“The willingness with which our young people are likely to serve in any war, no matter how justified, shall be directly proportional to how they perceive the Veterans of earlier wars were treated and appreciated by their nation.”

– George Washington

“By giving our veterans the gratitude and the opportunity they deserve, we are not only doing the right thing for them-we are also doing the right thing for all of us. Each returning veteran is a human resource, a mature, highly motivated young citizen who has proven his capacity to serve and to achieve. These young men and women form one of our strongest hopes for the future.”

– President Nixon, 1972

Since 2001, the United States has been engaged in the longest continuous period of combat operations in our history, fought by just 1 percent of Americans – all volunteers.
More than 2.6 million people have served in the Armed Forces since 9/11.
Overall, there are nearly 20.4 million service members in the United States, representing less than 10% of the total U.S. population. 


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Coming home after military service and reintegrating into civilian roles can be challenging.

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Research shows that Iraqi and Afghanistan Veterans experience these kinds of frustrations:

  • 55% struggle to reconnect with civilian life and feel disconnected.
  • 25% to 50% have a tough time with:
    • Social functioning (e.g., making new friends, maintaining friendships).   
    • Productivity (e.g., finding or keeping a job, taking care of household chores).
    • Community involvement.
  • 40% report difficulty:
    • Finding meaning or purpose in life.
    • Regaining touch with spirituality or religion.

About 20 Veterans complete suicide each day!


  1. Goalder, Jim, Wing, Kristen, Sullivan, Steve, Ethridge, Keith and Cook, Jeni. Community Clergy Training Program Facilitators Guide and Toolkit. Department of Veterans Affairs Office of Rural Health. 2016.
  2. Sipploa, John, Blumenshine, Amy, Tubesing, Donald and Yancey, Valerie. Welcome Them Home, Help Them Heal. Whole Person Associates. 2009.
  3. Werber, Laura, Derose, Kathryn, Rudnick, Mollie, Harrell, Margaret, and Naranjo, Diana. “Faith-Based Organizations and Veteran Reintegration: Enriching the Web of Support.” RAND Corporation. 2015.
As our Veterans return, welcome them home by building strong connections.

Employers are not ready to employ Veterans despite the shortage of workers and the ‘skills gap.’

An October 2017 survey of nearly 1,000 executives by Los Angeles-based and global HR consulting and executive search firm Korn Ferry showed that:

  • 69% of their organizations do not provide training to hiring managers on Veteran-specific hiring practices,
  • 66% do not have clear recruitment messaging directed at Veterans, and
  • 63% do not have Veteran hiring outreach programs in place.

“For organizations to effectively transition from “Veteran-Friendly” to “Veteran-Ready,” hiring managers and HR professionals need to have a deeper understanding of the institution and the people who’ve served within its ranks.”                                                              – Justin Constantine, From At Will to We Will, USMC retired Marine

“The speed of hiring Veteran talent often overshadows the placement of Veterans in the right roles.”                                                                                                                                                             – Jason B Montgomery, Manager Randstad Sourceright Veteran




Veteran talent is ideally-suited to bridge Ohio’s professional ‘skills gap.’

Ohio businesses cite ‘skills gap’ as a barrier to talent acquisition. The following skills are included in this ‘gap:’

  • Work ethic
  • Teamwork & collaboration
  • Creativity & innovation
  • Digital technology
  • Oral and written communication
  • Critical thinking & problem solving
  • Professionalism
  • Learning agility

According to a survey conducted by the Ohio Department of Education and Governor’s Office of Workforce Transformation between the months of September and December 2017, a clear disconnect exists between the skills employers value and the skills being addressed in school. View the report here.

Source: The Governor’s Office of Workforce Transformation, Ohio’s Workforce Strategy for 2018 and beyond.

The Business Case for Hiring a Veteran: Beyond the Cliches.  Research-informed propositions on the value of a hiring a Veteran in a competitive business environment.

Source Institute for Veterans and Military Families, 2012.

Ohio has the nation’s sixth largest Veteran population:



  • 850,000 Veterans, including more than 67,000 women.
  • 29,000 National Guard and Reserve members.
  • 6,000 Airmen and their families at Wright Patterson Air Force Base.
  • 73,000 military children.
Nearly 245,000 military members leave active duty annually – about 10,000 move to Ohio.
Ohio is Military-Friendly: 
  • The Veteran unemployment rate is less than the unemployment rate of civilians.
  • Most large employers understand the business case for hiring Veterans and have military-hiring goals.
  • Numerous colleges and universities have high national military-friendly rankings.
  • The Ohio Department of Education recognizes K-12 schools that demonstrate a major commitment to military families.
  • Forty percent more healthcare providers recently became in-network Tri-Care providers.
  • At least 880 behavioral health providers have received military sensitivity training.

Your help is important, because:

  • Government programs are in their infancy.
  • Community resources are often scattered and uncoordinated.  
  • Guard and Reserve members will continue to deploy into harm’s way.
  • Active duty members will continue moving to Ohio and appreciate your support.
  • Of America’s 20 million Veterans, most do not receive health care from the VA.