Hiring veterans is more than just good business—it’s a strategic advantage. Veterans bring a wealth of skills, discipline, leadership, and a team-oriented mindset to the workplace. But if you’re hoping to attract qualified candidates from the military community, it all starts with one key step: the job description.
Many employers don’t realize that a few simple tweaks to a job posting can make a big difference in whether or not a veteran sees your opportunity as a good fit. Here’s how to write a job description that speaks directly to veterans—and shows your company is serious about welcoming their talent.
Start with a Clear, Inclusive Title
Veterans come from a unique background with job titles that might not match the civilian world. Use straightforward and recognizable language in your job title. For example, instead of “Client Success Ninja,” go with “Customer Success Manager.” Simplicity goes a long way.
Bonus tip: If you’re open to applicants with military experience, consider including the phrase “military veterans encouraged to apply.”
Use Military-Translated Skills and Plain Language
Not every veteran is familiar with corporate jargon. Phrases like “synergize departmental KPIs” can be confusing or off-putting. Instead, focus on the practical skills and tasks:
- “Lead a team of 5-10 people”
- “Manage inventory and logistics operations”
- “Coordinate project timelines and cross-functional teams”
You can also include examples of equivalent military experience. For instance:
“Experience in logistics management (military logistics roles such as 92A or 88N welcome).”
Highlight Transferable Soft Skills
Veterans often bring intangible strengths that are hard to teach—leadership, resilience, adaptability, and attention to detail. A good job description doesn’t just list hard skills; it also recognizes these qualities as valuable assets.
Try adding something like:
“Looking for candidates with strong decision-making abilities, a team-first mentality, and the ability to perform under pressure.”
Spell Out What You’re Really Looking For
Some veterans may hesitate to apply unless they meet every listed qualification. Help them out by clearly distinguishing between “must-haves” and “nice-to-haves.” Use bullet points and separate required skills from preferred qualifications.
Example:
Required:
- 3+ years of leadership experience (military leadership counts)
- Proficiency in Microsoft Excel or Google Sheets
Preferred:
- Experience with project management tools (Asana, Trello, or similar)
- Bachelor’s degree in business or related field
Emphasize Your Support for Veterans
If your company has a veteran employee resource group, offers mentorship, or supports veteran hiring initiatives, say so! This communicates that your company values military experience and isn’t just checking a box.
Try this language:
“We are proud to support transitioning service members and veterans. Our team includes veterans from all branches, and we offer mentorship opportunities for those making the shift from military to civilian careers.”
Include the Basics
Don’t forget the essentials: salary range (or at least a ballpark), benefits, location or remote options, and work hours. Veterans appreciate clarity and structure, especially during a career change.
Writing a veteran-friendly job description doesn’t require a full overhaul—just a little intentionality. Focus on clear communication, inclusivity, and respect for military experience. When you show that your company values what veterans bring to the table, you’re more likely to attract—and retain—top-tier talent.
Read more articles for the Veteran Community here.
