68% of employers said that if they had two equally qualified candidates, and one was a Veteran, they would hire the Veteran.
– Society of Human Resource Management Foundation
1. Cultivate Consistent, Trusted Sources of Veteran Talent
Develop relationships with non-profit, for-profit, military base Transition Assistance Program (TAP) leads, government services and military-specific program sources of Veteran Talent. Consistently follow up, attend their events and cultivate your reputation as a trusted partner. Participate in Veteran-community events.
2. Learn Military Culture and Appreciate the Differences
Understand military mindset, values, common behaviors, communication styles and anticipated skillsets. Build a stronger workforce as you celebrate and incorporate these differences, giving life to your Veteran-inclusive workplace.
3. Hire for Aptitude and Train
Evaluate the Veteran job seeker’s military occupations and discern their transferable knowledge, skills and abilities suitable for the civilian position. Ask situational and behavioral questions to asses the candidate’s true potential. Fully consider rank and leadership experience. Match the Veteran’s interests with company needs. Vote in favor of the Veteran job seeker with great potential, despite lack of exact job experience. Train. Train. Train. and Train Some More – expecting great results. Your investment will pay off!
60% of the employers said that the employee retention rate was better among Veterans than the rest of the employees
2019 Military-Friendly Employer Survey
4. Provide Dual-part Onboarding
Develop and implement meaningful and thorough onboarding processes (and a checklist) with military and civilian mentors who have open door policies and are genuinely devoted to the success of Veteran hires.
5. Organize and Respond to your Veterans’ Voice
Empower Veteran employees through a committee or employee resource group that aligns with diversity, equity and inclusion commitments. Encourage brainstorming and implementation of informal support and professional development mentoring. Include Veterans in all aspects of the Veteran employee lifecycle and welcome – and collaboratively respond to – their recommendations for workplace improvements. Be discerning about and know how to effectively support Veterans who struggle.
6. Communicate to Connect and Capture Veterans
Use job and company ads with images and messages that resonate with Veterans. Emphasize: Values. Service. Your Gratitude.
7. Create Impactful Veteran, Community Brand Ambassadors
Engage Veterans in your communities to broaden and boost your Veteran-friendly brand and awareness of your Veteran-inclusive workplace.
Need a Speaker? Questions? Contact Kathy@VanguardVeteran.com or 270-945-7286. Schedule an introductory call, here. Register for Vanguard Veteran’s monthly newsletter, here.
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