In today’s marketplace, employers are in need of qualified workers and veterans are in need of work. So why are veterans who are transitioning from military service to civilian employment having such a difficult time finding jobs?
In this blog post, we’re breaking down the reasons it makes good business sense to hire veterans and offering helpful tips for developing a targeted veteran recruiting program.
A few statistics to set the stage:
- 40% of corporate HR executives say recruiting and retaining quality talent is their #1 business challenge
- 53% of veterans face a period of unemployment within 15 months of separation
- 95% of veterans would rather work than use their full allocation (26 weeks) of unemployment benefits
- Veteran employees have a 3 percent lower turnover rate than non-Veterans
- According to CEB, a company of 1,000 employees with an average revenue of $150,000 per employee that decreases its turnover by 3 percent saves $1.3 million annually
Veterans are often loyal employees, and when they find a job they like, they tell their friends. Because many companies have veteran hiring initiatives and veterans have proven themselves as valuable employees, it makes sense for temporary staffing firms to invest in a veteran recruiting program.
So, how do you create a dynamic, effective veteran recruiting program? Below are a few strategies to get you started:
1) Tap into TAP (Transition Assistance Program)
Visit your closest military base or connect with a civilian TAP specialist organization, such as TAOnline, Recruit Military or Hire Heroes USA. These organizations will help connect your temporary staffing firm to a valuable pool of veterans who are ready to reenter the job market.
2) Participate in veteran career fairs
Throughout the year, there are veteran career fairs happening all over the country. If you attend an event in your local market, you will have a chance to get to know your local veterans and possibly meet future employment candidates. View upcoming events.
3) Position your staffing firm as military-friendly
Let your potential pool of veteran employees know you understand their needs and will work to find the right fit for their skills. Introducing military-friendly messaging will help establish brand loyalty among the military community and attract veteran job-seekers to your organization.
4) Learn the language
It is important to understand how ‘military speak’ job titles and descriptions translate to civilian positions. Veterans may be looking for the type of position you are trying to fill, but overlook your job listing because of a lack of military-focused language.
Interested in establishing your own veteran recruiting program? Download our Recruiting Veterans E-Book.
Subscribe to the AP Resources Mailing List
Get notified about the latest AP blogs and resources on staffing topics