An Employer’s Guide To Hiring And Retaining Veterans

Veterans bring valuable skills, discipline, and a strong work ethic to the civilian workforce. Employers looking to build diverse, capable teams often overlook this talent pool due to unfamiliarity with military experience or uncertainty about support resources. A structured approach to hiring and retaining veterans helps organizations build long-term value while contributing to workforce development.

Translating Military Skills to Civilian Roles

Many veterans possess leadership, problem-solving, and technical skills gained through years of training and service. However, translating military job titles and experience into civilian equivalents can be difficult for both candidates and employers. Human resources professionals should familiarize themselves with military rank structures and occupational specialties to better interpret resumes.

Resources such as the Department of Labor’s Veterans’ Employment and Training Service (VETS) and the Military Occupational Classification crosswalk tools help align military experience with civilian job requirements. Asking veterans to describe their daily responsibilities in practical terms can further clarify how their background fits your organization.

Hiring Support and Incentives

Several federal and state programs support veteran hiring through financial incentives and training resources. The Work Opportunity Tax Credit (WOTC) offers employers tax credits for hiring qualified veterans, especially those facing barriers to employment. The U.S. Department of Veterans Affairs and the Department of Defense both maintain job boards and employer outreach programs.

Local veteran service organizations and workforce development boards can also assist with job fairs and resume screenings. Partnering with these groups helps employers reach candidates who are actively transitioning into civilian careers.

Onboarding with Awareness

Successful onboarding begins with recognizing the challenges veterans may face in adjusting to civilian work culture. Clear communication, structured training, and peer support can ease this transition. Assigning mentors or onboarding buddies (particularly employees with prior military service) can make the experience more relatable and less isolating.

Providing orientation on company culture, expectations, and advancement opportunities ensures veterans feel welcomed and prepared to succeed. Clear guidance on career paths and internal advancement criteria can also help them see a future within the organization.

Retention Through Inclusion and Growth

Retaining veteran employees involves more than initial hiring. Creating a workplace that values their contributions requires consistent support and professional development. Encourage open communication between managers and employees about long-term goals, skill-building opportunities, and leadership development.

Employee resource groups, especially veteran-focused groups, can provide ongoing support and foster a sense of community. Recognizing veterans during company events or military holidays also reinforces a culture of respect.

Community Engagement as an Extension of Support

Supporting veteran causes outside the workplace can strengthen employer reputation and demonstrate genuine commitment. Participating in charity efforts such as housing support, resume workshops, or RV donation drives for homeless veterans helps connect internal culture with external action.

Hiring veterans is not a charitable gesture. It is a strategic investment in talent. Employers who take the time to understand military experience, access available resources, and build inclusive support systems are better positioned to benefit from the skills and dedication veterans offer. For more information, feel free to look over the accompanying infographic below.