We want to help recruiters and hiring managers understand the military experience and how their skills are positive attributes to have in our workplaces.

Strengths the Veteran can bring to the workplace include, but not limited to:

  • Working well in a team.
  • Teamwork is considered an essential part of daily life and is the foundation on which safe military operations are built.
  • Having a sense of duty.
  • Responsibility for job performance and accountability for completing missions are something to take pride in.
  • Experiencing self-confidence. Holding a realistic estimation of self and ability based on experiences is expected of each  Service Member.
  • Being organized and disciplined.
  • Possessing a strong work ethic. In the military, the mission always comes first.
  • Having the ability to follow through on assignments, even under difficult or stressful circumstances.
  • Possessing a variety of cross-functional skills, such as extensive training on computer programs and systems,    interacting with various people with different skills to accomplish a task, and coordinating and troubleshooting problems  in novel and known conditions.
  • Being able to problem solve quickly and creatively.
  • Being able to adapt to changing situations.
  • Being able to follow rules and schedules.
  • Hiring a Veteran can result in the hiring of a dedicated employee who has developed valuable teamwork, leadership, and job skills. (Source http://www.va.gov/vetsinworkplace/valuableassets.asp)

6 Best Practices for Hiring Managers and Recruiters

1. Design a Strategy for your Veterans Hiring Initiative

  •   Become familiar with the benefits of hiring transitioning Service Members, Veterans and wounded warriors
  •   Learn about tax incentives associated with the hiring of Veterans as well as disabled Veterans
  •   Plan for results: Start with the basics

2. Create a Welcoming and Educated Workplace for an Easy Military to Civilian Transition

  • Develop an understanding of military culture and experience
  • Establish your company and its job application process as Veteran-friendly
  • Learn the facts about hiring Veterans with invisible wounds of war: Demystifying TBI and PTSD in the workplace

3. Actively Recruit Veterans and Military Spouses

  • Broaden your knowledge of how and where to find Veterans - and consider instituting a few strategies to help Veterans better find you! 
  • Determine employment opportunities and create detailed job descriptions
  • Consider using military language in your outreach and job descriptions
  • Consider alternatives to full-time employment, such as work experiences, internships and apprenticeships 
  • Access credible resources to help you look for qualified Veterans and wounded warriors who are seeking employment
  • Know what you can and should not ask during an interview

4. Hire Qualified Veterans; Reflect on your onboarding strategies and consider adding a few new elements to be inclusive of Veterans, both with and without combat-related injuries.

  • Create a culturally sensitive new hire orientation plan   

5. Learn to Accommodate Wounded Warriors

  • Understand your responsibilities under the Americans with Disabilities Act (ADA)
  • Consider disclosure concerns
  • Know where to obtain free, one-on-one guidance on job accommodations
  • Answers to common employer questions about Veteran and disability employment   Workplace   accommodations Costs, liabilities and return on investment
  • Candidate qualifications and capabilities
  • Stigma and employees with psychological health injuries and mental health concerns
  • Staff training and disability-friendly workplaces

6.Promote an Inclusive Workplace to Retain Veteran Employees. As most employers know, retaining a skilled workforce requires effort after the hire. Retaining a Veteran in the civilian workforce is not all that different than retaining other top talent. Most employees want to know and feel they are appreciated, respected and worthwhile to the team. There are, however, a few suggestions for being inclusive of Veterans in your focused retention efforts.

  • Place a value on military service
  • Expand traditional Employee Assistance Programs (EAPs)
  • Develop and promote peer mentorships in the workplace - Vet to Vet
  • Practice Veterans appreciation and promote a Veteran-friendly workplace
  • Recognize that military families may have different needs than civilian families
  • Consider participating in local Yellow Ribbon Reintegration Programs
  • Understand your responsibilities under USERRA

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 If you would like a Works Cited for the content on this page please email shawn.postera@multco.us.