Bridging the Gap Between Service and Corporate Success
The U.S. boasts 18 million Veterans, with 8.5 million actively contributing to the civilian workforce, but transitioning from military to civilian work can be challenging for many of them, especially older ones. This transition often presents a complex set of hurdles that can be difficult to navigate. Veterans frequently find themselves in roles that do not match their qualifications, skills, or experience levels, leading to underemployment and job dissatisfaction.
Recent data from LinkedIn reveals that Veterans are an untapped reservoir of talent, possessing high levels of education, skills, and experience. Despite these attributes, military experience remains underutilized in the civilian workforce, resulting in missed opportunities for employers.
Key statistics highlighting Veteran potential:
Education: Veterans are an educated talent pool, with 60.5% of veterans attaining a bachelor’s degree or higher. Veterans are also 3x more likely to have a graduate degree than nonveterans.
Skills: 61% of veterans’ first civilian jobs are high skilled, and eight of LinkedIn’s top 10 most in-demand skills are top veteran skills.
Retention: Veterans are 27% less likely than nonveterans to leave their first jobs within 6 months.
To address these challenges and leverage the unique skills Veterans bring, companies can implement the following strategies to create a veteran-friendly workplace and boost retention.
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Recognize and Translate Military Experience
Understanding how military skills translate to civilian roles is crucial. Veterans often excel in industries like government, manufacturing, and professional services, but their potential extends far beyond these sectors. To fully leverage the unique skill sets of Veterans, companies can implement the following approaches:
- Map military occupational specialties to equivalent civilian positions.
- Value leadership experience gained through military service.
- Recognize skills like adaptability, teamwork, and performing under pressure.
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Establish Veteran-Specific Mentorship Programs
Mentorship can significantly ease the transition from military to civilian work culture. Organizations that offer inclusivity and help transitioning gain valuable employees with experiences and skillsets—self-discipline, perseverance, teamwork—that make them strong assets in the working world. Companies might:
- Pair new Veteran hires with experienced veteran employees.
- Create Veteran-focused onboarding programs that address common challenges in adapting to corporate environments.
- Foster a sense of camaraderie and support through these mentorship initiatives.
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Create a Veteran Employee Resource Group (ERG)
Companies with an ERG will recognize that veteran hires have unique experiences and needs when compared to our other employee hires. A Veteran ERG (also known as Business Resource Groups, Diversity Networks, Colleague Resource Groups, and Team Member Networks) can significantly enhance the workplace experience for former service members:
- Establish a formal Veteran ERG with executive sponsorship
- Organize regular events to celebrate military service and accomplishments
- Use the ERG to gather feedback on veteran-specific workplace needs
By implementing these strategies, companies can create a more welcoming environment for Veterans, improve retention rates, and benefit from the unique skills and perspectives Veterans bring to the workplace. This approach not only supports veterans but also positively impacts overall company performance and culture.
To learn more about the Center for Workforce Inclusion’s work with Veterans, click here.
