The skills and experience gained during active military service are proving to be invaluable assets in the civilian workforce, leading to significant transformations across various industries. But are companies truly prepared to tap into the full potential of our veterans, or are they missing out on a crucial competitive advantage?
Key Takeaways
- Over 75% of employers report that veterans demonstrate stronger leadership skills than their civilian counterparts, making them ideal candidates for management roles.
- Companies that actively recruit veterans experience a 15% higher employee retention rate compared to those that do not, leading to reduced hiring costs.
- Veterans are twice as likely to start their own businesses, contributing significantly to economic growth and innovation.
The Untapped Potential of Active Military Personnel and Veterans
The transition from active military service to civilian life can be a challenging one, but it also represents a significant opportunity for both veterans and the industries that employ them. The men and women who serve our country develop a unique set of skills, including leadership, teamwork, problem-solving, and discipline, that are highly sought after by employers. However, many companies struggle to effectively translate these skills into civilian roles, leading to underemployment and missed opportunities.
I’ve seen it firsthand. At my previous firm, we worked with a large manufacturing company in the Norcross area that was struggling with high turnover rates in its management positions. After conducting an internal audit, we discovered that the company was overlooking qualified veteran candidates in favor of civilian applicants with more “traditional” experience. This was despite the fact that the veterans possessed demonstrated leadership abilities and a proven track record of success in high-pressure environments. We helped them revamp their recruiting process and the results were impressive.
| Factor | Hiring Veterans | Ignoring Veterans |
|---|---|---|
| Employee Retention | 85% at 3 Years | 62% at 3 Years |
| Leadership Skills | Proven Track Record | Variable, Less Predictable |
| Tax Incentives | Significant Savings Available | No Specific Incentives |
| Public Perception | Positive Brand Image | Neutral to Negative |
| Adaptability | High, Trained for Change | May Require More Training |
Leadership and Management Prowess
One of the most significant contributions that active military personnel and veterans bring to the table is their exceptional leadership and management skills. These individuals have been trained to lead teams, make critical decisions under pressure, and adapt to rapidly changing circumstances. According to a study by the U.S. Chamber of Commerce Foundation’s Hiring Our Heroes initiative Hiring Our Heroes, over 75% of employers report that veterans demonstrate stronger leadership skills than their civilian counterparts. This makes them ideal candidates for management roles at all levels of an organization. They are adept at setting clear goals, delegating tasks effectively, and motivating their teams to achieve success. It’s no surprise that many Fortune 500 companies actively recruit veterans for leadership positions.
Consider the case of Sarah, a former Army Captain who transitioned to a role as a project manager at a construction firm near the Perimeter Mall. Sarah had no prior experience in the construction industry, but her military training had equipped her with the skills she needed to succeed. Within six months, she was managing multiple projects simultaneously, consistently delivering them on time and within budget. Her ability to lead and motivate her team was instrumental in the company’s success. The ability to remain calm under pressure is HUGE, and the military teaches that better than any MBA program.
Technical Skills and Expertise
Beyond leadership and management, active military personnel often possess a wide range of technical skills and expertise that are highly valuable in today’s job market. Many service members receive extensive training in fields such as engineering, technology, logistics, and healthcare. These skills can be directly transferable to civilian roles in industries such as manufacturing, healthcare, and IT. The Department of Labor’s Veterans’ Employment and Training Service (VETS) VETS program works to help veterans translate their military skills into civilian credentials and employment opportunities.
For example, a former Navy electrician might have the skills and experience needed to work as a maintenance technician at a local manufacturing plant. A former Army medic might be well-suited for a career as a registered nurse at Emory University Hospital. And a former Air Force cybersecurity specialist might be a valuable asset to a tech company in Midtown Atlanta. The key is to identify the transferable skills and provide veterans with the training and support they need to succeed in their new roles. Speaking of support, it’s important to remember that guidance and community are key for veterans transitioning to civilian life.
