Tip #1: Veterans, Choose Wisely

Far too often, veterans look for a job rather than a career. For a significant portion of their lives, these same individuals performed a job that was about more than just a paycheck. They took great pride in performing an important public service, namely the defense of this country and its values. It should therefore come as no surprise that working just any old job will leave these same individuals feeling unfulfilled. Given their military experience and the conditions in the current labor market, veterans would be wise to shop for a position that satisfies their instincts to contribute to a cause that is greater than themselves. More often than not, the veterans who do otherwise will find themselves back on the job market within the first year. 

Human resource professionals and hiring managers bear some responsibility as well. It is incumbent upon them to advise veteran applicants, particularly when the duties for the position mark a dramatic departure from their skills and experience. One additional way to overcome the retention problem is to articulate and reinforce your company’s values by making clear how the work they will do contributes to securing and advancing these commitments. 

Tip #2: Hiring Managers, Get Buy-in. 

Veteran hiring programs can sometimes suffer from poor planning and execution. Often the directive to create or expand a veteran hiring program flows directly from he lips of the CEO to the desk of a hiring manager, without any regard for building the internal support and infrastructure needed to ensure the program will succeed. This strategy can pose problems down the road, particularly when department heads and staff begin to question hiring choices. 



To avoid confusion and conflict, communicate. Share the rational for your hiring initiative to your entire staff and connect the initiative to your corporate values. Then reinforce this message in your newsletters and meetings. Demonstrate your hiring successes with pride and enlist the support of employees in overcoming obstacles. For instance, you could solicit input for hiring campaign slogans and reward the lucky winner with a paid day off. This type of strategy tends to build support for your initiative and produces a more hospitable environment for new veteran employees.