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Research shows that 99% of employers believe that veterans perform their jobs with equal or greater proficiency compared to their non-veteran counterparts.


The US Government has spent a lot of time and money educating and training our military service members so that they can accomplish their missions across the globe. Those missions require technical skills, authentic leadership, physical fitness, effective communications, and the ability to work in a diverse environment. Naturally, military veterans retain those skills when they leave the military, and any employer putting an effort in place to capture this talent is in a very fortunate position. However, without proven practices and the right tools in place, the ability for companies to hire these talented veterans becomes challenged.


The first step in effectively hiring veterans is to understand how their military skills translate to your company and its open roles. While the military does have many military specific occupations, there are over 3,600 jobs in the military that have direct civilian job correlation. The chart below helps to outline the occupations that exist in the military and the number of active duty enlisted and officer personnel that work in those roles. You may be surprised at the number of trained personnel in the military working in occupations similar to roles you have hiring needs for.



An effective and impactful military hiring program requires a strategic effort across your entire firm.  This includes educating all levels of your organization on the value of a veteran, specific training for HR professionals and hiring managers, and incorporating current veteran employees in your hiring efforts.  Whether you are brand new to military hiring or already have a robust program in place, the Military Talent Group platform provides all the necessary education, data, and processes you need.



When it comes to veterans, most companies are working hard to put in place strong hiring strategies. But what happens once those veterans are on board?


Every company has struggled at one time or another with an effective recruiting and retention processes to ensure they hire and keep the best talent available. It should come as no surprise that the impact from losing an employee not only slows down a business, but also comes with a heavy price tag. According to the Society for Human Resources Management, research shows that the total cost associated with turnover can range from 90%-200% of an employee’s annual salary. As it relates to veterans, 68% of employers do not have a retention program in place to serve their veterans. These two facts highlight that without a strong military retention program in place, companies are losing significant money and efficiency in their businesses. Our platform and engaging training videos will help you retain veterans and develop military friendly work environments, which will truly affect your bottom line in a positive way.


There are a myriad of reasons that contribute to workforce attrition. However, understanding the reasons why employees leave a company will provide valuable insight into the gaps that exist in your current retention program. For veterans, some of those reasons are unique to them, and employers need to put an effort into building a retention plan specifically for them. In order to help employers think more seriously about this, a comprehensive study was done to provide insight as to the reason why veterans leave their jobs.



To provide contrast to that data, and to provide further clarity of the issues that veterans face in the workforce, the survey also pulled together data on what reasons would have kept those veterans from leaving their respective jobs.



The top reasons veterans leave include: lack of career development and advancement, low quality of work (not meaningful, unchallenging, tedious, etc.) and because of new employment opportunities. However, the top reasons that would have made them stay include: increased opportunities for career advancement or promotions, increased opportunities for professional development, and increases in compensation and benefits.




Companies, regardless of size, need to put in place a focused and proven practice to better retain their military talent. This requires a concerted effort throughout your company to ensure these programs are specifically focused on the veterans and the challenges they may face in your workforce. The return on your investment is pretty clear – by putting in place a military retention program you increase your bottom line by reducing extremely high turnover costs and increase workforce morale and performance.


So whether you have a program already in place, or now recognize the importance of doing so, the Military Talent Group platform provides all the education, tools, and processes you need to create and enhance a successful military retention program. It is never too late to start, and your efforts will directly increase the quality of life for the veterans at your company as well as their tenure with you.


Invisible Wounds

A 2012 Society for Human Resource Management survey determined that 1 in 3 HR professionals cited Post-Traumatic Stress Disorder (PTSD), or other mental health issues as “challenges” to hiring Veterans.


If you happen to be the 1 in 3 people that feel this way, please allow me to share some important information with you. Understanding the invisible wounds of war is vital to any employer in order to dispel the myths surrounding PTSD and other mental and/or physical health conditions, and to learn more about the benefits of incorporating veterans into the workplace. There are many important factors that can help to reduce employers’ concerns about the work impact related to these injuries as well occasional perceived stigma surrounding hiring veterans.

Despite the awareness that has been raised surrounding combat/service related injuries, several employers still report that they avoid hiring veterans. Why? Because of the lingering fear that these veterans may have sustained mental or physical injuries, and not being well informed about the implications associated.

However, the reality is that the number of veterans who have suffered a traumatic brain injury or post-traumatic stress are just a fraction compared to that of the general US population.


Here are 3 common myths that you may have come across at one point or another:


1) Myth: “PTSD is a ‘Veteran Issue’ and one that no one else can relate to.”

Fact: Post-traumatic stress is simply a normal reaction to an abnormal experience. The reality is that nearly 8% of the US population – or approximately 25.6 million Americans will suffer from PTSD at some point during their lifetime according to the National Center for PTSD. Some individuals may experience PTSD following a natural disaster, a motor vehicle accident, or even from being mugged. While we often associate PTSD with combat and military service, the reality is that anyone can experience PTSD, not just those in the military. You are likely to be working with, or have worked with, someone who has suffered from PTSD and you may not have even known!


2) Myth: “I’ve heard that some Veterans have suffered traumatic brain injuries during combat and that must be a very significant injury.”

Fact: Many people assume that when someone has suffered a traumatic brain injury, they are left with significant brain damage. While this can be true in extreme circumstances, according to the Defense and Veterans Brain Injury Center, 82% of all traumatic brain injuries diagnosed in military members since 2000 are considered mild. To provide further clarification, the most common form of mild TBI is a concussion, and there is typically no functional brain damage associated with this injury.


3) Myth: “A Veteran who has been diagnosed with PTSD will struggle for the rest of their life.”

Fact: Like any other medical or mental health condition, there are all different levels of severity. With the advancement in research and evidence based practices by mental health care specialists, symptoms of PTSD can be greatly reduced and possibly even eliminated with early intervention. In fact, according to the DSM 5, one half of all adults diagnosed with PTSD will have a complete recovery within 3 months of treatment.


I hope the information provided above serves to help further dispel some of the fiction associated with veterans in the workplace. In doing so, we collectively advance towards our overall goal of decreasing stigma surrounding veterans and the invisible wounds of war. These men and women bring so many unique skills and sought after characteristics into the professional workforce. Businesses that recognize this value in veterans, often find more productive employees compared to that of their non-veteran counterparts. This type of talent behavior is what drives companies to be more efficient, productive, and profitable. Any employer that puts a value on military service, creates a win-win environment that benefits not only their bottom line, but also those deserving military veteran job seekers looking for fulfilling careers.