The CareerBuilder Veterans Day Job Forecast found 33 percent of employers are actively recruiting veterans over the next year, an increase over last year’s 27 percent. Thirty-one percent of employers surveyed have hired a veteran who returned from duty in the past year, up from 28 percent last year.
“Several years ago more U.S. companies started making pledges to recruit and train returning U.S. veterans, and we are beginning to see those efforts pay off,” Rosemary Haefner, vice president of human resources at CareerBuilder, said in a release. “In the past, employers said they sometimes overlooked veterans’ resumes because they weren’t sure how skills learned in the military translate to the civilian world. We’ve learned, though, that when employers make the effort to train and when returning soldiers receive the job search assistance they need, there is almost always a good match.”
Job satisfaction among veterans is also higher, with 67 percent of those who are currently employed reporting they are happy in their positions. This is an increase from 59 percent who said so last year. Nearly a quarter of currently employed veterans plan to change their jobs in the next year, however, up from one-fifth last year.
This data about veterans represents an opportunity for recruiters who are interested in bringing more veterans to work at their companies. With an open mind and some training on what military experiences can mean in the civilian world, recruiters can offer interesting and fulfilling work to veterans. Many companies make hiring veterans a particular mission, setting percentage or numbers-based goals that their recruiters then work to fill. Others simply remain open to hiring veterans, though they may not release statements or create quotas. In either case, recruiters may need to make conscious changes in the way they do at least a few things during the recruitment process.
Entrepreneur recommends recruiters learn about how military job codes translate to the office world on their own, as many veterans don’t know enough about civilian employment to be able to articulate how their skills will transfer. Savvy recruiters can even find out which military job codes specifically indicate the kind of background and skills the company is seeking. The magazine also recommends that recruiters reach out visibly to veterans by putting their company and its opportunities in the right places, such as job fairs and job boards for veterans specifically. This can help combat the issue some veterans have of believing all civilian job descriptions contain iron-clad requirements that can never be changed, which can deter many from seeking employment in certain positions.
With a little know-how and a few changes to the general talent acquisition process, recruiters can ensure their companies are ready to hire highly skilled veterans all year round. Check out this Jobscience webinar for more tips on how to create a veteran sourcing program.
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