Missing Out on Veteran Talent – Fix It in 2025

By Ken Cates, Speaker | Consultant | Veteran

As the end of 2024 approaches, many employers are taking stock of their workforce, planning for 2025, and setting lofty hiring goals. But while you’re drafting those plans, let me give you a nudge (or a shove): it’s time to revisit your approach to hiring veterans. If you’re overlooking this talent pool, you’re not just missing out on exceptional employees — you’re probably overthinking it entirely.

The Loyalty Dilemma: A Misguided Worry

Employers often raise the “loyalty dilemma” when it comes to hiring veterans. They worry that veterans, accustomed to strict hierarchies and frequent relocations, might struggle with commitment in the private sector. It’s ironic, isn’t it? The very people who signed contracts to serve their country—sometimes at great personal risk—are questioned about their loyalty.

Here’s the kicker: veterans aren’t leaving jobs because they lack commitment; they’re leaving because employers fail to provide the structure, respect, and growth opportunities they deserve. In other words, these veterans aren’t the problem—you might be.

Veterans Bring More Than You Realize

Let’s break down what you get when you hire a veteran:

• Adaptability: Veterans thrive in ever-changing environments. They’ve learned to pivot quickly—whether that’s a new mission, location, or leadership challenge.
• Work Ethic: These are individuals who understand discipline and accountability. You won’t find them dodging responsibilities or cutting corners.
• Leadership: Even at entry-level positions, veterans bring a leadership mindset. They know how to rally a team, assess risk, and make decisions under pressure.

If your hiring process doesn’t prioritize these attributes, then you’re doing it wrong.

The Real Barrier: Your Hiring Practices

Let’s talk about your process for a second. Are you using antiquated methods to evaluate candidates? Relying on arbitrary years of experience or vague qualifications? Veterans don’t need the fluff—they need an opportunity to show what they bring to the table.

Here are common ways employers sabotage themselves when it comes to hiring veterans:

1. Overemphasis on Civilian Experience: Veterans may not have the exact job title you’re looking for, but their skills often exceed your requirements.
2. Rigid Application Systems: If your ATS filters out resumes because the military jargon doesn’t match your keywords, that’s a you problem, not a veteran problem.
3. Lack of Onboarding Support: Veterans transitioning from military to civilian roles need clear expectations and mentorship—not guesswork.

End 2024 on the Right Note

As we close out 2024, ask yourself: How can I make my organization more inclusive of veterans in 2025? Start by shifting your mindset. Veterans don’t need a handout — they need the opportunity to showcase their capabilities.

Plan to kick off the new year by reevaluating your hiring process. Prioritize skills over traditional experience. Create an onboarding program tailored to support transitioning veterans. And for goodness’ sake, stop assuming veterans won’t stick around.