By John Register
Veterans and spouses need a professional network. By utilizing this network, they can identify companies seeking their talent and ascertain if they have the skills required for specific roles within a company.
Companies with a dedicated recruitment strategy often implement targeted recruitment efforts such as participating in military job fairs, utilizing military job boards and creating a military-friendly page on their company website. They also network with military bases to offer job transition resources if possible.
I was recently with Neal Couture, president and CEO of the American Society for Nondestructive Testing (ASNT). Couture hired me to deliver a leadership keynote speech to the ASNT family. ASNT recognizes the immense value that military veterans bring to the workforce.
“To attract, retain and promote employees with military backgrounds, organizations must strategically align their recruitment and retention efforts. Crafting job descriptions that explicitly acknowledge the transferability of military skills is paramount, as [is] active participation in military hiring events and the cultivation of partnerships with transition programs,” said Couture.
For ASNT, a key component of their strategy lies in facilitating certification pathways, acknowledging the unique qualifications military personnel possess in the field of nondestructive testing (NDT).
RETAINING
Getting the job is but one aspect of the job cycle. We see too many times across marginalized communities that once employees are on the job, isolation can set in. For military personnel, it could be related to missing the brother and sisterhood of the Armed Forces.
Companies who are looking to retain veterans should first think about the environment. Leadership must build a community within the organization where everyone feels valued, including veterans. The Boston Consulting Group (BCG) found in their research that diverse companies generate 19% more revenue compared to their less diverse counterparts. When diversity is a culture, profits rise.
Bob McLaughlin (Col. Ret.), who is at the Mt. Carmel Veteran Service Center, which provides transition and employment assistance, emphasizes the importance of veterans being part of a community where they can afford to live. Proximity to military installations is beneficial, fostering a sense of connection and purpose within the community. This factor is crucial in ensuring veterans feel at home and supported in their civilian lives.
According to an abstract titled “The Challenges of Military Veterans in Their Transition to the Workplace: A Call for Integrating Basic and Applied Psychological Science,” the authors state that “underemployment, and overall adjustments to civilian life, may be exacerbated by combat experiences and combat-related mental illness, disability and their associated stigma (Heaton, Loughran, & Miller, 2012; Institute of Medicine, 2013; MacLean, 2010; Stone et al., 2018; Stone & Stone, 2015).
Building an enriched and supportive work environment fosters the retention of veterans.
PROMOTING
In the military, veterans knew that advancement was based on the potential of the service member within their branch. There is value in knowing that one is supported in the advancement of one’s career. Veterans appreciate clear paths to advancement within organizations, akin to the structured promotion system in the military.
Again, McLaughlin highlights the importance of having straightforward mentorship programs where the expectations and tasks required for advancement are transparent. Additionally, McLaughlin advocates for sponsorships, where veterans have personal advocates within the organization to guide and support their career progression.
But finding a mentor or sponsor might be challenging.
I sometimes do an activity that calls for an about-face during my keynote speeches. When I call out those in the room who executed the two-part command flawlessly, I say, “Where are all my military veterans?” Fewer people in the room are raising their hands.
This might mean there is a decreasing number of veterans entering or being present in the workforce. Whatever the cause, there might be fewer mentors or sponsors available who understand military veterans.
Looking back on ASNT, Couture says they want to be seen as an industry that recognizes and celebrates military service, coupled with the establishment of mentorship programs and cross-functional opportunities, to ensure veterans not only feel valued within the organization but also have a clear pathway for career progression.
The experiences of ASNT and insights from leaders like Couture and McLaughlin highlight the importance of community, recognition of skills and the need for supportive mentorship and sponsorship. As businesses strive to enhance their engagement with veteran employees, the focus must remain on creating environments that appreciate veterans’ unique contributions and actively facilitate their professional growth and personal well-being. This approach not only benefits veterans but enriches the companies they join, contributing to a more diverse, inclusive and productive workforce.
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