4. Making the Commitment
Why hire veterans?
• Leaders
• Team players
• Hard workers
• Disciplined
• Quick learners
• Perform well under pressure
Commitment to
hire 250,000 veterans
by 2020
Commitment to
hire 20,000
veterans by 2020
Commitment to
hire 50,000
veterans by 2018
Commitment to hire
one million veterans
Started by J.P. Morgan Chase, but
more than 200 companies have joined
5. Post-9/11 veterans
have a slightly higher
unemployment rate at
5.1 percent
60 percent of
unemployed veterans
are 45-years-old or
older
The unemployment
rate for military
spouses is 18 percent
44 percent of veterans
leave their first civilian
job in the first year
Hiring managers have a
hard time reading
military resumes and
translating the skills to
civilian jobs
Most companies don’t
have training to help
civilian employees
relate to veterans
Challenges Remain
7. Sponsors job
fairs and created
a military-friendly
job board
Helps military
members
and their families
transition to civilian
employment
Created by the
U.S. Chamber
of Commerce
in 2011
In 2015,
Hiring our Heroes
programs resulted
in more than 3,600
firm job offers
Case Study
8. Focus on the entire military family
Meet candidates on military-friendly job boards
Write job postings in military-friendly language
1
2
3
Best Practices
9. Executive
commitment to
hiring 250,000
veterans by 2020
Founding member
of our Veteran
Talent Exchange
In 4 years, they
have offered jobs
to 170,000+
veterans and
22,000+ have been
promoted
Large Retail Client
Case Study
10. Gain executive sponsorship
for your veteran program
Create a military hiring
website separate from a
traditional careers page
Highlight veteran employees
who have made a successful
transition to civilian
employment
4
5
6
Best Practices
11. VTE created on
Veteran’s
Day 2013
Extends
employment
opportunities by
connecting veterans
with participating
PeopleScout
partners
Participating
clients can source
and recruit from
thousands of
active veteran
candidates
Case Study
12. Develop a veteran talent community to
capture both active and passive
candidates
7
Best Practices
13. Veteran Counselors
Program
developed to
support veteran
hiring initiatives
Instead of
traditional
recruiters, veteran
counselors reach
out to veteran
candidates
Overwhelming
positive veteran
response
Counselors assist
with choosing a
career track,
tailoring a resume
and preparing for
an interview
Case Study
14. Form a dedicated veteran sourcing/recruiting
team made up of veterans who have made a
successful transition to civilian employment
8
Best Practices
15. Airline Client
Member of
the Veteran
Jobs Mission
This airline
has a strong
existing reputation
with veterans and
attracts a steady
flow of veteran
candidates
In the last year,
12 percent
of hires were
veterans
Case Study
16. Educate recruiters to read military
resumes and translate skills so they
can be advocates for veteran
candidates
Create a process to screen and
prioritize military candidates
9
10
Best Practices
17. Healthcare Client
Currently ahead of
schedule to meet
veteran hiring goal
Company wants
to grow the veteran
recruitment brand
and hire 2,000
veterans by 2020
Gaining media
attention for
veteran hiring
practices
Case Study
18. Create one designated point of
contact for federal, state and
non-profit military organizations
that can funnel veteran
candidates
Use social media marketing to
reach veterans for a greater ROI
over traditional career fairs
11
12
Best Practices
19. Veteran Resource Group
Creates a
structured and
positive
environment for
TrueBlue veterans
The group
makes it easy to
connect veteran
peers throughout
the organization
The VRG helps
raise awareness of
our veteran hiring
initiatives and
outreach
Case Study
20. Establish a veteran affinity group
to create a collaborative,
supportive environment for
veteran employees
13
Best Practices
21. Veteran Hiring Best Practices
Focus on the entire military family
Meet candidates on military-friendly job boards
Write job postings in military-friendly language
Gain executive sponsorship for your veteran
program
Create a military hiring website separate from a
traditional careers page
Highlight veteran employees who have made a
successful transition to civilian employment
Develop a veteran talent community to capture
both active and passive candidates
1
2
3
4
5
Form a dedicated veteran sourcing/recruiting team made
up of veterans who have made
a successful transition to civilian employment
Educate recruiters to read military resumes and translate
skills so they can be advocates for veteran candidates
Create a process to screen and prioritize military
candidates
Create one designated point of contact for federal, state
and non-profit military organizations that can funnel
military candidates
Use social media marketing to reach veterans for a
greater ROI over traditional career fairs
Establish a veteran affinity group for a collaborative,
supportive environment for veteran employees
6
7
8
9
10
11
12
13
23. Continue to build on best practices
and maintain focus on veteran hiring
Focus on getting veterans in jobs that are
the right fit, where they can grow
Retain veterans by building a
culture where they feel comfortable
and where they can advance
Looking Forward
