By Ken Cates, Speaker | Consultant | Veteran
Veteran employment programs are everywhere, from federal initiatives to corporate pledges and nonprofit organizations. They promise to be the bridge between service members and fulfilling civilian careers. But how much of that promise is being delivered? Let’s continue from our previous blog “…The Good, Bad, & Ugly”
Digging into the Metrics:
It’s easy to slap a success label on these programs, but the real question is: where’s the data? Are they tracking how many veterans stay employed long-term? Are they addressing underemployment, or are they simply counting any job placement as a win?
Programs should focus not just on job placement but on quality employment – roles that leverage a veteran’s skills and allow for career progression. Without those metrics, claims of success ring hollow.
Some believe veterans are rigid or stuck in a “military mindset.” Newsflash: adaptability is literally in their job description. A veteran who’s navigated deployment and reintegration can definitely navigate your office’s complicated coffee machine.
If you’re hiring veterans to “do them a favor,” stop. Veterans are assets, not charity cases. Treat them as such, and you’ll see returns in productivity, innovation, and loyalty that rival your best performers.
When Good Intentions Aren’t Enough:
Generic Programs, Unique Needs
While many programs lump all veterans into one bucket, the reality is that each veteran’s journey is unique. Programs need to adapt to accommodate the distinct challenges faced by different groups:
- Guard/Reservists: Often face disrupted civilian careers due to activations & deployment.
- Older Veterans: Have years of leadership experience but may lack modern technical skills.
- Younger Veterans: Full of energy and ambition but need help translating military service into civilian terms.
Tokenism in Action
Some programs fall victim to tokenism. They tout their veteran initiatives without truly committing to meaningful engagement. These companies attend a career fair or hire one veteran and then pat themselves on the back, leaving deeper systemic issues unaddressed.
Rethinking the Approach:
For Employers:
- Beyond the Hire: Offer mentorship, leadership training, and internal veteran resource groups to foster long-term success.
- Cultural Training: Educate your workforce about the value of veterans to create a truly inclusive environment.
- Track Retention: Focus on keeping veterans engaged, not just checking them off a hiring list.
For Program Designers:
- Custom Solutions: Create tailored tracks that cater to veterans based on their specific backgrounds and career goals.
- Leverage Partnerships: Collaborate with veteran-focused nonprofits to strengthen program outreach and support.
The Path Forward:
The veteran workforce is a powerhouse waiting to be unlocked, but we need to move beyond surface-level solutions.
Employment programs must evolve to meet the real needs of veterans and employers alike. With a little effort, we can replace check-the-box initiatives with life-changing opportunities.
Success should not be measured by job placement alone but by meaningful employment that respects and utilizes a veteran’s full skill set. Metrics need to account for retention, upward mobility, and job satisfaction, ensuring that veterans thrive, not just survive, in their roles.
Veterans, too, have a role to play in this equation. Programs and resources should empower them to take ownership of their transition by equipping them with tools to advocate for themselves, communicate their skills effectively, and navigate workplace challenges. An empowered veteran workforce is not just an asset—it’s a competitive advantage.
This is where organizations like Major Talent shine. Major Talent specializes in helping veterans and employers find common ground, facilitating conversations that lead to actionable solutions. Whether it’s translating military skills into civilian roles, coaching veterans on navigating workplace challenges, or guiding employers on how to maximize veteran contributions, Major Talent bridges the gap, creating win-win outcomes for both veterans and businesses.
