Building a Veteran Hiring Program When Hiring Veterans

Veterans bring leadership, discipline, and technical expertise that can add tremendous value to any organization. Many companies, however, struggle with hiring veterans or creating a program that provides the right support. By focusing on how to attract, onboard, and retain veterans and by learning how to interpret military experience, employers can build a pipeline of motivated and loyal team members.

How to Attract, Onboard, and Retain Veteran Talent

One of the most effective ways to build a veteran hiring program is to partner with a veteran-focused recruiting firm like Sergeant Talent Partners. These firms understand how to translate military skills, identify strong candidates, and streamline the hiring process. In addition, employers should engage with military transition programs, veteran service organizations, and community colleges with veteran student groups. Make sure your job postings highlight career growth, stability, and purpose, which are values that resonate strongly with veterans.

Once veterans enter your hiring process, onboarding becomes critical. Assign mentors, ideally other veterans already in your workforce, to help new hires adjust. Provide clear training, structured feedback, and resources that explain company culture in a way that veterans can connect with.

Retention comes from ongoing support. Offer leadership development, career growth paths, and recognition for the unique skills veterans bring to the workplace. Employee resource groups for veterans and their families can also create a strong sense of community that increases retention.

Translating Military Resumes into Civilian Language

One of the biggest challenges in veteran hiring is understanding military job titles such as MOS, AFSC, NEC, or ratings. Recruiters may not know every code, but learning how to identify transferable skills is essential.

• Leadership and Supervision: Noncommissioned officers and officers often managed teams of 10 to 200 people, handled performance reviews, and ensured safety and compliance.

• Technical Expertise: Many veterans, including mechanics, electricians, medics, and IT specialists, hold certifications that align with civilian trades.

• Project and Logistics Management: Military leaders regularly coordinated complex operations, managed supply chains, and oversaw multimillion-dollar equipment.

• Problem-Solving Under Pressure: Veterans are trained to make decisions in high-stakes environments, a skill that adds value across industries.

A quick reference sheet for recruiters with common military job codes and their civilian equivalents can save time and prevent strong candidates from being overlooked.

Final Thoughts for Employers When Hiring Veterans

Creating a veteran hiring program is more than a recruiting initiative. It is a long-term investment in building a skilled and dedicated workforce. By learning how to attract veterans, support them through onboarding, and retain them with meaningful career development, you tap into a pool of talent that can strengthen your organization for years to come. Partnering with a veteran-focused recruiting firm like Sergeant Talent Partners ensures your team has the expertise and tools to connect with veteran candidates and remove barriers in the hiring process.