Employers Guide To Hiring Veterans: Resources, Hiring, & Retaining

The U.S. is home to nearly 19 million veterans, with approximately a quarter million currently unemployed. Unemployment rates for veterans vary by state, ranging from 0.9% to 6.1%. These figures highlight both the ongoing challenges veterans face in finding civilian employment and the significant talent pool they represent. Employers have a valuable opportunity to support this skilled and disciplined workforce while strengthening their organizations. 

Veterans bring a wealth of skills, experience and discipline to the workforce, making them valuable assets to any organization. Their adaptability, leadership and problem-solving abilities often translate well to the demands of the private sector. For business professionals looking to attract and hire veterans, connect with veteran talent pools and create an inclusive work environment that supports their success and retention, strategic planning and thoughtful execution are essential.  

Valuable Resources for Connecting With Veteran Talent Pools 

Providing access to veteran talent, the VA offers many avenues — VA Employment Center, VA Compensated Work Therapy Program (CWT) and VA Vocational Rehabilitation & Employment Program. Also, employers can leverage several established resources designed to connect businesses with highly qualified candidates who have served in the military: 

1. Veterans Employment and Training Service (VETS): Managed by the U.S. Department of Labor, VETS provides tools and resources for employers to recruit and retain veterans, including job posting opportunities and access to regional specialists. 

2. Hire Heroes USA: This nonprofit organization offers personalized career coaching and job placement services to veterans and their families. Employers can partner with Hire Heroes to access a vetted pool of job-ready candidates. 

3. LinkedIn Veterans Program: LinkedIn offers a free one-year premium subscription for veterans, making it a valuable platform for businesses to connect with skilled candidates. 

4. State and Local Veteran Employment Representatives (LVERs): Found in state employment agencies, LVERs assist employers in recruiting qualified veterans and navigating local hiring resources. 

5. Military Bases and Transition Assistance Programs (TAP): Establishing relationships with military installations and participating in TAP events provides direct access to service members transitioning to civilian careers. 

6. Veteran Job Boards: Websites that feature job postings specifically for veterans make it easier to target this skilled workforce. 

Best Practices for Attracting and Hiring Veterans 

Effectively attracting and hiring veterans requires understanding their unique experiences and communicating job opportunities in a way that resonates with them. 

1. Develop Veteran-Friendly Job Descriptions: 

• Use language that aligns with military roles and responsibilities. 

• Avoid jargon or technical terms that may not be familiar to veterans. 

• Highlight skills such as leadership, teamwork and problem-solving that are transferable from military service. 

2. Create a Dedicated Veteran Hiring Program: 

• Establish a formal initiative to identify, recruit and onboard veteran talent. 

• Appoint a veteran hiring liaison to ensure targeted efforts. 

3. Provide Military Skills Translators: 

• Offer tools that help veterans map their military experience to civilian job requirements. 

• Many online platforms provide military-to-civilian job translators that can help streamline this process. 

4. Conduct Targeted Outreach: 

• Participate in veteran-specific career fairs and networking events. 

• Partner with veteran service organizations to access job seekers. 

5. Implement Structured Interview Processes: 

• Train hiring managers to recognize the value of military experience. 

• Focus on behavioral interview questions that allow veterans to share their relevant experiences. 

6. Offer Competitive Compensation and Benefits: 

• Include benefits that address veterans’ specific needs, such as health and wellness programs and paid time off for medical appointments. 

Strategies for Creating a Supportive and Inclusive Work Environment 

Creating a supportive and inclusive work environment is essential for retaining and fostering the success of veteran employees. A well-structured onboarding process helps veterans acclimate to the corporate world. Offering mentorship opportunities with experienced employees, particularly fellow veterans, can further ease this transition. Additionally, establishing Veteran Employee Resource Groups (ERGs) provides a vital sense of community and encourages participation in events that recognize military service. 

Ongoing professional development is another key factor. Training programs that help veterans build new skills and leadership development opportunities empower them to advance in their careers. Companies can further demonstrate appreciation by celebrating veterans’ contributions through events such as Veterans Day celebrations and highlighting their achievements within the organization. 

Supporting mental health and well-being is equally important. Providing access to mental health resources and employee assistance programs fosters a culture that values work-life balance. Managers should also be trained to understand the unique challenges veterans may face and to encourage open communication, creating an environment where veterans feel comfortable sharing their experiences. 

Flexibility and accommodation are essential for veterans who may have medical or personal needs related to their service history. By offering reasonable accommodations, businesses demonstrate understanding and support. Creating an inclusive culture that prioritizes these strategies fosters loyalty, engagement and long-term success, benefiting both veterans and the organizations that hire them. 

Enriching the Workforce With Valuable Veteran Employees 

Veterans bring a unique set of skills and experiences that can greatly benefit businesses. By leveraging resources to connect with veteran talent pools, adopting best practices for attracting and hiring veterans and implementing strategies to create a supportive and inclusive work environment, employers can tap into a highly skilled workforce while demonstrating their commitment to supporting the nation’s veterans. 

Approximately 180,000 service members annually transition from the military to civilian life. Companies that invest in veteran hiring and retention — along with other assistance programs such as veteran car donations — not only contribute to the well-being of these valued citizens who have served but also strengthen their organizations with disciplined, dedicated and innovative employees. 

⸻ Author Bio ⸻

Jeremy Silverstein is Vice President of Operations and Vehicle Dispatching at Veteran Car Donations. During the years he’s been with the organization, he has become quite an expert in the industry and has handled tens of thousands of donated vehicles.