“At Least Ten” Reasons to Hire Veterans
Contributed by Alan Rohlfing
Top ten lists…it seems like they’re everywhere, and about everything. For many of us, it’s a method of focusing and organizing so we can prioritize our time and energy on what we’ve deemed the ‘most important’. For others, it’s just a catchy way to encourage a reader or a viewer to linger a few more minutes.
Whether you cut your teeth on the humor of David Letterman’s regular ‘Top Ten List’ segment or you find such lists a really valuable use of your time, it should come as no surprise that examples abound on the top ten reasons employers should hire Veterans.
A quick Google search will pull up results from the U.S. Department of Labor (“Top 10 Reasons to Hire a Veteran”), BusinessInsider.com (“10 Reasons Companies Should Hire Military Veterans”), Military.com (“10 Reasons to Hire Vets”), MakePositive.com (“5 Good Reasons to Hire a Veteran”), and Employer Support of the Guard and Reserve (“Top Ten Reasons to Hire Members of the Guard and Reserve”). Some of those lists were compiled with the help of military veterans, some were put together by employers, and some were assembled by federal, state, and local agency personnel who have a stake in the employment assistance space. And the shocker is, all of them are correct, to some degree…it’s just a matter of perspective.
I put my first of such lists together in 2010, when I started working with the Show-Me Heroes Program, a partnership between the Missouri Division of Workforce Development and the Missouri National Guard that sought to help our state’s Veterans find meaningful employment. My original list expanded and contracted as I spoke with more and more employers and reflected on my own years of experience in the U.S. Army.
I often shared my list with job seekers from the military community that I came across, for this list of reasons to hire Veterans is as much for Veterans themselves as it is for business owners and hiring managers. Once employers ‘get it’, there’s not usually a need to go on and on with them. For those looking for a job, however, it’s important that they know how those in the employment assistance arena are advocating for them. They need to know that we’ve ‘talked the talk’, so they can put things in place to ‘walk the walk’, so to speak.
Once job seekers read through my list or any other, they should take inventory of the things that might very well make them the best candidate for the job. They should incorporate those soft skill sets and experiences into their resume, their cover letter, and answers to potential interview questions. That’s how they can communicate what they bring to the table. That’s how they can communicate how they can make a positive and lasting impact to that civilian employer’s workforce.
From the front lines to the assembly lines, much of the training, the challenges, the adversity…those things do, indeed, translate. I’ve seen it, and I’ve heard from countless employers that hiring someone with military experience made a sudden and lasting impact on their workforce.
So, here’s my perspective. I was initially going to say, “this list is in no particular order,” but in fact there is an order to my list. It’s an order that I put together based on nearly a decade of meeting with employers to discuss the prospect of hiring Veterans for their workforce. My Top Ten list includes these elements…
When I first penned this list, I struggled with how short it was. I thought that there were many other attributes that were front and center in the people with whom I served…attributes and soft skills that could really make an impact. After taking some time to look through some old award narratives and evaluation reports, and touching base with some human resource managers that I knew, I felt that I could justify a few more.
But wait, there’s more. Some of us have more of these soft skills than others. Some of us have spent decades in uniform, others just a few years of an initial enlistment. Different Branches of Service have put emphasis on different areas in different times, and training that the Soldier received in the ‘70s is quite a bit different that what the Sailor received last year. So, I added a few more to the list…
I’m pretty sure I could keep going, but I’m going to stop right here. These are just a few reasons why employers value military experience in their workforce. If you’re a hiring manager, I’m sure you get my point. If you’re a job seeker from the military community, I encourage you to figure out which of the items in this ‘Top Twenty-Five’ list resonate most with you, at least in part because of the path you’ve followed. Be able to make the connection between items on this list and essential elements in the job description and do your best to communicate what you bring to the table…to the person that’s sitting across the table from you during your next job interview. Cheers!
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