According to Futurestep, only 20 percent of employers have veteran recruiting initiatives. In addition, seventy percent (70%) do not provide training to recruiters or hiring managers on veteran hiring. Veterans are a HUGE untapped source for organizational talent. So, I wanted to share with you some resources you can use to develop your military employment program.
The Society for Human Resource Management (SHRM) offers a Military Employment Resource Page. It includes a section on employer successes and best practices. You can get a little creative inspiration from others.
If you’re like me and will be attending the June SHRM Annual Conference in New Orleans, you can check out this session on How to Recruit, Onboard and Retain Veteran Talent. If you can make it to the SHRM Talent Management Conference in Chicago later this month, this session on Managing Veterans in the Workplace: A Guide for Retaining a Valuable Resource may be helpful.
In addition, the U.S. Department of Labor (USDOL) has a Veterans Hiring Toolkit. I found the section on recruiting wounded warriors and military spouses very insightful.
One of the most difficult aspects of military employment is understanding the jargon. To assist with this, your local CareerOneStop has a Civilian-to-Military Occupation Translator. They also offer information about Work Opportunity Tax Credits (WOTC).
If you’re looking for ways to sell senior management on veteran hiring, here are a few articles that might be helpful:
Once your organization starts hiring veterans, it’s critical to stay on top of current employment laws that impact the military. SHRM offers a “how to” guide for developing and administering military benefits.
We keep hearing how the recruitment market is getting more challenging. Employers can’t afford to ignore this qualified groups of candidates.
Image captured by Sharlyn Lauby aboard the Queen Mary in Long Beach, CA0