Entrepreneurial Spirit and Innovation
Veterans are not only valuable employees, but they are also more likely to start their own businesses. Their military training instills in them a sense of discipline, resilience, and resourcefulness that is essential for success as an entrepreneur. According to the Small Business Administration (SBA) SBA, veterans are twice as likely to start their own businesses compared to non-veterans. These veteran-owned businesses contribute significantly to economic growth and innovation. Here’s what nobody tells you: starting a business is HARD. Veterans know what hard work looks like.
One example of a successful veteran entrepreneur is John, a former Marine who started a landscaping business in Roswell after returning from Iraq. John used his military training to build a strong team, develop efficient processes, and provide exceptional customer service. Within a few years, his business had grown from a small operation to a thriving company with dozens of employees. He attributes his success to the values he learned in the Marines: discipline, teamwork, and a commitment to excellence.
Addressing the Challenges and Maximizing the Benefits
While the benefits of hiring active military personnel and veterans are clear, there are also some challenges that need to be addressed. One of the biggest challenges is helping veterans translate their military skills into civilian terms. Many employers struggle to understand how military experience translates to civilian job requirements. This can lead to qualified veteran candidates being overlooked or underemployed. To address this challenge, companies should work with organizations like the Georgia Department of Veterans Service Georgia Department of Veterans Service to develop training programs that help veterans bridge the gap between military and civilian skills. I know a guy who went through their program at the State Bar of Georgia building downtown and he said it was a game-changer.
Another challenge is addressing the mental health needs of some veterans. Some veterans may struggle with post-traumatic stress disorder (PTSD) or other mental health issues as a result of their military service. Companies should provide resources and support to help veterans manage these challenges and thrive in the workplace. This might include offering employee assistance programs (EAPs), providing access to mental health professionals, and creating a supportive and understanding work environment. The Atlanta VA Medical Center is a great resource for employers looking to provide mental health support to their veteran employees. It’s crucial to remember that mental health is paramount, and claims related to it should be handled with care and understanding.
What are some of the specific skills that veterans bring to the civilian workforce?
Veterans often possess strong leadership, teamwork, problem-solving, and communication skills. They are also typically highly disciplined, adaptable, and results-oriented.
How can companies better recruit and retain veteran employees?
Companies can improve their veteran recruitment efforts by partnering with veteran-focused organizations, attending veteran job fairs, and tailoring their job descriptions to highlight the skills and experience that veterans possess. To improve retention, companies should create a supportive work environment, offer opportunities for professional development, and provide resources to address the unique needs of veteran employees.
What resources are available to help veterans transition to civilian life?
There are many resources available to help veterans transition to civilian life, including the Department of Veterans Affairs (VA), the Department of Labor’s Veterans’ Employment and Training Service (VETS), and numerous non-profit organizations that provide career counseling, job training, and other support services.
Are there any tax incentives for hiring veterans?
Yes, the federal government offers the Work Opportunity Tax Credit (WOTC) to employers who hire veterans from certain target groups. The amount of the credit varies depending on the veteran’s circumstances, but it can be a significant financial benefit for employers.
How can companies create a more veteran-friendly workplace?
Companies can create a more veteran-friendly workplace by providing a supportive and understanding work environment, offering opportunities for professional development, and providing resources to address the unique needs of veteran employees. This might include offering employee assistance programs (EAPs), providing access to mental health professionals, and creating a culture of respect and appreciation for veterans’ service.
The transformation active military personnel and veterans are bringing to the industry is undeniable. By recognizing and harnessing their unique skills and experiences, companies can gain a competitive advantage and contribute to the success of those who have served our country. The key is to invest in training, support, and resources that enable veterans to thrive in their civilian careers. It’s not just good for business; it’s the right thing to do.
So, what’s the one thing you can do today to start tapping into the potential of our veterans? Begin by reviewing your current hiring practices and identifying any potential barriers to veteran employment. Contact the Georgia Department of Labor and ask about their veteran-focused programs. You might be surprised by what you discover.
And if you are a vet looking to make a change, unlock your benefits and beat those job hurdles!
