Every year, the number of veterans entering life after service grows. These former servicemembers seek jobs in the civilian workforce and hope to make great additions to most companies. However, as an employer, it is important to know how to approach the process of hiring and retaining veterans. AFBA has listed six tips to assist you with potential veteran employees.
1. Make an effort to understand military terminology
Veterans are a highly skilled group of people. Their experiences and training has given them deep knowledge in a variety of areas, and many of these skills can be translated for use in a civilian career. However, former servicemembers may not always know how to translate their talents in a way that you will understand. By educating yourself on some basic military terminology, you will be able to recognize when a potential employee has abilities that would be advantageous to your company.
2. Be patient
For many veterans, your interview process may be the first one they have ever gone through. While many may impress you with their professionalism and punctuality, they may appear slightly uncomfortable. Try not to let this influence your decision, as they are most likely just trying to adjust to an unfamiliar situation. Keep in mind that these are highly skilled individuals who simply have not had the opportunity to go through the same processes as civilian candidates. After veterans come aboard at your company, recognize that these people may have been through some traumatic experiences. Allow veterans to take a break as needed if they are experiencing issues related to post-traumatic stress disorder. You may also establish a work from home policy if possible, so that your veteran employees can stay home when these PTSD-related incidents arise.
3. Know what to ask
Because many veterans have not held civilian jobs, they may not be as prepared as other candidates. Instead of asking work place-based situational questions, ask how the veteran's experiences would help him or her in the position for which he or she is interviewing. It is also important to know what not to ask. Questions about the veteran's discharge or potential disabilities is not only irrelevant, it is also illegal.
4. Focus on performance based interviews
Monster.com recommended using performance based questions when conducting an interview with a former servicemember. These types of questions allow the veteran to use the experience they have instead of grasping for answers that relate to an industry they may not yet understand.
5. Provide mentors in the workplace
The transition to life after service can be a confusing and stressful time for veterans. By providing a mentor at work, you can give these individuals someone to lean on when they need extra support or encouragement. These mentors can be other former servicemembers already employed with your company or civilian workers who have demonstrated strong leadership.
6. Be clear with expectations
Military servicemembers are trained to adhere to strict routines and uphold the highest standards. These habits do not go away once an individual retires from military service. As an employer, you need to clearly communicate the expectations of the position and the workplace. Understanding what is expected of them will likely help veterans adjust better in their new roles.
Former military servicemembers can be an invaluable addition to your company. They have more diverse experiences than most other candidates and are trained to perform well under pressure. However, hiring and retaining veteran employees can be difficult if the gap between military and civilian worlds cannot be breached. By following the advice above, you can help veterans with their transition into the civilian workforce, and you may have the opportunity to hire some of the best candidates available.