Veteran Talent

Veteran Workforce

Build your skilled labor workforce

Increase your competitive advantage in the marketplace

Recruit your future leaders

In recent years, a lack of human capital to fill skilled labor positions is the number one business challenge companies face.  Traditional means of recruiting and hiring fail 1/5th of the time, and new employee turnover is at 23% as opposed to 16% for those employed with their companies over 1 year.  In order to change the pattern, alternative talents pools must be uncovered.

Roughly 200,000 military personnel exit the US Armed Forces every year.  This eager and loyal workforce is looking for the right company to work with and for over the long-term, and hoping to build a second career where they can serve America in a while new way.

The benefits of hiring a veteran go far beyond helping someone that served our country.  Quantifiable advantages are:

  • revenue improvement when one in four new hires is a veteran;
  • an increase in employee performance as compared to non-veterans;
  • lower rate of turnover;
  • potential for tax credits and additional training funded by the government;
  • possible funding of relocation to your position city/state;
  • increased experience with the practice of safety methods.

We pride ourselves on using a process in which we both engage military personnel prior to their exiting the armed forces in order to get to know what drives them in choosing their first civilian job.  Through knowing our clients and candidate well, we can facilitate a match that will last.  We use the following process in executing all veteran workforce projects.

ACTIVE RECRUITMENT OF MILITARY PERSONNEL

DEFINE CLIENT NEEDS

CANDIDATE PRESENTATION

MANAGE CLIENT PROCESS

FOLLOW THROUGH

Our main goal is simple – retention.  When we find the right veteran for you and the right company and position for that veteran, they will stay with you for a long time.  We follow the process below to help guide our us and our clients to keep the perfect veterans for their companies.

1
2
3
4
5
1

Ensure that the veteran’s workplace preferences are aligned with the company’s culture.  Actively manage those expectations.

2

Establish a veteran onboarding program to acculturate and transition the veteran into the company, with milestones and follow-up.

3

Veterans come from a culture that is heavily aligned around mentorship.  Get new hires quickly connected to the right mentors in the company.

4

Internal veteran networks provide a sense of community and an avenue for engagement with people with similar service experiences.

5

Prepare first line leadership for the expectations veterans may have.  Build a developmental leadership style, likely to have the highest resonance with veterans.