Boost your veteran recruitment process with expert strategies and ready-to-use email templates designed to connect with military talent.
Key takeaways
- Learn how hiring veterans can enhance your company culture and leadership, boost the team’s overall skillset, and bring unmatched teamwork to your ranks.
- Discover the best job boards dedicated to hiring military veterans.
- Make your interviews count by following best practices and tailoring questions highlighting unique military experiences.
- Use our email templates that speak directly to their service and potential role in your team.
- Find out how you can ease their transition to civilian work with supportive programs, making them feel right at home.
4 reasons why veteran recruitment is a smart move for organizations
With a massive talent crunch in today’s job market and the need to find people who will commit and deliver tremendous value to your organization, veterans may be among your best bet.
In fact, ex-service personnel already face several challenges when re-entering the workforce after serving in the military.
So, making an effort to hire them is a great way to thank them for their service while also benefiting from the knowledge and skills that come along with experience in the military.
Let’s peel back the layers on why businesses, especially in fast-moving sectors, stand to gain significantly from veteran recruitment.
1. You’ll find a skill set that’s hard to match
Veterans come equipped with a skill set forged in one of the most demanding environments.
We’re talking about high-stress situations, critical decision-making under pressure, and unparalleled teamwork abilities.
These are not just employees; they’re problem solvers and leaders who can navigate challenges with a level-headed approach.
This group of talent brings in a multitude of transferable skills that are highly in demand among employers today, including:
- Accountability
- Adaptability
- Problem-solving
- Collaboration and team building
- Quick learners
- Goal oriented
Also read: Top 6 skills you should look for in your new remote hires
2. Strengthens leadership and company culture
It’s one thing to lead, but it’s another to do so with integrity, responsibility, and the team’s collective success in mind.
A study from Syracuse University’s Institute for Veterans and Military Families shows that companies love hiring ex-service personnel because of their exceptional leadership, teamwork, reliability, and professionalism.
Veterans have been in the trenches (sometimes literally), where leadership isn’t about titles but actions and accountability.
This translates beautifully into civilian roles, where they often step up, taking ownership and inspiring their teams.
Their experience in diverse teams also means they value and contribute to workplace inclusivity, making them invaluable in today’s global market.
3. They bring diversity that drives innovation
Veterans bring a wealth of field experiences and viewpoints that can foster innovation and a diverse culture.
We’re not just talking about cultural diversity; it’s about the range of backgrounds that bring unique problem-solving skills and viewpoints.
Many veterans have worked alongside people from all walks of life. This experience fosters a global perspective and enhances their cultural sensitivity.
They are more open-minded and adaptable to different perspectives and ways of doing business, which makes them a valuable asset in today’s globalized economy.
4. Higher ROI for businesses
Investing in military veterans isn’t just a nod to their service; it’s a smart financial move for businesses.
Here’s why: Veterans are not only 39% more likely to be promoted earlier than their nonveteran counterparts, but they’ve also shown to stay with their employers 8.3% longer.
Plus, if you’re in the U.S., tax incentives like the Work Opportunity Tax Credit (WOTC) bring significant financial benefits, making veteran recruitment a strategic win-win.
You might also like: An in-depth look at hiring young talent effectively
Legal considerations in hiring military veterans
When it comes to hiring veterans, there are some legal must-knows to keep everything smooth and fair.
While we break down the legalities involved for folks in the U.S., if you’re operating elsewhere, you’ll need to check out the rules specific to your country.
The Uniformed Services Employment and Reemployment Rights Act (USERRA) ensures that those who’ve served the country smoothly transition into civilian employment.
Other laws, like the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), protect ex-service personnel from discrimination during the hiring process.
For recruiters, these laws ensure that your recruitment practices give veterans the fair shot they deserve, honoring their service with real opportunities.
5 strategies on how to recruit veterans and where to find the right talent
Recruiting military veterans isn’t just about posting a job ad and hoping for the best. It requires a thoughtful approach and knowing where to look.
Let’s break down some strategies and places to start your search for veteran recruitment.
1. Refine job descriptions to attract veterans
A crucial step in attracting veteran talent is how job roles are presented.
This means that your job descriptions should explicitly mention skills such as leadership, strategic thinking, adaptability, and teamwork—qualities ingrained in military veterans.
Use language that bridges their experience to your civilian job roles, making the connection clear and compelling.
If you’re having trouble determining how military skills match up with civilian jobs, consider using a skills translator tool like military.com.
