Do Your Veteran Hiring Efforts Extend Far Enough?

This week we take the time to reflect on those individuals who have served our country in the armed forces as we observe Veterans Day on Wednesday, November 11th.

Our founding team member and Talent Community Specialist, Anne Gregory, is also an active duty military spouse. She shares the good news, when it comes to recruiting efforts aimed at hiring veterans, and also what still needs to be done to improve the employment statistics for spouses and those transitioning from active duty service.

There are many companies out there that focus recruiting efforts on hiring veterans for the skills and leadership they bring to the work place. It may surprise you to know that these efforts have been highly successful. According to the Bureau of Labor Statistics, Veterans comprise 9% of the overall U.S. population, are 22% minorities, and 55% college educated.

Veterans are a talented, diverse population. Thanks to fantastic resources and outreach, the current unemployment rate for veterans is 5.6%, which is below the national average, and has been for nearly a decade.

Where this population is currently underserved are with those that are transitioning from active duty to the civilian workforce as well as the family members of both active duty and veterans.

Active duty service members leaving the military to join the civilian work force as well as those who are retiring after 20 years or more of service, face unique challenges. The armed forces provide some of the best training in the world in a wide variety of fields and couples that with instilling a strong sense of leadership and accountability.

However, these skills and experiences can be very difficult to translate onto a résumé or application in a way that their civilian counterparts can understand or relate to. Often, transitioning service members find that their experience in the military is undervalued and misunderstood in the civilian work force.

Transitioning service members may also be hindered in their job search by recent deployments or assignments overseas, which limits the ability to search effectively for a new position. Transitioning military are a diverse group with 34% minorities and 17% women, according to the Council of Economic Advisors report of 2013.

Additionally, according to the same report, 58% of this population is college educated. Despite these statistics, 53% face a period of unemployment during their transition from active duty. Of these, 37% remain either unemployed or underemployed for an extended period of time.

Military family members serve alongside their active duty spouses and parents. The military lifestyle offers amazing opportunities to travel and see the world. However, it also comes with frequent moves and the active duty family member being absent for extended periods of time.

Many military spouses will say that their career ambitions take a back seat to their spouse’s military career. According to the Military Spouse Employment Report of May 2014, military spouses are overwhelming female (95%) and have a larger proportion of ethnic and racial minorities as compared to the broader civilian population. Additionally, 70% are college educated. Incredibly, 30% of those who want to work report being unemployed and 90% of those who are working are underemployed.

As a military spouse myself, these shocking numbers are not surprising. Frequent moves and a general bias against military spouses, especially prevalent in the cities near major bases, are the main culprit of military family members un- and underemployment. When a hiring manager is reviewing résumés for an open position, frequent job changes and moves are typically a red flag as are long breaks between positions. Both of these occur often for military spouses.

The requirements of professional licensure for medical personnel, teachers, estheticians, and others can be difficult to keep current and to transfer from state to state. Recent changes in federal law have made this process a little easier by requiring state reciprocity for military spouses. However, it can still cause major delays and a large amount of time and paperwork. Not to mention, keeping up with required hours or continuing education can be very difficult for someone living overseas where a professional opportunity or continuing ed classes may not be available.

Business owners and hiring managers may find it hard to overlook that a hired military spouse that requires on the job training will most likely leave due to a military change of station just when they are becoming a productive, experienced employee. This is especially true for businesses near major military installations. In these situations, military spouses are placed at a huge disadvantage compared to their more stable, local competition. Therefore, the military spouse will struggle to gain and maintain seniority and upward growth.

Companies who focus recruiting and hiring efforts toward military veterans should be lauded. However, more needs to be done to serve the entire military affiliated population. There are several ways to mitigate the disadvantage. First, it must be remembered that the recruitment and hiring of military affiliated job seekers requires a three-pronged approach to reach veterans, transitioning military, and family members.

Focusing recruitment efforts on transitioning military can be accomplished by reaching out to your nearest military installation. Look for the Transition Assistance Office. These programs are designed to help the exiting service member with résumé writing, job searching, and interview skills. They also host job fairs and classes. Offer to teach a class or hold a demonstration on your company and the type of employees you seek. These events are well advertised and attended, and they are an economical way to reach an underserved, diverse population. The Transition Assistance Office will also be happy to post your openings.

Military spouses can greatly benefit from positions that allow job sharing and remote work, or offer the ability to transfer to other locations.

Similar to the Transition Assistance Office, military installations also maintain Family Member Employment Assistance Programs that also offer classes and job fairs focusing on the local area.

One of the top reasons listed for an active duty member to leave the military is a lack of opportunity for their spouse. Keep in mind that when you hire a military spouse, you are helping to support and maintain our nation’s armed forces.

We are a small, tight knit community and word within travels fast. Companies that offer opportunities to military spouses will quickly gain a positive reputation and attract highly qualified applicants.

Here at GapJumpers, our blind auditions level the playing field for all job seekers. By submitting a challenge “in the blind” applicants can be judged on their ability and skills rather then their résumé or background. You can read more about how I went from an unemployed military spouse to a founding team member at GapJumpers through a blind audition here.

The blind audition approach is excellent for military affiliated job seekers as well as companies looking to expand their talent pipeline into the military sphere.

As we take the time to reflect upon and thank those that have or are continuing to serve our country, also take the time to think about how your business could increase opportunities for this diverse, talented population.