By Ken Cates, Speaker | Consultant | Veteran
(Stop Being “Veteran-Friendly” and Start Being Veteran-Driven)
“Veteran-Friendly” just another shiny label slapped onto company websites, right next to “diverse workplace” and “green initiatives.” It sounds good and looks good, but when it comes to real action, it often feels like the “pet-friendly” designation for office dogs – tolerated but not truly embraced.
It’s time for employers to step up and become Veteran-Driven—companies that actively seek out, support, and empower veterans to excel in their workforce. Here’s how to ditch the lip service and take meaningful action.
Understand the Veteran Experience
Veterans are not your typical job candidates. They’ve been trained to lead, follow, adapt, and innovate under high-pressure situations. Yet, many employers overlook these strengths because they don’t see how a military background translates to a corporate setting.
Instead of focusing on how veterans might “fit in” with your current structure, why not ask how they can elevate your organization? Leadership, discipline, and problem-solving are just the tip of the iceberg when it comes to what veterans bring to the table.
Break the Stereotypes
Let’s squash a few myths right now:
- Veterans are “rigid” or “too hierarchical” for civilian workplaces. NOPE! They thrive in both structure and ambiguity.
- They’re ticking time bombs of PTSD or “too broken” to work. FALSE! In fact, most veterans come out of service with stronger resilience and problem-solving skills than their civilian peers.
- Veterans lack civilian experience. WRONG – again. They bring a wealth of diverse perspectives and a global outlook that can benefit any team.
Employers need to stop seeing veterans as a risk and start viewing them as an investment.
Create a Veteran-Driven Hiring Process
If you’re serious about hiring veterans, your process needs to reflect it. Here’s how:
- Rewrite Job Descriptions
Drop the jargon and focus on skills. Instead of requiring a “bachelor’s degree in management,” ask for “experience leading teams and driving operational success.” Veterans are more likely to have that experience than a fresh college grad. - Train Your Hiring Managers
Most recruiters don’t know how to read a military resume. Invest in training so they can spot transferable skills like logistics management, personnel training, and project execution. (OR – ask Major Talent). - Build Bridges, Not Barriers
Offer clear pathways for veterans to enter your organization, including mentorship programs and skills-based training.
Support Beyond Day One
Hiring a veteran is just the beginning. To truly be Veteran-Driven, companies must invest in retention and growth.
- Onboarding: Pair veterans with a peer mentor who understands their unique transition challenges.
- Development: Offer leadership training programs tailored to veterans’ existing skillsets. You can also learn from them.
- Flexibility: Recognize that transitioning out of military life is an ongoing process. Providing support systems like flexible schedules or mental health resources goes a long way.
The Business Case for Being Veteran-Driven
Get this: supporting veterans isn’t just a “nice thing to do.” It’s good business.
- Veterans have a proven track record of driving results under pressure.
- They bring diverse perspectives and experiences to problem-solving.
- Companies with strong veteran initiatives often see increased employee loyalty and brand reputation.
When you invest in veterans, you’re investing in leaders who can drive your organization forward.
Challenge: Are You Ready to Be Veteran-Driven?
2024 is in the rearview, or is it? So, as the business world rolls into a new year of challenges and opportunities, the question is: Are you ready to take action?
Being Veteran-Driven isn’t about slapping a logo on your website. It’s about creating pathways for veterans to thrive, grow, and lead within your organization. It’s about embracing their strengths and building a workplace where their skills are not just tolerated – they’re celebrated.
Are you ready to stop being ‘Veteran-Friendly’ and start being ‘Veteran-Driven’?
Connect with Major Talent and learn how to bring more Veterans into your roles.