These tools let you enter civilian skills and find out which military skills fit best. This way, you can talk about the skillset you’re looking for in a way that resonates with veterans.
Most importantly, outline the initiatives your organization has developed to hire and grow veteran talent.
2. Leverage veteran-specific recruitment platforms
To effectively tap into the veteran talent pool, consider tapping into online job boards explicitly designed for ex-service people transitioning into civilian careers.
If you’re having trouble sourcing veteran talent on places like LinkedIn and Indeed, try these platforms instead:
- Hire a Hero: Specifically targets UK veterans, offering a unique platform that lists jobs and actively helps veterans transition into civilian roles that genuinely suit their abilities and ambitions.
- Military Hire: Stands out by fostering partnerships that focus on meaningful career opportunities for veterans. Their mission is to “serve those who served” by providing a bridge between military and civilian employment.
- Hire Heroes USA: Known for its personalized job search assistance, this platform helps veterans and military spouses find employment, emphasizing the value of their military service in the civilian job market.
- VetJobs: Is a leading source for companies seeking highly skilled and disciplined veteran candidates. VetJobs offers a wide range of opportunities across various industries.
- RecruitMilitary: Offers access to a vast database of veteran resumes and hosts job fairs, making connecting with veterans actively seeking employment easier.
By presenting your job postings on platforms that veterans trust, you’re more likely to attract the skilled, dedicated talent your team needs.
This also demonstrates your commitment to supporting their transition into the civilian workforce.
Read more: Here are 20+ diversity hiring platforms that can come to your rescue
3. Partner with veteran organizations and online communities
Building relationships with veteran organizations can significantly enhance your recruitment strategy.
These organizations often offer direct access to job-seeking ex-service personnel and provide resources for employers looking to hire them.
By partnering with groups such as the American Legion or Veterans of Foreign Wars, companies can gain insights into the veteran workforce and better tailor their recruitment efforts to meet their needs.
The U.S. also offers a Transition Assistance Program (TAP) designed to help service members transition to civilian life, including finding employment.
Engaging with TAP can give employers access to service members before they leave the military, providing a direct pipeline to a pool of potential candidates already being coached for civilian employment.
You can also look into Facebook and LinkedIn groups where members share job opportunities and career advice.
Engaging with these communities not only boosts your visibility and employer brand among potential veteran hires but also gives you insights into how your organization can assist them.
4. Create a veteran-friendly work culture
Fostering a culture that celebrates and supports veterans is essential for their retention.
This includes recognizing their unique challenges when transitioning to civilian life and implementing support systems to help navigate these issues.
Celebrating military service and creating veteran resource groups within your company can make your workplace more attractive to this group of professionals.
5. Understand what veterans are looking for
Veterans who transition into civilian workplaces seek more than just a job; they’re looking for roles where they can continue to grow and feel a sense of purpose.
They value clear career progression, personal and professional development opportunities, and an environment that offers a strong sense of community.
You can make your opportunities more appealing to veteran candidates by highlighting mentorship programs, career advancement paths, and how their skills can make a tangible impact.
And remember to highlight all these values and initiatives in your job advertisements if you really want to stand out to your veteran audience!
Also check out: Building and managing a multigenerational workforce (+ Free email templates)
Email templates recruiters can use to reach out to military veterans
Ready to connect with veteran talent?
Here are three email templates that get straight to the point, showing ex-service candidates why their skills matter to your company and how they can make a difference on your team.
Just hit the copy button and remember to customize these templates per your requirements.
Email template 1: Initial outreach to a veteran candidate
Subject line: Your service & skills are a perfect match for [Company name]!
Hi [Veteran’s name],
I hope this message finds you well. I’m [Your name] from [Company name].
We’re looking for individuals with discipline, leadership, and resilience—qualities you’ve clearly demonstrated during your service.
Your experience caught our eye on [Platform name], particularly your skills in [Specific Skillset/role].
We believe your background aligns perfectly with our needs in [Department/role] and are excited about your potential to make a significant impact with us.
We’re committed to supporting veterans like you in transitioning to civilian careers and would love the chance to chat more about how you could fit into our team.
If you’re interested in this opportunity, I’d love to schedule some time for a conversation.
Feel free to reply back to this message or reach out to me at:
- [Mention contact information]
Looking forward to the possibility of having you on our team!
