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Hiring military veterans brings unique strengths and skills to your organization. Veterans are often disciplined, adaptable, and possess a strong work ethic. However, recruiting military talent requires a tailored approach. This guide highlights best practices to help recruiters and talent acquisition (TA) professionals attract and retain military veterans effectively.
1. Understand the Value of Military Experience
Veterans bring a wealth of experience from their military careers. They often possess leadership skills, problem-solving abilities, and a strong sense of duty. Recognizing and valuing these attributes is crucial in creating an attractive proposition for military candidates.
Best Practice: Translate military skills into civilian job requirements. Use tools like the Military Occupational Specialty (MOS) code translator to match military skills with your job openings.
Example: A Logistics Specialist in the military might have skills in supply chain management, inventory control, and transportation logistics, which are highly valuable in civilian roles.
2. Build a Military-Friendly Employer Brand
A strong employer brand that supports and values military veterans can significantly boost your recruitment efforts. Highlight your commitment to hiring veterans on your career site, social media channels, and in your job postings.
Best Practice: Obtain a Military Friendly® designation to enhance your credibility. Showcase success stories of veterans in your organization and promote your military-friendly initiatives.
Statistic: According to a survey by LinkedIn, 75% of job seekers consider an employer’s brand before applying for a job. Highlighting your military-friendly status can attract top military talent.
3. Develop Targeted Outreach Programs
Reach out to military bases, veteran organizations, and military job fairs to connect with potential candidates. Establish partnerships with veteran service organizations (VSOs) and military transition programs to access a broader talent pool.
Best Practice: Attend and sponsor veteran job fairs. Participate in military-focused networking events and build relationships with key contacts in the military community.
Example: Partner with organizations like the American Legion, Hiring Our Heroes, and the Wounded Warrior Project to gain access to their networks of veterans seeking employment.
4. Offer Supportive Transition Programs
Transitioning from military to civilian life can be challenging for veterans. Offering supportive programs such as mentorship, training, and onboarding can help veterans acclimate to their new roles and feel valued in your organization.
Best Practice: Implement a veteran mentorship program where existing veteran employees can guide new hires through the transition process. Provide training sessions that address the unique needs of veterans.
Statistic: A study by Syracuse University found that 80% of veterans leave their first post-military job within two years. Supportive transition programs can help reduce this turnover rate.
5. Leverage Technology for Targeted Recruitment
Use technology to streamline your recruitment process and reach military candidates effectively. Platforms like the Military Friendly Talent Exchange (MFTX) allow you to connect with a vetted marketplace of military-friendly organizations and candidates.
Best Practice: Optimize your job postings for search engines using keywords like “hire military veterans.” Utilize applicant tracking systems (ATS) that offer military-specific filters and search capabilities.
Example: The MFTX platform provides access to a diverse pool of candidates and includes tools for candidate search, resume downloads, and detailed candidate profiles, making it easier to find the right match for your organization.
6. Create a Veteran-Friendly Work Environment
A supportive and inclusive work environment is essential for retaining military talent. Understand the unique needs of veterans and make accommodations where necessary.
Best Practice: Provide flexible work arrangements and offer resources such as Employee Assistance Programs (EAPs) that cater to veterans’ needs. Encourage an open dialogue about the unique strengths and challenges faced by veterans.
Example: Companies like Amazon and Starbucks offer comprehensive support programs for veteran employees, including mental health resources and networking groups, which help create a more inclusive workplace.
7. Measure and Improve Your Efforts
Regularly assess your veteran recruitment and retention strategies to identify areas for improvement. Gather feedback from veteran employees and use data to refine your approach.
Best Practice: Conduct surveys and focus groups with veteran employees to gather insights. Track key performance indicators (KPIs) such as veteran retention rates and satisfaction levels to measure your success. According to the Society for Human Resource Management (SHRM), companies that actively measure and improve their veteran recruitment efforts report higher retention rates and increased employee satisfaction.
Conclusion
Hiring military veterans is a strategic move that can bring immense value to your organization. By understanding the unique qualities of veterans and implementing targeted recruitment strategies, you can attract and retain top military talent. Embrace these best practices to build a robust veteran recruitment program that benefits both your organization and the veterans you hire.
For more insights and resources on recruiting military talent, visit the Military Friendly® Talent Exchange and start your journey today.
