Veterans are a great source of talent for staffing agencies. They are also a somewhat untapped resource, likely because of misconceptions about this group. According to data from House Committee on Veteran’s Affairs and the Department of Labor, unemployment is up to 20 percent higher than the national average for certain veteran groups. Why do you want veterans in your staffing software pipeline?
Why they’re great
Through their training, veterans have acquired key and often hard-to-find skills that make them an asset in many workplaces. For instance, many veterans have engineering and other technical skills that are becoming harder to find. Military.com pointed out that the service gives veterans skills in global technical trends that can benefit many companies. In addition, veterans are generally accustomed to a teamwork-oriented environment, which makes them great employees, as well as respectful of procedures. They understand their place in the chain of accountability and how the work of every department contributes to the bottom line of the company. Simply put, veterans are an asset, and staffing firms are in a great position to take advantage of their unique talents.
Misconceptions of veterans
Despite all reasons to the contrary, many companies don’t hire veterans. Research from the Center for New American Security wrote 80 percent of companies named at least one challenge they faced hiring veterans. There are a number of reasons why. According to Fortune Magazine, many employers hold assumptions about veterans. For instance, post-traumatic stress disorder is stigmatized and some employers hold unfair stereotypes about the military that make them reluctant to hire veterans. In other scenarios, veterans run into trouble translating their skills. Acronym-heavy resumes may be off-putting to some recruiters or hiring managers. All in all, if staffing firms know what to look out for, they can set themselves up for success.
Form a veteran recruiting strategy
Because members of this group have unique skills and backgrounds, staffing agencies may want to consider creating a specific recruiting plan to reach them. This may mean educating themselves on military hierarchies and unique skill sets so they are able to translate military resumes to industry-specific skills. Having an in-house team that is able to do this will be invaluable. While other recruiters are struggling to decipher an application, staffing firms will be able to identify the best candidates and send them for placements.
Once you have the know-how to translate these unique skills to nonmilitary companies, where is the best place to find veteran employees? While job boards may work for other talent, staffing agencies need a different approach when tracking down veterans. For instance, they could use LinkedIn groups, such as the Recruit Veterans Employment Network.
One of the best ways is to actually do some legwork. According to CNAS, out of companies that actively recruit veterans, the majority make base visits and attend Military Transition Assistance Program classes. The second most popular is to visit military career fairs. To make the most of these events, companies should use the features of their mobile recruiting app to avoid losing track of any top-tier candidates.
Staffing agencies make money by making high-quality placements quickly. With the right knowledge and a strong veteran recruiting program, staffing agencies could get ahead of the game.
Jobscience | Beyond the Applicant Tracking System