Finding qualified veteran talent is one thing. Creating a recruiting process that makes it easier for veterans, transitioning service members and military spouses to connect with the people making hiring decisions is another.
Sonepar put that approach into practice this year in North Texas, where teams participated in two major hiring events taking place simultaneously: the 2026 North Texas Job Fair at Globe Life Field in Arlington and a Disabled American Veterans (DAV) and RecruitMilitary Career Fair at AT&T Stadium.
Rather than treating the events as separate recruiting opportunities, Sonepar coordinated its presence across both. Candidates attending the military-focused career fair were encouraged to continue conversations with company hiring teams at the North Texas Job Fair, where they could connect directly with hiring managers and operating company leaders.
“Our teams did an outstanding job orchestrating both events simultaneously,” said Chris Miles, military and veteran relations manager for Sonepar USA. “We were able to connect exceptional talent with opportunities across our operating companies while ensuring veterans, transitioning service members and military spouses had direct access to hiring managers and decision-makers.”
For employers looking to strengthen their military recruiting efforts, the strategy demonstrates an important consideration: Access matters.
Making Connections
At the North Texas Job Fair, representatives from Sonepar operating companies Crawford Electric Supply, Irby Utilities and Summit Electric Supply met candidates interested in positions throughout the Dallas-Fort Worth area. Hiring managers and human resources professionals conducted prescreening interviews and career discussions for roles in operations, distribution, sales, customer service, logistics and leadership.
Alice Feeley, senior human resources business partner for Crawford Electric Supply, said face-to-face conversations remain an important part of identifying prospective employees.
“The level of engagement and candidate readiness was outstanding,” Feeley said. “Face-to-face conversations continue to be invaluable in helping us identify individuals who will contribute to our long-term success.”
For military-connected candidates, those conversations can also allow recruiters to look beyond job titles and better understand the experience a candidate gained during military service.
Sonepar recognizes the leadership, technical expertise, adaptability and problem-solving skills veterans can bring to its workforce.
Ongoing Outreach
Sonepar’s military recruiting efforts extend beyond individual hiring events. The company works with organizations and initiatives including DAV, RecruitMilitary, the Bob Woodruff Foundation, the Department of Defense SkillBridge program, Hiring Our Heroes, the Military Spouse Employment Partnership and Vets2Industry.
Its efforts include military spouse recruiting, fellowships, mentorship, apprenticeships and workforce development partnerships designed to connect members of the military community with civilian employment opportunities.
In 2026, DAV named Sonepar its Patriot Large Employer of the Year, recognizing the company’s work supporting veterans and their families.
For recruiters, Sonepar’s approach shows how military hiring can extend beyond simply attending a career fair. Coordinating recruiting efforts, putting candidates in front of decision-makers and maintaining relationships with military-focused organizations can help turn an initial conversation into an employment opportunity.
As Miles noted, the goal is to give military-connected candidates “direct access to hiring managers and decision-makers.” For employers seeking veteran talent, creating that access may be just as important as finding the candidates in the first place.
Read more articles for the Veteran Community here.
