month. Year-round, organizations have an opportunity to provide meaningful career pathways, resources, and mental wellness support for veterans and their families.
