Preface
This is the third chapter in a three-part series inspired by Hidden Workers: Untapped Talent, a report recently published by Harvard Business School and Accenture. For an introduction and background, visit Chapter 1: An Introduction to the Workmorphis Hidden Worker Series. Chapter 2 shines a light on hidden workers, an estimated 27 million people in the United States who are looking for jobs but remain “hidden” from companies.
Chapter 3 includes a series of guest posts intended to help employers learn how to engage specific segments of hidden workers with expertise from our partners who serve and employ them. Readers will learn about these organizations’ first-hand experiences with hidden workers, the value of hiring them, and actions employers can take to get started.
Recruiting and Retaining Military Veterans and Spouses
Veterans and spouses of military members contribute desirable characteristics to the workforce. Many military veterans come equipped with exceptional work ethic, team building and communications skills, and leadership experience from a young age. Military spouses are hard-working, highly educated, and adaptable. As employers across the country struggle with workforce shortages, it is important to remember this often hidden population of valued talent. But where are the veteran job seekers? How do we connect with military spouses? First, let’s start with some numbers.
Nearly 200,000 military members leave active duty every year. About a quarter of that population returns to the original home they occupied before entering the military. Another quarter stays in the area of their last duty station. The remaining half of service members go somewhere else, often following a spouse, a previously favored location they discovered while in service, or where they can find meaningful employment. However, more often than not, the transition from military to civilian life can be challenging.
Veteran unemployment rates often trend below non-veteran unemployment rates, something that is quite surprising to most employers. In fact, veteran unemployment is already back to pre-pandemic levels. In October 2021, veteran unemployment decreased to 4.2 percent while the non-veteran unemployment rate was 4.6 percent. This can make it difficult for employers who want to hire veterans to find them.
The military creates strong employees. No matter who goes into the service, they are different when they come out. They’ve pushed their physical and mental limits and realized anything is possible. They have tools to handle stress and conflict. They know how to lead—and often, just as important, how to follow. They’re comfortable performing under stress. They share some core values like service to others before self. All of these things combine to make a quality employee—one who can make the difference between your business “just getting by” and growing. – Vet Employer Roadmap
Despite low unemployment rates, underemployment remains a concern for the military community. According to national studies, almost one out of every three veterans are underemployed. Multiple factors influence that statistic. Often, the transition from military service to civilian life can be rapid, not offering ample time for soon-to-be veterans to accurately translate skill sets, obtain industry relevant certifications, or choose a career that will be fulfilling. As a result, many employers hire veterans into positions they are overqualified for, missing the opportunity to maximize their potential and the valuable skills they developed during military service.
Improve Veteran Hiring and Retention
To improve veteran hiring and retention, employers must educate their human resources staff, hiring managers, and leadership on the value that veterans and military spouses can bring to the workforce. Non-veteran human resources staff often do not understand military resume jargon, leadership skills, and how roles in the military can translate to the civilian workplace. Some states, like Ohio, offer employer training for free through their Veterans Workforce Team. Other national organizations, such as PyschArmor and Hiring Our Heroes, provide guidance and support through their platforms and programs. This education proves invaluable to understanding this segment of the hidden workforce.
Employers must also understand the unique qualities veterans bring to any organization. From infantry to intelligence, and communications to logistics, veterans from almost every military occupational specialty come equipped with the professional attributes needed to be successful in most careers. Military members possess great communication and organizational skills, the ability to think strategically, and the ability to adapt and overcome challenges. If they do not have the certifications the employer needs, the G.I. Bill and other post-military educational benefits could offset the cost of obtaining industry credentials.
Talent is out there — it is often just misunderstood. Learning the value veterans and military spouses contribute to the workforce is a good business decision. Employers who understand these populations hire them because they are the most qualified candidates for the position, not simply because they are veterans or military spouses. By leveraging resources, understanding this subset of hidden workers, and learning to translate military skills, employers can address workforce shortages and empower veterans and military spouses through successful careers.
About Workmorphis
Workmorphis provides a full suite of services to help organizations across the U.S. revitalize their workforce, including workforce planning strategies, skills transformation, diversified workforce pipeline strategies, employee support and empowerment, and more.
Connect with us to offer your insights or learn how we can help you transform your workforce.
Meet the Authors
Ryan Blackburn is the Manager of Veteran Workforce Development for the Ohio Department of Veterans Services and started at the agency in October 2016. In addition to managing the Veterans Workforce Team, Ryan works with other state partners and national organizations to create policies and programs to make Ohio the most veteran and military-family friendly state in the country.
Emily Fabiano (Co-Author) is the founder of Workmorphis, a cross-sector workforce consultancy helping organizations build a more resilient workforce to thrive in a changing economy. Fabiano has deep experience in workforce transformation at the government level, working at the cross section of workforce strategy, economic development, and public policy. With a keen understanding of the unique challenges facing today’s and tomorrow’s workforce and the ability to communicate across sectors, Fabiano brings a new level of understanding and collaboration required to better connect industry and education to prepare people for jobs.
