Hiring veterans is an opportunity for employers to bring in highly trained, disciplined, and mission-focused talent. Veterans often possess leadership experience, problem-solving abilities, and adaptability that can benefit a wide range of industries. However, making veteran hiring successful requires awareness of resources, thoughtful onboarding, and long-term retention strategies.
Understanding the Value Veterans Bring
Veterans enter the civilian workforce with a range of transferable skills. Many have managed teams, operated under pressure, or worked with advanced technology. Their experience with logistics, safety protocols, and accountability makes them strong candidates for roles in operations, management, manufacturing, healthcare, and information technology.
Some veterans have experience maintaining and operating complex equipment, such as a specialty vehicle or aviation system, which can align with roles in sectors requiring technical proficiency. Employers who understand the scope of military occupational specialties can better match candidates with appropriate job functions.
Accessing Hiring Resources and Support
Several national programs and online tools support employers interested in hiring veterans. The U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS) offers resources to help connect businesses with qualified veteran candidates. Employers can post jobs through the Veterans Employment Center and use the Employer Guide to Hiring Veterans provided by the Department of Veterans Affairs.
The HIRE Vets Medallion Program recognizes employers committed to veteran hiring, which can serve as both a goal and a mark of credibility. Additionally, organizations like Hiring Our Heroes and the American Corporate Partners program offer access to veteran talent pipelines and mentoring platforms.
Improving the Hiring Process
Employers should review their job descriptions and recruitment materials to ensure they are inclusive and veteran-friendly. Using military-to-civilian skills translators can help hiring managers evaluate how a veteran’s experience applies to the role. Interview processes may also benefit from emphasizing behavioral and situational questions that allow veterans to illustrate their decision-making, teamwork, and leadership.
Collaborating with local veterans’ organizations, military transition offices, or state workforce agencies can further strengthen outreach. Attending veteran-focused job fairs or advertising on veteran-specific job boards can increase visibility to this talent pool.
Retaining Veteran Employees
Retention begins with an inclusive and supportive onboarding process. Veterans may face adjustment challenges as they transition into civilian workplace culture. Assigning a peer mentor, offering a clear outline of job expectations, and providing opportunities for early feedback can support a smoother integration.
Long-term retention is enhanced by investing in professional development, offering leadership pathways, and fostering a sense of purpose. Recognizing veterans’ contributions during national observances such as Veterans Day can also build community and appreciation within the organization.
Employers benefit when veteran employees feel seen and supported. Engaging employee resource groups, maintaining open communication, and demonstrating a commitment to growth can help keep veteran talent engaged and productive.
Veterans represent a highly skilled workforce segment that brings resilience, dedication, and strategic thinking to the civilian workplace. With the right tools and commitment, employers can hire and retain veteran talent in a way that strengthens both the business and the broader community. To learn more, check out the infographic below.
