Hiring Heroes: Ways to Recruit and Retain Veterans in Your Workforce
Veterans bring a wealth of transferable skills, a strong work ethic, and proven leadership under pressure. Yet many businesses still struggle to effectively recruit and retain this highly capable talent pool.
Whether you're just starting your veteran hiring initiative or looking to improve retention, here are practical, high-impact ways to build a workplace where veterans thrive.
Recognize Transferable Skills—Even If They’re Not Written in Corporate Lingo
Veterans may not speak the same “corporate” language, but they bring deeply valuable skills from their military experience:
Leadership & team coordination – Veterans often have experience managing teams in high-pressure environments.
Problem-solving & adaptability – They’re used to thinking on their feet and adapting quickly to new situations.
Discipline & reliability – Show up on time. Follow through. Stay calm under pressure.
Technical expertise – Many veterans have specialized skills in IT, logistics, engineering, and mechanics.
Communication & collaboration – Despite the stereotype, military service involves strong interpersonal skills.
Use skills-based assessments and structured interviews to evaluate abilities beyond a resume. Focus on outcomes and behaviors, not just titles.
Adjust Your Job Descriptions to Speak Their Language
When writing job ads for veteran candidates, use clear, relatable language. Focus on outlining only the essential responsibilities and qualifications, being specific about what the role entails, how success is measured, and what procedures are in place. This clarity is especially helpful for recently transitioned service members who may be less familiar with civilian job structures.
Try this:
Avoid jargon like “ninja,” “rockstar,” or internal-only acronyms.
Highlight responsibilities and desired behaviors, not just years of experience in a corporate setting.
Include a welcome message for veteran candidates in the job ad or careers page.
Translate military experience into what it means for your industry (e.g., logistics coordination = supply chain management).
Instead of saying “looking for a sales team lead with 5+ years in SaaS,” try “seeking a team leader with experience motivating others, meeting performance goals, and managing client relationships.”
Partner with Veteran-Focused Organizations for Outreach
Veterans may not be looking on the same job boards as traditional applicants. Try expanding your outreach:
Connect with organizations like Hiring Our Heroes, Wounded Warrior Project, and American Corporate Partners.
Attend veteran job fairs and virtual hiring events.
Post jobs on military transition job boards (e.g., Military.com, RecruitMilitary, HireVeterans).
Get certified as a veteran-friendly employer - it signals that your company is serious about supporting the military community.
Make the First 90 Days Count: Support New Veteran Hires Early
Transitioning from military to civilian life is a huge culture shift. Help veterans adjust with a solid onboarding experience and thoughtful internal support.
Here’s what works:
Peer mentorship programs – Pair new veteran hires with a colleague (ideally another veteran or supportive team member) to help them navigate the workplace.
Regular check-ins – Especially in the first 60–90 days, give them a space to ask questions, raise concerns, and feel heard.
Clear documentation – Veterans are used to structure. Provide written guides, role expectations, and success metrics from the start.
Encourage ERG involvement – If you have a veterans or DEI employee group, invite them early. If not, consider starting one.
Create Career Paths That Show Growth
Veterans are used to structured advancement and continuous development. If they don’t see a path forward in your company, they may look elsewhere.
Offer professional development opportunities, including certifications, leadership tracks, and cross-training.
Make career progression transparent with internal mobility programs or mentoring for promotion.
Provide access to coaching or training to help translate their skills into higher-level roles.
Foster a Culture of Belonging
Veterans may not always feel comfortable speaking up about their service - or asking for support. Normalize the conversation and create a culture that values their experience:
Highlight veteran stories internally or on your careers page.
Celebrate Veterans Day or Military Appreciation Month in meaningful ways.
Train managers on military cultural competence and how to support veteran employees.
Be proactive about accommodations (such as flexibility for medical appointments or mental health resources for PTSD).
Hiring Veterans Is a Win-Win
The veteran talent pool is full of disciplined, skilled professionals ready to contribute to your team. But recruiting them effectively means meeting them halfway - adjusting language, expanding outreach, and creating a workplace where their service is recognized and their future is supported.