Every year, more than 200,000 service members transition out of the U.S. military and into civilian life (Department of Labor). For many, this next chapter is filled with both opportunity and uncertainty. For employers, it’s an untapped talent pipeline rich with discipline, leadership, and technical know-how.
Yet too often, organizations overlook veterans because their experience doesn’t neatly fit the language of civilian job descriptions. That gap leaves employers missing out on some of the most capable candidates available.
Supporting veteran transitions is more than a goodwill initiative — it’s a strategic workforce investment. Let’s break down why.
The Business Case for Hiring Veterans
Veterans possess qualities employers frequently cite as their biggest workforce needs: adaptability, teamwork, and leadership under pressure. These aren’t just buzzwords — they’re the foundation of military training.
- Performance and retention: Veterans are proven to succeed in corporate settings. Research shows they are 39% more likely to be promoted earlier than nonveteran peers, while LinkedIn data notes they remain at companies 8.3% longer on average. That means better ROI on recruitment and lower turnover costs.
- Technical skills: Many veterans bring expertise in fields where talent shortages are especially acute — cybersecurity, IT, aviation, healthcare, and logistics. Employers struggling to fill these roles can benefit from hiring individuals who already have advanced, mission-critical training.
- Leadership pipeline: Service members often supervise teams and manage resources worth millions of dollars before the age of 25. This leadership experience is hard to replicate in traditional entry-level civilian roles.
- Commitment to mission: Veterans are accustomed to working toward shared goals and prioritizing the success of the team. That mindset translates well into corporate cultures where collaboration and accountability matter.
With ManpowerGroup reporting that 75% of global employers face talent shortages (2024), ignoring a pool of highly skilled veterans isn’t just a missed opportunity — it’s a competitive disadvantage.
Common Barriers Veterans Face
Despite their strengths, veterans often encounter obstacles that make the job search more difficult than it needs to be. Understanding these challenges helps employers design better hiring practices.
- Resume translation: Military occupational specialties (MOS) don’t always align with civilian terminology. For example, a Marine Corps “Logistics Specialist” might have extensive supply chain expertise, but if recruiters are only looking for terms like “procurement” or “inventory management,” that candidate could be overlooked.
- Cultural transition: The military environment is structured, with clear hierarchies and expectations. Civilian workplaces often operate with more ambiguity, which can be disorienting for someone fresh out of service. Without thoughtful onboarding, veterans may feel isolated or undervalued.
- Bias and misconceptions: Some employers carry outdated assumptions — such as concerns about mental health or whether veterans can adapt to civilian norms. These misconceptions not only harm candidates but also cause companies to miss out on top performers.
- Underemployment: Veterans are sometimes offered roles far below their skill level because employers don’t fully understand their capabilities. This not only discourages candidates but also wastes potential.
Recognizing these barriers allows HR leaders to implement solutions that ensure veterans’ strengths are fully leveraged.
Best Practices for Employers Supporting Veteran Transitions
Hiring veterans doesn’t require reinventing your entire recruitment strategy — but it does mean making intentional adjustments to be inclusive of their experience.
1. Partner with Veteran Hiring Programs
National initiatives like Hiring Our Heroes, DoD SkillBridge, and American Corporate Partners (ACP) exist to connect transitioning service members with civilian opportunities. Employers who partner with these organizations gain access to vetted talent pools while also demonstrating commitment to veteran inclusion.
Some companies also develop internal “returnship” or fellowship programs specifically for veterans, giving them a structured period to adapt before converting to full-time employment.
2. Train Hiring Managers to Decode Military Experience
Recruiters and hiring managers need the right tools to understand resumes that don’t look like traditional civilian applications. Resources such as the O*NET Military Crosswalk Search or the Veteran Employment Toolkit (U.S. Department of Veterans Affairs) help translate military job codes into civilian equivalents. Training HR staff on these tools ensures qualified candidates aren’t screened out prematurely.
3. Build Onboarding Programs Tailored for Veterans
Once hired, veterans benefit from onboarding that recognizes the unique transition they’re making. Consider:
- Pairing them with mentors (ideally other veterans within the company).
- Offering training on corporate culture, jargon, and workflows.
- Creating employee resource groups (ERGs) that provide community and support.
These steps ease the cultural transition and increase the likelihood of long-term success.
4. Highlight Career Growth Opportunities
One of the strongest motivators for veterans is knowing there’s a path forward. Many have been trained to continually upskill and adapt during service. Employers can harness this mindset by making clear how career ladders work in the organization, what certifications are available, and how leadership development programs operate. When veterans see advancement pathways, retention improves significantly.
5. Create a Culture of Inclusion
Hiring veterans is only step one — retention requires ongoing support. Organizations can:
- Recognize military service during Veterans Day or Memorial Day events.
- Provide flexible leave policies for National Guard or Reserve commitments.
- Ensure wellness benefits address both physical and mental health needs.
By embedding veteran support into company culture, employers send a message that service experience is valued, not just tolerated.
The Payoff: Stronger Teams and Greater Impact
Investing in veteran hiring yields measurable benefits. RAND research has found that veteran employees demonstrate higher levels of organizational commitment and performance compared to nonveterans. Beyond metrics, employers also gain reputational advantages.
Today’s workforce — particularly younger generations — want to work for companies that reflect their values. A strong veteran hiring program signals that your organization prioritizes diversity, equity, and inclusion (DEI) and is committed to giving back. It can also strengthen brand reputation among customers who view veteran support as a marker of integrity.
In short: veteran hiring creates a triple win — for the individual, the company, and society at large.
Final Thoughts
Veterans are not just candidates; they’re leaders, problem-solvers, and innovators with proven experience in high-pressure environments. By addressing the common barriers they face and creating pathways for success, employers can access a rich and often overlooked talent pool.
Supporting veterans’ transitions demonstrates that your company values service, inclusion, and resilience — qualities that strengthen culture and resonate with today’s workforce.
If your organization is ready to expand its reach and connect with veteran talent alongside other diverse professionals, post your open roles on TalentAlly. It’s a powerful way to showcase your commitment to inclusive hiring and tap into a wider pool of qualified candidates.