[Your_name]
[Signature]
Email template 2: Follow-up with a veteran candidate
Subject line: Still thinking about your potential at [Company name]
Hi [Veteran’s name],
I hope all is well with you. I wanted to touch base again following my last email regarding the opportunities at [Company name] that align with your military background and skill set.
[Company name] understands that transitioning from military to civilian employment is significant.
That’s why we are committed to supporting this transition for veterans like you, recognizing the invaluable skills and discipline you bring to the table.
If you have any questions or wish to discuss how your military experiences can contribute to our team in [Department/role], please let me know–I’d love to connect!
[Your_name]
[Signature]
Email template 3: Reaching out to a veteran through a referral
Subject line: Impressed by your service & skills – Let’s talk careers at [Company name]!
Hi [Veteran’s name],
I’m [Your name] from [Company name]. I recently came across your profile on [Platform/job board name] and was referred to you by [Referral’s name].
Your record of service and the skills you honed in the military have truly impressed us.
At [Company name], we’re committed to fostering a supportive environment for ex-service personnel transitioning to civilian roles.
We’re always looking for the leadership and problem-solving abilities that veterans bring to our workforce.
I’d love to discuss how your skills and experiences align with the exciting opportunities at [Company name].
Would you be interested in a quick call or meeting to explore this further?
I appreciate you considering this opportunity and look forward to the possibility of working together!
[Your_name]
[Signature]
More email templates for you: 13 ready-to-use college recruiting email templates to boost your hiring goals
Best practices to follow while interviewing veteran candidates
If you’re heading into an interview with a veteran, it’ll be slightly different than your usual sit-down with candidates.
Veterans bring unique skills and experiences that don’t always fit neatly into the standard corporate mold.
Understanding this can transform your interview approach, ensuring you fully appreciate the depth of talent in front of you.
Let’s explore some best practices that will help you navigate these differences and conduct interviews that are effective and respectful:
- Understanding military language and experience: Familiarize yourself with military terminology and the experiences veterans may have encountered during their service. This will help you better understand their background and skills.
- Asking appropriate questions: Ask questions that allow veterans to showcase their skills and experiences, focusing on transferable abilities and their fit within the organization.
- Avoiding sensitive topics: Be mindful of sensitive topics, such as combat experiences or potential disabilities, unless relevant to the job requirements or disclosed by the candidate.
- Assessing skill compatibility: Evaluate how the candidate’s military experience aligns with the skills required for the position and assess their potential for growth and adaptation in the civilian workforce.
- Avoid assumptions: Don’t make assumptions about a veteran’s experience based on stereotypes. Each service member’s experience is unique.
- Use inclusive language: Be mindful of the language used during the interview. Avoid military jargon unless you’re sure of its meaning and relevance.
- Encourage sharing: Allow veteran candidates to discuss achievements or experiences they’re proud of, even if they seem indirectly related to the job. This can reveal valuable insights into their capabilities and character.
So, there you have it—your roadmap to tapping into the incredible veteran talent pool.
With these strategies and insights, you’re well-equipped to attract and meaningfully engage with this powerful group of professionals, ensuring they become integral parts of your team’s success.
Happy hiring, and here’s to discovering the immense value and perspective veterans can bring to your organization!
Frequently asked questions
1. Why do some companies not hire veterans?
Some companies may hesitate to hire veterans due to misconceptions about integrating military skills into civilian roles or concerns about adjusting to a non-military work culture.
There may also be a lack of understanding about translating military experience into relevant job qualifications.
Overcoming these barriers often requires better education and resources for employers to recognize the value veterans add to their teams.
2. What do veterans look for in a job?
Veterans typically seek jobs that offer a sense of purpose and the opportunity to make an impact, similar to their experiences in the military.
They value clear career progression paths, roles that utilize their unique skills and experiences, and supportive work environments that understand and appreciate their service background.
Veterans also appreciate companies that provide opportunities for ongoing learning and development, recognizing their potential for growth and advancement.
3. What can companies do for veterans?
Companies can support veterans by creating veteran-friendly hiring practices, such as recognizing military experience as valuable job experience and providing training programs to help veterans transition their skills to civilian roles.
Offering mentorship programs, fostering a supportive community, and establishing veteran resource groups within the company can also aid in the transition.
It’s also a good idea to actively participate in veteran job fairs, specialized job boards, and online communities to recruit.
Recognizing and accommodating the unique needs of veterans, such as flexibility for those in the reserves or providing resources for those dealing with PTSD, demonstrates a commitment to their successful integration and well-being.
