As we dive into the world of veteran hiring and retention, I’m thrilled to sit down with Sofia Khaira, a renowned specialist in diversity, equity, and inclusion. With her extensive experience in helping businesses refine their talent management strategies, Sofia has become a leading voice in creating inclusive workplaces. Today, we’ll explore how companies can better attract and support veterans, tapping into their unique skills and addressing the challenges of transitioning to civilian roles. Our conversation will cover the value veterans bring to the table, strategies for aligning job roles with their experiences, effective outreach methods, leveraging public resources, and fostering a supportive environment post-hire.
How do veterans’ unique skills and experiences set them apart as valuable assets in the workplace?
Veterans bring a remarkable set of skills that are often hard to find elsewhere. Their military service instills a strong sense of discipline, adaptability, and resilience, which are critical in any fast-paced or high-pressure work environment. Beyond that, many have hands-on experience with leadership, problem-solving, and managing complex systems—whether it’s advanced technology or diverse teams. These qualities make them not just capable, but often exceptional, in roles that require precision and accountability. I’ve seen veterans step into positions where their ability to stay calm under pressure and think on their feet has turned challenges into opportunities for growth.
Can you share a specific story of how a veteran’s background made a tangible impact in a company setting?
Absolutely. I worked with a manufacturing firm that hired a veteran who had experience with 3D printing technology from their time in the military. This individual didn’t just adapt to the company’s processes; they innovated them. Their understanding of precision and efficiency, honed in high-stakes environments, led to a significant reduction in production errors. Beyond the technical skills, their leadership style—direct, collaborative, and mission-focused—inspired their team to improve overall productivity. It was a clear example of how military training can translate into real business results.
What steps can companies take to adjust job descriptions so they better reflect the skills veterans possess?
One of the biggest hurdles is the language barrier between military and civilian roles. Companies can start by focusing on skills rather than specific job titles or jargon. For instance, instead of asking for “five years of project management experience,” they could highlight a need for “experience leading teams under tight deadlines” or “proficiency in solving complex logistical challenges.” Working with resources like the Department of Labor’s O*NET database can help employers reframe qualifications in a way that resonates with veterans’ experiences. It’s about making the connection clear and inviting, so veterans see themselves in the role.
What are some of the key challenges veterans face when aligning their military background with civilian job expectations?
The transition can be tricky because the military operates in a very structured, direct environment, while civilian workplaces often have more ambiguity and slower communication channels. Veterans might struggle to interpret corporate lingo or understand unspoken cultural norms. For example, a veteran used to clear, immediate orders might find it frustrating when tasks or feedback come through multiple layers of approval. There’s also the challenge of translating their experience—something like “combat engineer” doesn’t immediately scream “construction expert” to a civilian recruiter unless it’s framed properly.
How can companies effectively reach out to veterans who are seeking civilian employment?
Proactive outreach is essential. Companies should be where veterans are, whether that’s at job fairs, veteran-focused hiring events, or through partnerships with community organizations. Building relationships with programs like the Department of Defense’s SkillBridge can also open doors to transitioning service members eager for work experience. It’s not just about posting a job online and hoping for the best; it’s about showing up, listening to veterans’ needs, and demonstrating a genuine commitment to hiring them. Personal connections and face-to-face interactions go a long way in building trust.
What role do public resources, like state or local programs, play in helping employers hire veterans?
Public resources are invaluable and often underutilized. Platforms like the Maryland Workforce Exchange, for instance, allow employers to directly access resumes from veterans and other job seekers. These tools streamline the process by filtering candidates based on specific criteria, making it easier to find a good match. State and local programs also often provide guidance or even incentives for hiring veterans, which can be a game-changer for small businesses. They act as a bridge, simplifying communication and logistics for both employers and veterans.
What are some common hurdles veterans encounter when adjusting to a civilian workplace after being hired?
The cultural shift is often the biggest hurdle. Military life is rooted in hierarchy and direct communication, whereas civilian workplaces can feel less structured or even vague at times. Veterans might find it challenging to navigate office politics or adapt to slower decision-making processes. Additionally, some struggle with a sense of isolation if they feel their unique experiences aren’t understood by colleagues. Without proper support, these differences can lead to frustration or a feeling of not fitting in, which is why ongoing engagement is so critical.
How can employers create a supportive environment to help veterans thrive during their transition?
Support starts with understanding. Employers can set up mentorship programs where veterans are paired with peers—ideally other veterans—who can guide them through the early days. Regular check-ins with managers to discuss challenges and progress are also key. Creating employee resource groups focused on veterans can provide a safe space to connect and share experiences. It’s about showing that the company values their background and is invested in their long-term success, not just their initial hire. Small gestures, like acknowledging military service milestones, can also make a big difference.
What’s your forecast for the future of veteran hiring and retention in corporate America?
I’m optimistic about the future, but there’s work to be done. As more companies recognize the incredible value veterans bring—especially in addressing skill shortages—I expect to see a stronger push for tailored hiring programs and partnerships with military transition initiatives. The focus will likely shift toward retention, with more emphasis on cultural integration and career development. If businesses continue to invest in understanding veterans’ needs and building inclusive environments, we could see a significant increase in long-term veteran employment over the next decade. It’s about turning hiring into lasting careers.
