Each year, an estimated 200,000 service members leave the military and transition back into civilian life, according to the U.S. Department of Labor. Losing the sense of belonging and mission, potentially dealing with physical or mental health issues and adapting to a workplace culture can challenge veterans looking to assimilate.
While the DOL has resources to help ease the process, companies looking to tap into that workforce can take a few practical steps to help those employees succeed in the workplace, Charlene Wilde, senior vice president and assistant secretary at the American Armed Forces Mutual Aid Association, told HR Dive.
Look to veterans hiring groups or training programs.
Getting involved with groups that foster hiring or training of veterans will help companies get exposure to these workers and educate themselves on their needs, Wilde said. Workers, too, can learn to advocate for themselves in these groups, she said.
Recognize that veterans’ experience is not homogenous.
Wilde, a U.S. Army veteran and a military spouse, said veterans transition out of the service for various reasons, and each has prepared for that life change differently.
“Just like civilians, everyone is coming with different experiences,” Wilde said. “Sometimes, I talk to people, and they just presume that everyone who has left the military that it was very programmed and very planned.”
Look beyond checked boxes.
Veterans have many soft skills like leadership, working as a team, communicating and taking responsibility that don’t always fit into the technical skill “boxes that AI is trying to check” when you submit a resume, Wilde said. Experts suggest that HR learn how to translate military duties to civilian jobs and responsibilities.
Offer opportunities for growth.
Give veterans an opportunity to earn certifications or invest in their education to complement their soft skills and give them tangible skills, Wilde said.
In these ways, companies can fill labor gaps while also addressing DEI needs.
